Christmas Parties: Is It Time for a Rethink?
Many businesses are likely to look a little, or a lot, different to how they did pre-Covid. More people will be working from home, either full time or in a hybrid way, and some may be based geographically far away, as the boom in homeworking has given employers access to a wider talent pool. At the same time, issues such as race, ethnicity and sex discrimination continue to be significant concerns. In this context, the traditional Christmas party may no longer be appropriate.
When a positive becomes a negative Workplace culture is a driving factor for many companies when it comes to recruiting and retaining staff. Socialising with teams outside of work is an important part of this culture and it can go a long way in building morale and healthy relationships. The end of the year is a great time to do this, as workers begin to wind down (hospitality and retail staff excluded) for a Christmas break. But when alcohol is thrown into the mix and socialising becomes toxic, where employees feel forced to participate or are excluded from events, this is going to have a negative, rather than positive, impact.
A prime example of this is a recently reported case from across the Channel, involving a Paris-based consulting firm, who boasted of their “fun” environment, regularly holding drunken parties for their staff and dismissing one employee who chose not to take part. His reasons for not doing so? He didn’t enjoy the excessive consumption of alcohol and the “humiliating and intrusive practices” that some of his colleagues participated in. Ultimately the employee, Mr T, was successful in his claim that the dismissal was unlawful. But is this the “right to be boring” as it has been reported in the press, or simply somebody who didn’t enjoy that particular activity?
Trying something new Some employees love being able to bring their pets into work. Maybe some enjoy playing foosball or a pinball machine. And some may enjoy going out for a drink with colleagues after work. The key is we’re all different. It’s best therefore to make sure celebrations and outings are not centred around alcohol. For some, there may be cultural or health reasons why they prefer to stay sober. Others may have to get up early for childcare, or like to go for a run, and staying out late would derail their routine. Should employers choose to embrace it, this festive season is an excellent opportunity to design celebrations that are inclusive to all, permitting them to be their authentic selves at work and not asking them to conform to the usual norms.
This could be something as simple as holding an afternoon tea party, providing a space and materials for a themed “crafternoon” where employees can enjoy creating something new with their colleagues or inviting families to a fun day so parents can show their children where they go and what they do. Or it could be something else. The best people to inform these choices are the employees themselves, so asking for their thoughts and opinions, and perhaps selecting the best ones and putting them to a vote, could be a great way to encourage employee participation and create something truly unique to the organisation.
The return of the Zoom quiz? It’s likely some will recoil in horror — “Zoom fatigue” is felt by many, and with it being the first party season in several years without the risk of uncertainty, many employees will want to be out, about and seeing people face to face. But this may neither be desired by, nor practical for, homeworkers who work from home due to their geographic distance from the office, because of care responsibilities or due to physical or psychological barriers that mean this is the best option for them. When designing any workplace celebrations, it is important to bear these individuals in mind, as excluding them could lead to employee relations issues, grievances, ill-feeling, reduced engagement (and ultimately retention) or possibly even discrimination claims.
Including homeworkers does not have to be a difficult task. Again, it is encouraged to speak to them about what they may enjoy. One positive that came out of the various lockdowns is that many businesses now offer “at home” kits for anything from escape rooms to cocktail making, which can be delivered directly to the employee’s door. They can then use a service such as Zoom to video call their colleagues and participate along with them.
Inclusive activities The twelfth month of the year doesn’t just bring parties. There will also be gift giving and secret Santa, Christmas jumper day and other events that could offend or accidentally exclude some people. Therefore, it’s always best to make them optional, and remind employees of the importance of being respectful to their colleagues when participating.
Behaviour expectations Whatever the business chooses to do this year, measures needed to manage behaviour should also be thought about. Work organised events, including both during them, and in any after parties or gatherings that result from them, are likely to be deemed as “in the course of employment”. To put it simply, employers can be vicariously liable for any poor behaviour that occurs due to the link with their employment. As such, prior to any work events, employers should set out the usual behavioural expectations, encourage employees to behave responsibly and to drink responsibly if it is available. The usual disciplinary rules can still be applied to behaviour at these events and reminding employees of this would be a wise move.
Next steps Workplace culture and the extent it embraces, celebrates and protects equality, inclusivity and diversity is a constantly evolving concept. There are always new initiatives, and new ways of thinking, in this area. This year, incorporating those principles into any festive celebrations will send a signal to staff that this is something at the very heart of the business. It is also a great advert for attracting future talent.
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