The Impossible Holiday Problem at Work (And How Cultural Intelligence Solves It)
- Daphne, FNDR of Tough Convos
- 3 days ago
- 7 min read
Your team celebrates 7 different December traditions.
Your company calendar recognizes 2.
Here's the math problem no one wants to say out loud: There are 195 countries in the world, most with multiple subcultures within them. You cannot possibly honour every cultural celebration without grinding productivity to a halt.
And yet, here you are, trying to make everyone feel included during "the holidays"—while half your team celebrates Christmas, a quarter celebrates nothing at all, and the rest are navigating Hanukkah, Kwanzaa, Diwali afterglow, Lunar New Year prep, or waiting for Eid whenever Ramadan decides to show up this year.
This isn't a failure of leadership. It's an impossible problem.
But here's what cultural intelligence teaches us: You can't know every custom or be prepared for every difference. But you can make everyone feel seen, valued, and trusted to take time when they actually need it.
That's what this blog is about—not performative inclusion, but practical solutions to an unsolvable equation.
Why December Makes the Problem Obvious
Let's be honest about what December actually reveals: most workplace "holiday" policies are built around one dominant cultural narrative.
In North America, that narrative is Christian-majority Christmas traditions. Not because companies are trying to exclude anyone, but because sheer numbers and historical origin stories shaped what became "normal."
This makes sense in context:
The United States was founded with Christian-majority populations
Canada's history centers European colonization and Christian traditions
Statutory holidays reflect the dominant culture of the country's formation
When 65-70% of the population celebrates Christmas, December 25th becomes a default shutdown day
That's not inherently wrong. It's just math and history.
But here's where it gets complicated: your workplace isn't 1867 Canada or 1776 America anymore. Your team is global, remote, multicultural. And the old math doesn't work.
What's actually happening in your December workplace:
The Christian-majority assumption:
Your company shuts down December 24-January 2 because "everyone celebrates Christmas." Except your Hindu colleague already burned PTO for Diwali in November. Your Muslim colleague is saving days for Eid (whenever that happens). Your Jewish colleague celebrates Hanukkah but doesn't need a week off for it. Your secular colleagues don't celebrate anything but still lose their preferred vacation timing because you decided for them.
The "inclusive" office party:
You plan a holiday party. You serve pork dumplings, rum punch and beef sliders, trying to be culturally flexible. You schedule it for December 20th because that feels "neutral."
Meanwhile:
→ Your Muslim colleagues don't drink (and now feel visibly different)
→ Your Jewish colleagues are mid-Hanukkah and don’t eat pork
→ Your Buddhist colleagues don't celebrate Christmas but showed up anyway because it's "expected"
→ Your colleagues with young kids can't stay late
→ Your international team members needed to leave earlier for travel
Everyone shows up because declining feels risky. Nobody actually has fun. You wonder why morale feels off.
The gift-giving expectations: Your "fun Secret Santa" just created three problems:
→ In some cultures, you never show up empty-handed (now there's pressure to over-give)
→ In others, gifts create an uncomfortable obligation
→ Some team members are spending money they don't have trying to match perceived expectations
You thought you were building camaraderie. You actually built anxiety.
Here's the paradox: You can't ignore the majority culture (that's the origin story of your country and it shapes statutory holidays). But you also can't pretend the majority is the only culture that matters.
So what do you do?
Let's Get Real About What Your Team Is Actually Navigating
Here's what December looks like when you zoom out from your own cultural lens:
Christmas (Christian/Secular Western tradition):
Religious or secular celebration, family gatherings, gift exchanges, December 25 focus. For many, it's the biggest holiday of the year. For others, it's just another Thursday.
Hanukkah (Jewish tradition):
Eight nights starting mid-to-late December (dates vary yearly). Menorah lighting, family traditions, not a "Jewish Christmas"—it's actually a minor holiday that gets amplified because it happens near Christmas.
Kwanzaa (African American tradition):
December 26-January 1. Seven principles (Nguzo Saba), community focus, cultural celebration rooted in African heritage. Not religious, often practiced alongside Christmas.
Diwali (Hindu/Sikh/Jain traditions):
Already happened in October/November, but affects December if your team members burned PTO then and now have less flexibility for year-end.
Lunar New Year Prep (East/Southeast Asian cultures):
Not until late January/early February, but if your team members are travelling to Asia, they're planning now—and your December shutdown might conflict with their actual holiday needs.
Ramadan/Eid (Islamic tradition):
Dates vary yearly based on the lunar calendar. Might not fall in December at all, but if it does, your Muslim colleagues are fasting during your holiday lunch buffets.
Winter Solstice (Pagan/Wiccan traditions):
December 21. Yule celebrations, nature-based spirituality. Often invisible in workplace conversations.
Nothing At All:
Some people don't celebrate any December holidays. They just want regular time off without the emotional labour of explaining why they're "opting out" of something that was never theirs to begin with.
All of these are valid. None of these is "the normal." That's the entire point.
And here's what you need to understand: You're not going to learn all of this on your own. Even with the best intentions, you'll miss something. You'll accidentally schedule a major event during someone's religious observance. You'll use the wrong terminology. You'll make assumptions.
That's not a failure. That's being human.
But here's the CQ shift: What if your workplace was also a space for learning about these celebrations? Not in a forced "diversity day" way, but in a genuine "we're curious about each other" way.
The Genius Solution (That Actually Works)
Here's the truth: You cannot create a special company-wide day for every cultural celebration without productivity grinding to a halt.
195 countries. Thousands of subcultures. Dozens of major religious and cultural holidays between November and February alone.
The math doesn't work. And that's okay.
Because the solution isn't "honour every holiday equally." The solution is: Trust your people to take time when they actually need it, and stop pretending one calendar fits all.
Here's how:
The Floating Holiday Policy (The Game-Changer)
Instead of: Fixed company shutdown December 24-January 2
Try this:
→ Recognize statutory holidays (that's the legal baseline and reflects your country's origin story—that's not going away)
→ Give everyone 3-5 additional floating holidays per year
→ People use them whenever their traditions actually occur
→ No explanations required, no approval process beyond normal time-off requests
Why this works:
✅ Equity, not equality. Everyone gets the same number of days, but they use them when it matters to them.
✅ Respects the majority without forcing the minority to adapt.
✅ Removes performative inclusion (you're not pretending to celebrate everything—you're giving people agency).
✅ Actually fair. Your Hindu colleague isn't burning PTO for Diwali while Christmas is a free day off.
Real example:
A tech company in Toronto implemented 5 floating holidays. Christian employees used them for extended Christmas travel. Jewish employees used them for Rosh Hashanah and Yom Kippur. Muslim employees saved them for Eid. Secular employees used them for mental health days.
Nobody felt left out. Everyone felt trusted.
The "Cultural Calendar" (Make Learning Optional, Not Mandatory)
Instead of: Mandatory diversity training that makes everyone uncomfortable
Try this:
→ Create a shared calendar where team members can (voluntarily) add their cultural/religious observances
→ Include a one-sentence explanation if they want (not required)
→ Team members can see what others are celebrating and why they might be offline or less available
Why this works:
✅ Shifts the burden from leadership (who can't possibly know everything) to the team (who are the actual experts on their own cultures).
✅ Creates organic learning instead of forced "appreciation days."
✅ Voluntary participation means people share what they're comfortable sharing.
✅ Reduces awkward moments ("Oh, I didn't know you'd be fasting during our lunch meeting").
Example: Your colleague adds "Diwali - Hindu Festival of Lights, major family celebration" to the calendar in November. You see it. You don't schedule a deadline that day. They feel seen. You didn't have to become a Diwali expert—you just had to pay attention.
Rethink the "Holiday Party"
Instead of: Mandatory fun with alcohol in mid-December
Try this—Ask your team:
→ "We're planning an end-of-year celebration. What dates work best?"
→ "What should we call it?" (If “Christmas party” feels right, then do it. But ask. Maybe “Holiday party”, “Year-end celebration”, “Winter gathering” works better for your crew)
→ "What would make this actually enjoyable for you?"
Then offer options:
→ Daytime event (no childcare barriers)
→ Alcohol optional, not centered
→ Multiple smaller gatherings instead of one big party
→ Celebrate accomplishments, not holidays
Why this works:
✅ Removes religious assumptions (it's not a "Christmas party," it's a team celebration).
✅ Includes everyone by asking what they actually want.
✅ Focuses on shared wins instead of traditions that not everyone shares.
But remember. This is not anti-Christmas. This is not us advocating for only saying “Happy Holidays” instead of “Merry Christmas”, because nothing is wrong with acknowledging someone’s actual religion, beliefs, celebrations etc.
But what it is is thoughtful. Human. Team-strengthening.
The Gift Exchange Opt-In
Instead of: Mandatory Secret Santa
Try this:
→ "We're doing optional team traditions this year. Here are three options—vote for what you'd enjoy."
Option 1: Charitable giving (team donates to a chosen cause)
Option 2: Small gift exchange (budget cap: $10, participation optional)
Option 3: No exchange, just a team lunch
Why this works:
✅ Removes financial pressure (gifts aren't mandatory).
✅ Respects different cultural norms around gift-giving.
✅ Gives people agency instead of forced participation.
This Is Practice for the Other 364 Days
Here's the thing: If you're only thinking about cultural intelligence in December, you've already lost.
The holidays just make cultural differences obvious. But these same dynamics are happening year-round:
→ How your team communicates (direct vs. indirect)
→ How they perceive deadlines (linear vs. flexible time)
→ How they give and receive feedback (public vs. private)
→ How they make decisions (consensus vs. hierarchy)
→ What they consider "respectful" or "professional"
Cultural intelligence isn't a December skill. It's a leadership skill.
The holidays are just the most visible reminder that your "normal" isn't everyone's normal.
Master this in December, and you'll be better at leadership every other month too.
The Real Gift
Your team doesn't need performative holiday inclusion.
They don't need you to become an expert on 195 countries' worth of traditions.
They don't need a perfect calendar that makes everyone equally happy (that's impossible).
What they need:
→ Trust to take time when it matters to them
→ A workplace where learning about each other is welcomed, not mandated
→ Leaders who understand that "fair" doesn't always mean "same"
That's cultural intelligence. And it's not just for December.
Want to understand how culture shapes your team every single day—not just during the holidays?
Get the CQ Ebook: cqebook.toughconvos.com/
It's $17 now. $27 soon. And it'll teach you how to lead multicultural teams 365 days a year—not just when the calendar forces you to pay attention.
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