In this article, we provide good practice advice on ways of ensuring seasonal parties or workplace gatherings are inclusive and safe for all.
Mental health and toxic positivity
You just never know what anyone is carrying. This time of year can be a difficult time for many people and may impact on mental health and wellbeing. We know that cases of mental health related absences, self-harm, and suicide attempts can rise steeply in December and into January.
There is often a societal expectation to be ‘full of the joys of the season’ when many are worried about all sorts of life stuff. It’s also a time of year when grief impacts on people. Loneliness often manifests itself.
Toxic positivity is when someone feels forced to wear a smile and pretend they’re ok to fit in with everyone else’s sense of fun. It is everywhere at this time of year. Look out for those colleagues who withdraw completely or who may be engaging in events but perhaps seem withdrawn and distant.
In these situations, it can be made worse when colleagues constantly ask why someone isn’t joining in or, even worse, imply they’re “no fun”.
As well as setting up all the fun stuff, be mindful to remind everyone where they can access support if they need it for mental health and wellbeing.
Mental Health First Aiders are a really good resource to help hold an initial conversation and signpost to support. In addition to our advisory support on mental health casework, Glass Ceilings Change Management also provides Mental Health First Aid training to organisations.
Opening channels of communication and just letting people know you are a safe space for them to open up without judgement is really important – at this time of year and all year round.
Alcohol
It is important to respect reasons why not all colleagues may want to drink alcohol at work parties. Some people do not drink alcohol for religious reasons. This is another reason to use inclusive language when referring to events at the time of year as many people do not celebrate Christmas.
Some colleagues may be abstaining due to unannounced pregnancy or a health concern which they want to keep private.
Some colleagues may be fighting alcohol addiction. Party season can be a difficult time for people who are trying to remain sober. Employers have a duty of care to all employees’ health, safety, and wellbeing so should try to prevent as far as reasonably practicable anyone who is living with addiction from being put in a difficult position.
This duty can extend to protecting people from the effects or impacts of alcohol in the course of work activity, for example altercations or sexual harassment while people are under the influence at work events.
It’s a good idea to conduct a quick risk assessments when organising events. Check your alcohol/addiction policies and ensure they follow good practice. Also, check any related policies are up to date, that they too follow good practice, and any employer responsibilities are covered.
Remind all employees of their responsibilities under these policies before events take place.
We provide template and bespoke policies on these areas, including Fair Treatment and Inclusion and a unique approach to Additions at Work.
We also provide HR advice when there is an issue or proactively to prevent issues arising in the workplace – not just at this time but all year round.
Sexual Harassment
Sadly, allegations of sexual harassment and assault are not uncommon following work parties at this time of year.
Employers have always had vicarious liability for certain issues impacting on people at work. Since 26th October this year, organisations employing people now have a legal duty to proactively prevent sexual harassment in the course of employment. ‘In the course of employment’ includes work events. The duty also extends to third parties.
To mitigate the risks, you should ensure everyone has been trained and understands what constitutes sexual harassment. Also, remind employees and third parties of their responsibilities during workplace gatherings this season.
Organisations should have an overarching risk assessment on preventing sexual harassment however carrying out a risk assessment when planning for events can also help to reduce risks and demonstrate how you are discharging the duty. It doesn’t have to be onerous and it can make a lot of difference.
Further advice and support
Glass Ceilings provides training, advice, and policy support on all the issues raised in this article. We have particular expertise in proactive prevention and responding to serious incidents. Get in touch if you require any advice or support: [email protected]
December 2024