In Nova Scotia, many federal and provincial holidays, such as Good Friday and Christmas Day, are rooted in Christian traditions. But as our province grows more diverse, it’s worth rethinking how we acknowledge and celebrate the rich variety of cultural and religious traditions that may not (yet) be recognized with “time off work.”
This shift isn’t just about marking new dates on a calendar. By learning about, acknowledging and celebrating the traditions of your team members, organizations can foster a stronger sense of belonging in the workplace.
There are many cultural celebrations, traditions, and ways people observe and celebrate, and as a result no one right way to do this. So today, we wanted to share some helpful things we’ve learned that have helped us better show up for team members along with a few extra things to consider as you plan for next year.
There is no better place to start than with the practice of cultural humility and we love Ruchika Tulshyan’s, author of Inclusion on Purpose, perspective. It involves a shift from viewing other cultures as “different” or “exotic” to respecting and valuing diverse perspectives equally. Here’s how she describes it:
“Cultural competency means learning about other cultures while retaining the idea that your culture is dominant. This approach assumes that the non-dominant (non-white) culture’s way of doing things is often exasperating or exotic—a quirk to accommodate, not something to respect or learn from. Cultivating cultural humility means recognizing that you do not know everything about another’s culture and that there may be a lot to learn from it.” – Ruchika Tulshyan
An example of cultural humility is learning to correctly pronounce a colleague’s name. Ruchika reminds us that “all names are meaningful to their owner, so stumbling through an unfamiliar name for your own ease or comfort is unacceptable.” Another example would be accommodating dietary restrictions by providing choices for staff when food is served in the workplace. You may not need to deeply research the dietary protocols of every tradition, by providing options and the opportunity for folks to communicate what they need, you are fostering a more inclusive approach.
So how can we begin to practice cultural humility more effectively in our workplaces in 2025? Below are some of the practices we’ve been working on at P4G and some we are inspired by.
- Remember that an individual’s identity consists of multiple, intersecting layers including gender identity, race, sexuality, etc. We don’t want to make assumptions about what traditions or practices people observe. For example, someone may have been brought up Christian, but observe Ramadan in support of their partner. When leading with humility, it’s important to create an environment where people feel comfortable sharing what’s meaningful to them. Instead of making assumptions, you can offer opportunities—like voluntary surveys or open discussions—where individuals can share what cultural practices or traditions are important to them.
- Observe and adapt: Pay attention to your team’s practices and make thoughtful adjustments to ensure everyone feels included. For example, if a colleague has given up sugar for Lent, avoid pressuring them to try the cookies in the kitchen.
A learning moment for our team came when we scheduled a retreat during Ramadan, coinciding with Eid Al Fitr. While we enjoyed celebrating with a feast after dark, we later realized it’s customary to avoid meetings or energy-intensive activities on Eid. Since then, we’ve been more mindful about planning around key cultural and religious observances.
To stay informed, consider integrating tools like the Interfaith 2024 Calendar into your annual planning.
- Appreciate, don’t appropriate: Every cultural and/or religious practice has unique customs. What may be appropriate in one may not be appropriate in another (ex. inviting anyone to wear traditional dress). Practicing cultural humility means adopting a learning mindset. For example, if you’re invited to a Diwali event, ask about customs or protocols to be aware of. You might be encouraged to wear traditional attire, but some items, like bindis, may hold special meaning and be reserved for certain individuals.
Even well-intentioned actions can lead to cultural appropriation. Take guidance from those directly connected to the culture to ensure respectful engagement.
- Honour without tokenizing: When observing occasions like Emancipation Day or the National Day for Truth and Reconciliation, ensure you’re uplifting first-voice perspectives without expecting Black or Indigenous employees to educate or perform. These requests can create undue pressure, as they often fall outside of job descriptions. If someone voluntarily shares their customs or wisdom, treat it as a generous offering, not an obligation.
Additionally, go beyond acknowledgment and put effort into how your organization can tie these observances to meaningful action. For example:
- What steps is your organization taking to address ableist policies?
- How are you acting on Truth and Reconciliation calls to action within your sector?
Consistent, intentional actions are essential to create real change.
- Be proactive with flexible, accessible offerings: If possible, rather than requiring all employees to take Christian statutory holidays off, allow for ‘floating holidays’, or flexible requests. Someone may choose to work over the Christmas season, but take a week off to engage in a Mawio’mi in the summer months. Also, consider what quiet spaces or rooms within an office setting could be designated for activities such as prayer.
- Be specific when referring to cultures or ethnicities: Instead of “Asian culture,” specify: “Chinese traditions for Lunar New Year” or “Filipino heritage.” When we lump our assumptions under broader labels, we miss acknowledging the complexity and diversity within individual ethnic groups.
- Zero tolerance policy: Ensure staff understand that discriminatory behaviour, harassment, and passive aggression will not be tolerated. Implement policies that protect employees’ rights to practice religious and cultural traditions while holding individuals accountable for inappropriate behaviour. This reinforces that employee safety and well-being are priorities.
These are just a few considerations when it comes to practicing cultural humility with respect to cultural and religious occasions and how they show up in the workplace.
What have we missed? We’d love to hear your observations and suggestions in the comments section below!
This blog was created with contributions from Kaylee Hake, Robynne Baxter and Conscious Communications Consultant, Margaret Schwartz.
Resources:
Census Profile, 2021 Census of Population. (2021). Statistics Canada.
Interfaith Calendar 2024. (2024). Diversity Resources.
About Post Author
