Every December, organizations proudly declare “Happy Holidays!” believing they have achieved inclusion in this phrasing. But what if this well-intentioned phrase is actually reinforcing the cultural dominance it seeks to dismantle?

The Uncomfortable Truth About December Celebrations

For many organizations, December triggers a flurry of “winter celebrations” and “holiday parties.”

Leaders carefully avoid religious language, select neutral décor, and adopt “Happy Holidays” as the standard greeting. The intent is inclusion. But even our most well-meaning practices can unintentionally strengthen existing cultural hierarchies. Team members from different backgrounds feel this discrepancy, even if they never name it.

The Invisible Framework Shaping Workplace Culture

It is important we understand that most of the world’s major cultural and religious celebrations don’t fall in December. For example,

• Diwali (Hindu, Jain, Sikh): Late September to early November
• Hanukkah (Jewish): Late November to late December
• Kwanzaa (African heritage): December 26 to January 1
• Islamic New Year: Shifts annually on the lunar calendar
• Lunar New Year: Late January or February

Yet which observances receive automatic visibility, paid days off, and organizational acknowledgement?

This imbalance reflects what scholars call “Christian cultural hegemony,” a system that positions Christianity as the default norm, while rendering other traditions secondary or invisible.

Why “Happy Holidays” Reinforces What It Attempts to Hide

Let’s be honest: when most people say, “Happy Holidays,” they’re thinking of Christmas. The problem is that this phrase creates an appearance of inclusion while continuing to center Christianity linguistically and culturally.

Calling your event a “Winter Party” doesn’t shift its foundation. Its timing, structure, and traditions remain rooted in Christian practices, regardless of the name.

Why this matters:

Christian dominance remains powerful precisely because it feels “normal.” When Christmas automatically becomes the centerpiece of celebration, organizations inadvertently reinforce this norm.

In addition, adopting a generic greeting allows leaders to avoid deeper questions such as:

When do my team members’ holidays actually occur?

Which observances matter to them?

Who celebrates none at all?

“Happy Holidays” has become a well-intentioned shortcut that replaces cultural curiosity and genuine understanding.

This isn’t simply about fairness or symbolism. When employees consistently experience their culture as secondary, they internalize a message about their value within the organization.

A team member who must request time off for Eid or Diwali while Christian holidays are automatically embedded in the calendar navigates a system that clearly signals whose traditions are granted most legitimacy.

The reality is that you can be deeply committed to inclusion and still participate in frameworks that reinforce cultural dominance.

Practical Steps for More Inclusive Organizations

1.  Broaden Awareness Beyond December.

Educate your team about diverse holidays year-round. Inclusion is a continuous practice, not a seasonal task.

2.  Use Specific, Thoughtful Greetings

When you know someone’s observances, acknowledge them directly. Try these approaches:

• “I’m celebrating Christmas this month—do you have any holidays you’re observing?”

• “I hope you enjoy whatever traditions or rest time you have planned. What does this season look like for you?”

• “I know people celebrate different things in December. I celebrate Christmas, but some folks don’t observe holidays at all. What’s meaningful for you?”

These greetings work because they:

1. Allow you to name your own tradition without implying normativity.
2. Invite curiosity without demanding disclosure.
3. Normalize difference and honor those who celebrate nothing.

3.  Promote Cultural Pluralism

Move beyond symbolic gestures. Offer consistent visibility to celebrations like Diwali, Lunar New Year, Eid, and others with the same intentionality given to December holidays.

4.  Create Spaces to Challenge Privilege

Encourage honest conversations about Christian privilege and other forms of cultural dominance. This requires accountability, humility, and willingness to be uncomfortable.

5. Diversify Your Organizational Calendar

Align your scheduling and cultural celebrations with a broad range of traditions—not just those aligned with Christianity. Celebrate or recognize observances as they occur throughout the year, signaling that inclusion is an organizational value, not a December initiative.

6. Advocate for Inclusive Policies

Implement policies that reflect genuine diversity of belief and practice. Rethink which holidays are recognized, how events are scheduled, and what ‘default’ celebrations look like.

Moving Forward

Please understand that a sincere “Merry Christmas” is always appropriate for those who celebrate it.

Likewise, “Happy Holidays” can be a genuine attempt at inclusivity, however, we need to recognize the limitations of the greeting. It allows us to feel inclusive without doing the work of being inclusive: learning when others’ holidays occur or acknowledging that some observe none at all.

If we want to lead with authenticity and cultural competence, we must move beyond generic gestures. True inclusion requires curiosity, specificity, and a willingness to understand the traditions—and non-traditions—that matter to those around us.

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This article draws on Dr. Warren Blumenfeld’s analysis of Christian cultural imperialism and his recommendations for moving toward genuine cultural pluralism.