From REP: ‘Tis the Season

Traditionally, the beginning of fall also ushers in a season of celebration.

In 2024, however, it is also a season of high anxiety.

Being able to maintain functioning in the workplace despite what is happening in our personal lives – divorces, deaths, worries about loved ones, illness, etc. – is an acquired skill, workplace expectation, and part of the recipe for success in the workplace. It is also thought to be a “rite of passage” into functioning adulthood.

For employees from historically marginalized communities, however, maintaining functioning is not just something that is expected in the face of personal challenges.  It is also something that is expected in the face of societal decisions and global circumstances that negatively impact the lives of employees and their families. 

Whether these circumstances are daily racial microaggressions in the workplace – especially by those who hold power -- or because of an election outcome with policies that might decrease opportunities and access for those from historically marginalized groups, employees are expected to operate in the workplace as if none of these societal concerns exist.

In this season, expectations that employees will partake in management- and peer-pressured “celebrations” – especially those that have nothing to do with their cultural and/or religious beliefs -- can increase even more the anxiety of employees negotiating the pressures of this already fraught time.

The expectation in many U.S. workplaces that employees function as if “‘tis the season to be jolly” is insensitive at best and cruel at worst. It fuels emotional isolation in the workplace of those who are already historically marginalized. It is a workplace practice born from the perspectives of those who are not and will not be directly impacted by the societal landscape changes swirling around.

‘Tis the season – but of what (beyond the obvious)? And what can workplaces do to support employees?

‘Tis the Season of Heightened Anxiety. It is easier to host an afternoon “party” or door-decoration contests or Secret-Santas than to give time off, or to give bonuses. But what do employees really need? What is the level of emotional exhaustion in our workplaces? What employees are carrying extra loads due to anxiety about families abroad, or anxiety about election outcomes (because of policy impacts that target historically marginalized racial and other groups)? Knowing and responding to what employees need is the best holiday gift employers can give. Organizations can work to eliminate the organizational culture pressure that employees may feel to participate in workplace “celebrations” that feel mandatory. Organizations can openly acknowledge the heightened anxiety that many historically marginalized employees and others may feel during this season (and not add to it).

‘Tis the Season to Expand what “Holiday Season” Means. In many workplaces, “holiday” really means Thanksgiving and Christmas – holidays from a white, culturally Christian perspective.  In multi-cultural workplaces, Thanksgiving and Christmas are just two of a variety of holidays.  Which holidays do employees celebrate? Do workplaces even know? Organizations can acknowledge and accommodate employee needs for time off and celebration for days of religious or cultural significance outside of the white, culturally Christian paradigm. 

‘Tis the Season to be Attuned to the Mental and Emotional Health Needs of Employees. Organizations can reevaluate what they offer employees regarding mental health services – and can advocate for employees to use them. Organizations can begin internal campaigns to make employees aware of the services available to them, as well as ensure that employees realize the anonymity of those services. Organizations can advocate on behalf of mental and emotional health as a workplace priority.

‘Tis the Season to support the health and well-being of the greatest assets that organizations have – its employees – in this time of national change and global uncertainty, and:

‘Tis the Season – because it is always the season -- to support and increase inclusion practices in the workplace. And this means making it a priority to be aware of, and to offer support to, those employees from groups most impacted by national policy changes and global crises.  

This article appeared in the November 2024 issue of REP - Racial Equity Practices, a BRJA newsletter. To receive issues of REP as they appear, become a monthly sustainer of BRJA’s today! Just click the donate button below.