An Inclusive Approach to Recognizing General Holidays
Author : Central Alberta Chapter Committee
Organizations have recognized the federal and provincial statutory holidays for years. Did you know that Canada's national holidays generally mark religious, quasi-religious or patriotic occasions? However, in an inclusive environment, there are cultures, religions, nationalities, groups and identities that may recognize different holidays than those general holidays defined by the government which organizations have established as the norm. Not everyone celebrates and observes holidays the same way. Depending on culture, traditions and norms, celebrations take different forms. Not all holidays are cultural or religious, some may be commemorative days rather than celebrations, and others may be based on traditions. Some people may enjoy celebrating with large groups while others may prefer to relax and recharge. Others may not find the holiday celebratory at all due to financial restrictions, mental health issues, barriers, lack of family or family acceptance or the holiday may be a reminder of inequity, trauma or pain.
This month, the CPHR Central Alberta Volunteer Chapter asked, how could organizations support, create, and implement an inclusive approach to recognizing holidays for their employees?
Through our search, we have discovered several approaches that organizations can take to create an inclusive approach to holidays.
The Traditional Approach
Currently, provinces and territories average 11 statutory holidays annually with at least two of those holidays focused on the religion of Christianity. There are many more holidays that employees may wish to recognize, but for organizations following the traditional approach, that means that employees would need to take a vacation day or utilize leaves, such a flexible or personal leave or even an unpaid day to recognize other holidays such as the end of Ramadan which is celebrated this month.
The non-Traditional Approach
This model provides the most flexibility, providing employees with a set number of paid days off that can be chosen by the employee. The non-Traditional Approach recognizes that employees values and needs vary. This approach empowers employees to choose the days that are most significant to them. Tracking and communication is key with this approach to ensure a balance between business operations and employee flexibility.
Inclusivity, one of Canada’s leading providers for equity, diversity, and inclusion services, gives a great example of a Canadian company that is in the process of updating their holiday policy and processes, and is considering offering 10 paid days off to each employee on a day of their choice. In addition, they are considering offering 2 “flex” paid days in April or May on a day of choice that employees can move as needed, providing the ultimate inclusive holiday offering.
The Hybrid Approach
This model is a mixture of having traditional statutory holidays that are provided to all employees plus floating days. This can look very different based on the organization, such as:
- Mandating more inclusive holidays, such as Family Day, and allowing employees to swap out Christian-based holidays, such as Christmas and Good Friday, for other observed holidays.
- Designating certain DEI-related holidays, such as the National Day for Truth and Reconciliation.
- Maintaining Christmas Day, Boxing Day and New Years Day as fixed holidays because operationally other businesses are typically closed on these days and work may be restricted during these times, but then offer other floating days for employees to celebrate holidays that are meaningful to them.
Even with a more traditional approach, organizations can still recognize the needs of their diverse employees by choosing to offer additional flexible days to employees. The flexible day, sometimes referred to as a Floating Holiday Day, recognizes that employees, based on their background, may observe different significant dates and working day(s) with pay can be requested directly to the Supervisor and approved in advance.
With all approaches, there can be some operational challenges, such as striking a balance between recognizing employees’ diverse needs and maintaining business operations. Communication on how and why certain holidays are recognized is vital. Educating, raising awareness, and providing resources are also recommended.
Inclusive Communication:
Inclusive communication is about focusing on recognizing, understanding and responding to various backgrounds and identities. It goes beyond communication, it’s about listening and being empathetic and having an open mind to other people’s perspectives, feelings and experiences. It is encouraged to ask what holidays are important and try not to make any assumptions on what an employee would or would not like based on physical appearance or geographical locations.
Educating and Raising Awareness:
Leadership should actively promote education and awareness regarding diverse holidays. This can include posting a DEI calendar. Lattice provides a great sample holiday calendar for 2024: How to Incorporate DEI Holidays for a More Inclusive Workplace (lattice.com)
Providing Support and Resources:
Leadership should ensure that appropriate resources are available to assist managers. For more information on this topic, the Chapter found these resources to be quite helpful:
- Inclusive Holidays: Beyond a “One-Size-Fits-All” Approach - Inclusivity (inclusivityinsight.com)
- How-to-Appreciate-Diversity-During-the-Holidays.pdf (womensresourcecenter.net
- https://lattice.com/library/how-to-incorporate-holidays-that-celebrate-diversity-and-inclusion-into-your-companys-calendar
- (11) Best practices for celebrating cultural holidays through an inclusive lens | LinkedIn
- An Inclusive Approach to Holidays, Observances and Celebrations - Feminuity
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
We’re excited to congratulate the CPHR Alberta 2025’s scholarship recipients! Each year, these awards help us recognize emerging HR talent and support students who are taking meaningful steps toward their future in the profession. CPHR Alberta scholarships play an important role in easing financial barriers, celebrating academic achievement, and connecting students with the professional community that will support them as they work toward earning the CPHR designation. Below, meet this year’s outstanding recipients. CPHR Alberta’s Eldon Emerson Scholarship: Undergraduate Award Created in 2021, the Eldon Emerson Scholarship honours Eldon’s exceptional leadership, contribution, and passion for the HR profession. Eldon received the Fellowship Award in 2013—one of the highest honours in our community, recognizing exemplary service and impact. 2025 Eldon Emerson Award Winner Chine Rajafa CPHR Alberta’s Diploma Scholarship: Undergraduate Award Launched in 2023, the Diploma Scholarship supports student members enrolled in a 2‑year HR diploma program. Recipients show strong academic performance, community involvement, and a clear commitment to the HR profession and the CPHR designation pathway. 2025 Diploma Scholarship Award Winner Mehar Kaur Follow Their Journey We encourage you to connect with Chinenye and Mehar on LinkedIn and support them as they begin their HR careers. A simple follow, message, or connection can go a long way for emerging professionals. Watch for 2026 Scholarship Dates The next intake period for CPHR Alberta’s Scholarship Program opens Fall 2026. Follow us on LinkedIn and Instagram for updates. Become a Student Member Whether you're studying in an accredited HR program or building your skills through part‑time, continuing education, or bridging programs, CPHR Alberta has a student membership option designed to support your path into the profession. Joining as a student member gives you access to resources, events, and a community that can help you take your next step with confidence. Learn more and join
Plan your 2026 professional development in advance and discover what CPHR Alberta has planned for you! Below is a brief overview of the programming coming your way in the months ahead. For full details, visit our new PD Calendar , and check your Member Portal regularly for updates. Signature Events Member Recognition Gala – April 30, 2026 | The Westin Airport Hotel, Calgary We invite you to an evening of celebration, connection, and inspiration. The Member Recognition Gala is a formal event honouring the individuals, teams, and projects shaping the future of HR across Alberta, the Northwest Territories, and Nunavut. Inspired by the Aurora Borealis, this redesigned experience replaces traditional awards with Spotlights—a meaningful way to recognize excellence in action. Tickets will go on sale soon. CPHR Alberta 2026 Conference: Future-Ready HR – June 2–3, 2026 | BMO Centre, Calgary Our 2026 Conference prepares human resources (HR) professionals to master the fundamentals, embrace innovation, and build executive-level influence—creating agile organizations ready for economic and workforce change. A future-ready HR community. Registration will be opening soon. Chapter Community Events | Throughout 2026 We’ll be visiting all chapters across the year with popular community events in your region. Stay tuned for event announcements and details. Stampede Breakfast | July | Calgary, AB A member favourite breakfast event is returning! Join us to mingle, connect, and enjoy the energy of Stampede. More information will be shared soon. Certificates Workplace Investigations Training | February 17–19 and March 17–19 Presented in partnership with Veritas Solutions. The Workplace Investigations Certificate is a three‑day program focusing on three core training topics. Participants may register for the full program or select stand‑alone courses. A certificate is awarded upon completion, and no prerequisites are required. Webinars Networking at Noon Join us for one hour each month to explore current and emerging HR topics. With a new focus every session, you'll leave with thought‑provoking questions and earn 1 CPD hour. On February 12, join us for HR Trends & Priorities for 2026. International Women’s Day National Event Join us on March 4 from 10:00–11:30 a.m. for a special fireside chat with Layne the Auctionista and Sheena Russell, founder of Made with Local . This national celebration of International Women’s Day explores the theme “Give to Gain,” highlighting how generosity and purpose‑driven leadership can shape meaningful careers. You’ll hear real stories, bold insights, and practical inspiration you can take back to your HR practice. Details ®gistration: https://cphrns.ca/events/EventDetails.aspx?id=2018615&group= Virtual Sessions for Students Students can expect two sessions each month: one dedicated to building skills one offering practical advice from HR professionals in the field These sessions are complimentary for Student Members. Are you interested in becoming a member? Students receive complimentary membership. Learn more: www.cphrab.ca/student-programs Other Events DisruptHR YYC 13.0 will take place in October. More details will be shared in late summer. Plan Your Year With Us Explore the full list of programs and events on our 2026 PD Calendar.
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.
