Unlocking the Power of Inclusion: How a Diversity Calendar can Transform Your Workplace Culture
23
Jan 2023
226
Authors:
Sky McLaughlin and Sherilyn Trompetter of MT Consulting Group
In 2022, we introduced a tool that empowered organizations to embrace inclusivity in the workplace all year round. Simple yet effective, our Diversity Calendar empowers organizations to be aware of and observe important cultural celebrations. In this post, we’ll dive deep into the benefits of a diversity calendar and how you can use it.
What is a diversity calendar?
A diversity calendar provides a list of non-Western or non-Christian dates celebrated by other ethnic, religious, or cultural groups. Our diversity calendar specifically lists major dates observed in Canada, that complement existing statutory holidays. It covers ethnic, cultural, and religious observances, as well as dates significant to equity, diversity, and inclusion (EDI) topics. This calendar is by no means an exhaustive list, but it is a well-researched starting point for your organization to begin acknowledging non-mainstream dates throughout the year.
Why should I diversify my calendar?
Normalize celebrating non-mainstream holidays
As our communities grow more diverse, so too will our organizations. Diversifying your calendar communicates to employees that your organization acknowledges this growing diversity. Actively celebrating or observing these dates further proves your commitment to building a welcoming workplace. By diversifying your office calendar, you can normalize celebrating other cultural or religious celebrations all year round. Though observing cultural events cannot be the singular piece to an organization’s overall inclusion strategy, it can create opportunities for diverse clientele or future hires to feel welcomed.
EDI is not a zero-sum game
Including other holidays does not require the removal of mainstream holidays from your calendar. EDI is not a zero-sum game, where one person’s gain is another person’s loss. Instead, think of it through the phrase “yes, and…” For example, your organization can host a potluck in December for both Hanukkah and Christmas. Alternatively, you can host a year-end holiday party that is centred on sharing celebratory meals, not just Christmas meals. Including other celebrations is as simple as saying “Yes, let’s have a year-end celebration and ask everyone to bring a dish that represents themselves.” By welcoming diverse cultural practices, employees are given an opportunity to connect and learn from one another.
Canada is growing and diversifying
In Canada, the growing focus on diversity in the workplace is a result of both inclusivity and immigration. For racialized groups living in Canada, greater inclusivity at work, school, and society at large has created opportunities to share their culture publicly. The supersonic speed of information has empowered individuals to both share and learn. Take Lunar New Year for example. In the past, it was identified as only Chinese New Year, due to the prevalence of Chinese communities in Canada. Yet recently, other Asian communities have called for a more accurate title. By using the title “Lunar New Year”, all related festivities can be included without the loss of Chinese traditions.
3 ways to use a diversity calendar:
It’s unrealistic to expect everyone to observe every single holiday listed on our diversity calendar. However, organizations can slowly incorporate certain holidays based on importance to employees or clientele. We have 3 recommendations for gradually introducing new holidays and dates to your team.
1.
Observe diverse holidays in-person
The most direct way to use a diversity calendar is to observe some of the holidays listed. It can be used as a gentle reminder that the year-end holiday party is not just a Christmas party, but a celebration for non-Christians too. It can be a tool for planning community events. For example, October is Islamic History Month, Women’s History Month, Latin American Heritage Month, Disability Employment Awareness Month, and Canadian Autism Awareness and Acceptance Month. All of these communities will be hosting events that your organization can support or attend. On the flip side, you can use the diversity calendar to plan internal events. National Day of Truth and Reconciliation provides a prime opportunity to discuss reconciliation in the workplace.
If you choose to celebrate a holiday listed on the diversity calendar, we have a few tips for hosting an inclusive event.
- Involve staff in the planning. This ensures that many voices and ideas are incorporated.
- Make attendance optional. This ensures everyone has a choice to participate in an event that may elicit negative emotions.
- Use the in-office time to host organization-wide events. Not everyone will have time on Friday afternoon to participate, keeping events within work hours helps to maintain work/life boundaries.
- Centre events around food, not alcohol. Instead of hosting your event at a local pub, consider catering lunch.
- Consider the mental health and emotional ramifications. Everyone will have different comfort levels or willingness to participate. Sometimes these differences are due to personal boundaries, so it's best to give employees the autonomy to choose.
2.
Observing diverse holidays online
Use the dates listed on the diversity calendar as a guide for creating content that can be posted externally. This could be a social media post, a blog, a short reel, or even an internal email. The objective is to observe an important date that’s relevant to your stakeholders. For example, during the weeks leading up to Pink Shirt Day in February, you could post personal stories from employees. Alternatively, you can create a blog post that details your organization’s commitment to maintaining a safe and inclusive work environment. No matter what content, be sure to create it with authenticity and sincerity so that it is aligned with your organization’s context, values and purpose.
3.
Adjusting holiday, vacation and personal time off policies
Last but not least, the diversity calendar can be used as a tool to design equitable policies and processes for holidays, vacations, and personal time off. Knowing when important dates are coming up can help you to understand why employees require time off. More importantly, by adjusting their time off policies, organizations are actively building a more inclusive workplace for their employees.
If you’re interested in learning more about creating equitable time off policies, MT Consulting Group will be presenting a workshop to CPHR Alberta members shortly. Watch the CPHR Alberta website and social media for more information.
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.
Author: Rheya Patel, 2026 Social Media Committee Member As days become longer and the weather warms up, the first day of spring brings a sense of renewal and new beginnings. A time that feels more energizing and people are more motivated to reset their routines, look for new opportunities and clear away old habits. While spring is commonly associated with “spring cleaning” in the home, perhaps the same principal can be applies to the workplace. For organizations and HR groups, spring can be the perfect opportunity to encourage employees to reflect and construct new meaningful goals and “clean” out the “clutter” of goals that no longer help them grow or have already been achieved. Why is Spring the Perfect Time for Goal Setting? With the rush of returning to work after the holidays and resuming normal life, spring gives a perfect moment to pause and reflect. Employees can check on their progress, realign priorities and continue the year with renewed motivation. For HR teams, encouraging this reflection can re-engage employees and increase motivation. In turn, employees are more likely to be focused and productive while creating a space for meaningful conversations about growth, development, and career progression. How Can We Encourage Goal Reflection? Believe it or not, HR plays a crucial role in goal setting whether it is realized or not. Creating an open work environment where employees feel supported and encouraged with professional development is key in reflection and goal setting. Below are several ways organizations can use the season of renewal to inspire growth and goal setting. Encourage Reflection What accomplishments have employees made that they are proud of? What challenges have they faced? Asking these kind of questions and having one-on-one check-ins with employees can help support employees to openly discuss their goals and aspirations, and potentially create new goals. Promote Professional Development and Growth The arrival of spring can also create the chance to introduce new learning opportunities. Having a fresh mindset combined with training, workshops, mentorship initiatives, or skill-building programs, employees can feel more motivated and supported in pursuing growth. This helps employees expand their skillsets and strengthen the organization as a whole. Foster Collaboration and New Ideas Tying back to renewed energy, organizations can encourage teams to collaborate and share new ideas. Brainstorming sessions, innovation workshops, or team goal-setting can foster inspiration and connectivity, Having an open space for discussions can help teams align goals with organizational priorities to promote innovation and productivity. Celebrate Progress Recognizing progress along the way is essential. Celebrating achievements and acknowledging progress have a significant impact on employee morale. Employee recognition programs, team shoutouts, or words of appreciation can go a long way to remind employees how valuable their efforts and contributions are and continue to motivate them to strive towards their goals. Final Thoughts The arrival of spring represents renewal, growth, and new possibilities. For HR professionals, it’s also the opportunity to encourage employees to pause, reflect, and move through the rest of the year with renewed purpose. Encouraging goal setting, promoting professional development, fostering collaboration, and celebrating progress, can tie the season of newness to inspire meaningful growth. The new season reminds us that progress doesn’t need to start January 1st. Sometimes, a change in perspective, and a little springtime inspiration, can be the step towards pursuing new goals and growth with confidence.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, have began delivery on the association's new strategic priorities developed in the 2026-2028 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on March 14, 2026 to review organizational performance, governance matters, and strategic priorities for the coming year. The Board’s key messages for the membership are as follows: Strong Association Performance in 2025 The Board reviewed the 2025 year-end financial statements and Q4 Management Discussion & Analysis. Key highlights include: 7,332 active members in 2025 (+409), a 6% year-over-year increase Student membership drove much of the growth, strengthening the profession’s long-term pipeline 76 professional development events delivered, reaching 7,000+ participants across Alberta 2025 CPHR Alberta Conference exceeded attendance targets with strong sponsor engagement 2026 conference outlook is strong, with sponsorship commitments nearing target levels The Board approved the 2025 audited financial statements, confirming the organization remains financially stable and well-positioned to support continued growth. Strengthening the Value of Recognition of the CPHR Designation The Board reviewed updates on thought leadership, marketing, and labour-market recognition of the designation. Key insights include that 52% of qualifying HR job postings now require or prefer a CPHR designation, demonstrating strong labour-market recognition. Strategic partnerships also continue to expand, including advancement in opportunities with the Academy to Innovate HR (AIHR). Marketing initiatives and industry engagement are focused on building awareness of the designation across employers and HR professionals. The Board remains focused on protecting and strengthening the credibility and value of the designation. Self-Regulation and Advocacy The Board discussed the current self-regulation review. Governance and Board Leadership The Board received updates from its committees and discussed key governance matters, including the Finance & Audit Committee’s oversight of audited financial statements and financial performance and the Governance Committee’s work on governance policy and board practices. The Human Resources Committee also provided updates on governance processes, including expressions of interest and board director voting results. The Board also reviewed board effectiveness practices, succession planning, and interest in the Vice-Chair role as part of ensuring strong leadership continuity. Looking Ahead The Board discussed priorities for the coming months, including: Preparation for the 2026 Annual General Meeting (May 7) Continued membership growth and engagement Delivering a successful 2026 CPHR Alberta Conference (June 2-3) The Board remains focused on supporting members, advancing the HR profession, and ensuring the organization remains strong and sustainable. The next Board meeting takes place in June 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
The 2026 HRC West Case Competition, hosted by CPHR BC & Yukon and CPHR Alberta, concluded with outstanding student performances from across British Columbia and Alberta, showcasing the next generation of human resource professionals. The first-place team, ThriveSpire from Mount Royal University’s Bissett School of Business (Alberta), consisting of Nicole Sivertson, Brooke Jenkins, Jam Roda, and Gabrielle Vadnais, secured the $1,500 grand prize for their winning case presentation. Second place was awarded to HRInnovate from Bow Valley College (Alberta), followed by HRmony Solutions from Acsenda School of Management (British Columbia) in third and Innocore from Douglas College (British Columbia) in fourth place. This year’s competition featured 16 teams from post-secondary business schools across BC and Alberta. The exceptional quality of presentations reflected the passion, innovation, and practical expertise students will bring to the human resources profession as they begin their careers. CPHR BC & Yukon and CPHR Alberta extend their sincere thanks to all participating students, coaches, and judges for their dedication and contributions to the success of the event. Special appreciation is also extended to KPU’s Melville School of Business for hosting the 2026 HRC West Case Competition. Plans are already underway for the 2027 HRC West Case Competition, which will take place at Mount Royal University in Alberta on March 5 and 6, 2027. For more information visit: https://cphrbc.ca/hrc-west About the HRC West Case Competition The HRC West Case Competition is an annual student competition organized and co-hosted by CPHR BC & Yukon and CPHR Alberta, bringing together post-secondary students from across Western Canada to apply human resource theory to real-world business challenges while fostering professional growth, collaboration, and industry readiness. About CPHR BC & Yukon CPHR BC & Yukon is a non-profit organization dedicated to advancing the HR profession through education, advocacy, awareness, and professional development opportunities. Established in 1942, the association is the Voice of the HR Profession with a mandate to enhance the profession and advance member value. The organization provides leadership to more than 8,500 members and is both a founding member of the Chartered Professionals in Human Resources of Canada (CPHR Canada) and the exclusive grantor of the Chartered Professional in Human Resources (CPHR) designation in British Columbia and the Yukon. www.cphrbc.ca Media Contact: Quinne Davey Senior Member Relations Manager, CPHR BC & Yukon quinnedavey@cphrbc.ca 604-694-6943 www.cphrbc.ca
