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: Jennifer Muellers, Katy O’Brien-Watson, and Mandy Ingraham (Grande Prairie Chapter Committee) Every October, Alberta celebrates Disability Employment Awareness Month (DEAM) which promotes employment inclusion and increased participation of workers with disabilities in Alberta’s economy. DEAM celebrates the contributions of workers with disabilities and supports employers in practicing inclusive hiring (Government of Alberta, 2025). The Grande Prairie Chapter chose a local story of a girl named Kiesha, who was told after her car accident she would likely never walk again. Kiesha uses her story to inspire and uplift others through her journey of perseverance through public speaking engagements. Kiesha frames her journey not just as healing for herself, but as something that can help and inspire others in similar situations. Her film touches on living and working with disability in a rural setting like Grande Prairie and how accessibility, advocacy, community support and awareness are so important to her success. It shows through her positive outlook she empowers those around her even through her job at Costco. A local business owner speaks on his experience of having Kiesha as a client at his business and how this made him think differently about his business environment to be welcoming and accessible for all within the community. The film Able is a production supported by STORYHIVE and is made available (free on-demand) via TELUS Optik. The Changing World of Work The world of work is always evolving, and it is more accepting of individuals and their unique abilities than ever before, however, each instance of disability and accommodation cannot be given a ‘one size fits all’ mentality. There are many different types of disabilities and health factors that organizations need to be mindful of and accommodate. For example: cognitive and mental health disabilities (learning disabilities, autism spectrum, ADHD, etc.), physical disabilities (colour blindness), and chronic health issues (addiction, diabetes, epilepsy, Ehler Danlos syndrome, lupus). Even temporary conditions, such as pregnancy and menopause need to be accommodated in the workplace. The partnership between Human Resources and Management along with employees and other stakeholders can lead to deeper understanding and appreciation to what individuals are facing day to day. Some key items for the Human Resources Role to consider when Accommodating Employees: Have policies regarding accommodation in the workplace Ensure leaders and employees are walking the walk and talking the talk Train managers on accommodation in the workplace a) This could include Mental Health First Aid, Crisis Interventionist training, Drug and Alcohol Awareness training b) Employer’s Duty to Inquire and Duty to Accommodate Consider Emotional Intelligence training Work with managers and the employee requesting accommodation as per the employer’s Duty to Accommodate and establish an acceptable accommodation Employee Feedback a) Have questions regarding DE&I in the annual employee survey b) Have an open-door policy for employees to make suggestions on how to make the workplace more accessible Work with a local disability organization for assistance on determining if your organization is physically accessible a) is your handicapped parking space large enough? Do you have an automatic door opener? Can someone in a wheelchair reach the automatic door opener? Disability Employment Awareness Month serves as an important reminder that inclusion is not just a celebration—it’s a commitment to equitable workplaces and meaningful participation. Kiesha’s story in Able demonstrates the power of perseverance, the impact of inclusive employment, and the vital role employers play in shaping accessible and supportive environments. Her journey reminds us that when individuals are empowered to bring their full selves to work, everyone benefits—teams grow stronger and perspectives broaden. As HR professionals, we have the responsibility and privilege to lead this change. Through thoughtful policies, continuous training, and genuine engagement with employees, we can remove barriers and foster workplaces where inclusion is lived, not just stated. By prioritizing accessibility, empathy, and flexibility, we create cultures that value every person’s contribution. We can ensure that every employee—regardless of ability—has the resources and support needed to succeed and add meaningful value to Alberta’s workforce.
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions. HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.
