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: Deon Davidson , 2026 Social Media Committee Volunteer The evening began with laughter, conversation, and both familiar and new faces connecting during cocktail hour, while the sound of a talented violinist created the perfect atmosphere for the night ahead. But as the night went on, it became clear that the CPHR Alberta Member Recognition Gala was about much more than dressing up, enjoying a three-course meal, or taking photos. It was a celebration of the people who continue to shape and strengthen the HR profession across Alberta. From new professionals earning their CPHR designation to volunteers dedicating their time behind the scenes, the evening highlighted the power of leadership, service, and community within HR. The event also recognized the sponsors whose support helped make the celebration possible and brought the HR community together for such a memorable evening. The atmosphere throughout the night reflected something HR professionals work hard to create every day: recognition. But how often do HR professionals get recognized themselves? This evening was for that. Celebrating the People Behind the Profession The main highlight of the evening was the celebration of nominated HR professionals from across Alberta our jurisdiction, Alberta, Northwest Territories and Nunavut , whose leadership, service, and contributions have made a lasting impact on workplaces, organizations, and the profession as a whole. Another highlight was the recognition of new CPHR members. Becoming a CPHR takes commitment, hard work, and dedication to the profession. As new members stood to be recognized, the room celebrated not only their achievement, but also the future of HR leadership in Alberta. The evening also recognized volunteers who continue to support and grow the HR community. Many of these individuals spend countless hours helping behind the scenes, often without expecting recognition in return. How often do we stop to celebrate the people who help build stronger workplaces and stronger professional communities? The applause throughout the evening showed just how much their contributions matter. More Than Networking Between courses, conversations filled the room as HR professionals, students and leaders connected with one another. Some shared career advice. Others reflected on their HR journeys. Many simply enjoyed the chance to connect and celebrate with one another. Events like the Member Recognition Gala remind us that HR is more than just recruitment, policies, and procedures. It’s about what many HR professionals learnt when entering the career: it’s about people. For students and emerging HR professionals, the evening was also inspiring. Seeing experienced leaders recognized for their impact showed what is possible through service, leadership, and dedication. What can happen when professionals take time to celebrate each other instead of only focusing on deadlines, challenges, and busy schedules? The gala answered that question clearly: stronger connections, meaningful conversations, and a greater sense of community. A Standing Ovation That Captured the Spirit of the Evening As the evening came to a close, attendees experienced one of the most powerful moments of the night: the presentation of an award to a newly appointed Fellow CPHR. After a heartfelt speech, the room rose to its feet in a standing ovation. It was more than applause. It was a moment of respect, appreciation, and gratitude for someone whose contributions made a lasting impact on the profession and the people around them. The standing ovation captured the spirit of the entire evening. It showed the importance of recognizing people not only for what they achieve, but for how they help others grow along the way. How often do workplaces take the time to truly celebrate the people making a difference? Looking Ahead: Why You Won’t Want to Miss Next Year’s Gala The Member Recognition Gala was more than an award ceremony or a chance to dress up for the evening. It was a reminder of the power of recognition, community, and connection within the HR profession. For those who attended, the evening brought memorable conversations, inspiring moments, and a renewed appreciation for the people behind the profession. For those considering attending in the future, next year’s gala promises another opportunity to connect, celebrate, and be inspired by the individuals who help shape the future of HR in Alberta. So, start preparing now for next year’s celebration, whether that means growing your network, getting more involved in the HR community, supporting others in the profession, or even working toward your own CPHR designation. The next gala will be another opportunity to celebrate the people making a difference across Alberta’s workplaces and communities. Because sometimes the most meaningful moments happen when the people who spend their careers supporting others finally get celebrated themselves.
Author: Nidhi Gandhi , 2026 Social Media Committee Volunteer Motherhood is often described as the world’s most demanding job, yet it rarely comes with a job description, a performance review, or a manual. It is a profound and often relentless act of stewardship that asks us to be an anchor, a strategist, and a source of support, sometimes all at once. For modern HR executives, this reality carries added complexity. Our professional lives are spent navigating organizational health, talent development, and culture. We shape workplace policies, advocate for employee well‑being, and bring the people perspective to the leadership table. When we step into the dual role of executive and mother, we aren’t simply balancing two lives; we are bringing together two complementary skill sets. As Deni Ruiz, Executive Director of People and Culture at Keyano College, explains: “In my role, I balance strategy with humanity, supporting leaders and employees, navigating change and complexity, and making tough decisions when needed. I am supported by an amazing team of professionals who care deeply for our colleagues, the College, and the community.” Being both an executive and a mother means showing up focused in the boardroom while also being a safe harbor at home. It requires constant recalibration and a willingness to redefine what success looks like at different stages of life. It also reinforces an important truth: empathy is not just a personal quality, it is a leadership asset. When we asked Deni how she transitions from mom mode to executive mode, she shared: “It’s less of a flip of a switch and more of a recalibration. I go from solving activities, snack logistics, and figuring out the root cause of meltdowns, to solving organizational challenges and understanding what motivates and engages people in the workplace. But at the core, both roles are about supporting people and making good, informed decisions, just at different complexity levels. A deep breath, a chai latte, and I’m in an executive mode. What I find a bit more challenging is transitioning back to ‘mom mode’ at the end of a long, busy day.” In this conversation, we look beyond titles to discuss the realities of nurturing a high‑level career while raising the next generation. Whether you are climbing the ladder, building a team, or navigating your own career path, this dialogue offers both reflection and reassurance that your path can evolve, and that is okay. How has motherhood shaped your approach to HR policies? Does it change how you view things like flexible work, benefits, or performance management? Motherhood has deepened my understanding of how policies land in real life. It’s made me more attuned to what employees are balancing outside of work, including growing demands related to child care, elder care, and mental health. That perspective has strengthened my support for flexible and inclusive workplaces, not as perks, but as tools for retention, productivity, and respect. Being a mom hasn’t lowered performance expectations; it has clarified how we enable people to meet them by recognizing the realities that shape today’s workforce and equipping leaders to respond thoughtfully. What is the most rewarding “full circle” moment you’ve had where your professional role and motherhood intersected? There are moments when I’m coaching my kids on family values, goal setting, or how to navigate conflict with their sibling, and other moments when I’m coaching leaders through difficult workplace conversations or career development decisions. I’ve realized I draw on the same patience, clarity, and empathy in both settings. Seeing those conversations handled well, and knowing they positively affect someone’s experience at work, feels like a true intersection of both roles. Just as each child is different, even within the same family, employees experience work differently. Understanding those realities helps build alignment and trust. What advice would you give to a mid ‑ career HR professional who is hesitant to pursue an executive role because they fear it will compromise their family life? It’s a valid concern. Executive roles come with more responsibility and mental load, but they also offer greater autonomy to shape how and when you work. The key is being intentional. Be clear on your non‑negotiables, choose organizations whose values align with yours, and remember that strong leadership includes modeling sustainable ways of working, not constant availability. If you could give a Mother’s Day gift to working moms, aside from a day off, what would it be? I’d give them the freedom to be genuine and true flexibility, the kind that is trusted, consistent, and free from career trade‑offs. When people don’t have to choose between being present at home and being seen as committed at work, that’s where working moms can truly thrive. The idea of perfect work‑life balance is overrated. Priorities shift over time, and only you and your family know what the right combination looks like in any given season. Deni’s journey reminds us that senior leadership and motherhood are not competing forces to be managed, but complementary roles that strengthen one another. The empathy cultivated at home makes us better leaders, just as strategic thinking at work helps us build stronger foundations for our families. As we celebrate Mother’s Day, let this conversation prompt reflection. You do not have to choose between being a successful professional and a present, nurturing parent. You can be both, and you can lead through both.
Author: Taia Northrup , 2026 Social Media Committee Volunteer Building Safer Workplaces Every April 28th, World Day for Safety and Health at Work serves as an important reminder that workplace safety isn’t just a policy, it is a commitment to people. While procedures, protocols, and compliance requirements are essential, the true foundation of a safe workplace lies in a culture where employees feel valued, heard, and protected. In today’s evolving environment, safety goes beyond hard hats and hazard signs. It includes psychological safety, inclusive practices, and the ability for employees to speak up without fear. As organizations continue to adapt in a tech driven world, the role of Human Resources in shaping and sustaining this culture has never been more critical. Traditionally, workplace safety has been associated with physical risk prevention. While this is still vital, modern organizations are expanding their focus to include mental health, preventing burnout, and overall well-being. Which Leads to the Culture of Psychological Safety A truly safe workplace is one where employees feel comfortable sharing ideas, raising concerns, and admitting mistakes without fear. Psychological safety is essential for innovation, collaboration, and overall organizational success. Safety doesn’t always require large scale initiatives… Often it is small, consistent actions that make the biggest difference, these include: Checking in with employees regularly Offering training and refreshers Celebrating safe practices and milestones Creating opportunities for feedback As we recognize World Day for Safety and Health at Work, it is an opportunity to reflect on how we can continue to build safer, healthier workplaces. By prioritizing both physical and psychological well-being, organizations can create environments where employees thrive. At its core, safety is about people. When we lead with empathy, listen with intention, and act with purpose, we don’t just meet safety standards, we exceed them!
