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.
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.
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless.
