- Try not to centre the event around alcohol and ensure dietary requirements are catered to.
- Consider physical accessibility to the venue, such as lifts, seats, lighting, and noise levels.
- Offer hybrid involvement if possible, and consider timing the event to allow those with caregiving responsibilities or working in different timezones to participate.
- Have clear parameters around when and where and give plenty of notice, to support neurodivergent folks, carers, disabled folks and others.
- If doing a gift exchange, limit spends to £5-10 (depending on income of your colleagues, you may want to consider less/more). Consider if gifting is necessary at all, interesting thoughts have been shared from Martin Lewis in light of the cost of living crisis.
- If possible, cover costs for employees to take part, or consider budget friendly options for gatherings to remove finance as a barrier.
On the day
- Include team games for team building and collaboration. If possible, communicate a rough plan so folks can prepare for the level of activity.
- Build in time for quieter moments to allow introverts and sensory sensitive folks to have a breather.
Ultimately, your organisation’s end of year celebrations are about your people and their achievements, rather than a particular event or holiday. Recognise your employees preferences, and clarify that attendance to an event is always optional. These steps can allow you to arrange an event without accessibility or inclusion barriers for those who want to participate.
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