The Problem With \"Happy Holidays\": It Isn't as Inclusive as We Think

Your team gathers for its annual December celebration, and you are trying to be inclusive.

You’ve chosen neutral decorations. You’ve replaced “Merry Christmas” with “Happy Holidays.” You’ve even placed a menorah beside the wreaths.

Here’s what many leaders overlook: the very strategies meant to signal inclusion often reinforce the cultural dominance they seek to avoid.

For many organizations, December reliably brings “winter celebrations,” end-of-year parties, and team events.

Leaders work hard to avoid religious language, select neutral décor, and adopt “Happy Holidays” as the standard greeting.

The intent is inclusion.

But the uncomfortable truth is that, even well-meaning practices can unintentionally strengthen existing cultural hierarchies, and employees from different cultural or religious backgrounds often feel this tension—even when it goes unnamed.

Most of the world’s major cultural and religious observances do not occur in December. For example:

• Diwali, celebrated by Hindus, Jains, and Sikhs, falls between late September and early November.

• Hanukkah, a relatively minor Jewish holiday, shifts between late November and late December on the Gregorian calendar.

• Kwanzaa, created in 1966 by Maulana Karenga, is observed from December 26 to January 1.

• The Islamic New Year moves annually based on the Hijri lunar calendar.

• Lunar New Year is celebrated in late January or February.

Yet which observances receive automatic visibility, paid time off, or organization-wide acknowledgment?

This imbalance reflects what Dr. Blumenfeld describes as ‘Christian cultural hegemony,” a system that positions Christianity as the default norm while rendering other traditions secondary or invisible.

Examples of this dominance are easy to spot:

• Weeks of Christmas music and programming dominate public media.

• Cities decorate public spaces with Christmas symbols using taxpayer funds.

• Retail spaces overwhelmingly stock Christian holiday items.

• National leaders preside over a televised National Christmas Tree lighting.

These are only a few examples of a much broader pattern.

Let’s be honest: when most people say “Happy Holidays,” they are usually thinking of Christmas.

The phrase creates the appearance of inclusion while continuing to center Christianity linguistically and culturally. Calling an event a “Winter Party” does not change its foundation when timing, traditions, and structure still align with Christmas norms.

Why this matters:

• Cultural dominance remains powerful precisely because it feels “normal.”

• Generic language removes the need for real learning. Leaders can avoid asking:

  • When do my team members’ holidays actually occur?

  • Which observances matter to them?

  • Who celebrates none at all?

“Happy Holidays” has become a well-intentioned shortcut—one that often replaces curiosity with convenience.

This issue goes beyond symbolism.

When employees repeatedly experience their cultures as secondary, it sends a message about whose traditions hold legitimacy.

A team member who must request time off for Eid or Diwali while Christian holidays are automatically embedded in the calendar is navigating a clear power imbalance.

Oppression is not only overt hostility. It is also maintained through quiet systems of advantage embedded in everyday organizational practices—even in inclusive workplaces.

While “Happy Holidays” is often intended to be inclusive, December still functions as the cultural center, while other traditions become footnotes.

Here are practical steps leaders can take:

1. Broaden awareness beyond December. Educate teams about diverse observances year-round.

2. Use specific, thoughtful greetings. When you know someone’s observances, acknowledge them directly.

3. Promote cultural pluralism. Give consistent visibility to celebrations such as Diwali, Lunar New Year, and Eid.

4. Create space to challenge privilege. Encourage honest conversations about Christian dominance and other forms of cultural privilege.

5. Diversify organizational calendars and displays. Align scheduling and celebrations with a broad range of traditions.

6. Engage year-round, not seasonally. Celebrate observances when they actually occur.

7. Advocate for inclusive policies. Reevaluate which holidays are recognized and how defaults are established.

Most people default to “Happy Holidays” with good intentions.

If you want to demonstrate genuine curiosity and respect, consider greetings that acknowledge your own traditions without centering them.

Examples:

• “I celebrate Christmas—are there any holidays or traditions you observe?”

• “I usually celebrate Christmas with my family. How about you?”

• “Since I celebrate Christmas, I want to wish you well in whatever traditions or rest time you’re observing.”

• “I hope you enjoy whatever traditions or rest you have planned.”

These greetings:

• Name your tradition without implying universality.

• Invite sharing without requiring disclosure.

• Normalize difference, including not celebrating at all.

Always lead with warmth, not political correctness. The goal is connection.