End-of-year celebrations for everyone: how to make workplace socialising more inclusive

As the end of the year approaches, workplaces across Australia are planning opportunities for employees to come together and celebrate.

Workplace socialising plays an important role in building inclusion at work. It helps people develop relationships, strengthens a sense of belonging, and can create career networking opportunities. But when social events are not planned inclusively, they can unintentionally leave people feeling excluded. Findings from DCA’s 2025-2026 Inclusion@Work Index show that more than one in four workers (26%) felt left out of a work social gathering in the past 12 months. Experiences of exclusion were even more common among First Nations workers, workers with disability and LGBTQ+ workers.

The good news is that inclusion makes a difference. The same research found workers in inclusive teams are four times less likely to report being left out of work social events.

As your organisation plans its end-of-year celebrations, here are some practical ways to create social events where everyone feels welcome, included and able to participate.

Start by asking, not assuming

One of the simplest and most effective ways to create an inclusive event is to involve your team in the planning process.

Rather than assuming everyone will enjoy the same activity, ask employees what would help them participate comfortably. A short survey or poll can help to understand preferences, availability, cultural or religious needs, and accessibility requirements.

A simple question such as “What would help you feel included at our end-of-year celebration?” can provide valuable insights and help avoid unintended barriers.

Move beyond the traditional end-of-year party

In Australia, workplace celebrations have traditionally taken place in the evening and often centre around alcohol, such as after-work drinks or dinner events. While these may work well for some employees, they can create barriers for others.

Employees with caring responsibilities, accessibility requirements, religious commitments, different work schedules or anyone who simply feels uncomfortable in particular social settings may find it difficult to participate.

Diversifying your end-of-year celebration can help create more inclusive experiences. To do this:

• hold events within regular working hours, like team lunches or morning teas
• choose venues that are accessible for all employees (e.g. they have wheelchair access, accessible bathrooms, quiet spaces, gender inclusive bathrooms)
• minimise alcohol-related events or reduce the focus on alcohol
• incorporate hybrid or virtual options for geographically dispersed teams.

Be mindful of the financial impact on employees

When planning social events, it’s important to consider social class inclusion.

DCA’s Class Inclusion at Work report highlights that workplace social activities can unintentionally exclude people when participation involves out-of-pocket costs.

Consider whether employees are expected to pay for tickets, food or drinks, special clothing, transport, additional childcare, or other expenses in order to attend. Even small costs can create barriers for some employees.

Where possible:

• avoid events that require employees to pay for themselves or split the payment with colleagues
• ensure venues are easy to access via public transport, or consider covering transport costs where appropriate
• make participation voluntary and free from pressure if costs are necessary.

Consider faith, culture and dietary requirements

Many organisations celebrate the end of year period with a Christmas party. While it is great to celebrate Christmas, it’s worth noting that many people in Australia do not celebrate Christmas religiously, either as followers of non-Christian religions, or as individuals with no religious affiliation.

To make all your staff feel included at this time:

• involve employees from different cultural and religious backgrounds in your planning process to get a range of insights
• consider also celebrating significant cultural and religious dates beyond Christmas – November and December also marks Bodhi Day (Buddhist), Diwali (Hindu), and Hanukah (Jewish)
• check and accommodate employee dietary requirements (e.g. Halal, Kosher, allergies)
• depending on the faith diversity of your workplace, consider alcohol-free venues or activities where appropriate.

Plan and communicate clearly

Providing employees with plenty of notice and information can help remove barriers to participation. This allows employees to understand what to expect, make caring arrangements, plan travel and request any adjustments they may need.

When communicating with employees about your event, include clear information about:

• location, timing and event format
• any planned activities
• accessibility features at the venue
• food and catering arrangements
• dress code, if relevant.

Consider also including an accessibility statement in your event invitation, specifying what measures will be in place to ensure everyone can participate and encouraging employees to provide their accessibility requirements.

Celebrations that include everyone

Workplace social events help shape who feels included, connected and valued at work. Small decisions about timing, accessibility, cost and cultural inclusion can have a meaningful impact on employees’ experiences.

By taking a thoughtful and inclusive approach, organisations can create end-of-year celebrations that bring people together and strengthen inclusion across their workforce.