Accessibility Considerations for Holiday Events

Planning a holiday party isn’t just about picking out decorations or sending fancy invitations. It’s about ensuring every employee, including those with disabilities, can participate comfortably and enjoy the celebration. From making sure invitations are accessible to creating truly optional events, there are simple but impactful ways to make everyone feel included. When we don’t think through digital and physical accessibility, we unintentionally exclude people before the event even begins. Ever received an invitation that’s a fancy PDF? Imagine trying to navigate that with a screen reader. Or think about how flashing lights can turn a festive environment into a risk for people with epilepsy. Want to create a holiday party that celebrates everyone? Consider adding a quiet zone, keeping decorations sensory-friendly, and checking that your venue layout supports mobility needs. And remember, “optional” should actually mean optional, without career implications or social pressure. Let’s commit to making this holiday season inclusive. Check out the article for actionable steps to ensure your holiday gatherings are accessible for all. #Inclusion #Accessibility #HolidayParty #CorporateCulture #DiversityandInclusion https://lnkd.in/e2RQkD-Y

𝗜𝘁’𝘀 𝗧𝗵𝗮𝘁 𝗧𝗶𝗺𝗲 𝗼𝗳 𝗬𝗲𝗮𝗿 – 𝗔 𝗥𝗲𝗺𝗶𝗻𝗱𝗲𝗿 𝘁𝗼 𝗠𝗮𝗸𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲  With December and January upon us, many organizations are gearing up to celebrate the past year's achievements and welcome the new one. These gatherings are an opportunity to connect, reflect, and build a sense of camaraderie. But as you plan these festivities, it’s crucial to remember that not everyone experiences celebrations the same way. Ensuring these events are inclusive and considerate of all colleagues is not just thoughtful—it’s necessary.  Here are a few key considerations to remember as you create spaces where everyone feels comfortable, respected and can join in the celebrations—on their own terms.  1. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿, 𝗡𝗼𝘁 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗗𝗿𝗶𝗻𝗸𝘀 𝗔𝗹𝗰𝗼𝗵𝗼𝗹.   Not all celebrations need champagne. Some colleagues may avoid alcohol for personal, religious, or health reasons. Be sure to offer non-alcoholic options like festive mocktails, sparkling water, or spiced cider to keep everyone included. 2. 𝗕𝗲 𝗠𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝗡𝗲𝘂𝗿𝗼𝗱𝗶𝘃𝗲𝗿𝗴𝗲𝗻𝗰𝗲.   For neurodivergent individuals, traditional parties with loud music, flashing lights, or crowds can feel overwhelming. Consider adding quiet areas or planning events that don’t rely on overstimulating environments. 3. 𝗥𝗲𝘁𝗵𝗶𝗻𝗸 𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗚𝗲𝘀𝘁𝘂𝗿𝗲𝘀 𝗟𝗶𝗸𝗲 𝗡𝗲𝘄 𝗬𝗲𝗮𝗿’𝘀 𝗞𝗶𝘀𝘀𝗲𝘀 𝗼𝗿 𝗛𝘂𝗴𝘀.   New Year’s kisses or end-of-year hugs might seem harmless to some but can be uncomfortable for others. Always prioritize consent and don’t assume physical gestures are welcome. Traditions like mistletoe should never justify uninvited contact. Workplace celebrations should remain safe and respectful, free from pressure to engage in physical gestures. Consider alternatives like writing positive notes to coworkers or sharing a group toast to the new year. 4. 𝗕𝗲 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹 𝗔𝗯𝗼𝘂𝘁 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗮𝗻𝗱 𝗛𝗼𝗹𝗶𝗱𝗮𝘆 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆.   Not everyone celebrates the same way—or even the same holidays. Avoid focusing your event on one tradition or theme. Instead, choose a universal concept like “celebrating the team” or “marking our achievements.” This way, everyone feels included and comfortable. Workplace celebrations should be a joyful time for everyone, not a source of stress, discomfort, or exclusion. By planning events that recognize and respect your colleagues' diverse identities, preferences, and needs, we can foster environments where everyone feels valued and included.  After all, the best celebrations are where everyone feels welcome to be themselves. How does your organization ensure inclusivity during its celebrations? Share your thoughts—I’d love to hear them.  #diversity #inclusion #culture #neurodiversity #leadership

50% of events still fail their “accessible” audience. Because compliance isn’t the same as care. ✅ The toilets are labelled. ✅ The viewing platform is built. ✅ The accessible parking bays are marked. 👊 Job done, right? ❌ Except it’s not. Because disability doesn’t begin and end at the wheelchair entrance. Truly inclusive events are built with thoughtfulness baked into the blueprint. Not bolted on at the end. And the difference? It’s always in the details. Here are 9 features that make events genuinely accessible—and most teams still miss them: 1. Sensory Kits and Quiet Spaces ↳ Designated calm zones help guests with sensory sensitivities reset without leaving the event entirely. 2. Lower Food and Beverage Counters ↳ Or simply, staff who notice when someone can’t reach and offer assistance without fanfare. 3. Mobility Device Charging Stations ↳ Advertised, available, and not tucked behind a stack of speaker cases. 4. Event Info in Multiple Formats ↳ Digital guides. Braille. Easy-read summaries. Make information feel inviting, not exclusive. 5. Virtual Participation and Digital Previews ↳ Offer virtual attendance and pre-event digital walkthroughs so guests with access needs can plan their day with confidence, not guesswork. 6. Audio Descriptions for Visual Moments ↳ From installations to shows, describe the world your guests are meant to experience. 7. Promoted Hearing Loop Availability ↳ Make sure assistive listening systems like hearing loops are clearly signed, actively promoted, and that staff can confidently help guests use them. 8. Inclusive Emergency Plans ↳ Evacuation support for disabled guests should never be improvised. Plan routes, assign trained support staff, and ensure clear communication methods are in place for everyone. 9. Accessible Rest Points ↳ Not just benches, but comfortable, regular seating for people who can’t stand for long periods. This is where pre-visualisation becomes more than a tech demo. It’s a tool to test care. To model not just the headline experience, but the human reality. Because when you design for everyone, you design better for everyone. And that’s a legacy worth planning for. --- 🔔 Follow Iain Morrison for smarter ways to visualise and de-risk big shows ♻️ Repost to help someone see accessibility as a system, not a sticker

I do this weird thing… I mix accessibility with luxury. Everyone else in the events and weddings world thinks inclusion means lowering the bar, ticking compliance boxes, or doing the bare minimum to “get by.” But I… ✨ Walk into 5-star venues with the eye of an access consultant. ✨ Pair champagne receptions with wheelchair-friendly layouts. ✨ Design guest journeys that work for a bride with sensory sensitivities and her nan with a mobility aid. Most people think luxury and accessibility are opposites. I know they’re actually soulmates. This works because… When you combine accessibility with excellence, EVERY guest feels like a VIP. And here’s the kicker: businesses make more money when more people can say yes to what they’re offering. So yes, it’s weird that I’ll talk about the Purple Pound in the same breath as canapés and champagne towers. But that weirdness is the reason my clients stand out, sell out, and sleep at night knowing they’ve nailed inclusion. If you love this weird approach, where accessibility is the ultimate luxury, we should talk. #InclusiveEvents #AccessibleLuxury #EventProfs #AccessibilityMatters #PurplePound #LuxuryEvents #InclusiveWeddings #RepresentationMatters #AccessibleDesign #HospitalityIndustry #EventStrategy Photo credit Amanda Hutchinson

Why people get offended when we say "Merry Christmas." this was the tweet Here’s the thing: it’s not about the greeting itself—it’s about the lack of awareness behind it. Not everyone celebrates Christmas, even if it’s a national holiday. There are 17 holidays observed between November and January, such as: - Diwali - Hanukkah - Kwanzaa - Bodhi Day - Yule - Chinese New Year People aren’t offended by "Merry Christmas." They’re offended by the assumption that it applies to everyone or that other celebrations are less significant. This issue is amplified in workplaces, where holiday events often revolve exclusively around Christmas. For many immigrants, particularly newcomers, this can feel isolating. They may feel pressured to participate in traditions like gift exchanges or holiday parties that don’t align with their financial situation, beliefs, or culture. During my early years in Canada, I had no idea what a "Secret Santa" was, and I couldn’t afford to participate at the time. It was uncomfortable, and I felt out of place. The Impact on Inclusion and Belonging This lack of awareness compromises DIEB initiatives. Newcomers to Canada are often labeled as "not a fit" if they don’t participate in these events, even if they’re working overtime during the holidays to support their families. Additionally, many immigrants leave their own celebrations behind to "fit in," only to feel excluded during a season that should promote belonging. Solutions for a Truly Inclusive Holiday Season: Organizations can take the following steps to foster inclusivity: 1. Educate About Holidays: Share information about various holidays celebrated by your workforce. This fosters understanding and reduces ignorance. 2. Offer Opt-Out Options: Participation in gift exchanges or holiday events should never feel mandatory. 3. Allow Holiday Swaps: Give employees the option to swap holidays so they can observe celebrations meaningful to them. 4. Use Inclusive Language: When in doubt, say "Happy Holidays." It acknowledges the season without assuming everyone celebrates the same way. For many newcomers, the "no Canadian experience" barrier isn’t just about work—it’s also about navigating cultural differences during the holidays. The feelings of being left out, working extra shifts while others celebrate, and adapting to new traditions can be overwhelming. Let’s make the holiday season about connection and respect, not guilt or exclusion. After all, true inclusion means creating a space where everyone feels seen and valued, no matter what they celebrate. Happy holidays everyone! Teachndo

#ProTip for Event Planners 💡 Before allocating budget and resources toward accessibility features, take the time to truly understand the needs of your guests with disabilities. For example, if a guest is Blind or has low vision, don’t assume they’ll need materials translated into Braille. Did you know only 11% of the Blind community uses Braille? Many people with vision disabilities rely on assistive technologies instead. Similarly, not all deaf or hard-of-hearing hearing guests know sign language—some may require captioning or front-row seating instead of interpreters. The best way to ensure your efforts are impactful? Just ask! Include a question in your registration form for attendees to request accommodations specific to their needs. This approach saves time, resources, and ensures your event is truly accessible. At Dreamforce, we opened the question of accommodation needs to over 40,000 attendees. With hard work, dedication, and compassion, we successfully met 99.2% of accommodation requests, creating one of the most accessible events in the world—not just in the tech industry. Opening this dialogue with your attendees gives you invaluable insights into their needs, enabling you to design a safe, inclusive, and accessible environment for people with disabilities. ✨ Salesforce is dedicated to leading with intention in accessibility and disability inclusion, and I'm so proud to be a part of the journey. #NothingAboutUsWithoutUs #Accessibility #DisabilityInclusion #AccessibleEvents #EventPlanning #EventManagement #DisabilityAwareness #EventProfs #BestPractices