Nearly 50% of women have considered not attending their workplace Christmas party because of concerns about safety, poor behaviour, or harassment, according to a recent survey by Male Allies UK.
Given that Australia is the worst-developed nation for workplace bullying and harassment, statistics here are likely similar or higher.
If you don’t have your own uncomfortable end-of-year (EOY) party story, you probably know someone who does.
Everyone knows of a colleague who gets a little too into the Christmas spirit, becoming overly touchy-feely or uncomfortably persistent. Then there are those who, after a few drinks, feel liberated to ‘say how they really feel’.
For many, the EOY party quickly turns into a true nightmare before Christmas.
While larger enterprises have teams dedicated to handling these challenges, small and medium-sized businesses often don’t have the same resources.
Yet they do have the same legal and ethical obligations to ensure the safety and well-being of all employees. These obligations extend outside of work hours to workplace events too.
For businesses, the stakes are high. A culture that doesn’t prioritise safety and inclusion is one that sees disengagement, high turnover, or even legal and financial risks.
But the upside is just as significant: when all employees feel safe and valued, they’re more likely to participate, contribute, and connect — all things that boost business performance in the long run.
According to recent data from a Hello Canopy survey researching reporting in the workplace, only 4% of employees who experience misconduct trust their employer will handle it appropriately. On the other hand, 72% of victims of harassment, bullying or discrimination ultimately leave the business altogether.
So as we wind down 2024, and our diaries are filled with celebrations, here are what startups can do to ensure the party remains jolly for everybody:
1. Safe and inclusive party success is in the planning
Okay, that’s not a saying, but just like you set expectations for your employees at work, you must apply the same principles to your workplace parties.
Don’t underestimate the power of good preparation and communication for setting the tone of your event. It doesn’t have to be overly complicated.
Be clear on expectations: This could include sharing things like your code of conduct and examples of behaviour that you’d like people to model – like including each other in activities or simply respecting personal space and boundaries.
Plan ahead for inclusion: Think about the food and beverage options for people who don’t drink or have dietary requirements, and give plenty of notice about the date, time, location, and activities to help those who are caregivers make plans.
Enable your leaders: Ensuring respectful and appropriate behaviour isn’t just a job for your HR team. All leaders in the business should be setting the tone for the night and making sure employees can participate in a way that feels right for them. Of course, everyone, including leadership, should have a good time, but being a leader rightfully comes with leadership expectations.
For example, Hello Canopy is partnering with Australia’s Biggest Startup Storytelling event. In the runup, organisers have undergone training, drawn up a code of conduct, and included information on the reporting system throughout promotion, and in communications with attendees and speakers.
2. During the event, put your planning into execution
Once the party begins, it’s important to have systems in place both to ensure employee safety and to address issues if they do arise, while also providing spaces where everyone can feel comfortable.
Provide a clear, visible and accessible way for employees to report concerns in real time, such as a QR code linking to a reporting form.
QR codes which will be displayed at the upcoming Australia’s biggest startup Storytelling Event
At the startup storytelling event, QR codes will be in event rooms and in the toilets, and team members have been trained in how to intervene if alerted of any unsafe behaviour.
Make sure employees know where to find this information when, and where they need it.
It’s also important to create quiet spaces. Not everyone thrives in loud, social environments. A designated quiet area — a meeting room or outdoor space — can offer employees a moment to recharge.
3. The party isn’t over: your work for a safe and inclusive EOY celebration continues after the event.
Following up is just as important as preparation. Check-in and show your employees their experiences and feedback matter.
Don’t overcomplicate it. Send a quick survey around asking how people found the event and if there’s anything you can do to improve next time. This can be through your HR platform, ot through a simple Survey Monkey or Google Form.
Remind people they can still speak up, after the event. Many people may have hesitated to speak up on the night, but the next day — or even weeks later — after some time and space, they may want to say something. Send around some quick communications, or even a link in the survey, to remind them they can still do so.
Finally, make sure you act on feedback. Asking for feedback and then not actioning it is worse than not asking at all. Make sure you have a plan to follow up with meaningful action.
Post-event is also the perfect time to improve your workplace culture.
The workplace environments employees dream of don’t just appear overnight; they’re built over time, with policies, practices, and a commitment to listening and acting.
Grapevine, a nonprofit advocating for safer workplaces, recommends practical measures like ensuring leadership communicates expectations, providing safe transport options, and fostering inclusivity in party planning. These ideas reflect what ‘good’ looks like when it comes to safety and inclusion.
Trust isn’t built overnight or during one Holiday party. It’s cultivated over time through consistent actions that prioritise employee well-being. When employees feel they can voice concerns without fear of retaliation and trust that their concerns will be taken seriously, it creates a foundation for healthier, culturally safe workplaces.
Your end-of-year party is more than just a celebration. It’s a reflection of your workplace culture. When employees feel excluded, unsafe, or pressured, that sends a clear message that the culture isn’t for them. Conversely, a thoughtful, inclusive approach can reinforce that your workplace values every team member.
The safer and more inclusive, the merrier the future for you, your team and your business.
- Sam Garven is the cofounder of Hello Canopy, which helps employees report misconduct and well-being concerns
- Australia’s Biggest Startup Storytelling event will happen in Melbourne, December 12.
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