Ah, the work Holiday party – twinkling lights, free booze and a few questionable dance moves. It’s supposed to be the ultimate chance to let loose and connect with your team. But for six in 10 employees with disabilities, chronic health conditions, or neurodivergence, it can just be one more way to feel left out.
Deloitte’s Disability Inclusion @ Work report dropped a sobering stat – more than half of disabled employees have missed out on work events because of accessibility issues. Think about that for a moment. Wanting to join the fun but being unable to get through the door, literally or figuratively.
And this isn’t just a party problem. It’s part of a bigger challenge disabled people face every day at work.
What’s really going on?
The story Deloitte tells isn’t unique. Home’s The Work Project report shows that globally, disabled employees consistently report having a significantly poorer experience at work compared to their peers.
They’re less likely to find meaning in their work, less likely to see opportunities for growth, and far less likely to feel heard or valued when they speak up. Many don’t feel comfortable sharing their life experiences with colleagues, and a shocking 54% of disabled people report feeling discriminated against at work. Unsurprisingly, the vast majority of them are job hunting.
And when we consider the added barriers faced by disabled employees from racially minoritised groups, the stats only get bleaker.
Here’s the thing – globally, one in six people is disabled. This isn’t a small issue. For too many, exclusion isn’t an occasional inconvenience. It’s a regular part of life. Whether it’s a venue with no wheelchair access, an overwhelming sensory environment, or poorly communicated plans, these barriers send a clear message: this wasn’t designed for you.
And let’s face it, when someone feels excluded, it’s not just their night that’s impacted. It’s their sense of belonging in the workplace overall.
I know how it feels
As someone with ADHD, I know what it’s like to feel out of place in some environments. Overstimulating spaces with blaring music make me feel cut off because I can’t hear or focus on conversations. Unclear plans about what’s happening, when and what we’re eating, or how long the event will last can leave me feeling anxious the entire night.
Then there’s the expectation to find the perfect balance between “relaxed” and “professional.” For me, masking ADHD traits is always a challenge, and the mix of alcohol, informality, and the pressure to “have fun” only makes it harder.
Thankfully, I now work with a genuinely lovely, inclusive team, but I’ve spent many years navigating parties that were just plain hard work.
Make your event more inclusive
So, how do we make the magic of the season work for everyone? Here are a few practical tips.
- Listen to your people. Involve Employee Resource Groups or similar reps in the planning process-they’ll offer valuable insight. And don’t forget to ask for feedback after the event to improve next time.
- Pick an accessible venue. Choose a location that’s easy to enter, navigate, and has accessible facilities like bathrooms. And don’t forget the catering – cover all dietary needs, from allergies to cultural or personal preferences.
- Be sensory-friendly. Keep the music at a reasonable volume, skip the strobe lights, and offer a quiet space where people can recharge. You might also try having different phases to your event – a quieter coffee-and-cake start for those who don’t want the noise and booze, followed by something livelier for those who do.
- Share the details early. Let everyone know what to expect. Include accessibility information in the invite and clarify that participation isn’t mandatory. Most people, disabled or not, dread compulsory fun. Let them know it’s okay to dip in for a bit or skip altogether.
These changes aren’t hard or expensive, but they can be the difference between someone feeling part of the team or left out entirely.
It’s about more than parties
Let’s be real. Inclusion doesn’t start or stop with the holidays. If someone feels excluded at the work party, chances are they’ve been feeling that way all year. Making events accessible is just one part of creating a culture where everyone belongs.
So, as you’re stringing up the fairy lights and planning the playlist, take a moment to think about what inclusion means. Because when everyone feels welcome, that’s when the real magic happens.