Work parties are a fun way to reward staff and celebrate the end of another year. But sometimes the ‘silly’ season can quickly head south. Getting people together away from their normal workspace – particularly if you add alcohol to the mix – can be a recipe for trouble if you’re not careful.

In this article, we explore key practices to ensure that festive events in Australia are memorable for all the right reasons.

 

1. Clear Code of Conduct and Anti-Harassment Policy For Corporate Events

Establishing a clear code of conduct for festive events is paramount. This involves several key steps:

– Communicate Expectations:

  • Clearly outline what constitutes appropriate behaviour at the event. This includes respect for colleagues, adherence to company values, and maintaining professionalism.
  • Use multiple channels to communicate these expectations, such as emails, posters, and pre-event meetings.

 

– Educate Employees:

  • Conduct training sessions or workshops to educate employees on what constitutes inappropriate behaviour, including harassment, discrimination, and any form of misconduct.
  • Provide real-life examples and scenarios to help employees understand the boundaries and consequences of their actions.

 

– Consequences of Misconduct:

  • Clearly state the consequences of violating the code of conduct. This could range from verbal warnings to more severe disciplinary actions, depending on the severity of the misconduct.
  • Ensure that employees understand that these rules apply not only during work hours but also at company-sponsored events.

 

– Foster a Respectful Environment:

  • Encourage a culture of respect and inclusivity. Highlight the importance of treating all colleagues with dignity and respect, regardless of their role or background.
  • Promote open communication and make it clear that any concerns or incidents can be reported without fear of retaliation.

 

– Accessibility of Policies:

  • Make the code of conduct and anti-harassment policies easily accessible to all employees. This could be through the company intranet, employee handbooks, or dedicated HR portals.
  • Regularly review and update these policies to ensure they remain relevant and effective.

 

– Leadership Role:

  • Encourage leaders and managers to lead by example. Their behaviour sets the tone for the rest of the team, so they must adhere to and promote the code of conduct.
  • Provide training for managers on how to handle potential issues and support their team in maintaining a respectful environment.

Having a robust HR framework is essential for effectively implementing and maintaining these practices. Our team can assist in reviewing and enhancing your HR policies to ensure they are comprehensive and up-to-date, helping you create a safe and enjoyable festive atmosphere.

 

2. Pre-Event Communication

Effective pre-event communication is crucial for setting the right tone and ensuring everyone understands the expectations. Provide comprehensive details about the event, including date, time, venue, dress code, and agenda, using multiple channels like emails and team meetings.

Clearly outline expected behaviour, emphasising professionalism, respect, and adherence to the company’s code of conduct. Highlight the importance of inclusivity and respect for diverse backgrounds, and reiterate anti-harassment policies. Set a positive tone with a welcoming message from senior management, encouraging participation and engagement. Provide contact information for event organisers and emergency contacts to address any questions or concerns.

 

3. Responsible Alcohol Consumption

Alcohol is often a part of festive celebrations, but it is crucial to encourage responsible consumption. Implement measures such as providing a variety of non-alcoholic beverage options and limiting the duration of an open bar. Organise transportation options to ensure employees get home safely, including arranging for designated drivers, rideshare vouchers, or other transportation alternatives.

Additionally, consider having trained staff or supervisors monitor alcohol consumption and intervene if necessary. By promoting responsible drinking, you help create a safer and more enjoyable environment for everyone.

 

4. Inclusive Activities

Plan activities that promote team building and inclusivity. This could include games, team challenges, or other interactive events that encourage positive interactions among employees. By fostering a sense of unity, you reduce the likelihood of undesirable behaviour. Consider activities that cater to a wide range of interests and abilities, ensuring everyone can participate and feel included.

Additionally, ensure that festive events and activities are respectful of diverse backgrounds and beliefs. Consider the cultural and religious diversity within the workplace when planning activities. For example, avoid scheduling events on significant religious holidays and be mindful of dietary restrictions when planning menus.

Creating an inclusive environment also means being aware of accessibility needs. Ensure that the venue is accessible to all employees, including those with disabilities. Providing clear information about the event’s accessibility features can help everyone feel welcome and included.

 

5. Considerate Gift Exchanges

If your organisation participates in gift exchanges, it’s important to establish guidelines to ensure gifts are appropriate for a professional setting. Encourage employees to be considerate of cultural and personal preferences when selecting gifts, avoiding anything that may be offensive or inappropriate. Here are some key points to consider:

– Set Clear Guidelines:

  • Provide clear guidelines on the types of gifts that are acceptable. This can include a price range to ensure fairness and prevent any discomfort related to the value of gifts.
  • Specify any items that are not appropriate, such as those that could be considered offensive, overly personal, or inappropriate for the workplace.

 

– Encourage Thoughtfulness:

  • Encourage employees to choose thoughtful gifts that reflect the recipient’s interests and preferences. This shows consideration and respect for colleagues.
  • Suggest practical or universally appreciated items, such as gift cards, books, or office supplies.

 

– Respect Cultural and Personal Preferences:

  • Be mindful of the diverse cultural and religious backgrounds of employees. Avoid gifts that may not align with someone’s beliefs or customs.
  • Consider dietary restrictions and preferences if gifting food items. Opt for non-perishable and universally acceptable treats.

 

– Promote Inclusivity:

  • Ensure that the gift exchange process is inclusive and voluntary. No one should feel obligated to participate if they are uncomfortable.
  • Organise a group gift exchange event where everyone can participate equally, such as a Secret Santa or White Elephant exchange, with clear rules to keep it fun and fair.

 

– Provide Alternatives:

  • Offer alternatives for those who may not wish to participate in traditional gift exchanges. This could include charitable donations in someone’s name or a group activity that everyone can enjoy.

 

– Communicate Clearly:

  • Communicate the guidelines and expectations for the gift exchange well in advance. This helps everyone prepare and ensures a smooth and enjoyable experience for all participants.

 

6. Designated Event Supervisors

Designate supervisors or HR representatives to oversee the event. Having responsible individuals present can help manage any emerging issues promptly. Make it known that these supervisors are available to address concerns and ensure everyone feels safe and comfortable.

 

By implementing these HR practices, Australian organisations can create a festive atmosphere that is not only enjoyable but also respectful and inclusive, leaving employees with positive memories and a strengthened sense of camaraderie.

If you have any questions or need further guidance, feel free to reach out. We’re here to help make your celebrations smooth, compliant, and memorable, with the right HR policies and procedures in place.

 

Celine Senior HR Advisor

About the Author:

With over 20 years' experience in Human Resources, working across both government & private sectors, Celine is an expert at her craft. As a Senior HR Advisor, Celine has extensive experience working across different industries, advising clients on a wide range of HR topics.
Read more about Celine Rethore.

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