opinion & features

Brad Tyler-WestShould you attend the office party?

This is the time of year when folks at work celebrate the varied reasons for the solstice season. For many of us the decision to attend the office party is complicated. What if you’re closeted at work? Or what if you’re not comfortable sharing your personal life at work? Should you go alone? If you go alone, what does this say about your partner? All of these questions are enough to make us click the “Not able to attend “button!

Before you hit the “Not attending" button you might want to ask yourself some questions.

1-Outcome Desired – how invested are you in this job or company? If it is a one of those survival jobs that is a stepping stone to something better in the future, then not attending staff functions isn’t really going to cost either you or your employer a lot in terms of team building spirit.

If however, this is a job you are serious about then you need to view holiday functions along with other social outings with peers and colleagues as an important part of your job. Research shows that employees, who are invested at work, both socially and professionally, are more effective and efficient. Plus it improves overall morale if the folks who work with you, know a little bit about you and your life ‘outside’ of the office. In other words, get serious about fun at work, if you are serious about your work.

2. Motivators of a particular behaviour – everyone edits themselves; the important question to ask is the ‘why’ behind the editing.  If you are closeted, then ask yourself if you do want to come out? Ask around to see if you can safely determine the response of your employer and colleagues, via social networking; professional groups like LinkedIn or even via the old-fashioned ‘grape vine”. If your research validates your concerns, proceed with caution. Either look for a new job or see if you want to build connections with folks inside/outside the company and be part of the change you wish to see.  

It is against the law for an employer to prevent any staff member from bringing a same-gender partner/date to a work function, if they allow opposite gender partners/dates to attend.

3. Your employers goals/values and vision – asking the right questions can really help you prepare for the holiday season – does your employer call it a ‘Christmas party ‘or a ‘Holiday party’; what kind of diversity and inclusion programs or policies do they have? If your employer is already aware of the fact that there is more than one holiday celebrated in December it stands to reason that they might be open to diversity in terms of employee relationships (single, dating, married or common law) Use this important strategy when exploring who you want to work with – find out if they are welcoming of diversity that includes LGBTTQ folks and allies. 

Forewarned is forearmed when it comes to solving the December dilemma! 

Do some of the ground work now and who knows, you might find yourself clicking the “accept “button to the work place party after all.

– Brad Tyler-West, CHRP, is a Winnipeg senior human resource consultant and connection coach.