Last year, a physical therapy program at a university faced an all-too-familiar challenge: how to celebrate the holidays in a way that felt meaningful for everyone. Instead of defaulting to a catered lunch and gift exchange, the director invited faculty, staff and graduate students to co-create the event.
The group chose a potluck featuring dishes from their own cultural traditions; scheduled the gathering at a time that accommodated teaching loads, administrative duties and studying; and added a gratitude board where everyone could publicly recognize each other’s contributions.
People lingered longer, conversations crossed silos and new collaborations emerged. What started as a holiday celebration became a catalyst for belonging — a reminder that when people feel seen and valued, they show up differently.
Holiday gatherings offer a metaphor for leadership. Who gets invited to the table? Who feels welcome? Inclusive leadership ensures that everyone — not just the loudest or most familiar voices — has a seat and a say. This does not happen by accident. It requires intentionality: culturally sensitive celebrations, equitable policies, and systems where diversity thrives and belonging is real.
Today, that work is harder than ever. Across higher education and beyond, we see backlash against diversity, equity and inclusion initiatives. Critics dismiss them as unnecessary or divisive, and some institutions have scaled back programs entirely.