Imagine you are a Human Resources agent for the County Libraries. Your boss sends your department the following memo:

The upcoming holiday season can become a minefield of misunderstanding and hurt feelings if an agency does not plan ahead to smooth the way. This is especially true for office parties related to Christmas. Money can become a factor in difficult economic times if an employee feels obligated to participate in activities such as Secret Santa or collecting for a gift for the boss. Canceling the Christmas party can make an Agency seem like a Grinch. The most obvious, and bluntest form of risk reduction is simply not to have an office Christmas party, but despite the risks, there are also positive benefits to the festive event. It shows staff that they are important and that the agency understands the need for occasional festivities and special appreciative rewards. Holiday parties can also be excellent networking events. This coupled with the simple the fact that staff members are enjoying themselves together and socializing outside their normal working environment can have positive benefits on morale and employee relations. The trick is to be able to manage the liabilities and the reputational risks without negating any positive morale benefits.

Questions: Considering what you learned about discrimination, what are your suggestions for ensuring that the holiday party does not discriminate against those who do not celebrate Christmas? In your opinion, how can the agendy continue the holiday party while being inclusive of everyone?