It’s that time of year again!
Party invitations are rolling in, diaries are filling up and the advertising industry is preparing to wind down, swapping pitches and deadlines for celebrating and having fun together.
But just as much as those sometimes ill-advised photo booth pictures tell a story of who was there, let’s look around and ask ourselves: who isn’t?
Throughout the year, we spend an enormous amount of time talking about inclusion in the workplace; we debate flexible working, champion diverse talent and challenge outdated expectations.
Yet, when it comes to the other spaces where we socialise, network and build relationships, how often do we apply that same thinking? If our idea of bringing people together still revolves around everyone being in the pub at 6pm, it may be time to rethink the invitation.
Is the bar becoming a barrier?
Let’s be clear. This isn’t an argument for cancelling Christmas parties. Far from it.
But we do need to recognise that the traditional after-work drink format doesn’t work for everyone. For parents juggling childcare, people with caring responsibilities and colleagues who don’t drink alcohol, an evening in the pub isn’t the right fit. And while attendance might be optional, the opportunities that can come with it shouldn’t be.
Research suggests that inclusion is increasingly shaping what people expect from their employers. According to YouGov research in Stribe’s 2026 report, 66% of British workers consider acceptance and inclusion important when looking for a job — rising to 74% among women.
Early in my career, I worked at an agency where the men were given time off to go to the pub and watch the World Cup. The matches were early morning and the pubs had opened early to accommodate fans. When I questioned why everyone wasn’t getting the same opportunity, they simply said: “The boys need to watch the football.”
Small as it was, it stuck with me as a reminder of how easily exclusion can become part of workplace culture without anyone questioning it.
In a relationship-driven industry like ours, being present can influence perceptions, connections and, ultimately, career progression. So when our social spaces aren’t designed with everyone in mind, we risk creating another invisible barrier to opportunity.
Inclusion doesn’t clock off at 5:30pm
While inclusion is often discussed in the context of workplace policies and leadership, it’s just as relevant to the culture we create beyond the office.
If we’re serious about recognising people have different responsibilities and working patterns, shouldn’t that flexibility extend to how we socialise?
The social side of our industry should remind us that creative, inclusive, supportive cultures aren’t simply about what we say; it’s about what we do, including when nobody is checking the office attendance.
Our industry depends on attracting, developing and retaining brilliant people. Initiatives like the Wacl Talent Awards show the importance of recognising and supporting talent. That same thinking should extend to the everyday opportunities we create to connect.
Excluding talent from the informal networks where relationships flourish isn’t just a cultural oversight; it’s a missed opportunity.
More fun, fewer barriers
Many businesses are already rethinking how they bring people together, moving beyond the traditional after-work drinks, but there is still room to do more.
What if we gave people something to do beyond standing around a bar? Darts, games, shared activities or experiences that make starting conversations easier, particularly for those who don’t already know half the room?
As a business leader, I’ve become even more aware of how different people’s preferences are when it comes to socialising. I’d organise team events in stages: an activity, food, then drinks for everyone who wants to stay on. I’ve even got into the habit of starting things earlier to ensure those who need to leave on time can still attend.
Always having something to do (that isn’t a pint!), making sure there are non-alcoholic options and giving people the choice to participate on their own terms don’t take away from the fun. They simply mean more people get involved.
Inclusion doesn’t always require a grand gesture or a substantial budget. Sometimes it starts with thinking differently about our choices and, crucially, asking people what would help them participate, rather than assuming we already know.
So if you’re organising an event this party season, ask yourself: who might we unintentionally be leaving out and what could we change to bring them in? We don’t need to take the fun out of networking; we just need to make sure more people get to enjoy it.
After all, the best industry party shouldn’t be the one everyone talks about the next morning; it should be the one where everyone has the opportunity to belong.
