When the company holiday party invitation landed in my inbox, I expected a quick “yes” or “no” check. Instead, it made me pause. The venue? A steakhouse. Perfect for carnivores. Not so much for someone who’s been vegan for years. I hesitated—not because I didn’t want to join—but because I knew how “everyone’s invited” often quietly translates to “figure it out on your own.”
I decided to ask directly. A simple, professional message to my manager: “Will there be plant-based options?” His reply arrived almost instantly: “Just get a salad.”
Those words were short, but the weight behind them was heavy. Not hostile. Just dismissive. A quiet signal that my needs were an inconvenience. I reread it multiple times, hoping I’d misread. I hadn’t.
For a few days, I wrestled with it. I could go anyway, I told myself. One night. Not a big deal. But the more I thought about it, the clearer it became: attending would mean accepting sidelining as normal. So I made a quiet decision. I declined. No explanation. No drama. Just a boundary.
Then something unexpected happened. A week later, an HR email landed in my inbox. It outlined new guidelines for company events: inclusive planning, dietary accommodations, accessibility, and respectful communication. Employees were encouraged to speak up about their needs. Managers were reminded that fostering belonging wasn’t optional—it was leadership.
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