Valentine’s Day is a chance to promote gratitude, compassion, and camaraderie in the workplace—it’s not only about romantic love. Traditional festivities can occasionally feel exclusive, despite studies showing that employee appreciation increases engagement and morale. How can organizations give everyone a more meaningful and inclusive experience? Workplaces may foster a sense of belonging that improves collaboration and productivity by changing the emphasis from romance to appreciation. There are a ton of ways to make Valentine’s Day inclusive and positive, ranging from little acts of appreciation to engaging events. In this roundup, leaders and professionals offer useful tips to assist organizations in celebrating in a meaningful and interesting way.

Disclaimer: This article provides general recommendations for fostering workplace inclusivity during Valentine’s Day. Organisations should tailor activities to suit their team dynamics and ensure participation remains voluntary.

Shift Focus to Appreciation and Kindness

Instead of centering Valentine’s Day around romantic love, shift the focus to appreciation and kindness. For example, we set up an “Appreciation Wall” where employees could post sticky notes recognizing their colleagues’ contributions. It was simple but powerful and it made people leave notes like, “Thanks for always having my back during deadlines,” or, “Your positivity lights up the room!” 

Valentine’s Day can be tricky as some people love it, others feel excluded or uncomfortable. By focusing on appreciation, you create a space where everyone can participate without feeling left out. Plus, studies show that workplace recognition can increase employee engagement by up to 60%. In our case, it sparked conversations and even helped bridge gaps between departments.

To ensure inclusivity, we kept it neutral and optional. Participation wasn’t forced, and we encouraged messages to be about teamwork and camaraderie. For remote employees, we created a virtual board using tools like Miro or Slack channels where they could share shoutouts.

Marta Verma, Business Partnerships Manager, Outstaff Your Team

Celebrate with a Themed Color Day

One simple way workplaces can promote inclusivity during Valentine’s Day is by celebrating with a themed color day instead of focusing solely on romantic relationships. Encouraging employees to wear red, pink, or even neutral colors like white or gold allows everyone to participate without feeling excluded.

In one office I worked in, we had a “Wear Your Favorite Color Day” where people could choose any color that represented love, friendship, or self-care. It sparked conversations and made the day about appreciation rather than just couples.

This small change shifts the focus from traditional romance to a more inclusive celebration of love in all forms—friendship, self-love, and teamwork—ensuring everyone feels comfortable and included in the festivities.

Xin Zhang, Marketing Director, Guyker

Organize a Small Work Activity

Last year, I organized a small work activity during Valentine’s Day that focused on all kinds of love. A shared board allowed teammates to write notes about appreciation and support. The initiative welcomed heartfelt messages and relaxed coworkers, making everyone feel part of the celebration.

I suggest workplaces use a casual event asking employees to share with peers where employees work when a volunteer starts the activity with a story about self-love or a kind gesture. Teammates then add their reflections on friendship and support. The event invites honesty and builds connection.

Natalia Lavrenenko, UGC manager/Marketing manager, Rathly

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

Let Us Know What You Think

We’d love to read your thoughts! Join the conversation and share your insights with us.

• What key takeaways resonated with you the most?
• How do you see this topic impacting your business or organisation?
• What additional insights or experiences would you like to share?