7 Ways to Conduct Layoffs while Protecting an Inclusive Workplace Culture

Workforce reduction is a common method to cut costs and increase efficiency, yet it is also disruptive and emotionally difficult. While the impact is obvious for those losing their jobs, layoffs can also take a toll on those remaining at the company. 

Uncertainty and mistrust of management can damage workplace relationships and sap employee morale. Then too, layoffs often mean increased workloads or new demands that heighten performance pressures and risk burnout. And finally, a mismanaged or indelicately handled restructuring may cause long-term or permanent damage to a company’s most important asset – its brand reputation.

When senior leaders have to cut staff, they should be thinking about the long-term effects, not just the short-term gains. Inclusive principles, fair-minded actions, and authentic communication will help organizations maintain their reputations, even as employees are let go. By approaching layoffs with a diversity, equity, and inclusion (DEI) lens, organizations can protect their financial objectives while also respecting the needs of the affected individuals.

Consider these seven best practices to safeguard your inclusive workplace culture, even when you have to lay people off: