Redundancy, Inclusion and Why It Matters

I recently had the opportunity to join the Redundancy Matters podcast with outplacement specialist June Hogan, to talk about what redundancy means to me, why it matters, and how employers can ensure more inclusive decision-making during the process.

Redundancy is one of those moments that really tests how inclusive an organisation truly is.

Why Redundancy Matters

Redundancy matters because of how decisions are made - who is selected, what criteria are used, how people are supported, and how consultation is handled. These decisions must be fair, inclusive, transparent, and accessible, without disadvantaging individuals with protected characteristics under the Equality Act 2010.

Handled well, redundancy builds trust. Handled poorly, it can damage people, culture, and reputation.

At its core, redundancy is deeply human. People are going through uncertainty, stress, and often fear. That’s why compassion and understanding must be present at every stage, recognising that not everyone’s needs are the same.

What My Experience Taught Me

My perspective comes from both advising organisations and experiencing redundancy myself.

When I was pregnant with my son, I learned that my organisation was closing. What stood out was the way communication was handled. I was kept informed regularly, in a way that felt personal and supportive, not just procedural.

I wasn’t treated like a number. I was treated as an individual.

That experience shaped how I approach inclusion today. It showed me how powerful it is when organisations genuinely consider someone’s circumstances and communicate with empathy.

The Role of Equality Impact Assessments

An equality impact assessment is essentially a structured way to understand how decisions like redundancies affect different groups.

It challenges the assumption that decisions impact everyone equally. They don’t.

It looks at:

• Data on who may be impacted

• The selection criteria being used

• The consultation process

• The communication approach

• The potential risks of discrimination

It also helps organisations identify where criteria may unintentionally disadvantage people for example, using absence data linked to disability or pregnancy, or performance ratings influenced by a disability.

It’s about thinking holistically and proactively reducing risk.

Why This Matters Legally and Ethically

Even if you can’t remove all risks, documenting your thinking matters.

An equality impact assessment provides evidence of:

• What you considered

• What data you reviewed

• How you consulted

• What steps you took to mitigate risk

This transparency can be critical if decisions are ever challenged. It shows you acted thoughtfully, not reactively.

Making Redundancy More Inclusive in Practice

Inclusion comes down to detail often small things that make a big difference.

Some key considerations include:

• Timing meetings so they don’t clash with childcare responsibilities

• Offering virtual options for those on parental leave or working flexibly

• Providing clear, plain-English communication

• Sharing information in advance so people can process it

• Offering different formats for accessibility

• Ensuring meeting spaces are private and appropriate

It’s also about asking the right question: how can we best support you to fully participate?

That simple shift makes people feel seen.

Communication is Everything

Redundancy processes can feel overwhelming. Many people have never experienced it before.

That’s why communication should be:

• Clear

• Consistent

• Easy to understand

• Repeated in different ways

People often don’t absorb everything in meetings. Follow-up communication and accessible information are essential.

Supporting Managers to Lead Well

Managers play a critical role in how redundancy is experienced.

They need to:

• Be aware of their own biases

• Listen to understand, not just respond

• Pay attention to non-verbal cues

• Create a safe space for questions

• Check in regularly, not just during formal meetings

It’s not just about delivering information. It’s about supporting a person through a difficult experience.

The Importance of Ongoing Support

Support shouldn’t stop at the meeting.

Employees should be:

• Encouraged to ask questions outside formal meetings

• Signposted to wellbeing support

• Given access to outplacement services

• Directed to external resources where needed

People process things differently and at different speeds. Flexibility matters.

Final Thoughts

An inclusive redundancy process doesn’t happen by accident. It requires intention, planning, and a genuine commitment to understanding people.

It’s about moving beyond policies on paper and showing, in practice, that inclusion matters.

If you’d like to explore how to bring a more inclusive approach to redundancy in your organisation do get in touch.

You can also learn more about redundancy support and outplacement through June Hogan’s work at Wildwood Coaching and check out our full conversation in her podcast Redundancy Matters also available wherever you listen to your podcasts.

Links:

Website https://wildwoodcoaching.co.uk

Podcast episode https://wildwoodcoaching.co.uk/building-a-fair-redundancy-process-why-equality-impact-assessments-matter/