8.1 Address the gender inequality impact of retrenchment
Content
Description of Best Practices
Conduct a gender gap analysis of past retrenchment at the organization, if applicable, to identify if women or other social groups were disproportionally affected by past retrenchment.
Develop written plan and data collection method to ensure that retrenchment does not have disparate impacts on a particular group or groups
Conduct data analysis prior to beginning retrenchment and correct any disparate impact identified
Challenges of Implementation
Culturally/legally, companies may rely on retirement and programs that encourage early retirement, making retrenchment unlikely and limiting the ability to manage separation equity
HRIS may not capture all relevant data points (i.e., sex disaggregated data)
Occupational segregation that leaves women clustered in less technical roles that are more vulnerable to retrenchment (e.g., customer service, administration, etc.) might make it difficult to ensure that retrenchment is equitable
What Success Looks Like
Past inequities in retrenchment are identified and plans are made to avoid any potential bias in future retrenchment.
Ratios of men and women within job classifications are proportionately retrenched during downsizing
Resources and Tools
Guide: Managing Retrenchment (IFC)