How to maintain an inclusive culture during times of change

In the course of the pandemic, businesses everywhere have been forced to make difficult decisions to ensure their future. While we’ve seen many close their doors either permanently or temporarily, others have used the support from the Corona-virus Job Retention Scheme (aka the Furlough Scheme) to preserve jobs and cash flow.

According to a business survey by the ONS conducted between 6 April and 19 April, 28% of the UK workforce has been furloughed by their employers, of which the accommodation and food services and entertainment industries saw the highest proportion, with 73% and 70% of its workforce respectively being furloughed.

While the Furlough scheme is running until the end of October (though we know it will be adjusted from August on wards) and is helping 7.5m UK employees be retained by their employers, it comes with its own set of challenges.

We’ve seen many of our clients seeking out information and guidance when it comes to balancing how to communicate and engage furloughed vs. non-furloughed employees.

Though every organisation is different, the most common theme we’ve heard is making sure that employee communication is key in your business. Click here to learn how to keep both furloughed and non-furloughed employees engaged.