Jack’s Empowerment and Inspiration: 70. GOVERNANCE STRUCTURE - Jack’s Redundancy Empowerment - empowering redundant workers - empowering redundant staff

Sunday, 30 November 2025

70. GOVERNANCE STRUCTURE - Jack’s Redundancy Empowerment - empowering redundant workers - empowering redundant staff - Yinka Carew

70. GOVERNANCE STRUCTURE - Jack’s Redundancy Empowerment - empowering redundant workers - empowering redundant staff - empowering redundant employees - making redundancy work for you - is redundancy a dead end? - is redundancy the end of the road? - making the most of redundancy - empowering the redundant worker - Jack Lookman - Rita Nnamani - Olayinka Carew - Ola Carew - Jack Lookman Limited - Amebo - Ire o - Ire kabiti - Empowerment and Inspiration - Empowering And Inspiring Generations - Yinka Carew - Olayinka Carew aka Jack Lookman - Jack’s Empowerment and Inspiration

Governance structure is essentially the framework that influences decisions within organisations. It discusses who signs off on redundancies, how roles are identified for removal, and the fairness checks in place to prevent discrimination. Most individuals never see this structure, but it influences everything from the timing of your exit to the pay you are entitled to.

The first thing government teaches you is that redundancy is rarely personal. Long before names are mentioned, a corporation starts examining its cost centres and organisational map. They examine positions rather than persons. They look at if a department is still useful, if particular positions overlap, if the market has changed, if technology has rendered something obsolete, or if investors are pushing for cost savings.

The same structure also determines what you are owed. Many workers accept the first package offered because the shock of losing their role makes them want the process over quickly. But understanding how governance works helps you recognise your legal rights, your negotiation room and the support systems you can still request. UK law requires fairness, transparency and consultation, and governance frameworks exist to ensure these rules are met. That insight encourages you to speak up, ask questions and seek clarification.

Knowing the structure of your redundancies also gives you information about the skills that are currently in demand. If your organisation made adjustments because automation replaced some duties or the strategy switched towards digital operations, the way to your next chapter will become clearer. You can reverse-engineer the organization's goals and position yourself for the future of the market. Sometimes the indications are subtle. A corporation that reduces its administrative workforce but develops its digital operations indicates that technical literacy is no longer optional.

Another way governance helps is by teaching you how to evaluate your next employer. Once you’ve seen how processes behind the scenes affect real lives, you start paying attention to things you may have overlooked before. You will want to know whether potential employers have transparent communication cultures. Whether they invest in their people. Whether they plan their workforce instead of making rushed cuts. Whether they prioritise sustainability over short-term profits. These questions shape your choices and protect you from walking into environments that value you only when convenient.

For UK workers trying to get back on their feet, governance structure can be the compass that guides your next decisions. It frees you from personalising a situation that was never about you. It sharpens your understanding of market trends. It helps you negotiate your package from a place of knowledge. It shapes how you present yourself in interviews. And it influences how you choose your next organisation so that you land somewhere that truly values your contribution.

Thank you very much to all our readers. You are much appreciated.

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