It’s the most wonderful time of the year, but as the economic situation has grown increasingly grim, companies of all sizes have had to make difficult choices, with some even reducing their workforce.

Now, HR leaders have to make another difficult choice: to ignore the holidays, or move forward with a celebration. Though recent events may have employees feeling like the residents of Whoville on a post-Grinch Christmas Day, one professor believes celebrations should—to some degree—continue on.

Lights off. Layoffs during the holiday season aren’t uncommon, as businesses are preparing for a new fiscal year and making many difficult decisions. These decisions, especially layoffs, can have a ripple effect within a company. Some experts say that they can hurt morale and productivity, and may even have workers searching for a way out.

They can also be a major test of company culture. “These mass layoffs create a domino effect within companies,” Amy Mosher, chief people officer at HR resources services company Isolved, told ComputerWorld. “Stress, burnout, and lack of trust will strip down the company culture that many leaders have worked so hard to rebuild post-pandemic…With a lack of culture, you’ll begin to see your top talent walk away and look for new opportunities.”

Be merry…but not too much. While some companies are planning elaborate festivities for the first time since the pandemic began, others aren’t breaking out the egg nog. Amazon, for example, which recently announced plans to lay off 11,000 workers, has asked managers to keep parties subdued and largely virtual, according to an internal email to managers obtained by Insider.

Anna Tavis, clinical professor of human capital management at New York University, said HR leaders are in a tough spot. Keep reading here.—KP

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @Kris10Parisi on Twitter. For completely confidential conversations, ask Kristen for her number on Signal.

On Mondays, we explore what’s happening abroad in the world of HR. Got global HR news? Let us know by responding to this email.

As women around the world continue to face gender inequality and fight for basic rights, China recently amended a bill that aims to address discrimination in the workplace.

What in the world? In late October, the Chinese government passed an update to its women’s protection law. The legislation, which went into effect in 1992, was meant to grant women equal rights across various aspects of life, including politics, education, and work, but it lacked specificity.

The updated law has new protections for women in the media and workplace, according to China Briefing. It comes at a time when Chinese women are facing violence, and as the state has reportedly suppressed movements including #MeToo and the work of women’s rights organizations.

Satellite view. When the law takes effect on January 1, 2023, employers will be required to implement sexual harassment precautions—including setting up dedicated channels for female employees to report harassment—and training. However, it’s unclear what, if any, consequences a company might face for not complying with the guidelines, according to the China Project.

The updated women’s protection law also has several provisions aimed at reducing gender discrimination. It will make it illegal, for example, for employers to ask a job applicant about her marital status or to require pregnancy testing as part of their pre-employment physical examination, according to China Briefing. Employers will also be prohibited from reducing a female employee’s pay or firing them for getting married or becoming pregnant. In preparation for January 1, China Briefing notes that employers should examine their existing HR policies and change processes in accordance with the new regulation. Keep reading here.—KP

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @Kris10Parisi on Twitter. For completely confidential conversations, ask Kristen for her number on Signal.

Karamo Brown isn’t an unlikely advocate for diversity, equity, and inclusion. As the culture expert on Netflix’s Queer Eye, he helps people work through personal issues and find their voice. Living at the intersection of his Black and gay identities, and as a son of immigrants, he told HR Brew that at work, “You quickly learn what it is that needs to be done to make sure that people feel included, they feel seen, and make sure that they understand how to speak up for themselves and how to appreciate others.”

Now, Brown is lending his experience and expertise to help the corporate world, by launching a free, eight-lesson DE&I course in September. He partnered with e-learning platform EdApp to design the training for employees of all levels with the goal of encouraging small changes that collectively make an impact in the workplace.

“This is not a one-size-fits-all [program], but it is a great start for people to understand and appreciate the things that people go through and how we can all act in making other people’s lives better,” he said.

HR pros, Brown said, play a vital role in ensuring that companies fulfill and see their DE&I commitments reflected in the experiences of their employees.

He spoke with HR Brew about his thoughts on DE&I, his own experiences, and the importance of being an advocate.

What were some of the things that were important for you to include in the curriculum?

Crafting this curriculum, we want to make sure that people who are not in these intersections of different identities could understand what someone could be feeling and what happens to them…It’s been pretty excellent, the feedback from people saying, “Oh, I kind of get it. I understand now what part I played. I understand what I can be doing.”

Keep reading here.

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @adamderose on Twitter. For completely confidential conversations, ask Adam for his number on Signal.

Today’s top HR reads.

Stat: The US unemployment rate remained steady at 3.7% in November. (Bureau of Labor Statistics)

Quote: “The mantra for nearly all [tech companies] the next few years is risk mitigation, controlled costs, and operational efficiency.”—Scott Russell, executive board member at SAP, on layoffs and tighter budgets in the tech industry (MarketWatch)

Read: Virtual-office startups are trying to connect remote and in-person employees. (Bloomberg)

Be kind, unwind: Get timely tips for preventing holiday burnout in Liberate’s ebook. You’ll also find a code for a free live, virtual team wellness class inside—a $500 value! Download Liberate’s ebook to get started.*

^{*This is sponsored advertising content.}