PE firms supporting laid off portco employees

I just finished up B school and have a month or so before joining a new PE firm as a VP. One topic I've thought about at various times is whether PE firms can / should support portfolio company employees who get laid off under the firm's ownership. I was laid off from my first job out of college and had other friends / family impacted by layoffs at various times; I know I'm not the only one in PE who's been laid off, but haven't seen this discussed much within the industry (we all know the industry as a whole gets a lot of shit for eliminating jobs).

I worked at a firm for 3 years before school, and in that time only saw "true" mass layoffs once (i.e. portco consolidating offices leading to many redundant positions rather than letting go of an underperforming manager, firing an employee for misconduct or some other one-off situation). During a board meeting, the managing partner of our firm asked the CEO what he was doing to support these employees being let go. Don't remember the details as I look back, but the part that stuck with me was the fact that the partner asked in the first place. I've since thought it would be a good thing for me to do in the future, provided I can actually be helpful to back up the question. 

So what do I mean by providing support? Certainly the portco will provide some kind of severance package, but thinking of additional things to help employees transition. An example could be referring the portco to outplacement firms, which help departing employees with things like career assessments, job market analysis, resume reviews, and interview coaching. Or referring to various recruiting, headhunting, or staffing firms depending on employee level, function and industry. Some portco's may already do some of this as a business practice, and dealing with these kind of HR issues might be too in the weeds for PE firms, but I'm sure there's ways PE firms can leverage their scale, resources and networks to help here.

Obviously any of these services cost money (and time) so wondering how this was sold beyond just being an ethical thing to do. For example, outplacement firms claim there can be positive ROI by improving retention and turnover of remaining employees, improving company brand, reducing likelihood of wrongful termination suits, etc. but all of this is hard to measure. 

Finally, since adding any additional services for departing employees may be seen as shareholder value destructive (given any ROI is hard to measure), I'd be interested to hear if and how I should even bring this up at a new firm. I don't think I'd do this right out of the gate and probably would bring it up quietly with a deal team rather than dropping this question in the middle of a board meeting.

I recognize this topic could also tie into a broader discussion of what role PE firms should play regarding layoffs, ESG, etc. and happy to share my thoughts on that but figure I'd start with more tactical questions.

TLDR: what have you seen PE firms do to support portco employees who get laid off? If I were to bring this topic up with my firm in the future, any suggestions for the best way to do so and "sell it"?