Is Singapore ready for inclusive workplaces? ‘I don’t think we are’: HR institute’s chief
The Workplace Fairness Act takes effect by end-2027, with employers and workers urged to start preparing now
Singapore may not be fully prepared for a truly inclusive work environment despite preparing for new workplace fairness laws set to take effect by the end of 2027, according to the chief of the Singapore Human Resources Institute (SHRI), Alvin Goh. Speaking at a panel discussion, Goh cited a survey indicating that only 20% of "people leaders" would openly speak against discrimination at work, while 80% would remain silent to avoid going against their employer. Goh questioned whether the nation is truly ready, stating, "I don't think we are ready."
The upcoming Workplace Fairness Act (WFA), which will protect workers against discrimination based on 11 characteristics, such as age, disabilities, and caregiving responsibilities, is expected to usher in a more inclusive work environment. However, Goh noted that the number of discrimination complaints is relatively low compared to the size of Singapore's workforce.
National Trades Union Congress assistant secretary-general Patrick Tay emphasized that the WFA is a positive step, but urged employers and workers to familiarize themselves with the new legislation ahead of its implementation.
Tay acknowledged the controversy surrounding the legislation, as employers have concerns about additional obligations and compliance costs. He stressed the importance of taking a pre-emptive approach, describing the passing of the WFA as a "good step ahead." The WFA will also protect whistle-blowers for the first time in Singapore's history, potentially encouraging aggrieved workers to come forward. However, Tay noted that the effectiveness of these protections remained to be seen.
SHRI has proposed "soft protection" for HR practitioners and leaders who encounter discriminatory practices, which could serve as evidence if disputes arise. HR professionals and business leaders should not wait for complaints but actively look for patterns of discriminatory practices within their organizations, according to Goh.
The discussion also touched on age and nationality discrimination in hiring, with nationality discrimination being the most common ground for complaints. Efforts to address these issues include measures like the Fair Consideration Framework, job advertising requirements, and Complementarity Assessment Framework, which can flag organizations with patterns of hiring people of a particular race or nationality.
Despite these efforts, Goh called for continued vigilance and proactive measures to ensure a truly inclusive work environment in Singapore.
Written by urgent.news from The Business Times - Singapore's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
