Speech by Minister S Iswaran at the Fostering Inclusion in the Workplace Seminar

​SPEECH BY MR S ISWARAN, MINISTER FOR TRADE AND INDUSTRY (INDUSTRY), AT THE “FOSTERING INCLUSION IN THE WORKPLACE” SEMINAR on thursday, 20 july 2017 AT 0940HRS, PARKROYAL on Beach Road, Grand Ballroom

Ms Denise Phua, Mayor of Central Singapore District

Mr Lothar Nessmann, Chief Executive Officer, Pan Pacific Hotels Group

Ms Aradhana Lal, Vice President (Sustainability Initiatives), The Lemon Tree Hotel Company

Distinguished Guests

Ladies and gentlemen

1.          Good afternoon. It is my pleasure to join you this morning at the “Fostering Inclusion in the Workplace” Seminar.

Employers should build an inclusive workplace to widen their talent pool

2.          Singapore’s workplace environment has evolved significantly over the years, and our workforce has become ever more diverse.  Mindsets have changed, with technological shifts and globalisation bringing about new workplace trends.  It is now common to find men and women of different ethnicities, nationalities, religions and cultural backgrounds working together in the same organisation.  Employers have also adopted measures to support workers with different needs.  Facilities like day-care, nursing rooms, prayer rooms and universal design have encouraged more workers to join the workforce, including persons with disabilities.

3.          Notwithstanding this notable progress, more can be done to encourage employers to embrace such diversity, especially with respect to persons with disabilities.  According to a survey done by Spire Research and Consulting, six in 10 employers surveyed are reluctant to engage this group of workers.  From an economic perspective, these organisations are missing out on opportunities to ease their manpower constraints by tapping into a wider talent pool, and the unique contributions that persons with disabilities can offer.  From a social perspective, it is a missed opportunity to nurture a more inclusive workplace environment.  

Persons with disabilities can contribute meaningfully to an organisation if they are properly trained and supported

4.          We can do more and better.  With appropriate training and support, persons with disabilities can make meaningful contributions to an organisation.  Businesses that already employ persons with disabilities have found that:

             a.  They are often loyal and committed team members, have low turnover rates, and put in extra effort to learn and practice the skills required for the job.  

             b.  They can offer different perspectives and insights because persons with disabilities require flexibility, creativity and an open mind to find solutions to the daily challenges they face. 

             c.   Successful integration of persons with disabilities can help nurture an inclusive work environment, engender a sense of belonging among employees, and enhance a company’s image as an employer-of-choice.  

5.          UOB, one of this Seminar’s organizers, is an example of an employer that practices inclusive hiring.  UOB collaborated with the Autism Resource Centre, or ARC, to hire people with autism, who typically have a keen eye for detail and accuracy, a high level of concentration, and are reliable and committed.  These qualities were essential to the needs of UOB’s Scan Hub, which is the bank’s nerve centre for checking, digitisation and archiving of customer documents.  Within the first 2 years of collaborating with ARC, I understand that the Hub’s employee turnover decreased from 50% to 5%, and overall work productivity increased two-fold.

6.          Starbucks Singapore also collaborated with ARC by hiring its autistic clients and equipping them with barista and café operations skills.  Modifications had to be made to the workflow, such as providing flipcharts of drink recipes for the barista’s reference, but the company is willing to do so as it believes in providing a rewarding work environment to people of all backgrounds.

7.          Companies have also worked with persons with disabilities on a project basis.  PAZZION, a home grown shoe brand, has collaborated with the Down Syndrome Association (Singapore) to release an exclusive recycle bag to generate awareness of Down Syndrome and to dispel common misconceptions that are associated with those with this condition.

The Government is committed to partnering companies to foster inclusion in the workplace and promoting fair and responsible employment practices

8.          The Government, on its part, is committed to partnering companies to foster inclusion in the workplace for persons with disabilities.  The Open Door Programme, or ODP, is an initiative by Workforce Singapore (WSG) and the Ministry of Social and Family Development (MSF), administered through SG Enable, to encourage employers to hire, train and integrate persons with disabilities.  ODP covers four areas:

             a.   Salary support for new employees;

             b.  Job re-design assistance, such as workplace modifications and redesign of job scopes or processes;

             c.   Training grants, such as support for development of customised training programmes;

             d.  Recruitment and job support services to facilitate smooth transition into new jobs.

9.          The Tripartite Alliance for Fair Employment Practices (TAFEP) has also worked with SG Enable to organise disability management workshops to help employers understand the business case for hiring people with disabilities.  SG Enable and TAFEP will be glad to provide more information on how your companies can get on board the Open Door Programme and participate in these workshops.

10.      The Government is also committed to promoting fair and responsible employment practices. TAFEP’s Tripartite Guidelines on Fair Employment Practices are meant to help employers adopt progressive HR practices.  For example:

             a.  Merit-based employment practices broadens the pool of potential candidates and increases the chances of finding the best talent for the job;

             b.  An ethnically diverse workforce allows for greater flexibility in staff deployment and minimises scheduling conflicts, especially during festive periods.

11.      I would like to conclude by thanking Pan Pacific Hotels Group, Central Singapore CDC, SG Enable and UOB, for organising this seminar and the week-long series of learning journeys to promote inclusiveness at the workplace.  I hope that all participants will be inspired by the experience, and take away valuable insights and tips on inclusive hiring from the organising partners and panellists.  Together, we can build a more inclusive economy and society in Singapore.

12.      Thank you.

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