Fair and progressive employment practices are a business imperative. The Singapore Business Federation Sustainable Employment Initiative (pls add link) champions companies that are commited to putting in place policies and practices to reduce workplace and employment discrimination in Singapore ce. Over the years, SBFSE has connected with businesses that share a commitment to creating a workplace where all employees are respected and have an opportunity to succeed. To equip these companies that have pledged to undertake sustainable employment practices, the SBFSE network offers a platform to share best practices to recruit, develop, and retain a talented workforce.. Read on to learn more about how our partners create inclusive work environments through practices such as employment of older workers in Singapore.
1. Rebel Gurl – Instilling Ownership Amongst Employees Through An Equitable Profit-Sharing Model
Established in 2019, Rebel Gurl is a local sandwich bar franchise that is the brainchild of former music industry executive Sandy Monteiro. Seeking to raise the bar in the food and beverage (F&B) industry, this forward-thinking small and medium enterprise (SME) utilises environmentally-friendly packaging, provides quality food at reasonable rates and strives to inspire young people to join this sector. But Monteiro’s core vision for his business is to encourage the spirit of entrepreneurship amongst his staff. Perhaps in reference to its name, the business model rebels against typical ideas of how an F&B business should operate by implementing a more equitable business model. As a sign of its pledge to fair and progressive employment practices in Singapore, it offers 30% profit-sharing and an industry wage to all employees. Allowing employees to share in the company’s success and rewarding their efforts has seen Rebel Gurl enjoy a staff retention rate of over 80%. The SME is also deliberate to ensure professional growth for its workers by empowering the pioneer team from Singapore to train the staff in the Philippines and Indonesia. Monteiro believes that the move from F&B staff to regional trainers for its employees instills a sense of ownership & motivation and enables the business to be more sustainable.
2. Pontiac Land – Extending Valuable Knowledge Transfer For A Future-Ready Workforce
Another company that has made a commitment to adopt fair and progressive employment practices in Singapore is Pontiac Land, a key real estate player that specialises in luxury real estate development. Committed to stamping out employment discrimination in the workplace against mature employees in Singapore, their organisation values the employment of older workers with more than half of their team aged 40 and above. Recognising their ability to be role models and anchor the company’s values, Pontiac Land empowers these staff to be mentors to less experienced colleagues who can tap on their extensive experience in the workforce. Beyond leveraging on their knowledge, the company also equips older employees with new skills through internal and external reskilling programmes. In the age of accelerating digitalisation, these programmes are designed to support mature workers’ adoption of technology, digital skills and have contributed to the high level of talent retention in Pontiac Land. Alongside the benefits of such upskilling and retraining initiatives, the job redesign grant for older workers in Singapore is another resource employers can use to ensure the continual development of older staff.
3. City Developments Limited- Influencing The Ecosystem To Adopt Best Practices
Since its founding more than 50 years ago, leading real estate developer City Developments Limited (CDL) has always been driven to incorporate fair and progressive employment practices in Singapore. Fuelled by the understanding that diversity and inclusion strategically strengthens its human capital and growth, CDL is deliberate to ensure they have a diverse workforce. These efforts have bore fruit with the employment of older workers at 15% and female staff representing 68% of all workers as of 2020. But their commitment to root out workplace and employment discrimination extends beyond its direct employees to key contractors and workers at construction sites or properties managed by its partners. CDL influences its ecosystem of stakeholders to prioritise the health and safety of workers through socially responsible procurement processes. For instance, during the tender shortlisting process, the company requires applicants to have an accredited health and safety management system. Furthermore, contractors working with CDL have to go through quarterly Environment, Health and Safety (EHS) inspections conducted by an independent audit firm recognised by the Ministry of Manpower. After the audits, contractors with outstanding EHS reviews are rewarded by being viewed more favourably during new project tendering processes.
Make A Pledge To Fair And Progressive Employment Practices
The Singapore Business Federation Sustainable Employment (SE) initiative calls on the Singapore business community to take purposeful action to improve their SE practices in anticipation of emergent trends and future developments. Singapore Business Federation launched this initiative with a report that highlights key recommendations and potential opportunities for businesses to take on to achieve long-term business success and foster a vibrant economy and inclusive society.
Make the pledge to join others in this journey to implement fair and progressive employment practices in Singapore.