Company Name

Contact Details

Name

Designation

Email Address

Business Telephone number

Is your company registered in Singapore?

Company’s Main Industry Classification

Company Category

(A) RECRUITMENT AND HIRING

Does your company have a structured process for the recruitment of employees and interns?

Does your company have a process in place to offer vacancies to existing employees before recruiting from external sources?

Businesses to take greater ownership of upskilling the PMET workforce.

Has your company hired any employee above the age of 50 in the past 1 year?

• Stamp out age discrimination by championing policies, processes and programmes that help mature employees to contribute and thrive in their workplaces.
• Redesign jobs to match the profile, needs and strengths of mature employees.

Does your company offer an allowance for all internship positions?

Does your company have anti age discrimination policies and processes that are formally documented?

Stamp out age discrimination by championing policies, processes and programmes that help mature employees to contribute and thrive in their workplaces.

(B) EMPLOYEE DEVELOPMENT

Does your company have a structured training programme and budget for all employees?

Businesses to take greater ownership of upskilling the PMET workforce.

Does your company provide training and access to relevant development programmes to employees who are in non-managerial positions (executives and administrative roles)?

Does your company have a career development pathway for employees who are in non-managerial positions (executives and administrative roles)?

Transform jobs by changing work processes through innovation to enlarge job scopes, raise wages and provide better career progression.

Has your company redesigned or transformed any job roles that have been disrupted by digitalisation in the past 1 year?

Transform jobs by changing work processes through innovation to enlarge job scopes, raise wages and provide better career progression.

Has your company applied for any Government grants and incentives for job redesign, implementing age-friendly workplaces and flexible work arrangements, or hiring mid-career employees?

• Businesses to take greater ownership of upskilling the PMET workforce.
• Stamp out age discrimination by championing policies, processes and programmes that help mature employees to contribute and thrive in their workplaces.
• Redesign jobs to match the profile, needs and strengths of mature employees.
• Transform jobs by changing work processes through innovation to enlarge job scopes, raise wages and provide better career progression.

(C) EMPLOYEE WELFARE

Does your company provide a decent working environment for all employees, including your outsourced contractors’ employees and part-time, non-permanent employees?

Does your company promote work-life balance by implementing flexible work schemes (e.g. regular work from home arrangements, flexi-working hours, part-time work) for all employees?

Does your company promote healthy lifestyle and mental health among your employees through relevant programmes and initiatives?

Does your company support the employment of mature workers by not having a mandatory retirement age, or adopting a higher retirement age earlier than mandated, or re-employing workers when they turn 62 at the same employment terms and salary?

• Stamp out age discrimination by championing policies, processes and programmes that help mature employees to contribute and thrive in their workplaces.
• Redesign jobs to match the profile, needs and strengths of mature employees.

Does your company have a mentoring and reverse-mentoring programme in place?

Stamp out age discrimination by championing policies, processes and programmes that help mature employees to contribute and thrive in their workplaces.

(D) BUSINESS PRACTICES

Does your company award outcome-based contracts (for services such as but not limited to cleaning, landscaping, and/or security, etc.) – which specify performance levels rather than input or manpower levels?

Select socially responsible vendors in outsourcing arrangements – shift from pure cost considerations towards outcome- and value-based sourcing.

Does your company extend company welfare, training, and other benefits to outsourced contracted employees and part-time, non-permanent employees?

Are your company’s invoice payment terms within 30 days?

Does your company consciously take steps to review and improve your sustainable employment practices every year?

Does your company showcase your efforts in sustainable and inclusive employment practices?