Singapore does not have an overarching anti-discrimination law yet. Still, it actively promotes fair employment practices. It provides guidelines and resources to prevent discrimination in the workplace overseen by the Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
A new legal legislative framework, Workplace Fairness Legislation (WFL) has been proposed by the Tripartite Committee and it has recommended the following protected characteristics to prohibit workplace discrimination:
Age:
This involves bias against employees due to their age. Employers should hire based on merit rather than age and to re-employ older workers.
Nationality:
Employers should not discriminate based on nationality and should promote a diverse and inclusive workforce.
Sex, marital status, pregnancy status, and caregiving responsibilities:
Employers should treat male and female employees equally in hiring, promotion, and benefits, and thereby, organizations should restrict unfair treatment based on gender, including pregnancy and discrimination based on an employee's marital status or family responsibilities. Employers are encouraged to provide flexible work arrangements to support employees with family commitments.
Race, religion, and language:
Employers should not discriminate based on race or ethnicity and promote racial harmony and inclusiveness. They must also respect employees' religious practices and make reasonable accommodations where possible, such as allowing time off for religious observances.
Disability and mental health conditions:
Discrimination against individuals with physical or mental disabilities to be addressed through initiatives encouraging inclusive hiring practices and workplace accommodations.
Measure the impact of diversity and inclusion efforts
Organizations can adopt several strategies to track measurable progress in addressing workplace discrimination. These may include establishing clear benchmarks and goals for diversity and inclusion, conducting regular audits of employment practices, and collecting and analyzing data on recruitment, promotion rates, and grievance outcomes across different demographic groups.
Implementing and tracking participation in training programs on unconscious bias and diversity can also provide insights into an organization's progress toward creating a more inclusive workplace.
Regular reporting on these metrics can help organizations evaluate the effectiveness of their initiatives and make informed adjustments to their strategies. Engaging with external audits or certifications related to workplace equality can also offer an independent assessment of an organization's progress and benchmarking against industry standards or best practices.
Here is a range of metrics and benchmarks for SMEs to consider and track that not only help in assessing the current state of diversity and inclusion within an organization but also in identifying areas for improvement and tracking progress over time.
- Job Satisfaction and Retention: Measure job satisfaction through surveys to understand if employees feel welcomed and valued at their job. High employee turnover, particularly among diverse hires, might indicate issues with inclusion or job satisfaction.
- Supplier Diversity: Assess if your organization works with a diverse set of partners, including vendors and collaborators from underrepresented groups or diverse backgrounds .
- Diversity of Employees and Leadership Representation: Track the percentage of employees from diverse groups hired and retained within a year and the representation of underrepresented groups in leadership positions .
- Gender Pay Gap: Calculate the difference in average compensation between men and women across the organization to identify and address pay disparities .
- Employee Development Programs: Monitor the number of employees participating in development initiatives to ensure that diverse staff are realizing their full potential .
- Inclusivity of Managers: Track the number of managers rated as inclusive based on employee surveys, exit interviews, or staff satisfaction surveys .
- Diversity of Hiring Panel and Applicant Pool: Ensure your hiring panel and applicant pool are diverse to attract candidates from different backgrounds, reducing unconscious bias in the hiring process .
- Advancement and Promotion Rate: Analyze whether certain groups have a lower or higher likelihood of advancing within your organization. This can be quantitatively measured by looking at the employee advancement and promotion rate .
- Pay Equity: Assess pay disparities across different groups to address inequities and ensure fair compensation for all employees .
- Employee Resource Group (ERG) Participation: Track the participation rate in ERGs to gauge the effectiveness of these groups in creating a welcoming and inclusive environment .
- Initiative-focused DEI&B Metrics: For DEI&B-focused initiatives, such as recruitment programs and accelerated leadership programs for women, set clear, measurable goals at the beginning and track metrics like promotion rates, net promoter scores, and the number of participants .
- Retention and Internal Talent Mobility: Assessing turnover and attrition, especially among underrepresented groups, can help determine if your organization fosters inclusivity and belonging. Promotion rates across different groups can indicate if diversity efforts extend beyond hiring into career advancement opportunities .
- Employee Experience: Through frequent employee surveys and discussions, gather feedback on the employee experience, focusing on satisfaction rates among different groups and participation in ERGs, to ensure all employees feel included and valued .
Proactive Action and Implementation.
Before the law is enacted, all businesses should develop fairness policies and promote a culture of respect and dignity amongst their employees.
While organizational policies and awareness initiatives are the foundation of the preventive strategies, KarmaV AI analyses data from multiple sources to detect discrimination risks and provide ample lead time for the organization to review and implement corrective measures.
