The Ministry of Manpower says sustained improvements in workplace fairness standards are due to the collective efforts with the Tripartite Alliance for Fair & Progressive Employment Practices, NTUC and the Singapore National Employer Federation.
The proportion of employees and jobseekers who faced discrimination has declined in 2023 compared to 2022, continuing the downtrend observed since 2018.
This is according to the Fair Employment Practices 2023 report by the Ministry of Manpower’s (MOM) Manpower Research and Statistics Department released on 24 September 2024.
The proportion of employees who experienced discrimination at work declined to 6 per cent in 2023, down from 8.2 per cent in 2022 and 8.5 per cent in 2021.
The 6.0 per cent in 2023 was about four times lower than the 24.1 per cent experienced in 2018.
The proportion of jobseekers who faced discrimination during their job search also declined to 23.4 per cent in 2023, down from the 23.8 per cent in 2022, 25.8 per cent in 2021 and 42.7 per cent in 2018.
MOM said: “Collective efforts by the MOM, the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP), NTUC and Singapore National Employer Federation, in promoting fair employment practices with the Tripartite Guidelines on Fair Employment Practices have led to sustained improvements in workplace fairness standards.”
NTUC Assistant Secretary-General Patrick Tay concurred, saying that the results showcased the success of tripartite partners’ efforts to improve workplace fairness standards over the years.
The proportion of resident employees discriminated against at work due to their personal attributes fell to 6 per cent in 2023, down from 8.2 per cent in 2022, 8.5 per cent in 2021 and 24.1 per cent in 2018.
Resident employees refer to Singaporeans or permanent residents employed in Singapore.
MOM refers personal attributes to age, sex, race, religion, nationality, family status (marital status, pregnancy, number of children), disability and mental health conditions. The list of personal attributes was expanded in 2023 to include gender identity and criminal history.
In 2023, age discrimination was the most common form of discrimination at work at 2.6 per cent, followed by race at 1.7 per cent, nationality at 1.6 per cent and mental health at 1.6 per cent.
All forms of discrimination, including age discrimination, have declined from 2022 to below 3 per cent in 2023.
For jobseekers, 23.4 per cent were discriminated against due to personal attributes in 2023, down from 23.8 per cent in 2022, 25.8 per cent in 2021 and 42.7 per cent in 2018.
Age discrimination amongst jobseekers remained the most prevalent form of discrimination at 18.1 per cent during job search in 2023, followed by race at 5.1 per cent and nationality at 4.8 per cent.
Age discrimination and nationality discrimination went up from 16.6 per cent and 4 per cent in 2022, respectively.
Age and nationality discrimination were the only rise in 2023 compared to the previous year.
The proportion of age discrimination amongst older workers is higher.
Some 37.9 per cent of jobseekers aged 50 and above felt that they were discriminated based on their age. This is compared to 12.2 per cent for those aged below 50.
About 3.7 per cent of resident employees aged 50 and above felt they were discriminated based on their age, compared to 2 per cent for those below 50.
All other forms of discrimination for jobseekers declined in 2023 compared to 2022.
More firms are putting in place formal procedures to manage workplace discrimination.
In 2023, 63.2 per cent of resident employees worked in firms with formal procedures to manage workplace discrimination, up from 59.8 per cent in 2022.
The proportion is steadily rising since the 49.6 per cent in 2018, a positive sign toward further improvements in workplace fairness standards, said MOM.
Notwithstanding the increased availability of formal procedures to handle workplace discrimination, the proportion of employees seeking help after experiencing discrimination declined from 35.3 per cent in 2022 to 29.3 per cent in 2023.
Some 24.4 per cent of employees cited the fear of being marginalised or causing work relations to be more awkward as the main reasons they did not seek help when faced with workplace discrimination.
About 18.2 per cent of them were also concerned with the possibility of a detrimental impact on their careers should they seek help.
MOM said that more can be done to strengthen employees’ confidence in reporting workplace discrimination.
Mr Tay said: “Ageism poses challenges for our mature PMEs aged 40 to 60 ... Over the years, NTUC has called for more to be done to address workplace discrimination, including stronger laws to deter and tackle discriminatory practices.
“I’m glad that the upcoming Workplace Fairness Legislation will help provide better protections for our workers, including PMEs.”
Under the upcoming Workplace Fairness Legislation, workers will be protected against retaliation should they report discriminatory work practices.
Employers will also be required to put proper grievance-handling processes in place to support their employees should workplace discrimination occur.
MOM added: “By strengthening protections against workplace discrimination, employers will benefit from a more engaged workforce, strengthen positive reputation, and build a harmonious workplace that attracts and retains talent – all of which leads to better business outcomes.”
The legislation will be introduced in Parliament later this year.
