Challenges such as wages, discrimination, lack of support and accessibility to
information emerge as key concerns
Findings will be used to map and shape Labour Movement’s plans moving forward
As part of National Trades Union Congress’ (NTUC) ongoing efforts to better understand low wage workers’ concerns, its Unit for Contract and Casual Workers’ (UCCW) organised a series of Focus Group Sessions to look into issues relating to this vulnerable group.
Apart from understanding the challenges and issues faced by low wage workers, these sessions were also geared towards hearing from the ground possible solutions to help low-wage workers earn better wages, gain higher respect and lead better lives.
Three such sessions were held in August 2013, involving discussions with some 100 participants comprising three key groups: low wage workers; service buyers and providers; and union and grassroots leaders, to enable NTUC to gather a wider range of views and perspectives.
The findings of these sessions will assist NTUC in refining its existing programmes and initiatives for low wage workers and shape the next course of action.
Mr Zainal Sapari, Director of UCCW, said, “For us to be more effective in helping low wage workers, we felt a bottom-up approach was necessary. We wanted to hear from the ground the concerns and thoughts of low wage workers themselves, as well as stakeholders on what more can be done to better the lives of this vulnerable group of workers. The discussions were frank, direct and insightful, which is extremely useful in helping us formulate our next course of action.”
“Money no enough”
On top of the list of concerns amongst low wage workers was that their salaries were simply too low – a situation made worse by the increasing cost of living.
Participants at the Focus Group Sessions all felt that more should be done to uplift low wage workers’ wages and help earn them a better living. This included providing more training and up-skilling opportunities so that workers can take on wider responsibilities and move up the wage ladder.
Participants also advocated for the Progressive Wage Model (PWM), which has been a successful strategy in increasing workers’ wages in a number of sectors since its launch in June 2012, to be implemented in more sectors with high concentration of low wage workers.
Low wage jobs are tough
Service buyers and providers at the session acknowledged that the work of low wage workers is often marked by harsh environments, intensive labour and demanding hours. They agreed that employers should constantly ensure that they provide good working environment for workers. For example, in the case of the private security industry, employers should ensure security officers working at guardhouses are sheltered from the sun as much as possible.
Especially for mature workers, many suggested that more companies should adopt labour-saving technologies to make work easier and more productive for them. They also suggested job redesigning so that more mature workers can be trained to take on those jobs.
Discrimination
Most at the Focus Group Sessions expressed there is a lack of appreciation for low wage workers’ jobs, and thus, a lack of respect for workers themselves. In addition, many felt that employers still practiced age discrimination.
Employers, union and grassroots leaders at the sessions felt it may be effective to openly shame companies who treat their workers unfairly or practise cheap sourcing, as a means to discourage such practices by employers. In the same vein, social media should be leveraged to highlight the challenges faced by low wage workers and promote respect and appreciation for their significant contributions to society.
For a longer-term approach, participants agreed that a change in mindset is necessary. Union and grassroots leaders, especially, suggested changes at the industry level to professionalise these industries and alter job stigmas. Suggestions included rebranding job titles to reflect a more skilled role.
To encourage hiring of older workers, participants said more incentives for employers may be in order. They said employers should also be compelled to peg salaries according to skills rather than age.
Lack of support for low wage workers
Union and grassroots leaders felt that there was a lack of targeted assistance for low wage workers. The low wage workers, too, said they were unsure of where they could go to or who they could approach to seek help on workplace issues.
Drawing from the Labour Movement’s ongoing push to improve the jobs and lives of cleaners, service buyers and providers at the session supported the similar formation of communities for other industries where there is high concentration of low wage workers, to provide specific assistance to them.
Lack of awareness amongst low wage workers
Many of the low wage workers expressed that they were not fully aware of their employment rights, let alone know how to exercise them. To prevent low wage workers from falling prey to errant employers, participants called for wider outreach initiatives to increase workers’ awareness of employment rights and available assistance programmes.
Aside to workplace knowledge, many felt low wage workers are also not well informed of health-related issues. Participants said there is a need to increase accessibility to healthcare information via, for example, satellite health promotion sites.
Inaccessible training opportunities
While there is an array of training programmes available, participants felt these are out of reach to low wage workers. Amongst the reasons cited: employers are not keen to release workers for training as it requires a stand-in worker during the affected period, which is not necessarily available. Workers are also unwilling to take time off to attend training as it may require them to forgo a day’s wage.
Reward incentives, accessibility of training venues and the language in which training programmes are delivered were brought up as key considerations in encouraging workers to go for training. On the part of employers, participants said more incentives to send workers for training may be required. More should also be done to urge employers to advocate and educate on the benefits of training to their workers.
# # #
