Union leaders, management representatives and friends,
There are three key thrusts in NTUC Women’s Development Secretariat’s programme to help women.
First, we help women to return to work through our B2W programme. Second, we help women to re-adjust to the needs of the workplace through our training programmes. Third, we help women who are already in the workforce to continue to work through our Work Life Balance programmes.
This new Work-the-Talk programme that we are launching today comes under the third limb of our strategy to help women. We find that just as we want to attract more women back to work, it is equally important for us to help those who are already in the workforce to continue working. So, we had initiated a number of programmes to help retain women in the workforce, one of it is through our Flexi-Works! Fund where we help to create flexible work options for women.
There are many more things that need to be done so that our women can continue working. Sound infrastructure, such as enough affordable and good quality child care centres, is one necessity. Progressive HR policies that are family friendly, either in terms of the benefits provided or flexibility in working hours or working patterns would certainly help. Managers, who are supportive of staff with childcare needs, would also make a difference.
However, we find that often one important area that is neglected is communication at all levels, and whether at work or at home. We find that repeatedly even when there are family friendly benefits in the company or when someone needs to ask for different work patterns, they are reluctant to do so because they don’t know how to raise the subject or are concerned that their request will not be well received. The point here is not that every request should be acceded to, but, rather that people should feel comfortable to have a conversation over such issues at the workplace, which could lead to greater employee satisfaction and higher morale, which is good for productivity.
The alternative can be painful for both the company and the employee, as it may result in an experienced employee leaving the workplace and the employer loses his time, effort and investment in recruitment and training.
Likewise, we find that at home too conversations could be more robust to ensure a sounder family relationship. For example, a working mother would like to see more sharing of responsibilities at home with her spouse, but cannot get started on such a conversation, causing frustrations and unhappiness, which could ultimately result in her leaving her job because she is unable to cope to the detriment of both the family and the employer.
The good thing is that the skills learnt under this programme can be used in any context, although our focus may be on promoting healthy conversations over work life balance issues.
This programme will provide tips on managing work life harmony, maintaining cordial working relationships with colleagues and bosses, managing household chores while enjoying parenthood and cultivating couple hood. Participants will learn how to communicate and better manage expectations with one another at work and at home, something that may seem less important compared to hard, technical skills needed for a job, but is equally important in today’s context where people are looking at more than just a good salary when they work for a company.
Many studies have shown that disengaged employees cost companies a lot of money in terms of lost revenue if they are not putting in their best efforts or take more sick leave or resort to other unproductive behavior.
The programme is supported by the MCYS and is complimentary for the first 50 companies that sign up. It is also part of the second series of the WE Connect that we launched in February this year.
I am heartened by the presence of so many companies at today’s talk, and I do hope that many more will come on board.
Thank you.
