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| General |
| What is the aim of the Tripartite Alliance for Fair Employment Practices (TAFEP)? |
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TAFEP's mission is to promote fair and merit-based employment practices so that employees can realise their full potential and help employers achieve organisational excellence.
Leveraging its unique tripartite identity, TAFEP works in partnership with employer organisations, unions and the government to create awareness and facilitate the adoption of fair employment practices based on merit of skills or ability, and not on discriminatory criteria such as age, race, gender, religion, family status or disability.
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| Why is there no legislation on workplace discrimination in Singapore? |
| Experience in countries with anti-discrimination laws shows that legislation alone might not adequately change mindsets in this area. Employment relations are complex. Anti-discrimination legislation could make our labour market more rigid and hence less competitive without achieving its aims. In Singapore, we are fortunate to have a strong Tripartite partnership to manage difficult employment and industrial relation issues. With the support of the Tripartite partners, TAFEP is adopting a promotional and educational approach to tackle the issue of discrimination at the workplace. We believe that this will be a more effective way to encourage employers to adopt progressive and enlightened employment practices. |
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| Is there a business case for Fair Employment Practices? |
Yes. Fair recruitment practices widen the pool of prospective employees that employers can hire from and enable employers to select the best person for the job. There are also benefits from having a diverse workforce with employees from different backgrounds. If properly managed, such a workforce is usually more dynamic and better able to meet clients' varying needs.
Beyond the business case, adopting Fair Employment practices is also an important part of any organisation's corporate responsibility. It is the right thing for companies to do. |
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| Recruitment Practices |
| What are the criteria which should not be included in the job advertisements? |
| Job advertisements should stick to relevant criteria. Criteria relating to age, race, language, gender, religion, and marital status may be viewed as discriminatory and should not be used in job advertisements. However if the job requires the use of a criteria which may be perceived as discriminatory e.g. a language requirement then an explanation should be included in the advertisement. The tripartite guidelines on fair employment practices provide some practical examples of how this can be done. |
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| Can employers ask for personal information such as date of birth, race, gender, religion etc for administrative purposes? |
| TAFEP encourages employers to hire on merit by focusing on relevant criteria. If personal information is requested for purpose of excluding certain type of candidates, employers should review their own assumptions to see if the factors are relevant. This will raise the likelihood of finding the most qualified candidate and guard against recruitment decisions being influenced by stereotypes and personal biases. If the personal information is asked for administrative reasons, employers are encouraged to ask for the information separately after selection has been made or to indicate in the form that the information is captured for administrative purposes only. |
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| An applicant’s gender and age helps employers assess the applicant’s ability to handle physical tasks and shift work. Why are employers discouraged from asking for such information? |
| The spirit of the Guidelines on FEP is that job applicants should be assessed on their individual merits, and not based on stereotypes. If physical work or shift work is a requirement of the job, employers should state so clearly in their job advertisements and assess all applicants objectively on whether they can fulfil these requirements. |
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| Knowledge of an applicant’s ethnicity helps employers to balance the team composition so as to maintain the right staffing levels during public holidays such as Chinese New Year, Hari Raya and Deepavali. Why are employers discouraged from asking for such information? |
| Being able to work on specific public holidays should not be a significant criterion for assessing a candidate's suitability for the job. What is more important is whether the candidate is able to perform the job well on a regular basis. However, we do understand the need for companies which continue to operate on public holidays to maintain the right staffing levels. What companies should do is to explain to interviewees that the job might require them to work on public holidays such as Chinese New Year, Hari Raya and Deepavali, rather than assume based on their race that they would not be willing to do so. This is particularly so in a globalised environment where companies need to operate on a 24/7 basis and flexibility is required. |
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| If the job-seeker sends us his resume, which includes information like age, race and photograph, what do we do? |
| The guidelines do not prohibit candidates from revealing their personal details, or from submitting a photograph if they wish to do so. Employers are encouraged to be objective in their selection of candidates even if they are given such information. |
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| Pledging |
| Why should an employer sign the pledge? |
Signing the pledge signifies your company’s intention to be a fair employer. It does not require you to be perfect in your employment practices.
The benefits of pledging are:
- Free consultation on Fair Employment practices will be provided on request
- Training on Fair Employment practices such as recruitment and interview skills
- Resources such as guides and implementation tools
- Invitations to Learning events such as workshops and Best Practices Seminars
- A pledge certificate (framed) will be issued to the Company and this can be displayed in the Company’s premises
- The Company’s name will be included on our website as well as in related publications and media advertorials.
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| What is the employers’ pledge? |
Signing the pledge signifies your company’s intention to be a fair employer. It does not require you to be perfect in your employment practices.
The employers’ pledge covers the 5 principles of fair employment, namely, meritocratic recruitment, fair and respectful treatment of employees, equal opportunities for employees to achieve their full potential and last but not least, fair remuneration based on competency.
The five principles of Fair Employment Practices are:
a. Recruit and select employees on the basis of merit (such as skills, experience or ability to perform the job), and regardless of age, race, gender, religion, family status or disability.
b. Treat employees fairly and with respect and implement progressive human resource management systems.
c. Provide employees with equal opportunity to be considered for training and development based on their strengths and needs, to help them achieve their full potential.
d. Reward employees fairly based on their ability, performance, contribution and experience.
e. Abide by labour laws and adopt Tripartite Guidelines which promote fair employment practices. |
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| Are there any costs? |
| There is no cost for companies who are keen to sign the pledge to be a fair employer. Guides, training and learning opportunities are provided to our pledged companies. Currently, there are no charges for these resources and training. |
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| What are the penalties for failing to comply with FEP practices? |
| There are no penalties involved as our FEP Guidelines are principle based. Nevertheless, as a responsible employer, company should abide by labour laws and adopt the Tripartite Guidelines which promotes fair employment practices. |
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| What are the procedures to sign the pledge? |
Companies can complete the online pledge application at here.
Companies that require any assistance can email pledge@fairemployment.sg. |
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| How long will it take to receive the certificate? |
| After receiving the Pledge registration, our processing officer will contact you to confirm and verify information. After all details and required information have been submitted, the applicant should receive the certificate and frame within 7 working days. The applicant is then required to have the certificate signed and to fax a copy of the signed certificate back to the Centre. |
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| Do I have to have implemented fair employment practices before I should sign up? |
| By signing the pledge, a company is making a commitment to abide by the principles stated in the pledge and to implement fair employment practices. Their practices may not be perfect. TAFEP is glad to have the support of these companies and will work with them in their bid to implement fair employment practices. |
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