Singapore is today an integral part of a globalised and highly networked economy. With an ageing population, it is imperative that there would be stiff competition in the market for workers. The work environment would be critical to ensure that the employment practices are fair to workers from different backgrounds. Employers would have to constantly upgrade policies and make them progressive, to attract and retain employees with diverse backgrounds and experience.
Equality in the Singapore Constitution
- As per the Singapore Constitution all persons are equal before the law and are entitled to equal protection under the law.
- In tandem with this principle of equality, employers should select the best candidate for the job, regardless of the candidate's race, religion, marital status, age or gender.
The Labor Market in Singapore
A work force of nearly 2 million people, with a shortage of local skilled professionals, characterizes Singapore's labor market. Of the 2 million people, there is a considerable pool of 360,000 International workers, mostly unskilled from neighboring countries. This labor market in turn influences the type of industries and businesses that Singapore Government encourages. The Government backs high technology industries and companies are given incentives to automate.
To reduce industries' dependence on foreign labor, the Government placed a ceiling on the percentage of foreign workers various industries may employ, and charges a monthly levy for each foreign worker.
Key Indicators on Singapore Economy and People
The key indicators are compiled and published by the Singapore Department of Statistics. They provide a snapshot of Singapore's:
- Population & Area
- Demographics
- Literacy and Education
- Society
- Employment
Economy
Non Discriminatory Job Advertisements
While drafting job advertisements, the criteria should focus on job scope, qualifications, skills or knowledge, experience and character traits.
The following attributes cannot be listed as requirements.
Age: If the work is physically demanding, this should be stated as a physical attribute rather than an age criterion.
Gender: If the job requires a specific gender for special purposes, the purpose should be stated instead of the gender.
Marital Status: Unacceptable as a job criterion.
Race: Unacceptable as a job criterion.
Religion: Unacceptable as a job criterion unless the employee has to perform religious functions as part of the job scope.
