published OCTOBER 2023

2023 Singapore LGBT+ Inclusion Index

Contributed by Davian Aw (Edited by Julia Lau)

On 24 October 2023, Q Chamber partnered with Community Business to host the launch of the first “Singapore LGBT+ Inclusion Index” report (developed by Community Business) to assess workplace policies and practices for LGBT+ employees in Asia. Community Business is a not-for-profit organisation that promotes diversity, equity and inclusion in companies across Asia. The Index measures the adoption of inclusive workplace policies and practices within the corporate sector, sets benchmarks for progress, and drives awareness of what companies can do within the Singapore context.

This first iteration of the Index included 18 participating organisations across 8 industries, representing 19,000 employees in Singapore.

Companies were assessed from 2021-2022 on their LGBT+ inclusion measures across eight categories: Strategy & Leadership, Policies & Guidelines, Training, Diversity Structure, Benefits, Corporate Culture, Market Positioning and Measurement. The measures were designed to be achievable, straightforward, and reflecting factors that improve LGBT+ inclusion in the workplace.

Janet Ledger, CEO of Community Business, presented the findings. Two-thirds of the 18 organisations met the Silver or Gold Standard, with companies performing best in Diversity Structure and worst in Benefits. The average score was 51.01 out of 100.

Janet noted room for improvement in terms of consistency and communication. While 94% of organisations had promoted LGBT+ inclusion to staff, only 56% specifically shared this with management. Similarly, many companies offered LGBT+ inclusion training but few employees took advantage of it.

Singapore companies were especially weak when it came to Benefits. For instance, only 28% of organisations offered support for LGBT+ employees going through a surrogacy or adoption process, while just 11% offered support for IVF treatment.

More positively, 83% proactively supported and provided resources for their LGBT+ employee networks and 67% engaged those networks as business partners.

The opening presentation was followed by a panel discussion moderated by Ali Potia (Partner of McKinsey), featuring Avon Neo (Managing Director of Global Market Sales to Private Banks at Nomura); Laure de Panafieu, (Partner and Head of Employment & Incentives Asia at Linklaters); and Pollyanna Rayappan (Senior Manager Surveillance and Founding Member and Chair of PRIDE Singapore Employee Network Group at Macquarie Group).

Pollyanna began with a personal story about several experiences coming out at work many years ago and finding colleagues who were understanding; having an openly gay man in management also made her feel that she could open up.

Laure spoke about having many friends in the LGBT+ community who had suffered. As an ally, she found it important to speak up for them and to make them feel safe. She shared about a trans male lawyer who joined her firm and saw that some offices had Pride stickers on their doors and how that was a concrete demonstration of safe spaces.

Avon spoke of the importance of “visible allyship” – something as simple as stickers on doors might go unnoticed by most but meant a lot to those who had been marginalised. Employees are inspired by environments where they are free to be themselves and advance in their careers. For example, interviewers introducing themselves with their pronouns let job candidates feel comfortable to do the same.  

On how companies can improve LGBT+ inclusion, Pollyanna shared how talking about LGBT+ or other diversity issues can be intimidating. She reflected on how staff-led Employee Resource Groups (ERGs) could play a role here, as people are more comfortable hearing from their peers and can learn from listening to conversations. She emphasised the importance of senior leadership “being visibly there, being supportive, being knowledgeable about inclusion” – to show that this is something they believe in. Senior management participation will encourage other colleagues to engage.

Ali asked the panellists about the impression that LGBT+ inclusion was associated more with MNCs, especially those with European HQs, rather than local / Asian companies. Avon disagreed with that categorisation: “It’s about having more courageous, vocal employees.” For instance, senior management at Nomura – a Japanese company – considered LGBT+ inclusion to be a basic human right. From the business perspective, it was the right thing to do; it benefits businesses to have workplaces where “everyone can come in to work and just thrive”. Having numbers and data that management could resonate with was important for getting their support.

Ali raised an emerging concern that creating policies for one marginalised group might mean the exclusion of everyone else, or the exclusion of the majority. Laure emphasised the importance of making decisions not based on tokenisation but having the bigger picture in mind of creating the right environment for all. Employees should have access to information that clearly shows that they are supported.

Ali asked Pollyanna how companies might navigate LGBTQ+ issues and advocacy in the workplace in Singapore. “Leave the activism to the activists,” Pollyanna quipped. Companies can look within first and improve their policies to be more inclusive - there is plenty to do. Consulting with civil society groups and engaging in diversity measures beyond the LGBT+ community were also points to note.   

During the Q&A, one question was how companies could move on from seeing LGBT+ inclusion as a “highly sensitive topic” after the repeal of the former Penal Code section 377A. Laure said she had been surprised that during Pride, some employees asked if it was okay for them to put up rainbow flags in the office. She wondered why there was still fear and said it was important that leaders were aware of such concerns.

Avon recommended doing an internal sense-checking of employee sentiments and starting with low hanging fruit. If ignorance was the issue, that meant a need for education and awareness.

Pollyanna suggested inviting speakers, holding panel conversations and ensuring that senior managers were in the room. Conversations that showed senior management’s visible support can help allay fears from staff about what might be “too much” and feedback from the ground was important.

Another audience member asked how to reach beyond those already interested in LGBT+ issues. Janet suggested getting other ERGs involved, conducting allyship training or holding ‘LGBT 101’ sessions. She said not to underestimate the simple but meaningful signs of allyship. There needed to be sustainable movements balanced across different categories of inclusion. Again, senior management needs to be on board.

Laure said that LGBT+ inclusion can seem abstract or objectionable to some but it was different when people made it personal or about someone they know. She referenced her story about her trans colleague, who had wondered if anyone would turn up to hear him speak about LGBT+ inclusion. The entire office showed up.

The last question was on whether the panellists supported the mandatory stating of pronouns.

Pollyanna said that this should not be seen as an LGBT+ issue. In Asia, it was sometimes hard to tell someone’s gender just from their name. Having pronouns (or salutations) beside their name eases awkwardness and prevents the greater embarrassment or offence of getting it wrong. It was fine if someone did not want to state their pronouns but for many people, it makes it easier for others to know how to address them.        

This article is written by Davian Aw based on the Q Chamber event on 24 October 2023 in partnership with Community Business. The article has been edited by Julia Lau.

Davian Aw is a writer, researcher and fact-checker within the LGBTQ advocacy space in Singapore who believes in building bridges through understanding and education. He was a contributor to the shadow reports in Singapore's 2021 Universal Periodic Review, is a co-founder of TransgenderSG, serves on the worship team at Free Community Church, and has spoken on two interfaith panels on faith and sexuality. In 2018, he published the book Whatever Commandment There May Be, calling for LGBTQ affirmation in the Christian church in Singapore.