published January 2023

Understanding Workplace Discrimination in Singapore

Contributed by Davian Aw

On 20 September 2022, gender equality group Association of Women for Action and Research (AWARE) released the results of Singapore’s first comprehensive survey on discrimination in the workplace. The study was conducted in partnership with consumer research company Milieu Insight, and hopes to contribute to an expansive definition of discrimination in Singapore’s upcoming anti-discrimination law.

Far from just being a minority issue, AWARE found that discrimination affects more than half of all workers. Some survey respondents were unfairly treated due to their race, gender, religion, disability or LGBTQ identity. Others experienced discrimination around life circumstances: when requiring accommodations for family care, falling severely ill, disclosing a pregnancy or getting older.

The forms of discrimination that workers encountered included:

i. Direct discrimination: Being treated unfairly due to aspects of their identity;

ii. Indirect discrimination: ring unintentionally impacted by organisational policies which put marginalised groups at a disadvantage, such as a blanket ban of head coverings impacting religious groups, or offices that are inaccessible for those with disabilities; and

iii. Discrimination-related harassment: Facing unwelcome conduct based on a person’s traits that creates a hostile work environment. E.g., being asked invasive or sexual questions after disclosing one's sexual orientation or gender identity, or being excluded from team lunches due to religious dietary restrictions.

Members of certain groups were at greater risk of having experienced at least one form of discrimination. These included:

i. Racial minorities: 89% of racial minorities experienced discrimination, versus 44% of Chinese;

ii. Persons with disabilities: 78% of persons with disabilities experienced discrimination, versus 50% of those without disabilities.

iii. LGBTQ persons: 68% of LGBTQ employees experienced discrimination, versus 56% of those who do not identify as LGBTQ.

iv. Women: 58% of women experienced discrimination, versus 53% of men.

Women were most likely to experience sexual harassment and discrimination related to their gender (30% of women who had experienced discrimination), family responsibilities (19%) or pregnancy (9%), while men were most likely to be targeted for their age (36% of men who had experienced discrimination), marital status (13%), medical conditions (9%) or sexual orientation (8%).

Among LGBTQ respondents, 22% had faced discriminatory job advertisements (versus 17% of non-LGBTQ respondents), 20% were denied or offered fewer training opportunities (versus 12% of non-LGBTQ respondents), and 22% experienced workplace harassment (versus 15% of non-LGBTQ respondents).

Despite this, less than half of the victims made a report. Many did not think the matter was severe enough (36%), lacked evidence (29%), or did not believe any action would be taken (30%).  Of those who did report, only 26% were advised that formal investigations will be conducted. The rest had their claims explained away (33%) or ignored (22%).

A third of employees who experienced discrimination eventually quit their jobs, while others requested for a transfer or left the industry altogether. These responses show the cost of discrimination not just for employees, but also companies, when talented workers are pressured out of unwelcoming workplaces.

At the 2021 National Day Rally. Prime Minister Lee Hsien Loong announced that the current Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) guidelines will be made into law. Rather than wait for the legislation to be enacted and rushing to comply with it, companies should proactively work towards building a culture of respect, inclusivity, safety and empathy for all employees. This can include formulating policies on addressing workplace discrimination and harassment; creating procedures for reporting, fair investigation and disciplinary action; reviewing recruitment and performance management practices to eliminate bias; and training staff to recognise discrimination and take action when they experience or witness it.

This article is written by Davian Aw based on the presentation given by Caroline Callow, Senior Consultant and Facilitator with Catalyse (the corporate advisory, consulting and training arm of AWARE) at the 29 November 2022 Q Chamber networking event.

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.