On Workplace Fairness Bill

SPEECH ON WORKPLACE FAIRNESS BILL

By Denise Phua

Sir, I rise today in support of the Workplace Legislation Bill. I commend the Government and all stakeholders for their efforts in bringing this Bill to fruition. After more than three years of research, public consultation and thoughtful revision, it addresses five protected characteristics: nationality, age, sex/marital status/pregnancy status/caregiving responsibilities, race/religion/language and disability/mental health conditions. Together, these cover 95% of workplace complaints received.

The Workplace Fairness Bill is a significant milestone in promoting fairness and inclusivity in Singapore's employment landscape. I will focus my remarks, today, on the impact of this Bill on PwDs, drawing on my experience serving this community. I will also use the terms "disabled", "special needs", "differently abled" interchangeably.

Let me declare the different roles that I play in the disability space.

I am an activist involved in developing the Enabling Masterplan and initiatives, such as The Purple Parade, The Purple Symphony, and social enterprises, creating jobs for the disabled. I also head disability charities, such as the Autism Resource Centre, which provides job placement services. I am also the parent of a special needs adult. I, therefore, will speak from different perspectives, hoping to balance the interests of all stakeholders. 

First, let me talk about the progress of Singapore's disability landscape

Sir, Singapore has made remarkable progress in disability inclusion over the past two decades, thanks to former Prime Minister and current Prime Minister and the Cabinets as well. The focus on children with special needs in their early and school years have been transformative over the last two decades. These efforts have actually given many families much needed hope and support. The challenge now is to extend these efforts into adulthood, ensuring that PwDs have meaningful opportunities in the workforce if they can work.

Key initiatives, very well appreciated, included the setting up of the following: SG Enable and its job placement partners, such as SPD, MINDS and the Autism Resource Centre, which have supported over 4,000 job seekers with disabilities through job placement and training programmes. The Open Door Programme (ODP), which also funds job redesign, workplace modifications and staff training, has benefitted over 400 companies; Special Employment Credit (SEC) and the Job Redesign Grants, which incentivise businesses to hire and accommodate PwDs, have catalysed changes in the corporate sector employment scene; schemes, such as the Workfare Income Supplement (WIS), and other accessibility grants ensure that PwDs also remain engaged in the workforce; and introduced in 2021, the Enabling Mark recognises businesses for their inclusive practices in employment.

As of 2023, the employment rate for working-age PwDs exceeded 32%, it is about 32.7%, with over 600 companies adopting inclusive hiring practices. The latest Enabling Masterplan sets a target to increase this to 40% by 2030. So, I want to thank and congratulate the Government for doing this. But while much has been achieved, there is still significant work to be done.

Let me, first, speak on the importance of inclusive employment. Sir, inclusive employment is not just about fairness. It is about unlocking potential at the individual and societal level. With proper training and support, PwDs can contribute meaningfully to workplaces and society. Work provides dignity, identity and purpose. For PwDs, it is a bridge to inclusion. It is also a bridge to financial independence, allowing them to move beyond being welfare recipients.

Inclusive employment also unlocks economic potential. Research from the International Labour Organization shows that inclusive workplaces can boost gross domestic product by up to 7%. Locally, in Singapore, SG Enable's success in matching over 4,000 PwDs with jobs highlights how inclusion enhances economic participation. Companies like UOB, Deutsche Bank and DBS Bank have shown that neurodiverse employees excel in areas, like cybersecurity and digitalisation, proving that inclusion also drives innovation.

Now, with Singapore's ageing population and workforce constraints, PwDs represent an untapped talent pool. With proper training and support, they can contribute effectively across sectors, from blue-collar to white-collar to silver-collar jobs. 

Despite its importance, inclusive employment comes with challenges. Having overseen job training and placement services for PwDs, I have seen both successes and failures. Success cannot rely solely on goodwill. It requires systemic changes.

The key challenges include, one, society's attitudes and bias. PwDs are often misunderstood, especially those with non-visible or neurodivergent conditions. Stigma and lack of awareness hinder their potentials. The second challenge is in workplace readiness. Many businesses lack the infrastructure and knowledge to support PwDs. An SG Enable survey found that over 50% of SMEs perceive hiring PwDs as challenging, due to insufficient accommodations. The third challenge is this, that PwDs themselves have to be ready as well. PwDs often require extended training in both vocational and life skills to be adequately prepared for the workforce. 

Sir I would like to put up three proposals for the Workplace Fairness Bill: one, in broadening the definition of disability; two, in mandating reasonable accommodations; and three, developing a roadmap to legislate reasonable accommodations by 2030. I want to thank, also, the individuals and organisations who have put in work by stakeholders, such as the PWDs themselves, employers who are enlightened and inclusive, disability organisations, such as Autism Resource Centre, whom I work with, and the Disabled People's Association. 

First proposal, broaden the definition of disability. The Bill’s current definition of disability is too narrow, covering only autism, intellectual disabilities, physical disabilities and sensory disabilities. This excludes individuals with learning disabilities, like dyslexia and ADHD, as well as conditions like cerebral palsy, which is more than just a physical disability. The UNCRPD adopts a broader definition, encompassing all impairments that hinder full participation in society. Singapore should align with this inclusive standard.

Why is broadening the definition of disability for this Bill important? Because they are under-represented communities. Individuals, especially those with less-visible disabilities, face significant barriers due to stigma and lack of accommodations. There is also economic impact. Expanding the definition of disabilities would unlock a broader talent pool, for example, dyslexia, contributing significantly to Singapore's economy. And that is proposal one: broadening the definition of disability.

Proposal two: mandate reasonable accommodation. Reasonable accommodations, which are, basically, adjustments to the workplace enabling PwDs to perform to their potential, are fundamental to equitable employment. Examples include modifications, like ramps and ergonomic furniture; flexible schedules for medical needs; and assistive technologies, such as screen readers or using visual or appropriate communication methods. The current proposal for a Tripartite Advisory on reasonable accommodations is a good start, but it lacks enforceability. So, legislation is necessary to ensure consistency and accountability.

Why does this matter? Because mandatory accommodations will support even more PwDs to contribute meaningfully to the workforce. Successful policies in Singapore, like our Compulsory Education Act, have shown that phase-by-phase legislation following public education can indeed drive meaningful change.

So that leads to my third proposal, which is developing a roadmap for legislation by 2030 in this space. Sir, if immediate legislation for reasonable accommodations is not feasible for now, a phased approach should be adopted and a clear roadmap should be established, aiming for full implementation by 2030, which aligns with the expiration of the current Enabling Masterplan.

Successful policies, such as Singapore's Compulsory Education Act, demonstrate that phased legislation can drive meaningful change by allowing adequate preparation time for education and capability building. Sir, the decision to delay the implementation of the Act until schools and disability service providers were ready for the Compulsory Education Act until they were better prepared, this was widely appreciated, such that when it was implemented, the landscape was a lot more ready and it was very smooth. So, we can learn from that experience.

Sir, while we wait for 2030 and prepare, I propose that the following key elements be included in developing the roadmap to get 2030 inclusion. I have seven key elements to be included. 

First, review and enhance the effectiveness and outreach of the existing programmes, such as the Open Door Programme, the Place and Train Programme and the Job Placement and Support Scheme. 

Two, extend the Enabling Mark concept from beyond employers to service providers, such as job placement agencies and coaches, whether they are Government-supported or not, to ensure better support and quality assurance for employers and PwDs. 

Third, enlarge and professionalise the pool of job and life coaches. 

Fourth, to develop a SkillsFuture Masterplan for PwDs for them to upskill and remain competitive and not be left behind. 

Fifth, develop a joint national service between the Ministry of Manpower and SG Enable under the Ministry of Social and Family Development (MSF), modeled on the Job Accommodation Network (JAN) in the United States, to guide employers in implementing reasonable accommodations. JAN's online database of best practices, live chat support and tailored solutions is a model that Singapore can learn from and adapt. 

In fact, Singapore can have our own version of JAN, which should also the education and guiding employees with disabilities so that they can be stronger in self-advocacy, showing also sensitivity to their employers' business needs, understanding what is reasonable on their part and also taking proactive steps that they, like anyone else, can take to support themselves in the workplace. So, let us help PwDs, employees with disabilities themselves, at the workplace to self-advocate. 

And lastly, to ensure measurement and accountability through annual progress reports on readiness and inclusion metrics, that is, for developing the roadmap for legislation to include reasonable accommodations by 2030. 

And lastly, on public sector leadership. The public sector must lead by example. I am not asking for targets or quotas. I am asking for whatever is done, we need to scale it. Agencies like the National Library Board, VITAL, GovTech, the Central Provident Fund (CPF) Board, the Ministry of Social and Family Development (MSF), the Ministry of Health (MOH) Holdings, Singapore General Hospital (SGH) and several more, they have already seriously embarked on inclusive hiring and doing quite well, giving jobs in blue-, white- and new-collar spaces. So, scaling these efforts will set the tone for private sector adoption and aspire a community of practice. So, the public sector should take leadership in this. 

So, Sir, in conclusion, the Workplace Fairness Bill is a necessary step forward in protecting workers against discrimination. To make a real difference for PwDs, reasonable accommodations must, eventually, be legislated. While readiness concerns are valid, they must not delay progress indefinitely. So, I urge the House to support a clear roadmap that mandates reasonable accommodations by 2030, aligned with the expiration of the current Enabling Masterplan for the disabled. I urge the Government, PwDs and their advocates and employers and families as well, to each take our place and create and support an inclusive Singapore workforce. I support this Bill.

Community, MP, Parliament, DisabilitiesDenise PhuaSpeech, Parliament