Alison - Tafep April 2011_files... · Mr Heng Chee How Co-Chairperson ... Mr Koh Juan Kiat...
Transcript of Alison - Tafep April 2011_files... · Mr Heng Chee How Co-Chairperson ... Mr Koh Juan Kiat...
2011ANNUALREVIEW
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CONTENTS
About TAFEP
Messages from TAFEP Co-Chairpersons
Composition of TAFEP Board
Advancing Fair Employment In Singapore • RaisingAwarenessandUnderstanding
• EnablingAdoptionofFairEmploymentPractices
• AssistingandAdvisingIndividualswith WorkplaceDiscriminationConcerns
Case Studies
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ABOUTTAFEP
Vision:Fair,responsibleandmerit-basedworkplaces
Mission:Topromotetheadoptionoffair,responsibleandmerit-basedemploymentpracticessoastoenableemployeestorealisetheirfullpotentialandhelptheiremployersachieveorganisationalexcellence.
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2011wasabusyyearforTAFEP.InOctober2011,theTripartiteGuidelinesonFairEmploymentPracticeswereenhancedwiththeinclusionofanewsectionontheresponsibilityofemployersrelatingto“HiringandDevelopingaSingaporeanCore”.Theenhancedguidelineswereissuedafterextensiveconsultationwiththepublic,unions,governmentandemployergroups.Theywillhelpemployersunderstandandmeettheirresponsibilitiesasgoodcorporatecitizenswhilebuildingadiverseandinclusiveworkplace.
TAFEPalsoprovidedtrainingforover4,000participantsthroughworkshops,seminarsandconferencesandcarriedoutresearchontheexperiencesofleadingfairemploymentpractitioners,thefindingsofwhichweresharedwithmanyemployers.Overtheyears,TAFEPstaffhasvisitedmorethan550companiestounderstandtheissuestheyfacedandprovideguidanceandassistanceinimplementingthetripartiteguidelines.
Forthosecompanieswhoareinterestedinfairemploymentpractices,IwouldencourageyoutotapintotheresourcesofTAFEPasyouembarkonyourjourneytobecomeafairandresponsibleemployer.
Mr Bob TanCo-Chairperson,TripartiteAllianceforFairEmploymentPracticesVicePresident,SingaporeNationalEmployersFederation
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AstheCo-ChairpersonatTAFEP,IamgladtohavetheopportunitytohelppromotefairemploymentinSingapore.
Allemployeeswanttobetreatedfairlyandwithrespect.Singaporeansalsowantgoodjobsandcareerprospects.TAFEP’sworkindevelopingguidelines,raisingawarenessoftheimportanceoffairemployment,assistingemployersandemployeesinaddressingworkplacediscriminationandadoptingfairemploymentpracticesareimportanteffortsthatsupportthedesiredoutcomesofSingaporeans.
2011hasbeenachallengingbutfulfillingyearasawarenessofTAFEPhasincreasedandmorehaveapproachedTAFEPforadviceandassistanceontheirworkplacediscriminationconcerns.IamgladthatsofaralmostallemployerscontactedbyTAFEP,followingacomplaintallegingunfairemploymentpracticeshaveheededthepracticaladvicefromTAFEPwhichisgivenwithreferencetotheTripartiteGuidelinesonFairEmploymentPractices.
Buildingfairandinclusiveworkplacesrequireeveryonetoplaytheirpart.TAFEP’sachievementsareareflectionofthestrongbondsamongthetripartitepartners–thegovernment,theemployersandtheunions.TAFEP’suniquepositiongivesustheopportunitytoplayanimportantandimpartialroleinenhancingfairemploymentpracticesinSingapore,whilemaintainingtheinterestsofboththeemployerandtheemployee.Intheyearahead,TAFEPwillcontinuetobuilduponthestrongbondsamongthetripartitepartnerstopromotetheadoptionoffairemploymentpracticesinSingapore.
Mr Heng Chee HowCo-Chairperson,TripartiteAllianceforFairEmploymentPracticesDeputySecretaryGeneral,NationalTradesUnionCongress
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COMPOSITIONOF TAFEP BOARD
Advisors:Mr Stephen Lee President,SingaporeNationalEmployersFederation(SNEF)
Mr John de PayvaPresidentEmeritus,NationalTradesUnionCongress(NTUC)
Mr Tan Chuan-JinMinisterofState,MinistryofManpower&NationalDevelopment
Co-Chairpersons:Mr Bob Tan VicePresident,SNEF
Mr Heng Chee How DeputySecretaryGeneral,NTUC
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Members:Ms K. ThanaletchmiPresident,HealthServicesEmployeesUnion
Mr Zainudin NordinExecutiveSecretary,EducationServicesUnion,NTUC
Mr Augustin Lee DeputySecretary,MOM
Mr Then Yee Thoong DivisionalDirector,LabourRelationsandWorkplacesDivision,MOM
Mr Ong Yen Her SeniorDirector&Advisor,LabourRelationsandWorkplacesDivision,MOM
Mr Andrew Fung GeneralManager,TAFEP
Mr Alexander C. Melchers VicePresident,SNEF
Mr Koh Juan Kiat ExecutiveDirector,SNEF
Mr Lim Sah Soon Secretary–General,SingaporeChineseChamberofCommerce&Industry
Ms Jessica Leong HRDirector,STMicroelectronicsPteLtd
Mr Cyrille Tan VicePresident,NTUC
Ms Cham Hui FongAssistantSecretary-General,NTUC
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ADVANCING FAIREMPLOYMENT IN SINGAPORE
Introduction: Sinceitsestablishmentin2006,theTripartiteAllianceforFairEmploymentPractices(TAFEP)hasconsistentlybeenattheforefrontofeffortstopromotetheadoptionoffair,inclusiveandmerit-basedemploymentpractices.
Buildinguponthestrongrelationshipbetweenthetripartitepartners(MinistryofManpower,NationalTradesUnionCongressandSingaporeNationalEmployersFederation),TAFEPworkscloselywithemployers,unionsandthegovernmenttocreateawarenessandfacilitatetheadoptionoffairandresponsibleemploymentpractices.Inaddition,TAFEPoffersadviceandassistancetoindividualswhohaveencounteredworkplacediscrimination.
In2011,thetripartitepartnersworkedwithTAFEPtoenhancetheTripartiteGuidelinesonFairEmploymentPractices.TheenhancementoftheGuidelinesmarkedasignificantmilestonethathelpedtoensureSingaporeansremainedthecoreoftheworkforce.
InadditiontotheGuidelines,TAFEPprovidesawiderangeofresources,suchastrainingworkshops,seminarsandresearchpublications,thathelpindividualstomakeadifferenceintheworkplace.
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Strategy: Toprogresstowardstheobjectiveofbringingaboutfair,responsibleandmerit-basedemploymentpractices,TAFEPusesanintegrated,multi-prongedstrategyof:
• Raisingawarenessandunderstanding
• Enablingadoptionoffairemployment practices
• Assistingandadvisingindividualswith workplacediscriminationconcerns
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RAISING AWARENESS AND UNDERSTANDING
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Asstrongerglobaldemandcontinuestodrivethecompetitionfortalent,itbecomesevenmorecrucialfororganisationstoembracefairemploymentandrecognisethevalueinhiringandretainingatalented,skillfulandcommittedworkforce.
Unfortunately,notallemployersunderstandorareawareofthebusinessbenefitsthatresultfromaninclusiveworkplaceenvironment.Similarly,notallemployeesareempoweredwiththeknowledgeorresourcestocombatdiscriminationatwork.
Assuch,thereisademandfromemployersandemployeesforadviceandassistanceontheseworkplaceissues.TAFEPstepsintofulfillsucharoleinguidingorganisationsintheimplementationoffairemploymentpracticesandcreatingaworkplacebuiltonmeritocracy.
In2011,TAFEPcontinuedtoraiseawarenessonfairemploymentpracticesbycollaboratingwithvariouschannelsandpartners.
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Launch of Enhanced Fair Employment Guidelines InOctober2011,MrTanChuan-Jin,MinisterofStateforManpowerandNationalDevelopmentpresentedtheenhancedTripartiteGuidelinesonFairEmploymentPractices.WhileforeigntalentcontinuestoplayavaluableroleinSingapore’sworkforce,theenhancedGuidelineshelptoensurethatSingaporeanscontinuetomakeupthecoreoftheworkforce.TherevisionsindicatethatemployersneedtomakereasonableeffortstoattractandconsiderSingaporeansforrelevantjobpositions,whileprovidingthemwithsuitableopportunitiesforcareeradvancement.Therevisedguidelineshavealsoincorporateda“HiringandDevelopingaSingaporeanCore”sectionthatTAFEPandtheMinistryofManpowerwillrefertowhenaddressingcomplaintsofallegedunfairemploymentpractices.ThesechangeswillnotonlyhelptodevelopastrongSingaporeancoreintheworkforce,butalsosupporttheeliminationofdiscriminatorypractices.
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RAISING AWARENESS AND UNDERSTANDING
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Conference on Fair Employment Practices ThethirdannualConferenceonFairEmploymentPracticesheldatMarinaBaySandson27April2011attractedcloseto600businessleaders,consultantsandHRpractitioners,andwasgracedbyMrLimBoonHeng,thenMinister,PrimeMinister’sOffice.Inlinewiththeconferencetheme“AchievingInclusiveGrowthThroughFairEmployment”,aninternationalpanelofspeakersandexpertsfromtheUSandtheUKengagedparticipantsontopicssuchasharnessingthepotentialofadiverseworkforce,aswellashowemployerscanbettermanageandoptimisethestrengthsofmatureemployees.Tohelporganisationsprogressontheirjourneytowardsfairandinclusiveemployment,TAFEPsharedthefindingsfromstudiesonHiringtheSilverGenerationandtheDiversityJourneyofTAFEPExemplaryEmployersAwards2010Finalists.Onekeyhighlightfromthelatterwasthat8outof10organisationsfeltthattheabilitytoattractandretainstaffwasakeybenefitofpracticingfairemployment.
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RAISING AWARENESS AND UNDERSTANDING
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Media Coverage
1.ThisarticlewasfirstpublishedinTODAYon1November2011.
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2.ThisarticlefirstappearedintheJanuary/February2011issueofCONTACT,publishedbytheSouthEastCommunityDevelopmentCouncil.3.ThisarticlefirstappearedintheJanuary/February2011issueofSPRING,publishedbytheNorthEastCommunityDevelopmentCouncil.
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RAISING AWARENESS AND UNDERSTANDING
ADVANCING FAIREMPLOYMENT IN SINGAPORE
TAFEP Fair Employment Photo Contest ToencourageSingaporeanstoembraceacultureoffairemployment,TAFEPorganisedthesecondTAFEPFairEmploymentPhotoContestthemed“HowLittleThingsMakeaBigDifferenceatWork”.Thecontestdrewmorethan500entriesthatvisuallyrepresentedconceptssuchasworkplacediversityandinclusion,meritocracyandrespectforfellowworkers.
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RAISING AWARENESS AND UNDERSTANDING
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Advertorials on Singapore’s Employment Laws Toraiseawarenessonfairemploymentpractices,2011sawTAFEPproducingaseriesofadvertorialsthateducatedthepubliconvariousaspectsofemploymentlawssuchaschildcareleave,salarypaymentandtheevaluationofemploymentcontracts.TheseriesofadvertorialswaspublishedinthemajornewspapersaswellaslifestylemagazinessuchasSingaporeWomen’sWeekly,MotherhoodandYoungParents.
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Online Outreach SincetheTAFEPwebsite’srevampin2010,thenumberofonlinevisitorshasincreasedsteadily.Thewebsiterecordedatotalof205,323uniquevisitorsin2011,asignificant80percentincreaseascomparedto2010.MembersofthepubliccancontinuetovisittheTAFEPwebsitetorefertorelevantcasestudies,videosande-learningresourcesonfairemploymenttopics.
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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Employers’ Pledge of Fair Employment PracticesThejourneyofbecomingafairemployerbeginswhenanorganisationdecidestomakeacommitmenttounderstandandimplementappropriatefairemploymentpractices.BysigningtheEmployers’PledgeofFairEmploymentPractices,forward-thinkingorganisationsaretakingthefirststepinbuildingfairandinclusiveworkplaces.
ThePledgeisanindicationoftheorganisation’scommitmenttowardsimplementingfairandresponsibleemploymentpractices.OrganisationsthathavesignedthePledgestandtobenefitfromconvenientaccesstoTAFEP’stoolsandresourceseitheratnochargeorathighlysubsidisedrates.
Currently,morethan1,800organisationshavepledgedtheirsupporttoadvancefairemploymentwithintheirrespectiveworkplaces.ThisisapproximatelytriplethetotalnumberoforganisationswhenthePledgewasfirstintroducedin2007.
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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Guides on Employment LawsOneofthekeyprinciplesoffairemploymentiscompliancewithapplicablelabourlawstoensureconsistenttreatment.TohelpemployersandemployeesbetterunderstandSingapore’semploymentlaws,TAFEPpublishedhandyguidesthatareeasyforthelaymantounderstand.TheseguideshighlightedcommonquestionsaboutSingapore’semploymentlawsandweredevelopedwithinputsfromtheMinistryofManpower.
In2011,TAFEPlaunchedtheGuideonEmploymentLawsforEmployersinChinese,MalayandTamil.ThesecomplementtheEnglisheditionthatwasfirstintroducedin2010.
Similarly,theGuideonEmploymentLawsforWorkerswaslaunchedin2011andiscurrentlyavailableinallfourlanguages-English,Chinese,MalayandTamil.
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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Online Resources ToenhanceSingaporeans’abilitytograsptheconceptoffairemployment,TAFEPlaunchedtheEmploymentActe-learningsysteminSeptember2011.Thisonlinee-learningsystemallowsuserstolearnmoreabouttheEmploymentActattheirownpacethroughhighlyinteractivemodulessuchasCoverageoftheEmploymentActandSalaryMatters.
TAFEPfurtherexpandeditspoolofonlineresourceswhenitcreatedtheFairEmploymentOnlineSelf-AssessmentToolasameansfororganisationstoevaluatethecurrentstatusoftheirfairemploymentjourney.LaunchedinMarch2011,theFairEmploymentOnlineSelf-AssessmentToolalsosupportsusersbyprovidingrecommendationsfororganisationstostrengthentheirexpertiseindevelopingdiscrimination-freeworkingenvironments.
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FairEmploymentOnlineSelf-AssessmentTool
TheEmploymentActModule1:CoverageoftheEmploymentAct
TheEmploymentActModule2:SalaryMatters
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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES
ADVANCING FAIREMPLOYMENT IN SINGAPORE
24 January 2011TAFEPlaunchedaworkshoptotrainemployersinoptimisingthestrengthsofmatureemployees.Aptlytitled“EffectiveManagementofMatureEmployees”,theworkshopfocusedonsharingpracticalknowledgeandimpartedusefulskillstoensurethattheiremployeesremaincompetitive.
16 March 2011TAFEPpilotedaone-dayworkshoptitled“ManagingMulti-GenerationalTeams”.Thisworkshopfocusesoneffectivemanagementofanage-diverseworkforceandthebenefitsthatorganisationscanenjoyfromthat.
2 March 2011TAFEPlaunchedthe“CreatinganInclusiveWorkplace”workshoptargetedatHRpractitioners.Thiswasdesignedtohelpthemcreateandimplementmeaningfulfairandinclusiveemploymentpracticesattheirworkplaces.Participantswereinvitedtoattendaseriesofinteractivelearningsessions,fromlecturesandhands-onexercisestosmallgroupdiscussionsandone-on-onecompanyreviews.
JAN FEB MAR APR MAY JUNE
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TrainingAspartofTAFEP’slong-termapproachtoequiporganisationsandemployeeswiththeinformationandexpertiseinadvancingfairemployment,aseriesofworkshopsandseminarswasintroduced.Theseattracteda67percentincrease(from2,400in2010to4,000in2011)inattendanceandprovidedsuitableplatformsforparticipantstodiscussandsharebestpractices.
“TAFEPisanexcellentvalueaddertoSMEslikeus.Ourstaffacrossallageshavebenefittedgreatlythroughtheirtrainingandknowledgeimpartationtoourcompany.”YvonneLow,ExecutiveDirectorofTheTravellerDMCPteLtd
“OurgreatappreciationandthankstoTAFEPandAperianGlobalforsuchaninspiring4-day’sjourneyontheFairEmploymentandCIWinsightsandpracticessharing.WewillleavethisworkshopandgobacktoourbusinessworldwithmoreenthusiasmandwisdomtocarryonourFairEmploymentandCIWjourney.”SilviaQiao,HRDirectorofSybaseSingapore
“Speakersareveryknowledgeableandpractical.Abletofacilitatetheworkshopverywell.Neveradullmoment.”SimonChong,HRManagerofMANDiesel&TurboSingaporePteLtd
27 July 2011TAFEPorganisedanetworkingsession,titled“TappingWomenTalent”,toexplorehowbusinessescanbebetterequippedtotaponwomenfortheirwealthofknowledgeandexperience.
22 August 2011Throughtheseminar“AttractingandRetainingTalentinToday’sCompetitiveWorkEnvironment:BestPracticesforSMEtoBecomeEmployerofChoice”,participantsweregivenusefulinsightsonfairemploymentprinciplestostandoutfromtheircompetitorsasanEmployerofChoice.
2,400PARTICIPANTS2010
+67%
20114,000PARTICIPANTS
JULY AUG
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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES
ADVANCING FAIREMPLOYMENT IN SINGAPORE
JAN FEB MAR APR MAY JUNE
29 April 2011InconjunctionwithCommunityBusinessandEnablingEmployersNetwork,TAFEPhostedthe“BuildingDisabilityConfidenceinAsia-TheBusinessCase”andlaunchedthepublication“TowardsDisabilityConfidence:AResourceGuideforEmployersinHongKongandSingapore”byCommunityBusiness.Participantsweregiventheoptiontoexperiencethelifeofpeoplewithvisualdisabilitiesthroughthe“DialogueintheDark”workshopatNgeeAnnPolytechnic.
1 July 2011TAFEPpartneredRoffeyParkInstitutetohostaluncheonforseniorbusinessleaderstodiscusstheimportanceofemployeeengagementandcollectivepurposeintoday’sworkplace.
11 January 2011TAFEPcollaboratedwiththeSingaporeChineseChamberofCommerceandIndustrytolaunchtheChineseversionoftheGuideonEmploymentLawsforEmployers.
11 March 2011TAFEPpartneredtheSingaporeIndianChamberofCommerceandIndustrytolaunchtheTamilversionoftheTripartiteGuidelinesonFairEmploymentPracticesandGuideonEmploymentLawsforEmployers.
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PartnershipsAspartofitsoutreachefforts,TAFEPhasforgedbeneficialcollaborationswithvariousorganisations,rangingfromeducationalandresearchinstitutionstobusinessandcommunitygroups.Intheyearahead,TAFEPwillcontinuetoworkcloselywithlike-mindedpartnerstoachievemutuallysharedgoals.
JULY AUG SEP OCT NOV DEC
14 October 2011The“TowardsInclusivenessintheWorkplace:EmployingPeoplewithDisabilities”seminarwasco-organisedbyTAFEPandInfocommAccessibilityCentre(supportedbySocietyforthePhysicallyDisabled,EnablingEmployersNetworkandSNEF).Thishalf-daysessionallowedparticipantstolearnfromtheexperiencesoforganisationsthathavesuccessfullyemployedpeoplewithdisabilities.
3 November 2011TogetherwiththeRotaryClubofJurongTownSingapore,TAFEPhostedapledgesigningceremonyfortheFoundationofRotaryClubs(Singapore)LtdduringtheAgeFriendlyWorkforceAsiaConference.
20 October 2011TAFEPco-organised“WorkplaceDiversityManagementSeminar”withSNEFforHRleaderstogainvaluableinsightsintothebenefitsofmanagingworkplacediversityandhoworganisationscanimplementpoliciesandpracticestocreateinclusiveworkplaces.ThisworkshopwassupportedbytheMinistryofManpower.
July - November 2011TogetherwithNgeeAnnPolytechnic,SingaporePolytechnicandNanyangPolytechnic,TAFEPconductedone-hourlunchtalksonemploymentrightsforthegraduatingcohorts.
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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES
ADVANCING FAIREMPLOYMENT IN SINGAPORE
Company VisitsMoreorganisationsandemployeesnowrecogniseTAFEP’sabilitytoencouragefairemployment.Leveragingthisheightenedawareness,TAFEPhasbeenabletoreachoutmoredirectlytothosewhorequireassistancetoevaluatetheircurrentemploymentpractices.Asof2011,morethan550organisationshavebenefittedfromTAFEP’sonsiteconsultationsandcustomisedrecommendationstoadvancetheirfairemploymentjourney.
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Research“TheFairandInclusiveJourneyofLeadingEmployees-InsightsRevealed”,astudyconductedbyTAFEPinpartnershipwithRoffeyParkInstitute,providedpracticallessonstodevelopprogressiveemploymentpractices.Thefindingswereespeciallyusefulfororganisationsthathavejustembarkedontheirfairemploymentjourneybutarepreparedtoprogresstothenextlevel.
AnotherstudythatTAFEPconductedin2011focusedoneffortstoembracematuretalentintheworkforce.“HiringtheSilverGeneration-InsightsforEmployersandJobSeekers”providedpracticalrecommendationsforemployerswhowerelookingtohirematureworkersaswellasmaturetalentlookingforjobs.
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ASSISTING AND ADVISING INDIVIDUALS WITHWORKPLACE DISCRIMINATION CONCERNS
ADVANCING FAIREMPLOYMENT IN SINGAPORE
TAFEP’sdriveforfairemploymentsupportsbothemployersandemployees.Theformerreceivesconsultationtohelpthemcreateaworkplacethatultimatelybenefitsthebusiness,whilethelatterreceivessupportinaddressingtheirconcernsaboutfairemploymentpracticesattheirworkplace.
TAFEPdevotessignificantresourcestolistentothosewhohaveencountereddiscriminationorwhohaveproactivelyrequestedforassistancetoenhancetheircurrentemploymentpractices.Inevaluatingcasesthatitreceives,TAFEPadoptsaneutralstanceandstaysobjectivebyunderstandingbothsidesofthestorybeforeinitiatingappropriateaction.
AspartofTAFEP’scasemanagementapproach,allcommunicationwithemployeesandtheirorganisationsiskeptstrictlyconfidential.ThosewhorequireassistanceoradviceondiscriminationissuescancontactTAFEPviaphone,e-mailorTAFEP’sonlineportal,www.fairemployment.sg.
Whiletopdiscrimination-relatedcomplaintsaretraditionallyrelatedtoage,languageandrace,concernsoverfairopportunitiesforSingaporeansemergedasthetopissuein2011forthefirsttime.
Topissuesthathavesurfacedinsuchcasesareusuallyrelatedtonationality,languageandrace,followedbyage.Sofar,allemployersthatTAFEPhasapproachedhaveacceptedTAFEP’sadvice.Thefollowingcasesillustratesomeoftheseexamples.Allnameshavebeenchangedtoprotecttheiridentities.
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WithincreasedpublicawarenessoftheservicesofferedbyTAFEP,therewasariseinthevolumeofenquiries,feedbackandcomplaintsreceivedbyTAFEP.ThisshowsthatthereisgrowingpublicrecognitionofTAFEPastheorganisationtoapproachforadviceandassistanceinaddressingworkplacediscriminationconcernsandinimplementingfairemploymentpractices.
Complaints
200
No.ofComplaints
Year
150
100
50
9
6068
115
277
2007
2008
2009
2010
2011
Enquiries
No.ofEnquiries
Year
800
600
400
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210
330
694 688
200
2007
2008
2009
2010
2011
Feedback
Year
No.ofFeedback
1500
1000
500
1498
843
1705712
2007
2008
2009
2010
2011
Total Approaches to TAFEP
Year
No.ofApproaches
2000
1500
1000
55
327
568
1652
2463
500
2007
2008
2009
2010
2011
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CASE STUDIES1. When hiring, banish gender stereotypes
AlthoughSoonHuatwasexperiencedinteaching,hewastoldbyapotentialemployerthattheyonlyhiredfemales.
WithSoonHuat’sconsent,TAFEPapproachedtheemployerwhoexplainedthattheschoolhadafemale-dominantenvironmentatthatpointintime.Whiletheyusedtoemployonefull-timeandafewpart-timemaleteachers,theyhadnotbeenhiringmaleteachersinrecenttimes.
FollowingTAFEP’sintervention,theemployerapologisedaboutthenarrowjobspecificationandwelcomedSoonHuattoapplyfortheposition.
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2. When hiring, go beyond medical conditions and use relevant criteria
Calebwasagraduatewhowrotewellandhadadeeppassionforteaching.Hewasrejectedforaninstructorpositionafterhedeclaredhismedicalcondition(whichwasunderremission).Thishappenedinspiteofthepotentialemployer’sassessmentthathehadtherelevantskillstodothejob.Calebwasalsomedicallycertifiedthathewasphysicallyfittoteachbuthisappealstotheemployerwereunsuccessful.
WithCaleb’sconsent,TAFEPapproachedtheemployerandtheyexplainedtheirreservations.TheyfeltthattheworkenvironmentwasdemandingandwereconcernedthatCalebwouldnotbeabletocopesincehewasstillonmedication.UponTAFEP’schecksandconfirmationthatCalebwasfittodothejob,theemployerreconsideredandeventuallyapprovedhisappointmentasaninstructor.Calebwaselatedasthiswouldenablehimtopursuehispassionandprogressinhiscareergoals.
“IbelieveIamcapableofbeingagoodteacherandwaslookingforachancetoteach,achancetohelppeopleandachancetoshowthatIhavewhatittakestoperforminasystemthatIhavealwaysbelievedtobebasedonmeritocracy.Thanksforyourhelp.”
Caleb
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CASE STUDIES3. When hiring, age is irrelevant
Sanisinhislate40sandhewaselatedwhenhewassuccessfullyreferredtoattendajobinterview.Heknewhisadditionaldegreeandrelevantworkexperiencestoodhimingoodstead.However,whenSanmetupwiththeinterviewer,hewastoldthathewas“over-qualified”.Eventhoughhewasreadytoputinthehours,pickupnewknowledgeaswellasaccepttheremunerationpackage,hewasnotshortlisted.Sanwasdisheartenedandfelthewaslikelyturnedawayduetohisage.
WithSan’sagreement,TAFEPapproachedtheemployerwhoclarifiedthattheydidnotintendtobediscriminatory.
InviewofSan’sfeedback,theyinterviewedhimagainandreviewedhisapplicationforanotherpositionwhichtheyfeltwasmoresuitableforhim.Theemployersaidthattheywelcomematurecandidates,andareabletowidentheirpotentialpoolofcandidatesbyusingobjectiveselectioncriteria.
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4. Support employees and their work life needs
SuAnnwasworkingasafinancialadvisorwhensheneededtotaketimeofftolookafterherchildrenandtogivebirthtoheryoungestchild.Ayearlater,herfirmterminatedheremployment.SuAnn’semployerclaimedthatshehadnotmettheminimumperformancecriteriaduetolowlevelsofbusinessengagementsandalackofcommitment(shewasunabletoattendtrainingwhichwaspartofherjobrequirements).SuAnnfeltthatshewasatadeadend–ifsheweretoleave,shewouldloseherjobandforgoincomewhichwouldhavebeenpaidoverthenextfewyears.
TAFEPencouragedSuAnntokeepanopenmindandadvisedhertodiscusstheseissueswithheremployerinordertoreachamutuallybeneficialsolution.Afterdiscussion,SuAnn’semployerbetterunderstoodhersituationandagreedtograntheragraceperiodtomeethertrainingrequirements.SuAnnthankedTAFEPfortheadvice.
“Thanksforthechatthatday.Ihadameetingwiththemanagementandtheyhaveagreedtograntmeagraceperiod.Thanksforallyourhelp.”
SuAnn