Why Singapore’s Workplace Fairness Bill must go further
This week’s Friday briefing: People who suffer discrimination in the workplace because of their gender identity and sexual orientation are left out of Singapore’s new Bill.
This week, Singapore took a significant step towards addressing workplace discrimination with the introduction of the Workplace Fairness Bill. On paper, it’s a progressive move aimed at providing legal protection for employees against unfair treatment.
But when you peel back the layers, glaring gaps emerge—ones that have left many in the LGBTQIA+ community, people with disabilities, and those with criminal histories wondering if they will ever see true workplace equity.
The Bill, as it stands, excludes explicit protections for sexual orientation, gender identity, and criminal history. It also fails to mandate disabled-friendly workplaces.
This omission raises urgent, uncomfortable questions: Why are some of the most vulnerable groups left out? And more importantly, what will it take for their voices to be heard?
The reality of exclusion
According to a 2022 survey by the Association of Women for Action and Research (AWARE), 1 in 2 workers in Singapore reported experiencing workplace discrimination in the last five years. Among marginalised groups, this figure is even higher. For instance, people with disabilities face a staggering 78% discrimination rate.
Similarly, LGBTQIA+ individuals remain vulnerable. Without explicit legal protections, many suffer in silence, fearing that coming out or simply being themselves could jeopardize their careers. And then there’s the stigma surrounding individuals with criminal records. Despite paying their dues to society, they’re often locked out of opportunities, perpetuating cycles of poverty and recidivism.
Why this matters
1. Sexual orientation and gender identity
A study published in Nature Human Behaviour highlights that diversity in the workplace fosters creativity, innovation, and better decision-making. Yet, when LGBTQIA+ individuals aren’t protected, they are less likely to bring their full selves to work, impacting not only their well-being but also organisational performance.
2. Disability inclusion
The World Bank estimates that excluding people with disabilities from the workforce costs countries up to 7% of their GDP annually. Singapore’s employment rate for people with disabilities stands at just 30.1%—a figure that won’t improve without legal mandates for reasonable accommodations.
3. Criminal history
Data from the US National Employment Law Project shows that hiring individuals with criminal records reduces turnover and improves employee loyalty. These workers often bring unique perspectives and resilience, yet systemic barriers keep them marginalized.
What needs to change?
The exclusion of these groups isn’t just a moral failing; it’s a missed economic opportunity. Here’s what Singapore’s Workplace Fairness Bill must address:
1. Expand protected characteristics
Explicitly include sexual orientation, gender identity, and criminal history as protected characteristics. Taiwan and Canada have already demonstrated that such protections are not only feasible but effective in promoting workplace equity.
2. Mandate disabled-friendly workplaces
Reasonable accommodations should not be seen as burdens but as essential tools for equity. From flexible work arrangements to assistive technologies, these adjustments benefit not only employees with disabilities but the workforce as a whole.
3. Strengthen reporting mechanisms
The AWARE study found that 54% of those facing discrimination didn’t report it, citing distrust in the system. Employers must implement anonymous, accessible reporting channels and foster a culture where grievances are taken seriously.
4. Incentivise inclusive hiring
Governments could offer tax breaks or grants to companies that actively hire from marginalised groups. This not only offsets costs but signals a commitment to long-term inclusion.
The way forward
Singapore prides itself on being a global hub for innovation and progress. But how can we claim that title if our most vulnerable workers are left behind?
The Workplace Fairness Bill has the potential to be transformative, but only if it truly addresses the needs of all. This isn’t just about compliance; it’s about building a future where every individual, regardless of their identity or past, has a fair shot at success.
To my readers—leaders in tech, business, and marketing—what role will you play in shaping inclusive workplaces? And to policymakers, will you seize this moment to ensure that Singapore’s workforce reflects the diversity of its people?
The time for half-measures is over. Let’s demand more.
Let’s demand fairness for all.
Need to know
- Jon Thurlow has left his position as chief operating officer for Asia Pacific at GroupM, Human Algorithm understands. Thurlow spent more than 12 years at GroupM where he was also chair and general manager at GroupM Malaysia. The reason for his departure is unclear.
- Kim Douglas, who was most recently the president of Dentsu’s Merkle, has left his role, AdNews reported. While the reason for his departure was not reported, Human Algorithm understands from sources that Douglas was fired because after getting intoxicated at a client’s dinner, he allegedly said inappropriate things which offended the client. A Dentsu spokesperson told AdNews: “As a business we require all employees to behave responsibly, respectfully and in compliance with our code of conduct which defines the way we behave and our expectations of our people.”
Essential reading
- Spotify will start paying video podcast hosts based on how well their videos perform (TechCrunch)
- Perplexity brings ads to its platform (TechCrunch)
- Meta to Launch Ads on Threads in Early 2025 (The Information)
- Guardian will no longer post on Elon Musk’s X from its official accounts (The Guardian)
- Why DEI Still Matters (and How to Get It Right) (Harvard Business Review)