Debated in Parliament on 7 Mar 2025.
Debate resumed.
Ms Carrie Tan.
Chairman, I rise today to speak on an issue we all intuitively agree on – a more inclusive society where persons with disabilities and special needs (PWSNs), whom I prefer to call differently-abled, are recognised not for their limitations, but for their strengths and contributions. We must deliberate steps to ensure that inclusivity is not just a concept but a lived reality.
First, representation matters. Misconceptions and stereotypes about disabilities persist largely due to a lack of understanding. We must launch public awareness campaigns that highlight the strengths, talents and capabilities of PWSNs, showcasing their success stories in business, sports, the arts and technology. These campaigns should feature real-life stories of perseverance and excellence, demonstrating that ability transcends disability. By shifting public perception, we empower PWSNs with dignity and opportunities while fostering a society where every individual feels valued.
The media plays a profound role in shaping societal attitudes. In October last year, The Inclusive Code was launched in New Zealand. It is a tool for advertising industry professionals to reflect on normalised but exclusionary practices, designed by disabled experts to help people design marketing campaigns that better include disabled people. I urge MSF to partner MDDI to establish a national framework, taking reference from New Zealand's Inclusive Code, to propel advertisers and content creators to incorporate intentional disability representation.
Media is a mirror of society, and when PwDs and PWSNs see themselves represented positively – whether in advertisements, films or news, they are affirmed. More importantly, it normalises disability in everyday life, helping to dismantle unconscious biases that hinder inclusion.
Second, expanding outreach and facilitation for workplace integration. While I am heartened by the Open Door Programme which encourages employers to hire, train and integrate PWSNs through grants for job design, training subsidies and wage offsets, we need to expand its reach. I would like to ask: what is the current manpower strength helming this effort at SG Enable? Can there be staff to walk the ground in neighbourhood town centres to share about these programmes at the local level with merchants and small retail shops?
It is easy to overlook the single trees when an imperative to be efficient prompts us to focus on bigger-scale wins of entire forests. I ask that we do not skip over the small retailers who may turn out to be great allies in this effort, in favour of larger companies who may have bigger hiring capacity, but also require a bigger change-making effort to get the entire staff community aligned. There is a Malay saying: sikit-sikit, lama-lama jadi bukit. Small results over time can create a big impact.
If everyday Singaporeans see PWSNs gainfully employed, actively contributing in the shops they frequent, in every neighbourhood, societal perception is sure to improve. Even the families and caregivers' perception of their own children can improve.
We can work towards the vision of Every Neighbourhood an Inclusive Neighbourhood and set a minimum target to enable X number of shops to be enabling employers in each locality for a start.
To do this, I recommend that the job-redesign funding for micro-enterprises running mom and pop shops be increased to 95% with a higher cap, provide rent subsidies and a dedicated facilitator team to help shop owners in this particular effort.
Facilitators play a crucial role in being a bridge to ensure that accessibility goes beyond infrastructure – it is also about attitudes, engagement and participation of both the employer and the employed. I urge SG Enable to look into setting up satellite teams of facilitators within each Community Development Council that will help work with local merchants and propagate the success stories island-wide.
Mr Chairman, a truly inclusive society does not merely accommodate persons with disabilities – it values, respects and celebrates them. We must not stop at rhetoric but commit to real, structural change through investment, awareness, representation and support systems. I urge this House to take decisive action to champion these expansion efforts for a fairer future for all who are differently abled.
Sir, from 1 January 2026, the Government will expand the Matched Retirement Savings Scheme (MRSS) to include eligible PwDs of all ages to allow them to start building up their retirement savings earlier. Eligible PwDs below the age of 55 will receive the MRSS matching grant on cash top-ups to their Central Provident Fund (CPF) Special Account and benefit from higher CPF savings and monthly payouts in retirement. Anyone, including their families, employers and the community, can make the top-ups to these eligible members' Special Accounts or Retirement Accounts. I think this is a very good scheme and can I ask MSF to elaborate on the following.
One, does the definition of disabilities include those with mental illnesses?
Two, why does it take almost one year for this new scheme to be implemented? Can families and employers keen to start the top-up for persons with disabilities do so earlier this year instead?
And lastly, what is the difference in policy rationale and impact of this new scheme compared to the services provided by the Special Needs Trust Company which is also supported by MSF?
Mr Baey Yam Keng, you can take your three cuts together.
Sir, PwDs face challenges throughout their life. In particular, when they turn 18 years old, there is a significant shift in the institutional system as it is more fragmented and less supportive.
One of the primary concerns for PwDs is employment. Employers may lack awareness or resources to make necessary accommodations. There could be misconceptions about the capabilities of PwDs, which could act both ways, either unrealistic expectations or underemployment. Furthermore, PwDs may not have had equal access to education and vocational training, and this limits their employment opportunities.
Employment is not just about financial independence; it also contributes to a sense of purpose, social identity and community participation. Therefore, the lack of employment opportunities can have profound implications on the self-esteem and social integration of PwDs. MSF and SG Enable have been working hard to address these issues through policies that encourage inclusive employment, vocational training programmes and support for businesses to make accommodations.
Caregiving is another significant concern. As PwDs age, their parents or primary caregivers are also ageing themselves. Hence, they face increased physical and emotional strain. There may be a lack of suitable and affordable caregiving options, which can lead to stress and burnout for caregivers. Many caregivers also have to balance their caregiving responsibilities with their own employment, leading to financial and emotional pressures.
We have already come a long way through the various Enabling Masterplans and efforts from the Government, businesses, and our partners and the community. Can MSF provide an update on the progress of our Enabling Masterplan 2030? With regard to the post-18 cliff, living options, employment and caregiving arrangements are prime concerns. What are our plans to further alleviate concerns that adult PwDs and their caregivers have?
Singapore has a robust framework of support and services for vulnerable individuals and their families, including those in residential homes. Support for the vulnerable is multifaceted, comprising financial aid, social services, healthcare and community involvement.
Many in residential homes are there for the long term, especially those who are aged or with disabilities and have little family support. There is a growing demand for these services and volunteers to help them, given that Singapore's ageing population is a fact. For those who in residential homes, they may not have family to visit them. They rely on the warmth and support of the home caregivers and volunteers. There is a risk of the lack of social connections and cognitive engagements as a result of social isolation or not being able to participate in societal activities.
We need to not only enhance support for those residing in homes but help uplift them. There are many opportunities for the community and the Government to do more, to ensure a holistic approach towards care for those in residential homes, such as better service integration, improved coordination of services across agencies, expanded housing options and affordability, improved caregiving support and more accessible mental health services.
There needs to be continual review and enhancement of policies to address emerging needs of the vulnerable in Singapore, to ensure our support remains relevant and effective.
MSF has designated 2025 as the Year of Celebrating Social Service Professionals. This acknowledges and appreciates the significant contributions made by social service professionals. These individuals are at the forefront of supporting and empowering the more vulnerable groups in society, including children, the elderly, persons with disabilities and families in need. The celebration aims to raise awareness of the critical role these professionals play in fostering a more inclusive and compassionate society.
It is important to attract and retain a strong workforce in the social service sector to meet the growing needs of the community. To this end, we need to continuously review existing initiatives and strategies to enhance the appeal of a career in social service and to ensure that professionals in the field are well-supported. These include investment in professional development and training, career prospects and progression, as well as well-being of social service professionals.
Additionally, we need public campaigns and outreach efforts to highlight and emphasise the appeal associated with social service work. By showcasing the impact and fulfilment derived from a career in social service, passionate individuals can then be attracted to join the sector and make a difference in the lives of others. So, what more will MSF do to ensure the social service sector remains a career of choice?
Social workers and child protection officers play an important role in protecting and supporting vulnerable individuals and families. I would like to thank all in this field for the great work that they do. Their work often involves navigating complex situations, advocating for the rights and needs of those they support, and providing a lifeline to those in crisis. It is important that they are equipped with the necessary resources, training and support to effectively manage both the practical and emotional demands of their job.
In this context, what measures are being taken to ensure social workers and child protection officers have the resources and training necessary to effectively carry out their duties and manage the emotional demands of their work? What plans does the Ministry have to better attract, retain and support social service professionals in order to meet the growing demands and adapt to the changing needs of our society? How does the Ministry plan to address the mental health and well-being of social workers, ensuring they receive adequate support to cope with the emotional demands of their roles? What initiatives are being introduced to provide ongoing professional development and career advancement opportunities for social workers? And finally, in what ways is the Ministry collaborating with educational institutions to prepare future social workers for the challenges they will face in the field?
Sir, in my 2023 COS cut to MSF, I raised the concern that with challenging economic times, social fabric can be weakened and social mobility may slow if students from less-financially-able and stable families have less opportunities than their peers to optimise their potential.
These are social trends that we are familiar with and there is much to learn from interventions carried out by other developed countries with longer history and development. However, I felt that with our unique history, our nation building philosophy that has seen us leapfrog from third world to the first world in one generation and our multiracial and multi-cultural society, it will be beneficial to delve deeper and consider social interventions and approaches that will work better for Singaporeans in our context and in the changing times ahead.
I would like to ask for an update on: one, whether MSF has done more longitudinal and local research to understand what social interventions work and what do not for our different groups of underprivileged Singaporeans in the past two years; and two, what are some findings and how are they incorporated into major initiatives under MSF, like the ComLink+ programme?
Mr Chairman, I would like to first declare that I am self-employed as a transformation coach providing well-being related coaching services.
I rise today to highlight a matter of utmost importance, what my colleague, Mr Louis Ng, said as the burning bicycles. Basically, ensuring a thriving and sustainable organisational culture within our social service agencies (SSAs). These agencies are the backbone of our society's care system, providing critical support to our most vulnerable. Yet, those who dedicate their lives to service often work under immense stress, leading to burnout, attrition and a decline in service quality.
In a recent survey my team and I conducted, which 88 SSA employees responded to, half were dissatisfied with work-life balance, 24% reported high stress and anxiety and almost 20% experienced emotional exhaustion and even depression and mental health challenges since joining the sector. A staggering 68.2% indicated they experienced symptoms of anxiety and depression specifically.
About 57% of respondents did not feel comfortable discussing their mental health challenges with their HR. This indicates that many SSA employees worry about being judged for not being resilient enough at work. This fear prevents them from seeking the support they need, worsening workplace stress and attrition that creates a vicious cycle of overwork for the remaining staff and burn-out. If we are to build a compassionate and resilient social sector, we must invest in the well-being of the very individuals who provide care. I propose three key measures to strengthen the organisational culture within SSAs.
One, I urge the National Council of Social Service to implement organisational culture pulse checks every three years for all SSAs. These assessments will provide crucial insights into workplace morale, leadership effectiveness and employee well-being. By systematically evaluating organisational health, we can proactively address emerging issues before they escalate, fostering a culture of continuous improvement and accountability.
Second, I call for mandatory mental wellness training for broad leadership under the Centre for Non-Profit Leadership's training programmes or by the many local training enterprises that have sprouted in recent years to enable our collective well-being, such as Growthbeans and Calm Collective. Leadership sets the tone for workplace culture. Board members must be equipped to recognise and prevent unhelpful management practices and advocate for policies to create psychologically safe environments that prioritise staff well-being. A leader who understands the toll of social work is better positioned to enact meaningful change that supports the management, employees and beneficiaries.
Finally, we must provide dedicated funding for a shared pool of well-being facilitators who will conduct regular check-ins with SSA personnel. These professionals will serve as an independent support system, offering a listening ear, suggest healthy coping strategies and provide guidance toward necessary resources. Many frontline workers struggle in silence, so having an accessible, trained facilitator can make the difference between retention and resignation.
This is not just a moral imperative, it is a strategic investment. A healthy organisational culture ensures SSAs can deliver consistent, high-quality care to those who need it the most. So, let us stand in solidarity with our social service workers and affirm our commitment to their well-being. Let us have less burning bicycles.
Mr Chairman, the social service sector has come a long way in the past few decades, maturing in professional standing and practices. Many more dedicated individuals have joined the social services as demand has grown in all areas. New initiatives continue to be launched to meet the evolving needs as we work toward ensuring that no one is left behind.
I would like to declare my role on the boards of SSAs.
Our sector continues to be heavily reliant on the constant inflow of professional staff and allied health workers. Many SSAs require a percentage of foreign staff to fill a variety of roles. We are training more social workers in our institutes of higher learning in anticipation of current and future needs. With our new social compact, I hope many more Singaporeans will see the social service sector as one that will present opportunity for a fulfilling career.
In the past, salaries in the sector trailed behind jobs in most other industry groups. Steps have been in place for many years to uplift pay scales with Government support as many service providers are charities. In labour-tight Singapore, how might the social service sector continue to attract, nurture and retain talent beyond just better wages?
At the sectoral level, how might we keep pace with societal changes and evolve to continue to serve Singapore society well? Will the Minister consider actively building a pool of trained volunteers in key areas of need to complement the full-time professional teams? As we see jobs in some commercial sectors reduce, can we actively retrain displaced workers to take up jobs in the social service sector?
Chairman, SSAs, particularly, Family Service Centres, play a critical role in supporting vulnerable families and ensuring they receive the necessary assistance to achieve stability. Strengthening the delivery of family services is essential in addressing complex and evolving needs within the community. As challenges become more multifaceted, ensuring that services and programmes are well-coordinated, accessible and impactful is key to improving social outcomes.
Could MSF elaborate on how it plans to enhance service delivery within the social service sector? Specifically, how will the Ministry ensure that vulnerable families, especially those with multiple and complex needs, receive more holistic, integrated and effective support?
Senior Minister of State Zaqy.
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