Cases of Workplace Discrimination Lodged with Tripartite Alliance for Fair Employment Practices

Mr Zainal Sapari asked the Minister for Manpower for the past three years (a) what is the number and type of reported cases of workplace discrimination lodged with the Tripartite Alliance for Fair Employment Practices (TAFEP); (b) what is the number of alleged workplace discrimination cases found to be valid; and (c) what is the action taken by TAFEP for such cases.

The Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) and MOM work together to promote fair employment and address discriminatory employment practices. TAFEP receives different types of complaints on workplace discrimination. Traditionally, the top three types of complaints received by TAFEP relate to Singaporeans' concerns for nationality-related discrimination, which accounts for about half of total complaints, followed by age, which accounts for about one-fifth of complaints, and language or race, which also accounts for about one-fifth of complaints.

In 2011 and 2012, TAFEP received 277 and 303 workplace discrimination complaints respectively. In 2013, this number rose to 475. This is primarily due to a sharp spike in complaints from Singaporeans concerned with nationality-related discrimination. We believe this was driven by greater public awareness arising from TAFEP's promotional efforts and the announcement of the Fair Consideration Framework last year. For the first half of 2014, the number of nationality-related complaints have dropped back to the 2011/2012 levels and we will continue to monitor the number closely. The number of complaints related to other issues has remained stable over the past three years.

For all complaints, TAFEP engages and advises the employers concerned on the Tripartite Guidelines on Fair Employment Practices, educational publications and training programmes, as well as to identify areas where employers can improve their employment practices. So far, the employers approached by TAFEP have heeded TAFEP's advice and made adjustments to their employment practices. I understand that some complaints may arise

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due to differences in expectations or misunderstandings, rather than genuine discrimination.

Where there is prima facie evidence of discrimination, TAFEP refers cases to MOM for investigation. Employers found to have been discriminatory in their hiring practices would have their work pass privileges curtailed. For the first half of this year, MOM has curtailed the work pass privileges of 41 errant employers and issued warnings to 34 other employers.

Being fair is the right thing to do. Employers who practise fair employment will also benefit two-fold – firstly, through having access to a wider talent pool and, secondly, through a boost in the morale and productivity of their employees. Employers who need help in implementing fair employment practices at the workplace may approach TAFEP for assistance. Jobseekers and employees who perceive that they have been discriminated against may also approach TAFEP for advice and assistance.