Building An Inclusive Workforce

Singapore maintains its position as the best country to do business in and as one of the top countries where workers are able to attain a high quality of work life. One reason behind its success is the emphasis it places on nurturing the spirit of inclusivity – extremely crucial in Singapore’s multi-racial and rapidly ageing workforce. A harmonious workforce strengthens ties between people of different races, age groups and mobility levels, thereby creating a healthy work environment where all employees are granted equal work opportunities.
 
An inclusive workforce creates good ground for spirits of confidence and unity to thrive on, and has a positive impact on an organisation’s talent and business sustainability. Factors to achieving inclusivity extend beyond hiring workers with disabilities. They include having formal and informal work policies that bolster – you guessed it – inclusivity.
 
Equal Opportunities
Employers must ensure that meritocracy underpins all remuneration, recruitment, training and promotion practices. This means that promotions should be awarded to employees based on nothing other than their notable performance and ability. They must also commit to strengthening the development of employees’ personal and professional skills, in addition to ensuring that all employees are treated fairly and given the encouragement they need to realise their potential.
 
One way to effectively and fairly track the performance of employees is through crafting a set of reasonable Key Performance Indicators (KPIs), and conducting appraisal sessions to assess job performance in relation to it thereafter. These sessions provide a platform for employers to acknowledge contributions and pinpoint areas for improvement as well as for both parties to share honest feedback with each other.

Work Flexibility
In this digital age where just about any task can be completed online, employers should be open to implementing flexible work arrangements. This is especially advantageous to working parents who require time in the mornings to attend to their kids, or to disabled employees who would appreciate an extended commuting period before reaching the office.
 
At the end of the day, a flexible work environment is where team members are able to work together concertedly and help each other achieve fulfilling work and personal lives.
 
Personal Interaction
It goes without saying that employers should refrain from participating in office politics. Employers should nip the bud in the root and ensure that work issues are discovered and solved quickly instead of swelling and reaching the ears of others. They must also take effort to ease a bad situation, such as when their employees are being subjected to comments or jokes that are patronising or demeaning, by being a reliable mediator. 
 
Furthermore, team-building activities and programmes contribute to an engaged workforce and strengthen personal interaction among employees. As such, employers should pay heed to what these activities offer and work to implement them.

Communicate Freely
Inclusivity is also characterised by open communication, transparency and honesty. An organisation that has managed to successfully achieve it will have you know that it also contributes to productivity and a work environment that breeds trust and respect.
 
Thus, open and honest communication must always be encouraged among staff, employers and managers. It will be good if employers and employees carry out weekly work-in-progress meetings to keep everyone on the same page and to discuss critical issues that need immediate tackling. Feedback and two-way communication must always be encouraged during these sessions.

Inclusive Office Design
Ensuring an inclusive office design is more than just creating wheelchair- or elderly-friendly features; it is designing one that promotes employee interaction. A typical worker spends eight hours a day in the office, so it is imperative that the office is a comfortable place for all to communicate openly and freely.
 
Measures that companies can take include creating open-plan workspaces or a communal eating area where staff can enjoy casual conversations over meals. In fact, these office spaces can also be used for employers and employees to carry out the mentioned work-in-progress meetings over some chips or a cup of coffee.

Recognise the Value of Mature Workers
Mature workers, with their vast amount of knowledge, ought to be recognised for their importance in the workforce. Singapore has highlighted this notion recently at the recent Budget 2015, in which the Government introduced measures to encourage employers to hire and re-hire older workers.
 
For instance, the Special Employment Credit (SEC) scheme entitles employers to an additional offset of up to 3 per cent of a mature worker’s monthly wages when he/she is hired or re-hired. This helps employers manage their overall costs and take strides towards cultivating an inclusive workforce where there are employees to represent all age groups.
 
Education to Help Close Gaps
A workplace may be divided by differing paper qualifications and, as a result, employers might find it hard to uphold meritocracy. To address this, employers should proactively encourage their staff to pursue higher learning. This is also in line with the government’s initiative to promote lifelong learning through the SkillsFuture programme. Furthermore, companies should consider offering employees benefits such as financial assistance, study leave or time-off to help their staff gain access to further education. 

Companies need to bear in mind the importance of adopting an open mindset and recognising all employees as equal. This creates a solid foundation where elements that contribute to an impressive and inclusive workforce can be steadily built upon.