Randstad Singapore’s Post

A recent The Straits Times survey showed that 69% of young people in Singapore believe their workplace is inclusive, but stories like Ms Yap Qian Yin’s are a reminder that there is more to be done. Ms Yap is a business architecture specialist for technology at Accenture Singapore, an Enabling Mark (Gold) recipient. As a wheelchair user, she faced challenges in her job search, especially after she revealed to prospective employers that she had a disability. Such experiences are not uncommon for jobseekers with disabilities. As the first stop and ecosystem builder for disability-inclusive employment, we strive to help them overcome these barriers. Mr Edward Chew, our Director of Service Development (Employment), says that employers can “tap a broader talent pool, including persons with disabilities who have valuable skill sets that may often be overlooked due to their disability.” Not sure how to embark on your inclusive hiring journey? We are here to help: www.sgenable.sg/employers #InclusiveSociety #EnabledLives

Let’s take a moment to recall what it was like on the first day of your first full-time job. The awkwardness you felt amidst office rhetoric and workplace setting. Getting to and from work in rush hour public transport. Fiddling with an access card and pin at the printer/copier. Finding your cubicle after a bio break. Having to lunch with someone who may or may not ask you personal questions you are not so good at answering… Now imagine not even having the chance to experience any of these moments because the office is not accessible or has no provisions and workplace policies that can hire you. Or even if they do, emplacement is subject to a rigid construct that doesn’t make sense to your situation. But the landscape of employment and hiring practices can be a beacon of inclusion and there is so much to gain from this. By designing a safe space for employees of all abilities, an organisation moves toward conceptualising how to consistently innovate and inspire teams. It can help emplpyees thus recognise how willing and open management is to evolve for staff thereby motivating productivity and even sparking greater resilience in challenging times for the longer term. More so, there is an additional opportunity to model change here that translates outwardly. How to forge workplace confidence and professional trust for all staff so as to maximise opportunities can raise efficiency and positive organisational psychology but also be life-changing not just for the individuals who work within but for those who come to collaborate with such companies. It transforms an organisation into an eco-system of change and how to model it. Now wouldn’t this be an awesome way to empower positive action and affect attitude change?

🌍 Beyond the buzz, there was real meaning in these inclusive discussions! We had the privilege of bringing #DiversityDialogues into Stephenson Harwood LLP's "Inclusion Week" in Singapore and Hong Kong, opening up new perspectives on workplace inclusion. Our talented actors, Nina Kwok, Jack Law, Jacqueline Chow, and Edward Choy, delivered three powerful monologues: 1️⃣ "Can't vs Won't" - A thought-provoking piece on neurodiversity. 2️⃣ "YouToo" - An eye-opening exploration of workplace harassment. 3️⃣ "A Stone in my Shoe" - A touching portrayal of mental illness. These monologues are all created verbatim from interviews with working professionals - so they represent real lived experience. This makes them hit home powerfully, becoming a catalyst for more inclusive workplace attitudes and behaviours. Showing their commitment to a diverse and inclusive environment, Stephenson Harwood’s participants delved deep to examine and create effective corporate policies and resources. Their commitment includes a regional network of Mental Health First Aiders, an Employee Assistance Program, and a specialized Neurodiversity & Disability resources hub. These are important conversations to galvanise in all organisations. Talk to us if you’d like to explore the Diversity Dialogues for your teams. #NeuroDiversity #WorkplaceHarassment #MentalIllness #Diversity #Inclusion #DramaticDifference #Singapore #HongKong #LeadershipDevelopment #LearningAndDevelopment #TeamEffectiveness

My opinion piece on ethnic diversity in Indonesia’s workplaces, a topic I believe has not been discussed enough, was recently published by International Policy Digest. Please read it and let me know your thoughts! Access through the link below!

Addressing Stereotypes and Their Impact on Chinese Immigrants In today’s interconnected world, stereotypes and misconceptions about Chinese people persist. I experienced a situation highlighting these harmful effects. In week one at work, my supervisor asked if “Chinese people do not like the color black” and, when I questioned her source of assumptions, she raised her voice and asserted this view based on her few travels to China. She also inappropriately inquired if my family owns any cars due to my choice of bike commute. These experiences, while personally upsetting, reveal broader issues impacting many individuals. The Harmful Effects of Stereotypes Social Isolation Stereotypes foster misunderstanding and mistrust, leading to social isolation. People holding stereotypical views are less likely to engage genuinely with those from the stereotyped group. For Chinese immigrants, this can mean feeling unwelcome or misunderstood, hindering their ability to form meaningful relationships and fully participate in society. Professional Barriers In the workplace, stereotypes can influence dynamics and career opportunities. Supervisors or colleagues with stereotypical views might make unfair assumptions about an individual’s abilities or behavior, resulting in biased evaluations and missed opportunities. Intrusive questions about personal life create an uncomfortable and unprofessional atmosphere, undermining trust and respect. Mental Health Challenges Constantly facing and correcting stereotypes is exhausting and affects mental well-being. The stress of defending one’s culture or dispelling misconceptions can lead to frustration, anxiety, and helplessness. For Chinese immigrants, this added burden can be particularly taxing. Other Common Stereotypes Stereotypes like the “model minority” myth, perceptions of loyalty and trustworthiness, language skills, and cultural backwardness contribute to discrimination and exclusion. These stereotypes undermine efforts toward Diversity, Equity, and Inclusion (DEI) by perpetuating biases and limiting opportunities for Chinese immigrants. Promoting DEI Listening and Engaging Engage in open, respectful conversations and listen to individuals’ lived experiences to develop a more accurate and empathetic understanding. Educating Ourselves Seek comprehensive, well-researched information about different cultures to avoid generalizations based on limited experiences. Speaking Up Address stereotypes or biased behavior constructively and advocate for respect and understanding by creating spaces for open dialogue. By challenging stereotypes and promoting DEI, we can foster a society where diversity is celebrated, and everyone can thrive. Photo via DEI Gets Real HBR #Inclusion #Diversity #Equity #ChineseImmigrants #BreakStereotypes #CulturalUnderstanding #DEI #SocialJustice #Equality #Respect #AntiBias #Empathy #CulturalCompetence

𝗠𝘂𝗹𝘁𝗶𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹𝗶𝘀𝗺 - 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗸𝗲𝘆 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀 𝗼𝗳 𝗦𝗶𝗻𝗴𝗮𝗽𝗼𝗿𝗲 ⠀ There are many things I love about singapore. ⠀ Diversity of cultures, languages, religions, ethnicity, backgrounds is one of them. ⠀ I see it everywhere here - schools, workplaces, homes, family, clubs, friends. ⠀ 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗿𝗼𝗺 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗰𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝗮𝗻𝗱 𝗴𝗶𝘃𝗶𝗻𝗴 𝘁𝗵𝗲𝗺 𝗮𝗻 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝘁𝗼 𝘁𝗵𝗿𝗶𝘃𝗲 𝗮𝗻𝗱 𝘁𝗼 𝗿𝗲𝗮𝗹𝗶𝘀𝗲 𝘁𝗵𝗲𝗶𝗿 𝗵𝗶𝗴𝗵𝗲𝘀𝘁 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗶𝘀 𝗮 𝗸𝗲𝘆 𝗮𝘀𝗽𝗲𝗰𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲, 𝗲𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗹𝘆 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲. ⠀ The world is changing and moving more towards inclusion and diversity. ⠀ May in 2024 more organisations and companies open their doors to a broader variety of people. ⠀ What do you think? #diversity #inclusion #futureleaders #futuregenerations #futureworkplace

This theory was highlighted when I delivered a talk on Diversity and Inclusion in Philippine workplaces. If D&I (DEI) can be localized, "Pakikipagkapwa tao" suits perfectly. #InclusiveSocieties #EquitableOrganizations #pakikipagkapwa

Gen Z: The first global generation, distinguished by local subtleties. Notably, while 58% of Americans are familiar with the term "Gen Z", this awareness plunges to 24% in China, and a mere 8% in India. Comprehending these cultural and historical disparities is not just important, but crucial in recognizing the varied values and expectations harbored by this generation. Remember, concepts widely accepted by "baby boomers" might not strike a chord universally! Embracing generational diversity is the key to crafting effective communication strategies and developing products that truly resonate. Dive deeper into our Generations report 2024: https://lnkd.in/dTsxbJcb #GenZ #GlobalGeneration #Diversity #IpsosGeneration #Diversity #Communication

Embracing Cultural Inclusivity in the Workplace 🤝 The strength of any organization lies in its diversity, and cultural inclusivity is the key to unlocking its full potential. Immigrants bring a rich tapestry of cultures, traditions, and fresh perspectives, adding a unique flavor to the workplace. It's not just about ticking a diversity box; it's about fostering an environment where every individual feels valued and heard. Organizations that recognize the value of immigrants and provide them with opportunities are paving the way for innovation and growth. By embracing diversity, we open doors to new ideas, creativity, and a broader understanding of global markets. The success of any organization is deeply intertwined with its ability to adapt, learn, and grow. As an immigrant, I've witnessed firsthand how the unique blend of backgrounds, perspectives, and experiences can contribute to the success of an organization. Immigrants, with their diverse skill sets and resilience, can be a catalyst for positive change. Let's celebrate the strength that comes from unity in diversity! 🤗 #CulturalInclusivity #DiversityandInclusion #WorkplaceSuccess #EmbraceDiversity

It's our 10th year anniversary being in Singapore! 🎉 We are ThinkPlace Singapore, a strategic design consultancy made up of a team of multidisciplinary change-makers. Our strategic designers operate with co-design at the core of how we design change — emphasising on engaging with users, stakeholders and other critical voices whose needs and insight play an essential part in shaping preferred futures. 🇸🇬 For the past 10 years, our Singapore studio has focused on the complex challenges — how people experience products, services and regulation; how they navigate complex systems like health or education, energy or employment; environmental or national security; and how new initiatives can be optimised and implemented to deliver for society, economy and environment, all at once. In celebration of our anniversary and the start of our specially curated Singapore social media channel 🤩, here are some fun facts about us: 👭 As of writing, we are proud to be an all women's team with women leadership setting the path for empowerment and gender equality in the workplace. 🌈 We are a multidisciplinary team with diverse cultural and professional background — from design practice to social science, all of which contributes to the work we do. 📢 In total, our team speaks in 6 languages and many are passionate in picking up more. 🇺🇳 Our work is driven by UN's Sustainable Development Goal principles. Every project we take on, all over the world, must ‘move the needle’ on these goals. 🧪 We are not afraid to experiment and always seek to learn from our failures — prototyping and testing is in our DNA after all! We hope you look forward to learning more about us, what we do in Singapore, and how we can work towards designing a future for all. Juanita Rodriguez Shubaashini Vijayamohan Cheryl Lim Cornago Jervenne Teo Norashikin Hasanan Lisa Lim Hui-Min Rae T. Kit, Oi Keat Lam Deborah Loh #StrategicDesign #Design #ThinkPlaceSG #Singapore #anniversary