Commentary: Tackling workplace discrimination needs more than legislation - staff training is essential too. TODAY.
Ruby TohWorkplace mistreatment (WM), including discrimination and harassment, remains a persistent issue in Singapore, often stemming from differences in personal attributes like age, gender, race, or disability. While legislation is being strengthened—such as the proposed Workplace Fairness Legislation—legal measures alone are insufficient.
A 2022 study by the Institute for Adult Learning revealed that most victims of WM choose to resign or endure the situation rather than lodge formal complaints, highlighting a lack of psychological safety and trust in grievance mechanisms.
The commentary emphasizes the need for:
- Soft-skills training for supervisors and HR personnel in conflict resolution, empathy, and fair employment practices.
- Clear grievance channels, penalties for perpetrators, and access to external support like counselling and legal aid.
- Workplace culture transformation, where fair practices are actively upheld by both management and staff.
Ultimately, fostering a respectful and inclusive workplace requires both robust legislation and comprehensive staff training to ensure fair treatment and employee well-being.