Building an Inclusive, Harmonious and Resilient Workplaces

As Singapore’s workforce becomes increasingly diverse, it is important for employers to build harmonious and resilient workplaces by strengthening the ties between people of different races and religions.  A united and resilient workforce will have higher morale and productivity and can play a critical role in helping organisations recover from business disruptions.

Below are some good practices:

Promote understanding and respect for different cultural practices

Various activities can be organised to help employees better understand one another’s cultures, religious beliefs and customs. These include sharing of cultural traditions and customs during festive celebrations and Racial Harmony Day, as well as interactive workshops and lunchtime talks on cross-cultural appreciation and communication. For more ideas on how to celebrate Racial Harmony at your workplace, click here!

Make inclusiveness a core value

Include values such as respect and inclusiveness into an organisation’s core values will demonstrate the importance of these values to the organisation and encourage employees to put them into practice when they interact with one another. Such values can be reinforced in regular team building sessions and induction programmes.

Adopt fair employment practices

Always hire on merit and reward employees objectively based on their performance and contributions. When your employees are treated fairly and with respect, they feel valued and will be more motivated to do their best for the organisation. 

Handle grievances effectively

Put in place grievance handling procedures to address conflicts and grievances quickly and appropriately. If disputes are left to simmer or are mismanaged, they could lead to more serious workplace issues that would adversely affect employees’ morale, workplace relations and productivity.

Establish effective means of communication

Gather feedback from employees through platforms such as employee satisfaction surveys, performance appraisals, exit interviews and informal tea sessions with the management. Such platforms allow employees to raise personal issues, problems and concerns and allow the management to be aware of developments and conflicts that may be simmering at the workplace.

Be open and sensitive

Consider and accommodate whenever possible employees’ needs. Some examples are:

• Considering staff’s dietary requirements when catering for company functions
• Not scheduling important meetings on festive holidays and
• Being considerate and to avoid words and actions that may be deemed offensive

 

Please download the CEP Implementation Guide for Employers to find out more on how organisations can build an inclusive and harmonious workplace!