OUR WORKPLACE
Employees are CDL’s key stakeholders and invaluable assets. Through active involvement, empowerment and engagement, CDL aspires to be the place where our people can contribute to the sustained growth of the Company. CDL takes a three-pronged approach — developing, engaging and caring for employees. The Company has in place comprehensive strategies on employee retention, training and development, work-life and work-health policies and initiatives. CDL continues to innovate to implement creative initiatives to increase employee engagement and participation.Employers’ Pledge For Fair Employment
CDL practices fair employment and has signed the Employers’ Pledge for Fair Employment with The Tripartite Alliance for Fair Employment Practices (TAFEP) in 2008. TAFEP was formed in May 2006 to promote non discriminatory employment practices and to shift mind-sets among employers, employees and the general public about fair employment practices for all workers. The alliance is co-chaired by representing employer unions and National Trades Union Congress.
Human Rights
The Singapore Government takes a pragmatic rather than an ideological approach to human rights. It has ratified 20 International Labour Organization Conventions to date covering four main aspects of employment standards such as child labour, forced labour, collective bargaining and equal remuneration(1). Singapore is ranked 8th in the world for gender empowerment in the UN’s Human Development Report 2011(2). The country’s high literacy rate and low unemployment rate speak for themselves.
Fair employment practices are implemented together with regulation guidelines set by the Ministry of Manpower through the Employment Act. All employees regardless of nationality (including foreign workers(3)) are covered under the Employment Act. A section of the Employment Act covers regulations pertaining to maximum working hours, overtime payments, authorised salary deductions and frequency of salary payments. Foreign workers are informed of their rights under the Act even before arrival in Singapore.
| CORPORATE STATEMENT ON HUMAN RIGHTS |
| CDL’s commitment to corporate social responsibility includes the advocacy of human rights and the Company is conscious of the specific areas in which it can make a positive contribution. It recognises the need to look at the broader Singapore context and keeps in mind the priorities and challenges of the industry. As such, CDL understands that it can only act within the scope of its core business activities. However, it ensures that the direction and outcome of its actions are constantly monitored and improved.
In doing so, CDL: Embraces diversity and inclusivity at the workplace and appreciates contributions made by all employees Provides just and favourable work conditions in an undiscriminating manner Supports the right to work and recognises that job creation and protection are fundamental business responsibilities Strives to work with builders in protecting the rights of foreign workers they hire to work on its sites |
In Singapore, foreign labour is a key manpower resource in the construction industry. Although CDL does not directly employ foreign workers, they occupy an important position in the Company’s value chain, and have been identified as a stakeholder group. The Company is cognisant of the human rights of these workers.
CDL’s appointed builders are not only required to comply with labour rights of workers employed by them at the worksites, they also have the responsibility to take all necessary measures to provide safe, clean and dignified living and working conditions, without risks to health for the workers.
For instance, there must be vector and pest control programmes, and site offices and toilets must be equipped with basic amenities such as electricity, water, adequate lighting and proper ventilation. The Company also discourages builders to build quarters for workers at the worksites as they do not offer conducive living conditions. We have put in place systems to regularly and diligently track and audit the Environment, Health and Safety (EHS) performance of our builders at the worksites. CDL continues to collaborate with builders that have good EHS track records and have proven their ability to maintain favourable conditions for workers.
Looking ahead, CDL hopes to do more within our sphere of influence.
CDL's long-term approach to foreign workers is two-fold. Firstly, CDL remains committed to working with our builders to improve the living and working conditions of their foreign workers. Secondly, the Company will ensure that our business is aligned with the broader national policy pertaining to foreign workers.
MOVING FORWARD
CDL remains committed to seeking better understanding and application of international benchmarks to the local context and environment where relevant. We continue to address and assess sustainability issues that are material to the business and bring about ideas leading to affirmative action for improved CSR performance.| (1) | Source: Ministry of Manpower, Employment Practices. |
| (2) | Source: United Nations Development Programme, Human Development Report 2011. |
| (3) | Semi-skilled or unskilled foreign workers. |