CDL constantly seeks to create a diverse, skilled and healthy workforce that creates new values and contributes to the organisational success. The Company’s efforts have resulted in sound safety performance, low turnover rate and a satisfied workforce.
HEALTH AND SAFETY
At CDL’s Corporate Office, in 2011, the percentage of employees with high Body Mass Index (BMI) (>23) was 16%, which is lower than the national average and the average medical leave per employee was 4.5 days. There was also zero occupational diseases and no loss days due to work-related fatalities.CDL remains committed to achieving the vision of a safe and healthy workplace for everyone and upholding a good safety record. Over the years, CDL’s Accident Frequency Rate (AFR) and Workplace Injury Rate remained below the construction industry’s average value as a result of the various safety promotions and engagement with the builders and their workers at the worksites.
| (1) | AFR refers to the number of workplace accidents per million manhours worked. Figures used are incident based. For details, please refer to www.mom.gov.sg. |
| (2) | Workplace Injury rate refers to the number of fatal and non-fatal workplace injuries per 100,000 persons employed. Figures used are victim-based. Construction Industry Average figures since 2010 have not been published by MOM. For details, please refer to www.mom.gov.sg. |
EMPLOYEE RETENTION AND SATISFACTION
CDL’s employee turnover continued to remain significantly lower than the national average. More than 50% of our employees have been with CDL for more than five years. The average length of service of each employee was 8.9 years in 2011 (2010: 8.8 years).CDL places high emphasis on engaging our employees and ensuring that they remain satisfied, committed and motivated to play important roles in the success of the Company. CDL has been organising Employee Engagement Surveys to acquire insights into areas of potential employee-related concerns in order to proactively address them. In 2011, the Employee Engagement Survey was conducted by a third party consultant for greater impartialilty.
CDL achieved a score of 69% which is higher than the Singapore country norm for level of Employee Effectiveness Index in 2011. At CDL, Heads of Department are required to play a positive role in engaging the employees and developing concrete post-employee survey action plans to address existing gaps.
HUMAN RIGHTS
The Singapore Employment Act imposes restriction on the employment of children who are below 13 years of age and stipulates a clear set of laws for employment of children between 13 and 15 years of age, including their working hours and the type of work that they can be engaged in. The Commissioner for Labour must be notified if they are engaged in industrial undertakings or have obtained permission to work on their rest days.In addition to the current Singapore legislations, CDL ensures that all employees are issued employment contracts stipulating clear employment terms and conditions.
In 2011, no incidents and grievances of discrimination, child labour and forced labour were reported at CDL.