How do Singapore firms adopt diversity practices in their workplaces?

1 in 2 companies reflected an increase in the number of female job applicants.

Singapore firms are starting to take a step further to embed a diverse and inclusive culture in their workplaces, as revealed by the latest study by the PwC.

In the study, Singapore firms enumerated three ways they have introduced diversity and inclusion practices. 3 in 5 employers said they ensure diversity in the interviewing panel, while 1 in 2 trains recruitment professionals to focus on driving more inclusive recruitment efforts and managing diverse candidate pipeline of potential hires.

The study said these strategies are paying off, as 57% of the employers said they reflected an increase in the number of female applicants, while 1 in 3 firms said they have increased levels of external female leadership appointments.

Meanwhile, when asked whether employees are doing enough to treat females equally to males in terms of recruiting employees, 48% of the women surveyed still believe that an employee’s diversity can be a barrier to employee progression at their organisation.

In terms of can be a barrier to employee progression at their organisation, the respondents were also divided. Only 54% of women agreed that female experienced hire job applicants have equal hiring opportunities as male experienced hire job applicants. They cited the impact of gender stereotypes/assumptions in the recruitment process as the most significant barrier to increased levels of female experienced hires in the job market today.

This divide shows that organisations are starting to do more, but it might not yet be enough. Employees don’t just look at the nature of the business, but now place increasing value in the way they are treated as individuals and the role organisations play in the wider community. How organisations engage with prospective hires has never been more important and diversity is one of the drivers that draws talent to an organisation,” PwC Singapore Diversity Leader Karen Loon explained.

The study also pointed out what women want from their employers. The competitive wages and other financial incentives came out top (49%) followed by flexible working arrangements and a culture of work-life balance (45%), and career progression (43%).