Desmond Choo
Singapore
“Through these expanded volunteer networks, we are building something more than a collection of programmes. We are strengthening a culture, a culture where service is valued, where sacrifice is understood and where defence is embraced as a shared mission. We are strengthening the very foundation of our national defence.”
“Mr Speaker, I would like to thank Prime Minister for his Ministerial Statement. The Labour Movement has surveyed our unionists. They are rightly worried about growth issues, loss of jobs and cost of living, but they have also expressed confidence that the People's Action Party Government will stay us through these difficult times.”
“Chairman, I would like to thank Minister Tan See Leng, Senior Minister of State Koh Poh Koon, Senior Minister of State Zaqy and Minister of State Gan Siow Huang for their comprehensive responses and driving policy changes; and also Permanent Secretaries Ng Chee Khern, Jeffrey Siow, and their team of MOM officers, for their dedication in b…”
“Mr Chairman, just two clarifications. One, why is the Ministry raising the S Pass qualifying salary despite the labour market being already quite tight and the potential economic headwinds? What is the expected impact on the local workforce's wages?”
“Chairman, we have seen a surge in overseas travel as Singaporeans continue to embrace travelling in the new post-pandemic norm. Singaporeans are no longer sticking to the usual destinations but, increasingly, also to less-travelled destinations.”
“Since our Independence, Singapore has maintained the importance of capacity-building as a pillar of regional cooperation. In 1992, the Singapore Cooperation Programme (SCP) was established in our effort to pay forward the help we received in our formative years. It serves as a platform to provide technical assistance to the world.”
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“Mr Chairman, I have spoken on the value of gender diversity in the workplace and the value of a diversified board. Climate change is a global emergency, requiring efforts from all companies. How they invest and conduct their business is a powerful lever in supporting Singapore’s Green Plan 2030. Can the Ministry consider mandating gender diversity and green investment board disclosure for listed companies? This can allow investors to shape their investment towards our gender diversity and sustainability aims. We already have mandatory sustainability reporting. We can go further by companies report on their green investment and footprint. For gender diversity, we can look at efforts by the Board to diversify itself. Can the Ministry also support a corporate-led movement similar to Bloomberg’s Gender-Equality Index? It tracks the performance of companies committed to disclosing their efforts to support gender equality. SGX Sustainability Reporting”
“Over the course of the five Budgets in 2020, according to MOF, $27.4 billion in grants were used to shore beleaguered companies; 155,000 jobs were saved or created. We shaved 1.7% from the rise in unemployment. I think that is putting workers at its core. I believe that similarly, this Budget reflects the People's Action Party's Government and NTUC's DNA that Every Worker Matters. So, we must work together. Because tripartite partners have worked closely together and Singaporeans singularly united, did we avoid a deeper recession. So now, we must work together to emerge stronger from this crisis to ensure that workers continue to enjoy better wages, welfare, prospects in the years to come. Mr Deputy Speaker, I stand in support of the Budget. [Applause.]”
“Lastly, because these workers are considered independent contractors, there are no incentives from companies to train them. Yet, there are long term impact on Singapore's workforce productivity. To ensure that these workers can thrive as an essential part of the workforce, workers must work continually upskill for greater employment security. Can the Government look into cost-sharing schemes with platform companies to encourage training support for these workers? There are difficult trade-offs in developing the gig economy, especially for the gig workers. This is a big piece of work that the country has to work on and the Labour Movement stands ready to support the Government's initiatives to better protect gig workers to ensure the development of the gig economy as a permanent fixture of our workforce. Mr Deputy Speaker, the Labour Members of Parliament before me have spoken at length on behalf of our workers. We have advocated for the greater protection and empowerment of vulnerable groups including lower wage Workers, Professionals, Managers and Executives, Self-Employed Persons, and mature workers. We recognise that many of these challenges, the cyclical ones are still before us and we also deeply recognise that many of the challenges, the structural ones are existential threats to Singapore if we do not manage them carefully. It will take strong tripartism to tackle them. Therefore, we must work even closer to re-tool, reskill and transform. We will and must continue to work with the Government as partners to support workers through job re-design, training and workplace support. Our message is a simple one – "Protect Vulnerable Workers, Protect Jobs". The Labour Movement will continue to work closely with the Government and employers to do right by our workers.”
“But their hands might be tied by legal restrictions on collective representation for service or employment terms. I believe that more can be done to level the playing field between workers and platform companies to ensure that parties are treated fairly. I suggest that we can consider either allowing the Union to represent these workers collectively or to provide these workers with some level of statutory protection under this Employment Act. Next, on the lack of social protection for platform workers. The crisis and rapid growth of e-commerce have provided a livelihood for workers performing work for platform companies. This is seen in the food or goods delivery, especially during the circuit breaker. Yet, this can be a problem in the long run. Because there are no CPF contributions from both employers and employees, the state will have to shoulder social support eventually. There is a pressing need to review the social protection of these workers if we want this sector to thrive. Ideally, platform companies should voluntarily commit to the protection of their workers' social security. On the other hand, if there are such contributions, this might reduce the take-home pay for such workers. The current nature of regulation towards these companies is rather light touch. As with many other countries, many platform companies enjoy employer-type of powers without similar and few responsibilities. There can be more room for companies to commit to the protection of our workers, without curtailing the industry's viability. In this vein, can consider looking into subsidies and or disincentives to further encourage platform companies to commit to the longer-term social protection of our workers?”
“And the measures must recognise that and support that growth. The pandemic has unearthed structural problems within the current state of protection for the platform workers. SIRS was instrumental in supporting these workers during the crisis. Going forward, it is timely for us to review the regulatory framework to protect these workers. This is especially important as workers dependent on large platform companies or organisations as their primary source of income. There are three salient issues to be tackled: platform workers are unprotected by key employment legislation, there is insufficient social protection and the lack of incentives to upgrade this segment of the workforce. First, the lack of protection for platform workers under the Employment Act and the Industrial Relations Act has provided significant power to platform companies relative to the workers. This has left platform workers on the shorter end of the stick without statutory recourse such as medical benefits. This is understandable as the Employment Act and the Industrial Relations Act are premised on an employer-employee relationship. And platform workers are not employees. Yet, most of these workers are lowly-skilled and wholly dependent upon the platform companies for their livelihood. The lopsided bargaining powers also means that companies can unilaterally change the terms of their service and incentive structures. Moreover, as workers are classified as independent contractors, they lack the ability to collectively bargain and negotiate wages or change working conditions with these companies. The Labour Movement's recent formation of the National Delivery Champions Association is a positive step forward.”
“Not only would this improve the economy structurally, but this would also complement the lifelong learning attitude we wish to instil in all Singaporeans. Second, I support the Government's move to extend the SGUnited Traineeships until 31 March 2022. In the annual Joint Autonomous Universities Graduate Employment Survey, SGUnited Traineeships made up 16.9% of graduates who found employment. This shows the importance of the programme in helping our graduates get skills and opportunities even during the pandemic. Could the Ministry consider the provision of incentives to encourage and support host companies to convert these trainees to full-time hires? This will help companies hire these graduates ahead of time. Third, we must enhance the mental well-being support for our workforce. The economic outlook has understandably caused much stress across the workforce, especially that of our younger Singaporeans still hunting for full-time jobs. To better support the mental well-being of our youths, could the Ministry consider training youth care ambassadors equipped with the requisite adjunct support skills to help fellow peers? The labour movement, especially that of the Young NTUC, will work towards extending our support for the Government's initiatives in providing peers with emotional and employment support. Mr Deputy Speaker, my last point relates to supporting the gig economy. The key attraction of the gig economy is in its flexibility. It gives workers the autonomy to choose when, where and how they want to work. As of 2019, there were about 200,000 residents who did freelance work as a regular form of employment. With the creation of new business models, this segment of the workforce is expected to grow. It is already an important and permanent part of our workforce.”
“I also suggest that the Government can consider enhancing JGI for our workers above the age of 62 through added subsidies. These workers are more prone to cyclical and structural changes. Furthermore, they are likely not to be re-employed as companies reduce costs. This will help companies to hire older workers even during uncertain economic times. Next, the Job Support Scheme, or JSS, is one massive life jacket. It kept businesses afloat and workers in their jobs. Some industries have since stabilised, others have grown. The Labour Movement supports the extension of the JSS to companies and workers in sectors that are still hard-hit. The unions and workers in the aviation, aerospace and hospitality sectors register their appreciation. With the global border restrictions, these sectors will need longer recovery timelines as they reconfigure their business models. These sectors need workers and companies to be ready to capture rebound opportunities when the world is eventually opened for business. Next, we need to provide additional assistance to our younger Singaporeans to adapt to the new economy. The pandemic has accelerated the growth and demise of many industries, jobs and skillsets. But many younger Singaporeans could now find themselves on the wrong side of the growth curve and are unable to take advantage of the new growth opportunities in fast-growing industries. To do so, I have three suggestions to make. Some studies have suggested that students graduating in recession years earn less than their peers graduating in non-recession years, and the effects persist for a few years. For some younger Singaporeans, they need to pivot to other sectors that are growing. I suggest that we can help to provide subsidies and loans for their second diplomas, or degrees.”
“Mr Deputy Speaker, thank you for allowing me to join the Debate. The world is still mired in COVID cases and lockdowns. We are now seeing shoots of growth in key economies as vaccination efforts continue to expand. While the worst of the pandemic has seemingly been averted, future recovery is far from certain. It must not be lost on us as we conduct the debate that we had narrowly averted a much deeper recession and that the next cliff can be just the next cluster away. While we need to deal with the current pandemic and recession, problems that come with it, it is equally important to plan for the nation’s future in a post-pandemic world. We must tackle structural changes such as accelerated digitalisation, the new normal of remote working and reconfiguration of supply chains. These are existential challenges. We must retool, reskill. We must transform. First of all, we must continue to support Singaporeans through difficult times by enhancing and shoring up local hiring demand. Protecting the Singaporean Core is a key priority for both the Government and the labour movement. Our labour market has shown a marked improvement. Resident employment has, in fact, returned to pre-pandemic level at end of 2020. This is the result of the Government’s initiatives in protecting the Singaporean Core, and the sacrifices of workers and companies. The Jobs Growth Incentive (JGI) has seen extremely promising results – with more than 110,000 local hires last year. This is clearly an important measure in shoring up local hiring. I fully support the extension of the JGI. While some companies have progressively started to hire, many are still hesitant. The JGI extension helps to bridge this hiring gap.”
“I would like to thank the Minister for his clarification. I have two points of clarification. The first is, with our safeguards in place, what is the likelihood of short squeezes happening in Singapore and thus, leading to massive market dislocations? The second question that I have is, what is MAS' position on having platforms like Robinhood being set up in Singapore? We know that Robinhood was one of the key platforms that Reddit band had used to try to corner the market, create short squeezes and thus, create massive market dislocations. Would we put in safeguards to prevent them from setting up in Singapore? Or would we create a regulatory environment that will control their behaviour, like what we have seen in the US?”
“I would like to thank the Minister for his clarification. I have two points of clarifications for the Minister. The first, is before the SolarWinds incident, FireEye was also a victim of hacks. According to media reports, 30% of companies have actually not used SolarWinds nor FireEye software. This means that the vulnerability could be a lot more extensive than we believe. How would the Government go ahead in the future to make sure that we close up our weakest link? The second point of clarification is on the roles of CSA and GovTech, in helping our companies providing essential services to toughen up their defences. Not all companies are equally well-resourced, some will need more support than others, we are probably only as good as our weakest link. So, I hope the Minister can point us the way forward.”
“Article 17 of the GDPR affords individuals the right to obtain from data controllers the erasure of personal data and the obligation on controllers to erase the concerned data without undue delay under certain circumstances. For example, where the personal data is no longer necessary in relation to the purposes for which they were collected or otherwise processed. Similarly, under section 25 of the PDPA, the retention limit obligation is imposed on organisations. Under this, organisations shall cease to retain personal data where the purpose for which that data was collected for is no longer served by the retention of personal data and where the retention is no longer necessary for legal or business right. This obligation seems to complement an individual’s right to withdraw consent in section 16. However, while consumers can withdraw consent of the use, collection and disclosure of their data, with organisations thereafter obligated to cease to do so, this does not squarely extend to the right of consumers to direct organisations to erase their data. In furtherance of the amendments’ overall objectives, the imposition of this provision assigning an individual the explicit right of erasure is arguably another step ahead to afford greater autonomy to individuals over their personal data. The viability of such a provision is, of course, subject to the further perusal of the Ministry, especially with regard to under what circumstances may such a right be circumscribed or exercised. Mr Deputy Speaker, Sir, notwithstanding my clarifications and suggestions, I reiterate my support for the Bill. I am confident that by passing the Bill, the House would be taking a big step ahead in priming Singapore in our shift to a data-driven economy.”
“This would better help businesses and consumers manage their duties and expectations respectively, reducing unmeritorious complaints to the Commission. My third point of clarification relates to the increased financial penalties under the amendments. The maximum financial penalty that can be meted out is a fine amounting to 10% of the defaulting organisation’s annual turnover in Singapore. For comparison, the contravention of Personal Data Laws in Hong Kong attracts a maximum financial penalty of HKD$1 million; in Malaysiam it is RM$300,000 and in the Philippines, it is PHP$5 million. The worry, which has been similarly reflected during the public consultation, is that the maximum fine that can be imposed might be too large compared to worldwide standards, especially in Asia. Could this disadvantage Singapore as an offshore destination, where MNCs might choose other Asian countries over ours to set up operations? While the penalty imposed on a contravening organisation will vary naturally according to the facts, this might artificially create the impression that the financial penalties under Singapore’s data privacy regime are much harsher compared to those of its neighbours. In light of this, can the Ministry reconsider the maximum financial penalty that it is imposing on defaulting organisations to better align with the standards in neighbouring Asian jurisdictions or competing economies? Lastly, I propose an explicit recognition of the right for individuals to the erasure of their personal data, for the consideration of the Ministry. The right to erasure is recognised in other jurisdictions, such as the EU’s GDPR.”
“This includes tailoring current processes for larger businesses and the construction of new technological structures for smaller businesses. With the global economy experiencing a hard hit from the COVID-19 pandemic, many SMEs are already struggling to stay afloat. In light of this, I have three suggestions to make. Firstly, could the Ministry consider a transitionary period in relation to the data portability obligation especially for the SMEs? This would help businesses to tide through the COVID-19 crisis and provide an appropriate duration of time to comply with this new obligation. Secondly, I am concerned about the hardship SMEs and smaller businesses may face in adhering to this obligation. Could the Government support SMEs in setting up basic technological structures to do so? Perhaps the Government can work with unions and trade associations or TACs, for these support platforms to help smaller businesses comply with the new obligations imposed. The unions and TACs can also update businesses, train them, especially SMEs, on the revised amendments. NTUC’s Learning Hub currently conducts data-protection related courses and the scope of courses can be expanded to complement the amendments made to the Act. In addition, section 26H affords consumers the avenue to apply to the Commission to review a porting organisation’s failure to transmit the applicable data within a reasonable period of time. Instead of a subjective measure of time, could the Ministry prescribe a stipulated duration of time to fulfil the porting request, with the subjectively determined "reasonable time" only applying in situations where businesses require more than the stipulated time to do so?”
“Firstly, I seek clarification on the legitimate interest exception to consent. Per Part 3, section 1(2)(a), the legitimate interest is viewed from an organisation's perspective. This inadvertently encompasses a subjective determination on the part of the organisation in assessing whether their legitimate interests outweigh potential adverse effects on an individual. While section 2 to 10 provides some circumstances whereby the collection, use or disclosure of personal data is necessary, these circumstances may be limited in scope, except for section 2 where the meaning of "evaluative purposes" is seemingly ambiguous. As such, I seek the Ministry's direction to provide guidance on what constitutes "evaluative purposes". Furthermore, to minimise disputes, perhaps the Ministry may consider looking into prescribing broader, objective guidelines on what constitutes legitimate interests to firstly, ensure greater ease of compliance for organisations who seek to rely on this exception and secondly, enhance consumers' understanding of their rights. Lastly, considering that the collection, usage and disclosure of personal data are central to the business models of data collection and survey companies, I would like to clarify with the Ministry if the availability of this exception should similarly apply to such companies. My second clarification relates to the new Data Portability Obligation. This is a important advancement in Singapore's data privacy regime, allowing individuals to regain more control over their data. However, my concern with this obligation lies within its potential impact on businesses costs and operations. Some businesses consulted have cited significant compliance costs, efforts and manpower requirements in meeting these new regulations.”
“Mr Deputy Speaker, Sir, I stand in support of the Bill. Personal data protection is essential for today's increasingly data-driven economy to function effectively. Without adequate safeguards regulating the usage and protection of data, consumers' confidence can be eroded, making it difficult for legitimate companies and entities to operate optimally. Like what the hon Mr Sharael Taha had said, Lazada's recent data breach affecting 1.1 million users or approximately one-fifth the population of Singapore is a timely reminder. The amendments bring Singapore's data protection regime a step closer to the European Union's General Data Protection Regulation or GDPR. The latter has been internationally regarded as the gold standard for the protection of consumer data. Notwithstanding the expanded responsibility of organisations under the amendments, I am glad to know that many of the businesses consulted welcome the amendments. This demonstrates their cognisance of the value of a robust data privacy regime, especially with the rise of malicious cyber-actors. I believe that the amendments have tried to carefully balance the interests of both consumers and businesses. Individuals will have greater control over their data with, for example, the new data portability obligation and the tighter rules on telemarketing with the enhanced DNC provisions. Furthermore, the strengthened penalty regime under the amendments will drive an appropriate investment by companies into data protection and compliance efforts. At the same time, sufficient flexibility is provided through the exceptions to consent provisions to meet commercial needs. Mr Deputy Speaker, Sir, I seek a few clarifications and will make a few suggestions on the amendments for the Ministry's consideration.”
“I thank the Minister for the reply. I have just two points of clarification. For the students who are still studying, naturally, I think they are quite worried about the employment situation when they come out. Just two points. One, for those who are still studying, they have reflected that there is a lack of internship and attachment opportunities. So, that might affect their employability when you come out. They are naturally worried that when they come out, would they still be able to have as good a set of skills in the marketplace and will going to adjacent sectors erode their competencies over time. The second point is that they will come out in 2021, competing with existing workers with experience and they do not have those. I wonder if the Ministry can come up with programmes that will allow them to not only just maintain their current competency but also to catch up with their assisting peers in the industry so that we do lose our aviation, aerospace and hospitality competency over time.”
“Lastly, I have one query relating to the fines imposed in contravention of the amended sections. The contravention of the relevant sections in the amendments in section 62A(5), 62B(3), 62C(6), 63(2), 66A(7) by the Manager of any specific premises/owner/occupier would constitute an offence. Upon conviction, the offence attracts a fine not exceeding $5,000 on the first offence and a fine not exceeding $10,000 for the second or subsequent offences. This serves as an effective deterrent to the management of smaller premises, all those without as much resources. However, I am concerned that the deterrent effect of the fine may not be as effective for well-resourced entities. In the event of persistent contravention of the Act, will the Minister look into imposing non-monetary sanctions, including suspensions of operations to supplement the existing fine structure to send a stronger deterrent signal against non-compliance? Mr Deputy Speaker, Sir, despite the nation being labelled as one of the world's cleanest cities, we must continue to build on the efforts we have achieved thus far. Notwithstanding the suggestion, I stand in support with the amendments which will play an important role in chartering the nation's journey to successfully sail through the COVID-19 pandemic and beyond. 5.25 pm”
“Additionally, we could potentially look into dove-tailing of ECC and ECO work with Safe Management Officer responsibilities to better coordinate businesses' efforts for safe re-opening. Second, as we work towards baseline cleaning standards and increased public hygiene responsibilities, we must remember to keep broader goals in mind. We must progressively aim to shift from Government-led initiatives towards a structure where all stakeholders take ownership. To this end, I put forth two recommendations. First, the new environmental sanitation programmes cannot work without well-trained workers. They must also be paid fairly so that we can attract more workers to join the industry. Businesses must adopt outcome-based procurement practices and Government give recognition to companies that work towards increased productivity with the adoption of technology. Businesses and Government agencies should award cleaning contracts to progressive employers who upskill and reward their workers. We should also be bold and look at ECO and ECC jobs as the pinnacle of the Progressive Wage Model or PWM for cleaners. Second, we must recognise that Singapore relies heavily on cleaning services to ensure the cleanliness of public areas. Despite Governmental and businesses' efforts in working towards a cleaner Singapore, we must remember that this responsibility lies in the individual too. Take the example of returning of trays in Food & Beverage establishments. In the third Public Cleanliness Satisfaction Survey undertaken by SMU, 36% of respondents said they were unsure whether trays should be returned. Public education is thus, vital, in working towards a cleaner Singapore and this initiative will instil greater individual responsibility to keep Singapore clean.”
“Mr Deputy Speaker, Sir, I stand in support of the amendments. The introduction of the amendments is timely considering that the COVID-19 pandemic has magnified the importance of individual and public hygiene. It is an excellent opportunity to improve the nation's public health infrastructure beyond COVID-19. A strong healthcare system needs an equally robust hygiene framework to keep up the fight against the current pandemics and future ones. The amendments, which include the implementation of mandatory standards and greater accountability on stakeholders, complement the SG Clean Movement. The new rules will also play an integral role in increasing the effectiveness of safe management measures as we work towards a gradual and safe reopening of our economy. I will now detail two points for the consideration of the Minister and one query to allow for the better integration of the amendments for relevant stakeholders. First, the benefits arising from the mandatory appointment of ECCs and ECOs in premises are two-fold: not only will it complement our efforts to improve public hygiene infrastructure, but it also fits well within our national push to expand upskilling and employment opportunities. In supporting these enhanced rules, I recognise that the Labour Movement has a pivotal role to play in ensuring that companies have sufficient trained workers to comply with the rules with greater ease. Currently, institutions such as NEA and Singapore Polytechnic offer ECO training courses, but these might be tailored to old requirements for maintaining good environmental practices within construction sites. Our NTUC social enterprises can increase training capacity for ECCs and ECOs in line with the amended Section 62B.”
“Some SEPs' incomes have also been affected but they are not qualified to receive the subsidies. As our economy shrinks, SEPs will face further difficulties in terms of work and income. Therefore, I sincerely hope that Government can strengthen the support to SEPs as the situation evolves. Of course, providing support such as subsidies can only solve the immediate problems. In the long run, we must examine how to better protect SEPs in terms of career and income. I would like to make two suggestions here. First, according to existing laws, SEPs cannot form unions, resulting in their rights and voices not being heard. This is especially the case with SEPs who rely on contracts. There is a big gap in the bargaining power between them and the major platform companies. Hence, we must be clear in definitions: are they contractors or employees? Then we can clearly define the roles and responsibilities of the platform companies. Only by doing this can we ensure that these industries and their operation mode are sustainable. Second, for SEPs, we must also establish the responsibility of the service buyers. Currently, the way to manage fairness of contract terms is through the Small Claims Tribunal or a civil court. Perhaps, we should consider legislation on unfair contract terms to protect the interest of freelancers. (In English): Mr Speaker, notwithstanding these suggestions and comments, I support the Motion. 1.29 pm”
“One, because existing laws do not allow them to be collectively represented, their voices might not be heard and interests not advanced. Thus, the divide in bargaining powers is vast, especially for the dependent contractors. We need to establish if they are actually contractors or employees. And subsequently, the roles and responsibilities of the platform companies. Only when we can strike an equitable balance can these industries or mode of obtaining services continue to thrive. Second, for the freelancers, it is also critical to establish the responsibilities of the service-buyers. The current mechanism to manage the fairness of contract terms is via the Small Claims Tribunal or a civil court process. Both difficult and tenuous for freelancers. We perhaps require legislation on unfair contract terms to protect freelancers. These are naturally difficult and market-altering changes and would take time to study carefully. In the interim, we need to, perhaps, have tripartite standards set in place that guides service buyers and freelancers. Mr Speaker, please allow me to continue in Chinese. (In Mandarin): [Please refer to Vernacular Speech.] Mr Speaker, for self-employed persons (SEPs), the lack of work and income security have always been a problem. The pandemic has aggravated these problems and made us become aware that we must strengthen their protection. During the outbreak, the income of SEPs are affected severely. The Government should provide what people need urgently. I am pleased to see that the Government has recognised the fact that SEPs are not able to receive support from employers, hence the previous Budgets have provided support such as SIRS to this group of people. This has alleviated their income worries to a certain degree.”
“This generation will require a career booster more so than other generations. COVID-19 will probably manifest a resilient generation. But they would need a helping hand to emerge stronger. Next, I will like to speak about self-employed workers. COVID-19 has put into sharper focus their lack of protection and income security. Of course, these are not new issues. There are broadly two groups of workers. First, the dependent contractors who depend predominantly on platform companies for their livelihoods. They are the workers whose lives are dictated by a couple of apps, whether it is ride-hailing or delivery. They are affected directly by platform companies’ policies such as incentive schemes or meeting service standards. They usually have little recourse if they disagree with the policies except to quit and go without their livelihoods. Second, the freelancers. They are the coaches and artists, and depend largely on service buyers. During this crisis, both groups suffered sharp drops in income because mass events and consumption have dropped dramatically. The Self-employed Persons Income Relief Scheme (SIRS) proved important to help them tide over this period. In fact, many Self-employed Persons or SEPs are grateful to be afforded support previously only available to employees. Beyond this year’s of support, it is likely that many of them will continue to be in dire financial situation because COVID-19 will continue to shutter events and reduce consumption. I hope that Government can consider to extend targeted support to them. On a longer term, we will need to examine closely and protect their income security. There are two areas that require closer examination.”
“We have to invest significantly to safeguard the future of the COVID-19 generation of young Singaporeans. Many of our younger Singaporeans are understandably anxious. The Resilience Budget’s student loan repayment relief is a huge relief for our students. I hope that the Government can also work with the private education institutions or PEI, and banks to provide similar relief for our PEI students. Their tuition fees are unsubsidised and the amount owed can be substantial. We also hope that MOM would allow students to be given a longer moratorium to pay back their parents’ CPF monies used for their education. We need to help the COVID-19 generation with greater job mobility. For example, companies should be encouraged to convert traineeships into permanent positions after the current nine months. Government can also customise incentives via the Jobs Growth Incentive to employers to hire these trainees on a permanent basis. NTUC would extend its assistance to help younger Singaporeans to navigate the tough job environment and provide protection accordingly. If the economy has yet to turn around after nine months, we can also consider giving the option to extend the scheme. It would also give our younger Singaporeans more time to pick up and deepen their new skills. We could then consider providing basic employee benefits such as mandatory annual leave if such arrangements are longer. For some younger Singaporeans, it might be better to stay in school or go back to school, further their studies or pick up new skills. For others, a second diploma or degree over the next 12 to 24 months might be needed for greater job mobility. I suggest that we can help to provide subsidies and loans for their second diplomas or degrees.”
“Mr Speaker, thank you for allowing me to join in today’s debate on the Motion. I will like to speak on the issues confronting young Singaporeans and self-employed persons. The graduating classes of 2019, 2020 and 2021 have it tough. They are certain to find jobs difficult to come by in the next 12 to 18 months. They are uncertain on what their future might hold beyond that. With no end in sight to COVID-19, most companies have already put off hiring, if they have not already let go excess manpower. Thus, there are three concerns. First, some younger Singaporeans would take much longer to find a job. The traineeships have helped but are also highly competitive. Second, there is a much larger mismatch of skills and jobs. In adapting to the new job market, many young workers had to take on jobs that they were neither trained nor studied for. Third, their medium term prospects are tenuous because they would also have to compete with later graduating classes. We might possibly have a generation of younger Singaporeans confronted with the most difficult of financial and social circumstances. According to overseas studies on previous recessions, graduates entering the job market in a recession year, experience negative impact on wages for three to eight years compared to their peers who entered in a normal year. According to a MTI study in 2011, the negative impact can be as short as three years if job mobility is high. Job mobility will require them to deepen or acquire new skills. Because the COVID-19-induced recession is unprecedented in scale, depth and duration, we might reasonably expect the negative impact to last longer. This makes improving job mobility paramount.”
“This is primarily because new hires have scant bargaining powers and companies have reduced manpower budget during dire times, and pay increases will not jump dramatically post-recession. I would like to suggest a couple of ways to help them. The SGUnited Traineeship programme is very useful. We should also consider incentivising companies to convert these into full-time hires and support. Even with the additional traineeships, it might not be possible to absorb so many new graduates. For some younger Singaporeans, it might be better to stay in school, further their studies or pick up new skills. I suggest that we can help to provide subsidies and loans for second diplomas, degrees or masters to give them the option to do so. For National Servicemen (NSFs) who are going to have their Operationally Ready Date (ORD) this year, could the uniformed services consider giving them the option to extend their National Service (NS) and deepen their skills since training has been compromised due to COVID-19 and that paramedic and security functions, for example, have continued to be in acute supply? Notwithstanding my suggestions on the Fortitude Budget, I support the Bill.”
“The support for them is even more needed. Next, I would like to turn our attention to support for younger Singaporeans. With no end in sight to the spread of COVID-19, most companies have put off hiring if they have not already reduced excess manpower. For the graduating class of 2020 and some graduates in 2019, job prospects are not rosy. Many of them are concerned about getting jobs, let alone getting one of their preferred ones. One resident even told me that her University internship has been shortened to part-time because the company's workload had reduced drastically. This would affect her industrial learning and training exposure. It is not surprising that many of our younger Singaporeans are anxious, having to worry about job prospects on top of the need to pay off their student loans. Since the pandemic started, Young NTUC, the youth wing of NTUC, has been actively engaging younger Singaporeans to help them secure jobs, upgrade their skills and build up resilience in the face of this unprecedented crisis. We have extended a series of career programmes to provide timely support and career guidance to help fresh graduates and young workers navigate in a post COVID-19 world. The Resilience Budget's student loan repayment relief is a huge relief for graduating students. We also hope that in this Budget, that the Government can work with private education institutions and banks to provide similar relief for our private education institute (PEI) students. Their tuition fees are unsubsidised and the amount owed can be substantial. Some studies have suggested that students graduating in a recession year earn less than their peers graduating in non-recession years, and that effect continues for a few years.”
“The next thing is that the pandemic has also forced us to re-examine breadwinning vs care-giving. Breadwinning has always occupied primacy roles. After all, it generates economic output. Care-giving is that supporting enabler of breadwinning. This crisis has shown that we need both to be as important if we want to evolve to a higher form of the workforce. Thus, we will need to change our mindset on a couple of things. One, valuing care-giving and unpaid work correctly. We have usually given higher childcare subsidies to working women. There are good reasons for doing this. Firstly, it encourages a higher workforce participation rate and, secondly, perhaps only those who work need childcare. But what if one of them has another family member that needs care-giving? And does keeping a family or household going require as much effort as working? A shorter duration of child or student care service is needed even by the best of homemakers at times. I hope that we can value unpaid work more accurately and provide greater support to our homemakers. This crisis has illustrated that we need a care-giving infrastructure as much as building tunnels and data networks. This infrastructure should help families to better cope with family care-giving such as balancing the costs of child and elder care-giving. In addition, with added medical checks and costs of running childcare and eldercare facilities, fees might increase and increase the burden on families. How, then, can the Government reassure families? Lastly, as I was hopelessly trying to attend to home-based learning or HBL and work calls as I was this morning, it dawned on me how lucky I was to have my wife to rotate HBL duties. Many families have that type of arrangement. But what about single parent families?”
“Where CEOs have failed, COVID-19 has succeeded. Even traditional companies are conducting their work via Zoom. Employers should have a better idea now of how to successfully operationalise telecommuting and even other types of FWA. COVID-19 will bring down the last bastion of industrial era workplace practices. As much as it is difficult to look beyond the next few months on how deep this crisis might be, some forward-looking companies are already looking at the scale and structure of their workforce. This is critical to emerging stronger from this crisis. We will need to consider changing the traditional work structure which is incompatible with the modern workforce. The traditional work structure assumes that there is a spouse at home or a childcare centre that allows that employee to work nine to 12 hours at the shopfloor or office. The new work structure prioritises care-giving and equips an employee to work away from the office. On the other hand, we do acknowledge that not all businesses have the resources to allow for full telecommuting or FWA. With so many of our workers in SMEs, it is an important obstacle to overcome and we must do more to help them. The WorkPro Grant has been instrumental. Can we also consider enhancing this so that we can entrench telecommuting and FWA for the smaller companies? Also, even though schools and childcare centres are slowly reopening, we need to be prepared for the possibility that we may have to close them again, should a second wave occur. We must explore how childcare or student care can be better provided if the whole family needs to remain at home. I have heard of some who even provided babysitting services and entertainment over Zoom for slightly older children.”
“As we ought not to let a good crisis go to waste, we should not let this revival of family togetherness go to waste. For a very long time – even now – we have often framed flexible work arrangement (FWA) as a support to care-givers, especially women on maternity or with young children. We have framed it such that women needed more support. COVID-19 has torn up such a frame. It is still true that they need more support. But that support must be a family-based one, with men strongly leaning in and making that change. For the first time since the advent of work have we seen so many people on FWA. But it is also evident that FWA can only work if (a) there is a strong care-giving infrastructure, and (b) FWA must be pervasive. For example, wherein FWA is unable to apply for essential workers needed in hospitals, a good childcare is critical for those workers. For those who can work from home, both parents really need to be around and both of them will need FWA. The post-circuit breaker and COVID-19 workplace will not and must not be the same. FWA is, after all, no longer just a mark of a progressive employer but the enabler of a safer workplace. Many companies, such as Facebook, Twitter and larger banks, are preparing for some of their workforce to be telecommuting permanently. It is their way of building resilience within their workforce and, perhaps, also reap savings from reducing city office rentals and lost productivity through commuting. Thus, the pandemic has shown employers that employees cannot be productive without accommodating their family responsibilities. We must now consider institutionalising the right to FWA for families. Such a right was previously denied to workers because companies found it impossible to adjust their business processes.”
“Mr Speaker, the COVID-19 pandemic and the circuit breaker have gotten many of our families to experience first-hand and, more than ever before, the maniacal task of balancing work, household and childcare duties. Of course, this juggling act is nothing new to many women. After all, they had and still assumed the bulk of care-giving duties. For many men like myself, we are getting a really close first-row view of the Herculean effort needed to work from home, get through the work calls while participating in home-based learning (HBL), attending to potty calls and getting food on the table. The circuit breaker is perhaps also called the “Grand Resocialisation of the Working Men”. It would have been clear to many by now that juggling work and family should never have been just a women's thing. It is a family's thing. For many of my male friends with young children and had the chance to work from home, this was the golden age of family togetherness. We are mindful that not all families could do that, especially those in essential services and needed at the frontlines. We are fortunate that we get to participate deeper than ever in our children's lives. We learned how they learn. We learned how they like to be loved. We learned how to love all over again. And amidst this strengthened bedrock of family, we discovered working without ostensibly losing productivity. We saw how work and family can thrive if only we work together. In taking on more care-giving duties, we were forced to probe and challenge the fallacies of gendered norms. There might be a sea change in gendered norms creating a wave of gender equality greater than that experienced before. It is an important change that a progressive society must embrace. And we would do well to keep this momentum going.”
“I would like to thank the Minister for his clarification. I have two points for clarification for the Minister. The first is that the COVID-19 situation has clearly shown that long and complex supply chains are a weakness for many countries. The situation will likely evolve into shorter, fragmented and more automated supply chains, including goods that might not pass from China vis-a-vis Singapore to the US. So, how would the US-China tensions disrupt our supply chain and our viability as a trade hub going forward? With shorter and more regional supply chains, how would it affect us as a port? We clearly see that TEUs have dropped significantly over the COVID-19 period. Are we expected to rise to a level that will allow us to compete as a trade hub going forward? Third, how would developments like COVID-19 fundamentally change our longer term investments, for example, in Tuas Mega Port?”
“Three, we can also consider having special needs care as one of the components of teachers’ basic training. Enabling Persons of All Abilities”
“It is a basic societal tenet that we should provide all children with opportunities to learn, grow and contribute to society. We need to further enhance support for children with special needs and disabilities, especially those who have early childhood intervention is especially critical. For example, the Government-subsidised Early Intervention Programme for Infants and Children (EIPIC) helps to pay for therapy and intervention programmes that typically offer up to 12 hours of intervention a week. But this is less than half of the lower bound of the range of between 25 to 40 hours a week, that some experts postulated is needed for effectiveness. Moreover, EIPIC programmes are usually not integrated with mainstream childcare programmes, where educators are largely not trained to teach children with special needs. As a result, the children may feel excluded and be deterred from interacting or participating. Such disjointed arrangements also exact a toll on working parents who have to shuttle their children back and forth from EIPIC centres to childcare and it also wears the children out as well. I will like to suggest a couple of approaches to improve the system capacity. One, we need to have more inclusive pre-schools. The initial slower pace is only to be expected because we need mainstream acceptance. Alternatively, we can consider widening the eligibility for pre-school/childcare subsidies to more private operators of schools for students with special needs under the Enhanced Pilot for Private Intervention Providers scheme. Currently, only 10 operators are listed under the scheme. Two, we can leverage on the childcare anchor operators by providing subsidies to train their educators, hire specialist therapists and upgrade their facilities to be inclusive schools.”
“How is the Ministry supporting job re-design and helping these workers to find higher-value work in their current industries? 2.30 pm”
“The efforts to tackle our environmental changes require significant investment and transformation. We will probably lose some jobs but also create new ones. We will clearly need new skills in diverse areas. Can the Ministry share what are these critical skills needed to support our journey towards a sustainable and climate resilient Singapore? While we have some expertise, such as environmental engineering in Singapore, this might not be sufficient to fulfil our ambitions. Many of these skills might not be supported by existing education pathways. Furthermore, these are not traditional fields for Singaporean students. How does the Ministry plan to jumpstart and develop this field in our Institutes of Higher Learning? One way is perhaps to attract firms to set up their R&D facilities in Singapore to take advantage of our robust IP framework. As we move into more recycling, traditional waste management and recycling firms will need to transform. Will the Ministry be able to share what are the new jobs that might be created? What new opportunities will be available to our firms? How would the Ministry support them in their transformation? Second, the "30-30" food security target has excited many Singaporeans. Opportunities can include R&D, production, financing and entrepreneurship. What is the total economic value that we can generate if we reach our target local production? How many and what type of jobs can we expect to create in the Food Story space? How are we preparing our younger Singaporeans in their education towards working in these food-related industries as the target is only 10 years away? In our journey to be more sustainable, water and food secure, some workers in traditional industries will be adversely affected.”
“What principle would be used for financing such projects, noting the need to balance inter-generational needs? Lastly, dengue has become a tropical disease that we have to live with. Because of climate change, Singapore is experiencing warmer temperatures. That might worsen the dengue situation. How does this affect our longer term dengue management strategy? Dengue”
“Also essential are monitoring and public communication systems that alert populations to flooded areas, such as the ones PUB has developed, to provide early warning of risky, flooded areas. How can we further enhance those systems? At the National Day Rally in 2019, Prime Minister Lee mentioned that the sea level rise is an "existential issue". We have committed at least $100 billion to build up coastal defences. The severity and enormity of the challenge requires us to plan way ahead but execute quickly. What is the progress of the Ministry’s efforts and what are the concrete measures that have already been embarked upon? When can the public expect to see the overall blueprint? Coastal protection will require balancing of varying needs. For example, protecting our coastlines with sea walls and polders might have permanent ecological impact. It might have impact on shipping lanes, underwater cable infrastructure, maritime security and international relations. It is extensive work that cuts across multiple agencies. Would the Ministry consider setting up a one-stop agency to coordinate Coastal Protection work? Coastal Protection and Flood Mitigation can also bring about significant economic opportunities for Singaporeans. While we learn extensively from the Dutch experts on, for example, polder work, how are we localising such knowledge? Are we also building up a pipeline of local talent in such work so that it might result in another "Water Story" for Singapore? Because of the vast capital needs of such projects, local companies might not be able to participate in this important national project. How is the Ministry ensuring that our local firms can participate and that there is sufficient technology transfer? The Government expects to spend more than $100 billion.”
“Since Singapore's Independence in 1965, we have faced two primary water management challenges – scarcity of fresh water and flood risk. As a low-lying country, we faced the threat and damage of inland flooding. At the same time, we need to manage our scarce water resources well. History shows floods have had a long-running effect on Singapore – national records remind us of the extensive floods in Newton Circus in December 1969, Rochor Canal in November 1973 and Braddell Road in December 1978. We have certainly come a very long way. From 2013, there have been several flash floods with floodwaters up to half a metre deep. With climate change picking up, Singapore will experience increasingly extreme and unpredictable weather, probably resulting in more frequent and intense storms. What are PUB's future plans to mitigate against inland floods in the face of this challenge? PUB has undertaken significant infrastructure developments, including the construction of the Stamford Diversion Canal and the Stamford Detention Tank, to protect the Stamford catchment and the Orchard Road area. There was also a $300 million seven-year-long upgrade of the Bukit Timah First Diversion Canal. Have these helped to prevent floods and strengthen Singapore’s flood resilience? Are there any more of such major drainage projects that PUB plans to undertake? In addition, how do we tackle flood risk and balance this against societal affordability? Could other cost-efficient options, including green infrastructure, green areas that retain rainwater and mangrove restoration, be further reviewed? How is the Government also getting the commercial property developers to do their part for flood mitigation?”
“If enough of them follows Amazon's example, it need not be a zero sum game of one company producing better skilled workers for others to poach. We can, in fact, grow the pie so that we can grow and benefit our workers collectively. Grooming Local Talent”
“COVID-19 outbreak has caused economic weaknesses and companies might be putting off the transformation work. Which are the industries that the Ministry expect to experience a longer recovery time? How is the Ministry helping these industries to continue the transformation? According to some SME bosses, during a downturn it is also the best time to transform. COVID-19 will eventually come to pass. But the realities of a rapidly changing economy are unchanging. Transformation is critical for a longer term survival. How is the Ministry helping these companies to accelerate workforce transformation? What are the benchmarks of transformation? Transformation would inevitably cause some of our workers to be left behind. This is especially acute amongst those in the 40s and 50s. How is the Ministry helping to keep them employable and industry-relevant? Many companies are reluctant to train because the workers might be poached. This mindset is perhaps the great obstacle to manpower transformation. I would like to suggest the training innovation from Amazon. Amazon's career choice programme helps workers to gain skills in areas outside of Amazon's needs by providing resources and work flexibility. Amazon pays 95% of education fees and work flexibility for workers to pick up skills in industries that are in demand and well-paid, regardless of whether those skills are relevant to Amazon or not. Amazon possibly gains because it is seen as a progressive company. It can possibly only retain the promising ones. The industry and broader economy gain from the more skilled workers and workers gain by better skills, better jobs and wages. We have many large companies in Singapore that have accumulated vast resources over time.”
“As a highly connected small city state, Singapore is vulnerable to regional and international upheavals. And as a small state, multilateral institutions and platforms that underpin a rules-based international order are critical to ensuring a level playing field for all countries. The world is going through a complex transition. The strategic balance is shifting. More countries are keen to enhance their international roles. And they are competing fiercely for influence. At the same time, the global consensus on the benefits of globalisation has eroded and support for multilateralism has declined. In many countries, nationalist, isolationist, and protectionist sentiments have intensified. These sentiments have reshaped their domestic politics and given rise to inward-looking and nativist policies. The result, ultimately, is a more polarised world. In such an uncertain global climate, how much importance should our foreign policy place on multilateralism? Singapore-China Relations”
“It is perhaps the first such set of multilateral guidelines in the world. How do we continue to build upon this?”
“Singapore's approach to defence is shaped by both the unique circumstances surrounding our country's independence and the enduring geostrategic limitations we face. Given our strategic circumstances, a strong defence is necessary to ensure that we enjoy peace and stability and that our sovereignty and territorial integrity are protected. In order to defend our sovereignty and promote our national interests, Singapore has worked closely with our international partners to build a stable regional architecture. Despite the challenges involved in navigating an increasingly complex security environment, Singapore has continued to forge strong relations with our key partners such as the US and China. How is MINDEF working with our key defence partners to enhance cooperation and address common security challenges? Singapore is a good friend of both the US and China. The US is our major security and economic partner. Our troops train extensively with US forces. We also cooperate closely on counter-terrorism. The size and scale of US investments in Singapore far out-strip any other country's. With China, Singapore has established an "All-Round Cooperative Partnership Progressing with the Times". We have extensive economic cooperation with China. China is also our largest export market. Both these countries are important to us. But we must be clear-eyed about our own national interests and understand the Government's considerations when we adopt principled positions on bilateral, regional or international issues. How do we continue to engage the US and China in our security collaborations? In October 2019, MINDEF chaired the 12th ASEAN Defence Ministers' Meeting (ADMM). The ADMM adopted the ASEAN Guidelines for Air Military Encounters (GAME).”
“We must also ensure that we continue to invest in technology to help our officers combat crimes more effectively. Can the Minister share how we have been using technology to mitigate against emerging threats and manpower challenges? 11.00 am Public Education Programmes on Drugs”
“Law enforcement has evolved over the years. It used to be physical patrolling. But now that crimes are more sophisticated and complex, it requires more mental dexterity and experience. At the same time, manpower constraints have gotten more severe with declining birth rates. We need a larger better-equipped and skilled Home Team to deal with the challenges of today and tomorrow. Therefore, it is timely we extend the retirement and re-employment age of our police officers. I have had the privilege of serving with them for 13 years. I still meet many of them even now. They have adapted well to the changing enforcement landscape and equipped themselves with new skills. They have also kept themselves healthier. Some of the senior ones have gone into mentorship roles. Indeed, they are really craftsmen. They polish their craft and master it over time. Then, they guide younger officers to do even better. Can we extend the retirement age of our officers from 55 years old to 62 years old, and re-employment age to 65 years old? Optional early retirement could still be offered at age 55, if they prefer. Officers should also be offered an Employment Assistance Package if they are found unsuitable for re-employment. Establishing a second career can be difficult and we should help our officers to tide over a difficult period upon retirement after they invested most of their lives in the Police Force. I understand the operational difficulties of a significant jump in retirement age. Thus, we should do this in phases. Extending the retirement and re-employment age will not only allow the Home Team to retain talent to meet growing security challenges but also buttress our longer term crime-fighting strategies.”
“Enhancing marriage and parenthood is critical to addressing our ageing population and low TFR problems. The Government has rolled out important measures such as shortening the time to get housing and defraying child-raising costs. How have the enhancements benefited young Singaporeans and what was their feedback, especially from the Citizens Panel? Core to singles not getting married and married couples not having children is the intricate balance between work and family. Having Flexible Work Arrangements can help our families cope better, especially after maternity. The COVID-19 episode has shown that broad-based FWA is possible whereas the previous pre-outbreak thinking was that it simply was not. Would the Government consider granting women on maternity the right to FWA? If businesses could do it for large swathes of the workforce during the outbreak now, certainly allowing 40,000 women to go on FWA each year must be manageable. Providing Childcare Sick Leave”
“What are the concrete plans and programmes that have already been put in place since the Prime Minister’s announcement during the last National Day Rally? Pan-ASEAN Climate Change Initiatives”
“Climate change is a substantial threat to Singapore. Not only must we protect our shores from rising waters. We must also fulfil our international obligations towards low carbon emissions development. We cannot survive on a moral Island burning fossil fuels while the rest of the world struggles to keep the cities above rising waters. The core to this must be a national strategy and blueprint that guides our agencies and people preparing for the city's future.Yet, the journey to protect ourselves is fraught with dilemmas and trade-offs. Controlling carbon emission through carbon taxes increases business cost. Protecting our coastlines might have permanent ecological impact. The fossil fuels business is estimated to be 3% of Singapore's GDP. Weaning off fossil fuels requires a fundamental change to Singapore's economic strategy. The current generation would have to foot the coastal protection bill but they might not live to see the benefits. I will like to ask the Government what are the principles that it has adopted in developing our national strategy? How are the key stakeholders such as businesses, green groups and academics consulted? We must develop a strategy that balances trade-offs and brings together generations of people to pursue our climate change objectives sustainably. This meant that inter-generational trade-offs must be balanced carefully. I believe that there are also opportunities. As we have turned water scarcity into valuable knowledge of market value, what are the strategies that we pursuing to turn these threats into opportunities? The severity and enormity of the challenge requires us to plan way ahead but execute quickly.”
“Citigroup, for example, has adjusted the pay in Singapore of women who earned less than their male peers for doing the same job. We all need to lean in to create a more inclusive environment for women. Budget 2020 is bold and comprehensive. It tackles the immediate challenges head-on without losing sight of the future transformation needs. No Budget is expected to address all issues, which is why we must also view each Budget as part of a larger whole. It is a longer financial plan after all. The COVID-19 episode requires significant shift of resources but it is necessary. COVID-19 will also eventually come to pass if we are united. And we must be ready when the upturn opportunities present themselves. Notwithstanding my earlier suggestions, I support the Motion.”
“Third, some women decide to leave the workforce entirely because of a lack of supportive workplace measures, such as FWAs. Currently, only 47% of firms in Singapore offer full-time FWAs, according to a McKinsey report. Women are still often expected to take on the primary role at home. The responsibility of caregiving and housework also continues to disproportionately affect women, who find themselves taking on the double shift of working a job and taking on most of the household responsibilities. This added burden of caregiving might have resulted in 83.4% of married men being employed in 2017, compared to 63.3% of married women in the same period of time. So, what can be done? I would like to offer a few suggestions. First, women should be given the right to FWA post-maternity. Normalising FWA options give a degree of comfort to working women, as it helps working caregivers avoid the conflict they face in trying to balance their careers with responsibilities at home, something especially accentuated post-maternity. It can be very difficult to ask a woman to ask for FWA if it is seen as a privilege and not a norm. The COVID-19 outbreak has clearly shown that organisations can and are able to operate with broad FWA, even as we speak now. Previously, the argument was it was not possible. Second, companies should grade women on maternity on an eight-month basis rather than a 12-month basis. Planning from the start meant that women will still be able to have a more level promotion path after maternity. Third, key leadership positions in our listed companies ought to be tracked and monitored to ensure that women are not being grossly under-represented. Company-wide reviews can be done consistently.”