Gan Siow Huang
Singapore
“So, it is both regulatory codes and also review of existing regulations for us to move both new buildings and existing buildings toward higher adoption of solar as well as other environment sustainability measures. On the third question on strengthening our local ecosystem, that is a really good question.”
“Mr Speaker, BCA had conducted a public consultation to review various aspects of the Building Strata Management Act, and this includes the proposal to lower the resolution requirement for third-parties solar ownership models. They are exploring a reduction from 75% to possibly 50%.”
“This year, the Government has set aside $800 million under the Decarbonisation Grand Challenge, to support research and innovation in low-carbon technologies. This includes energy storage systems and grid modernisation.”
“I want to thank Mr Azhar Othman on his comments. I fully agree that data centres, they are energy guzzlers. In fact, data centres are also actively looking for alternative solutions that are more sustainable. Electricity imports, hopefully, if we can get that coming, using renewable energy sources.”
“Speaker, I would like to respond to Mr Fadli Fawzi's earlier question on petrol prices at the petrol stations. Singapore has a competitive and open economy, and prices naturally would fluctuate in response to various factors, including changes in global supply and global demand.”
“It is actually premature for us to give any meaningful and useful advice to companies that may potentially be affected by the Section 301 investigations. We are following up with the US authorities to try to better understand the reasons as well as the coverage of these Section 301 investigations.”
The complete record
Every one of 531 lines we hold for Gan Siow Huang, in date order, each linked to its source. Free to read, in full, without an account. Page 11 of 11.
“Mr Speaker, may I take Parliamentary Question Nos 12 and 13 together?”
“We have made good progress through the years. There is more that we can do and we look forward to working with the stakeholders to improve the system for foreign domestic workers and the employers.”
“MOM will ensure that they have proper food and housing, and the foreign domestic workers will be allowed to seek employment during this time. In fact, when I visited the Centre for Domestic Employees or CDE, I met several foreign domestic workers who were in the shelter. They were actually very grateful that their basic needs were being taken care of. In their free time, actually, they also interacted and learned about each other's culture and even picked up simple craft. For foreign domestic workers who call CDE, we also have a vehicle to go and pick them up if they do not know their way. The vast majority of employers and foreign domestic workers respect their contractual and legal obligations to each other, and many have strong relationships. We regularly reach out to employers and foreign domestic workers through electronic direct mailers and newsletters to feature best practices and tips on how to develop good working relationships. The Association of Employment Agencies Singapore gives out awards to honour and recognise foreign domestic workers and employers who have maintained healthy long-lasting relationships. One of the award winners in 2019 was Ms Somejo. She is 59 years old and has worked with her employer for 28 years and looked after her employer's four daughters like her own. When Typhoon Haiyan left Ms Somejo's family homeless in 2013, her employer and one of her daughters raised funds to help Ms Somejo's family rebuild their home. A healthy and strong working relationship requires the cooperation and effort of both employers and the foreign domestic workers. MOM will continue to work with the stakeholders to protect the well-being of foreign domestic workers as well as the employers, and promote harmonious relationships between them.”
“Such education is done through the mandatory Foreign Domestic Worker Settling-In Programme and the Employers' Orientation Programme. At the Settling-In Programme, we inform foreign domestic workers of their rights and encourage them to perform their work duties responsibly. We also educate foreign domestic workers on the multiple channels of help available that they can approach and this includes MOM, of course, employer agencies, the NGOs such as Centre for Domestic Employees, the Police and the embassies. At the Employers' Orientation Programme, we inform employers of their legal responsibilities towards their foreign domestic workers. MOM has also started a programme with the Centre for Domestic Employees to interview first-time foreign domestic workers in their first few months of employment, conducted in their native language. This interview helps detect any settling-in or adjustment issues, so that the foreign domestic workers and employers can work through and resolve them early. NGOs such as Centre for Domestic Employees and Foreign Domestic Worker Association for Social Support and Training, or FAST, run regular clinics with their legal partners for foreign domestic workers who need legal advice. Foreign domestic workers will be assisted to secure pro bono representation with volunteer lawyers from the Law Society Pro Bono Services and other partnering law firms. Ms Parti Liyani was similarly assisted by Legal Aid facilitated by an NGO. Foreign domestic workers who are victims of errant employers will be removed from their employers' place of residence for their protection. MOM allows them to remain in Singapore to assist in investigations.”
“Mr Speaker, I am glad that the hon Mr Gerald Giam shares our view that foreign domestic workers have specific vulnerabilities and there is more that we can do to support them. Foreign domestic workers help many of our households and families with care-giving and domestic chores, and we value the contribution of foreign domestic workers. MOM has put in place regulatory framework and partnerships with NGOs to protect and take care of our foreign domestic workers in many ways. Under the Employment of Foreign Manpower Act and Regulations, employers are required to make timely and full payment of salary to their domestic workers and help upkeep their maintenance during their employment in Singapore. This includes provision of adequate food and medical treatment, safe working conditions and adequate daily rest. Over the years, we have also made several changes to our laws to better safeguard the well-being of foreign domestic workers. In 2013, the law was amended to require employers to provide foreign domestic workers with weekly rest day or compensation in lieu. In 2018, employers were required to purchase personal accident insurance with payout of $60,000, up from $40,000 previously, for their foreign domestic workers. More recently in 2019, the law was amended to explicitly disallow employers from safekeeping the salary of their foreign domestic workers to reduce downstream salary disputes. Complaints against employers who fail to meet their obligations are investigated and errant employers are given appropriate penalties. For more serious infringements, employers can be prosecuted. First-time foreign domestic workers and employers are educated about their rights and responsibilities.”
“We will continue to enhance outreach efforts to ensure that Singaporeans are aware of the reskilling and upskilling opportunities and support available.”
“Mr Speaker, in the first half of 2020, there were approximately 100,000 training places for SkillsFuture Singapore, or SSG-funded courses conducted in e-learning mode, compared to 600 in 2019. The number of courses approved to run in e-learning mode has also grown from about 60 in December 2019, to more than 2,800 as at September this year. These include over 2,000 courses that were converted from in-person or blended learning mode to e-learning mode this year. SSG has significantly stepped up outreach efforts in this extraordinary period. SSG partners agencies such as Workforce Singapore or WSG, NTUC Employment and Employability Institute or e2i, and self-help groups to publicise upskilling and reskilling opportunities in career events and at the SGUnited Jobs and Skills centres. As at end of August this year, about 1,700 individuals have enrolled in the SGUnited Skills and SGUnited Mid-Career Pathways (Company Training) programmes. SSG has also introduced a new Skills and Training Advisory service in this period. Recognising the need for more personalised support to individuals, this provides one-on-one consultation on skills and training needs, as well as suitable courses to support individuals' career transition and progression need. From January to September this year, over 2,100 individuals have tapped on the Skills and Training Advisory service. SSG also continues to partner the People's Association and the Community Development Councils or CDCs to run SkillsFuture Advice workshops and webinars. These have been stepped up this year, in particular with the SkillsFuture@CDC initiative. Thus far, we have delivered more than 700 physical and virtual workshops to over 14,000 participants. And I have personally participated in a few myself.”
“Mr Speaker, I thank the hon Mr Louis Ng for that question. The review is on-going and we are also in the process of consulting various parties and if Mr Louis Ng has strong views or is in touch with organisations that have views on this, we welcome their input as well.”
“Mr Speaker, employers who illegally deploy their foreign domestic workers face financial penalty of up to $10,000. They could also be debarred from hiring foreign domestic workers. While the current administrative financial penalty is capped at $10,000, the eventual penalty takes into consideration the severity of the infringement and number of counts of the infringement that is committed. Between 2017 and 2019, 16 employers were issued with financial penalties each year, ranging from $3,300 to $24,000. The number of cases of illegal deployment of foreign domestic workers has remained relatively stable over the past few years. We do not plan to review the maximum penalty at the moment. However, we are reviewing the guidelines to see if the cases currently resolved with a warning, should in future be subject to a financial penalty. This is so that employers will take their responsibility towards their foreign domestic workers seriously.”
“I thank the hon Member for that comment. Indeed, implementing WFH affects not just the employers and the employees, but also the eco-system – the businesses and the individuals supporting WFH as well as work from office, work from workplace arrangements. So, these have to be studied carefully. As I have said earlier on, we are looking at having deeper discussions at the tripartite level to make sure that we understand the considerations fully and more holistically before we make further recommendations on implementing WFH further.”
“For 2019, I do not have the data off-hand on what percentage of the 85% of the employers offered WFH arrangements as well. But we do know that prior to COVID-19, before the circuit breaker, there were fewer companies that were implementing WFH arrangements. During the circuit breaker, because of safety reasons, many companies, employers, have adapted very fast. We see that there is feedback from more employers telling us that they are prepared to continue to implement WFH post-COVID-19. So, this is an encouraging sign. As to whether 50% is the correct level or not, I think we have to have proper conversations and discussions, hopefully with the tripartite partners to understand better the challenges that come along with WFH – both for the employers as well as for the employees, just as Dr Wan Rizal had mentioned earlier on. I think it is not so much pegging a certain level in the steady state, but rather, trying to find optimal conditions for us to be able to implement WFH in a sustainable manner.”
“I thank the hon Dr Wan Rizal for the comment. Indeed, while there are clear benefits of WFH and of continuing with it, it also has a set of new challenges that we are learning about. We are in the process of consultation with employers and employees to look at how we can moderate and also put in place recommendations to make WFH more sustainable in the steady state.”
“Work-from-home, or WFH, has become the norm during the COVID-19 period, with many employers implementing WFH arrangements, for the safety of their employees. We are heartened by the speed at which companies and employees have adapted to the WFH arrangements during this period. Even as more are allowed to return to the workplace, some employers continue to allow their employees to WFH and return to the office only when needed. It is an encouraging sign that more people recognise the benefits of working from home and that it is becoming part of the “new normal”. At the same time, we recognise that WFH may not be feasible under certain conditions. These include situations where workers have to be physically present at the workplace to operate machinery, or where there are challenges in working from home due to not so conducive home environments. MOM will continue to advocate for the implementation of flexible work arrangements, or FWAs. In 2019, about 85% of employers offered some form of formal or ad hoc FWAs in the workplace. More than 7,000 companies have also adopted the Tripartite Standard on FWAs. MOM welcomes suggestions to implement FWAs and will continue to share good practices with employers.”
“I thank the hon Member Mr Yip Hon Weng for the question. Indeed, I think awareness of the SkillsFuture programme is critical, so that Singaporeans who need these programmes know where to go and how to apply for these courses. More recently, we have started partnership with several agencies to build a pool of SkillsFuture Ambassadors.These ambassadors provide face-to-face and personal services and advisory to jobseekers who want to know where these SkillsFuture training opportunities are. With the Community Development Councils or CDCs, we also have a programme that has lasted several years, where the SkillsFuture Ambassadors in the communities conduct courses, workshops and advisories to residents who want to find out more about SkillsFuture programmes.”
“More than 80% of the trainees surveyed in 2019 indicated that they were able to perform better at work after undergoing SkillsFuture training. We will continue to monitor the outcomes of SkillsFuture training and adapt these programmes to meet the upskilling and reskilling needs of Singaporeans.”
“In 2019, almost 7,000 job placements were achieved through the Professional Conversion Programmes and Work-Study programmes provided by Workforce Singapore and SkillsFuture Singapore. These were Place-and-Train programmes where employment was secured before training. Another 2,400 placements were achieved through Train-and-Place programmes in 2019, where trainees received assistance from the training providers upon completion of the course. As part of the SGUnited Jobs and Skills Package to support jobseekers, we are significantly scaling up the training capacity of programmes with placement outcomes in mind. In 2020, we are offering up to 20,000 training places under the SGUnited Skills programme and another 10,000 places under the SGUnited Mid-Career Pathways (Company Training) programme. These are a subset of SkillsFuture programmes, which are designed to meet the diverse training needs of Singaporeans. There are also many shorter training courses which enable working adults to better equip themselves for their present and future jobs. To measure the outcome of these training programmes, SkillsFuture Singapore conducts both post-course surveys on the course quality, as well as programme-specific surveys such as the Work-Study Programme Outcomes Survey. The latter collects data such as employment and retention rates, as well as wage outcomes of the graduates. In 2019, 87% of the surveyed graduates were employed in full-time jobs within six months after completing the Work-Study Programme. Follow-up surveys are also conducted with trainees six months after completion of the SSG-funded courses to ascertain post-training outcomes.”
“MOM's actions against Mr Liew's family were based on the information available to our investigation officer during the period of the investigation from October 2017 to January 2018. We all know arising from the High Court proceedings, there were observations made and there is a requirement for MOM to take into consideration the additional information provided to us, and hence, the review is on-going.”
“Mr Speaker, I thank the hon Member for the question. The answer is yes. Currently, employers are required to notify MOM, if they intend to deploy their foreign domestic workers to an address that is different from what is stated in the work permit, particularly if they require the foreign domestic worker to take care of their charges such as young children or the elderly at a relative's home. We are considering ways to enable the employer to be able to notify MOM more effectively so that we can track and approve such cases more consistently.”
“In light of the particular vulnerability of foreign domestic workers, we will review our punishment framework and action will be taken against employers in similar illegal deployment cases, regardless of whether they are aware of the illegal deployment. This is to remind the employers that they are ultimately accountable for their foreign domestic workers and should take steps to ensure that their households' deployment of the foreign domestic workers do not contravene the law.”
“In determining punitive actions for illegal deployment, MOM's key considerations are the degree to which the well-being of the foreign domestic worker has been compromised, and the extent of the illegal deployment. Ms Parti Liyani's case of illegal deployment was handled by MOM in accordance with these considerations. At the conclusion of MOM's investigations in May 2018, in consultation with the Attorney-General's Chambers or AGC, the Ministry took no further action against Mr Liew. A Caution was issued to Mrs Liew and an Advisory Notice to Mr Karl Liew. The actions taken against the three individuals were in line with actions taken by the Ministry against similar cases in the past. From 2017 to 2019, there was an average of 550 complaints of illegal deployment of foreign domestic workers each year. Of these, MOM took actions against an average of 155 employers per year for illegally deploying their foreign domestic workers. About 60 of them were issued with an Advisory Notice; 80 were issued with a Caution. On average, 16 employers were issued with financial penalties each year, ranging from $3,300 to $24,000. There is a review on-going for this particular case regarding Ms Parti Liyani's illegal deployment arising from the High Court's observations. MOM will give an update when the review is completed in due course.”
“If we agree in principle, as I said in my speech, with the idea of a Minimum Wage, which is one step to the left, a half-step perhaps of the Progressive Wage Model; in fact, that Minimum Wage policy, once we agree on that, can be easily rolled out after the storm has passed. So, there is no doubt that at this very moment, such a policy may not be ideal, but let us come together and agree that this is a principle that we want to roll out. So that when we set these plans in place after the storm has passed, we can easily bring them to pass.”
“Thank you, Mr Speaker. I have a question for Assoc Prof Jamus Lim. I agree that we must exercise and demonstrate compassion in policy-making. And in fact, I think that is what the Government has been trying to do in many of the policies, and as a result, sometimes our policies become very complicated because we understand that there is no one-size-fits-all policy that treats all problems. I have a specific question and it is about Minimum Wage. I am not sure if I heard correctly. Assoc Prof Jamus Lim seemed to have suggested that Minimum Wage can be implemented with minimal impact on unemployment. I beg to differ. In current times, where businesses are being challenged and we are in a period of recession, there is a very real risk that if we were to introduce a universal Minimum Wage across all sectors, I think many of our lower wage workers may lose their jobs, and from low-wage they become no-wage. There are unintended consequences of some policies with good intent, but I think we must understand the context and the circumstances that we are in, so that we do not unintentionally cause more distress to our lower wage workers. Assoc Prof Jamus Jerome Lim: I thank the Minister of State. It actually warms my heart that in this very House, others in the PAP ranks have in fact echoed a lot of these sentiments: Patrick Tay and Henry Kwek spoke more about balance in foreign PMET hiring; Mariam Jafaar about discounting paper qualifications; and Louis Ng, in fact, about compassion. So, in fact, you could even say that they have become PAP-lite. Workers’ Party-lite, excuse me. The truth is, I would argue that we should be able to think about implementing policies like a Minimum Wage in a time of crisis because this concentrates the mind.”
“Finally, I would like to share something that one of my residents in Marymount reminded me about the duty of the Government: “为人民遮风挡雨”, which means protect our people from wind and rain. The Government will do our best to ensure fair opportunities for Singaporeans to get jobs and to support Singaporeans in acquiring skills. We will spare no effort to strengthen the Singaporean Core and walk the journey with every Singaporean. Because our people are our only asset and every Singaporean counts. Mr Speaker, Sir, I support the Motion. [Applause.] 6.06 pm”
“Mr Speaker, Sir, Iast year’s SG Bicentennial events affirmed three fundamental values that underpinned Singapore’s history – openness, multi-culturalism, and self-determination. Openness – our forefathers came from different lands to pursue their dreams on this island that is open to the world. Multi-culturalism – despite differences of race, language and religion, our forefathers worked together to build thriving communities here. Self-determination – our people knew that we had to take our fates in our own hands. So, we fought for the right to chart our own destiny. These values are still very much within us and alive today. I met some Secondary 2 students from Catholic High School recently and they shared with me their reflections on “The Singapore Identity – What makes a Singaporean?” The students had studied the history of different towns in Singapore and conducted surveys to understand what brings Singaporeans together. I was heartened that elements of openness, multi-culturalism and self-determination surfaced in their independent analysis of what makes us Singaporean. Our Singaporean Core may be limited by the size of our citizen population, but we can be mighty if we differentiate ourselves from others by being identified with the values of openness, multi-culturalism and self-determination. As a society, we will chart our own destiny, overcome adversity and find opportunities in this crisis. We must stand together and take care of one another so that no one is left behind in the storm. When we have fought together as a people in the battle against COVID-19, the Singapore identity will become even stronger than before.”
“These included service-related Workforce Skills Qualifications (WSQ) courses, as well as supervisory-level courses on problem solving and decision-making. Iskandar used his SkillsFuture Credit to defray part of the course fees. Equipped with new skills, Iskandar successfully found a job as a full-time customer service officer in the retail sector. Under normal circumstances, we would have preferred Place and Train programmes where a job seeker goes for training as required by his employer after he has secured a job. As many businesses have been hit by COVID-19, there are now fewer companies that are prepared to hire in advance now. As such, we are pushing for more Train and Place programmes with the hope that Singaporeans who attend these courses will stand a better chance of getting a job when the economy recovers. For employers who are concerned about finding Singaporean workers with relevant skills to fill your business requirements, you can consider partnering with our Institutes of Higher Learning to offer Work-Study programmes and provide structured on-the-job training for potential hires. These programmes are modelled after the vocational training and apprenticeship track in Germany, where about a third of upper- and post-Secondary students pursue an apprenticeship programme. COVID-19 has presented us with both challenges and opportunities. We should take this time to re-invest in building our skills. The best course of action that we can take now is to add to our skills, and remain open to available jobs and training opportunities. Deepening this culture and spirit of lifelong learning will position our local workforce better in the long term.”
“Ultimately, for every additional Employment Pass or S Pass that is issued to a foreigner today, we need to be clear that it is so that even more job opportunities will be available to Singaporeans in the future. While we ask employers to be fair in hiring and retrenchment, our local workforce needs to be adaptive and skilled in diverse fields, to remain highly employable even as the nature of work changes. COVID-19 has caused major disruptions to our work and lives. Some people have lost their jobs as a result. Some are waiting for the economy to recover before they go back to their previous occupations. Unfortunately, it is hard to tell whether some of these jobs will come back again or will disappear in the new normal. The National Jobs Council is creating close to 100,000 jobs and training opportunities. As at July, we have helped place 25,000 jobseekers into new opportunities. Amongst the remaining places available, there are over 47,000 jobs, 16,000 traineeships with different companies, and more than 10,000 training places in various Institutes of Higher Learning and other training providers such as NTUC LearningHub. I have been encouraging my residents and friends who are looking for jobs to seriously consider the SGUnited training and skills programmes. I cannot guarantee that they will be able to get a job immediately after going through one of these courses, but they will certainly be more employable if they pick up new skills and knowledge. Thirty-two-year-old Muhammad Iskandar Bin Ismail is one example. Iskandar was an operations officer in the tourism and aviation sector when his job was affected due to COVID-19. To enhance his employability, he took charge of his own upskilling journey and completed a series of courses.”
“And most importantly, by showing due consideration to the Singaporean Core in this difficult time, the trust that is forged between your Singaporean employees and you will be further strengthened. This will augur well for you when your business picks up in the future and you need the support of your local workforce. The third category of jobs are those in global and regional companies that require global teams and certain professionals with highly specialised skills. Our goal is to get Singaporeans to be part of these global teams comprising diverse foreign and local talent. We also want companies to contribute to grooming our local talent so that Singaporeans have a fair chance at senior and top management positions. One company that has done well in this area is Shell. Ms Tan Chee Wei, a 46-year old Singaporean, is Shell's Vice President of Human Resources for the Asia region. In her 18 years of career with Shell, she rose through the ranks from a HR generalist to a global HR Leader. She spent a few years in London as a Global HR Advisor and also took on regional roles in organisational development and talent management, before being promoted to Vice President this year. Shell is an employer that values and invests in our local talents. I hope that more companies would do likewise. Our foreign workforce policy has largely been driven by the need to support economic growth, so as to create good jobs for Singaporeans. We need to continue to stay open and provide businesses with access to global expertise and talent. But with rising unemployment in this crisis, we had to tighten work passes for foreigners, and work more closely with employers and unions to uphold fair hiring and retrenchment.”
“With the push for Design for Manufacturing and Assembly, more construction work has shifted off-site to automated production facilities that require production managers and quality assurance personnel, as well as logistics and supply chain planners. These jobs offer better work environment for our local PMETs. We should push for similar transformation and job re-design in other sectors, so that we can create good jobs for Singaporeans while reducing our reliance on foreign workers for essential services. The second category of jobs are those that locals want and can do, such as engineers and IT professionals, but for which there are not enough Singaporeans to meet the demand during periods when our economy is growing. We have foreigners working alongside us in these roles so that jointly, we expand the economic pie which all Singaporeans can benefit from. In the current crisis where there are not enough jobs for locals, we need to work with employers so that Singaporean jobseekers will be viewed favourably when applying for jobs, especially given the Government incentives such as Jobs Support Scheme, Jobs Growth Incentive, SkillsFuture Enterprise Credit and career conversion programmes. In circumstances where retrenchment is unavoidable and employers have to choose between foreigners and Singaporeans, I urge employers to lean towards keeping the Singaporean. In short, if employers must retrench, retain the Singaporean over foreigner. A strong presence of locals in your company not only improves the support for your business in Singapore, but also enhances the resilience of your business in times of border controls that could impact the supply of foreign workers for your company.”
“First, employers need to be fair in hiring, retrenchment and developing local talent. Second, we need to ensure that Singaporeans have relevant skills and are adaptive. With growing unemployment this year, there is a heightened sense of anxiety among Singaporeans about job security. Some people have expressed strong sentiments about foreigners here, especially if they have been retrenched and see that other foreign workers remain in employment. This is compounded if the Singaporean's job search journey has been unsuccessful and companies are still hiring new foreign workers. In Marymount, residents have similarly shared with me their anxieties about finding jobs. Many have families to support and expenses to upkeep. I can understand the immense pressure that they are facing. In trying to make sense of the continued presence of foreign workforce in Singapore, I find it helpful to look at three categories of jobs that we require foreigners to do. The first category are jobs in essential services that are not so popular with locals, such as construction workers and cleaners. For this category, the reality is that locals may not want these jobs even though we try very hard to transform them. We will need the foreign workforce to complement locals. Having said that, we ought to move towards a reduced reliance on foreign workers. How then do we "upgrade" these jobs to make them more appealing to Singaporeans? A good example is in the construction sector. The adoption of new technologies and digitalisation in construction has created new and higher skilled jobs in the sector.”
“Some may say that it is about increasing the proportion of Singaporeans in the labour force and reducing our reliance on foreigners. This is necessary when there is slack in the job market, as we are experiencing in this crisis. However, if we want to reduce our reliance on foreigners in a sustained way, we would need to increase our work productivity to bring down our overall demand for labour. We have made some progress in raising productivity in the last 10 years, but it takes much effort to keep up the momentum. And while we have a highly educated population and dynamic workforce, our local labour force is ageing. Last year, the median age of residents in our labour force was 44 years old. The median age will gradually creep upwards. At the same time, the proportion of Singapore citizens between 20 and 64 years old will decline. This is the group that forms the bulk of our labour force. In 2019, around 63% of our citizen population were between 20 and 64 years old. Ten years from now, this is projected to drop to around 56%. To stay competitive against a younger global talent pool, we would have to keep upgrading ourselves or risk being squeezed out in the global competition for good jobs as we strive to grow our economy. With our low birth rate, our local workforce will peak in the next 10 years. We will need to improve our Total Fertility Rate (TFR) so as to maintain a critical mass of Singaporeans in the labour force and not overly rely on foreigners to sustain our economy. Increasing our work productivity and "life productivity", which means having more babies, are both not easy to achieve, but we must keep trying. In the more immediate term, there are two other areas that we should address to strengthen the Singaporean Core.”
“Mr Speaker, Sir, much has been said about how COVID-19 has impacted the world, claiming lives, disrupting economic activities and changing our way of life. In Singapore, the Government has acted decisively to contain the spread of the virus and is injecting close to $100 billion to contain the impact of COVID-19. This has helped many Singaporeans and has cushioned the impact on our GDP and employment. I would like to speak on how we can use this crisis to strengthen the Singaporean Core. These include urging employers to hire fairly and retain Singaporeans over foreigners when both can do the job. I also like to urge Singaporeans to build up their skills so that they can enhance their suitability for the jobs that are being made available. I will also share my perspective on the hard truths confronting our nation as we strive to maintain a strong Singaporean Core in the long term. Today, excluding foreign domestic workers, two-thirds of the workforce in Singapore are Singapore citizens and Permanent Residents, while the remaining one-third are foreigners. Prior to COVID-19, our economy was growing steadily and we were able to attract foreign investments as well as a sizeable foreign workforce to complement our local workforce. Due to the impact of COVID-19 on businesses, our resident unemployment rate rose from 3.3% in March to 3.9% in June this year, based on preliminary estimates. Although the rise in unemployment rate is lower than what we have seen in advanced economies, such as the United States, we should still be concerned because, unlike many other countries, Singapore has no natural resources to give us buffer. Our people are our only asset and every Singaporean counts. How should we strengthen the Singaporean Core through this crisis?”