Hawazi Daipi
Singapore
“Madam, between 2001 and 2014, of the international students at secondary and junior college levels who were granted permanent residence (PR) on their own merit, around one-quarter were on scholarships, such as the Association of Southeast Asian Nations (ASEAN) scholarship, for their studies.”
“Madam, we are aware that these are secondary and pre-university students who are not likely to start working immediately after they have completed their "A" levels. So, we do not require them to work in Singapore. It is separate from the university-level scholarships. Page: 34”
“Madam, as I have said in my reply, we leave it to the schools to decide on whether a student or a staff member is fit or good enough for certain types of overseas trips. Some overseas trips can be very physically challenging, but some may not be.”
“Madam, the Member may be aware that MOE has worked with the Temasek Cares for a programme to assist families to manage the cost of treatment after the insurance coverage cap has been reached.”
“I think, generally, yes, Madam. The travel insurance coverage includes accidents and treatment of injuries as a result of accidents, as well as repatriation.”
“At the ground-breaking event, a number of non-Muslim grassroots leaders asked me how they can also support the construction of this community institution in Woodlands. I am heartened by such a supportive spirit and inter-racial and inter-religious cooperation.”
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“In addition, the factory learnt about the RMAF and decided to apply for it to help them improve their risk management capability. The WSH Council is targeting to launch WSH Assist by the second half of this year. The last area I would like to address is on Work Injury Compensation (WIC). Ms Indranee Rajah has raised concerns regarding the extended stay of some foreign workers who are claiming WIC, and has suggested that MOM fast track the WIC claim process for foreign workers. Let me first assure the House that MOM is committed to ensuring that the WIC claim process is fair and expeditious. Our records show that 80% of all cases are resolved within three months. The recent amendments to the Work Injury Compensation (WIC) Act, which will take effect in June this year, are also intended to further speed up the resolution of WIC claims, particularly in instances where insurers are involved. Nevertheless, there will continue to be some complex cases which may require more time to resolve, for valid reasons. These include scenarios involving workers with serious injuries and can only be medically assessed after their injuries stabilised, or those involving disputes which would require further hearing at MOM's Labour Court. So, for such cases, it may take a slightly longer time but, as I said earlier, we resolve to settle the cases as quickly as possible. While these steps may lengthen the claim process, they are necessary to ensure that both the employer and the worker receive a fair outcome. Ms Indranee Rajah asked MOM to coordinate with MOH on expediting the issuance of medical reports, and I am glad to say that MOM is already in discussion with some restructured hospitals to explore how this can be done.”
“We will leverage on our connection and our coordination with the BCA which is already operating skills training facilities overseas for construction workers before they come to Singapore. I think we will be able to roll this out fairly easily in the future. Helping businesses, particularly small and medium enterprises (SMEs), improve safety management capabilities is another key area which we are focusing on. Just last year, we topped up the Risk Management Assistance Fund (RMAF), which provides subsidies for SMEs to seek assistance from approved risk consultant, by an additional $11 million, bringing the total funding for the programme to $24 million. To date, more than 2,000 companies have benefited from the programme. This year, we will further extend our assistance to SMEs through a new WSH-Assist Programme. This programme helps SMEs defray up to 80% of the fees incurred in engaging WSH consultant to provide onsite consultation services, assess WSH standards at their workplaces and develop action plans to close identified gaps. SMEs can also leverage on the programme to identify other appropriate funding schemes that they can tap on to further improve their WSH standards. Page: 1953 We have started a pilot run for the WSH-Assist Programme since December last year and companies engaged have provided positive feedback. One such company is Heng Khwee Heng Poultry Factory Pte Ltd. Through the WSH-Assist programme, the factory conducted a comprehensive workplace safety review and identified several areas which required risk mitigation as well as the appropriate measures to address them. For instance, they will be installing a machine guard over an exposed pulley belt which could potentially cause injury to workers who come in contact with it.”
“As a result, falls continued to be the top contributor of workplace fatalities. To bring about further improvement, MOM will explore introducing legal requirements to regulate working at heights practices this year. We are currently exploring whether to mandate the use of fall prevention plans, and "Permit-to-Work system" where workers will be required to obtain permits before commencing work at heights, similar to the requirements for other hazardous work such as work in confined spaces. Stakeholders will be closely involved in identifying the most efficient and effective solutions. We agree with Mr Yeo Guat Kwang that support must be given to help stakeholders build WSH capabilities and raise WSH standards at the workplace. To achieve this objective, we set aside a $70 million fund in 2010 to drive WSH improvements. Through this fund, we have introduced initiatives to help companies build up their WSH capabilities, for example, in the areas of risk assessment and building WSH culture. Ensuring that workers are trained and competent to manage WSH is a key focus of capability-building programmes. MOM and the WSH Council regularly reviews our assistance programmes to help support the training of workers in WSH. For example, we are currently exploring how we can enhance the training provided for foreign construction workers with a view of extending the Construction Safety Orientation Course (CSOC) from the current one day to two days. We are also piloting a scheme for this safety training to be conducted at the worker's country of origin. Training at source will enable companies to bring in workers who are already knowledgeable in WSH and avoid instances where workers have to be sent back because they fail the training in Singapore.”
“For Mrs Chiam's information, the guidelines, which are contained in this booklet which we have distributed to employers and service buyers, recommend the use of non-slip safety shoes, boots and gloves to prevent cuts from discarded rubbish. MOM will continue to consult the industry and the WSH Council on the need for WSH guidelines in other industry sectors. 5.15 pm Mr Seng Han Thong asked about the main causes for fall fatalities and our plans to address them. We have noticed a worrying trend of falls accounting for almost half of the workplace fatalities reported to MOM, of which two-thirds are attributed to falls from heights. Accidents resulting from falls from heights are often a result of unsafe practices, such as (i) open sides and lack of barricades in structures; (ii) roof works; and (iii) unsafe use of ladders. Page: 1952 Over the last few years, we have made extensive efforts to raise safety standards in this area. In August 2009, MOM and WSH Council formed an industry-led taskforce to drive industry engagement and raise the capability of industry to ensure compliance with safety standards of employees working at heights. The taskforce has made a slew of recommendations, such as establishing an Approved Code of Practice and having outreach efforts through Safety Compliance Assistance Visits (SCAV), which we have implemented. To date, MOM and the WSH Council have engaged more than 12,000 workers at over 1,800 worksites, and trained more than 5,500 supervisors on working at heights safety. Our efforts have seen some positive results especially in the construction and marine sectors. Unfortunately, positive results in the marine and construction sectors alone are insufficient. The number of fall fatalities in other sectors increased last year.”
“Mr Yeo Guat Kwang, Mr Seng Han Thong, Ms Indranee Rajah and Mrs Lina Chiam have spoken about Workplace Safety and Health (WSH), which I will now address. I am pleased to note that Singapore's workplace fatality rate remained low at 2.3 fatalities per 100,000 workers in 2011. We also achieved a major milestone in September 2011 with the extension of WSH Act to cover all workplaces in Singapore. This marks a new beginning, as we strive towards even better WSH outcomes for all workplaces in Singapore. Mrs Lina Chiam expressed concern for the physical protection of workers collecting refuse. These workers, who typically work at refuse collection centres and other workplaces such as roadsides and void decks, are covered under the WSH Act. Employers are required to take reasonably practicable measures to ensure that work is carried out safely. They must conduct risk assessments and ensure that efforts are undertaken to eliminate or mitigate the risks. In refuse collection, this would include the risk of falling objects and cut by sharp objects. Mrs Lina Chiam further asked how our regulatory regime compared against other developed countries and if there were efforts to further improve it. While the WSH Act stipulates the need for risk assessment and appropriate measures to be taken, it is not practical for MOM to prescribe in the law the exact safety equipment and requirements for every job and for every workplace. Instead, similar to developed countries like the UK and USA, WSH guidelines were developed for the cleaning sector by the WSH Council and NTUC in 2009.”
“After being cut off once in my reply during the Committee of Supply debates some years back, I learned how to repackage my replies within the constraints of time. I am sure Members of this House have also learned to be succinct and impactful even in a short speech. Under his chairmanship, the House heard a wide spectrum of views from many MPs and cleared a lot of Parliamentary Questions (PQs) in each sitting. Despite his no-nonsense image, Mr Abdullah has been a fair and pleasant Speaker. Many MPs observed this during the Speaker's official overseas visits or when they joined the delegations to conferences that Mr Abdullah led. More importantly, he had led our delegations well, representing the Singapore Parliament with dignity and effectively. Page: 13 I have known Mr Abdullah since his days as a journalist in The Straits Times and through his active involvement in the community organisation in the early 1980s. He was a concerned man for the well-being of fellow Singaporeans and did not shy away from using his multiple talents in sports and in singing to help Singaporeans through community organisations. In particular, he has been noted for using his vocal prowess to croon for money, raising funds for charitable organisations. Indeed, many Singaporeans have benefited from his singing talents. I wish Mr Abdullah all the very best in his next phase of life. Mr Speaker, Sir, you too have been known to possess sporting, dancing and singing talents. I am not sure whether you will take the same path as your immediate predecessor, in fact, two predecessors, but I am just raising the precedence. I am certain that you will use your oratorical and legal talents to preside over proceedings in this House with fairness and dignity. [Applause.] 4.18 pm”
“Mr Speaker, Sir, I rise to join the Leader of the House to congratulate you on your election as Speaker. Young, energetic and with varied parliamentary experiences in this House, including as Chairman of the Government Parliamentary Committee since you were first elected as an MP in 2006, I am sure you will be able to preside over parliamentary debates and proceedings in this Chamber that are dignified and with propriety. I know some people think that the Speaker of this Twelfth Parliament will have to work hard at being fair to now a larger number of Opposition Members following the General Election in May this year. I, however, have no doubt that you will conduct our parliamentary proceedings fairly, not only to Opposition Members, but also to Members of the People's Action Party. Indeed, all our Speakers of Parliament had been fair to all MPs and I am sure you will uphold this fine tradition. It is with this faith in you that I have the honour of proposing you to be the Speaker of Parliament. I am sure other Members of this House are with me in expressing our support and cooperation to you. Sir, like the Leader of the House and Mr Inderjit Singh, with your indulgence, may I also take the opportunity to pay tribute to Mr Abdullah Tarmugi, your immediate predecessor. As the Speaker of Parliament for nine-and-a-half years since 2002, Mr Abdullah had gained the reputation of being strict with time. He would not hesitate to tick off Members who tried to make a speech during a Question for Oral Answer session or apply the guillotine when Members went beyond the allotted time during debates. Mr Abdullah might seem to have some favourite targets, but I would say that he applied the guillotine fairly, irrespective of age or party affiliation, or even gender.”
“Yes, Madam. People work overtime for many reasons. Sometimes people like to work, and they also need income. So we leave it to the individuals to manage that. Yes, we will try to facilitate that by encouraging employers to be friendly to the needs of their workers, and that is why the Tripartite Committee that I chair tries to promote flexible work arrangement where workers' needs need to be met, and employers should try to facilitate. The example of Ms Zuraini that I cited earlier is a very powerful one. For a period of three months or so, she needed to be with her child at home to help him prepare for his examinations. But she worked from home and she was allowed. She was not penalised, instead she was promoted because she did very well. So I think what we need to do is, in a tripartite way, try to encourage as many employers as possible to meet the aspirations of their workers so that they become more engaged and loyal. Not just to make the workers happy, employers have their own needs to make sure that production does not stop, service is extended to clients efficiently and without any stoppages. So where we need to marry the two needs, I think the Tripartite Committee and all the stakeholders must come together and see how we can facilitate both without compromising the needs of the other. So I would say, yes, we can collect a lot of figures but, ultimately, what we want to encourage is really for people to enjoy work and to get fair protection at work and enjoy even better income.”
“So I would say, let us give the opportunity to progress and see the teething problems and hiccups that we may need to overcome. On CET centres, I think the Minister of State may be able to elaborate.”
“That is a very long clarification sought by the Member. On WTS, whether we should make it free. I have said earlier that we should instil a sense of responsibility on the part of everyone in Singapore that he, too, must take charge of his training needs. Therefore, we require everyone to pay when he goes for training under WTS. For workers sent by the companies, it is likely that the employers would pay on behalf of the workers. For workers who take up WTS courses on their own, if they have problems paying their share of the course fees, they may seek help from the CDCs or other organisations in the community. I think it is possible to find that help and network. I think we have the capability of helping such workers who are motivated to improve themselves to do so with the help of community organisations. Are we happy with the fact that only 34,000 workers have taken up WTS? No. Of course, we need to improve, but it cannot be just the job of the Government. It has to be a concerted effort by the whole community. The individuals must want to improve themselves through training programmes, but the unions, employers, Government and community sector must also chip in to ensure that these individuals – Singaporeans and low-wage workers – can be more independent, as a result of gaining better employment after taking up skills courses. On employment credit, Madam, I think it is a very new programme. We will have to see some of the teething problems that we may face. But I think it is an encouraging start. It will run for three years. We would not want to have any programme run permanently because we may need to improve on the programmes that we have just rolled out.”
“In the year ahead, we will continue to work with our tripartite partners to encourage employers to adopt inclusive workplace practices. One example of the powerful impact that passionate employers have in creating inclusive workplaces is the creation of the Enabling Employers Network (EEN) to enhance employment opportunities for persons with disabilities. Ms Denise Phua may be pleased to know that on top of hiring persons with disabilities, the Network has been proactive in advocating their employment amongst their industry peers. One initiative driven by the Network is the development of Centres for Training and Integration, which enable persons with disabilities to acquire new skills to improve their job prospects. MOM and WDA will continue to do our part in making training accessible to persons with disabilities in collaboration with the MCYS and National Council of Social Service. Ultimately, helping persons with disabilities requires efforts from all parties, including the Government, voluntary welfare organisations and employers. For this, MOM will continue to raise employers' capabilities to respond to the diversity of our workforce. Madam, through targeted measures to meet the needs of different workers, my Ministry will strive to ensure that all Singaporeans share the benefits of economic growth. Above and beyond ensuring that minimum standards are in place, we will continue to make our workplaces welcoming to employees with diverse backgrounds and needs. In the long run, these efforts will maintain Singapore's attractiveness as a talent capital, and ensure that all citizens have the support to develop their capabilities to the fullest.”
“We recently enhanced the Risk Management Assistance Fund to allow SMEs to tap on the fund for the risk management audits required under the bizSAFE programme. This will further help companies defray the cost of joining the bizSAFE programme. Mr Yeo may be pleased to know that we are also enhancing the Work Injury Compensation Act (WICA). We recently completed the public consultation process and are reviewing feedback received. We are targeting for the amendments to take effect in the second half of this year. Madam, as Singapore’s workforce becomes more diverse, there is an increasing need to encourage employers to foster inclusive and harmonious workplaces, as Mr Yeo has observed. 5.45 pm Mdm Halimah asked about the progress of our efforts on this front. Last year, the National Integration Working Group on Workplaces (NIWG-W) commissioned a study on workplace diversity management across gender, age and nationality. While 90% of the companies agreed that workplace inclusiveness and harmony were important to business outcomes, 27% responded that they faced challenges in managing a diverse workforce. For large companies, line managers and supervisors often lack skills and knowledge in this regard. SMEs, on the other hand, lacked resources to raise awareness and put systemic processes in place. Based on these findings, MOM has developed a Workplace Diversity Management Toolkit. It will help employers to assess the state of inclusiveness and harmony in their workplaces, and offers examples of initiatives they can adopt. The toolkit is a first step to give employers some idea what workplace diversity management entails and reduce the proportion of companies who face challenges.”
“This will be made a requirement by the end of this year. Already, in the past eight months, more than 1,100 supervisors have been trained on how to implement a Fall Prevention Plan. The Taskforce also spearheaded the Safety Compliance Assistance Visits programme in March 2010, in which WSH professionals visit small construction worksites to provide them with advice on WSH management. This is an industry-led initiative, working with colleagues in the same sector and industry; and it would be a powerful way to encourage each other to do better. The programme has seen positive results, with most worksites showing improvements during subsequent visits. The Taskforce has more than a thousand visits planned for this year. Overall, the Taskforce’s initiatives have borne fruit, with fatalities and injuries falling by 20% in 2010. Mr Yeo Guat Kwang asked about the support we will give to companies and workers in preparation for the extension of the Workplace Safety and Health Act to all workplaces later this year. MOM and the WSH Council have been holding WSH Clinics since September last year to educate employers, particularly SMEs, on their roles and obligations. The clinics also provide employers with one-on-one advisory services from experienced WSH professionals and service providers. We will be organising customised sessions for specific sectors, including heartland retailers, in the coming months. Members may have seen the advertisements on workplace safety and health at bus stops and MRT stations reaching out to all workers. Mr Yeo also raised concerns about SMEs’ capability to invest in WSH. A key programme we have introduced to help SMEs build their risk management capabilities is the bizSAFE programme.”
“Madam, let me now move on to the issue of workplace safety and health. Workplace safety and health (WSH) is another important facet of MOM’s work. Despite the ramp-up in business and construction activities last year, I am pleased to note that Singapore’s workplace fatality rate fell from 2.9 per 100,000 employed persons in 2009 to a low of 2.2 in 2010, a point raised by Mr Charles Chong earlier. The absolute number of workplace fatalities dropped from 70 in 2009 to 55 last year. MOM and the WSH Council are mindful, however, that there is still a lot to be done to achieve our national target of less than 1.8 workplace fatalities per 100,000 workers by 2018. In the coming year, we will continue to roll out the initiatives under our WSH2018 national strategy, with the construction sector remaining a priority. This is a concern raised by Mr Ong Ah Heng and Mr Charles Chong. Last year, MOM and the WSH Council launched a WSH sectoral plan for the construction sector, which sets an ambitious target of bringing the workplace fatality rate in the sector to below 1.8 by 2018, with an interim target of less than 3.4 by 2013. I would like to assure Mr Charles Chong that we will not pursue productivity at the expense of safety. In fact, we view that a good safety record is critical to a high-productivity workplace. Mr Chong and Mr Ong have asked about efforts to improve safety in the construction sector. One of the leading causes of fatalities is falls from heights. In December 2009, the National Work at Height Taskforce led by Sembcorp Marine Ltd President and CEO, Mr Wong Weng Sun, launched an Approved Code of Practice for Working Safely at Height. The Code of Practice includes a recommendation for worksites and shipyards to implement a Fall Prevention Plan.”
“Ms Zuraini, an employee of Cherie Hearts, was assisted by her employers to meet her needs, to be with her child when the child sat for the examinations. Motivated by the company’s support and flexibility, Ms Zuraini has excelled in her work. She has since been promoted to Vice President of the IT department and has been given an additional portfolio of Estate Management. Ms Zuraini’s example shows that there need not be a trade-off between work and relationships, as mentioned by Assoc. Prof. Paulin Straughan. To her point on the need to monitor overtime work, my Ministry regularly collects and publishes data on paid hours worked per employee, as well as paid overtime hours worked. However, employees who engage in informal overtime work are usually given the flexibility to take unrecorded leave or "time-off", which is difficult to keep track. While we do not collect data on the reasons for regular overtime work, they are likely to be dependent on the individual company and industry situation. Sometimes it is also seasonal. To further help employees meet their work-life needs, the tripartite partners are exploring how to leverage Singapore’s excellent Information and Communications Technology (ICT) infrastructure to offer home-based jobs. Mdm Halimah Yacob asked for an update on the Tripartite Workgroup on ICT-enabled home-based jobs, which was established under the Tripartite Committee on Work-Life Strategy last year. Led by NMP Mrs Mildred Tan, the workgroup has studied best practices in countries where home-based work is more widespread. The workgroup has tabled its recommendations to the Tripartite Committee. We would like to thank the workgroup for their hard work and assure them that the committee is looking seriously into the recommendations.”
“In addition, the Employer Alliance, a group of companies led by Ms Claire Chiang has aimed to make work-life integration part of Singapore’s corporate landscape. It saw its membership of the Employer Alliance increased significantly from 766 to 916 last year. Over the years, the Employer Alliance has promoted best practices, conducted research and assisted employers in implementing work-life initiatives. I encourage interested companies to join the Alliance to benefit from its work. Mr Ong Ah Heng suggested promoting work-life harmony in foreign worker-dependent sectors in order to encourage more local workers to join these sectors. Our work-life promotion efforts are targeted at all employers, including these sectors. Companies are encouraged to tap on these initiatives, including the Work-Life Works! (WoW!) Fund. Over 760 companies, mostly SMEs, have benefited from the WoW! Fund since it was launched in 2004. Another initiative to support companies in offering flexible work arrangements is the Flexi-Works! scheme, which MOM introduced together with WDA and our tripartite partners in 2007. As of December 2010, 250 companies have committed to recruit 6,000 workers on flexible work arrangements under the scheme. One company that has readily offered flexible work arrangements is childcare centre Cherie Hearts. Drawing on the WOW! Fund and the Flexi-Works! Fund, Cherie Hearts customised work arrangements to suit staff’s needs. Ms Zuraini Abdul Rahim, for instance, worked from home on a half-day basis from October 2009 to December 2009 to help her son prepare for examinations. I think this sounds very familiar. Many parents take leave when their children sit for major examinations, like the PSLE and GCE "O" levels.”
“I would like to assure Mr Heng Chee How that my Ministry is well prepared to provide advice and assistance to employers, unions and employees to help them resolve re-employment disputes amicably. We urge all employers to implement re-employment early, even before the new legislation and its remedies take effect in January 2012. The third group I would like to talk about is the economically inactive residents. Ms Jessica Tan asked about measures to address the challenges of a tight labour market. On top of keeping older workers employed, my Ministry seeks to bring economically inactive residents into the labour force. In 2010, there were 270,400 economically inactive residents in the prime working age of 25 to 54, of which 87% were women. To encourage these residents to join the workforce, MOM has been actively promoting progressive work-life strategies. I am heartened to note that in 2010, 35% of establishments offered at least one form of flexible work arrangement, up from 25% in 2007. I would like to assure Mdm Halimah that we will continue to improve the promotion of flexible work arrangements. This year, MOM will re-examine the obstacles faced by economically inactive residents when returning to work so as to put in place measures that cater to their needs. Here, I would like to commend the members of the Tripartite Committee on Work-Life Strategy which I chair, for their efforts in promoting work-life initiatives. Last year, the Committee received over 200 applications for the third Work-Life Excellence Awards, an increase of 50% over 2008. This demonstrates the growing interest in work-life initiatives among employers. Seventy successful employers, including 13 SMEs, were recognised for their innovative and effective work-life strategies.”
“To address Ms Sylvia Lim’s concerns, the tripartite partners are working hard to raise awareness of TAFEP and its work to address workplace discrimination. MOM and the tripartite partners also work closely with industries, employers and unions to help ensure that older workers continue to be gainfully employed. Mr Low also suggested setting up a unit within MOM to look at older worker issues. With the passing of re-employment legislation, MOM has already allocated dedicated resources to work proactively with our tripartite partners to help companies get re-employment ready. I agree with Ms Denise Phua that we must continue our efforts to build an inclusive workforce for elderly employees. We will learn from the best practices of countries like Japan. In the long run, we want to look beyond re-employment to provide more holistic support to companies in managing mature workforce. We urge employers to be more receptive towards mature workers and be creative in devising solutions to make their work and workplaces more age-friendly. Seng Choon Farm, which produces fresh eggs, is one local enterprise that has tapped on the ADVANTAGE! Scheme to facilitate re-employment and raise productivity in the process. By introducing Auto Egg Inspection Equipment, Seng Choon Farm was able to re-deploy eight older egg inspection workers to production line and other duties. Seng Choon Farm also introduced automated scrubbers and mechanical stackers to reduce physical strain on their workers. Our tripartite partners have laid the groundwork for re-employment over the past five years, including the issuing of the Tripartite Guidelines. Most employers and unions have adopted the recommendations in the guidelines.”
“I am glad to update that 187 companies have signed up for the revised ADVANTAGE! Scheme since April last year. Companies that take action to improve the productivity of older workers can also benefit from the Productivity and Innovation Credit if their initiatives qualify for the scheme. Mdm Ho Geok Choo further suggested having coaching clinics for employers. The tripartite partners have implemented the Programme for Re-employment Practices: A Roadmap for Employers (PREPARE) and the "4R" (Recruitment, Retention, Re-employment and Re-career) Programme. These training programmes provide general guidance to companies on re-employment and how to better manage an older workforce. Employers can tap on ADVANTAGE! funds to send their staff for these courses. Our tripartite partners will also be leading the ACCELErating Re-Employment through Tripartite Efforts – quite a mouthful but we call it ACCELERETE programme to provide targeted assistance for companies seeking to implement re-employment. Teams will help companies assess whether they have policies and processes in place to facilitate re-employment, and follow up on the gaps identified. 5.30 pm Mr Low Thia Khiang raised concerns about discrimination against older employees. Through the Tripartite Alliance for Fair Employment Practices (TAFEP), the tripartite partners have been working to promote fair and responsible employment practices, including age-neutral human resource policies. For example, employers are encouraged and assisted to use merit-based criteria when hiring. To date, over 1,500 employers who hire more than 650,000 employees have signed the Employers’ Pledge of Fair Employment Practices.”
“For each Singaporean employee aged 55 to 59 on the employer's payroll in a given month, employers will receive an SEC of up to 50% of the employer CPF contributions for that month. For each employee aged 60 and above, employers will receive a higher SEC of up to 80% of the employer CPF contributions for that month. In other words, employers can receive up to $420 a year for each qualifying employee. The SEC will be paid twice a year for three years, beginning with employees on the payroll from January 2011. The first payment for employees on the payroll for the first six months of this year will be made by 30th September 2011. The SEC is expected to be paid to about 43,000 employers employing 125,000 old low-wage Singaporean workers. It will cost the Government about $100 million. Let me assure Mdm Halimah Yacob, Mr Low Thia Khiang and Mr Heng Chee How that we will review the SEC after its implementation to assess whether there are merits to extend it. Mr Seng Han Thong rightly pointed out that public perception of older employees is important. Last year, we launched the Re-employment Ready Campaign, which featured employees who were past the age of 62 and still making valuable contributions at work. This year, we will focus on helping employers to implement re-employment. I would like to share with Mdm Ho Geok Choo, Mr Ang Mong Seng and Ms Sylvia Lim the measures we have introduced to help companies recruit, retain and re-employ older employees. We will build on our existing programmes, such as the ADVANTAGE! Scheme that was introduced in 2005. A total of $13.6 million has been disbursed since its launch. We enhanced the scheme last year to encourage more companies to be re-employment ready ahead of 2012, and to provide additional support and help to SMEs.”
“Based on a survey last year, we found that more than 50% of companies that outsourced cleaning, security and landscaping services adopted three or more of the six responsible outsourcing practices listed in the Advisory. With a few years of experience, we now have a better sense of which practices are the most effective. The tripartite partners will be gathering more feedback on the Advisory and issue an updated version, and we will take note of Mdm Halimah's suggestion to include training. To further increase the adoption of responsible outsourcing practices, we plan to develop more resources for companies to tap on, such as handbooks to guide procurement managers. MOM will also provide information for buyers of services, employees and customers on individual companies that have infringed employment-related laws. We will start by publishing online a list of employers convicted under the Employment Act and Workplace Safety and Health Act from April this year. In due course, we will expand to cover other employment-related legislation, such as the Central Provident Fund Act. Madam, now I would like to talk about the second group of workers – the older workers. Among low-wage workers, those who are older would benefit from even more targeted assistance. As the Minister for Finance announced in his Budget Statement, the Government will provide employers with a one-off Special Employment Credit (SEC) for older low-wage Singaporean workers. This will benefit workers by raising their employability and also help employers prepare for the new re-employment legislation that will take effect next year.”
“WDA, HDB and the Singapore Institute of Retail Studies have thus come together to roll out an on-site, bite-sized training programme for retail small-medium enterprises (SMEs) in HDB estates since October 2010. Mr Puan Soo Hong, the 65-year-old owner of Hong Sheng Goldsmith, is one employer who has benefited from this programme. Again, Members can see Mr Puan's photo there. Of his 12 employees, Mr Puan was able to send all eight frontline staff for training courses, as they were conducted before opening hours at a community centre near his shop. When Mr Puan noticed that his staff offered better customer service after the course, he introduced uniforms to enhance their professional image and instil a sense of pride in them. Building on the success of on-site training, I am pleased to announce the launch of a new scheme, English@Workplace. Under this scheme, employers can engage CET Centres to design customised curriculum and conduct in-house training for their staff. Employers who have the capability to be in-house WSQ-Approved Training Organisations may also deliver their own Workplace Literacy training. This will enhance training accessibility for low-wage workers who may not be able to attend training due to their work schedules. Mr Zainudin Nordin would be pleased to know that we put emphasis on responsible outsourcing, which is the second priority area of my Committee. Many low-wage workers are employed in sectors where outsourcing is a common practice. How service buyers outsource can therefore have a powerful impact and effect on the well-being of low-wage workers. In 2008, the tripartite partners introduced the Tripartite Advisory on Responsible Outsourcing Practices.”
“She is now employed at a restructured hospital as a healthcare assistant. Not only does she enjoy her new job, she also draws a 20% higher salary. I would also like to assure Mr Zainudin Nordin and Mdm Halimah that the Government will continue to ensure that training courses remain affordable. However, we will still continue and require some co-payment from trainees. This is in line with the basic principle that each individual is responsible for his own upgrading, and ensures that workers go for training that is relevant to their needs. Workers who face difficulties can approach the career centres at the Community Development Councils or the Employment and Employability Institute (e2i) for training advice and assistance. WTS is a new scheme, and we will take Mdm Halimah's suggestions into account when we continue to improve on it. Mr Charles Chong asked what more the Singapore Workforce Development Agency (WDA) will do to encourage low-wage workers to take up training courses. I am glad to inform Mr Chong and Mr Zainudin that we have set up a WTS Promotion Working Group under my Tripartite Committee to enhance our outreach to eligible employers and workers. Chaired by WDA, the Workgroup will better coordinate the promotion of WTS among the tripartite partners and address training obstacles faced by low-wage workers. The group had organised two roadshows to promote WTS. And at the roadshow in Clementi, which I had the opportunity to attend, the response from workers was encouraging. Many of them came forward to ask career counsellors on skills training possibilities so that they can improve their skills, get better jobs and earn better income. One key obstacle that we are aware of is training accessibility.”
“Second, the "Training Commitment Award" rewards workers up to $400 a year to encourage them to complete their training as they work. Third, the "Workfare-Skill Up" programme provides a holistic training roadmap with customised classes to help low-wage workers overcome training barriers, attain literacy and workplace skills and find suitable jobs. Mdm Halimah has asked for an update and made suggestions on the WTS. As of February 2011, more than 34,000 workers have benefited from the scheme. Specifically, over 11,000 workers and 1,300 employers have benefited from the WTS-Employer Grant. More than 24,000 workers received the Training Commitment Award. A total of 5,000 workers have also signed up for the Workfare-Skill Up. Of the 2,800 workers who have already benefited and/or attended the Skill Up motivational workshops, one in five continued on to literacy training. So we think that it is working. We can encourage more workers to take up the various range of skills upgrading possibilities and I think all sectors can work together to do this. The WTS responds to Mr Ong Ah Heng's concern that it is important for older workers to go for skills training to remain productive and employable. Here, I would like to highlight the example of Ms Parwathy. Members can see her photograph on the screen [indicating ]. Ms Parwathy upgraded her skills with the support of WTS and switched her occupation at the age of 50. Some of us may think it is late, but she has proven that it is possible to change a profession or a career at the age of 50. After working for seven years as a machine operator in an automotive company, Ms Parwathy took up a six-month, full-time nursing care training course under the WSQ Healthcare Support framework.”
“Madam, Minister Gan has given the House an overview of our Ministry's approach to fostering inclusive growth. I will now elaborate on the specific measures we have put in place to help different groups of Singaporeans to enjoy our economic growth, namely, low-wage workers, older workers and economically inactive residents. First, the low-wage workers: helping low-wage workers do better and earn more is a multi-faceted challenge. The Inclusive Growth Programme (IGP) was set up to ensure that they can also gain from productivity. Deputy Prime Minister Teo Chee Hean gave an update on the progress of the IGP, which is administered by NTUC, last week during the Budget debate. Mr Seng Han Thong has shared some examples of how the labour movement is helping low-wage workers. We applaud all these efforts, and I agree with him that we must work together and continue with our efforts. Ms Irene Ng asked how we intend to help low-wage workers and older workers improve their wages. The Tripartite Committee for Low-Wage Workers and Inclusive Growth, which I chair, was established last year to assist low-wage workers in a range of areas. One of our priorities is promoting training for low-wage workers, which will enable them to become more productive and take on higher value jobs over time. The Government has made a major commitment to the upgrading of low-wage workers with the launch of the Workfare Training Support (WTS) Scheme in July last year. WTS consists of three components to support training of low-wage workers. First, the "Employer Grant" provides up to 95% of course fees and absentee payroll support to encourage employers to send workers for training.”
“Despite our best efforts to help low-income workers, the needy and the poor, we will always have families who struggle in life. Some may be destitute, some may have problems getting a job due to poor health or old age. Yet some may be families with school-going children who may get into difficulties following a family break-up. I think while we must help them to manage their problems, financial or otherwise, the primary approach for most should be to help them regain independence through employment, ensuring that their children remain schooling and solving their other problems holistically. I am grateful that there are so many helping hands in the community to lift their lives. But I wonder if the Ministry has specific plans to improve the service level of these organisations through enhanced coordination among them. Specifically, the VWOs at the local level which can disburse such assistance directly are the Family Service Centres, and I think they have the potential to play a greater role in a coordinated way to help the needy in the community. What are the Ministry's plans to raise the service and delivery standards of the Family Service Centres as the main help points in the community? How can other local organisations like the CDC, schools, Citizens' Constultative Committee play a role to avoid duplication of help or gaps in the delivery of assistance? Who should coordinate such work in the view of the Minister? What is the Minister's assessment of the effectiveness of the ComCare Local Network so far? Kindergarten and childcare financial assistance schemes”
“I would like to emphasise that the Malay/Muslim community is doing well in areas such as education and employment. The community's untiring efforts are bearing fruit. Mr Masagos Zulkifli asked about plans to enhance and strengthen the Malay Muslim Organisations (MMOs). MMOs like MENDAKI, which is turning 30 in 2012, have played a key role in helping the community achieve the good results so far. Ahead of this anniversary, it would be timely for MENDAKI, together with the community, to reflect on the areas that MENDAKI has done well in, the challenges facing our community that many years of work have yet to solve and the new global developments to adapt to. I look forward to hearing from the community on this. Madam, now allow me to address the House in Malay.”
“Progress by all communities, including Malay/Muslims, has been good. There will occasionally be hiccups and sometimes, feelings are hurt when perspectives differ on sensitive issues that we hold dear. But we should not let such hiccups hold us back. As the Malay proverb goes, "Bulat air kerana pembentung, Bulat masyarakat kerana muafakat ", the Malay/Muslim community will remain together with fellow Singaporeans, through thick and thin, as one people and nation committed to peace and progress. Indeed, there is much for our community to be proud of which we have achieved together. And we redoubled outreach efforts following 9/11 to forge even stronger ties with fellow communities. Under MUIS' leadership, our mosques are active members of the Inter-Racial and Religious Confidence Circles (IRCCs), hosting many inter-faith dialogues on mosque grounds. These sessions have helped build understanding and respect among various religious communities. As a result, in my considered view, today, our integration and mutual confidence between races and religions is stronger, more resilient and more mature than it was a decade ago, before 9/11. In pursuing integration, we affirm our Singaporean Muslim Identity which encapsulates our way of life, and our aspirations to be an open, forward-looking and successful community. Our Prime Minister has stated clearly the Government's appreciation for the Malay/Muslim community's efforts, and its strong support for these efforts. I am therefore confident that the community will continue to work closely with the Government and other communities to strengthen our national cohesion. Madam, in closing, let me thank the Members for their questions.”
“MUIS will continue to work with technical agencies, advisors and grassroots leaders on the exact site. Mr Hawazi Daipi asked about our efforts to strengthen religious institutions. Under the Enhanced Mosque Clusters (EMCs), the South East cluster and North East cluster were set up in 2008 to decentralise the social assistance function previously done by MUIS. Assistance through EMCs is holistically improving the lives of zakat recipients, helping them to become self-reliant. I am pleased to report that both clusters have achieved good progress. Befrienders play a key role in guiding zakat-receiving families towards self-reliance. A total of 344 active Befrienders are helping 500 such families, with 50 of them trained under a programme started in 2010. MUIS will also introduce a Befrienders Management Framework for improved effectiveness. Our volunteers complement the extensive partnership between the EMCs and national and community agencies to ensure that needy families receive appropriate assistance. I hope more people will step forward to volunteer with the EMCs. Madam, the EMCs' journey has not always been smooth. However, MUIS has continuously refined their approach based on ground concerns and mosque leaders have also seen the benefits brought about by the EMCs. Hence, at the Mosque Convention 2011, we will consolidate the feedback for further improvement. Madam, Mr Zainul Abidin Rasheed, Mr Masagos Zulkifli and Mr Zaqy Mohamad have raised issues of integration. Earlier, Mr Seah Kian Peng and Mr Sam Tan have also touched on the issue of integration. These are sensitive but important issues, and I thank Members for raising them. Singapore is a multi-racial and multi-religious nation where integration is a continuous process.”
“It is heartening to see more younger leaders taking the helm in mosques and other Malay/Muslim Organisations (MMOs). Ain Society is a good example. It is now led by a new President, 37-year-old Mr Abdul Malek Osman, and a new management committee whose members are between 22 and 35 years of age. So I urge leaders of various sectors to engage the young and make them committed stakeholders of our community. Madam, I now turn to our community's religious institutions. Mosques, as noted by several speakers, are important support pillars and we will continue to ensure that they cater to our religious needs. Last year, I announced that there will be two new mosques in Jurong West and Woodlands. Since then, MUIS and MCYS have been working with MND and URA to secure suitable sites. In response to Mdm Halimah Yacob and Mr Hawazi Daipi's  queries on mosque building plans, today, I am happy to provide more details on the two new mosques. The new Jurong West mosque will be located near the junction of Jurong West Avenue 2 and Jalan Bahar, easily accessible from PIE and Boon Lay MRT station. It will serve residents in Jurong West and Pioneer, workers from the Jurong Industrial Estate and the planned Wenya Industrial Estate, and students from the Nanyang Technological University (NTU), thereby easing crowds at Assaykirin mosque. This mosque is expected to be built in 2014/2015. For the new mosque in Woodlands, the advisors and I have agreed on the area to the south of Woodlands Avenue 5 and bounded by Woodlands Avenue 2 and Avenue 12, based on ground feedback from MUIS that this would best serve the residents of Woodlands. This mosque is also expected to be built within 2014/2015.”
“The 317 girls in EPG were involved in dialogue sessions, interest groups and community projects. Women professionals volunteered as role models for these girls to set future career aspirations. The girls emerged with clearer purposes in life and higher self-esteem. Sarah (not her real name) is one EPG girl who transformed from a rebellious teenager to a motivated young lady. Now, she finds meaning in committing time to family, school, dance, part-time work and EPG activities. She and others in the pioneer batch are encouraged to return and volunteer in MENDAKI's programmes. We will continue to evaluate the programme's outcomes to ensure that the girls take away valuable life skills. Following the EPG's positive experience, I am pleased to announce that MENDAKI will be officially launching a parallel programme for boys known as the Engagement Programme for Boys (EPB) in March 2011. The EPB will pilot with 100 secondary boys from various schools, providing them with a platform to continue their education, engage in enriching activities, and develop wholesome values. As part of youth development, experienced leaders should also help guide younger leaders in order to facilitate smoother leadership transition. Mr Zaqy Mohamad talked about MUIS leadership renewal. The former Mufti, Shaikh Syed Isa Semait, is a good example of a leader who has focused on developing talent, such as through inviting more young people to be associate members of the Fatwa Committee. Shaikh Syed Isa also helped mentor our current Mufti, Dr Mohamad Fatris Bakaram, over the last seven years before the official changeover this year. The synergy between old and new leaders can help an organisation move with the times.”
“Madam, CLF Labs will be piloting the Mobile Hub for Community Learning in partnership with MENDAKI in three neighbourhoods in the north. The 20 families involved will be introduced to resources that promote learning and building resilient families. With heightened neighbourliness through the Mobile Hub, it is possible for us to revive the "urban kampong spirit". Institutional efforts to help the Malay/Muslim community build stable, resilient and nurturing families have seen positive results. But we also need greater moral courage to bring attention to cases that otherwise fall through the cracks, such as the child abuse cases that Dr Ahmad Magad noted in his speech at the Budget debate. Families should not hesitate nor be embarrassed to seek help when necessary. I am confident that with more feedback, further public outreach and improvement of existing hardware, we can continue to bring down the number of divorces, minor marriages and dysfunctional families. 6.45 pm Madam, the age profile of the Malay/Muslim community is the youngest among the main ethnic groups in Singapore, with 32% below 19 years of age. Our youth are a valuable talent pool whose educational attainment has been steadily improving. I urge more young people to step forward to bring the community to greater heights. Besides developing young talents, it is also crucial to reach out to vulnerable youth before they succumb to negative influences. Dr Mohamad Maliki asked about the empowerment of Malay boys and girls. MENDAKI's Empowerment Programme for Girls (EPG) has reached out to Secondary 2 girls in the Normal stream since 2008. Madam, I am happy to report that 95% of our EPG girls are progressing into post-secondary education, surpassing our anticipated target of 75%.”
“Reconstituted families, too, are vulnerable as remarriages involving divorcees are more likely to end up in divorce. Such families now have access to a range of related social services in PPIS Vista Sakinah's permanent premises at Woodlands Drive 44, officially opened on 15th January this year. Vista Sakinah runs a programme to help remarrying couples' children transit into the new family. During its one year of operation as an interim centre, 680 families benefited from its services and 247 remarrying couples attended Program Memupuk Kasih (PMK), a specialised course to help them handle the stressors in a remarriage. Financial difficulties often affect disadvantaged families. To manage these challenges, families can tap on nationwide social service programmes, such as the Healthy Start Programme for low-income families with children of age six and below. A social assistance project will be piloted this year in the MacPherson neighbourhood to help low-income Malay/Muslim residents in a more targeted manner. MENDAKI, the South East Community Development Council (SE CDC), and South East Enhanced Mosque Cluster under MUIS will work with social service professionals on a collaborative model based on MENDAKI's Enhanced Wrap Around Care concept. The team will undertake structured case consultations to effectively uplift the lives of the needy. A similar project in the North East involving MENDAKI, North East CDC and the Tampines Family Service Centre will also be launched this April to serve the residents there. Cultivating a strong sense of community spirit is another way to buttress support for families in need. Mr Zainudin Nordin asked about the Community Leaders' Forum Labs (CLF Labs).”
“Such findings help shape our constant efforts to foster strong marriages and families in the Malay/Muslim community. Assoc. Prof. Dr Mohamad Faishal asked about efforts to strengthen Malay/Muslim families in recent times. In 2010, more than 2,000 participants attended Bersama Mu ("With You"), a course aimed at helping couples transit smoothly into marriage and parenthood that has received positive feedback. A series of customised marriage enrichment programmes rolled out in 2010 as an extension to Bersama Mu was also well received. To underscore the importance of marriage preparation, MCYS launched a public education campaign in May 2010 featuring a two-episode drama entitled "Mr Pakar" ("Mr Expert"). The five "Mr Pakar" episodes subsequently uploaded on Facebook generated many "likes", indicating that young couples can relate to the marriage and parenting issues facing Mr Pakar's family. Assoc. Prof. Fatimah Lateef asked about disadvantaged families. Among these, minor marriages especially continue to be a source of concern. Since 2006, the number of minor marriages and divorces involving minor marriages have dropped by 35%, and 26% respectively. While the situation is improving, we must not let up on our efforts. The INSPIRASI hubs operated by PPIS Family Service Centre (West) and the Association of Muslim Professionals (AMP) help minor couples. In 2010, more than 40% of the 307 couples who attended premarital counselling at the INSPIRASI hubs either delayed or cancelled their marriage. Strengthening existing minor marriages is also a focus. As the first five years of marriage are often the most vulnerable, Club INSPIRASI in 2010 handheld 447 such minor couples through structured activities to sustain their marriages.”
“MENDAKI's Job Ready programme also assisted about 3,700 jobseekers in re-employment. I am also happy to note that Zakat collection grew by 7% from 2009 to 2010, with a total of $22.7 million collected. Our community has also done well in education. The proportion of Malays aged 15 and over with at least post-secondary qualification has doubled from 18% in 2000 to 36% in 2010. And the statistics released by MOE showed Malay students had shown the greatest improvement over the past 10 years in their performance at the GCE "A" Level examinations. Better academic results will give our youth a good head start to career-development and family-life. Mr Zainul Abidin Rasheed asked about keeping the Malay/Muslim community competitive. Overall, Madam, we are *Cols. 4091-4092. progressing well. However, there are still challenges. Education and the family will always be our priority. Skills upgrading for greater competitiveness should be a continuous endeavour. We will continue to listen to feedback and work together in the spirit of gotong-royong to achieve even greater heights. Stable and resilient families are crucial in preventing wider social problems arising. I am pleased to report that Muslim divorces have gone down by about 17% over the last five years. The preliminary figure for 2010 is 1,626 divorces, down from 1,944 in 2006. But we must not rest on our laurels. In a recent study on Muslim marriages, MCYS found that about half of the divorces involved couples who were 21 to 29 years old at the point of marriage. Twenty-five percent of female divorcees and 8% of male divorcees were below 21 years at the point of marriage. Those who were previously divorced or did not attend marriage preparation courses were also more prone to divorce.”
“] With regard to my second cut on strengthening religious institutions, the Minister-in-Charge of Muslim Affairs had previously spoken on the Enhanced Mosque Clusters (EMC) under MUIS. I feel that the plan to manage mosques in clusters is a good one because it enhances collaboration between the mosques located near each other and the sharing of resources like expertise and volunteers as well as the network of services for residents. I hope that the EMC will also help enhance relationship and cooperation between our mosques and community organisations at the district and constituency levels, such as CDCs, RCs and FSCs. I would like the Minister's views on this. The EMC also aims to assist and empower those who receive Zakat assistance, through the comprehensive programmes being offered, to help them get out of the vicious cycle that has been shackling them. I would like the Minister's view as to how the collection of Zakat funds and their disbursement can be improved through the EMC network. The Minister for the Environment and Water Resources and Minister-in-charge of Muslim Affairs (Assoc. Prof. Dr Yaacob Ibrahim): Madam, the Malay/Muslim community of today lives in a fast-changing environment. Despite the challenges, Members would be pleased to know that our community has achieved significant progress on many fronts. Both Mr Masagos Zulkifli and Mr Zaqy Mohamad have asked about this progress. 2010 saw strong economic growth of 14.5%. Just as our community bore the earlier recession with resilience, so have we reaped the benefits of the recovery. Better job opportunities are available to those who are willing to undergo training. About 12,700 training places under MENDAKI's Job Steady Programme were taken up in 2010.”
“[For vernacular speech, please refer to Appendix A*.] Madam, during the debates on the budget for the Ministry last year, the Minister-in-charge of Muslim Affairs announced that new mosques would be built in Woodlands and Jurong. This news was welcomed by residents in the north and I am sure also in Jurong because the existing An-Nur Mosque in Woodlands and Asy-Syakirin Mosque in Jurong are always packed during Fridays, weekends and religious festivals. To me, MUIS' plan to build these two new mosques reflects the Government's *Cols. 4087-4088; 4089-4090. support of the religious aspirations of Muslims in Singapore. The An-Nur Mosque is now being upgraded and a temporary mosque located beside it has already been in operation since late last year. The Board of Management of the An-Nur Mosque had done a good job in fulfilling the religious needs of the Muslim community in the north by facilitating a smooth move to the temporary mosque and making it convenient for the residents. However, residents in Woodlands have been looking forward for information pertaining to the location of the second mosque to be built in Woodlands as the present temporary An-Nur Mosque is now already packed with congregants. I hope that the location of the second mosque in Woodlands will be easily accessible by Muslims, not far from residential areas and with connectivity to the public transport system for the convenience of residents. I hope that the Minister will give the latest update about the new mosque location. Strengthening religious institutions (In Malay): [For vernacular speech, please refer to Appendix A*.”
“Madam, the network of grassroots leaders and organisations in the community is absolutely essential in building collective confidence, trust and strong relationship among people of diverse ethnic, religious and social interests. This is the social capital that can glue us together as a cohesive society. We have done well in the last 45 years getting people to interact together, but in building social cohesion there is no such thing as the maximum achievement. I think it is a journey; a continuous improvement of *Cols. 4069-4070. what we have achieved before. This is particularly important as our society is changing – demographically, economically. The focus of many grassroots organisations has largely been activities for residents. These are useful as an avenue for people to come together. But in the face of the changing demography, economy and other aspects of life, there is a need to sharpen the focus and the tools to strengthen the confidence, trust and relationships in the community. How would the People's Association (PA) facilitate the building of this social capital through the network of grassroots organisations and leaders? How would PA help grassroots leaders look beyond organising activities and build on the capabilities? And how would PA support the work of other Ministries and agencies which also need to tap on the strength of our social capital so that, in the end, we can become an even more caring society, stronger and more cohesive?”
“While most of the NEHR will transform the way that hospitals work, one part of that will directly impact you and I. This is the development of a personal health management platform. While this will take a couple of years to develop, we have already taken steps towards better personal health management, like the HPB Diet Tracker iPhone app. What we can look forward to are mobile applications built upon the platform that will support healthy behaviour and personal responsibility for health. In fact, this is the way that many countries around the world are moving toward – telehealth and mobile apps for personal health management. Getting healthy is a process, a journey of small steps. And if we go back to the "blue zones", it is the simple things that make a difference – what we eat, whether we exercise, how much we sleep. We can all take small manageable steps in our everyday life. These small changes will lead to big improvements in our health. When these changes become a natural part of our routines, we would have formed our own personal blue zones. If we can expand this in the community, get volunteers and advocates amongst community leaders to sell the ideas to our residents, then we will be able to develop blue zones in our community. Let us journey together to live long and live well.”
“On the supply side, culinary training workshops have been introduced for tuckshop vendors to raise their awareness of nutritional guidelines and healthy meal preparations. We are also working with the food suppliers to modify and introduce healthier food items in school tuckshops. Members may know now that schools are not allowed to sell certain types of aerated drinks, which are too gassy and too sweet, and they are not allowed to sell fried food more than once a week. Aside from diet, we know that exercise is also important. Research has shown that exercise helps children to be more attentive and think better. I am happy that MOE has reviewed its physical education curriculum and increased physical activity time across the various educational levels. Apart from targeting school-going children, there is evidence that suggests that conditions in the womb and during early childhood can influence health later in life, including risk of obesity and chronic diseases. This is why HPB has expanded its target audience to include parents-to-be as well as parents of young children through the Healthy Origins and Firm Foundations programme. Here, HPB, in partnership with maternity and children’s hospitals, is developing resource packages for new mothers-to-be to provide them with tips on how to maintain healthy pregnancies and raise healthy children. Madam, we have spoken about changes that will be taking place across many physical sites in our communities. There is one development, however, that will place active health management right at the fingertips of Singaporeans, so that health promotion can be 24/7, anywhere and everywhere. Members already know about MOH’s development of the National Electronic Health Records (NEHR).”
“We see many parents attending parenting seminars to find out from experts how to bring up their children to be healthy, confident individuals. Here, we have many opportunities to create healthy habits in the way our children eat and keep fit. We know that what we learn when young stays with us. Again, we are approaching this from many angles. The National Healthy Lifestyle Campaign this year will focus on the family. Parents will find accessible resources right at the community level throughout Singapore, such as organised walks, classes and support groups. Schools are also an important setting of influence. Jamie Oliver, the British celebrity chef, is leading the school food revolution in Britain. He said that "eating a healthy school meal is a great foundation for a kid’s education and future health." We share the same vision. HPB has thus worked hard to change children’s eating habits and attitudes. Dr Lam Pin Min spoke about school meals. In Singapore, HPB has partnered with schools to incorporate guidelines on healthy eating and to limit student’s exposure to foods that are high in fat, salt and sugar – all those things that make food tastes nicer. We are encouraged by the efforts schools have undertaken to translate this vision into reality. About 90% of our schools have adhered to HPB’s guidelines and achieved Healthy Eating Awards. HPB has also partnered infant and child care centres and pre-schools to provide supportive environments. Through the Healthy Eating in Child Care Centres Programme, centres are provided with guidelines on offering healthy food and drinks to children. This is now included as one of the items in the licensing of childcare centres.”
“This frees them from the administrative hassle of sourcing and coordinating health activities for their employees. Second, we will continue our funding support for SMEs through the Workplace Health Grant which offers 90% funding to implement programmes, up to a cap of $10,000 per application. Assoc. Prof. Fatimah may be pleased to learn that since the scheme was extended to SMEs in 2009, 90 SMEs, including Asia Polyurethane Manufacturing, have benefited. For larger companies, a further 200 firms benefited each year from the Workplace Health Grant. Third, we will strengthen and form new partnerships with trade associations so that health activities can be offered to their member companies. The Singapore Manufacturers' Federation (SMa) is the first to partner HPB – 100 of its member companies have pledged to implement comprehensive workplace health promotion for their employees. The National Tripartite Committee (TriCom) on Workplace Health, which I spoke about last year, has been key in driving these ideas. They have just reported their recommendations in November last year. Under the TriCom, Workplace Health Promotion elements have been integrated into national frameworks, like SPRING’s Business Excellence Framework and the Guidelines for the Re-employment of Older Employees. HPB is now collaborating closely with the Ministry of Manpower to further tie Workplace Health with Workplace Safety, as Mr Heng Chee How suggested. MOH has set up a group to oversee and monitor the implementation of the TriCom’s recommendations. Let me now move to children's health. Children and their parents are a key link in the health movement.”
“15 pm Many organisations have effectively created health-oriented work cultures. In the US, Kaiser Permanente, a leading healthcare group, eliminated trans-fats from its patient menus, employee cafeterias, and vending machines in 2008 to protect its patients and employees from the risk of coronary heart diseases. In Singapore, some of our hospitals have also made healthier foods cheaper. The Austrian Health Minister, whom Mr Khaw talked about earlier, recently visited the Khoo Teck Puat Hospital and was impressed by how health promotion was built into the design and workings of the hospital. They were pleasantly surprised when fruit grown on the hospital ground was served to them as snacks. For smaller employers – a matter which Mr Ong Ah Heng spoke about – there are understandably more challenges, but it is not impossible. Some SMEs have shown the way. Asia Polyurethane Manufacturing, for example, is a small outfit of just 29 employees. Yet, they have launched initiatives like health screening, aerobics classes and talks on nutrition for their employees. To their CEO Mr Erman Tan, the business case for workplace health is strong. It enhances employee morale and teamwork, and has a huge impact on productivity. SMEs will be our focus over the next few years to spark this health movement. Collectively, they are Singapore’s largest employers. In reply to Assoc. Prof. Fatimah and Mr Heng on what our plans are to enhance health at the workplace, we will do three things to persuade business leaders. First, we will make it simple for SMEs to implement workplace health programmes. We will offer customisable off-the-shelf workplace health packages to SMEs. They will simply have to choose the package they want.”
“Well, we did that when we launched the last National Healthy Lifestyle Campaign led by Senior Minister Goh and we thought that walking together in a shopping mall was quite fun. A prototype of this new "ground-up" National Healthy Lifestyle model has already started in the Southwest CDC District. Here, the Health Promotion Board and National Environment Agency (NEA) are partnering with Yuhua Hawkers Association to engage hawkers on using healthier ingredients like whole-grain noodles, brown rice and healthier oil. Other prototypes in Northwest CDC and Sembawang GRC are in the works; they will develop their own unique arrangements. I believe when Nee Soon GRC is formed after the GE, they will also be included in the programme. Where best practices emerge, we will see if we can work for the rest of Singapore. We hope to gain a natural momentum that will lead to other such initiatives being rolled out across the island. Let me now talk about workplace health. This movement towards health has another important setting – the workplace. As Assoc. Prof. Fatimah Lateef, Mr Ong Ah Heng and Mr Heng Chee How have pointed out, the workplace is an ideal place to promote wellness and good health practices, since working Singaporeans spend a significant portion of their time at the workplace. But it is not just about being pro-health, it is also about being pro-business and pro-worker. I agree with Assoc. Prof. Fatimah Lateef and Mr Heng that workplace health is intricately tied to productivity. Better health means better effectiveness on the job, more alert employees, lower absenteeism and overall improvements in workforce morale and engagement. For employers who want to promote workplace health, it must make business sense, and it does. 6.”
“Having learned about elements of chronic illnesses and how to be effective health advocates from the HPB, they each reach out to 10 residents. That is why they are called "Ketua Sepuluh " (Leaders of 10) because each one of them reached out to a group of 10 residents. The health interest group meets every month to share tips on healthy cooking and weight management. Many of them go for brisk walks every weekend, while others take up aerobics, cycling or swimming. Some ladies who did not learn swimming at an earlier age are now learning to swim which is encouraging. The Champions are not stopping there. They intend to grow the interest group to 200 people. In fact, there is also a pipeline of residents being trained to become Health Champions. HPB provides the expert guidance and North West Community Development Council helps to coordinate the Health Champions Network in Sembawang GRC and Nee Soon Central and Nee Soon East SMC. I applaud the Health Champions for the efforts to start their own "blue zones" and hope others can also share their enthusiasm and keep the momentum going. From Health Champions, we move to activities. Activities tailored to the needs of the local community will be developed, and include Healthy Cooking Demonstrations and physical activity programmes like community aerobics and qigong. Non-traditional stakeholders will also be roped in. For example, childcare centres and schools will be engaged to roll out programmes like "Walk-to-school with Kids". Shopping malls will also be encouraged to implement health promoting initiatives for shoppers. One of these initiatives is "Mall Walks" where Singaporeans can do brisk walking and other exercises in a safe and weather-proof setting.”
“Mr Ong Ah Heng has asked if more can be done to engage our well developed and well connected grassroots organisations and networks to nudge us toward better health behaviour. I agree with these suggestions. We should find ways to better empower the individuals to take ownership of health, and leverage on the power of social capital in our communities, or what we call our "kampung spirit ". We need to inspire Singaporeans to health. From there a movement will emerge with a natural momentum. We are hopeful. The National Healthy Lifestyle Campaign will be remade to support this. Together, we will build a new health promotion model, with a ground-up approach supported by all Singaporeans. In reply to Dr Lam Pin Min and Mr Sin Boon Ann, we will also make obesity the focus of the campaign. MOH and HPB will work with grassroots leaders to co-create a model of health that works for each community and which targets obesity. We will provide the expertise, tools and training to develop a team of Health Champions in each constituency, who will then act as agents of change to champion healthy living. The analogy I would use is that we are handing Singaporeans the keys to health and together, we will open the door. I know of one of these Health Champions, Mohamad Hashim Mohamad Shah, the Chairman of Marsiling Malay Activity Executive Committee, who has started his own journey. Before becoming a Health Champion, he weighed 91 kg. However, after a year of exercising and adopting a healthier diet, he now weighs 83 kg! Seeing the benefits of his efforts, together with seven other Health Champions in the constituency, they have formed a health interest group with about 80 residents in Marsiling.”
“The campaign has led to a greater awareness of healthy lifestyle among Singaporeans, but as Assoc. Prof. Fatimah Lateef has said, we need to do more to encourage proactive health promotion. The prevalence of obesity has increased to double digits, that is, 11% last year. If we do not do anything to arrest the increase, we will soon be plagued with an obesity epidemic and the associated chronic conditions, which would be a huge drain on our healthcare system, let alone at the personal, family level. The approach towards promoting healthy lifestyles amongst Singaporeans has been largely top-down thus far. To successfully move towards a wellness centric healthcare system, we will need a more ground-up approach as articulated by Minister Khaw. This is what they do in the "blue zones": rely on social capital to live long and live well. They surround themselves with supportive friends and community. In Okinawa, they have what they call "moais" – groups of five friends committed to each other for life. Many of these social circles support healthy behaviour which can be equally, if not more, "contagious" than obesity and smoking. The other thing about the "blue zones" is that communities work out what makes best sense to them. The communities have different diets, different ways of managing stress. The Sardinians, for example, manage stress by gathering in the streets to laugh with each other. The Okinawans like to do gardening. They recognise that different things work for different people. In a similar way, we need to find out what works for us. Members have raised some suggestions. Assoc. Prof. Fatimah Lateef has urged more health promotion programmes to increase awareness of health risks associated with certain personal behaviour.”
“Blue zones are communities of people tucked away in different parts of the world who are living out the mantra "live long, live well". People there commonly lead active lives past the age of 100 years, with high levels of well being. One of the "blue zones" is Okinawa in Japan, which Dr Lily Neo has spoken about, and which Minister Khaw has visited. Another "blue zone" is Sardinia in Italy, which has one of the highest rates of centenarians in the world. Researchers have gone to study these "blue zones" and have come back with a list of common lifestyle characteristics from these areas. If you allow me to paraphrase, they include simple things like: keep moving, eat till you are 80% full, put more vegetables in your diet, manage stress, surround yourself with supportive friends and belong in your community. If these "secrets" sound familiar to all of us, they are in fact quite similar to some of the simple prevention messages that the Health Promotion Board (HPB) has been advocating: stay active, eat wisely and strive for positive mental well-being. However, the difference is that the people in the "blue zones" have made it a way of life. In Singapore, we know this is the hardest part. Many of us eat out and work late. I think some Members have alluded to this that we are working longer and we want to put more years into our working life. By the time we get home from work, we are too tired to exercise. This has led to more sedentary lifestyle and rising obesity as Dr Lam Pin Min and Mr Sin Boon Ann have pointed out. This was why we launched the National Healthy Lifestyle campaign in 1992. We introduced programmes to help Singaporeans make prevention a way of life. We are reaching the 20th year anniversary of the campaign now, and it is timely to do a stock take.”
“Madam, let me first thank Members for their contributions to this debate. Dr Lam Pin Min, Assoc. Prof. Fatimah Lateef, Assoc. Prof. Paulin Straughan and Mr Ong Ah Heng have all given useful suggestions on how to make our healthcare system more wellness centric and pro-health. Indeed, this shift to prevention has been one of the biggest health trends in the past decade. People are more empowered than ever before to take personal ownership over their health. Information on how to eat and live healthily is readily available. Just whip out a smart phone, or log onto the Internet and you will find dozens of applications to help you count your calories, track your exercise regime and even help you quit smoking. Healthcare systems around the world are responding to these challenges. In Singapore, we are too. In Minister Khaw's speech, he has outlined wellness as one of the main priorities of MOH over the next few years. What this means is that our healthcare system should not only focus on taking care of the 10% of Singaporeans who fall sick but also ensuring that the 90% of Singaporeans who are well can continue to stay healthy. This is a significant shift. It will require fundamental changes in the way our healthcare institutions work. It will involve community partners coming together to champion health. Make no mistake about it. It will be a very difficult and uphill journey, but we should strive to succeed because if we do, it will mean that people will lead longer, fuller and healthier lives. In the final analysis, this is really what the Ministry of Health should aim to achieve for Singaporeans. This is why I was quite intrigued to learn about "blue zones".”
“Sir, complaints from employees that they have been compelled to work during the festive holidays even when they are on sick leave is not an issue. On whether there are any other forms of abuse by employers, there can be. But if employees have any issue with that, they can come to MOM for advice or seek the advice of their union leaders if their company is unionised. As I said in my reply, it is an offence to deprive any worker of their sick leave. DEPENDENCE ON LOW-WAGE WORKERS 12. Mdm Ho Geok Choo asked the Minister for Manpower (a) what initiatives has the Ministry introduced to reduce employers' dependence on low-paying work; and (b) how active are employers in redesigning low-level work or amenities so as to reduce dependence on foreign workers.”