| Equal opportunities
and diversity |
| With about 90 nationalities represented in our global
workforce, Singtel has clearly embraced diversity. We
view workplace diversity as essential for the Group
as it provides an invaluable variety of local and global
experiences. We respect the differences in ideas and
perspectives, gender, age, ethnicity, language, cultural
background, physical ability and lifestyle choice.
These allow us to leverage the depth of our varied
backgrounds to support the company in realising our
potential in a global marketplace. |
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| We promote equal employment opportunities within
Singtel and our policy on non-discrimination and fair
employment practices commits us to creating a work
environment free of discrimination or harassment
on the basis of race, colour, religion, gender, national
origin, disability or age. Singtel also has guidelines
to follow during the recruitment process. All our
people are selected on merit and all recruitment
advertisements do not refer to specific requirements
based on gender, ethnicity, age or nationality
preferences. |
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| Upholding and protecting the
principles of human rights |
| The Singtel Code of Conduct provides specific advice
on how we should act and behave in a multicultural
workplace and treat fellow colleagues with respect and
consideration at all times. In day-to-day relationships,
the recruitment process or ensuring equal opportunities
in career development, we apply these principles in all
business interactions we have, internally and externally. |
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| This year we have also followed up on previous targets
by introducing aspects of human and labour rights via
the Supplier Code of Conduct into our supply chain and
procurement processes. By doing this, Singtel is further raising the
profile of these issues in our wider business community. |
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| The Singtel Code of Conduct |
| Our employee Code of Conduct covers a wide range of topics including the responsibility to treat fellow colleagues
with respect and consideration at all times, respecting the basic tenets of human rights. Examples of improper
behaviour include discrimination or harassment in any form of bullying, ridicule, sexual, racial or verbal abuse,
insults and physical violence. Singtel will not tolerate such actions and will take disciplinary actions against
offenders, including termination of employment. |
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| Our employee mix |
| At the end of FY2013, our Group employed 21,695 people with the majority
based in our main business entities in Australia and Singapore. This section
of the report is based on our Singapore operations where our employees
totalled 12,776 as at 31 March 2013. |
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| In FY2013, we completed a managed service project and transferred around
500 of our employees to a service provider. The Group also made several
strategic acquisitions in the digital space. |
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| There is approximately a 75% to 25% split between full-time regular
employees and those who are working full-time on a term contract. The
number of our part-time employees is insignificant. Our employment profile
by age demonstrates a good mix of experience. |
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| Female workers make up around 38% of our total workforce in Singapore.
Overall, there is a reasonably consistent split across the job grades with
women taking up 36% of Top Management positions, including Group Chief
Executive Officer, Group Chief Financial Officer, Group Chief Information
Officer and Group Director Human Resources. This figure is up from 29% in
FY2012. For Middle Management positions, 38% are held by women. |
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| To meet family and work-life demands of our employees, especially
working mothers, we offer numerous family-friendly policies. These options
include flexible work schedules or even part-time employment. We also
provide either on-site childcare facilities or look to tie-up with well-located
quality childcare centres to offer priority enrolment for the children of our
employees. |
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Singapore workforce profile by
employment category FY2013 |
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Singapore workforce profile
by age FY2013 |
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