| Singapore workforce profile by employment category FY2014 |
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| Singapore workforce profile by age FY2014 |
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| Re-employment of employees who reached 62 years old in FY2014 |
Job Level |
No. of employees who reached 62 |
No. of employees
re-employed |
No. of employees retired |
Operations & Support |
90 |
64 |
26 |
Professional |
11 |
9 |
2 |
Middle Management |
1 |
1 |
0 |
Top Management |
1 |
0 |
1 |
Total |
103 |
74 |
29 |
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| Upholding and protecting the principles of human rights |
| The Singtel Code of Conduct governs how we conduct ourselves in a multicultural environment and treat fellow colleagues with respect and consideration at all times, respecting the basic tenets of human rights. These principles are applied in our interactions, internally and externally, with our people, community and marketplace. |
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| Positive trade union relationships |
| We have about 3,300 bargainable employees in Singapore. The Union of Telecoms Employees of Singapore (UTES) is a valued partner in matters related to these employees. As a sign of our commitment, we have entered into a 3-year Collective Agreement with UTES, ending December 2014. We are in regular discussions with the union and we make efforts to engage them immediately in case of any major organisational change. |
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| Driving and rewarding performance |
We regularly review our remuneration policies to ensure competitiveness and alignment with the marketplace and our internal reward strategies. Our competitive remuneration packages include a basic pay structure based on job roles and functions along with performance-based incentives. We also recognise and reward according to individual and team performance, and their embodiment of our core values. We have implemented a parallel compensation and remuneration policy that caters to attracting, motivating and retaining talent from the digital industry. This compensation model builds in more value for risk-taking, innovation and entrepreneurial spirit, compared to the compensation structure in the core telecommunications business.
Our review also ensures that we continue to pay based on performance. Hence, we offer the same level of rewards if the job level and performance are the same between men and women. An analysis of gender-based salary data[4] for the 3 main grades of employees shows that our female and male employees received almost equivalent basic pays in FY2014. |
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Job Level |
FY2013
Salary Ratio
Female : Male |
FY2014
Salary Ratio
Female : Male |
Operations & Support |
0.91 : 1 |
1 : 0.95 |
Professional |
0.96 : 1 |
1 : 1 |
Middle Management |
1 : 1 |
1 : 1 |
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| [4] This ratio is based on the lowest monthly basic salary as of March 2014 for each category of regular employees only. It does not include bonus payments or any other performance related remuneration |
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