Diversity, Equity & Inclusion Policy (Singapore)

A Diversity, Equity & Inclusion Policy in Singapore documents the organisation's approach and the obligations placed on those it covers.

The Tripartite Guidelines on Fair Employment Practices, which became legally binding on 1 August 2024 under amendments to the Employment Act, prohibit discrimination on the basis of age, race, gender, religion, marital status, family responsibilities, and disability. Before August 2024, the TGFEP were advisory guidelines — employers who violated them faced administrative consequences from MOM (including curtailment of work pass privileges) but not direct legal liability. The transition from advisory guidelines to binding law represents a landmark shift in Singapore's approach to workplace discrimination, administered through the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), which investigates complaints and recommends corrective action to MOM.

The Constitution of the Republic of Singapore enshrines the principle of equality before the law under Article 12, and Article 152 recognises the special position of the Malay community and the interests of racial and religious minorities. These constitutional provisions inform the broader legal and social framework within which DEI policies operate in Singapore.

The Personal Data Protection Act 2012 (PDPA, s.13 and s.26) intersects with DEI policies where employers collect and process personal data related to employees' protected characteristics — such as race, religion, health status, or disability. The Personal Data Protection Commission (PDPC) requires that organisations collect personal data only for purposes that a reasonable person would consider appropriate, and DEI-related data collection must comply with the PDPA's consent, purpose limitation, and security obligations.

The Workplace Safety and Health Act (Cap. 354A) and the Mental Health (Care and Treatment) Act (Cap. 178A) are also relevant where DEI policies address workplace harassment, mental health accommodations, and the duty to provide a safe working environment free from bullying and discriminatory conduct. The State Courts and the Employment Claims Tribunals (ECT) have jurisdiction to hear employment-related claims, and employees who experience discrimination may file complaints with TAFEP, MOM, or the ECT.

Singapore's multiracial, multireligious society — comprising Chinese, Malay, Indian, and Eurasian communities, among others — makes DEI policies particularly important for maintaining social harmony and workplace cohesion. The Presidential Council for Minority Rights, established under the Constitution, reviews legislation to prevent discrimination against racial or religious communities, and Singapore's Ethnic Integration Policy (EIP) for public housing demonstrates the government's active approach to managing diversity.

The Enabling Masterplan 2030, developed by the Ministry of Social and Family Development (MSF) and SG Enable, sets out Singapore national strategy for supporting persons with disabilities in employment and community participation. Employers DEI policies should align with the Enabling Masterplan objectives — including commitments to accessible workplace design, assistive technology provision, and inclusive hiring practices. The Open Door Programme (ODP), administered by SG Enable, provides funding support to employers who hire persons with disabilities, covering job redesign, workplace modification, and training costs. The Tripartite Standard on Age-Friendly Workplace Practices, administered by TAFEP, establishes a structure for employers to attract and retain older workers — a growing priority given Singapore ageing population and the government raising of the statutory retirement age to 63 (Retirement and Re-employment Act, Cap. 274A) and re-employment age to 68.

A Diversity, Equity & Inclusion Policy is needed in Singapore whenever an organisation seeks to comply with the Tripartite Guidelines on Fair Employment Practices (TGFEP), demonstrate commitment to non-discriminatory employment practices, and manage the legal and reputational risks associated with workplace discrimination.

Compliance with the Tripartite Guidelines on Fair Employment Practices requires all Singapore employers — regardless of size or sector — to adopt and implement fair employment practices covering recruitment, selection, compensation, development, and termination. Since the TGFEP became legally binding in August 2024, employers who fail to implement non-discriminatory employment practices face legal consequences including financial penalties, work pass privilege restrictions, and orders to correct discriminatory practices. A written DEI policy is the primary mechanism for documenting an organisation's compliance with the TGFEP.

Work pass applications and renewals by the Ministry of Manpower (MOM) require employers to demonstrate compliance with the Fair Consideration Framework (FCF). Employers applying for Employment Passes (EP) must advertise vacancies on the MyCareersFuture portal for at least 14 days and demonstrate that they have fairly considered all applicants regardless of nationality. MOM reviews employers' hiring practices and may curtail work pass privileges for organisations that fail to comply — a DEI policy that documents fair recruitment processes supports work pass applications and reduces the risk of MOM enforcement action.

Investor and client due diligence increasingly requires evidence of DEI commitments. Multinational corporations, institutional investors, and government procurement bodies in Singapore — including GeBIZ, the Singapore government's electronic procurement portal — assess suppliers' and partners' employment practices as part of Environmental, Social, and Governance (ESG) due diligence. The Singapore Exchange (SGX) requires listed companies to report on sustainability practices, including diversity metrics, under SGX Listing Rule 711B and the SGX Sustainability Reporting Guide.

Workplace harassment prevention is a critical function of DEI policies. TAFEP's Advisory on Managing Workplace Harassment provides guidance on preventing and addressing harassment based on race, gender, religion, sexual orientation, and other characteristics. A DEI policy that includes anti-harassment provisions, reporting mechanisms, and investigation procedures demonstrates the employer's commitment to a safe and respectful workplace and may serve as evidence of reasonable steps taken to prevent harassment in any subsequent legal proceedings.

Talent attraction and retention in Singapore's competitive labour market is supported by visible DEI commitments. MOM's annual labour market reports consistently show that Singapore's workforce is among the most diverse in Asia, with foreign workers comprising approximately 30% of the total workforce. A well-communicated DEI policy helps organisations attract diverse talent and reduce turnover among underrepresented groups.

A properly drafted Singapore DEI Policy must address the specific legal requirements of the Tripartite Guidelines on Fair Employment Practices (TGFEP), the Employment Act 1968 (Cap. 91), and the PDPA 2012, while reflecting the organisation's genuine commitment to diversity, equity, and inclusion.

Company details and scope must state the organisation's name, UEN (as registered with ACRA), and the scope of the policy — specifying that it applies to all employees (including full-time, part-time, contract, and temporary workers), job applicants, interns, and, where applicable, contractors and agency workers. The policy should state that it applies across all locations where the organisation operates in Singapore.

Commitment statement should articulate the organisation's commitment to fair employment practices in clear, specific terms — not vague aspirational language. The statement should reference the Tripartite Guidelines on Fair Employment Practices and TAFEP's five principles of fair employment: (1) recruit and select employees on the basis of merit; (2) treat employees fairly and with respect; (3) provide equal opportunity for training, development, and progression; (4) reward employees fairly based on ability, performance, and contribution; and (5) comply with labour laws and adopt progressive human resource practices.

Protected characteristics must identify the grounds on which discrimination is prohibited, aligned with the TGFEP: age, race, colour, ethnic origin, religion, gender, marital status, family responsibilities, and disability. Organisations may choose to extend protection to additional characteristics not currently specified in the TGFEP — such as sexual orientation, gender identity, and socioeconomic background — reflecting established procedures among leading Singapore employers.

Fair employment principles must detail the organisation's practices in each area of employment. Recruitment and selection must be based on job-related criteria, with job advertisements stating requirements related to qualifications, skills, and experience rather than personal characteristics. Compensation and benefits must be determined by role, performance, and market benchmarks without discrimination. Promotion and development opportunities must be accessible to all employees based on merit and performance. Termination and retrenchment must follow fair and objective criteria, consistent with MOM's Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment.

Training and accountability provisions should describe the DEI training provided to employees at all levels — including mandatory training for hiring managers, supervisors, and HR personnel on unconscious bias, fair interviewing, and anti-harassment. The policy should identify the senior management role or committee responsible for DEI oversight (e.g., the Chief Human Resources Officer or a DEI Committee) and the reporting structure for DEI matters.

Complaints and investigation procedure must provide a clear, accessible mechanism for employees to report discrimination, harassment, or unfair treatment — including multiple reporting channels (direct supervisor, HR department, anonymous hotline) and protection against retaliation for complainants and witnesses. The procedure should specify investigation steps, timeframes, confidentiality obligations, and potential outcomes (including disciplinary action up to and including termination for substantiated violations). The forms-legal.com Singapore DEI Policy template includes a complaints procedure aligned with TAFEP's Advisory on Managing Workplace Harassment.

PDPA compliance section should address the collection and handling of personal data related to employees' protected characteristics. Under the PDPA 2012 (s.13), organisations may collect personal data only with the individual's consent and for purposes that a reasonable person would consider appropriate. DEI-related data collection — such as diversity surveys or demographic monitoring — must comply with the PDPA's consent, notification, and data protection obligations, and the policy should state how such data will be used, stored, and protected.

Review and update clause should commit the organisation to reviewing and updating the DEI policy at specified intervals (at least annually) or whenever there are material changes to the TGFEP, Employment Act, PDPA, or other relevant legislation. The review should be conducted by the DEI Committee or HR department, with input from employees and, where applicable, the organisation's union representatives.