As Singapore’s workforce evolves, diversity and equity have become non-negotiable for employees across all generations. 44% of respondents in Singapore said that they need to work in a company that is making a proactive effort to improve its diversity, equity & inclusion.
And while two-thirds of survey respondents in Singapore believe that their company is progressive with their diversity, equity and inclusion (DEI) initiatives compared to others, 68% felt that their employer’s DEI efforts are tokenistic and superficial.
The 2025 Workmonitor research found that talent in Singapore across all generations are feeling strongly against their employer’s DEI efforts. Specifically, 30% of Gen Z and 34% of Baby Boomers do not think that their employers’ efforts are making any difference at all.
nearly 7 in 10 workers think that their employers’ DEI efforts are tokenistic
Why does it seem that Singaporeans are divided on DEI, or are initiatives not hitting where it matters? In a talent market where authenticity and belonging are primary considerations for job seekers, what does it mean for employers to move beyond token gestures and build a truly inclusive workplace?
In this article, we explore what the generational workforce has to say about diversity at work and how it factors into their job satisfaction.
the business risks of deprioritising DEI
Research has shown that companies that value diversity and inclusion perform better, especially with talent scarcity. McKinsey data highlighted that the most gender-diverse companies in Asia are 48% more likely to outperform their least gender-diverse peers. In Southeast Asia, when employees perceive strong commitment to DEI from senior leadership, turnover risk drops by 9% for women, ethnic minorities, and LGBTQ+ employees.
34% of Gen Z and Millennial respondents shared in the Workmonitor survey that they’ve resigned before as they were unable to be their true selves at work without facing prejudice or intolerance.
Employers face a clear directive here: They can create a space where people feel safe to be authentic at work, or lose some of their best talent.
44% of professionals would only accept a job with a proactively inclusive company
is ensuring DEI in an organisation that difficult?
Many would think that ensuring DEI in an organisation is easy work, since it’s simply the right thing for anyone to do - respect others for who they are.
However, it only takes an instance of ignorance or a single moment where colleagues lack empathy, to lead to increasing intolerance at the workplace, and a culture of ignoring bad behaviour.
It is certainly not always simple for businesses to implement DEI in an effective way, when considering their economic and business performance. However, having a constant focus on DEI is not simply lip service to boost your business reputation or your workforce engagement - it is the right, humane thing to do.
Here are three reasons why DEI efforts seem to be less effective than they used to be.
1. the evolving and expanding definition of diversity, equity, and inclusion
The lack of DEI makes people feel excluded at work, and it goes beyond elements such as gender equality and sexual orientation.
Today’s workforce expects diversity efforts to go beyond visible traits like race and gender. Inclusion isn’t simply about acknowledging race and nationality, it is also about educating ourselves on neurodiversity and invisible differences such as ADHD and dyslexia. Many companies still operate with outdated definitions of what DEI is, missing the opportunity to create a workplace that truly welcomes all identities and needs.
For example, when everyone in the company is comfortable speaking in a language that is not understood by all, employees who do not understand the language may feel like they’re missing out on important updates or an opportunity to share their ideas.
In another example, if a company has a drinking culture but fails to acknowledge those who don’t drink - they actively alienate employees from team activities. Today, when restaurants and pubs typically offer non-alcoholic beverages, it’s a simple matter of widening the net to accommodate and understand individuals with different preferences.
2. the fear of speaking out
In Singapore, where social culture is governed largely by collective harmony, verbalising one’s concerns or dissent remains uncommon. Discrimination will persist - and while Singaporeans are able to recognise them, many may choose not to act.
49% of respondents in Singapore are not likely to voice their concerns when it comes to speaking out about how effective or sufficient DEI programmes are at their workplaces. There are also generational differences when it comes to voicing out - while Gen Z and Millennials are more vocal, Baby Boomers are less likely to complain, even if they disagree with existing initiatives.
The most common reason employees choose not to report discrimination is the fear of being marginalised at work or making work relationships awkward, stated by 24.4% of respondents in the Ministry of Manpower’s (MOM) 2023 Fair Employment Practices Report. Another 18.2% feared a negative impact on their professional future or job opportunities if they spoke up about unfair treatment.
3. lack of trust in leadership makes the workforce tight-lipped
Many employees are skeptical that reporting will lead to meaningful change.
When it comes to discrimination and bias, there is always a risk of falling into a “he-said-she-said” scenario, where, in the absence of concrete evidence, formal investigations can often end up inconclusive. This uncertainty can discourage individuals from speaking out, even if they have personally witnessed inappropriate behaviour, as they may fear that their concerns will not be taken seriously.
Past experiences of inaction or unsatisfactory outcomes discourage future reporting, and some are simply uncomfortable sharing private information or do not know the proper channels for raising concerns at their company.
With this prevalent sense of “learned helplessness” in place, initiating systemic change is a colossal effort for employees - one that seems above their pay grade. This is compounded by a lack of trust in management to handle complaints thoroughly and impartially, and the belief that speaking up will only single them out for negative treatment.
organisations can change and make DEI the centre of their employee engagement
It is risky business to deprioritise DEI in any organisation, especially in a talent-scarce labour market. Employees who face discrimination at work, no matter how competent they are at their jobs and how large their bonuses are, will resign when their boundaries are crossed.
DEI efforts are no longer a “nice-to-have” but a crucial factor in job choices. Beyond surface-level efforts such as one-time donations towards diversity-focused causes and organisations, or hosting annual awareness events, inclusivity needs to be part of the workforce’s collective mindset to truly be effective.
A truly safe and inclusive work environment is one where employees feel safe and supported enough to bring their true selves to work, as well as being valued and celebrated for their contributions, both personally and professionally. To be truly effective in your DEI efforts, it must be embedded in the organisation’s culture.
don’t tell your employees to speak up, show them that it can be done
To truly encourage employees to come forward about discrimination, employers need to create a space where everyone feels genuinely safe. That means building a culture where honest feedback is not just allowed, but truly welcomed, and where retaliation is absolutely out of the question.
It's essential to set up clear, confidential ways for people to report issues - like anonymous hotlines or secure online platforms - and back them up with strong anti-retaliation policies.
Imagine having a simple, step-by-step guide that shows exactly what happens when someone makes a report: who handles it, and how their privacy is protected every step of the way. It's not enough for companies to say they won't tolerate retaliation; they need to demonstrate how this is true, such as through taking clear disciplinary steps against anyone who tries to target whistleblowers.
When someone does speak up, keeping them updated and giving them feedback is key. It shows them that their courage matters, that their concerns are being taken seriously, and that real changes are happening. At the end of the day, employees need to see - not just hear - that their identities and jobs will be safe.
Employees need to know the company is truly committed to honesty and transparency in everything it does. That's when the fear of speaking up will start to disappear, and a real sense of security and empowerment can take its place.
educate with purpose
To transform diversity from simply a policy to lived experience, employers should conduct DEI training for everyone in the organisation, even if they are working remotely or as an intern. These training programmes can help everyone learn how to identify discrimination and biases and skills to address concerns constructively and intervene appropriately.
Consistency is key when it comes to shifting mindsets and creating a shared understanding. Ongoing education and proactive engagement are key to ensuring that respect and dignity are not just policies on paper, but lived values in the workplace.
Besides training, human resources teams can put up infographic posters with useful tips and send email communications regularly to keep them updated about upcoming courses and events, as well as key takeaways and videos from previous courses.
diversity can be your competitive advantage
The benefits for DEI are clear: diverse teams drive innovation, improve decision-making and strengthen financial performance. Companies that are able to implement effective, comprehensive DE&I strategies gain a powerful competitive edge in attracting and retaining modern talent who want to work for employers that champion positive change.
Employers who listen, act, and invest in genuine inclusion will build stronger brands and stand to engage their workforce more meaningfully. To learn more about how to build a diverse work environment where everyone belongs, download the latest Workmonitor report or connect with our team for tailored insights and support.
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