Bridging the Gap Between Education and Workforce Needs

In the parliamentary session in May 2024, I asked Minister for Education Chan Chun Sing about how schools are aligning educational pathways with Singapore’s workforce needs. My questions were driven by a concern that educational and career guidance in our schools is not sufficiently tied to the actual demands of our nation’s economy.

I asked if the Ministry of Education (MOE) would:

1. Develop resources that map the Ministry of Manpower’s (MOM) Shortage Occupation List (SOL) to relevant educational pathways;

2. Provide targeted counselling to students and their parents that connects identified skill shortages with appropriate courses of study;

3. Organise systematic industry outreach to schools that focuses on in-demand jobs and the qualifications they require; and

4. Ensure that such career information is accessible to less-privileged families, ensuring equity in educational and career opportunities.

These measures are intended to make career guidance more proactive, precise and inclusive, equipping students and their families with the tools needed for informed decision-making.

In response, the Minister highlighted the existing efforts, including industry immersion programmes, learning journeys, career talks and the MyCareersFuture portal. He noted the importance of guiding students towards in-demand careers but also emphasized the need to respect students’ personal preferences in choosing their educational paths.

While I appreciate the existing resources mentioned by the Minister, I believe there is a need for a more direct and structured approach. There is a potential disconnect between the skills shortages identified by MOM and the career guidance provided to students. My proposals aimed to bridge this gap more effectively and ensure that all students, regardless of their background, have access to the information necessary to navigate their future careers successfully.

While respecting individual choice is paramount, it does not preclude providing students comprehensive, relevant and actionable information to enable them to align their personal ambitions with broader economic opportunities.

By integrating real-time labour data into our educational planning and guidance to students, we can optimise both educational investments and labour market outcomes, and better prepare our youth for the dynamic demands of the future workforce.

This was my full question and the Minister’s answer on 8 May 2024:

STUDENT- AND PARENT-FRIENDLY CAREER RESOURCES AND COUNSELLING THAT MAP SHORTAGE OCCUPATION LIST TO EDUCATION PATHWAYS 

Mr Gerald Giam Yean Song asked the Minister for Education whether the Ministry will (i) work with the Ministry of Manpower (MOM) to develop student and parent-friendly career resources which map MOM’s Shortage Occupation List to the relevant education pathways (ii) provide counselling to link skills shortages to suitable courses of study (iii) organise industry outreaches to schools to highlight in-demand jobs and the required qualifications and (iv) ensure that such career information is accessible to less-privileged families. 

Mr Chan Chun Sing: Schools and Institutes of Higher Learning (IHLs) prepare students for a wide range of careers across all sectors. Students, including those from less privileged families, have opportunities to attend industry immersion programmes, learning journeys and career talks, to learn more about the different career pathways available. Information on career opportunities in the various sectors is also available on the MyCareersFuture portal. 

Whilst we have an interest to steer more students towards courses that prepare them for in-demand careers such as those in MOM’s Shortage Occupation List, we need to understand and respect that students have their personal considerations and preferences in choosing their course of study.

Source: Singapore Parliament Hansard

Menopause support for female workers

Committee of Supply debate, Ministry of Manpower, 4 Mar 2024


The number of women aged 40 to 59 in the labour force has risen by 97,000 from 2012 to 2022. Many in this group of workers would be undergoing perimenopause, which can present various physical and emotional challenges that may impact their well-being and work performance. 

Awareness of the health-related impact of perimenopause on women’s well-being does not seem to be widespread in Singapore. The Straits Times, in a piece titled “Is Singapore ready for the menopause wave from a super ageing society?” interviewed women who quit their jobs or suffered through the pain at work.

This loss in productivity may ultimately be costly to businesses and the economy, not to mention the human toll it takes on female workers. Based on an NUH study, and extrapolating for the current midlife working population, as many as 388,800 women may be bearing the ill effects of perimenopause at work.

It is important for employers to recognise and accommodate these changes, and foster a supportive work environment that addresses the unique needs of these women. It is notable that the UK and Australian parliaments have convened MP-led consultations to raise awareness nationally.

In Singapore, we can start with incentives for women who turn 45 to seek pre-emptive check ups and for those we need physiotherapy for their joint and muscle pain to either subsidise the treatment or give them time off for it. 

If women are forced to cut short their working life during their menopause transition, their health and finances may worsen, and our economy will lose out on their valuable contributions. This scenario is entirely preventable.

Tradesperson Jobs

My “cut” on the Committee of Supply debate (Ministry of Manpower), 4 Mar 2024.


There are approximately 186,000 craftsmen and trades workers in Singapore. Their median salary is $2,700, and their median age is 56 years. Over 70% are foreigners. The low wages, ageing workforce and heavy reliance on foreign labour in this crucial sector is concerning.

I acknowledge the efforts by MOM, industry associations, unions and IHLs to professionalise these trades. However, attracting young Singaporeans remains a pressing challenge.

To overcome this, we first need to boost societal respect for skilled tradespersons — or “tradies”, as they are affectionately called in Australia.

Schools and trades associations can create greater public awareness about what tradies do. They are not all dirty, difficult and dangerous jobs. For example, licensed plumbers often do more supervision and inspections of plumbing works than the “dirty work” themselves.

Young people who prefer working with their hands should be encouraged to consider skilled trades instead of forcing themselves to study an academic subject they have little interest in.

Second, we need to lower the barriers for entry for Singaporeans to become licensed tradespersons. All courses and mentorship programmes leading to licensing should be more subsidised under SkillsFuture, even for workers under 40, and more places should be set aside for Singaporeans. 

Third, to raise incomes of skilled tradespersons, agencies must rigorously enforce regulations against unlicensed individuals performing tasks that are legally reserved for licensed tradespersons. This will uphold the required quality and safety standards and prevent licensed tradespersons’ earnings from being unjustly undercut by unlicensed competitors.

Sir, for avoidance of doubt, I declare that I am the director and shareholder of a company that provides technology solutions to training providers.

Boosting productivity through AI and robotics

Budget Debate 2024, 26 Feb 2024

Mr Speaker,

Fair competition

Singaporean workers aspire towards making a good living and engaging in meaningful work that uplifts not only their own families, but also their communities, their nation and the world. One inescapable reality of work is competition.

We have always had a very competitive culture in Singapore. This has served us well in many ways, from the excellent performance of our students in schools to our efforts to top the global rankings in everything from corruption perceptions to business friendliness. 

However, competition also has a darker side. Singaporeans are not looking to the government to shield them from global competition at the workplace. However, we detest unfair competition, where people who do not play by the rules or follow local norms still get ahead.

For example, when Singaporean workers see colleagues getting hired and promoted not on the basis of their ability and hard work, but because their manager prefers working with people who share his cultural background, this creates a profound dissonance in them. Why? Because Singaporeans have been brought up to believe in meritocracy as a guiding principle in our society. 

We want a Singapore which rewards workers and professionals based on their competence and hard work, not connections or tribal loyalties.

Nevertheless, while we strive to shape the Singapore that we desire, we are but a small drop in a vast ocean. We have to teach our children and students to deal  with the world as it is, not how they want it to be. They must be taught at home and in schools to speak up when they have something to contribute, and not keep silent in the background. They must be encouraged to ask for what is due to them, and not simply accept what others decide for them without question. And they must be willing to network with a wide spectrum of people from different cultures and nationalities, and understand what motivates them.

Singapore is often viewed as a nation of excellence. In local parlance, we do things “swee swee”. Give a Singaporean a task, and when they say they’ve done it, we can trust that it’s been done well. We must never let this culture of excellence slip. It is our advantage in an increasingly competitive world.

Boosting productivity

Artificial intelligence (AI) and robotics have both burst into mainstream consciousness in recent years, with the launch of generative AI and self-driving cars. These technologies could provide a path to boosting Singapore’s productivity by enhancing the speed, accuracy and efficiency of various tasks and processes. 

There are many studies of AI’s measurable impact on productivity. For example, a joint-study by BCG and Harvard found that consultants using GPT-4 completed 12% more business tasks, 25% more quickly, with 40% higher quality, than a control group without AI access.

These are amazing opportunities for Singapore to take advantage of. The government can spur a broader uptake of AI and robotics not only for our scientists and businesses, but also for general purpose use by ordinary citizens.

In November 2023, I asked about whether the government planned to develop indigenous capabilities in creating and deploying AI foundation models, including establishing a National Foundation Model Research Institute. In February 2024, I proposed the creation of a national AI healthcare foundation model, which can be used to predict and intervene in a broad spectrum of diseases. I would like to repeat these calls here. 

These are not just national initiatives, but possible precursors to greater regional scientific co-operation. Singapore needs the right institutions and opportunities, in order to attract and retain the best minds, including talented Singaporean scientists and entrepreneurs.

I am under no illusions about the potential of these new technologies to cause job losses. This is why in January 2024, I asked the government for its plans to proactively retrain workers who are at most risk of displacement from AI. We need interventions to steel our citizens against AI-driven job redundancy. It is better for us to be the architects of our own disruption, than to allow technology to change us for the worse.

It is tempting to pull out the old playbook of pouring money into training programmes and encouraging workers to attend courses. However, this approach may not succeed in upskilling an entire workforce in disruptive new technologies.

We must also embrace tacit learning through the hands-on use of AI and robotics. Tacit learning is learning by doing.

Using AI tools or robots needs to be made as easy and as commonplace as googling for answers on a web browser or operating a TV remote control. Robots should be deployed more widely in our environment so that the public gets used to seeing and using them every day. Giving every Singaporean hands-on practice with AI and robotics will better ensure that the gains from these technologies go to everyone — manual workers and knowledge workers, civil servants and entrepreneurs, MNCs and SMEs.

SkillsFuture must also support tacit learning. In February 2024 in my adjournment motion on global AI leadership, I called for the subscriptions to cutting-edge AI tools to be subsidised by SkillsFuture Credits. AI tools make workers more productive, and we should give our people more opportunities to use them.

We must strive for the whole breadth of Singapore society to have more contact with the best AI models and robots. Only by trying things out as a first mover, and being willing to accept and learn from failure, can we gain and retain the thousand points of knowledge that no instructor can teach.

New world order

In his Budget Statement, Deputy Prime Minister Lawrence Wong rightly pointed out that we are now in an era of armed conflict, confrontation and terrorism, with major powers prioritising national security over international cooperation, and that there is a diminished willingness to tackle global issues.

These are stark realities. We must work within the realities of this new world order, as the old order is probably not coming back anytime soon.

DPM Wong said that we will pursue better jobs and better growth. He made a commitment to improve wages across professions. In particular, he said that the wages and career prospects of ITE graduates should not be too far behind polytechnic and university graduates.

I fully support this. I hope the wages of skilled tradespersons will come much closer to par with knowledge workers, because of the value they bring to our economy and our society. I will elaborate further on this during the Committee of Supply debate on MOM’s budget.

The introduction of the SkillsFuture Level Up Programme, which injects another $4,000 into Singaporeans’ SkillsFuture Credit, is welcome. DPM Wong said it is to be used for selected training programmes with “better employability outcomes”, including part-time and full time diplomas and undergraduate programmes. In addition, workers 40 years old and above will have the opportunity to pursue another full time diploma at subsidised rates.

How did the government arrive at the conclusion that these diploma and degree programmes have better employability outcomes? Is there empirical evidence to support it? And if there is, are the better outcomes due to the greater skills that these graduates have acquired or because local employers continue to emphasise paper qualifications over skills and experience?

In fact, it has been recognised that one of the most effective ways to pick up employable skills is through on-the-job training (OJT) and apprenticeships. As such, I would suggest that the government subsidise OJT and apprenticeship programmes to the same tune as diploma and degree programmes.

In his Budget Statement, DPM Wong mentioned briefly about how the government will do more to support those whose jobs are made redundant through a temporary financial support scheme for the unemployed. He said the government will be working out the details later this year. Sir, this scheme was announced almost one year ago, at the National Day Rally in August last year. How much longer will it take to flesh out? More importantly, how fiscally sustainable will this scheme be? 

Will it include an insurance component, like what the Workers’ Party has proposed through its Redundancy Insurance Scheme, to ensure that premium contributions from employers and employees during times of plenty can be drawn down during economic downturns when retrenchment levels are higher?

Cost burdens for disability community

Mr Speaker, social inclusion must be at the heart of all our economic policies. I am glad to note that the maximum monthly fees at Special Education (SPED) schools will be lowered to $90, with lower fee caps at all centres.

However, Singapore should move towards equalising the fees for SPED schools and mainstream schools. While I am aware that the cost for providing education at both types of schools is different, the school fees should be the same. So if mainstream primary school fees are only $13 a month, then SPED school fees should also be $13 a month, not $120, which is the current average. Even lowering it to $90, while commendable, is still not equitable. This is especially so considering the higher costs that parents of special needs children incur in many other areas besides education. The additional costs of SPED schools should be socialised in the interest of creating a more inclusive and equitable society.

School bus fares remain another significant concern for the disability community. As of 1 January 2024, the Ministry of Education (MOE) has increased the price cap of school bus fares for school bus operators at mainstream schools by up to 13%. But SPED school students face a higher increase in their school bus fares due to the smaller pool of bus operators who are able to meet their more complex needs. 

I am aware and appreciate that there are various school bus subsidy assistance schemes like the MOE Financial Assistance Scheme (FAS) and the Enabling Transport Subsidy (ETS). 

While I understand the need to keep the school bus operators sustainable, the adverse impact of the cost of living crisis has made the cost of school bus transport an added burden for many parents of students with disabilities. Many rely heavily on school bus transport to commute to and from home, school and social service agencies to attend programmes such as the Early Intervention Programme for Infants and Children (EIPIC), Day Activity Centres, Sheltered Workshops* and Special Student Care Centres. Very often there are additional costs involved. EIPIC, for example, is a half-day programme, so the students need to also be ferried from their school to the programme, creating a double whammy in transport costs.

I would therefore like to call on the government to increase the monthly household income limit for both the FAS and ETS, especially for households with special needs members. In addition, more subsidies can be provided to match the inflation of school bus fares. This would ensure that more families can access and benefit from these subsidies to cover the ever-rising cost of living.

Conclusion

In conclusion, Mr Speaker, as we chart our course through the rapidly changing global and technological terrain, our policies must embody a steadfast dedication to fairness, meritocracy and innovation. By nurturing an ecosystem that champions fair competition, leverages the transformative power of AI and robotics, and places the welfare and progress of every Singaporean at its heart, we can secure a robust and flourishing future. Let’s remain committed to building a society where access to opportunities, a culture of excellence and the value of each individual’s contributions shape the Singaporean journey for generations to come. 

Sir, I support the Motion.


* DACs and SW are only 18+.

MOM: Workplace discrimination against PwDs

About 78% of persons with disabilities (PwDs) have reported experiencing discrimination at the workplace, according to a survey last August by AWARE and Milieu Insight. Discrimination faced by PwDs can range from exploitation and denigration, to stereotyping and displaying patronising attitudes towards them.

The Government has announced its intention to enshrine the TAFEP Guidelines on Fair Employment Practices in a new workplace anti-discrimination law. It is important to ensure that this legislation provides sufficient protection for PwDs. To achieve this, the law should incorporate several key provisions, which have also been recommended by the Disabled People’s Association

First, it needs a definition of disability that is inclusive of the entire disability population in Singapore.

Second, it should require employers to provide reasonable accommodations to PwD employees. A reasonable accommodation is a modification to a job or work environment that enables a qualified PwD to perform the essential functions of the job and have the same employment opportunities as their able-bodied colleagues, without imposing an unreasonable burden on the employer. Singapore ratified the UN Convention on the Rights of Persons with Disabilities (CRPD) a decade ago. Article 27 of the CRPD requires signatories to take appropriate steps, including legislation, to ensure that reasonable accommodation is provided to PwDs in the workplace. Examples of reasonable accommodations may include providing screen readers, installing ramps, offering flexible work arrangements, or conducting meetings online.

And third, the legislation must be enforceable in a timely manner and provide the necessary remedies and measures to prevent repeat offences.

Enshrining these provisions in the anti-discrimination legislation will ensure it is effective in preventing PwDs from being excluded from the workforce.

We need to change societal attitudes to foster inclusivity in the workplace for PwDs. Rather than viewing PwDs as beneficiaries of charity, we must recognise them as individuals and workers who possess equal rights and contribute valuable skills to the workforce. 

Is the Ministry looking to do more to highlight the contributions to PwDs in the workplace?

___________

Committee of Supply Debate, Ministry of Manpower, 1 March 2023

Photo by SHVETS production on Pexels

MOM: COMPASS Shortage Occupation List

The Shortage Occupation List (SOL) is one of the criteria in the COMPASS framework. MOM has said that the first SOL will be announced this month. It is expected to identify occupations requiring skills that are currently in shortage in the local workforce. 

Could the Minister share what occupations will be included in the SOL?

Will the SOL take into account the pipeline of local ITE, polytechnic and university graduates in both local and foreign institutions? For example, if there are going to be many Singaporean graduates in, say, ICT, next year, the SOL should be revised accordingly.

With the knowledge of skills shortages in the SOL, schools, tertiary institutions and adult education centres can better plan their curriculum and intake size to better prepare local students and workers to fill them. The Government should work closely with ITEs, polytechnics and universities to expand their intake of courses for occupations in the SOL.

How frequently will the SOL be reviewed? I hope it will be reviewed frequently so that it can be responsive to changes in industry requirements, and we will not have situations where an occupation remains on the SOL when there is sufficient local talent in that area.

Finally, the SOL should be included as one of the foundational criteria of COMPASS instead of being only a bonus criteria. This could prompt firms to search harder for available local talent before turning to foreigners.

All this can help create more opportunities for Singaporeans in the workplace and reduce the heavy reliance on foreigners in our workforce.

________

Committee of Supply Debate, Ministry of Manpower, 1 March 2023

Photo by Sebastian Herrman on Unsplash

Fair employment of Singaporeans (MOM)

A mindset change is needed in the way many of our companies recruit and promote talent. Foreign talent is not automatically better than local talent. I call on the government to take more robust steps to address these concerns, and ensure that Singaporeans do not lose out unfairly to foreigners, and we can build a stronger Singaporean core in all our companies.

This was my speech in Parliament during the Committee of Supply debate for the Ministry of Manpower (MOM) on 14 March 2013.

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When Singapore ramped up its industrialisation in the 1960s, one key reason for attracting MNCs, in addition to driving growth and creating jobs, was for these companies to transfer managerial and technical skills to Singaporeans. Subsequent decades saw the many companies transition from expatriate to local leadership, and many Singaporeans rose up the ranks.

However, with the influx of foreign skilled workers in the last decade, we have seen a reversal of progress in this area. Many private sector companies now have their professional and managerial ranks filled with foreigners, although many of them would be classified as ‘locals’ because they have obtained Singapore PR (permanent residence) or citizenship. Even the junior professional positions are often staffed by foreigners, when our local graduates should have no problem meeting the job requirements.

The Tripartite Alliance for Fair Employment Practices (TAFEP) said that half of the employment-related complaints they received last year were to do with alleged discrimination against locals [1]. Many Singaporeans have also expressed frustration at the enclaves of employees from the same country found in some companies.

The cause of the problem may lie not with human resource managers and recruiters, but with hiring managers, who are often foreign middle managers who may prefer recruiting fellow countrymen to work under them. If TAFEP is to be effective in tackling this problem, it will need to reach out beyond the HR department and educate these middle managers to hire based on merit rather than nationality.

A mindset change is needed in the way many of our companies recruit and promote talent. Foreign talent is not automatically better than local talent. I call on the government to take more robust steps to address these concerns, and ensure that Singaporeans do not lose out unfairly to foreigners, and we can build a stronger Singaporean core in all our companies.

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[1] http://sg.finance.yahoo.com/news/singapore-may-tighten-controls-foreign-execs-amid-bias-080501172–sector.html