Monday, March 4, 2013

Financial Institutions Discriminate Singaporeans Recruiting in Favor from One Single Country

Today, an article Lianhe Zaobao admits that Singaporeans are discriminated in job market. What particular striking is passages below, and I have translated it.

Last year, TAFEP ( Tripartite Alliance for Fair Employment Practices) received feedback that foreign managers in some financial institution hire in favor of their own country people, rather than hiring Singaporeans.

TAFEP contacted these financial institutions. The senior managements agreed that certain departments do have many employees from one single country. The senior managements claim that they will hire more Singaporeans.

例如去年有人向TAFEP反映,一些金融机构的外籍部门主管在招聘员工时,更倾向把机会留给与自己国籍相同的应聘者,而不雇用新加坡人。

TAFEP与这些金融机构联络后,有高级管理层承认,个别部门的确有许多来自某个国家的员工,并表示将设法聘请和培养更多新加坡人。


This is the first time a quasi government organization admit publicly that rampant discrimination against Singaporeans exists in financial institution. Which is the country nationals that practice such noxious discrimination against Singaporeans? Though it was not stated, the most likely is Indian. In Citibank Changi Business Park, you can hardly see anyone, other than South Asian, in the 8-9 floors building. All these are high paying jobs that many Singaporeans would like to take up. And Singaporeans being among the highest IQ people of around 103 would better fit than Indians of very low IQ of 81.

Today, with Shenton Way and Changi Business Park becoming Little India. Indians brought their racial discrimination. While many India Indians hate and discriminate Singaporeans, they never failed to accuse the victimized Singaporeans as racist. PAP help them in their evil pursuit by condemning Singaporeans as daft and lazy. PAP started campaign trying to convince our graduates to take up jobs like food peddler. 


There is no longer any meritocracy in Singapore. The dark side is gaining upper hand. 3000 years ago, the the barbaric forebears of high caste Indians, conquered the then highest civilizations in the world. They told the Dravidian locals, then the smartest people in the world, that they committed sin in past life and hence they are worst than animals. They only can have a career path in shit collection and prostitution. The Dravidians believe. Today, their descendants, the so call Dalits,  are the most miserable people in the world, still collecting shit and prostituting after 3000 years.

Now, high caste Indians come to Singapore. They have the support of PAP discriminating Singaporeans. They do not have high IQ. Their weapons are racism and tribalism. Already, many Singaporeans graduates start to believe themselves being lousy, and contented with making a living by peddling food, driving cabs or working as cashiers. We will be further condemned in the future if we do not fight against racism and PAP today.


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本地人未获平等机会占半数 职场歧视投诉增多


去年TAFEP共收到303起公平雇佣的投诉,比2011年多了26起。这与2010年的115起相比,增加了约一倍半。


新加坡的企业在公平雇佣上还有进步空间,人力部正在探讨设立新框架,要求企业在招聘时候必须公平考虑雇用新加坡人。本地人未获平等机会占半数,职场歧视投诉增多。新加坡的企业在公平雇佣上还有进步空间,人力部正在探讨设立新框架,要求企业在招聘时候必须公平考虑雇用新加坡人。去年TAFEP共收到303起公平雇佣的投诉,比2011年多了26起。这与2010年的115起相比,增加了约一倍半。过去三年职场歧视的投诉呈增加趋势,而雇主没能给新加坡人平等机会占各类投诉中的半数。政府近年来一直倡导企业打造以新加坡人为核心的工作团队,不过还是有人在面对外籍员工竞争时,遇到雇主厚此薄彼。例如去年有人向TAFEP反映,一些金融机构的外籍部门主管在招聘员工时,更倾向把机会留给与自己国籍相同的应聘者,而不雇用新加坡人。

TAFEP与这些金融机构联络后,有高级管理层承认,个别部门的确有许多来自某个国家的员工,并表示将设法聘请和培养更多新加坡人。一些机构还改善内部沟通和投诉机制,鼓励有不满情绪的新加坡员工与管理层沟通;公司也展开跨文化培训,让外籍员工融入本地文化。另一起个案中,本地一家酒店在网上招聘区域行销经理时指明要请“中国人”,这引起TAFEP注意。TAFEP告诫这家酒店这么做不符合劳资政公平雇佣指导原则,人力部也向酒店发出警告。酒店随后在网上道歉,并修改了工作程序,确保招聘广告符合指导原则。

有人力资源业者也观察到,个别行业的确存在发展机会不平等的现象。金融招聘网站eFinancialCareers去年对近700名金融业者展开的调查显示,57%土生土长的新加坡员工觉得,公司更青睐外籍专业人士,忽略了新加坡人的职场发展。TAFEP也透露,各种公平雇佣投诉中,招聘广告含有歧视内容的投诉占了一半。
例如一家商店在招聘广告中列明要聘请“35岁以下”的售货员。公司解释,提出年龄要求是因为这项工作需要员工提举重物。在TAFEP敦促下,公司答应删除具体年龄要求,不过在筛选过程中加入额外环节,测试应聘者提举重物的能力。人力资源顾问公司GMP集团企业服务部副主任吴坤豪认为,公平雇佣应基于应聘者能力,招聘广告中不该有年龄、性别、种族和宗教等与工作无关的条件;如果工作有特殊要求,雇主在广告中必须写明提出这些要求的原因。政府上周一公布新财政预算案时透露,人力部正在考虑设立一个新框架,确保企业在招聘时公平考虑雇用新加坡人,这也是为了确保新加坡人与外国人竞争时不处于下风。吴坤豪指出,公司的运作必须对其所在的社会负责,为当地人提供平等就业机会就是其中一个层面,这在长远上能加强企业品牌,获得当地人的支持,也能吸引更多人才。凯利服务新加坡总经理赫尔(Mark Hall)则说,新加坡没有就公平雇佣立法,很多做法是否能被接受还是模棱两可,“创立一个法律框架后,公司对于招聘时哪些做法可以被接受才会有更好的了解。”

职总就业与职能培训中心(e2i)代总裁陈财喜受访指出,虽然有时雇主并不是刻意歧视,不过一些招聘条件会把原本能胜任工作的应聘者拒之门外。他说:“许多公司要求应聘者有‘令人满意的荣誉学位’,可是早年有这类学位的人不多,很多年龄较大的求职者即使能胜任,也很难应聘成功。”

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