DIVERSITY AND INCLUSION

At CDL, having an inclusive culture is important for our business. We are committed to providing equal opportunities throughout employment, including the remuneration, recruitment, training and promotion of staff. CDL’s recruitment process adheres to the strict guidelines on non-discrimination and fairness, regardless of gender, ethnicity, religion, or age.

Gender Diversity

With women making up a significant 68% of CDL’s workforce, we have more females than males in both managerial* and non-managerial categories. In addition, 52% of our HODs are females as of end 2019. In 2019, the average pay of female employees was 91.5% of the average pay of male employees in non-managerial positions. For managerial* positions, female employees were paid 83.6% of the average pay of male employees.

* Including HODs and Vice-Presidents

EMPLOYEE DEMOGRAPHICS – TOTAL EMPLOYMENT

CDL Diversity and Inclusion Task Force

Recognising that creating and expanding opportunities for women are fundamental to CDL’s sustainable growth and beneficial to society at large, the CDL Diversity and Inclusion Task Force was established in 2017 to promote diversity and inclusion within our workplace and the wider community. Under the leadership of our Group CEO, the Task Force is co-chaired by the Sustainability and HR departments.

Women4Green Network

The Women4Green network, Singapore’s first women network in support of sustainability, is a CDL initiative launched at the opening of the Singapore Sustainability Academy on 5 June 2017. The network aims to inspire and empower women to adopt and champion the SDGs at home, at work and at play. More information about Women4Green and its programmes can be found on here.

Public Commitment to Women Empowerment

In 2017, our Group CEO joined over 1,600 leaders globally in pledging CDL’s support for the Women’s Empowerment Principles. Developed through a partnership between the UN Women and UN Global Compact, the principles offer practical guidance to the private sector on how to empower women in the workplace, marketplace and community.

CDL Group CEO, Mr Sherman Kwek, is also a member of the Council for Board Diversity. Established by the Ministry of Social and Family Services, it advocates for an increase in number of women on boards of listed companies, statutory boards and non-profit organisations.


CDL Group CEO Mr Sherman Kwek, who is a member of the Council for Board Diversity, with CDL’s key female management representatives

From left to right: (Seated) Ms Catherine Loh, Head of Corporate Secretariat, Ms Yiong Yim Ming, Group Chief Financial Officer, Ms Yvonne Ong, CEO, Commercial, Ms Esther An, Chief Sustainability Officer, Ms Adeline Ong, Senior Vice President, Sales & Marketing. (Standing): Ms Sharifah Shakila Shah, Senior Vice President, Legal, Ms Sophia Dai, Head, Strategic Investments, Ms Belinda Lee, Head of Investor Relations & Corporate Communications, Ms Lee Mei Ling, Executive Vice President & Head, Property Development, Ms Ong Siew Toh, Senior Vice President, Group Accounts, Ms Tay Seok Cheng, Deputy Head, Property Development.

EMPLOYEE DEMOGRAPHICS – MANAGERS

EMPLOYEE DEMOGRAPHICS – NON-MANAGERS

Global Recognition for Gender Equality

CDL’s efforts in advancing gender diversity at the workplace has led to its inclusion in the sector-neutral Bloomberg Gender Equality Index (GEI) for the third year running since 2018. CDL is the only real estate management and development company in Singapore and one out of five Singapore companies to be listed on GEI 2020.

The reference index measures gender equality across five pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, sexual harassment policies, and pro-women branding, to allow investors to make better-informed decisions and help companies better understand their own progress towards gender equality.

RACIAL AND DISABILITY INCLUSION

CDL embraces an inclusive workplace in our multiracial workforce from diverse educational backgrounds. Our workforce is nonetheless heavier on the number of Chinese employees as a reflection of Singapore’s predominantly Chinese population. Where possible, we also provide fair employment opportunities for the less physically-abled. As at 31 December 2019, CDL has one wheelchair bound employee who has been with the company for 11 years.

RACIAL DIVERSITY