DIVERSITY AND INCLUSION

CDL’s recruitment process adheres to the strict guidelines on non-discrimination and fairness, regardless of gender, ethnicity, religion, or age. Beyond providing jobs and caring for our direct employees through comprehensive benefits schemes, we also invest significantly in training and upgrading employees to equip them with relevant skills for the future.

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, 55% of our Heads of Departments (HODs) are females as of end 2020.

In 2020, the average pay of female employees is 96% of the average pay of male employees in non-managerial positions. For managerial positions (including HODs and Vice-Presidents), female employees were paid 87% of the average pay of male employees.

* Including HODs and Vice-Presidents

Gender of HODs at CDL Corporate Office

97% of our HODs are Singaporeans or Permanent Residents, hired from our local community.

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 (back row, 4th from left) and CDL Group General Manager Mr Chia Ngiang Hong (back row, 3rd from left) with CDL’s key female management representatives.

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

Global Recognition for Gender Equality

CDL’s efforts in advancing gender diversity at the workplace has earned its inclusion in the sector-neutral Bloomberg Gender Equality Index (GEI) for the fourth year running since 2018. CDL is the only real estate company in Singapore and one out of six Singapore companies to be listed in 2021’s index.

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

RACIAL AND DISABILITY INCLUSION

CDL embraces an inclusive workplace, with our multi-racial workforce from diverse 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 of 31 December 2020, CDL has one wheelchair-bound employee who has been with the company for 12 years.

RACIAL DIVERSITY

Anti-bullying and Anti-harassment

The CDL Workplace Anti-Harassment and Anti-Bullying Policy communicates CDL’s stance for all employees to be treated with respect and dignity. No employee shall be subject to any physical, psychological, verbal or sexual abuse. Our employees should be culturally sensitive, tolerant and respectful towards each other, taking into consideration the workplace environment and multi-culturalism. This policy also extends to dealing with incidents involving external customers and stakeholders who conduct themselves in a manner that constitutes harassment of the employees, within and beyond company premises. In 2020, CDL had zero incidents of discrimination.

Human rights is one of CDL’s material ESG issues. With the need to raise awareness on this topic, particularly in light of the changing global landscape in the workplace and the advent of social media, a compulsory workshop on professional workplace boundaries was launched in January 2021 for all staff.