DIVERSITY AND INCLUSION
CDL’s recruitment process adheres to the strict guidelines on non-discrimination and fairness, regardless of gender, ethnicity, religion, or age.
With women making up a significant 69% of CDL’s workforce, we have more females than males in both managerial and non-managerial roles. As of end-2021, 47% of our Heads of Departments (HODs) are females.
CDL has a diversified workforce across all age groups. In 2021, 67% of recruits were millennials (born in 1981 or later). About 44% of our current workforce now consists of millennials who inject new ideas, enthusiasm, and energy into our organisation.
Gender of HODs at CDL Corporate Office
CDL Diversity and Inclusion Task Force
CDL recognises that creating and expanding opportunities for women are fundamental to CDL’s sustainable growth and beneficial to society. As a result, CDL’s 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.
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 UNGC, the principles offer practical guidance to the private sector on how to empower women in the workplace, marketplace and community.
Global Recognition for Gender Equality
Since 2018, for the fifth year running, CDL’s efforts in advancing gender diversity at the workplace has earned our inclusion in the sector-neutral Bloomberg Gender-Equality Index (GEI). CDL is one of five Singapore companies to be listed in 2022’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 track and progress towards gender equality.
RACIAL AND DISABILITY INCLUSION
CDL embraces an inclusive workplace with a multi-racial workforce from diverse backgrounds. Due to Singapore’s predominantly Chinese population, our workforce comprises a larger percentage of Chinese employees. Where possible, we also provide fair employment opportunities for the less physically-abled. As of 31 December 2021, CDL has one wheelchair-bound employee who has been with the company for 13 years.
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 one another at all times. 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 2021, CDL had one incident of discrimination. Swift and thorough investigation and rectifications were taken to resolve the matter.
To reinforce our firm stance on anti-harassment and anti-bullying, a compulsory workshop on professional workplace boundaries was launched in January 2021 for all staff, including a session for management focusing on their roles as managers.