Bloomberg Gender-Equality Index 2024

CDL has been listed on the Bloomberg Gender-Equality Index (GEI) for six consecutive years since the GEI’s inauguration in 2018.

For Bloomberg GEI 2024, CDL’s FY 2022 Gender Equality-related information in accordance with GEI 2024’s exhaustive list of key performance indicators can be found here.


With women making up a significant 69% of CDL Corporate Office’s workforce, we have more females than males in both managerial and non-managerial roles. As at end 2022, 50% of our Heads of Departments (HODs) at our Corporate Office are females.

CDL Group’s breakdown of its Singapore-based workforce according to gender and management positions is as follows:

Employee Type Total no. of Employee Total no. of female employee Total no. of male employee % of females
Total workforce 3419 1403 2016 41%
Management 3240 1263 1977 39%
Junior management 2393 917 1476 38%
Senior management 88 35 53 40%
Revenue generating depts 2106 1380 726 66%
STEM 324 197 127 61%

Gender Pay Gap

CDL Group’s breakdown of its Singapore-based workforce according to gender pay is as follows:

Gender Pay Gap Mean salary of female employees to male employees (%)
Mean gender pay gap 99%
Median gender pay gap 99%
Mean bonus gap 106%
Median bonus gap 142%

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 cochaired 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, CDL’s 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 (UNGC), the principles offer practical guidance to the private sector on how to empower women in the workplace, marketplace and community.

In 2022, CDL’s CSO became an advocate for the G20 Alliance for Empowerment and Progression of Women’s Economic Representation. The G20 Empower aims to accelerate women’s leadership and empowerment in the private sector. With a workforce that is majority female at CDL, empowering women and supporting their pursuit of career and personal development is fundamental to our corporate sustainability strategy.

Global Recognition for Gender Equality

For the sixth year running since 2018, CDL’s efforts in advancing gender diversity at the workplace has earned our inclusion in the sector-neutral Bloomberg Gender-Equality Index. CDL is one of six Singapore companies to be listed in 2023’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. In 2022, CDL was also ranked top Singapore company for gender equality on Equileap’s APAC Special Report 2022.


CDL embraces an inclusive workplace with a multiracial 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 at 31 December 2022, CDL has one wheelchair-bound employee who has been with the company for 14 years.

CDL Group’s breakdown of its Singapore-based workforce according to ethnicity is as follows:

Ethnic Groups Total no. of employees % No. of employees in Management (including junior, middle and senior management positions) %
Chinese 2071 60.6% 1920 56.2%
Malay 652 19.1% 638 18.7%
Indian 396 11.6% 394 11.5%
Eurasian 4 0.1% 3 0.1%
Others 296 8.7% 285 8.3%

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. Employees are encouraged to 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 to harassment, within and beyond company premises. In 2022, CDL had no incident of discrimination.

To reinforce our firm stance on anti-harassment and antibullying, a compulsory workshop on professional workplace boundaries was launched in January 2021 for all staff, including a session for management, focusing on their leadership roles.