DIVERSITY, EQUITY, AND INCLUSION PRACTICES

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 at end 2022, 50% of our Heads of Departments (HODs) are females.

CDL has a diversified workforce across all age groups. In 2022, 71% of recruits were millennials (born between 1981 and 1996). About 45% of our current workforce now consists of millennials who inject new ideas, enthusiasm, and energy into our organisation.

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.

RACIAL AND DISABILITY INCLUSION

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.

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.