DIVERSITY, EQUITY, AND INCLUSION PRACTICES
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.
CDL EMPLOYEE DEMOGRAPHICS
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|
|Revenue generating depts||2106||1380||726||66%|
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.
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
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.
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)||%|
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.