JOB CREATION AND EMPLOYMENT
The COVID-19 pandemic has fundamentally shifted the way we work. The normalisation of remote work has impacted how our workforce communicates, connects and delivers. New opportunities for digital transformation and collaborative methods sharpen our competitive advantage of driving engagement and achieving organisational agility.
Through a three-pronged approach of developing, engaging and caring for employees, CDL is committed to driving productivity, employee satisfaction and talent retention for organisational excellence. In 2022, CDL received the Human Resources (HR) Excellence Awards for excellence in CSR strategy, Diversity, Equity, and Inclusion (DEI) and women empowerment strategy.
CDL’s recruitment process adheres to 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 to upskill our employees to ensure they are future-ready.
Conducted biennially, our latest employee engagement survey was held in 2022. The 2022 engagement score was 84%, which is 8% above the Singapore norm.
CDL adheres to the Tripartite Guidelines on Managing Excess Manpower issued by MOM and its tripartite partners, Singapore National Employers Federation and the National Trades Union Congress. We support and share a similar philosophy as the Tripartite Guidelines, which strongly encourage companies to manage excess manpower and consider reorganisation as a last resort. The Guidelines also suggest providing company retraining programmes for workers, redeployment of workers to alternative areas of work, implementing shorter work weeks, temporary layoffs, flexible work arrangements, and managing wage costs through a flexible wage system.
In the past five years, there has been no major reorganisation which resulted in the loss of jobs. Despite the business challenges brought on by COVID-19, CDL is proud to have not undertaken any major reorganisation or retrenchment exercise, hence preserving the livelihoods of our workforce. In the event of termination or employee resignation, a minimum notice period of one to three months needs to be fulfilled, depending on the employee’s job grade. Due to operational requirements, middle and senior management are required to provide a notice period of two and three months respectively.
As at 31 December 2022, CDL hired a total of 406 employees for our operations headquartered in Singapore, where most of our business in property development and asset management is based, excluding hotel properties. Close to 4% of our employees were hired on a temporary basis with a tenure of more than one year. In 2022, CDL did not have any employees with non-guaranteed hours.