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杨莉明立志助失业者回岗位 首先她得正视职场歧视问题

by 林殊
22/01/2021
in 专题, 劳工, 时事, 职场, 舆论
Reading Time: 2 mins read
0
杨莉明立志助失业者回岗位   首先她得正视职场歧视问题

人力部长杨莉明,周三(20日)在脸书上重申,政府的首要任务是保住国人饭碗,帮助失业新加坡人回到工作岗位上。

她表示,“为了实现目标,我们正协助雇主,提供他们强而有力的支持,让他们发展成为新加坡的中流砥柱。”

与此同时,她也呼吁,雇主在接受政府的援助时必须发挥其作用,确保公平雇佣。该建议也获得新加坡工商联合总会、四个商会与商团的响应,并表示将会“循序渐进”实施方案,确保达到公平聘雇原则。

有改善意愿 惟歧视聘雇从未停止

理想虽然很丰满,但现实却也很“骨感”,对新加坡人而言,职场上歧视聘雇却未曾停止过。

举个例子,去年10月,《海峡时报》发表一篇专题,探讨究竟劳资政三方公平与良好雇佣联盟(TAFEP)如何处理一些雇主的不公平雇佣情况,其中一例就出现“内定”的情况。

据报道指出,一家金融保险公司被该公司的人事经理曝出,在招聘前就预选了一名外国人士到本地公司担任管理职务。

然而,经调查后发现,该公司依旧按照公平考量框架规定,在全国职业库(Jobs Bank)刊登了14天的招聘广告,但是在招聘广告“到期”之前,就已和“内定”的外国籍人士人选,签订雇佣合约。

值得关注是,”内定“人才是该公司位于伦敦办公室的英国籍人士,且他的工作经验和学历,根本不符合广告上所列明的需求!

进一步调查后发现,招聘广告获得了超过60份申请,其中有28人士都符合资格,却未有任何申请人士被邀请面试。

案件随后交给了人力部,但违规公司的聘请工作准证持有者特权,仅被暂停六个月。

雇联和商会回绝立法管制建议

这些事屡屡发生,也不断冲击了国人的工作机会与我国劳动市场。雇主的刻意规避和轻惩,也显示了在未立法下管制职场歧视的情况下,所产生的影响。

据人力部去年的雇佣标准报告,仅上半年,已约70名雇主涉及职场歧视行为,比2019年全年的人数高出了近一半。

数据的呈现基本上可以坐实了长久以来招聘歧视的问题,然而原本应加大力度管制和惩戒的歧视问题,却被商会驳斥,称强迫立法规范可能会导致工作场所的不良关系加剧僵化。

先有全国雇主联合会(SNEF)执行董事长沈锦源,不愿直面问题,推托立法管制恐弊多于利;就连新加坡制造商总会(SMF)秘书长,也宣称要减少职场歧视,应采用较少”敌对”的调解方式,比立法管制更有效。

强调立法管制只会不利于员工

新加坡制造商总会更指不反对立法处理,但却并非是根除机会主义行为的最有效“杀手锏”(silver bullets),且也不适用于所有工作场所。然而,若未能立法加强管制,又出现什么问题?

尽管雇联一再辩解称,TAFEP在近年受到的职场歧视相关投诉,已从2015年的580宗,减少至200宗,并强调一旦发现将会立即暂停工作准证申请特权,但从上述案例而言,暂停工作准证申请也仅仅六个月,未必能够对雇主起到太大惩戒。

新加坡妇女行动与研究协会(AWARE)高级执行人员Mamta Melwani表示该组织接到的七成个案都和怀孕员工有关,其他还包括种族何性别歧视(9.6巴仙)、家庭和看护者负担(5.5巴仙),以及身障、年龄和宗教等方面的职场歧视。

歧视问题无处不在,尽管有劳资政公平与良好雇佣指南,然而这些指南显然未能被冥顽的雇主遵守。

为此,Mamta表示,没有立法来强制推行这些指南,“我们一次又一次地看到雇主,在不需面对法律责任下规避这些准则。”

而且在未有立法的保护措施下,雇员投诉也担心TAFEP能否保密,以及雇主可能采取报复行为。

再者现有惩罚雇主的机制,不外乎限制雇主申请工作准证的特权,但是未能为受害者提供法律上的缓解措施。政府仍坚持认为,制定反歧视立法可能会增加商业成本并损害经济竞争力。

在未获得强有力的立法保护下,雇主显然不会严格遵守准则,这意味着规避行为将无法被遏制。

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