Progressive Companies Embrace Age Diversity and Inclusion
In Singapore, businesses in the transport and hospitality industries are redefining the workforce by unlocking the potential of senior employees. Go-Ahead Singapore and Mandarin Oriental Singapore, both recognised with the Tripartite Alliance Award 2021, exemplify age-inclusive employment practices that prove experience is an invaluable asset.
Go-Ahead Singapore: Leveraging Experience
For Go-Ahead Singapore, recruitment is strictly merit-based, ensuring age does not factor into hiring decisions. Human resources director Wang Poon Liang emphasised that senior employees contribute significant strengths—maturity, expertise, and wisdom—qualities that make them excellent mentors for younger team members.
With 35% of its staff aged 50 and above, Go-Ahead invests in tailored training roadmaps to equip its senior bus captains with modern skills. For instance, the company provides hands-on guidance on using mobile applications to manage rosters, leave requests, and payroll digitally. This technology minimises manual processes, giving bus captains more time for personal pursuits.
Abu Hassan bin Abas, a 61-year-old bus captain employed since 2016, initially found the shift to digital processes challenging but now appreciates the efficiency. “It’s simple and convenient. We save time and avoid paperwork,” he shared.
Go-Ahead also prioritises employees’ wellbeing, circulating monthly health bulletins and offering onsite medical consultations at Loyang bus depot, ensuring senior employees remain fit to contribute effectively.
Mandarin Oriental Singapore: Building a Multi-Generational Workforce
Mandarin Oriental Singapore champions an age-inclusive culture where senior employees act as role models and knowledge bearers. Jonathan Joo, the hotel’s human resources director, highlighted the mutual learning dynamic between younger and senior staff. Senior employees pass on industry wisdom, while simultaneously staying updated on modern developments.
The hotel has implemented a Job Re-Design programme, equipping staff aged 50 and above with ergonomic tools such as larger monitors and user-friendly keyboards. Additionally, annual health screenings and personalised coaching sessions ensure the wellbeing of senior employees.
Mandarin Oriental has also taken proactive steps in re-employment policies, raising the retirement age to 65 and offering re-employment opportunities until 70 for those meeting performance and health criteria. Jennifer Lian, a reservations manager with 16 years at the hotel, praised the initiative for enabling her to thrive while fostering teamwork among younger colleagues. “I’ve gained confidence in adapting to workplace changes while mentoring my team,” she shared.
Why Inclusive Practices Matter
Both Go-Ahead and Mandarin Oriental showcase the benefits of age diversity, where senior employees contribute with their unparalleled experience, work ethics, and leadership abilities. These inclusive practices foster workplace harmony, drive knowledge transfer, and support business growth.
Employers are encouraged to embrace merit-based hiring, flexible work arrangements, and upskilling opportunities to attract and retain senior talent. As Singapore moves towards higher re-employment ages, companies that implement progressive employment strategies will be better positioned for long-term success.
Organisations like the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) offer resources, workshops, and guidance to support businesses in creating inclusive and equitable workplaces. Through such practices, companies can unlock the full potential of their diverse workforce while ensuring employees of all ages feel valued and empowered.
