Building inclusive workplaces and adopting inclusive hiring practices have been gaining traction in the business community in recent years. No longer are such policies viewed as just acts of corporate citizenry, but they are sustainable business solutions that impact bottom lines. In this article, Ms Chan Yit Foon, Senior Vice President of Human Resources at Marina Bay Sands, a long-time partner of SPD’s Employment Support Programme (ESP), shares how the renowned integrated resort creates an inclusive work culture that encourages their employees with disabilities to thrive.
As part of its inclusive hiring programme, the integrated resort employed Mr Lim Swee Lee as a dealer in September 2022. Prior to joining the company and SPD’s support in providing him with suitable job opportunities, Mr Lim, who has prosthesis on both his legs due to amputations, was unemployed. Various teams in Marina Bay Sands supported his journey and ensured a smooth integration, including the Wardrobe department which has customised his uniform for greater comfort as he carries out daily tasks on his motorised wheelchair, and the Scheduling team which has allowed more flexibility in his duty roster, allocating more time for rest during breaks and medical appointments.
UPDATES (U): Could you share with us Marina Bay Sands’ hiring philosophy?
Ms Chan Yit Foon: As a long-term employer with one of the largest workforces in the hospitality industry, we are committed to creating a positive impact in the lives of Singaporeans. The integrated resort is unceasing in our hiring efforts to support our 24/7 large-scale operations and business needs, hence employing persons with disabilities is both a business rationale and a commitment towards supporting this community.
Diversity and inclusion are at the core of our hiring philosophy. Since opening in 2010, Marina Bay Sands has hired nearly 60 persons with disabilities across 17 departments. Four of them have been with the company for 10 years or longer and have progressed significantly in their careers. In 2023, we have grown the pool of talent in departments such as Digital Light Canvas and Sampan Rides by hiring persons with disabilities in new roles at these attractions.
U: What kind of support has SPD provided?
Ms Chan: The partnership with SPD since 2016 has been vital to establishing Marina Bay Sands’ inclusive hiring programme. From implementing workplace modifications to sharing best practices, we have gained a better understanding about persons with disabilities, their conditions as well as the best approach to providing meaningful employment for them.
U: What are the workplace accommodations that Marina Bay Sands has made to support the hiring of persons with disabilities?
Ms Chan: Across the property, we have implemented assistive technology and physical adjustments to create a conducive work environment for our Team Members. These include the lowering of card readers and door access buttons, building ramps, marking wheelchair-priority seats, and making uniforms accessible by changing stud buttons to velcro.
In addition, we also organise monthly inclusive hiring workshops with industry partners, practitioners and Government agencies, as well as encourage department heads, hiring managers and co-workers to attend. This helps to build awareness of minority groups in the community and foster open communications around disability inclusion, which are important in supporting new hires with disabilities in their assimilation into the company.
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Inclusive Hiring – A sustainable solution to workforce
Regardless of the size or industry, organisations can take steps to adopt inclusive hiring practices. By tapping on Government schemes and initiatives such as job placement/job support services, Open Door Programme and Enabling Employment Credit, employers can build a diverse workforce that encourage innovation, collaboration, and competitiveness across teams.