EEO Requirement: Who Needs It & Know-How Guideline

July 16, 20192:16 pm4836 views

Every employee deserves to be treated equally and decently by employers. Manpower Act law no.13 of 2004 on article 5 and 6 cited that “Every worker has equal opportunity without any discrimination to get an employment. And every worker/labour has the right to equal treatment without any discrimination from the employers.” In other words, ensuring equal employment opportunity for all employees is a must-do for companies.

See also: How to Support Employees with Disabilities in Your Company

What is an equal employment opportunity?

Equal employment opportunity (EEO) is a policy that requires employers to not engage in any employment activities that are prohibited by Singaporean law. It is important for every organisation and its workforce, especially employers, employees, and job applicants, to acknowledge themselves with this law as to having fair treatment from the company they work in. The EEO protects employees and applicants on the basis of race, age, sex, colour, religion, and national origin. This law, generally, is not aimed to create equal outcomes, but rather ensure that all employees have equal opportunity to engage in the employment market.

Besides, fair employment practice also opens a wider opportunity for businesses to access a wider talent pool by hiring fairly and based on merit. There will be increased productivity and decreased staff retention, innovation, improved customer satisfaction, flexibility in deploying employees, and a chance to be an employer of choice.

Who needs to file?

The report of EEO should be submitted by all employers that meet these general requirements:

1.  Employers with 100 or more employees

2.  Government contractors subject to federal affirmative action obligations with 50 or more employees, and a prime contract, or first-tier subcontract of $50,000 or more.

Other than that, employers can read literally of each state regarding EEO requirements. For Singapore companies, you can seek advice from Ministry of Manpower.

How to file EEO survey?

Commonly, self-identification is the most-used practice strategy to collect data from employees. Employers can distribute and invite employees as well as new hires to fill forms of self-identification. Additionally, this self data collection must be done voluntarily by employees. Therefore, if employees do not provide data or do not want to fill the form, employers can use records from employments or observations.

Moreover, the EEO report should cover all party, including full and part-time employees. The reporting data must be reported as these employees who are on the employer’s payroll during a workforce snapshot period. Workforce snapshot period is an employer-selected pay period between October 1 and December 31 of the reporting year. For more information regarding EEO survey, you can read frequently asked questions here.

Read also: Job Analysis: Definition, Purpose, and the Know-How Steps

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