Month: April 2023

Commentary from Paddy Balfour for The Straights Times, published on 31.03.23, original source: AI scientists, nurses among 27 occupations that will get bonus points for employment pass approvals, Author: Krist Boo

SINGAPORE, April 24, 2023 /3BL Media/ – Artificial intelligence scientists, nurses, carbon traders and top-tier financial advisers are on a list of 27 occupations that will get bonus points to help them qualify for passes to work in Singapore.

Two new bonus criteria were announced on Friday for fresh employment pass (EP) applicants who will be assessed under a new, points-based framework from Sept 1, 2023.

The two criteria allow applicants who possess skills that are in shortage here, and firms that contribute to Singapore’s strategic economic priorities, to earn bonus points to help secure an EP. This will enable companies to hire the foreign manpower they may need to seize economic opportunities.

To this end, details of the bonus points on offer were fleshed out and a Shortage Occupation List (SOL) published on Friday, to pin down occupations with a shortage of talent in Singapore.

A Strategic Economic Priorities (SEP) bonus will also be offered to firms seen as key contributors to Singapore’s economic ambitions, so that they are not hamstrung by a shortage of talent.

The SOL identified 27 occupations with a dearth of talent. Applicants under this criterion will get bonus points towards their total Complementarity Assessment Framework (Compass) score for EP applications from Sept 1.

The Ministry of Manpower (MOM), together with the Ministry of Trade and Industry, said the shortlist, which was put together with government agencies, the unions and employers, was based on three considerations.

The jobs picked are of strategic importance to Singapore’s economic priorities, there is a significant shortage of skilled workers in those roles, and sector agencies – such as the Economic Development Board (EDB) – will work with the industry to transfer those skills through schools and programmes to build up a pipeline of local talent eventually. The list will be reviewed every three years, but can be reviewed annually if needed, in a bid to balance flexibility with certainty for businesses.

The shortlist of jobs covers six industries – agritech, financial services, green economy, healthcare, infocomm technology (IT) and maritime.

Applicants require a minimum of 40 points under six criteria to qualify for an EP under Compass, which will apply from Sept 1, 2024, for renewals. These include applicants’ salary and qualifications, their hiring company’s diversity and local staff ratios, as well as broader national economic objectives met by having the worker here.

Applicants under the SOL will be eligible for 20 bonus points. To retain diversity, this will be halved to 10 if one-third or more of the staff at their hiring firms are of the same nationality as them.

Those who will need to depend on the SOL bonus points to reach the pass mark of 40 will face verification checks on their experience and qualifications.

These candidates will also not be allowed to be redeployed to a different job role without a reassessment of their work passes.

MOM also touched on the SEP criterion, which grants up to 10 points for applicants applying to work in firms earmarked as important economic contributors. To qualify for these bonus points for their EP hires, these firms must show that they are developing the local workforce, and be supported by a sector agency or the National Trades Union Congress.

Such firms must also be in a programme run by EDB, Enterprise Singapore, the Maritime and Port Authority, the Singapore Tourism Board or the Infocomm Media Development Authority. 

These firms will be notified by MOM from late July.

Firms are required to score at least 10 points each on two other criteria – diversity and support for local employment – after three years to keep the bonus.

MOM is encouraging firms to use the Workforce Insights tool on the MyMOM Portal to self-assess and benchmark their performance against industry peers.

Ms Amarjit Kaur, partner at law firm Withers KhattarWong, said the availability and accuracy of data relating to specific industry sectors and the employment landscape will determine the success of the new evaluation framework.

She also pointed to Singapore’s quest for technology talent despite recent layoffs in the sector.

“It is interesting to note that beyond niche IT jobs, more generic occupations such as software, web and app developers form part of the 27 occupations in the SOL.

“This indicates that tech demand is expected to remain high in furtherance of Singapore’s digitalisation drive.”

The shortage of talent is acute in some areas. Mr Paddy Balfour, executive director for Asia at sustainability talent recruiter Acre, said it would take at least five years for Singapore to develop meaningful levels of domestic talent in the carbon trading and programme areas.

“These roles point specifically to Singapore’s development as a carbon trading hub,” he added.

The overall number of EP holders as at 2022 – 187,300 – has not returned to pre-pandemic levels. It stood at 193,700 in 2019.

EP holders, who must make a minimum of $5,000 in monthly salary, are generally higher-qualified foreign talent than S-Pass and work-permit holders.

Mr Richard Bradshaw, managing director for Asia at executive search firm Ethos BeathChapman, said despite the improvements that Compass brings to the application process, recent waves of firms’ cost-cutting and hiring freezes may not help Singapore’s quest for top foreign talent.

“In the broader picture, an overseas candidate considering a move to Singapore will factor in real-life challenges like increasing rental, high living costs, distance from home, macro economy and stabilities,” he added.

With current market uncertainties, he said, “It might still be a slow uptake for existing EP holders who are yet to renew”.

Dr Lei Hsien-Hsien, chief executive of the American Chamber of Commerce Singapore, said there will be roles that are needed as the economy evolves, especially in the digital and green economies.

“An update every three years, or even annually, may not be frequent enough given the fast-changing business environment,” she said, adding that she hopes Singapore continues to exercise flexibility in granting EPs.

About Acre

At Acre, we work with the most aspirational businesses with potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.

Our 18 years’ experience in sustainability recruitment, combined with our extensive global network, enables us to provide talent solutions that are designed to deliver this change.

Through our unique behavioural assessment technology, we understand the types of people, skills and behaviours required to create impact. We can develop these qualities within your existing teams too.

We find talented people and develop their skills to ensure they make a true impact in ambitious, progressive organisations.

Acre. Making companies ready for tomorrow.

Originally published by Ericsson

By Brian Johnson Head of Networks Build and Operate, Central Region Field Teams

As a leader at Ericsson, I know how important authenticity is. I’ve traveled all over the United States to meet with teams, and I constantly challenge people to make authentic connections. The goal in these connections is to break down barriers and change the way we think about our coworkers; to inspire everyone to truly care about each other in meaningful ways. The feedback was overwhelmingly positive; many people had and shared breakthrough moments.

After watching people share their authentic selves at work, I realized that I was not practicing what I preached. I had always been terrified to share that I was gay with anyone at work for fear of what it could do to my career.

I decided to join the Ericsson LGBTQ+ & Allies employee resource group (ERG). The community I found in this group was outstanding; the people were open, kind, and generous and helped me get comfortable with being myself at work.

During this time, I ran a monthly newsletter that was shared throughout the region. In May 2018, I decided to come out in a celebration of the upcoming Pride month. I wrote my story in the newsletter, including the ups and downs of sharing my authentic self at work and the community I’d found within the ERG; I even went so far as to include a picture of my husband and me (seen above).

When it came time to hit send, I couldn’t bring myself to do it. All the old fears about my career and my personal life resurfaced in a very real and terrifying way. I sat at my desk for several minutes just staring at the send button and overthinking everything that could happen from this. I realized I was in the middle of a panic attack. I left my desk and went on a walk. Fresh air, movement, and a mental break was exactly what I needed. When I returned to my desk, I took a deep breath and hit send.

It was terrifying to see that newsletter leave my inbox. In that moment, there was no turning back; everyone at work would know I was gay.

A few days later, I joined a panel for National Coming Out Day in the auditorium at the Plano, Texas campus. My husband came and sat in the audience. I was so anxious on stage, I don’t really remember what I said when I answered questions, but I’ll never forget when I pointed at my husband and my voice cracked in fear, everyone in the room stood and applauded in support. I was absolutely blown away. This journey has been terrifying, but the payoff has been immense. A weight has been lifted off my shoulders and people are coming to me for things I never imagined.

One of the unintended side effects of putting yourself on a public stage is how people come to you for advice or consult afterward. I’ve travelled across North America and met with people who want to know how to support loved ones who identify as LGBTQ+, transgender people who want advice on how to communicate with their boss and teammates and parents who ask how to support their non-binary children. In each case, with permission, I have found someone with more knowledge than me to offer support and resources; most of the time, it’s people within the LGBTQ+ & Allies ERG. It’s okay to not know everything about being LGBTQ+ because we are all so diverse. What’s important is that we treat everybody around us with respect and professionalism and we persevere in our curiosity to learn more and be better. Ericsson has fostered such an amazing community full of allies and helpful resources.

With all that great support and change I want to make sure you know the other side of that, at least for me, at Ericsson and in life in general. Some people are going to say that you should keep that to yourself, that it has no place at work and then give you a cold shoulder. And some people still think of a LGBTQ+ members as stereotypes and think that now that you have come out you should be comfortable to “act gayer”. In some people’s minds that means I should become flamboyant and start loving musicals and shopping, even though I cherish people who do love those things, that’s not who I am. I love community service, I love dogs, I love the outdoors, I really love working on my house and yard; in other words, I am humbly a unique gay man – we are not all the same. There is diversity in our diverse groups!

If you’re thinking about coming out at Ericsson, know that you are represented. It’s difficult to be vulnerable at work when you’re fighting centuries of prejudice and stereotypes, but rest assured you will have an abundance of support in our ERG and our ever-growing group of allies. For me, it lifted a giant burden from my heart, partly because “being found out” was no longer a worry, but also because it feels so good being able to not pretend that I have a wife or girlfriend to be accepted.

I love my company so much for embracing the LGBTQ+ community for all of who we are. I feel comfortable talking with my team and peers about my husband in casual conversations. My leadership team truly embraces both the LGBTQ+ community and me as an individual.

I don’t think I would have ever come out if it weren’t for what Niklas Heuveldop, our President of North America, did to allow us to start ERGs. I also owe a great deal to Kevin Zvokel, Head of Networks in North America, for what he has done putting his name, face, and reputation on the line to be our Executive Sponsor, using pronouns and a pride ring around his photo, and attending our Dallas pride parade with his wife. That meant a lot to so many.

My challenge to every leader reading is this: be a leader that has open conversations about diversity. When you ask your people, you will hear different and very important things about that person’s life experiences with diversity, some will be good, and some will be devasting. Knowing those things helps you support your people in a completely different way. Embrace your employees’ diversity journey and the daily battles that they have fought and still fight to overcome. Their stories are important!

Building a strong company culture of inclusion, acceptance and diversity starts with leadership; it’s crucial that every employee feels safe and valued regardless of who they are. Therefore, its best to open the conversation with a note of assurance that they are in a safe place to express curiosity and vulnerability.

The truth has set me free. For those of you who are thinking of coming out as LGBTQ+, here is my advice:

Don’t go into it expecting people to understand exactly who you are or what your experiences are. They may, they may not.Don’t rush it. Only you will know when the time is right. The most important thing is that you work at a place where you can be you and you can have those conversations. Ericsson is that place for me and for so many others.

From my perspective, if we can open up a little more with each other and share our stories, our real stories, that’s what breaks down real barriers. But to do that you have to believe your story has value. For a long time, I didn’t believe my story had value, especially at work. Today I hope my story has value for you. I don’t consider myself an activist, but I realize how much I’ve benefited from the sacrifice of others, so I am putting myself “out” there for the next generation.

Here’s to your authentic journey at Ericsson. Go be your amazing self!

Read more

Explore our commitment to diversity and inclusion

Read the blog post: Why we need to make the metaverse and Web3 more inclusive – a conversation with Giselle Mota

Read the blog post: GenNext Kista: The stories of tech talent

April 24, 2023 /3BL Media/ – To observe World Earth Day on April 22, 2023, Mercedes-Benz Arena Shanghai partnered with AETHER, a Shanghai local handpan group, to launch a special social music project that celebrates the planet. To kick off the project, on April 22 at 6pm, the entire arena illuminated in a vibrant shade of blue as a call to action for everyone to protect the Blue Planet by adopting environmentally friendly behavior.

As part of the initiative, Mercedes-Benz Arena and AETHER also released a theme song for Earth Day titled ‘Earth Flow’. AETHER’s founder and professional handpan performer, Huang Liyang, drew inspiration for the melody from the Mercedes-Benz Arena, which as one of the top ten new landmark buildings in Shanghai stands as an environmental artwork in the city, presenting both a fashionable and futuristic architectural style along the Huangpu River.

“The handpan is a medium that helps us connect with nature,” said Huang Liyang. “The unique futuristic architecture of Mercedes-Benz Arena gives me new inspiration. We hope to draw everyone’s attention to the natural environment and awaken a sense of responsibility and mission towards environmental protection through this specially created song.”

The lyrics of ‘Earth Flow’ come from an Indian ballad Ani Couni Chaoaui, which is an Indian blessing that calls everyone to love and protect the earth together. In the arrangement section, the original African instrument Asalato and other natural sounds are added, calling on everyone to face and change the current situation of the earth with uplifting and inspiring emotions. A related music video was also filmed at Mercedes-Benz Arena, bringing the pure and ethereal handpan sounds together with the arena, where a healing journey from the universe begins.

Additionally, AETHER hosted a natural healing performance at Mercedes-Benz Arena with the live house at The Mixing Room on April 23. During the performance, senior musicians from AETHER invited the audience to embark on a journey and experience the natural music of soul healing. AETHER musicians also performed the Earth Day theme song ‘Earth Flow’ for the first time live and shared the story and environmental philosophy behind the song.

“We hope to raise awareness of sustainable development through the power of music through this special Earth Day project,” said Craig Grossarth, the General Manager of Mercedes-Benz Arena. “Mercedes- Benz Arena has always been committed to promoting the development of sustainability, such as advocating ‘Meatless Monday’ among employees, and actively participating in the Earth Hour initiative. At the same time, we incorporate various environmental measures into our daily operations and always encourage our employees and arena guests to be mindful of the environment in their daily lives”.

 

About Mercedes-Benz Arena Sustainability Initiatives 

Mercedes-Benz Arena has been committed to building a green arena and has implemented a series of sustainable solutions throughout the building, including the full use of biodegradable and environmentally friendly tableware, the use of energy-saving LED lighting systems and the installation air dryers in restrooms to reduce paper waste. At the same time, it has also introduced high-efficiency equipment, and upgraded outdated facilities to reduce energy consumption in the venue. Mercedes-Benz Arena has also taken a series of water-saving measures over the years. For example, the rainwater reuse system uses a water-saving system, appliances and equipment optimized for the utilization of rainwater, washing the road and irrigating the green belt with the collected and treated roof rainwater. Due to the proximity to the Huangpu River, the cooling system inside the arena recycles the river water cooling unit, replacing the natural water-cooling method and effectively eliminating the waste of water source. As a part of corporate social responsibility, Mercedes-Benz Arena will adhere to the concept of sustainability through more interactive projects based on environment. Meanwhile, employees and arena guests will always be encouraged to respect the principle of sustainability and raise the awareness of environmental protection.