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What do progressive principles look like in action? In this podcast feature, we bring you inside the journeys of winning employers who are setting new benchmarks for employment practices.
This article is brought to you by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
The Tripartite Alliance Award (TAA) 2025 achieved a new milestone, with 43 organisations and five individuals recognised for exemplary employment practices. This marks the highest number of winners since the award was introduced in 2018.
The Award, conferred in a ceremony attended by Human Resources Online, saw unprecedented participation. A total of 174 organisations took part, reflecting a 50% increase from 2023. What's also positive is that 30% of this year’s winners were small and medium enterprises, highlighting the growing commitment across businesses of all sizes to build fair, inclusive, and supportive workplaces.
Organised by the TAFEP, the event was graced by Dr Tan See Leng, Minister for Manpower and Minister-in-charge of Energy and Science & Technology at the Ministry of Trade and Industry, as the guest of honour (pictured below).
Championing people at every life stage
In his welcome address, Minister Tan affirmed that employers who recognise that age is no barrier, embrace flexible work arrangements (FWA), and invest in upskilling to future‑proof their workforce can strengthen their competitive edge.
Why are these three elements so important? He elaborated: “With age comes experiential wisdom, intuition, and instinct that can be imparted to younger colleagues within their organisations.”
Similarly, when a company adopts FWAs, it has wider access to talent and manpower across the entire economy. Finally, in view of ongoing disruptions and the accelerated pace of change, “the spirit of lifelong learning – including upskilling and reskilling – would have to be a strong culture within the company and within everyone.”
"If you can adopt these three strategic thrusts, half the battle is won.”
In his opening speech, Minister Tan recognised the winning organisations for shaping better workplaces by supporting workers’ wellbeing and growth. Acknowledging that employees across different backgrounds and life stages have varying needs, he said the award winners have shown leadership by responding to these needs with care and intention.
He then delved into the three key practices common to the winners:He then delved into the three key practices common to the winners:
Age-inclusive practices in action
With Singapore’s workforce ageing, Minister Tan highlighted the importance of supporting senior workers who wish to continue contributing meaningfully.
He cited Dementia Singapore as a strong example. The organisation raised its retirement and re-employment ages to 65 and 70 in 2021, nine years ahead of legislative requirements. Nearly one in five of its staff are aged above 60.
Maybank Singapore was also lauded for its age-inclusive efforts. It became the first bank in Singapore to include re-employment terms in its collective agreement. Its hiring practices do not ask candidates for their age, and interviewers are trained to assess fairly based on the Tripartite Guidelines.
Work-life excellence as a business strategy
As families get smaller and caregiving responsibilities rise in the nation, Minister Tan noted that work-life harmony has become increasingly important.
That is why, at Starbucks Coffee Singapore, employees are encouraged to have open conversations about flexible work arrangements – coming together to have discussions and settle on a mutually beneficial position has been made part of the culture, he shared.
Future-proofing the workforce through continuous learning
As economic cycles shorten, Minister Tan emphasised the need for continuous upskilling. Securus, a security firm, was featured as an example of how SMEs can take bold steps in this area.
Through its learning framework, Securus provides access to in-house and external training, supports employees with study leave, and invests in a structured leadership development programme.
Drawing on the above examples, Minister Tan affirmed that the growing number of progressive employers in Singapore is a positive reflection of the country’s tripartite spirit, and the “shared belief that progress is best achieved when employers, unions, and the Government work collectively together to uplift our workforce and strengthen our economy.”
Tripartism as Singapore’s competitive edge
In his welcome address, Bob Tan, Chairperson of Tripartite Alliance Limited (TAL), reflected on the role of tripartism in shaping Singapore’s labour landscape.
Noting that TAL was established in 2017 by the Ministry of Manpower (MOM), National Trades Union Congress (NTUC), and Singapore National Employers Federation (SNEF), he reaffirmed the importance of the TAA in recognising organisations and individuals who uphold fair, responsible, and progressive employment practices. This year’s 50% increase in applications, he said, shows that more employers see the value of good HR practices, as he called on more organisations to learn from the 2025 winners and build workplaces that are resilient and future-ready.
Spotlight on 4 winning employers
The prestigious Pinnacle Award in 2025 was received by two organisations: Dementia Singapore and Maybank Singapore.
Dementia Singapore was recognised for its early move to raise retirement and re-employment ages, supported by job redesign and age-inclusive measures. Alongside its Pinnacle Award win, the social service agency also received the following awards:
- Fair and Progressive Employment Practices,
- Work-Life Excellence,
- Age Inclusive Practices, and
- Special Mention Award: CEO Jason Foo.
Meanwhile, Maybank Singapore, a second-time winner, was recognised for its ‘FutureReady’ upskilling programme. The initiative equips all employees with foundational digital skills and offers targeted support for workers aged 40 and above, helping them adapt to new technologies and innovate.
In addition to this win, the bank took home awards in the following categories:
- Work-Life Excellence, and
- Age Inclusive Practices.
Among the other awardees of the night were security specialist Securus and Parkroyal Pickering Hotel.
HRO and TAFEP have put together a special podcast for our readers to go beyond the headlines and listen to the stories behind these companies’ wins.
Let’s hear from the following leaders on what these big wins mean to them and their organisations:
- Tracy Kwan, Chief Human Resources Officer, Dementia Singapore
- Wong Keng Fye, Head of Human Capital, Maybank Singapore
- Kung Teong Wah, General Manager, Parkroyal Pickering Hotel
- Ahravin Sandrasegaran, Managing Director, Securus
Have a listen below:
From good to great: Advancing fair and inclusive workplaces
We hope you enjoyed listening to the podcast! Whether you are reading or listening, one thing is clear: Progressive employment practices are not a destination, but a continuous journey.
Whether you are an organisation that has been around for years, undergoing a rapid growth stage, or looking to scale up, these are the best practices we have distilled for you to build on current successes:
- Embed inclusivity into systems, not just policies: Age-friendly and diversity initiatives should be woven into talent frameworks. This ensures fairness is sustained even as organisations scale up or restructure.
- Evolve flexible work into flexible careers: Beyond offering flexible working hours or remote work options, leading employers are experimenting with career pathways that accommodate caregiving, mid-career transitions, and more.
- Make learning a shared responsibility: Upskilling should be seen as a partnership. Progressive organisations are moving toward co-investment models, where companies provide access and support while employees take ownership of their development journeys.
- Measure impact, not just intent: The next frontier is tracking outcomes – for example, how flexible work affects retention, or how age-inclusive practices influence productivity. Employers who use data to refine initiatives will be better equipped to demonstrate ROI and secure leadership buy-in.
- Lead through culture, not compliance: While regulations set the baseline, the most progressive employers differentiate themselves by cultivating cultures of trust, empathy, and shared purpose. This cultural foundation enables organisations to adapt quickly to disruption while, of course, keeping their people front-and-centre.
By continuously refining these best practices, employers can move from being progressive to being truly future-ready.
A growing movement of progressive employers
The TAA was launched in 2018 by the tripartite partners – MOM, NTUC, and SNEF to recognise and celebrate organisations that have effectively implemented fair, responsible, and progressive employment practices, driven by HR strategies.
To qualify for the TAA, all recognised organisations would have implemented four key tripartite standards, covering:
- The employment of term contract employees,
- The provision of fleaxible work arrangements,
- Proper grievance handling processes, and
- Recruitment practices.
The TAA is managed by TAFEP on behalf of the tripartite partners.
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