How can organisations create a culture that prioritises openness, acceptance and inclusivity, thereby creating a safe and inclusive environment for employee from diverse backgrounds?
Changing workforce priorities and expectations, such as an increased emphasis on diversity, equity and inclusion (DEI), and psychological safety, have prompted organisations like OCBC to reconsider their approach to People practices to create employee experiences that are inclusive and resonate with diverse groups of employees.
To meet these expectations, OCBC has made changes to its Wellness programs and has placed a greater focus on non-conventional hiring practices. These changes aim to provide all employees with equal access to opportunities and a more personalised and targeted working experience at OCBC.
- Acknowledging that employees have different needs at various stages of their lives, OCBC has developed specialized initiatives under their “MyWellness” programme to offer employees with emotional and practical support across various topics based on their life phases (e.g., New Parent Return to Work Programme, Life Coaching).
- Additionally, OCBC places a strong emphasis on fostering a psychologically safe workplace through a culture of openness and honesty. Their “Speak Up” programme, which comprises an internal microsite, enables employees to share their views, ideas, and suggestions to make OCBC a better and safer place to work.
- This initiative not only empowers employees to speak up with confidence but also facilitates the escalation of potential risks and misconduct.
- Since 2023, OCBC has launched a non-conventional talent hire initiative to provide opportunities for individuals who may have been overlooked given traditional hiring practices.
- Collaborating closely with organisations such as SGEnable and Autism Resource Centre to launch programmes such as “Persons with Disabilities”, OCBC offers volunteering, mentorship, internships and employment opportunities with the support of dedicated job coaches.
- As such, there is a focus on creating an inclusive environment that assimilates diverse individuals through education and training of managers and team members.
- Through the use of AI, candidates are screened at volume to find the best skills and credential matches, and to automate recruitment processes and interview scheduling.
- Interviews focus on understanding candidates’ motivations, values and alignment of expectations to ensure job fit.
Increase in employee engagement score of 8% across 2-year period
55,760 completions of MyWellness monthly talks
Additional 12% employees agree that their work environment is accepting of diverse backgrounds and ways of thinking
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The IHRP Body of Competencies (BoC) outlines the competency standards required for HR professionals to be future-focused, ready to deliver impactful employee experiences and create sustainable value for the organisation.
Comprehensive overview of the 21 job roles outlined in the HR SkillsFuture Framework, with corresponding competencies from the Body of Competencies (BoC) framework tailored to each role.
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