1. Mdm Deputy Speaker, I thank members Mr Desmond Choo, MOS Desmond Tan, Mr Raj Thomas, Mr Patrick Tay, Ms Jessica Tan, Ms Tin Pei Ling and others who expressed their support for lifelong learning, which is what underpins our national SkillsFuture movement. I also thank the many suggestions on how we can make SkillsFuture more impactful and effective for Singaporeans.
2. DPM Wong spoke on a new approach to skills yesterday. One that requires a fresh commitment to making continuous learning, upskilling and reskilling a way of life. We will work with industry partners and training providers to offer courses to meet different training needs, encourage employers to support the development of their workers and recognise the skills the workers have acquired, and of course, support individuals to take ownership of their lifelong learning journey.
3. Mr Patrick Tay's analogy of a CET toolbox is an apt one to describe the opportunities but also the challenges that adult learners face. There are three key things that are needed for the toolbox to work well. First, the toolbox must have a wide range of tools to cater to different adult learners, with very different training needs. Some require skills top-up for new tasks or roles that their jobs require. For these learners, short courses like what Ms Tin Pei Ling suggested, would suffice.
4. To cater to such learners, the Institutes of Higher Learning are offering modular upgrading. SSG has also launched SkillsFuture Series courses that are short courses designed to address skills needs in high growth, emerging areas. Last year, 32,000 individuals attended SkillsFuture Series Courses. Others require more substantive skills reboot by pursuing a full qualification especially if they have left formal education a long time ago, or they are switching to a new sector or new job role.
5. Next, I agree with Mr Patrick Tay that people need to open the toolbox and know how to use it. With a toolbox of diverse tools, we acknowledge that navigation can be an issue for some. SSG is enhancing the MySkillsFuture portal to improve user experience and provide personalised course recommendation based on individuals' careers and skills needs.
6. We also have a team of SkillsFuture ambassadors on the ground to provide advice to Singaporeans who want to learn more about the causes and programmes available. We will study Mr Patrick Tay's suggestion to allow Singaporeans to use SkillsFuture Credit for career coaching services.
7. Third, I agree that tools must be able to get the job done. This speaks to our efforts to ensure that the courses are relevant to the industry and are of high quality, and employers recognise the skills that their employees have acquired. SSG has reviewed its course fee funding framework to ensure that SSG's highest tier of subsidies are channelled towards courses that deliver the strongest employment outcomes. These changes will be implemented progressively to allow our Institutes of Higher Learning and training providers to adjust their offerings.
8. Employers must also play their part to recognise the skills that their workers have acquired through training, place them in appropriate jobs, and remunerate them appropriately. To support employers in doing so, SSG is working with the Trade Associations and Chambers (TACs) and professional bodies, to recognise skills attained through courses or on-the-job training in selected sectors.
9. Now, moving to the subject of job security. Our labour market posted strong growth last year. We are at full employment with long-term unemployment at 0.7 percent. Our resident employment is higher now than it was pre-pandemic. However, we are mindful of the global economic uncertainties and how this may affect jobs here. At the same time, many businesses, especially SMEs, have told us about the acute shortage of labour. SPF has asked us to allow businesses to ease foreign worker measures. Ms Janet Ang also said that the shortage of labour here can cause burnout for our local workforce and limit our companies' growth opportunities.
10. We thank Mr Leong Mun Wai for his suggestions, many of which had been debated at length in the past two years. At this year's COS, MOM outlined the strategies and measures to help Singaporeans seize opportunities in the economy and be empowered to take on the good jobs. We will walk with Singaporeans every step of the way through new initiatives such as career health, and careers finder. But MOM cannot do this on our own. We seek everyone's understanding that we need partnership with the industry, employers and the unions on this journey.
11. Mdm Deputy Speaker, let me now speak on support for parents with young children. I've met many parents in my work at MOE and also as an MP. Most desire to be good parents and want the best for their children. But parents may not always know what is required as every child is unique and constantly growing up.
12. I will touch on the support for parents by three groups: 1) fellow parents, 2) employers, and 3) the community. It's important to have a strong eco-system of support for parents to make parenting a fulfilling journey. I believe children are more likely to grow up resilient and confident if parents guide and support them well.
13. First, on the support for parents, by parents. Almost all MOE schools have Parent Support Groups (PSGs) today. While the main objective of PSGs is to enable partnership between the school and parents to strengthen support for our students, they have also become a source of support for parents.
14. Many of our PSGs are led by parent volunteers with experience in parenting and who are willing to serve as resource and peer supporters to fellow parents. Some of the parents continue to serve as PSG leaders after their children have graduated from school. I encourage parents to contribute or participate in the activities planned by the PSGs.
15. There is much that PSGs can learn from one another too. MOE has set up PSG Support Circles, which are communities for PSGs to come together to support fellow parents in nurturing resilient and confident children. Some of the common interest topics that they have chosen to cover thus far include cyber wellness, mental well-being of children, and forging stronger parent-child relationships. These parent-led initiatives seek to equip fellow parents in detecting signs of distress in children, learn where they can get help from, and how parents and teachers can work together to support the development of children.
16. An example is the "Let Us Chat" Programme that seeks to strengthen parent capabilities in building good relationships with their children to enhance their children's mental well-being.
17. This PSG programme has been shared with at least 30 schools. It focuses on understanding ways to build children's self-confidence, self-awareness and self-regulation, encouraging an attitude of lifelong learning instead of overemphasis on grades, and understanding the underlying causes of children's behaviour through productive parent-child conversations and relationships. Indeed, there's much more parents can achieve by learning together with fellow parents.
18. Next, on support by employers. For parents who are working, having a workplace with supportive bosses and colleagues can make a lot of difference. It's understandable for parents with young children to need some time off occasionally to bring their child to the doctor, look after a child who has fallen ill, or simply to cheer their child who is receiving a prize or performing in school. For employees with genuine needs, we have to find practical solutions for them to continue to meet their responsibilities at work and at home.
19. Over the years, the Government has progressively enhanced leave provisions for childcare, infant care, maternity leave and paternity leave. These are definitely useful and well appreciated by parents with young children. I remember my maternity leave was eight weeks when I had my first child 20 years ago; when I had my second child, my maternity leave was 12 weeks; by the time I had my third child, maternity leave was increased to 16 weeks! So in my own personal journey, I see progression in Government policies, supporting families.
20. Today, a working couple has altogether up to 22 weeks of leave in their baby's first year. From 2024 onwards, Government-paid paternity leave will be doubled to four weeks, and unpaid infant care leave will be increased from six days to 12 days per parent. Taken together, this means a working couple will have up to 26 weeks of leave in their child's first year. That's half a year of parental leave to bond and care for their newborn!
21. This is helpful for most working couples but may not be enough for those who have not found viable childcare arrangements and those who have greater caregiving needs.
22. I encourage employers to create workplaces that are supportive of employees with children. Employers that value their employees' well-being could benefit from stronger talent attraction and staff retention. Employers who would like to find out more of what they can do may refer to the Tripartite Standard on Work-Life Harmony.
23. The Tripartite Standard lays out a set of recommended employment practices that recognises the varying priorities of employees at different stages of their lives and how employers can support them in managing both work responsibilities and personal aspirations. The practices in the Tripartite Standard include providing at least two enhanced leave benefits such as extended childcare leave, and putting in place employee support schemes such as annual family days for employees to enjoy extra time-out with their families.
24. We also have the Tripartite Standard on flexible work arrangements, which sets out best practices for employers to provide flexible work arrangements – be it flexi-place, flexi-time or flexi-workload. More companies are offering flexible work arrangements now than before the COVID-19 pandemic. This allows parents to better manage their work and family responsibilities concurrently.
25. To entrench flexible work arrangements, MOM and the Tripartite Partners will introduce a set of Tripartite Guidelines by 2024. The Guidelines will require employers to consider requests for flexible work arrangements fairly and properly. While employers have the prerogative to accept or reject a flexible work arrangements request, they must have valid reasons for their decision. At the same time, employees should be reasonable in their requests and use flexible work arrangements responsibly. Some flexible work arrangements may have resource implications for the company, which employers understandably need to consider when assessing requests.
26. For flexible work arrangements to work for both employers and employees, adjustments may have to be made to businesses and HR practices, possibly also to the way work is configured to allow for the flexibilities. I would like to encourage employers to press on with efforts to make flexible work arrangements a reality for the employees where they can. In turn, I am confident that employers will reap the benefits of a more engaged and motivated workforce, and this is a win-win outcome for everyone.
27. Ultimately, successful implementation of flexible work arrangements requires trust between employer and employees, as well as among colleagues at the workplace. Besides an understanding boss, a supportive workplace culture is important to enable working parents to achieve better work-life harmony.
28. Finally, the community can make a difference in supporting parents. This is especially helpful for vulnerable segments in our community. Community initiatives such as mental well-being circle, mentorship, free tuition, grocery distribution, and respite for caregivers are just some of the many examples of how the community can chip in to help families in need.
29. Many of these initiatives are led by NGOs and grassroots volunteers. We should encourage more of these ground-up initiatives and coordinate their efforts to achieve best possible outcomes for the families being supported.
30. Year 2022 was the Year of SG Families. We want to build a Singapore that is Made for Families. My wish is that Singapore will be one of the best places to raise children.
31. DPM Lawrence Wong spoke about the refreshed social compact of "collective responsibility" where we need to be less about "me" and more about "we". It is about what each of us can do to support fellow Singaporeans.
32. The Government will continue to find ways to support families. We will do our best to build a more caring and inclusive society with affordable housing, healthcare, childcare and education to cater to the different needs. To defray the cost of raising children, we have also enhanced the Baby Bonus Cash Gift, Child Development Account (CDA) First Step and Baby Support Grant for eligible Singaporean children. But these steps alone may not be enough.
33. As the saying goes, it takes a village to raise a child. Some families are blessed to have the help of grandparents and extended family in taking care of children at home while the parents are at work. Some families have alternative childcare support from domestic helpers, friendly neighbours and childcare centres in the neighbourhood. Not everyone is so lucky. Fellow parents, employers, colleagues and the community can play a part as well, to make parenting a more joyful and fulfilling journey for all.
34. Mdm Deputy Speaker, I support the Motion.