SINGAPORE: When Jasmine , went for an interview for a junior marketing role at a major tourist attraction in Singapore, she expected to answer questions about her work experience and qualifications.
“What I never understood was how they could invite me to this 'prestigious' interview with no mention of needing to be proficient in Mandarin,” she said, adding that it was also not indicated in the job listing or hiring processes leading up to the interview.AdvertisementAccording to a survey by the Institute of Policy Studies and OnePeople.sg, the proportion of Malay and Indian respondents who said they felt discriminated against when applying for jobs has increased since 2013.
“There is a sense that when people speak the same language, everyone understands each other better and there will be less misunderstanding. However this can lead to a preference to only recruiting people who are similar, and excluding others who can legitimately contribute,” he added.FEWER COMPLAINTS ON LANGUAGE DISCRIMINATION
Addressing concerns about job advertisements or interviews that may state preferred languages, TAFEP said: “The Tripartite Guidelines on Fair Employment Practices require employers to hire on the basis of merit and not use language as a limiting criterion during selection or recruitment. Nicole highlighted that the senior lawyer who advised her had good intentions, but it also made her realise she might have to learn Mandarin to do well in her field.
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