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Best Practices in Managing Diversity in the ECCE Sector home > Forum Main> Managing Diversity in the workplace for ECCE partners > Best Practices in Managing Div...

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  • #1 Reply to Post HCS Content Administrato
    on 30 Nov 2011 11:05 AM

    MCYS' ECCE partners at the CoP on Managing Diversity

    Why is this topic important ?

    With the shortage of manpower in the ECCE sector due to the opening of new childcare centres, the

    Government has put much focus in profiling and promoting the sector to attract new manpower

    from other sectors into the ECCE sector in the past few years.

     

    These recent developments have resulted in more higher educated as well as career-switchers

    entering the ECCE sector. Beyond the local workforce, many pre-schools have to look to other

    sources of manpower from overseas as they usually are unable to attract sufficient locals into

    preschool career. The better educated, the career switcher and the foreigners bring with them

    different cultural, mindset, academic background, work ethics, work values, work experience,

    communication styles and personal priorities. Hence, the profile of the ECCE workforce in the

    workplace is rapidly changing, creating greater diversity at the workplace.

    With diversity becoming a fixture in the new manpower ECCE landscape, employers’ ability to

    practice fair employment and meritocracy will determine their ability to attract and retain talent,

    and eventually the company’s success.

     

    What is the outcome we are trying to achieve ?

      •How can we minimise or even, eliminate diversity-induced conflict at the workplace? •Is the one-size fit all approach to managing staff obsolete and if so, how can employers maximise job satisfaction and productivity for every worker? •More importantly, how can employers better manage diversity and tap he on the diversity to grow the business?

    Some Learning Points 

    The focus of the discussion was centred on managing issues of race, nationality, education levels, gender and age. The general consensus was that there must be a need for greater transparency in working with the employees and that the HR processes and policies must be robust and forward looking to evolve a culture of acceptance.