Championing inclusivity: Leading the way in workplace equality

In an era where the spotlight on workplace discrimination and inclusivity has never been more critical, Kuehne+Nagel is emerging as a beacon of change. Amidst the dynamic shifts in Singapore’s work environment, this global logistics company is proactively implementing measures to combat discrimination and champion inclusivity.

A recent report from the Ministry of Manpower (MOM) of Singapore revealed that while progress had been made in reducing discrimination based on personal attributes, there was a rise in mental health discrimination cases in 2022. Ann Eliahu, Senior Vice-President, Human Resources Asia-Pacific, Kuehne+Nagel, emphasised the need for continuous training and awareness among managers and colleagues within organisations, and told HRM Asia, “This statistic emphasised that organisations need regular training with upgraded content for all their managers and colleagues. Additionally, these training sessions should revolve around what an organisation’s focus should be when considering the best candidate for an open role, including promotions.”

To combat discriminatory practices, Kuehne+Nagel has implemented several measures. One key initiative is ensuring that recruitment adverts do not contain any discriminatory requirements. Furthermore, the organisation has developed a diversity and inclusivity policy as a guiding document for hiring managers, solidifying their commitment to creating a diverse workforce.

Eliahu also highlighted the importance of communication between employees and management in fostering a supportive work environment. She explained, “One of the four cornerstones at Kuehne+Nagel is the Kuehne+Nagel experience where we have created a holistic service culture that ensures the best possible support and intercommunication for our employees. We apply lean-management principles and have established a feedback culture for all parties, across all hierarchy levels to internalise and live by every day.”

Kuehne+Nagel also launched several initiatives to encourage open communication. For instance, the Leader Library platform provides managers with resources to effectively manage teams, focusing on communication and inclusive leadership. Another initiative, myPerformance, facilitates meaningful conversations during goal-setting sessions between managers and their teams, promoting continuous growth and development.

Kuehne+Nagel’s commitment to employee wellbeing and talent retention involves data-driven approaches, engagement of key stakeholders, and a focus on social impact, Eliahu added. The organisation has identified six dimensions for their social impact strategy, including Human Rights; Labour Rights; Employee Development; Health, Safety and Wellbeing; Diversity, Equity and Inclusion; and Community Support. 

READ MORE: More employees faced mental health discrimination in Singapore

In addition to these initiatives, Kuehne+Nagel has introduced an Employee Assistance Programme, including a confidential support line for employees facing challenges. This approach underscores the organisation’s dedication to fostering a workplace where every individual feels valued and included.

“We are building upon our existing practices, ensuring a continuous and seamless journey of inclusion for our employees. This allows all team members to experience a strong sense of belonging,” she concluded. “Our strategy is structured to reinforce our talent retention efforts, while preventing any potential misunderstandings that might hinder our progress.”