Sterling APAC’s Post

Embracing Experience: The Case for Hiring Over 50s in South Africa In South Africa, hiring individuals over 50 can significantly benefit organizations. Older workers bring a wealth of experience, stability, and a strong work ethic. They’re often more loyal and less likely to job-hop for better pay, reducing turnover costs for employers. Moreover, their extensive knowledge and soft skills make them invaluable mentors, fostering a culture of learning within the workplace. However, ageism remains a barrier, with many employers holding outdated stereotypes about older workers. It's time to challenge these misconceptions! By embracing an age-inclusive hiring strategy, companies can tap into the rich talent pool of seasoned professionals, enhancing productivity and innovation. Let’s celebrate experience and create workplaces where everyone can thrive! #AgeDiversity #HireOlderWorkers #ExperienceMatters

Interesting post by Carrick Graham on a topic which fascinates me - apparent ageism in New Zealand. Luckily experience is highly valued in law, but more broadly I get the impression this is not so appreciated. This can be contrasted with, for example, the US, China and Japan, which seem to value experience. Obviously, there may be (are) broader subconscious biases which we all need to challenge (the research supports of the benefits of diversity). We are too small a country not to utilise all the talents available (plus we can't afford it). #ageism #divesity #statistical #discrimination #subconscious #bias

With more couples choosing to delay or opting out of parenthood, countries around the world, including Singapore, are facing a population crisis. The DINK (Double Income, No Kids) lifestyle is trending, with couples flaunting their freedom to indulge in lavish vacations, hobbies, and fine dining without raising children. Singapore's fertility rate hit a record low of 0.97 in 2023, despite incentives like the "Baby Bonus" and housing benefits. Experts say financial incentives aren't enough; many couples remain child-free to manage uncertainties and maintain their lifestyle. Structural issues like competitive education and work-life balance further deter parenthood. But Singapore is taking steps to address this demographic shift. New flexi-work guidelines, effective December 1, require employers to offer flexible work arrangements. The country also plans to raise retirement and re-employment ages to 64 and 69, respectively, in 2026, and introduce anti-discrimination laws. However, challenges remain as employers' attitudes toward older workers and the effectiveness of policies are crucial. Rising older worker participation might signal retirement insecurity rather than a desire to work longer. Navigating this demographic challenge will require countries to incentivize births, leverage technology, manage immigration, and keep older individuals in the workforce. Ultimately, changing societal attitudes toward parenthood and ensuring economic growth in an aging society are complex but necessary goals. “It would be hard to sustain robust real gross domestic product growth if the workforce is shrinking as there are limits to productivity growth,” says Terence Ho, associate professor in practice at the National University of Singapore’s Lee Kuan Yew School of Public Policy (LKYSPP). Strengthening employment protection also tends to discourage hiring, notes Walter Theseira, associate professor of economics at the Singapore University of Social Sciences (SUSS). Governments can also devote more effort into exploring whether jobs can be redesigned to make for more flexible work arrangements, says National University of Singapore senior lecturer Kelvin Seah. #Growth #Population #Economy #Productivity #Ageing #Parenthood #Singapore I The Business Times I Tessa Oh

New insights reveal that Canada’s youngest workers (ages 15-19) prefer in-person work, while those aged 20-24 lean towards hybrid models. Relationship-building and mentorship are key motivators for young talent. https://ow.ly/o0Xr50SEpbL #Recruitment #WorkplaceTrends #HRInsights

Navigating the Complexities of Supporting Working Mothers As a young mother in the UK, I was fortunate to experience a supportive work environment during my time at the Royal Bank of Scotland and other employers . The flexibility and understanding I received from my colleagues and superiors not only helped me balance my family responsibilities but also empowered me to pursue my career aspirations with confidence. This positive experience had a profound impact on me, shaping my vision as a CEO: to create a similar supportive work environment that enables young mothers to thrive. One of my primary objectives is to provide flexibility and empathy, acknowledging the unique challenges that come with motherhood. However, in my years of implementing this approach in India, I've noticed a striking difference between the working cultures of the UK and India. In India, I've observed that offering extra support and flexibility to working mothers can sometimes be misinterpreted as an entitlement. When employees receive special accommodations, they may assume that these perks are now a standard expectation. This can create an unfair precedent, putting medium-sized companies like ours in a difficult position. We're torn between being supportive and avoiding the perception of favoritism. Unfortunately, this can lead to a situation where we hesitate to offer flexibility, fearing that it might be misused. This not only affects the employees who might genuinely need support but also undermines our efforts to create a positive, inclusive work environment. As a CEO, I'm committed to finding a balance between being empathetic and maintaining a fair, equitable work culture. I believe that by fostering open communication, setting clear expectations, and encouraging a culture of mutual respect, we can create a workplace that supports the unique needs of working mothers #WorkingMothers #FlexibilityInTheWorkplace #EmpathyInLeadership #WomenInLeadership #WorkLifeBalance #InclusiveWorkCulture #LeadershipReflections #WomenEmpowerment

Ever wondered how unpaid domestic work is divided in Malaysian households? Our recent study dives deep into the dynamics of dual-earner households, uncovering some fascinating (and eye-opening) insights. Despite more women entering the workforce and contributing financially, household chores are still far from equally shared. Women consistently shoulder a disproportionate share of unpaid domestic labor—cooking, cleaning, and caregiving remain "their domain," while cultural norms rooted in traditional Oriental values continue to emphasize obedience and gendered roles. Interestingly, we found that when men earn more, their contributions to housework tend to decrease. This highlights how societal expectations around gender and income influence household dynamics, often reinforcing inequities. But it’s not just about chores—it’s about relationships, too. Women carrying the bulk of household responsibilities report lower marital satisfaction, showing how unequal labor division impacts overall well-being. It’s clear we need to shift the narrative. Flexible work policies and incentives for men to step up at home could help balance the scales. After all, a happier, more equitable household benefits everyone. Let's start the conversation—what are your thoughts?

🌟 Levelling the Professional Playing Field for Canadian Moms 🌟 At MOMforce Inc., we're not just another recruitment agency—we're Canada's first boutique firm dedicated to empowering professional mothers to stay and thrive in the workforce. Here's how we stand out: 👩💼 Championing Career Continuity: Approximately 30% of Canadian women leave their careers for extended periods to care for their children. We bridge this gap by connecting highly skilled women with reputable companies that prioritize gender diversity and understand work-life integration. 🤝 Tailored Talent Solutions: Our talent pool comprises over 10,000 professional women across Canada, specializing in disciplines like marketing, sales, human resources, project management, law, finance, IT, education, and operations. 97% are university-educated, with most having close to a decade of experience in their fields. 🌈 Flexible Work Arrangements: Recognizing that 75% of women rank organizational support for flexible work as a top criterion when selecting a workplace, we offer permanent, part-time, and project-based roles to align with both employer needs and candidate preferences. By focusing on these areas, MOMforce is not just filling positions—we're creating meaningful opportunities that benefit both professional mothers and forward-thinking companies. If you’re interested in learning more or scheduling your complimentary consultation, feel free to reach out! Together, we’re building a stronger, more inclusive workplace for all. #MOMforce #WomenInBusiness #DiversityAndInclusion #WorkLifeBalance #CareerEmpowerment #InclusiveHiring #TalentAcquisition #WorkforceDiversity

Fabro Steibel In Rio and Columbia, life is very expensive, so the living conditions are worse. As a result this leads to a burgeoning informal gig economy. The problem we see is that when gig workers become influencers, they still can’t translate their new power into decision making channels. Our goal is to promote the inclusion of gig workwrs in policymaking. In Columbia we worked with domestic workers and many noted that they were often asked to do additional tasks like “picking up the kids, bringing up deliveries, and more.” Workers felt uncomfortable with putting boundaries with clients, so we recommended the integration into the apps a list of tasks that domestic workers could perform and outline which tasks fell out of their work. Instituto de Tecnologia e Sociedade (ITS Rio) #Rio #Brazil #Columbia #GigWork #GigEconomy #PlatformEconomy #InformalEconomy

Ageism is REAL! It remains a prevalent issue in the workplace, despite ongoing discussions and legal measures to combat it. Many may think it affects older workers, but it can also affect younger workers. However, older workers often face more pronounced challenges: 1. Hiring Bias: Qualified older candidates are often overlooked due to stereotypes about flexibility and skills. 2. Promotion Barriers/ Career Growth: Older employees can be labeled as "overqualified" or lacking ambition. 3. Training and Development: False assumptions that older employees are not interested in learning new things. 4. Cost Concerns: Older employees may be unfairly deemed "too expensive" due to higher salaries. Sometimes, influences the decisions around layoffs. 5. Cultural Misfit Myths: Beliefs that older employees won't fit in with a younger, tech-driven environment. To address this, fostering Diversity, Equity, and Inclusion (DEI) is vital: 1. Raise Awareness: Educate employees to identify and challenge stereotypes. 2. Inclusive Hiring: Prioritize skills and experience over age. 3. Career Development: Promote continuous learning and mentorship for all. Reverse mentoring may be beneficial too. 4. Policies for Retention and Fairness: Support employees at all stages of life. Think about it. Ageism doesn't have to be a staple in our professional diets. With the right steps, we can create workplaces that truly value every generation. #Ageism #DiversityandInclusion #WorkplaceEquality Sharing a moment enjoying Singapore's favorite local breakfast: classic kaya butter toast, coffee with a slice of butter (missing the eggs 🥚 ). 🍞☕️🧈 Location: Heap Seng Leong.