Belonging: The Key to Workplace SatisfactionBelonging: The Key to Workplace Satisfaction Creating a sense of belonging in the workplace is crucial for employee engagement and satisfaction. Research shows that employees who feel like they belong are three times more likely to stay. foodpanda Singapore’s DEI Strategy foodpanda Singapore has implemented a comprehensive DEI strategy to promote connectedness throughout the employee journey. * Hiring: Adheres to TAFEP guidelines, excluding biased information from application forms. * Diversity in Leadership: Actively working to close the gender gap and foster a balanced leadership team. * Employee Resource Groups (ERGs): Known as “panda communities,” these groups provide safe spaces for connection and advocacy on various issues. * Inclusive Workspace: Includes prayer rooms, nursing facilities, and accessibility features to ensure everyone feels comfortable. * Addressing Unconscious Bias: Provides regular manager training to identify and mitigate its influence. * Standardized Processes: Implements standardized recruitment, performance evaluation, and promotion processes to ensure fairness. * Employee Benefits: Offers extended maternity leave, fertility leave, and other benefits to support employees’ well-being. Impact Measurement and Future Priorities foodpanda Singapore tracks metrics such as workforce demographics, employee engagement, and pay equity to assess the impact of its DEI initiatives. Future priorities include: * Developing internal talent through training * Increasing women’s representation in leadership * Expanding the benefits of a diverse workforce Ongoing Journey Creating an inclusive workplace is an ongoing process. foodpanda Singapore recognizes the need for constant learning and adaptation to meet the evolving needs of its employees. The company believes that its DEI journey is not about reaching a destination but about continually improving to foster a sense of belonging for all. Importance of Long-Term Impact The success of DEI initiatives depends on their long-term impact on employee satisfaction, retention, innovation, and overall business performance. By creating a truly inclusive workplace, organizations can unlock the full potential of their diverse workforce.
Keeping employees engaged and satisfied is a top priority for companies today. More than half of Singapore’s workforce report no sense of belonging, with job hopping a common trend. This highlights a crucial factor: belonging is the key to workplace satisfaction. Forward-thinking companies are recognizing this gap and rethinking their approach to diversity, equity and inclusion (DEI).
Sukhdeep Singh, Director of People at foodpanda Singapore, emphasizes the importance of a comprehensive DEI strategy that goes beyond superficial initiatives and integrates inclusivity into the fabric of its operations.
The business imperative to belong
“DEI is not only the right thing to do, it’s a smart business decision for us,” says Singh. Research confirms this: employees who feel like they belong are three times more likely to stay.
However, promoting connectedness is not an easy taskespecially in a diverse workforce. The food delivery company’s approach focuses on multiple touchpoints throughout an employee’s journey with the company, Singh says.
To avoid bias, the company adheres to TAFEP guidelines in their hiring policies. Application forms exclude fields such as age, gender and religion and focus solely on skills and potential.
“We focus on skills and potential,Singh explained. “Our job descriptions are carefully crafted to be inclusive, and our interview processes are designed to objectively assess candidates.”
Cultivating diversity in leadership
Singh recognizes that diverse recruiting is just the first step. True inclusion requires a balanced leadership team. Although they currently have 31% women in management (a figure that Singh acknowledges needs improvement), they are actively working to close the gender gap.
In addition to leadership, “panda communities” serve as Employee Resource Groups (ERGs) and provide safe spaces for connection and advocacy. These groups extend to wellbeing, with ‘Zen pandas’ promoting mental wellbeing, and ‘eco heroes’ championing sustainability initiatives
foodpanda’s workspace includes prayer roomsnursing facilities and accessibility features such as Braille signs in meeting rooms and lowered light switches.
“We believe that an inclusive workplace is not just about policy,” said Singh. “It’s about creating a physical environment in which everyone can navigate and work comfortably.”
Tackling unconscious biases
Singh recognizes the potential for unconscious bias to influence decision-making and they address this through regular manager training to identify and limit its influence.
“We have standardized our recruitment, performance evaluation and promotion processes,” explains Singh. “This helps ensure fairness and reduces the opportunity for bias to influence important decisions.”
The company also conducts regular reviews of its policies and practices to identify potential areas for improvement. Their benefits package includes extended maternity leave, fertility leave, marriage leave, foster leave, family care leave and volunteer leave.
The company supports employee mental health with access to Headspace for meditation, Intellect for self-care and counseling, and a 24/7 Employee Assistance Program.
Measuring impact and looking ahead
To assess the impact of its DEI initiatives, Singh says the company tracks a variety of metrics, including workforce demographics, employee engagement, internal mobility and compensation data to identify and address any pay gaps.
Looking to the future, Singh outlines DEI’s priorities such as developing internal talent through training, increasing women’s representation in leadership and increasing the benefits of a diverse workforce.
Singh recognizes that creating a truly inclusive workplace is an ongoing process. “We are constantly learning and adapting,” he said. “The workplace is rapidly evolving along with the needs and expectations of our employees. Our goal is to remain responsive and continually improve our DEI efforts.”
Such as the global conversation about equality in the workplace And inclusion is evolving, its success depends on the long-term impact on employee satisfaction, retention, innovation and overall business performance.
Singh concludes, “Our DEI journey is not about reaching a destination; it is about continually evolving to meet the needs of our diverse workforce and the communities we serve.”
