📰 Silver Workforce with Singapore National Employer Federation Newsletter #32 银色职场与加坡全国雇主联合会

Future Proofing with Experience: Embracing the Silver Workforce 以经验为基础的未来保障：拥抱银发劳动力

📍 Insights from SNEF’s event featuring Centre for Seniors, Globalmax Security & Consultants Pte Ltd, and the Workplace Outreach Wellness Programme 📍 新加坡全国雇主联合会（SNEF）活动亮点：由乐龄中心、Globalmax保安与顾问公司、职场健康计划联合呈现

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💡 “The Time is Now” to Embrace the Silver Workforce

💡 拥抱银发一族，现在正是时候

At the SNEF event, “Future Proofing with Experience”, mature workers were celebrated not as a retiring generation, but as a rising force of wisdom, resilience, and relevance.

在SNEF举办的“以经验为基础的未来保障”活动中，我们不再将年长员工视为即将退休的一群人，而是将他们视为智慧、韧性与价值兼备的劳动力。

Ms. Madelaine Tan, Member and Relations at SNEF, warmly welcomed participants and set the tone for a day of meaningful exchanges. SNEF会员与关系主任 陈美琳女士 亲切地为活动揭开序幕，并强调这是一场富有意义的交流盛会。

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🧓🏼 From HR Strategy to Senior Empowerment

🧓🏼 从人资策略到乐龄赋能

Ms. Sanchita Singh, Executive Director of the Centre for Seniors (CFS) and former HR Director at PizzaHut (Yum! Brands Asia Pacific), shared how micro-jobs and gig work are transforming the later stages of life.

乐龄中心执行董事Sanchita Singh女士，曾任必胜客（亚洲）人力资源总监，她分享了微型工作和零工经济如何为年长员工开创新生。

She outlined how CFS supports seniors by offering: 她指出乐龄中心通过以下方式支持乐龄人士：

• 🎯 Opportunities 就业机会
• ⏰ Flexibility 时间灵活性
• 💰 Income 额外收入

Through job matching and gig economy training, seniors are empowered to age productively. 通过岗位对接与技能培训，长者们得以积极参与社会、持续创造价值。

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🌟 Unlocking the Strengths of Mature Workers

🌟 发掘银发员工的独特优势

Mature workers bring unmatched strengths: 年长员工拥有以下独特优势：

• Experience & Wisdom → 专业经验与智慧
• Mentorship & Leadership → 导师引导与领导力
• Adaptability & Reliability → 灵活可靠、值得信赖

They are pillars of stability, mentorship, and intergenerational collaboration. 他们是职场中稳定的基石，也是代际传承的桥梁。

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🚨 Confronting Ageism

🚨 正视年龄歧视

A 2023 Nielsen Study revealed that 57% of mature workers in Singapore have faced age-related bias. 2023年尼尔森研究指出，新加坡有57%的年长员工曾经历年龄歧视。

Common stereotypes: 常见的偏见包括：

• 不够科技化（Not tech-savvy）
• 抵触改变（Resistant to change）
• 临近退休、缺乏动力（Low motivation due to retirement proximity）

“Age bias not only limits careers but deprives companies of rich experience and loyalty.” “年龄歧视不仅限制了个人发展，也使企业错失了丰富经验与忠诚度。”

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🛠️ Strategies for Employers

🛠️ 雇主支持银发员工的实际策略

Attract

• Inclusive, age-neutral job descriptions
• Celebrate success stories of older workers

吸引人才

• 使用中立用词的职务描述
• 宣扬年龄多元的企业文化
• 分享年长员工成功故事

Recruit

• Bias-free, blind hiring
• Returnship & re-entry programs

招聘阶段

• 与专业乐龄招聘机构合作
• 推行无偏见、盲筛选程序
• 推出再就业与实习计划

Retain

• Flexible work arrangements (remote, part-time, hybrid)
• Phased retirement options and health/wellness support

留住人才

• 灵活工作安排（远程、兼职、混合制）
• 渐进式退休计划
• 员工健康与福祉项目

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💼 Company Highlight: Globalmax Security

💼 企业亮点：Globalmax保安与顾问公司

Mr. Manuharan shared how the Part-Time Re-employment Grant brought back experienced seniors to mentor younger staff. Manuharan先生 分享了如何通过兼职再就业补助金重新聘用年长员工，实现知识传承。

Their presence fostered a culture of wisdom, patience, and performance. 他们的加入为企业注入稳定力量和传承价值。

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🏃♂️ Championing Wellness: Jerry Seah

🏃♂️ 健康倡导者：谢先生的铁人精神

Mr. Jerry Seah, a former engineer at Motorola, had a career built on clear progression paths—choosing between a technical or management trajectory.

前摩托罗拉工程师谢先生，在职业生涯中享有明确的发展路径，让他在技术与管理之间自由选择。

Today, as a champion of the Workplace Outreach Wellness (WOW) Programme, Jerry not only promotes wellness at work—he lives it.

如今，他积极推广职场健康计划（WOW），更以自身践行“活得健康，活得精彩”。

🌍 He has been invited to regional Ironman races, often seeing peers in their 60s, proving active aging is real. 🌍 他曾受邀参与区域铁人三项比赛，亲眼见证许多60岁以上的参赛者，鼓舞大家活出精彩人生。

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✅ Closing Thoughts

✅ 总结

Let’s redesign work to be inclusive, flexible, and purposeful for all ages. 让我们共同打造一个包容、灵活、有意义的职场环境。

“Let’s work together to harness the value of senior talent and build an inclusive workforce that benefits everyone.” “让我们共同挖掘银发人才的潜力，建立一个造福所有人的包容职场。”

🟨 “The time is now.” / “正是时候。”

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This article is also published on LinkedIn. For more interesting stories, articles and insights, please visit marvinfoo.com‘s blog section.

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