| Recognising that employees
are the foundation of its business, CDL strongly believes
in cultivating and enhancing this valuable human asset.
More than building new career horizons for its employees,
CDL is committed to creating a positive workplace where
employees work in an inclusive environment and are
rewarded fairly.
CDL has a workforce of over
300 employees in Singapore. In addition to upholding the
UN Global Compact principles on human rights and labour,
CDL practices fair employment and is a signatory of the
Employers’ Pledge of Fair Employment Practices with
The Tripartite Alliance for Fair Employment Practices since
2008.
In addition to attracting
new talent, CDL has in place a comprehensive strategy focused
on talent retention and cultivation. CDL constantly seeks
to nurture its employees and fulfill their potential through
continual self assessment with strong emphasis on training
and development.
This multi-pronged approach
has proven effective in talent retention: CDL’s employee
turnover in 2008 is 17.1%, which is much lower than the
national average of 25.2%.
CDL believes in developing
employee engagement strategies to drive the message of connectivity
and commitment into the hearts and minds of its employees.
These strategies are categorised into three dimensions:
Work-Life Harmony, Workplace Health and Staff Bonding.
Supporting
Work-Life Harmony
Acknowledging the business
benefits of helping employees manage their work-life harmony,
CDL recognises that a good work-life culture supports the
changing needs and demands of the new generation workforce
that views work flexibility as amongst the most important
factors influencing their choice of employer.
CDL employees enjoy a wide
range of benefits and programmes that enhance work-life
harmony, such as flexiwork arrangements including flexi-hours
where employees may choose their working hours within management-set
limits and permanent part-time work arrangements. In 2008,
the months of May and June were designated as “CDL
Family Months”, where a series of family-life activities
were held to promote a balanced work-life culture amongst
employees.
In recognition of its excellence
in work-life strategies and commitment to helping employees
harmonise work and personal needs, CDL was presented the
Work-Life Excellence Award in 2008 by the Tripartite Committee
on Work-Life Strategy.
Promoting
Mental and Physical Well-Being
CDL has a dedicated work-life
committee, comprising employee representatives across all
departments, that plans and executes family-friendly and
health-related programmes. In 2008, it initiated the “Healthy
Mind, Happy Life” programme, where a series of initiatives,
such as lunch-time talks on mental wellness, provision of
counselling services, office stretching exercises, monthly
fruits/snack distributions and weekly exercise classes,
aimed at promoting its employees mental and physical well-being,
were introduced.
At the Singapore H.E.A.L.T.H.
(Helping Employees Achieve Life- Time Health) Awards 2008,
CDL was presented the Platinum Award, the highest award
tier, in recognition of its outstanding programmes to encourage
employees to lead healthy and vibrant lives.
Fostering
Open Communication and Bonding
To foster a collaborative
atmosphere of trust and to promote open communication, CDL
encourages its employees to participate actively in its
various employee engagement channels from the start of their
careers.
New employees undergo an
orientation programme to familiarise them with CDL’s
corporate culture and ethics, and participate in dialogue
sessions held by the Managing Director and senior management
team. Other internal platforms for communication include
“CDL Insight”, a monthly forum introduced in
2008 to help employees develop a better understanding of
departmental functions, while simultaneously encouraging
an exchange of ideas amongst employees.
| Through social
activities organised by employee-managed committees
such as StaffConnect (SC) and City Sunshine Club (CSC),
employees have the opportunity to bond outside of
work. SC, a task force made up of representatives
from various departments, organises activities that
foster a sense of belonging and promote team work
amongst employees; while CSC is CDL’s employee
volunteer club that promotes the spirit of volunteerism
through community work with long-standing beneficiaries
such as Assisi Hospice. |
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CDL
encourages a corporate culture that gives back
with employees empowered to volunteer their
time, talents and resources. |
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