Our EmployeesPage 1 | Page 2 | Page 3 | Page 4


CDL values our employees as they are our key pillar of success. We endeavour to cultivate and nurture our talents, and provide them with a safe, fair and conducive workplace. In doing so, we hope to develop and realise their potential as well as bring out the best in them.

CDL believes in cultivating and nurturing our employees, who are our greatest asset. We are committed to creating a positive workplace where our people can work in an inclusive environment and are rewarded fairly.

At CDL, we want to be the employer of choice for our employees. We have over 300 employees in Singapore and are a signatory of the Employers’ Pledge of Fair Employment Practices with The Tripartite Alliance for Fair Employment Practices (TAFEP)(1).

We have put in place a number of systems and processes, and identified Key Performance Indicators (KPIs) to track, collate and analyse useful information for the development and retention of necessary skills and capabilities. CDL has a wide array of programmes and policies aimed at cultivating and developing the competencies and wellbeing of our employees. We believe in developing our employees and providing them with the opportunities to grow.

We are committed to promoting and advocating the importance of work-life harmony and workplace health. Our programmes and policies have proven to be successful as shown by some of our achievements in 2009. We attained an annual employee turnover rate of less than 11% and four days or less of medical leave taken per employee per year in 2009. CDL aspires to be the industry leader in the areas of work-life and workplace health initiatives and we have received a number of awards that have affirmed our commitment in valuing our people.


CDL stands by our policy on non-discrimination and fairness, and ensures that our people processes, including the recruitment process, adhere to strict guidelines. There is no preference of gender, ethnicity, religion or age in our recruitment processes. In 2008 and 2009, there were no reports of incidences of discrimination by our employees.

We attribute our business success to the support of a dynamic and diverse workforce. We value their contributions and shall continue to capitalise on their competencies and strengths while providing equal opportunities for them to develop and grow.


We hire based on competencies and the appropriate fit within the Company. We emphasise on merit and performance. At CDL, we have more females than males across the ranks. In 2009, female Heads of Departments represented 57.1% (12 of 21 Heads of Departments) of the workforce in the same cohort.


The Company is represented by a balanced mix of employees with the majority (59.9%) falling between the ages of 31 and 50. CDL leverages on the knowledge and wisdom of our more experienced employees while capitalising on the drive and enthusiasm of our younger ones who may bring with them an alternative perspective to enhance our business.

CDL continues to value the tacit know-hows and experiences of our senior (by virtue of age) employees and has extended employment to employees who have passed the retirement age of 62 under the Singapore Retirement Age Act. They will be able to continue their employment on a yearly contract basis, if they are performing up to expectations and are certified medically fit. In 2009, 2.5% of our employees are over the age of 62.

At CDL, we continue to offer full remuneration to older employees who are beyond 60 years old even though the Singapore Retirement Age Act gives Singapore employers the discretion to reduce wages by up to 10% when extending employment to those beyond 60.


72% of our employees hold tertiary qualifications and above (this includes holders of diploma, degree and Masters qualifications). Our employees are strategically placed in their roles, given their experiences, competencies and potential.


Employee Relations

Strengthening employee engagement for the development of better employee relations is a priority at CDL. We firmly believe that our employees should have access to various constructive dialogue mechanisms within the Company to voice their concerns and advance their interests. More information can be found here.

i) Freedom of Association

At CDL, we respect all employees’ fundamental rights to freedom of association and the right to be members of trade unions. Although CDL is not a unionised company, we are guided by the Industrial Relations Act that allows representation of employees by trade unions for collective bargaining thus providing them with an avenue to seek redress on their disputes.

As part of our efforts to recognise employees’ participation in professional bodies, CDL supports employees’ subscription to these professional bodies.

ii) Resolving Grievances

We have a process in place to manage employee grievance, if any, to ensure the matter is heard in a fair and impartial manner. We also have in place an internal Whistle-blowing Policy that deals with the receipt, retention and treatment of complaints regarding the Company’s accounting, financial reporting, internal controls and auditing matters, as well as protection of the confidential or anonymous reporting by employees of legitimate concerns regarding these matters.

Next Page