AI导致新加坡就业歧视，怎么破?

So, in that context, where there is always a power imbalance and there is always information asymmetry in favour of an employer, what new approaches would the Ministry of Manpower (MOM) consider to encourage employees to raise concerns to, say, TAFEP or to any other appropriate authority in MOM?

Dr Tan See Leng: I thank the Leader of the Opposition for his question. I think that it is important to recognise that in today's climate, depending on which aspects that you are looking at, the employee also has certain advantages vis-à-vis choosing the choice of employers that they want to work for, because we do have a very tight labour market. So, it is how we achieve that good balance, of balancing responsible employees who really form the majority of our workforce, alongside responsible employers who are also the majority of our entire job ecosystem, with a very good balance achieved through tripartism – working with the Singapore National Employers' Federation (SNEF), working with the Labour Movement and also getting other non-government organisations, the IHRP and other organisations which have been working alongside with us. We hope that we can continue to maintain this harmonious ecosystem.

Of course, we cannot take things for granted because we continue to work hard at tripartism, at working with the different chambers to achieve this. But I want to reassure the Leader that every single complaint and every single question is dealt with expeditiously in a very clear and transparent manner. And by building a database, a repository of the nature of the different types of complaints, it would sharpen our ability to protect employees better and, at the same time, maintain that balance for employers.

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