Speech at the Debate on the Motion of Thanks to the President by Desmond Tan Deputy Secretary General NTUC Senior Minister of State in Prime Minister Office and MP for Pasir Ris-Changi GRC on 26 September 2025

Mr Deputy Speaker Sir,

Opening Message: The Two AIs

I will be speaking on two areas from President Tharman’s address¹: (1) Supporting our seniors, and (2) Artificial Intelligence.

In the past few months at NTUC, I have focused my work on these two areas. On supporting our senior workers, let me put on record a big thanks to Brother Heng Chee How who has been championing our senior workers for the last two decades on behalf of NTUC. Now that he has retired, as the most Senior Labour Member of Parliament (LMP) by age, other than NTUC Secretary-General Ng Chee Meng, I stepped in to champion for senior workers. Personally, I’ve also hit two “senior” milestones recently: (1) becoming eligible to withdraw from my Central Provident Fund (CPF) and (2) welcoming a new daughter-in-law into our family. More importantly, I have always cared deeply about our seniors. I have been advocating for the many senior residents in Pasir Ris, and now I feel very honoured to have the chance to engage with a broader segment of senior workers. Listening to their stories, understanding their struggles, and sharing in their aspirations inspire me to do more for them.

On the AI front, I've spent the last year diving into this tech wonderland, taking mini-courses, and experimenting with the over 10 AI tools in my mobile phone. My mission? To learn as fast as I can, to drive NTUC’s digitalisation efforts and support businesses transformation. I've been visiting many tech companies and attending AI events, which felt like an intense SkillsFuture boot camp in the last couple of months.

Initially, I planned to speak about these topics separately. But as I reflected more deeply, it dawned on me: ageing and AI should not be mutually exclusive — in fact, they could form a powerful partnership. That’s the idea I want to explore with us here today.

Singapore is being shaped by two major shifts — I will refer to them as the two “AIs”: AI #1: Artificial Intelligence and AI #2: Ageing Individuals. One generates rapid knowledge; the other brings accumulated wisdom. As the saying goes, “Knowledge can inform us the quickest path up a mountain, wisdom is knowing if the mountain is worth climbing”. AI #1 gives us answers quickly, wisdom from AI #2 helps us ask the right questions.

These two waves are rising quickly. We can either learn to ride them, or risk being swept away. For many senior workers, let’s face it, productivity slows, knowledge and technology are evolving, but AI can complement our seniors, by generating updated information and analysis, at lightning speed.

On the other hand, AI may be game changing, but it can also hallucinate, and lead to information overload. Our seniors with years of experience and wisdom can guide the use of AI.

The real opportunity lies in bringing these two AIs together, to redefine the future of Singapore’s workforce as one that is smarter, more inclusive and future-ready.

Strengthening Support for Senior Workers

Challenges faced by senior workers

So, let’s take a look at what are the challenges our senior workers face today and what more can we do to support them? Thankfully, we are not starting from scratch. The tripartite partners have made good progress over the last few decades. We have raised CPF contribution rates a boost retirement adequacy and raised retirement and re-employment ages so that those who wish to work longer can do so. But as our workforce ages rapidly, we must do more.

In our focus group discussions, some of the common issues raised included:

Ageism in hiring practices and selection for training and promotion;

• Affordability of medical costs, coupled with concerns over adequacy of existing medical subsidies;
• Lack of flexible work arrangements to accommodate caregiving;
• Heightening anxiety about job displacement from AI and offshoring; and
• Insufficient support for targeted placement and training

NTUC’s 2025 Survey on Economic Sentiments² revealed that only 43% of senior workers aged 55 and above believed there were sufficient good jobs for them in the market, compared to 66% of younger workers. Senior workers also face longer periods of unemployment with a job search duration of 6.2 months, compared to 4.9 months for the workers on average – even when they are willing to change vocations at a lower pay.

These numbers speak for themselves.

That’s why in last year’s Budget speech, I urged employers to see mid-career workers beyond their age—to hire more of them, pay them fairly based on skills and experience, provide protected training time, and recognise their acquired skill sets.

If left unaddressed, age-related bias could discourage labour force participation among senior workers, resulting in a loss of valuable experience and institutional knowledge, and worsening Singapore’s manpower challenges.

Supporting Senior Workers

Yet amid these challenges lies a powerful opportunity. Ageing should not be seen as a liability, but as a source of strength. Research, including findings from Harvard Health³, shows that older individuals often make more rational decisions and demonstrate better judgement. Employers must recognise that this kind of expertise, accumulated from years of experience, is essential for navigating uncertainty and making better business decisions.

It is timely for us to take a fresh look at how we can better support our senior workers.

From our engagements, broadly, there are three archetypes of senior workers who need further support:

•  There are those who wish to extend their retirement age and to work for as long as they are healthy and possible.
•  There are those who would like to slow down, have the flexibility to contribute back meaningfully to the workplace and the society.
• There is also a group who finds it very difficult to re-enter the workforce when they lose their jobs and needs targeted support.

Let me share two real-life stories. At one of the Tripartite Workgroup dialogues, I met a gentleman in his mid 50s. Despite a strong track record in various multinational companies, he was retrenched twice within four years. While actively looking for a job, he is also having to look after his elderly parents-in-law and supporting his children through tertiary education. Even after lowering his salary expectations, his applications have not been successful and we are still supporting him.

Second story has a better ending. Recently, I met Ms Lim Kai Ning, the young co-founder of Courage Chapter, a start-up that helps senior professionals transition into their next chapter through meaningful projects and roles that tap into their skills and experience. Her journey began not with a business plan, but with a personal experience.

Her father retired nine years ago in his 50s. Like many, he looked forward to a well-deserved rest. But just six months into retirement, life felt less engaged, and had a strong desire to continue to contribute meaningfully to society.

He wanted more balance in his life and decided to work part-time, while pursuing his hobbies. Today, he teaches three days a week at a local University, advises on operations for a friend’s food and beverage (F&B) business, and is more fulfilled than ever.

This experience inspired Kai Ning to start Courage Chapter — to help other seniors tap into their wealth of experience while enjoying flexible work arrangements. The courage to return to work should be celebrated and we can do more to scale these efforts.

NTUC is working with our tripartite partners to ensure that our senior workers have the options, flexibility and dignity at work, as we navigate the future of work shaped by artificial intelligence (AI). As industries transform, our senior workers should be given fair access to training and upskilling opportunities so they can adapt and continue contributing meaningfully.

The Tripartite Workgroup on Senior Employment (TWG-SE), which I co-chair, alongside Ministry of Manpower (MOM) and Singapore National Employers Federation (SNEF), are working closely together to identify practical solutions. We will share the findings and plans next year.

Empower workers to thrive in the AI economy

Let me now turn to AI.

We are hearing concerns from workers, particularly in white-collar professions across sectors in Information and Communication Technology (ICT), Media and Finance, and even freelancers about their anxiety over job security. Globally, we have witnessed labour disputes arising from adoption of AI. Last year, I spoke about the Hollywood Television and Movie Writers represented by the Writers Guild of America (WGA)⁴. This year, the Screen Actors Guild – American Federation of Television and Radio Artists (SAG-AFTRA) video games actors’ were on strike that only ended in July 2025 after a year-long protest over AI.

At NTUC, our response to AI is not to protect jobs from disruptions. Instead, our vision is to help our workers thrive in the AI economy, by ensuring a just transition, supporting business transformation and upskilling our workforce. Just as we uplifted workers through the computer revolution in the 1980s, and the rise of Internet in the 2000s, we will ensure that no workers will be left behind, including all our senior workers!

The NTUC Company Training Committee (CTC) has been a valuable resource for companies to implement AI initiatives. For example, SBS Transit, used the CTC Grant to implement an AI-powered tyre management system, turning a manual process into a digitalised, predictive one. This significantly reduced man-hours and enabled technicians to do higher-value jobs, improving wages and jobs prospects.

Brother Mazri Bin Masrah, a 52-year-old technician, successfully transitioned through this AI transformation. After spending over 18 years as a driver, he became a Bus technician and completed a Work Study Diploma sponsored by SBS Transit. He was then selected to be a Diagnostic Expert, a new career scheme developed SBS Transit to upskill their technician workforce. With structured training, he now uses AI-powered tools like the automated Tyre Management System to boost productivity and sharpen his technical skills. His journey shows how older workers can thrive in a tech-enabled environment with the right support and opportunities.

Let me cite another example within the NTUC family.

At the Ong Teng Cheong Labour Leadership Institute (OTCi), we are piloting an AI research assistant to streamline research and in future, curriculum design.

One affected key staff is Ms Ng Yuen Jiuan. With over 30 years of service in the Labour Movement, Jiuan is widely respected for her deep institutional knowledge, and resourcefulness in extracting and presenting historical data.

Even in her late 60s, instead of resisting the AI tool that might “replace” her job, Jiuan continues to embrace lifelong learning and took the initiative to upskill herself with the latest tech skills.

Working alongside younger teammates, Jiuan leveraged her experience to identify gaps, accuracy of AI results, and propose improvements to the system. Through her quiet resilience, and collaborative spirit, she not only contributes valuable insights but also mentors and inspires her younger colleagues.

Jiuan’s story highlights how multi-generational collaboration efforts fuels innovation and stronger team outcomes. It is a reminder that experience, adaptability, and a willingness to learn are strategic assets in building a future-ready workforce.

Call to Action

Before I conclude my speech, let me leave you with three calls to action:

To Employers: Invest in older workers. Do not choose between age and AI – choose both. Together, they bring great value to your business.

To Government: Continue to support NTUC in particular the “AI-Ready SG” – a one-stop initiative that integrates resources from the tripartite partners to help workers and businesses bridge the AI gap.

To Senior workers: Let’s be bold to embrace technology and AI, learn and apply ourselves so that we can be ready for the new AI economy.

Mr Deputy Speaker, I will now speak in Mandarin please.

副议长先生，我刚刚在 英语演讲中 提到，AI 代表两个关键 课题 - “人工智能“，与 “年长个人”。年长个人 能不能跟上 人工智能？答案是：有 AI，有爱，我们一定可以！只要大家：

• 爱学习
• 爱提问，以及
• 爱拼博 的精神

第一，爱学习。现在 AI 工具 越来越简单，用手机，通过 语音， 拍照就能提问，自我学习。语言也根本不是问题。AI能够用世界上大部分的语言沟通。爱学习，就能进步，工作效率也会更高。

第二，爱提问。不管什么年龄，有好奇心最重要。AI不怕你问，就怕你不问。AI 就像手上的百科全书，随时给你答案。这也证明，科技会让知识更加普及，知识不再是少数的特权，科技会让更多工友，在工作，在生活得到提升。

第三，爱拼博的精神。AI提供信息。但思考任然事靠我们自己 – 尤其是年长员工的经验和判断。 创新 不是 奇迹， 而是明天 “怎样 做得更好”的坚持。 只要我们肯拼、肯想、肯做得更好，我相信我们就一定会在人工智能的经济中蓬勃发展。

副议长先生，各位国会同僚、各位工友：AI 不是年轻人的专利，它是我们每个人 的工具。在这条学习 和转型的道路上，全国职工总会将是大家坚定的伙伴，给予实际的支持和陪伴。

我们会从三方面着手:

首先, 确保所有工友有公平的转型机会；

第二，为所有工友提供所需的培训，掌握新技能；

第三，支持企业 进行人工智能转型，提升竞争力。

最后，让我们一起热爱 AI，也敬爱年长的自己！因为有 AI，有爱，就有未来。

Conclusion

Let me end by sharing an article I came across in Forbes⁵ that got me thinking, titled: “How Generative AI could give us back at least 40% of our time”. The article went on to explain a growing reality that AI can increase productivity by automating administrative process, research and content creation. I can imagine the time saving, although I am not sure about the 40%.

The question for us to ponder is: If AI can give us back X% of our time, what will we do with it? Brother Arvin Tang from Tech Talent Assembly (TTAB) asked a similar question last week at the Amazon Web Services (AWS) fireside chat. Think about it:

We could reinvest time to grow our business or work even harder to pursue our career goals;

We could spend the time volunteering, doing something meaningful, serving our community,

But deep down, I hope we, especially our seniors, could live a more balanced life, cherishing time with family and friends, learning something new, or pursuing our passions.

This is the true purpose and promise of technology when paired with human intelligence: not just doing more, but doing better, together.

Sir, I support the motion. Thank you.