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Welcome Address by NTUC President K Thanaletchimi at NTUC Ordinary Delegates’ Conference 2025

13 Nov 2025
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Guest-of-Honour, Deputy Prime Minister and Minister for Trade and Industry, Brother Gan Kim Yong,

Minister for Manpower, Brother Tan See Leng,

President of the Singapore National Employers Federation, Brother Tan Hee Teck,

Tripartite Partners,

Sisters and Brothers,

 

Good morning, and a very warm welcome to NTUC Ordinary Delegates’ Conference 2025!

It is indeed a true honour to stand before all 1,400 of you— including our union leaders, who form the beating heart of our Labour Movement. Today, we are not just reflecting on our journey in helping union members and workers. We are here to shape the future that every worker in Singapore deserves.

 

Since NTUC’s founding on 6 September 1961, we have stood firm in our mission to uplift the lives of workers. Today, that mission continues with even greater urgency and clarity—because #EveryWorkerMatters. Our NTUC ODC’s theme — “Towards a More Representative Labour Movement: Championing workers’ interests, bettering jobs and lives for all” — reflects the essence of what NTUC and our affiliated unions and associations must strive for in the years ahead. To be truly representative, we must ensure that no worker is left behind—whether they are PMEs, gig workers, mature workers, or young workers.

 

Sisters and Brothers, crises in the last few years have tested our resolve, but our solidarity endures and our fight for workers’ interests prevails! This unwavering spirit is built upon more than six decades of NTUC's journey deeply woven into the nation's success story. From our turbulent beginnings to becoming a globally respected model of labour harmony, NTUC has grown alongside Singapore, adapting to the needs of every generation of workers. Witnessed in our nation’s history, we have stayed strong and stood together through ongoing global uncertainties and crises. With your dedication and unity, we continue to emerge stronger.

 

Stocktake and the Challenge Ahead

 

This NTUC Ordinary Delegates’ Conference marks the midpoint since our National Delegates’ Conference in 2023. We need to take stock—of what we have achieved, what we have learnt, and where we must go next.      

Over the next two days, we will review our progress, refine our strategies, that will strengthen the employment, employability, and welfare of our workers. This is how we ensure our workers remain resilient, our companies competitive, and our nation future-ready.

 

Momentum from Pre-ODC

 

Just last month, close to 400 of our union delegates came together for a two-day Pre-ODC. We had rich conversations on the issues that matter most to our union members and workers. We explored bold, innovative ideas—not just to support workers, but to uplift companies too.

 

We reminded ourselves of the need to Dream, Dare, and Do—and to Deliver the transformation of our Labour Movement. Thank you to each and every one of you for your contributions. You are paving the way for a more representative, inclusive and progressive Labour Movement.

 

Our Strategic Priorities

 

At Pre-ODC, our NTUC Central Committee members led three key workshops focused on innovating our membership, business, and leadership. These align with our three strategic pillars for the next term:

 

  1. Strengthening Our Foundation: Relevance and Growth

    To be truly representative, we must stay deeply connected to our members. We will explore how initiatives like W.I.N. (whole-of-integrated NTUC) and Digital Transformation can be better leveraged. Digitalisation is not just a tool—it is the engine that drives engagement, enhances value, and attracts new, diverse members. A representative movement is, by nature, a growing one.

     

  2. Anchoring an Innovation Culture for Better Jobs

    Championing workers means securing better jobs, wages, and work prospects. We must not only respond to change—we must lead it. By deepening our collaboration with the Jobs Security Council, we will drive innovation in how we engage companies, ensuring that transformation leads to win-win-win outcomes for workers, businesses, and the nation.

     

  3. Expanding and Developing Leadership for the Future

A strong movement needs strong leaders. We must grow our leadership bench, uplift the quality of our union leaders, and position the Labour Movement as a key Agent of Influence in national conversations. We need leaders who can mentor, inspire, and act with unity and purpose to meet the evolving needs of our workforce.

Tripartism: Our Enduring Strength

 

Sisters and Brothers, these pillars rest on the foundation of our Labour Movement and Singapore’s unique brand of Tripartism.

 

Singapore’s socio-economic success is of no coincidence. It was built on decades of trust, mutual respect, and shared purpose among unions, employers, and the Government. To our tripartite partners—those here today and those who work with us every day—thank you for your unwavering support.

 

Because of this partnership, we have safeguarded workers’ livelihoods, strengthened businesses, and ensured Singapore’s continued progress.

 

Yet, we must not take this partnership for granted. The world around us is changing rapidly— geopolitical tensions, economic uncertainties, technological disruptions, and shifting workforce expectations are testing the resilience of our tripartite model. These pressures will not ease; they will intensify. Navigating them will demand difficult conversations, trade-offs, and a renewed commitment to collaboration. Let us stay anchored in trust, keep our channels open, and work through these complexities together—because only through unity can we continue to secure good jobs, competitive businesses, and a fair society.

 

Conclusion

 

As we begin this NTUC ODC, let us remember the responsibility we carry.

 

Our work is never finished. The profile of our workforce continues to change: more PMEs, a growing gig economy, and an ageing workforce with diverse aspirations for flexible work. If we are to meet these challenges, our Labour Movement must evolve at pace.

 

We are at a pivotal moment. Let us engage in robust discussions, align with conviction, and emerge from this ODC united and ready to act.

 

To all delegates:

  1. Let us build on the momentum from Pre-ODC.
  2. Let us challenge assumptions, co-create solutions, and champion bold ideas.
  3. Let us lead with courage, act with purpose, and serve with heart.

 

Because for over 60 years, NTUC has stood for one unwavering belief: #EveryWorkerMatters.

 

Let’s keep that fire burning strong. Together, we can and will build a more representative Labour Movement—one that truly champions workers’ interests and better jobs and lives for all.

 

With that, I wish everyone a meaningful and successful NTUC Ordinary Delegates’ Conference!

 

It is now my great pleasure and honour to invite our Guest-of-Honour, Deputy Prime Minister, Brother Gan Kim Yong, to address us.

Brother Gan Kim Yong, please.

Thank you.

More on Develop your career

24 Nov

Keynote Address by NTUC Deputy Secretary-General Desmond Tan at CFA Inclusion Summit 2025

  Distinguished guests, Ladies and Gentlemen,   Opening Good evening, everyone. It’s a pleasure to join you today.   I would like to thank CFA Institute for hosting this Inclusion Summit with CFA Society Singapore and GIC. I am encouraged by CFA Institute’s efforts, including the launch of the CFA Inclusion Code. GIC has also set a strong example by embedding inclusion in its culture and earning recognition from TAFEP Tripartite Award Alliance and SG Enable Gold Mark.   Singapore turns 60 this year. As we reflect on our journey, being inclusive has always been in our DNA. Our founding PM said1 “We are going to have a multi-racial nation in Singapore. This is not a Malay nation, Chinese nation or Indian nation. Everybody will have his place, equal; language, culture, religion.” We embed this in our pledge and students recite them in school every morning.   To realise this vision, we passed laws, developed policies and encouraged integration. We have Maintenance of Religious and Racial Harmony Act, and the Ethnic Integration Policy (EIP) is one good policy example.   At the same time, we uphold Meritocracy, ensuring that everyone —regardless of background — has equal opportunities to achieve their fullest potential based on merit. Balancing these two ideals can create inherent tensions. Yet, our core values of Multiculturalism and Meritocracy illustrate why inclusion matters in a nation and the workplace and highlight the practical challenges of making it a reality.   Inclusion Builds Cohesion and Competitive Advantage Why is DEI important?   Inclusive workplaces are not just kinder; but stronger and smarter. When people from different backgrounds are respected and valued, we retain talent, boost innovation, and build trust. And trust is the foundation of social cohesion and resilience.   In the workplace, inclusion creates a workforce that brings diverse perspectives, adapts quickly and sustains competitiveness in a volatile and ambiguous world.   According to WorldMetrics 2025 report2, companies with inclusive cultures are 3.5 times more likely to succeed financially. Those with diverse leadership outperform competitors by 33%. This is not just about profits — it’s about people.   As Singapore’s workforce evolves, diversity and equity have become non-negotiable for employees. A Randstad survey3 found that 44% of respondents in Singapore want to work for companies that actively improve diversity, equity and inclusion.   Future Workplaces Require Inclusive Transformation The pace of change in technology, demographics, and global markets means that inclusion can no longer be an afterthought. Leaders must act now because the decisions we make today will shape the talent pipelines and workplace cultures of tomorrow.   In my recent Parliament speech, I spoke about how Singapore is shaped by two major shifts —I will refer to them as the two “AIs”:  #1: Artificial Intelligence and AI #2: Ageing Individuals. While AI #1 can predict trends, diverse teams, including those with AI #2, ask the right questions and challenge assumptions.   Research4 shows that diverse teams make better decisions 87% of the time, and organisations that link inclusion with business outcomes see higher retention among rising leaders, especially women and ethnic minorities. If we fail to transform inclusively, we risk leaving mid-career PMEs and older workers behind.   This is where NTUC’s Company Training Committees (CTCs) play a critical role. It is a collaborative platform where management partners and union representatives work together to align business transformation with workforce development.   Let me share an example of how this has led to a more inclusive workplace. Gro Wellness Asia addressed the challenge of physically demanding manual massage therapy by introducing bioelectric therapy equipment. This innovation reduced strain on therapists, doubled productivity (from serving three to four customers to eight a day), and created opportunities for seniors and visually impaired individuals to join the workforce. Workers also saw a 5% wage increase.     This is just one example of many sectors. The financial sector can lead by investing in inclusive internships, mentorship programmes, and equitable career pathways — opening doors for underrepresented talent and ensure diversity at every level.   Role of Government in Enabling Inclusive and Measurable Growth The Government also plays a central role and is committed to building an inclusive workforce through clear policy directions.   Alongside the Ministry of Manpower and Singapore National Employers Federation (SNEF), I co-chair the Tripartite Workgroup on Senior Employment. Our focus goes beyond age — it’s about creating workplaces that value diversity and inclusion.   The Enabling Masterplan 20305 is Singapore’s national roadmap for disability inclusion. One of its key targets is to raise the employment rate of resident persons with disabilities from approx. 30% to 40% by 2030, through expansion of alternative employment models and creating pathways that help them to remain relevant for the future.   The Singapore Opportunity Index6 measures how employers support career growth and improve economic outcomes. It tracks five workforce outcomes: progression, pay, hiring, retention, and gender parity. This provides a framework and allows workers to identify employers who offer opportunities aligned with their career aspirations.   This year, we passed the Workplace Fairness Act that protects workers against discrimination across 5 broad categories of protected characteristics, including age, nationality, sex, disability and more.   Beyond legislation, Singapore supports inclusion through other measures such as: Enabling Employment Credit7 and Senior Employment Credit to incentivise hiring and retention of persons with disabilities and senior workers White Paper on Singapore Women’s Development8 which include enabling women’s fuller participation in the workplace and boost women representation in leadership roles Tripartite Advisory on Reasonable Accommodation9 to guide employers on practical steps to make workplaces accessible.   NTUC will continue working with tripartite partners to strengthen the ecosystem, promote fairness and empower employers to lead with purpose.   Closing Inclusion must be embedded in strategy, not just in statements. Sustainable inclusion means setting measurable goals, holding ourselves accountable, and building a culture where diversity drives performance.   My message to leaders here today: treat inclusion as an investment in your people and your future. When inclusion becomes part of your DNA, the benefits speak for themselves.   Singapore’s story has always been one of inclusion; where everyone has a role and chance to contribute. Let us work together to build inclusive workplaces where every worker can thrive.            Thank you. 1 Mr Lee Kuan Yew speech on 9 Aug 1965 on multiculturalism (pg 32): https://www.nas.gov.sg/archivesonline/data/pdfdoc/lky19650809b.pdf 2 WorldMetrics 2025 report: https://worldmetrics.org/diversity-equity-and-inclusion-in-the-business-industry-statistics/ 3 Randstad insights: Singaporeans look for genuine diversity at the workplace, 11 Jun 2025: https://www.randstad.com.sg/hr-trends/employer-brand/diversity-a-non-negotiable-for-singapore-randstad-workmonitor/ 4Cegos: How diverse workplaces in APAC drive growth, 8 Sep 2025: https://www.cegos.com.sg/insights/the-roi-of-inclusion-how-diverse-workplaces-in-apac-drive-growth 5 Enabling Masterplan 2030: https://www.msf.gov.sg/what-we-do/enabling-masterplans/emp2030 6 Singapore Opportunity Index: https://www.mom.gov.sg/newsroom/press-releases/2025/1014-launch-of-soi 7 Enabling Employment Credit and Job Redesign Grant: https://www.sgenable.sg/your-first-stop/hiring-employment/employers/employ ; https://www.iras.gov.sg/schemes/disbursement-schemes/senior-employment-credit-(sec)-cpf-transition-offset-(cto)-and-enabling-employment-credit-(eec) 8 White Paper on Singapore Women’s Development: https://www.msf.gov.sg/what-we-do/celebrating-sg-women/white-paper-on-singapore-womens-development 9 Tripartite Advisory on Providing reasonable Accommodation: https://dpa.org.sg/new-tripartite-advisory-on-providing-reasonable-accommodations-to-persons-with-disabilities/