2025: POHA protects everyone from violence and harassment, regardless of sexual orientation or gender identity

Members like Ms He Ting Ru, Ms Usha Chandrada and Mr Louis Ng have raised the issue of sexual orientation and gender identity (SOGI) and why it should be included in this Bill. Let me state clearly that we do not tolerate any forms of workplace discrimination, including towards LGBT individuals. We currently handle such cases under TGFEP and we will continue to do so. In addition, the Penal Code and the Protection from Harassment Act (POHA) protects all victims against violence, against harassment, regardless of their sexual orientation or gender identity. 

In our engagements, in our consultations with various civic, religious and worker groups, we heard the views, the needs, the concerns of the different stakeholders. Even in this House, during the repeal of section 377A, I recall that the Workers’ Party found it just as hard to take a unified party position. I am not sure if Ms He Ting Ru's emphatic support for the inclusion of SOGI is representative of your party's stance.

Regardless, it is not about questioning your stance. It is about demonstrating the difficulty, the difficulty in reaching a unified position because these issues are complex and they are multifaceted. So, let us focus our attention, our energies on how to provide more concrete support for our workers and, at the same time, build up our expertise, build up our experience in managing such issues under the law.

https://sprs.parl.gov.sg/search/#/sprs3topic?reportid=bill-743

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2025: TAFEP will provide advice and assistance for discrimination based on sexual orientation and gender identity

I thank Ms Usha Chandradas for her suggestions to strengthen the protections for LGBT individuals, including training for our frontline officers. Indeed, in preparation for this legislation, we have undertaken overseas study trips where TAFEP, TADM and MOM officers learned how other jurisdictions manage such discrimination cases and how they manage a diverse group of stakeholders.

TAFEP has also engaged third-party trainers and will continue to train its officers to manage cases of discrimination and harassment delicately and sensitively, including potentially adopting a trauma care approach for vulnerable individuals. Direct referral channels have been established between TAFEP and key stakeholders, including the LGBT and other community groups, to institute a safe process for affected workers to make complaints. We will continue to collaborate with community groups to raise awareness on the TGFEP, so that individuals are assured and they know that TAFEP is ready to provide advice and assistance.

https://sprs.parl.gov.sg/search/#/sprs3topic?reportid=bill-743