預算辯論 · 2024-02-27 · 屆國會 14
2024年財政預算中的經濟增長與AI挑戰
本次辯論聚焦於新加坡2024年財政預算中經濟增長的路徑，特別是在全球經濟放緩、高通脹及地緣政治不確定性加劇的背景下。政府強調通過結構性改革和支援企業與家庭應對挑戰，推動長期可持續發展。辯論中提及技術創新、自動化和人工智慧對就業及產業競爭力的影響，反映出對AI治理與產業發展的關注。核心爭議點在於如何平衡經濟增長與社會保障，以及應對全球保護主義帶來的挑戰。
關鍵要點
- • 經濟結構需結構性改革
- • AI與自動化重塑就業
- • 全球環境趨向保護主義
推動結構性政策支援經濟轉型
加大對AI產業與勞工支援
“Technological innovations, including automation and AI, are reshaping jobs and competitiveness across industries and countries.”
參與人員 (25)
- Jamus Jerome Lim
- Chong Kee Hiong
- Denise Phua Lay Peng
- Deputy Prime Minister and Coordinating Minister for Economic Policies
- Derrick Goh
- Edward Chia Bing Hui
- Gerald Giam Yean Song
- He Ting Ru
- Mariam Jaafar
- Melvin Yong Yik Chye
- Minister of State
- Rachel Ong
- Mohd Fahmi Aliman
- Muhamad Faisal Bin Abdul Manap
- Neil Parekh Nimil Rajnikant
- Patrick Tay Teck Guan
- Prime Minister's Office
- See Jinli Jean
- Senior Minister of State for Defence
- Senior Parliamentary Secretary to the Minister for Social and Family Development
- Usha Chandradas
- Vikram Nair
- Xie Yao Quan
- Yeo Wan Ling
- Zhulkarnain Abdul Rahim
完整譯文（中文）
Hansard 原始記錄 · 2026-05-02
[(程式文本) 辯論繼續。(程式文本)]
議長先生：副總理王瑞傑。
中午12點22分
副總理（王瑞傑先生）：議長先生，首先，請允許我感謝議長和本院所有議員批准我發表一篇很長的演講。我希望你們的耐心會得到回報，當你們更餓的時候享用午餐。
我今天發言支援預算案，該預算為新加坡在國內和全球環境變化中描繪了一條充滿信心的前進道路。我想重點談談預算宣告中的一個方面——經濟增長，這是副總理黃循財“前進新加坡”運動的關鍵部分之一。
全球經濟經歷週期，目前我們正面臨增長緩慢、高通脹的環境。
今年的預算，包括企業支援計劃和加強保障計劃，內容全面，為企業和家庭應對眼前挑戰提供了良好支援。
我們也時常面臨經濟的劇烈衝擊，最近一次是新冠疫情。各位同事還記得我們在2020年不得不批准的五個預算案。
靈活的貨幣和財政政策可以在經濟週期和衝擊中提供穩定，確保我們不會陷入深淵。但為了長期且可持續地發展經濟，我們需要開展結構性變革和結構性政策，轉型我們的經濟。只有這樣，我們才能為新加坡人創造良好機會，併產生提升人民生活的資源。
這些結構性政策包括黃淑英女士所說的可能改變遊戲規則的投資，以支援和提升工人，這是許多議員也談及的主題。因此，增長很重要，但由於內外因素，增長也越來越難實現。作為一個小型開放經濟體，新加坡依賴與區域和世界的聯絡來發展和繁榮。
如今，外部環境更加困難。過去三十年的全球化帶來了巨大好處和進步，但情緒已從合作轉向競爭。這部分是由技術創新驅動的，包括自動化和人工智慧，它們正在重塑各行業和國家的就業和競爭力。
一些主要經濟體變得更加保護主義和內向，甚至採用產業政策支援戰略產業。“友岸外包”和“去風險化”被視為增強韌性的策略。這些改變了經濟聯絡和全球供應鏈。從基於經濟競爭優勢的全球化，我們現在看到基於政治聯盟的分裂。這與近期地緣政治動盪的上升一起，帶來了新的不確定性。
在國內，我們的環境也更具挑戰性。新加坡的經濟結構現在更接近成熟經濟體。“追趕”增長的時代已經結束，我們的資源限制——勞動力、土地和碳排放——日益嚴峻。經濟增長是勞動力增長和生產率增長的總和。但隨著人口老齡化，本地勞動力增長迅速趨近於零。因此，我們必須找到方法加倍依靠生產率驅動的增長。
但這也很難。許多發達經濟體在過去十年中每年人均實際增加值增長不到1%。即使我們投資於加強生產率，比如在某些行業深化，也不可能匹配更大經濟體的規模和體量。
綜合來看，這些聽起來悲觀，但我實際上對新加坡的前景持樂觀態度。自獨立以來，克服挑戰和尋找新機會一直是我們的DNA。每當形勢不利，我們都會團結起來尋找新的前進道路。
我們的經濟在2010年代實現了5%的增長，儘管勞動力增長放緩至每年2.1%。我們穩健的貨幣和財政政策使我們能夠在各種經濟週期中穩定經濟，也為企業和家庭的長期規劃提供信心，確保經濟可持續增長。
為了繼續推動經濟增長，我們需要結構性政策推動生產率驅動的增長，帶領新加坡前進。我們必須繼續並加大力度沿三個方向進行重組。
首先，我們的經濟轉型運動已取得穩定動力。為了維持這一勢頭，未來幾年必須實現共同擁有和領導。
第二，我們正在塑造和加強創新生態系統，使新加坡能夠開展高價值、尖端工作。
第三，我們必須積極促進更緊密的聯絡與合作，強化新加坡作為全球亞洲技術、創新和企業節點的地位。
首先談轉型。未來經濟理事會於2017年成立，其一項重要工作是產業轉型地圖（ITMs）。ITMs不僅僅是制定執行計劃，過程同樣重要。該過程涉及23個行業識別趨勢、挑戰和機遇，制定提升生產率、重組崗位和再培訓工人、加強創新和國際化的策略。
ITMs代表了一種更具使命感和行業驅動的三方合作方式，政府機構與企業及行業協會和商會（TACs）合作，工會與企業合作支援工人再培訓和企業升級。通過ITM過程，各行業利益相關者建立信任，識別協同效應，共享資源和經驗，互相支援，共同確保行業、企業和工人保持相關性和競爭力。
2021年，ITMs進行了更新，考慮了後疫情現實，包括韌性和可持續性的重要性。這種轉型的共同擁有在當今快速變化的世界尤為關鍵，因為它賦予我們更大的靈活性應對。政府計劃和專案仍然重要，但當企業和工人擁抱轉型時，他們可以站在抓住機遇的前沿。
在一些國家，轉型引發焦慮和恐懼，因為它與失業或企業倒閉相關。相比之下，我們2023年國家商業調查顯示，幾乎所有受訪企業都認識到業務轉型的重要性，較2017年的61%大幅提升。我們的工人不僅意識到提升和再培訓的必要性，也已採取行動。我們參與“技能未來”計劃的人數從2016年的38萬人增加到2022年的56萬人。雖然成效需要時間顯現，但目前指標積極。
即使在結構性轉變和新冠疫情的劇烈衝擊下，我們的經濟表現良好，使所有新加坡人共享經濟蛋糕。2016年至2023年間，經濟實現了每年2.8%的實際增加值增長。同期，人均實際增加值的生產率增長為每年1.7%，高於韓國、美國、英國、德國和瑞士等發達經濟體。憑藉這些生產率提升，企業更能應對不可避免的成本上漲。隨著經濟和生產率增長，收入也提高。2016年至2023年，全職居民的中位收入以每年1.5%的實際增長率增長。我們將在幾個月內釋出ITM工作的完整報告。
我們能夠維持這一轉型並取得良好成果，得益於我們獨特的三方合作方式。僱主、工人和政府之間的這種富有成效的合作關係，使我們能夠塑造公平包容的轉型和增長。這是保持新加坡充滿活力和和諧的寶貴資產。在這個更快節奏、更復雜的世界中，協同工作尤為重要，以便我們能夠發揮彼此優勢，更快、更好地共同前進。
轉型必須是一場持續的運動。像任何成功的運動一樣，它依賴於各利益相關者之間的信任和信心。我感謝商業界、工會、行業協會和學術界的許多領導者的貢獻。我觀察到一個變化，我們必須在此基礎上建設和擴大，那就是我們如何將三方合作發展為共同擁有和領導。例如，在新冠疫情高峰期，我們召集了“更強韌任務組”，探討新加坡如何更強勁反彈。該任務組的一個關鍵理念是“行動聯盟”（AfA），動員私營和公共部門領導解決具體高影響問題。
我們已啟動多個AfA。例如，新加坡工商聯合會和領先企業領導人提出了一個關於企業領導力發展的AfA。該AfA制定了一套具體舉措，培養本地人才並打造具備全球競爭力的人才。另一個關於供應鏈數字化的AfA促成了新加坡貿易資料交換（SG TraDex）的建立，這是一個促進貿易生態系統內資料可信共享的公共資料基礎設施。鑑於當前地緣政治動盪導致的供應鏈中斷，這一舉措尤為重要。因此，我感謝“更強韌任務組”的成員以及李顯龍部長和陳崇明先生共同領導該任務組。
我們的行業協會也幫助會員應對挑戰，抓住新機遇。在疫情期間，我們的華商、印商和馬來商會鼓勵並支援中小企業數字化，既應對疫情，也為業務恢復做好準備。
全國職工總會（NTUC）在轉型中發揮了重要領導作用。秉持“每位工人都重要”的承諾，NTUC超越傳統工會概念，與企業合作推動轉型，為工人提供更好前景。過去五年，NTUC通過公司培訓委員會（CTC）與近2000家公司合作。通過運營技術路線圖和技能差距分析，這些委員會幫助提升企業組織能力，改善員工工作前景。
想想看，NTUC不懼怕技術，不害怕技術取代工人，而是採取具體行動用技術提升工人能力。隨著技術進步和工人年齡增長，這一點將更加重要。因此，我希望本院在辯論技術重要性時，也能秉持同樣精神。
一家受益於此類委員會的公司是Elitez集團，提供人力資源解決方案。該集團與食品飲料及相關工會合作，利用CTC資助實施了兩個業務轉型專案。這些專案提升了生產率，釋放員工時間接受更高價值任務培訓。結果，15名高階和專業員工獲得了技能提升和加薪。雖是小步伐，卻是對所有人的重要啟示。
看到大型企業作為“技能未來蜂后”，積極幫助行業內其他企業轉型，也令人欣慰。例如，我們的物流行業由許多中小企業組成，且高度分散。作為指定的技能未來蜂后，ST物流分享專業知識，指導較小企業進行勞動力轉型。通過此舉，我們不僅升級個別企業，還利用更廣泛生態系統實現協同發展。
最重要的是，我們應為工人主動承擔終身學習和職業發展的責任感到自豪。2022年約有19.2萬新加坡人使用技能未來積分進行自主學習，這令人鼓舞。
未來，中年新加坡人可利用新的技能未來升級計劃，在政府機構、工會和行業的諮詢與支援下，提升知識、技能和職業發展。這補充了通過高等院校持續學習和升級的努力，通常以可疊加的微證書形式，培養行業相關技能。事實上，我鼓勵同事們檢視所有大學網站，瞭解其豐富的課程。正如達里爾·大衛先生昨天所說，我們必須進一步加強高等院校、企業和工會之間的聯絡。
綜合來看，新加坡的轉型方法是積極主動且協作的，涉及不同利益相關者。這種方式罕見且令人羨慕，因為它使我們能夠不僅在某些領域，而是在各方面建立能力和實力。這樣，我們確保轉型帶來的機遇和利益能夠被所有人共享，新加坡實現包容性增長。
我已談及我們如何通過實施ITMs和加強不同利益相關者的集體擁有來維持轉型運動。現在讓我轉向轉型下一階段的另一個方面。
我之前提到技術和創新正在重塑行業和經濟的競爭力。ITMs考慮了這一點，使行業和企業保持競爭力並領先。克里斯托弗·德索薩先生之前詳細談及了人工智慧，尤其是生成式人工智慧，譚武明博士也有發言。對新加坡而言，人工智慧和自動化等技術增強了我們的人力資源，如果我們善用這些技術，人工智慧可以成為我們的增強智慧，正如議員早先提到的。因此，我們應認真思考自動化和人工智慧將如何改變未來的工作和技能，進而如何主動重組工作和再培訓工人，利用這些變化帶來的機遇。
新加坡下一階段的增長必須由技術密集型、創新驅動和可持續發展的經濟推動，併為工人提供良好就業。我們如何實現這一目標？
首先，為抓住新機遇，我們必須走在理解、發現和轉化科學技術的前沿，推動現有關鍵經濟部門發展，同時為未來新的經濟驅動力建設能力；大學和研究機構的研究人員產生基礎科學見解；企業和初創公司將這些見解或發現轉化為可應用於產業需求或市場需求的創新和解決方案；最後，為工人提供適當培訓和支援，使其能夠承擔這些新機遇創造的新崗位，我之前已談及。
這條價值鏈即我們所稱的研究、創新與企業（RIE）生態系統。目標是在關鍵經濟部門建立制勝優勢，強化新加坡地位，提升本地企業，併為新加坡人創造良好就業和機會。
為實現這一目標，政府必須與我們的RIE利益相關者——研究人員、高等院校、初創企業、本地公司和跨國企業——緊密合作，共同資助和發展生態系統。這需要積極塑造和耐心投資。鑑於我們固有的小規模，我們需要培養本地研究人員，培育企業和初創公司，同時吸引領先的全球公司和頂尖研究及創業人才，形成強大生態系統。
許多議員之前談及人工智慧，我想補充的是，人工智慧是深度技術的一種形式。還有許多其他形式的深度技術，我們的生物醫藥科學產業就是一個很好的例證。生物醫藥是一個深度技術領域，科學專長至關重要，但其影響可能不會立即顯現。
過去二十年，我們穩步建立了研究人員、企業和技術熟練勞動力的生態系統。新冠疫情爆發時，這些能力使我們能夠為全球抗疫做出貢獻，包括開發診斷測試。這種耐心投資也培育了新加坡初創企業，如MiRXES和Lucence，其開創性解決方案在美國等大型海外市場的下一階段發展中取得良好進展。
因此，副總理黃循財在預算中宣佈向2025年RIE計劃額外注資30億新元，正當其時，我們尋求在人工智慧、可持續發展和先進製造等新增長領域深化能力。
我們的努力進展順利。新加坡在2023年全球創新指數中排名第五，亞洲第一。許多跨國企業選擇在新加坡設立研發和創新中心。過去十年，企業研發總支出顯著增長，與GDP增長持平。我們還通過一系列活躍的活動，如新加坡創新科技周（SWITCH）和李光耀全球商業計劃競賽，吸引全球初創企業、投資者和創始人來新加坡。
我們在創新投入方面表現良好。我們的機構和研究人員在生物醫學、量子科學和材料科學等領域發展了強有力的專業優勢。我們現在必須繼續努力，加強商業化和轉化能力，以在創新週期縮短和競爭加劇的環境中產生更多“產出”並捕獲價值。
mRNA技術，即新冠疫苗的基礎，是一個很好的例子。雖然科學研究始於1970年代，但直到2010年代，製藥公司才看到核酸療法的潛力，並投資將科學轉化為治療手段。正是這樣，他們才能在如此短的時間內開發出有效疫苗。
鑑於如此漫長的孕育期，我們必須積極主動地與其他研究、創新與企業（RIE）利益相關者，包括全球公司、初創企業和資金方，共同塑造和發展生態系統。即使我們繼續吸引合適的公司和利益相關者來壯大我們的生態系統，我們仍能做更多工作，深化學生、研究人員和企業的創新能力。
我們希望培養一代具有創業精神的青年，諸如新加坡國立大學（NUS）海外學院和南洋理工大學（NTU）海外創業計劃等專案，為學生提供實踐機會。Patsnap是我們本土獨角獸企業之一，正是這些努力的產物。聯合創始人Jeffrey Tiong在NUS海外學院位於費城生物谷的實習期間首次提出構建專利和技術情報搜尋引擎的想法。如今，Patsnap在50多個國家擁有超過12,000名客戶。
對於我們的研究人員來說，與其他全球研究人員合作的機會非常寶貴。通過我們的卓越研究與技術企業園（CREATE），我們召集合作大學和本地機構的頂尖研究人員團隊，解決城市規劃和氣候變化等複雜的跨學科挑戰。
我們擁有20多個企業實驗室，例如應用材料公司與科學技術研究局（A*STAR）和NUS合作，專注於半導體行業的先進封裝和先進材料研究。令人欣慰的是，奈米薄膜公司（Nanofilm），這家從NTU衍生出的奈米技術獨角獸，最近在NTU設立了企業實驗室。我們希望鼓勵更多此類案例，激勵學生加強我們的生態系統。
我們還有工業研究生專案，學生在參與企業的工業研發專案的同時進行全日制研究生學習，幫助他們獲得行業相關的研發技能。在深科技領域，創新產出潛力巨大，但過程漫長且風險高，我們正加大支援創業的力度，補充私營部門的努力。目標是幫助深科技初創企業克服技術、資金和市場挑戰，加速成長。
NUS的研究生創新計劃和NTU的創新與創業計劃是兩個平臺。兩所大學最近與Xora Innovation合作，試點推出具有全球競爭力、能應對大型全球市場機會的深科技初創企業。首個受支援的深科技初創企業Amperesand已籌集超過1200萬美元種子資金，用於擴大其固態變壓器技術，支援電動汽車快速充電。Amperesand計劃於2025年在全球交付首批系統。
我們也支援企業，尤其是中小企業，參與研發、創新和能力建設活動。中小企業無需擔心規模不足，因為他們可以利用理工學院的研究專長和資源，支援創新之旅。我們設有12個創新中心，涵蓋水產養殖、建築環境和電子等行業。
企業創新計劃為研發、智慧財產權（IP）註冊、IP權利獲取、培訓和與高等院校合作的創新專案等合格支出提供稅收扣除和津貼。企業能力升級技術計劃（T-UP）通過派遣公共研究科學家和工程師，支援先鋒中小企業開發創新產品和工藝。Lion TCR開發新型癌症免疫療法，治療亞洲危及生命的病毒相關癌症，是一個例子。在A*STAR新加坡免疫網路的兩位科學家Dr Wai Lu-En和Dr Sarene Koh的支援下，Lion TCR的研發使其產品比現有方案更具成本效益，且生產效率提升，推動了業務增長和全球擴張。
對於創新型本地企業，與大型公司合作可獲得穩定業務並提升創新能力。航空航天產業即為例子。我們剛舉辦了航空展，頂級全球公司如RTX和勞斯萊斯選擇在新加坡設立基地，利用我們強大的精密工程企業基礎。航電公司如Thales也在新加坡深耕。根據預算案宣佈的增強版能力轉型夥伴計劃，中小企業可與大型企業合作，實現規模擴大和海外拓展。這是我們克服小型國內市場限制的方式，也是大型企業利用小型企業創新能力保持競爭優勢的雙贏。
RIE生態系統涵蓋眾多參與者。為了使其有效運作併為新加坡及新加坡人帶來切實成果，我們必須投資不同領域，同時有意識地將它們編織在一起，建立強大且相互促進的聯絡。
我們的高等院校和研究機構必須繼續投資基礎研究和建設世界級能力，同時與產業對接，將卓越成果轉化為可行的商業產品。我們必須繼續鼓勵本地企業創新，並利用大型本地企業和跨國企業實現規模擴大和成長。目標是讓它們成為區域或全球重要參與者，提供市場所需的解決方案。
通過發展更強大的創新生態系統，我們為領先的本地和全球公司深化在此的存在創造有利環境，吸引全球資金方和初創企業加入我們的生態系統。如此，我們維持良性迴圈，為新加坡人和新加坡創造更多機會。
這引出我的最後一點。鑑於當今世界的競爭和不確定性，新加坡必須深化作為全球亞洲技術、創新和企業節點的地位，為我們自己、區域和世界創造新價值。新加坡是一個出於必要而面向外部的國家。這體現在我們如何在不同部門和利益相關者之間構建變革能力，塑造強大的RIE生態系統，匯聚國內外優勢。這兩者強化了我們作為可信連線者和節點的聲譽，以及我們在更動盪不確定世界中的價值增值。
我們穩健的監管和法律框架是長期優勢，提供了新加坡作為可信賴合作伙伴的信心。我們通過廣泛的協議建立了與區域和世界的強大聯絡。我們已有27個自由貿易協定（FTA）生效，42個國際投資協定和約100個避免雙重徵稅協定，並創新發展了數字經濟四方協定等新型合作形式。
我們還通過全球創新聯盟加強了與全球創新節點的聯絡。我們在亞太、歐洲和美國設有21個節點，幫助新加坡企業開拓新市場並實現協同效應。因此，即使言辭激烈、合作放緩，企業和國家仍知曉新加坡是商業、創新和人才的建設性中立地點。
這就是經濟發展局（EDB）過去兩年能夠獲得超出其中長期目標的投資承諾的原因。2023年的承諾預計將創造超過20,000個就業崗位，年增值貢獻預計達267億新元。這也是為何新加坡擁有約37,000家國際公司和7,000家跨國企業，許多將新加坡作為區域總部。新加坡仍是對中國和印度最大外資來源之一，體現了我們作為企業探索這些市場及東盟機會的門戶價值。因此，我們必須積極促進各層面的更緊密聯絡與合作。
在國內，這意味著通過產業轉型地圖（ITMs）和持續轉型努力，促進共治共擔和領導力，使產業、企業和員工在新變革浪潮中充滿信心和能力。這意味著深化創新生態系統內的聯絡，並與其他生態系統和利益相關者連線，以利用科技尋找全球挑戰的解決方案，釋放經濟價值。
更進一步，是利用我們可信賴的聲譽和廣泛網路，鼓勵志同道合的合作伙伴在新加坡成長、通過新加坡成長、與新加坡共同成長。議長先生，請允許我用中文說幾句話。
（中文）：[請參閱方言發言。] 自建國以來，新加坡經濟快速發展。除了人民的不懈努力，保持經濟開放、促進貿易和吸引外資也是我們成功的關鍵。
如今，全球局勢不穩。大國競爭、戰爭、全球供應鏈中斷等因素為經濟前景蒙上陰影。許多新加坡人感到擔憂。我們的經濟能否持續繁榮？新加坡能否繼續興旺？我的回答是：我非常確定新加坡能夠實現這一目標。
為了持續推動經濟增長，我們必須不斷提升生產力，促進經濟轉型，加強創新生態系統，增強國際聯絡與合作，通過多管齊下的方式引領新加坡前進。
首先，我們將繼續推動經濟轉型，更好應對變化的經濟格局。2017年，我們成立未來經濟理事會，制定產業轉型地圖，使經濟在近年來的挑戰中保持穩定動力。令我欣慰的是，企業領導和員工意識到轉型和技能提升的重要性，並積極行動。
其次，我們必須繼續加強研究、創新與企業生態系統。這將鞏固我們在關鍵經濟領域的勢頭，提升本地企業競爭力。在有利於創新和商業的環境中，領先企業可擴大運營，吸引更多投資者和初創企業在我國發展，為人民創造更好就業和機會。
第三，我們必須加強國際聯絡與合作，鞏固新加坡作為全球亞洲技術、創新和企業節點的地位。因此，在當前全球不穩定和國際合作放緩的趨勢下，我們應堅持一貫做法，繼續加強國際合作，讓國際夥伴認識到新加坡是可靠的合作伙伴，給予企業投資信心。
議長先生，自獨立以來，我們的前輩克服重重挑戰，艱苦建設了今天的新加坡。每當遇到困難，我們都會團結一致，開闢新路。因此，即使面對當前挑戰，我相信新加坡的未來依然光明。因為我堅信我們能夠團結前行，為人民和後代建設更美好的新加坡。
（英文）：讓我用英文總結。議長先生，世界可能更加複雜，國內限制可能更具挑戰性。但我已闡述了我樂觀的堅實基礎，即像新加坡這樣的小型開放經濟體能夠持續繁榮，實現下一階段增長。通過作為可信節點和連線者，我們能在當今分裂的全球格局中創造價值，促進連線，構建新聯絡。我們能提供擁有領先能力、人才和企業的強大創新生態系統，使新加坡成為發展和創辦新企業的理想基地。
在三方合作推動集體轉型能力的支援下，新加坡和新加坡人能夠自信地與他人合作，抓住新機遇。這就是我們如何持續保持經濟創新和活力，建設一個為所有人創造機會的更好新加坡。[掌聲]
議長：Gerald Giam先生。
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Aljunied選區議員Gerald Giam Yean Song：議長先生，感謝副總理的演講。我想提出一些澄清。副總理提到人工智慧（AI）可以成為我們的增強智慧，我們應認真思考自動化和AI將如何改變工作，他還說我們需要對工人進行再培訓，為AI做準備。
然而，鑑於自2015年技能未來計劃啟動以來，七成受益人未使用其技能未來積分，副總理Heng Swee Keat是否認為擴大技能未來積分的使用範圍，超出核心補貼，給予所有學生和工人更多使用深科技工具（如AI）進行實踐的機會，會更有用？這可能通過幫助他們提高工作效率（例如總結長文件或撰寫專業郵件和報告）取得成效。
Heng Swee Keat先生：感謝議員提問。首先，已有多種課程，正如我所說，當我們關注產業轉型和工人需求時，確保培訓與技能應用同步非常重要。工人主動承擔培訓責任以提升自己很好，但如果與企業協作，效果會更佳。這就是我提到全國職工總會（NTUC）與企業合作進行運營與技術（opstech）路線圖規劃、轉型，同時進行崗位重設計和員工再培訓的例子。這不僅限於AI，而是我們希望利用的所有技術領域，推動更數字化的社會。
你還記得嗎，即使是我們的數字支付系統，在新冠疫情期間，我們推出了社群發展理事會（CDC）代金券計劃，市長們提出了這個想法。後來我們轉向數字代金券。我們的機構付出了巨大努力，培訓小販安裝裝置並學習使用。就在昨晚，我在居民見面會上與一群居民交談，瞭解他們的學習情況，大家都表示感謝。
因此，我們的做法，無論是使用AI、mRNA技術還是簡單的數字化工具，都是包容性的。我們根據需求部署合適工具，而非僅僅依賴AI。
其次，議員還應注意，AI是一個快速發展的領域，我們的研究人員正努力研究不同的AI技術——不僅是生成式AI，還有各種AI系統——以及如何結合我們的需求使用它。因此，理解真實需求、服務物件、需要設立的保障措施，確保合理使用，並以促進研發和員工再培訓的整體方式整合這些因素，必須系統進行，而非零散處理。
議長：副教授Jamus Lim。
Sengkang選區副教授Jamus Jerome Lim：謝謝議長。我讚賞副總理Heng Swee Keat對技能未來重要性的討論。原則上，我不反對該計劃的潛在益處。但正如我的尊敬同僚所分享，資料顯示近期參與率仍然偏低。事實上，許多人尚未用盡技能未來積分，儘管政府提議增加積分。更令人擔憂的是，正是我們希望承擔再培訓任務的年長工人，參與率明顯較低。
我的問題是，鑑於AI將帶來的劇烈變革，政府如何確保技能未來能夠真正提高參與率，實現其再培訓目標？還是說這反映了工人對該計劃效益持續存在懷疑？
王瑞傑先生：議長先生，我希望林佔武副教授不是悲觀主義者，因為這位議員說參與率低等等。你可以把它看作是半杯空，也可以看作是半杯滿。
請告訴我哪個國家已經啟動了如此廣泛的SkillsFuture框架。我曾擔任教育部長五年。我們的學生表現非常出色，現在，我們的年長工人也在努力學習新技能。請告訴我哪個國家的全國職工總會（NTUC）不僅接受變革，而且擁抱變革，成為變革的合作伙伴，參與公司培訓委員會，與公司合作，不僅進行培訓，而且令人驚訝地進行技術路線圖規劃。他們接受了A*STAR研究人員的培訓，研究公司如何採用技術，並在採用技術的過程中，如何重新設計和再培訓崗位，使工人能夠承擔更好的工作，利用大量的SkillsFuture資金和各種課程。我認為教育部長和人力部長稍後會對此發表更多看法。
因此，我們必須針對不同群體的工人採取不同的方法。對於那些能夠自主承擔責任並自行參加課程、希望換工作的工人，有多種選擇。許多公司正在採取行動重新設計他們的工作流程。我一直與新加坡工商聯合會（SBF）密切合作，這也是我之前提到SBF設立了一個關於商業領導力發展的行動小組。我見過負責這個專案的團隊，事實上，他們取得了非常好的進展。所以，我們必須提升所有層級人員的技能，包括公司的執行長，以擁抱變革。
在我看來，我們能夠隨著時間取得這樣的進展非常好。事實上，與其說“哦，我持懷疑態度，我很悲觀”，如果這位議員有更好的建議，告訴我們如何做得更好，請發揮建設性作用，因為以他的教授身份，他對此非常瞭解——發揮建設性作用，成為團隊的一部分。我們有許多學術界成員與我們合作，提出了極好的想法。所以，如果這位議員有很好的建議，我願意考慮。
議長：賈拉德·賈姆先生。
賈拉德·賈姆彥松先生：感謝副總理回應我的問題，但也許我在提問時不夠清楚。我並不是在詢問更多培訓。我的觀點是培訓有其侷限性，SkillsFuture學分的使用率遠不及我們預期。只有三成使用了他們的SkillsFuture學分。因此，從這個角度看，杯子甚至還不到半滿。
為了獲得技能，工人需要動手實踐，這就是為什麼我們呼籲擴大SkillsFuture學分的使用範圍，比如用於補貼使用人工智慧工具，以提高生產力並獲得實踐經驗。
王瑞傑先生：議長先生，我記得賈拉德·賈姆先生的問題是是否可以更適當地擴大到其他領域。如果您有具體的好建議，教育部和人力部肯定樂於考慮。
我試圖勾勒出不同人群的做法——從全國職工總會的公司培訓委員會到高等院校的舉措。我之前建議所有議員檢視我們大學和理工學院的網站，他們可以看到各種課程，藉助SkillsFuture提升計劃，還有更多課程可供選擇。
對於需要幫助、支援和鼓勵的工人，我們都應盡力鼓勵他們。這就是為什麼就業與成長局（WSG）和SkillsFuture新加坡推出了許多專案，接觸居民，不僅幫助他們找工作，而且居民也在詢問可以參加哪些課程。我自己也參與了許多此類外展活動，我必須說，許多工人，包括年長者的反應非常令人鼓舞。
您說得對，培訓不是全部。它只是其中一個方面。需要包括管理者和企業主在內的集體努力，說“我要認真對待培訓，但更重要的是，不僅僅是為了培訓而培訓，而是培訓如何轉化為更好的工作表現。因此，我們可以實現生產力增長，並能更好地獎勵員工”。
議長：林佔武副教授。
林佔武副教授：我想澄清一點。我完全同意SkillsFuture原則上是一個好專案。我向政府提出的挑戰是如何確保它實現其最初目標。至於我們參與各種改進建議，我已經在議會中提出了建議，如果各部委邀請我或我的工人黨同事參與此類討論，我們非常樂意參與。
王瑞傑先生：林佔武副教授，您不需要邀請，您可以自由提出建議。畢竟，您不就是工人黨的嗎？
順便說一句，我要明確表示，我聽到兩黨議員都在談論工人，我們這裡有很多工會議員，他們還會更多發言。
所以，我們都關心新加坡人，想為他們做最好的事。如果您有非常具體的想法，歡迎告訴我。但我要說的是，我會和其他好建議一起考慮。但好建議總是受歡迎的，我就在等著呢。
議長：黃麗萍女士，您剛才舉手了嗎？
黃麗萍女士（惹蘭勿剎選區）：是的，議長。我也想支援副總理王瑞傑的“半杯滿”觀點。我們可能是自己成功的受害者。SkillsFuture學分的使用率不應被視為學習的唯一指標。由於大力推動終身學習，我認為當時甚至現在，許多免費課程已經實施。
例如，我知道許多高等院校——比如國大——提供了許多不需要使用SkillsFuture學分的免費繼續教育培訓課程。當社群發展理事會（CDC）推行CDC代金券計劃時，我們有一整批信息通信媒體發展局（IMDA）數字大使，積極教導商戶和長者如何使用數字代金券。這是免費的！不需要使用SkillsFuture學分。同時，我認為全國職工總會所做的免費培訓、培訓計劃等課程由公司贊助和支付。
雖然我們知道可以更多地使用SkillsFuture學分，但這不應成為唯一指標，因為還有許多免費專案不需要使用這些學分。
但不要忽視這個問題。我們確實有這方面的需求。我認為還有更多工作要做。但我只是想說，我們不要過於糾結於SkillsFuture學分的使用率，因為目前確實有許多免費課程。
議長：副總理王瑞傑。
王瑞傑先生：議長先生，我感謝黃麗萍議員的評論，因為她的評論讓我想起我在教育部時常說的一句口號——你可以向任何人、任何時間、任何地點學習。事實上，同伴學習是學習的一個非常重要的方面。
簡而言之，這實際上是一種學習態度，我們必須培養這種興趣和熱情，終身學習。這不是關於使用率，也不是關於課程數量，也不是關於增加更多課程。因為很多基礎設施和課程已經存在。這不是為什麼你不做更多這個或那個的問題。我認為我們都可以專注於如何鼓勵每個人，無論老少，學習一些東西，而且你可以從任何地方學習。這並不意味著你必須參加正式課程。
議長：穆罕默德·費薩爾·賓·阿卜杜勒·馬納普先生。
下午1點16分
穆罕默德·費薩爾·賓·阿卜杜勒·馬納普先生（亞歷山大集選區加基武吉區）：議長先生，在我擔任亞歷山大集選區加基武吉區議員期間，我與許多新加坡人、低收入家庭的個人和家庭有過許多互動。這些家庭是新加坡生活成本上升影響最大的群體，他們面臨的問題是多方面的。
當副總理黃循財本月初發表預算宣告時，我感到欣慰，因為對我國這一部分人口給予了重大關注。今天，我將帶著這一視角發言。
據2024年2月12日報道，新加坡最低收入家庭在2022年扣除通脹後實際收入下降了1.7%。同一報告中，統計局資料顯示同期中位數家庭收入增長了2.8%。對此，政府在今年預算中加大了對最低收入者的支援力度，增加了2023年已宣佈和實施的措施。
副總理黃循財還介紹了ComLink+進步計劃的細節，低收入家庭有子女的家庭在與社會發展與家庭部（MSF）指派的家庭教練合作制定行動計劃並達成某些目標時，可以獲得財政補貼。這些目標包括讓子女入讀學前教育、獲得就業、改善財務穩定性和儲蓄購房。
先生，據我瞭解，ComLink+進步計劃的目標之一是防止代際貧困進一步根深蒂固，我支援防止社會進一步分層的舉措。
根據我的經驗，大多數家長都希望送孩子上學前班，並有共同願望讓孩子接受良好教育。阻礙他們送孩子上學的通常是其他實際因素，如附近中心缺乏名額、即使有補貼和財政援助仍擔心支付學費、因父母輪班工作導致接送時間不便等。兒童發展賬戶（CDA）的補貼在孩子整個教育過程中都有用，但對家庭在努力讓孩子留在學前班時面臨的即時挑戰影響較小。
我歡迎合作運營商和錨運營商計劃下託兒所費用的降低以及補貼的擴大。我相信這將更有助於低收入家庭送孩子上學前班。
關於就業問題，低收入者是勞動力中最脆弱的群體之一。除了工資較低，許多低收入者，尤其是沒有專業技能的職業，擔心工作安全。低收入者擔心被輕易替代或被裁員，這對他們家庭生計影響更大。我期待政府提供更多關於幫助非自願失業者的細節。
工人黨自2006年以來一直呼籲引入裁員保險。無論名稱如何，一項為因不可控事件突然失業的新加坡工人提供保障的計劃，在就業安全無法保證的時代是必要的。
先生，我注意到政府將加大對勞動力再培訓和技能提升的支援。我相信儘管有此舉措，仍有相當一部分人持謹慎態度，不是因為支援力度，而是因為他們不確定再培訓是否能改善收入和工作安全。其他年齡層的人可能也需要更多幫助來評估他們的SkillsFuture培訓資金，因為許多人不熟悉資訊科技。
先生，我相信每個新加坡人都渴望擁有自己的住房。但對於來自低收入家庭的年輕新加坡人來說，購房之路充滿風險。主要問題是負擔能力和供應。
我注意到就業和儲蓄計劃的支援額度保持在3萬新元。如果假設家庭在每個部分獲得的金額各佔一半，家庭用於購房的最高支援金額為1.5萬新元。
包括補貼後，2024年2月推出的組屋建屋計劃（BTO）三房單位價格介於12.7萬至17.2萬新元之間。假設家庭成功申請住房貸款，首付可能在2.54萬至3.44萬新元之間。即使考慮家庭自籌部分，支援總額仍不足以支付首付。有子女的家庭更難存錢買房，因為日常有更多緊迫需求。
BTO單位最快等待時間約為三年，假設沒有施工延誤。即使是中產家庭，新加坡人也會因漫長等待而影響婚姻和生育計劃。
對於有子女的低收入家庭，等待時間的影響更大。租賃組屋的居住環境往往不利於幼兒成長，這是一種令人遺憾的現實。由此產生的壓力和負擔會影響孩子的長期發展。
可能需要更積極的措施，例如優先讓準備購房的此類家庭參與餘屋銷售，或協助他們以補貼價購買轉售組屋。
先生，有一部分低收入家庭面臨住房問題——新加坡人與未獲永久居民身份的外國配偶。他們無法申請公共租賃組屋，因為配偶不是永久居民。他們的收入和儲蓄不足以購買自己的組屋。這影響了他們與配偶的關係。我遇到的這類新加坡人未能成功為配偶申請永久居民身份或長期探訪準證（LTVP）。他們實際上被剝奪了與配偶在新加坡共同生活的權利。有些配偶還是他們的照顧者。我們需要考慮簡化外國配偶入籍新加坡的途徑，包括為此類家庭制定住房政策。
先生，我最後一點是我之前多次提出的。我想重申呼籲新加坡採納國際勞工組織（ILO）制定的社會保障框架，推出年度社會保障報告，跟蹤我們提升社會政策的有效性和效率。通過明確的關鍵績效指標，如以中位數為基準的家庭人均收入改善，我們可以更好地監測政策效果並進行必要調整。
先生，聯合國（UN）關注所有群體，不讓任何人掉隊。我相信這是我們所有人都能支援的理念。先生，我支援預算案。
議長：謝明達先生。
下午1點25分
謝明達先生（荷蘭-武吉知馬選區）：議長先生，2024年預算案體恤所有新加坡人面臨的生活成本壓力，帶來即時紓困。包括加強保障計劃、回扣、SkillsFuture支援和更多社群發展理事會代金券。這些措施體現了我們對新加坡人的承諾，我們支援他們。
2024年預算案也認識到這些是短期措施。中長期來看，我們需要在通脹上升的情況下提升實際收入，尤其是中產階級。這是改善生活水平的唯一途徑。
為此，我們必須為勞動力配備新崗位所需技能。我們還需支援僱主開拓新市場和發展。工人應保持相關性，企業必須保持競爭力。只有企業成長，工人的實際工資增長才能持續。
我在議會中倡導加強企業競爭力的措施，提升本地企業能力，如碳核算以符合新採購標準，通過能力轉型夥伴計劃促進企業成長，並確保老年人退休保障及建立適合老年人的設施，助他們過上積極有意義的生活。我對2024年預算案為這些關鍵領域分配的額外支援感到欣慰。
議長先生，2024年預算案宣佈的舉措設計合理，挑戰在於確保在實體經濟中落實，帶來新加坡人實際工資增長。
首先，我將討論支援低薪工人和吸引跨國企業的措施。其次，我將分享招聘合適人才的挑戰，以及通過“技能未來提升計劃”和“職業技能整合計劃”等專案，使工人技能與公司需求保持一致的必要性。第三，我將探討促進包容性和員工歸屬感的替代方案，以增強他們的積極性和對公司的貢獻。最後，我將建議重點關注新加坡企業發展局的認證專案，以激勵企業優先考慮包容性和社會公平，促進更具包容性和可持續的經濟環境。
先生，首先，支援低薪工人至關重要。我們的大多數工人受僱於中小企業。因此，支援中小企業對於提升本地工人至關重要。中小企業面臨的一個關鍵問題是現金流。漸進式工資補貼計劃的加強是朝著正確方向邁出的一步。然而，年度報銷可能會給現金流帶來壓力。因此，我想請問政府是否可以考慮縮短報銷週期，以幫助企業緩解現金流壓力。
其次，我們需要為勞動力配備必要的技能和能力，以推動國家的增長和創新。僱主經常告訴我，他們在招聘所需人才以實現轉型方面遇到困難。由於人力成本上升和勞動力市場緊張，這一挑戰也在加劇。
“技能未來提升計劃”提供額外4000新元的學分。這是支援個人追求技能發展和職業晉升的值得稱讚的舉措。符合條件的課程是面向滿足行業和就業需求的精選課程。我想請問這些專案是如何被選擇或策劃以應對職位變動的？政府設立了怎樣的機制以確保從僱主那裡快速獲得課程相關性的反饋？又有哪些程式確保及時調整？確保這些專案與不斷變化的就業市場需求保持一致，併為未來勞動力提供相關技能至關重要。
“職業技能整合計劃”於2023年預算中推出，旨在識別工人所需新技能與企業目標之間的聯絡。我想請問“職業技能整合計劃”如何與“技能未來提升計劃”相銜接？
人力資源（HR）在指導員工最大化公司利益方面發揮著重要作用，前提是目標明確。我們需要探討人力資源如何充當內部職業顧問。隨著“技能未來”資金的增加，挑戰在於確保員工在工作期間能夠識別並獲得與企業目標一致的新技能。為此，人力資源的角色，尤其是在中小企業中，需要拓寬。人力資源的職責範圍從行政薪資任務到人力資源業務夥伴（HRBP）角色，後者與業務部門對接以支援其需求。
然而，大多數中小企業可能沒有HRBP角色，導致缺乏企業對齊。對於沒有HRBP的中小企業，提供“首席人力資源官（CHRO）即服務”可能是模擬HRBP角色並最大化“技能未來”學分的解決方案。這項服務可為中小企業部門提供顯著價值，幫助中小企業成長為大型本地企業。
“技能未來提升計劃”的另一個特點是全日制長期培訓的財政支援。這是我國支援終身學習的又一重大轉變。成年學習者可以請假攻讀長期文憑，並獲得每月最高3000新元、為期24個月的津貼。這解決了成年學習者的基本生活成本需求。
然而，一些僱主對員工請假攻讀新文憑導致勞動力減少表示擔憂。是否可以調整全日制文憑課程，使工人能夠在公司兼職工作？這種安排有利於僱主緩解人手短缺，同時使工人在攻讀文憑期間保持對行業趨勢的瞭解。此外，“技能未來新加坡”現有的職業轉型安置和培訓計劃如何與這一新舉措相銜接和支援？
議長先生，我們需要使勞動力培訓與企業目標保持一致，確保人力資源流程有效引導員工發展技能，既惠及個人，也惠及公司。員工與僱主之間的這種對齊最大化了“技能未來提升計劃”的轉化效益。
第三，隨著我們努力實現創新和技術進步，必須在企業層面促進更大的包容性。鑑於職位範圍日益受到衝擊，迫切需要提升職位再設計能力。
除了2024年預算中宣佈的支援新技能獲取外，開發測量工具和基準以幫助僱主和人力資源公平評估新技能的薪資範圍也至關重要。這確保了員工技能提升、個人和企業生產力提高後，收益能在僱主和員工之間公平分享。我想了解政府如何計劃提供職位再設計的測量工具和基準，以促進新技能與生產力增長的公平估值。
此外，越來越多的證據表明，勞動回報正逐漸被資產回報所掩蓋，加劇了社會財富差距。同時，僱主面臨高員工流失率，尋求有效的人才留存策略。員工與企業之間常因不匹配而感到沮喪。因此，我建議實施措施，使僱主能夠分享資產增值收益，同時加強員工與組織的對齊。
一種有前景的途徑是更廣泛採用員工持股計劃（ESOP）。ESOP允許員工在達到績效目標後以固定價格購買股票，旨在長期留住關鍵員工。從心理學角度看，ESOP激發歸屬感，提升積極性和績效。這對員工和僱主都有利，增強了積極性、歸屬感和長期成功。
在荷蘭，股票期權的納稅時間點已調整為對員工更有利的時機，即股票可交易時，而非行權或轉讓時。該變更自2023年1月生效，幫助員工減輕股票期權稅負。在保加利亞，《商業法》的修訂促成了保加利亞可變資本公司的設立，專為初創科技公司設計。這種新型公司提供更大靈活性，例如減少與股權結構相關的行政要求。在愛爾蘭，一些計劃允許員工獲得股票分配或期權，並在持股一定期限後享受稅收優惠。
ESOP之外還有其他替代方案。例如，在美國，提供虛擬股票計劃或限制性股票單位（RSU）的公司，在獎勵歸屬時可享受稅收扣除，前提是滿足特定條件。這鼓勵公司將此類計劃納入整體薪酬策略。
與新加坡現有的稅收激勵措施相比，雖然新加坡已有支援基於股票的薪酬的框架，但可能有空間擴大這些激勵，鼓勵更多ESOP替代方案。這可能包括為採用虛擬股票計劃、RSU或其他創新薪酬模式的公司引入特定稅收扣除或補助，從而促進更靈活、多樣的員工持股和參與方式。
最後，在努力營造更具包容性的企業環境時，也必須考慮如何利用投資和採購決策促進社會公平。這引出了影響力投資的概念及環境、社會與治理（ESG）認證專案的重要性。
引導投資決策可以促進社會公平。鼓勵投資者支援以員工為中心的公司推動變革。影響力投資的興起為將資金導向包容性企業創造了機會。
投資者越來越追求資本的影響力利用。這為連線資本與認證企業提供了機會。資本流動格局已演變為支援以影響力為驅動的企業。這種演變體現了慈善與投資的融合。混合資本包括贈款、可回收贈款和股權，反映了慈善與影響力投資的結合。為促進這一趨勢，我建議企業發展局和國家志願與慈善中心（NVPC）等機構合作，制定擴大混合資本部署的專案。
隨著消費者意識的提升，尤其是年輕群體，更傾向於支援對社會有積極影響的企業。基於環境、社會與治理的認證可以催化向良善採購和投資的轉變，通過這些企業的努力實現更大的社會影響。
為了激勵企業優先考慮包容性，我呼籲推廣NVPC的“善企業”認證和B公司（BCorp）認證等認證專案。這些認證專案對於投資者和消費者評估促進更大包容性的企業至關重要。通過此類專案認可企業的承諾，能夠深化其影響力。
NVPC“善企業”認證的一個本地典範是ABR控股，該公司以經營知名的Swensen's餐廳連鎖聞名。ABR控股與特殊需要人士協會（APSN）、亞洲婦女福利協會（AWWA）和黃絲帶新加坡等組織合作，為特殊需要人士和前罪犯提供培訓和就業機會。ABR控股不僅提供美味佳餚，也為社群奉獻善意，體現了其對社會責任的承諾。
通過提升ESG認證計劃的知名度，促進混合資本投資，推動對包容性企業的採購支援，我們啟動了投資與社會影響的良性迴圈，最終邁向更具包容性的社會。
總之，先生，2024年預算體現了我們對新加坡人尊嚴和穩定的承諾，既提供了即時援助，也為長期繁榮奠定基礎。通過滿足低薪工人的需求、加強勞動力培訓、促進企業包容性和利用影響力投資，我們正開闢通往包容和可持續未來的道路。這些舉措彰顯了我們確保所有新加坡人共享國家成功的決心。議長先生，我支援本預算。
議長：社會及家庭發展部高階議員蔡艾立先生。
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社會及家庭發展部高階議員蔡艾立先生：議長先生，去年四月，當本院就前總統的演講致謝動議進行辯論時，我提出採用生命歷程、個案管理方法支援殘疾人士（PwDs）及其照顧者的建議。為殘疾人士及其照顧者提供一個熟悉的面孔，能坦誠交流未來照護規劃、就業，甚至在社群中參與休閒運動的場所。
為了讓殘疾人士茁壯成長，我們的國家殘疾包容路線圖——《賦能藍圖2030》（EMP2030）確定了三個戰略主題：一是加強終身學習支援；二是促進獨立生活；三是為各類能力人士創造包容的物理和社會環境。與此同時，強調了14個重點領域，如“超越學校的學習”、“包容性就業”和“包容性公共空間”。與藍圖的建議一致，我認為我們還可以為這一群體做更多工作。
自EMP2030啟動以來，我們持續推進殘疾包容議程。去年在淡濱尼西社群俱樂部開設的首個賦能服務中心（ESH）和在裕廊開設的賦能商業中心（EBH）便是例證。ESH和EBH象徵著我們作為社會不斷進步的雄心。一個殘疾人士可以自由參與社群的社會，就像任何其他健全人士一樣，無需擔心汙名化。這也描繪了我們對更包容工作場所的願景，讓更多殘疾人士能夠持續獲得有意義的就業，茁壯成長。
在繼續推進這一方向的過程中，我希望作為社會，我們能共同努力，賦能各類能力的兄弟姐妹，幫助他們實現最大潛能，過上有意義的生活。為此，政策和專案本身還不夠，我們還需要堅持和參與——您的參與，大家的參與——使殘疾包容成為新加坡社會的標誌。
在許多領域，如包容性就業和提供獨立生活選項，政府可以並將發揮領導作用。然而，在其他領域，如觀念轉變、日常便利、社群組織、社會服務機構以及像您我這樣的個人，我們都有角色要扮演。
今天，我將演講獻給分享殘疾人士及其照顧者面臨的一些日常挑戰，特別是存在於服務交叉點的挑戰。
我最近與發展與行為兒科醫生林鴻輝博士進行了深入交談。除了她的專業資質，她還是兩名特殊需要兒童的母親和照顧者，我要感謝她為我今天演講的核心觀點提供了靈感。我將觸及三個關鍵觀點，即：一、照顧者的關鍵角色；二、更好的資訊和意識；三、更強的專業協作。
首先，關於照顧者。我們所有人，無論是否殘疾，偶爾都會看醫生。那麼，殘疾人士體驗醫療系統的方式有何不同？林博士提出的一點給我留下了深刻印象。她說，區別在於醫療專業人員“醫學藝術”的實踐。根據《加拿大醫學教育雜誌》的一篇文章，“醫學藝術”是臨床醫生與患者及其家屬互動時的表現方式。醫生、護士和相關醫療專業人員如何診斷、探討治療方案、溝通和促進康復，都是“醫學藝術”的體現。這讓我深有感觸。畢竟，我們首先是人，而不僅僅是執行任務的人。
對於殘疾患者，尤其是那些無法有效表達自己想法和感受的患者，“醫學藝術”的實踐尤為重要。殘疾患者對處方藥物的反應、副作用等，往往通過觀察者的敏銳視角傳達，而觀察者正是他們的照顧者。因此，醫療專業人員如何與照顧者互動並將其納入康復過程至關重要。
照顧者通常最能向醫療專業人員提供潛在誘因的建議，例如強光、顏色或突發的響聲，可能引發患者的不良反應。誘因因患者而異，因此，在與殘疾患者合作時，納入並密切參與照顧者，往往有助於醫療專業人員的工作。
第二，資訊和意識。誠然，許多善意的醫療專業人員希望通過提前規劃服務體驗，更好地服務殘疾患者及其照顧者。如果他們能更方便地獲取資訊，如個人的殘疾狀況，並更瞭解其便利需求，將更有助於實現這一目標。更好地收集殘疾資料並在社會服務、醫療和交通等部門間共享，將使專業人員能夠根據殘疾人士的獨特情況，規劃並提供更優質的服務。
例如，在醫療領域，可以為表達困難的患者安排更長的診療時間。對於習慣特定固定程式的患者，可以安排固定節奏的診療，如僅在上午看醫生，或安排患者在班次開始或結束時就診，以顯著減少等待時間。這些調整都很可行，且易於實施，從而使殘疾人士及其照顧者在醫療系統中的服務體驗整體更為積極。
最後，我的第三點是加強跨部門專業協作。在生命歷程中，殘疾人士及其照顧者會與來自不同部門的專業人員和組織互動——醫院或診所的醫生和護士，特殊教育學校的教師和輔助教育者，以及社會服務機構的職業治療師或語言治療師。跨部門間，我們需要培養更緊密的協作文化。跨學科的專業實踐分享將是良好的開端。
以藥物為例。對於一些殘障人士（PwDs），有時會開藥幫助他們控制行為爆發。例如，利培酮是一種抗精神病藥物，常用於控制精神病引起的激動狀態。我們有時聽到殘障人士過早停用此類藥物的傳聞，有時是因為照顧者的擔憂，或純粹是街頭傳言關於藥物潛在副作用。讓非醫療專業人員——例如與殘障人士及其照顧者更頻繁接觸的言語治療師——參與，可以幫助消除家屬的無根據擔憂，總體上這對殘障人士是有利的。
在其他情況下，社會服務專業人員使用的視覺時間表等工具，尤其是針對自閉症個體，用以傳達日常規律和節奏，但遺憾的是，醫療從業者可能不太理解這些工具，因此在與這些個體溝通時較少採用這類策略。因此，我希望看到跨領域專業實踐的更多分享，不僅能增進彼此工作的理解，也能抓住相互協作、互相強化工作的機會。
如果不同領域的專業人員能夠理解並幫助強化殘障人士及其照顧者的關鍵資訊，顯然會帶來好處。例如，醫療專業人員若能對所服務的患者及照顧者採取更全面的360°視角，適時強化諸如未來照護規劃的重要性，甚至更好地將他們轉介至如特殊需求信託公司（SNTC）等機構。在其他情況下，社會工作專業人員幫助澄清殘障人士及其照顧者對政策（如CareShield Life）的疑慮，也將有利於這些不同領域專業人員共同服務的個人和家庭。
關於跨部門協作的最後一點。當殘障人士在其生命歷程中跨越不同服務部門時，現今幾乎總會出現資訊傳遞的解析度損失，比如可能引發情緒崩潰的獨特情況、每個人獨有的習慣或日常生活規律等資訊的丟失，而這些資訊能幫助各機構更好地為殘障人士及其照顧者提供以人為本的服務，必須儘量減少。這回到了我去年提出的觀點，即應對每位殘障人士採取個案管理視角，系統性地支援他們及其照顧者貫穿其一生。議長先生，以下用中文發言。
（中文）：【請參閱本地語言發言。】議長先生，《賦能藍圖2030》勾勒了我國未來數年建設更具包容性的社會的願景和計劃。我們希望國家中的每個人都能有機會發揮其全部潛力。今天的發言中，我想提出三個關鍵點供大家考慮和討論。
首先，在支援殘障人士的旅程中，照顧者扮演著關鍵角色。在可行的情況下，我們應允許照顧者參與專業流程，如醫療諮詢。其次，若醫療專業人員能獲得更多關於殘障人士的個人情況和醫療狀況的資訊，他們能更好地規劃服務，為殘障人士及其照顧者提供更優質的照護。第三，不同行業的專業人員在服務殘障人士及其照顧者時，也應更緊密合作，提供無縫銜接的服務，聚焦殘障人士。
（英文）：議長先生，我們在殘障包容方面的旅程，建立在社會服務、醫療、教育及其他多個領域眾多專業人員的辛勤努力、汗水和淚水之上，也包括許多殘障人士及其照顧者的不懈奮鬥。站在前輩的肩膀上，現在輪到我們接過接力棒，舉起火炬，努力實現“包容”一詞成為過時詞彙的那一天。議長先生，我支援預算案。
議長先生：朱卡南·阿卜杜勒·拉希姆先生髮言。
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朱卡南·阿卜杜勒·拉希姆先生（蔡厝港選區）：議長先生，感謝您允許我參與此次辯論。我支援副總理兼財政部長所作的預算宣告。
副總理黃循財先生表示，2024年預算基於這樣一種信念：只要我們團結一致、攜手合作並繼續彼此信任，我們就能渡過未來的風暴，變得更加強大。我對此深有共鳴，也分享這一信念。
我歡迎通過“前進新加坡”對話，匯聚新加坡同胞的集體經驗、專業知識和反饋的做法。本預算將這些對話轉化為具體行動，面向未來。我特別關注幫助家庭和為家庭及長者提供更多保障的措施。我的發言將聚焦於住房選擇及提升家庭和長者居住環境的宜居性。
首先，關於住房選擇和可及性。在去年的預算辯論中，我提出了若干建議，旨在進一步完善家庭和年輕夫婦購買組屋（BTO）的抽籤程式。我很高興政府不僅採納了這些建議，還加大了BTO組屋的供應，以滿足住房需求。
在等待BTO期間，我遇到許多住在吉宏的年輕夫婦，他們與父母同住。他們新婚，正等待位於武吉巴督和中峇魯的新BTO組屋。最重要的是，在與父母同住期間，他們能夠存錢，並享受照顧孩子的支援，以及鄰里眾多托兒中心和設施的便利。
吉宏是他們成長的地方，充滿溫馨和熟悉感。但家庭情況會變化，隨著新生兒的到來，現有組屋的居住條件將變得擁擠。
因此，我歡迎副總理黃循財在今年預算中宣佈的新“父母臨時住房計劃（開放市場）”券，為符合條件的家庭提供一年期租賃補貼，支援他們在開放市場租住組屋。這幫助等待BTO的年輕夫婦獲得臨時住房。此前，他們需要加入組屋租賃名單，而開放市場租金對他們來說經濟負擔較重。
所有這些政策變化表明，政府認真傾聽通過多次諮詢或我們議員代表居民在每週一吉宏的“見民眾”會議中提出的各種反饋，經過仔細研究後付諸實施。政府傾聽民意，伸出援手。以下用馬來語發言，議長先生。
（馬來語）：【請參閱本地語言發言。】本預算在財政援助和住房方面為家庭提供更多支援。這種綜合方法意味著政府不僅幫助特定群體，也惠及社會各階層，從長者到家庭再到工人。住房問題尤其令年輕有孩夫婦關注。
去年，我建議進一步最佳化組屋BTO申請流程。我觀察到該建議不僅被採納，還用於幫助剛結婚的年輕夫婦。為幫助他們，副總理黃循財還宣佈了一項新券計劃，幫助年輕夫婦在等待BTO組屋完工期間租住開放市場的房屋。該券將幫助社群中許多人獲得臨時住房。
我的一位吉宏居民努爾女士與丈夫和孩子暫住在她姐姐家中，等待四年後BTO組屋完工。共有八人住在一套四房組屋內。她行動不便的年邁母親也與他們同住。
努爾女士因家庭收入限制，無法負擔開放市場租金，因此申請了組屋租賃。PPHS申請每兩個月開放一次，每次處理需四至六週。她正期待再添一名孩子，希望住房安排更穩定。在我的見民眾會議上，我代表她向組屋局提出申請，不僅是租賃，還建議開放市場補貼等替代方案。我很高興組屋局正在考慮這些建議，並推出開放市場租賃券。
PPHS（開放市場）券將為像努爾女士這樣的家庭提供臨時住房。我歡迎這一變化。但據組屋局稱，BTO平均等待時間為三至四年，我希望開放市場租賃券的期限能延長至兩年，以便年輕夫婦和孩子能簽訂更長期租約，提供更大穩定性。
我希望能提供更多支援，幫助年輕夫婦和家庭緩解住房憂慮。期待國土發展部在這方面的後續宣佈。
尊敬的費薩爾·馬納普先生早前建議優先讓公共租賃屋居民購買組屋。但我認為這只是住房問題的一個方面，我們還應關注其他方面。不能孤立看待住房問題，因為家庭生活涉及多方面，應全面考慮和解決。
因此，藉助M3@Towns和Dian專案等合作伙伴的共同努力，針對租賃屋家庭提供健康、兒童教育和家庭事務等多方面支援。Dian@M3專案已在勿洛、芽籠士乃、惹蘭勿沙、裕廊、蔡厝港和淡濱尼展開，現支援400多個租賃屋家庭。
這是我們的集體努力。所有這些幫助家庭從租賃屋搬入自有組屋，不僅擁有自己的家，還確保他們有穩定工作、受教育的孩子、健康的家庭和幸福的婚姻。擁有這些，生活將更穩定，這是我們希望每個人都擁有的生活方式。
（英文）：議長先生，住房的另一個方面是電梯通達性。蔡厝港鎮正在經歷多項激動人心的發展，如裕廊區域線和鎮中心新建的熟食中心。許多居民在吉宏居住數十年，希望在此安度晚年。正如我之前所述，許多年輕夫婦被這些即將到來的發展吸引，已搬入該區。
然而，有些組屋樓棟最初設計時沒有直接電梯通達，雖然這為業主提供了更多隱私和獨特性。但隨著居民在樓棟居住數十年並選擇原地養老，直接電梯通達變得尤為重要。
我曾多次在議會提出此問題。即使經過組屋局的電梯升級計劃（LUP），新加坡仍有約150棟樓沒有直接電梯通達。這些分段組屋的部分樓層沒有直接電梯，居民需乘電梯到某層，再沿走廊或通道步行，最後上下樓梯到達單元。在這150棟分段樓中，約20%位於吉宏，這意味著這些家庭沒有同層電梯通達。長期居住在此類單元的居民，隨著年齡增長，面臨困難和不便。我此前已就LUP、電梯通達住房補助及其他方案發聲，希望獲得更多支援。
一位居民陳先生是一位年長者，照顧患中風的成年兒子多年。他們住在吉宏一套無直接電梯通達的分段單元。過去，帶兒子去看病非常麻煩，他需揹著兒子下樓梯，再穿過走廊到電梯廳。現在，鎮議會提供免費樓梯爬升機服務，幫助他們上下樓梯。
送餐或包裹人員也因樓棟佈局和電梯通達路線複雜而難以送達。一些傢俱或大件配送服務也因無直接電梯通達而收費高昂。火災或醫療緊急情況時，急救人員也可能難以及時抵達這些分段單元。為緩解情況，我們在分段樓的電梯廳推出了吉宏導航地圖，但這只是臨時方案。
議長先生，您知道嗎？在2002年美國真人秀節目《極速前進》第一季中，有一站設在新加坡蔡厝港的分段組屋，參賽者需完成一項挑戰任務。任務要求他們找到正確的電梯廳，爬上正確的樓梯，進入分段單元，那裡有穿黃色靴子的承包商等候。那是蔡厝港的Phua Chu Kang！經過多次挫折，參賽者終於找到單元。
我的觀點是：如果分段組屋如此難以導航，甚至成為國際真人秀的挑戰專案，想象一下我們的居民，尤其是老人和帶小孩的家庭，每天的生活有多麼艱難。
我們必須承認社群動態的變化。隨著人口老齡化和越來越多家庭居住在組屋中，電梯通達的需求比以往任何時候都更為迫切。電梯不僅是機械裝置，更是連線我們家園和社群的生命線。隨著年齡增長，樓梯可能從簡單的攀爬變成難以逾越的障礙。無障礙電梯為我們的長者提供自主和尊嚴。
同樣，帶嬰兒車的家庭每天需上下多層樓梯，也面臨類似挑戰。根據我走訪調查，吉宏近三分之二的分段單元中有老人或兒童居住。對此，我提出以下建議：
第一，將電梯通達住房補助（LHG）從現有的3萬新元提升至5萬新元，以提高申請意願。根據我提出的議會質詢，截至2021年12月，LHG獲批申請僅28宗，而估計受影響的組屋單位約2000個，僅佔1.4%。
第二，考慮安裝座椅升降機，或在技術可行的情況下，建造坡道或螺旋坡道，將分段單元樓層與有直接電梯通達的樓層連線。
第三，在技術方案不可行時，組屋局可考慮強制收購此類單元，改為公共租賃屋，以免住戶因永久無直接電梯通達而不便，且他們多為短期居住。
最後，重新審視LUP的資金標準。目前組屋局僅考慮直接受影響的單元。我們應同時考慮受益單元，將其納入資金模型，作為應急或冗餘方案。
採用此方法後，以吉宏為例，受益單元比例可從12%至15%提升至超過50%，意味著成本可由更多住戶分攤，符合LUP成本上限。
我們不應低估新加坡同胞的慷慨與同理心，願意共同承擔LUP費用。在吉宏的選擇性電梯更新計劃中，許多非分段單元住戶親身體驗了電梯停用期間的生活，表示理解並支援調整LUP成本分攤方式。我希望能研究這些建議，幫助我們的家庭居民。
議長先生，綜上所述，我以住房選擇和長者電梯通達為例，展示我們在本預算及未來預算中能為新加坡同胞共同實現的目標，讓他們選擇心儀的居所，繼續熱愛他們的家園。
通過讓我們的公共空間更加無障礙，我們創造了促進社會凝聚力和福祉的環境。在幫助年輕夫婦實現他們的夢想家園時，我們不僅滿足了他們的願望，也為他們的子女提供了希望。通過重視生活環境和住房的重要性，我們在新加坡同胞中培養了團結和歸屬感，使這個國家真正成為我們熱愛的家園。
副總理黃循財提到，新加坡需要堅定團結，共同應對未來的風暴。“船不會因為周圍的水而沉沒，船是因為水進入船內才會沉沒。”儘管面臨外來干擾、分裂或影響，我們必須團結一致。這份預算案提醒我們所有人，在面對未來挑戰時必須保持團結。議長先生，我支援預算案宣告。
議長：朱卡奈先生，我選區裡有幾個這樣的組屋區，所以我完全理解你的感受。每次去這些組屋區訪問時，你需要更多耐心，需要安排更多時間，也要付出更多精力。何亭如女士。
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何亭如（盛港）：議長先生，今年預算案的主題“攜手共建共享未來”，是我們所有人都應努力實現的目標。在工人黨2020年宣言《為全民打造的新加坡》中，我們闡述了對新加坡的願景——一個為每個人都留有位置的國家。
跨黨派對一些理念達成共識是積極的進展，比如在工人被非自願裁員時給予經濟支援，幫助他們重新站穩腳跟。作為一個國家，我們應為這些有效的政策感到自豪，因為它們確保每個人都能從國家的發展中受益。
為了推動新加坡的發展邁出下一步，我們應拓展對進步的願景，而這種願景只有在建立信任的基礎上才能真正且有意義地擴充套件。換言之，我們需要信任持不同觀點的人，他們也在善意行事，儘管觀點不同。特別是，除了要求公眾信任我們的公共機構外，我們還應反思自己是否信任我們的人民。如果不信任，原因何在？我們如何確保信任是雙向的？我將舉例說明新加坡信任尚未實現雙向的情況，並嘗試解釋原因及如何實現雙向信任。
我演講的後半部分將談及如果實現這種相互信任，我們將獲得的回報，並闡述這種擴充套件的進步願景可能是什麼樣子。
首先，公眾知道什麼，公眾應該知道什麼？年度收入和支出預算是一個很好的起點。今年，軍事開支以一項190億新元的單行列示，未作進一步細分，儘管其佔預算的17%。雖然談及軍事時官方機密是一個顧慮，但是否真的沒有中間地帶可以提供開支細節？
同樣，警察開支預算中，名為“Arapaima”和“Aegis”的專案各分配了數億新元，但公眾甚至沒有得到一句簡短的描述。如何就這些開支是否經濟、高效、有效甚至是否足夠進行辯論？
此外，預算中宣佈的企業支援計劃及眾多其他方案，是否會公開發布目標，比如覆蓋多少企業，資金如何使用？公眾如何知道這些公共資金支出的方案是否成功？我們是以花費多少來衡量政策成功，還是以其成果為準？
工人黨三年前呼籲成立獨立議會預算辦公室，但更根本的是願意公開細節。2012年，時任副總理尚穆加南說：“信任和透明是問責體系的兩個不同部分。”
雖然確實存在安全顧慮，意味著不可能完全透明，但工人黨過去提出的解決方案，如獨立預算辦公室、向常設特別委員會成員披露更多資訊並設有保密措施，可以幫助平衡這一難題。
政府需要傾向於透明，儘可能多地公佈資訊，並同意在安全利益平衡下公佈所需資訊。法律工具，如正式的知情權立法，將有助於界定可公佈和不可公佈的內容。但知情權不是為了問責而問責。它幫助我們以善意進行辯論。如果政府認為自己已被問責，那麼它就能以善意與不同觀點辯論，這是我想提出的第二點。
以基尼係數為例，政府曾表示稅前轉移支付前的不平等程度低於經濟合作與發展組織（OECD）其他國家，但當我們與居民交談時，是否真有這種感覺？如果沒有，原因何在？
或許是因為新加坡的基尼係數只計算勞動收入，而OECD國家計算所有收入來源；評論者也指出，家庭支出調查資料顯示，新加坡非勞動收入在增加；或者是因為新加坡的基尼係數只涵蓋公民和永久居民，而不像其他國家那樣涵蓋全部人口，未反映我們150萬外籍勞工中許多從事的基本但低薪藍領工作。超過四分之一的新加坡人娶非居民，這些工人也是我們家庭的重要組成部分。
但或許更重要的是，另一種看待財富的方式，即財富不平等。瑞銀2022年全球財富報告顯示，新加坡財富不平等指數為78.8，遠高於臺灣的69.8、韓國的67.9和日本的65。
OECD也指出，我們需要用不同指標衡量財富不平等，我相信這同樣適用於新加坡。然而，家庭財富分佈資料不易獲得。
政府曾在2018年表示，其基尼係數計算需反映新加坡獨特的政策干預範圍。這大體正確。鑑於新加坡體量小且經濟開放，確實有獨特政策干預。但這一理由不應成為阻止公佈公眾想了解資料的藉口。
信任是雙向的，政府不提供資料以供辯論某些話題，會在部分群體中滋生不信任。關於解決不平等，除了經濟學專家的建議，我只能表達選民的感受。如果公眾看到資訊缺口，公共機構應在合理範圍內用正確的資訊填補，而不是說無需填補。
第三點，政府應信任公民共同創造。前進新加坡計劃是良好開端。但我們可以借鑑公民大會的概念。一個著名例子是愛爾蘭，2016年愛爾蘭議會成立了公民大會，審議多個社會爭議議題。99名代表愛爾蘭選民結構的公民被選中參與討論，專家也被邀請提供證詞和案例研究。其關於墮胎等議題的結論幫助推動了相關公投，有人稱讚該過程去政治化，為分歧議題帶來理性，提供了傾聽、理解和同理不同意見的空間。
類似前進新加坡的活動可以引入更多獨立專家證詞，為參與者提供證據，這些專家應持有不同觀點。活動設計應準確反映新加坡人口結構。同樣重要的是，政府應直接回應結論，說明哪些建議會納入政策，哪些不會。應定期進行獨立公開審查，評估此類活動的實施程度。
只有建立對公眾的信任，我們才能有意義地攜手共建共享未來，這意味著適當的透明度和問責制。為此，我們需要正確衡量進展，衡量對我們重要的事項。
多年來，無論在議會內外，我們都聽到關於衡量國家表現應超越國內生產總值（GDP）的提議。然而，在預算、選舉和全國對話期間的週期性保證，稱我們關注GDP以外的發展因素，遠遠不夠。超越GDP的進展衡量必須成為我們的DNA。我們必須定期量化、衡量並公佈我們的表現細節，要求政策正式考慮其對這些指標的影響，以及各種政策和舉措是否成功提升了我們的集體福祉。
因此，我想重申兩年前的呼籲，建議新加坡建立一個超越GDP的進展衡量儀表盤。這並非新想法，我們可以借鑑紐西蘭的生活水平框架儀表盤。
紐西蘭財政部公佈用於衡量和指導各部優先事項以促進福祉的詳細指標，並完全向公眾公開以確保透明。指標顯示時間趨勢、人口子群分佈，重要的是讓紐西蘭人直接看到政府在提升國家福祉方面的表現。
新加坡儀表盤具體內容應由公共機構和更廣泛社群提供意見，但我認為應涵蓋的關鍵領域包括無償工作測量、自然資源使用，特別是我們的人民、環境可持續性足跡形式的外部成本、休閒價值以及我們的集體和個人福祉。
本月初，在心理健康辯論動議中，我談及了我們的集體和個人福祉，以及如何發展優勢以防範心理健康問題並促進繁榮。2022年，我也談及了環境足跡相關問題。因此，今天我將重點談無償工作和投資於我們的人力資源。
首先，無償工作指未直接獲得報酬但對經濟有影響的工作，通常分為非正式照護和家務勞動、無償再生產勞動及志願工作。特別是非正式照護，《前進新加坡》報告指出，政府將給予新加坡人更多保障，確保他們得到照顧。這對理解照護者的無償且鮮為人知的工作和需求尤為重要，他們已承擔起國家的集體責任。
2020年，我呼籲開展時間使用調查，以更好了解非正式照護者的工作。此後，社會服務理事會（NCSS）於2022年釋出了一項調查，旨在更好理解照護者的生活質量問題。這是在2013年新加坡非正式照護調查之後的進展。
雖然定期針對非正式照護相關具體問題進行深入調查是好事，但這些調查缺乏對社會貢獻及間接經濟貢獻的定期且易量化的衡量。
多篇學術論文指出，新加坡缺乏對非正式照護總價值的衡量，導致難以為公共政策提供資訊和指導。儘管如此，2021年杜克-國大團隊估算，75歲及以上需要日常活動人力協助的老年人非正式照護時間的年成本在25億至35億新元之間，這顯然是一個不容忽視的數字。
此外，《前進新加坡》報告還列舉了多種政策支援非正式照護者的方式，如加強育嬰假和父母假、允許更靈活的工作安排，以及通過家庭照護補助金和減免特殊需要兒童早期干預費用提供財政支援。
令我注意的是，許多政策假設非正式照護者希望並能夠儘可能保持某種形式的有償工作。同樣，關於無償家務勞動和志願工作在新加坡的量化資訊也很少，難以正式認可和納入對國家的貢獻。
最近一位21歲的本科生在論壇頁面呼籲衡量無償工作價值，他說：“我們應該這樣做，以更全面地反映經濟表現。”
每年衡量無償工作數值，也能直接觀察外部衝擊和事件的影響，例如經濟衰退是否及如何影響非正式照護，哪些人口群體受影響更大，並讓公眾定期衡量政策對支援無償工作的影響。
談到我們的人力資源；這是我們唯一的自然資源。這是衡量我們如何重視並投資於公民的另一種方式。紐西蘭生活水平框架將其作為國家財富的組成部分，稱為人力能力，定義為知識、身心健康和文化能力。包括教育指標以及不僅是壽命還有健康預期壽命的測量。
面對日益多變、不確定、複雜和模糊（VUCA）的世界，終身學習的重要性日益凸顯，技能未來運動的加強無疑對考慮中年或中途職業培訓者是利好。我們也越來越聽到紙質學歷將逐漸過時的觀點。然而，我希望鼓勵持續培訓的政策不會無意中強化對紙質學歷的重視。
此外，我希望技能未來框架繼續努力，使其對廣泛的新加坡人更具吸引力和包容性。2022年約50%的利用率顯示這方面仍需改進。
簡言之，我們必須解決可能阻礙新加坡人利用這些計劃的結構性障礙。畢竟，許多工人提到缺乏時間、上課的機會成本，以及放棄年假或時薪的顧慮。全國職工總會（NTUC）呼籲設立帶薪學習假，有助於解決工人參與有益培訓的結構性障礙。此外，殘疾人協會等非政府組織提出技能未來條款的包容性問題，呼籲培訓機構提供合理便利，幫助殘疾人士參加課程。社群中也有人對專為殘疾人士開設的課程（如啟能學院）持保留態度，認為雖出於善意，但可能導致排斥。
最後，我希望在決定4000新元技能未來積分補貼的使用方向時，優先考慮社會需求最迫切的行業和領域，而非僅關注經濟增長潛力強的行業。
這包括應對人口老齡化加速需求的護理技能和培訓專案，以及心理健康領域的培訓，如心理學、心理治療和輔導，以及建設新宣佈的家庭教練隊伍，社會及家庭發展部將派遣他們與弱勢家庭合作。
總之，我希望半個多世紀的國家建設意味著我們現在已經到了一個階段，社會中多元觀點有了立足之地，尊重分歧成為信任的標誌，而信任是雙向的。更大的透明度和更有意義的深入討論，可能意味著我們可以採取更審慎的公共政策方法，而這應被視為改進的手段。正是這種對透明度和問責制的態度，加上超越GDP衡量我們的進步，最終將有助於更好地為我們的公共政策辯論和共創提供資訊。
議長先生：鍾基雄先生。
下午2時25分
鍾基雄（碧山-大巴窯）：議長先生，閣下，這是一個面向未來的預算，平衡了幫助家庭和企業應對成本上升以及為未來做長期準備的措施。
本預算的亮點之一是對工藝教育學院畢業生以及中年和年長新加坡人的技能提升和再培訓的強力支援。強化持續學習的心態並識別新加坡人中的改進機會，將使人口和新加坡在不斷變化的全球經濟格局中保持相關性。教育補貼、津貼和每月培訓津貼在範圍和規模上都是前所未有的。這是對我們人民的一項巨大投資。
我有兩點建議。
首先，政府應考慮與相關行業合作，共同制定課程，並鼓勵畢業前的工作確認，以便畢業生完成課程後，能夠更高比例地被需要其新技能的公司錄用。一些“培訓與安置”專案的畢業生普遍反饋，他們自己找工作有困難。
其次，政府應跟蹤這些課程畢業生的後續就業和薪資情況，以評估該政策的有效性。由於這是一項長期政策，對國家有相當大的經常性開支，政府應衡量投資是否產生了令人滿意的結果。如果沒有，就必須在過程中進行審查、調整和變更。
接下來，我想談談對中小企業的支援。我們中小企業的基本成本結構多年來發生了顯著變化。我讚賞預算中近期的紓困措施，幫助它們應對成本上升。13億新元的企業支援計劃將大大幫助企業渡過當前挑戰並建立長期能力。
將企業融資計劃-中小企業營運資金貸款的最高貸款額度提高至50萬新元，將幫助它們在成本上升的環境中滿足更高的資本和現金流需求。一些中小企業發現，隨著專案規模的增加，參與政府專案越來越具挑戰性，這意味著更高的資本和現金流支出以及招標規格。政府在招標過程中可以更加周到，使其更具包容性。
關於對250億新元“研究、創新與企業2025”計劃額外30億新元的承諾，以及未來五年對人工智慧計算、人才和產業發展的超過10億新元投資，我建議將其中一部分專門劃撥給中小企業或涉及中小企業的合作專案。眾所周知，由於規模較小和資源限制，我們的中小企業難以獨自進行研發和將人工智慧開發納入企業。它們需要政府在資金和與研究人員、大學以及上下游合作伙伴公司的合作方面的支援。否則，中小企業與跨國公司的數字鴻溝將會加大。
新加坡是一個小型經濟體，預計未來經濟增長將放緩。中小企業在海外尋找更多業務和收入變得更加緊迫和重要。為了將業務拓展到海外，中小企業需要了解並適應不同司法管轄區的動態及其不同的商業方式。
因此，有機會利用年長專業人士、經理、行政人員和技術人員（PMET）的經驗和技能，協助中小企業處理這些方面。對於尋求職業轉變或失業的資深PMET，政府是否考慮設計一個系統化、結構化的框架，將他們與需要其相關市場和行業經驗、知識和技能的中小企業匹配？中小企業可以利用他們的專長、對外國市場的先前接觸和熟悉，更好地應對複雜情況，避免潛在陷阱。
接下來，我想談談我過去幾年一直關注的“購買新加坡貨”話題。
我今天想聚焦我們的農食部門。因為它是我們國家糧食安全的關鍵支柱，這一問題在新冠疫情期間被凸顯。我們必須為未來的其他危機做好準備，本地食品生產服務越多，我們對供應中斷的脆弱性就越小。我們必須繼續支援和促進該部門的發展，確保其可行性，同時兼顧製造業和金融服務等其他部門。
為了加強糧食安全，除了對該行業友好的政府政策和財政支援外，我們需要發展一個完整的生態系統，使農食部門成為一個重要的經濟部門。
鑑於較高的成本結構和缺乏規模經濟，以及新加坡元的強勢，我們的本地農產品比進口產品更貴。為了區分我們的本地產品並證明其溢價合理，我們需要提高消費者對本地蔬菜、水果、雞蛋和魚類等優勢和益處的認識。有哪些公共宣傳和教育專案正在進行，以建立這種認知並提升本地消費者的需求？
在2017年預算中，我呼籲政府通過在採購合同中加入“購買新加坡貨”要求來進一步促進本地需求。我想再次敦促政府考慮此事。更強的官方授權將大大促進需求。這也會向市場和消費者發出支援本地產品的訊號，鼓勵本地企業不斷改進。
此外，我們在本地專業人才培養方面進展如何？從農食從業者到研究人員，我們需要在技術學院、理工學院和大學培養新一代人才，支援這一相對新興部門的發展，尤其是包括更前沿的發展，如實驗室培養蛋白和肉類。
政府能否提供6,000萬新元農食叢集轉型基金的進展情況？該基金於2021年預算中宣佈，旨在幫助我們實現“30×30”目標，即到2030年生產滿足新加坡30%營養需求的食品。我們是否按計劃推進？基金已撥付多少，支援了哪些專案？
在2021年預算辯論中，我建議政府將農食發展納入綠色債券和貸款發行，並將規模設計得使小投資者也能參與，為支援新加坡農食部門的增長盡一份力。政府能否分享將農食部門納入綠色金融市場的最新進展？
我還想重申呼籲政府考慮與投資者和銀行在綠色及可持續發展專案上更多地分擔風險。這些專案大多仍是開創性舉措，缺乏業績記錄。政府的支援將為綠色初創企業提供更大機會，實現其願景。
最後，我想詢問靈活工作安排（FWA）對我們的職場和經濟的進展及影響。三方靈活工作安排請求指南（TG-FWAR）預計今年晚些時候釋出。該指南可能包括合理和不合理的商業理由示例，以說明為何可或不可提供所請求的靈活工作安排。
我瞭解到，大多數公共部門員工每週最多在家工作兩天已成常態。政府是否對這一安排對公共服務交付標準的有效性和效率進行了測量？過去幾年靈活工作安排帶來了哪些益處和挑戰？特別是當家庭中多名成員來自不同機構同時在家工作時，我們如何防範機密資訊的無意洩露及潛在濫用？公共部門有哪些經驗教訓可以分享給私營企業和組織？
深入理解靈活工作安排與效率、資訊安全和生產力之間的關係，有助於我們制定支援並強化全球競爭力的靈活工作政策。藉此，我支援本預算。
議長先生：何亭如女士。
何亭如：謝謝議長先生，先做個簡短澄清。剛才我在談論技能未來框架時提到2022年利用率約為50%，那是我的錯誤。我想說的是2022年培訓率約為50%。
議長先生：林佔士副教授。
下午2時35分
林佔士副教授：在他的預算陳述中，副總理黃循財談到了人工智慧作為一種通用技術，就像內燃機時代的電力、計算機或網際網路一樣。人工智慧確實有潛力觸及我們生活的方方面面。和黃副總理一樣，我堅信人工智慧對我們共享經濟未來的變革力量。
在之前關於國家生產力基金修訂的演講中，我解釋了人工智慧既帶來風險也帶來機遇。但如果我們真正擁抱這一願景，我相信我們必須改變在人工智慧時代制定政策的方法。這不僅僅是追求人工智慧研究的卓越，將人工智慧嵌入政府服務，升級寬頻基礎設施，甚至確保我們的企業迅速採用人工智慧。國家人工智慧戰略2.0中概述的這些目標確實值得稱讚，但還不完整。即將到來的結構性變革將改變我們的企業、工人和學生的運作方式。這可以看作是對譚武孟議員和蘇紹輝先生早前演講的補充，不僅關乎今天的政策，也關乎明天的政策。
研究人員指出，採用人工智慧的企業往往規模更大、更年輕且生產率較高。但要充分收穫人工智慧帶來的經濟效益，可能落後的企業，即中小企業，尤其是非科技和非專業領域的現有企業，必須獲得強烈且緊迫的激勵去採用人工智慧。
這不是一項簡單任務。小企業幾乎定義上是因為它們在抓住商業機會和合理化成本方面相對較慢。雜貨店老闆、裝修承包商、小販攤位或汽車修理廠的業主可能覺得人工智慧與他們的業務運營無直接關係，因此傾向於採取觀望態度，推遲為公司採用人工智慧解決方案。
新加坡參與經合組織主導的稅基侵蝕和利潤轉移（BEPS）2.0框架，為我們創造激勵措施以促進各種型別企業採用人工智慧提供了量身定製的渠道。第二支柱允許將某些類別的投資退款視為收入而非稅收減免。黃副總理提出的可退還投資抵免似乎與此類合格的可退還稅收抵免相符。這不僅適用於研發和創新的額外投資，也適用於採用人工智慧驅動的數字和專業服務。
不過，有幾點需要謹慎。
首先，這類激勵對最大企業最有利，因為它們直接受BEPS覆蓋。但我們不能忘記中小企業，必須確保我們的“媽媽店”和小商戶也能看到追求可退還投資抵免的強大好處，理想情況下通過擴大該計劃的推廣和宣傳。
其次，雖然有空間界定此類抵免的範圍，但必須注意，BEPS規則允許各國獨立徵收補充稅，如果它們認為本地企業的稅率規避了15%的最低稅率精神，或破壞了鼓勵可持續性或知識生成的抵免意圖，尤其是如果可退還投資抵免被視為設計成漏洞的工具，可能會採取此舉。我認為這尤其適用於僅僅增加產能而非專門針對綠色轉型或研發的投資。它們可能採取對抗措施，在本國徵收補充稅，從而削弱可退還投資抵免的吸引力。
這就是為什麼四大會計師事務所釋出的與預算相關的願望清單中普遍強調可退還稅收抵免的重要性令人擔憂，如果其意圖是回到BEPS之前的世界，讓會計師事務所識別複雜策略，協助跨國公司降低有效稅率，並得到我們政府的認可。
第三，我們需要重新審視傳統觀點，即資本稅率應低於勞動稅率，以刺激生產性投資。因為人工智慧驅動的經濟趨於無形，鼓勵更多實體資本投資遠不如積累無形知識資本重要。
第四，也是最重要的，我們不能再將稅收競爭視為吸引外國資本的主要策略，這一點我曾在議會中提出。相反，我們應先理清順序，營造一個企業具備人工智慧能力、工人熟悉人工智慧的環境，自然會吸引海外投資。
但我們不應止步於此。處於人工智慧革命前沿的大數據機器學習演算法和大型語言模型越來越集中在少數強大企業手中。這要求政府，尤其是擁有雄厚資金和主權財富基金的政府，採取先發制人的行動，積極投資人工智慧公司，無論是公開交易公司還是私募股權。這不僅讓公共部門享有收益上行空間，也確保其在人工智慧發展中擁有符合公共利益的發言權。
當然，人工智慧不僅會改變企業前景，也會影響我們的工人。新興證據表明，生成式人工智慧可提升約14%的生產力。但在新手和低技能工人中，提升更大，約為34%。這意味著人工智慧增強將導致能力和技能分佈的壓縮。因此，那些過去因天賦或行業優勢而脫穎而出的人，可能會發現這種優勢被削弱。結果是，我們需要重新審視推動勞動力掌握的技能型別。
先生，技能可能存在於意想不到的地方。雖然未來經濟對提示工程師、網路安全專家或數字營銷人員的需求被廣泛看好且頗具吸引力，但這些新興職位的稀缺可能在未來幾年得到緩解，更可能的是，這些技能將融入更傳統的職位。各類專業人士都需要學習如何通過生成式人工智慧模型提供提示，市場營銷人員和銷售人員需要通過包括數字媒體在內的所有媒介傳遞資訊。雖然無法確定，但傳統的工匠或手藝人角色可能會復興，因為機器人技術尚未在這方面提供足夠的質量或應用範圍。
此外，某些我們此前認為未來無憂的技能，如編碼、良好寫作或統計分析，可能會迅速貶值，因為人工智慧工具能以更低的成本和時間完成同樣甚至更好的工作。相反，軟技能、人類原創力和批判性思維、同理心與團隊合作、領導力和溝通能力將變得更加重要，而這些技能不易被人工智慧複製。這些技能不僅靠證書體現，而是通過課堂上對這些能力的培養，即使未正式評估，或通過自我反思、經理和導師的反饋，以及在職場上的集中努力和經驗積累來培養。
經濟學家早已認識到這一點。即使是最基本的人力資本模型，也包括非天賦和受教育年限，還包括多年工作積累的經驗。因此，我們絕不能貶低課堂之外的其他知識獲取形式。這就是為什麼我認為，不僅應如黃副總理在提升計劃中所示，擴大技能未來信用額度的規模，還應擴大其適用範圍。
此時此刻，我宣告我在一所可能從SkillsFuture受益的機構工作，這也是我之前向另一位副總理提出的一些建議。
這意味著允許學分不僅用於學術資格認證，還可用於替代學習模式，如學徒計劃或在職培訓。我之前在本院去年舉行的《SkillsFuture新加坡機構（修訂）法案》辯論中，以及通過各種議會質詢，曾提出過擴大範圍的可能性。
我希望在此進一步闡述這個想法，並更進一步。我希望我們能考慮允許能夠提交可信學徒計劃提案的公司，接收使用其SkillsFuture學分申請的學徒。SkillsFuture的抵扣實際上意味著補貼工人，這既增加了接收學徒的吸引力，也補償了企業提供在職培訓的成本。
有人可能會認為SkillsFuture的初衷是讓新加坡人掌握新技能，而非補貼企業的勞動力成本。但這忽視了許多現代技能的現實，甚至最常青的技能往往是在工作中獲得，而非事先掌握。我的一位好友，曾受訓為建築師，但最終在金融領域取得了非常成功的職業生涯，他曾分享說，儘管背景缺乏，他還是被一家投資銀行錄用，因為他們無論如何都得教他所需的一切。此外，培訓學徒最終可能會跳槽到其他崗位，這對企業來說也是一種風險。
如果我們真的擔心企業濫用系統，僱傭一批缺乏可轉移技能的臨時工，我們總可以在合同中加入條款，要求學徒期滿後在雙方同意且表現合理的條件下，最低僱傭期限。
在人工智慧驅動的經濟中，我們如何看待技能和培訓的變化將變得更加必要，而非減少。這至少是因為我們尚無法預見哪些工作會被AI取代，哪些會變得更重要。
實際上，經濟上有回報的技能壽命可能會縮短。雖然我完全同意將終身學習的心態注入勞動力的重要性，但我們必須同時強調，學習和應用不應等同於成績和證書。
不可避免地，一些工人將被AI取代。這就是為什麼副總理黃循財表示將為非自願失業者提供臨時財政支援，即為被裁員者提供支援，這一點非常重要。工人黨支援這一舉措，尤其是因為我們自2011年以來一直提議某種形式的裁員保險。
我在去年預算回應中進一步闡述了失業保險方案的理想特徵。簡而言之，這涉及在為失業者提供安全網與鼓勵他們迅速重返勞動力市場之間取得平衡，而非依賴賠付作為柺杖。最佳方案通常結合了合理慷慨的工資替代，儘管時間有限。
如果我們接受AI將改變我們的工作方式，那麼顯而易見，我們也需要從上游重新思考AI革命將如何改變我們的教育方式。我指的是大眾教育，而不僅僅是培養一批AI科學家和研究人員，使我們成為AI創新中心。
首先，我們早該認識到，單純積累知識和通過不斷重複死記硬背、閉卷考試的學習方式已不再可行，即使在網際網路“資訊免費”的時代，這種方式也難以為繼。
AI將進一步削弱單純記憶更多事實和資料、最快解決已知問題或記憶長串命名法或分類法的相關性。相反，我們需要教孩子們如何篩選資訊、評估和判斷，而非盲目接受。這意味著他們需要學會提出好問題，識別對錯，更常見的是識別新問題，並知道沒有明確的對錯。這反過來要求培養學生深厚的求知慾，養成批判性解讀和評估資料及資訊的習慣和工具。
學生需要被教導的不是思考什麼，而是如何思考。這也是為什麼我的黨內同事Pritam Singh先生和何亭如女士強調獲取資訊的重要性，以便我們能鼓勵這種思維，甚至在政策領域。這將顛覆我們許多傳統教育策略。
首先，我們需要重新考慮高風險標準化考試作為績效基準的重要性，因為AI已經在大多數考試中超越人類，或將在未來幾年內做到這一點，涵蓋會計、法律、醫學、語言等領域。事實上，AI甚至成功起草了多項立法草案。
雖然標準化考試長期以來是亞洲社會的基石，科舉始於中國六世紀，印度皇帝卡拉韋拉早在西元前一世紀就依賴競爭性考試選拔官員，但鑑於現代教育環境的現實，其持續使用需要重新審視。
誘人的但錯誤的解決方案是完全禁止學生使用AI。當我們堅稱使用ChatGPT輸出即構成抄襲時，我們是在虧待學生，因為這會使他們在進入現實世界時處於劣勢，面對那些更熟悉如何將生成式AI融入工作的人。
但這並不意味著我們要完全取消評估。相反，評估應持續且全面進行。我們仍需傳授計算能力和讀寫能力，但這些可以通過動態辯論、精心準備的演講、小組專案和協作解決問題，以及提出高質量問題和答案的能力來評估。持續評估——自我小學時代起我們就用來描述評估模式的術語——需要被更加重視。
副總理黃循財決定增加教育儲蓄基金的注資，有望幫助我們重新調整對成績以外能力的認知。但我鼓勵教育部採取更大膽的措施，如增加非學術獎項數量，使期末考試僅佔課程總成績的一小部分，並允許免除小六離校考試（PSLE）實現貫通教育。
我知道這話有些諷刺，出自一個積累了太多學術資格、參加過太多考試、仍靠教學為生的人之口。儘管如此，我相信我們需要摒棄那種認為專業和個人成功的首選路徑僅僅是不斷攀登學術資格階梯的觀念。當我們堅持認為學生的潛力取決於他們12歲或16歲時考試成績時，我們無意中低估了我們人口豐富多樣的天賦和才能。
其次，即使我們通過《教育科技2030計劃》實施AI教學，也不應忘記定製化學習、培養數字素養和裝備學生21世紀技能，最終都離不開教師。即使我們充分賦能教師使用AI工具，也必須賦予他們更多自由度，以他們認為合適的方式教授課程，使他們成為引導者而非講授者，否則學習者永遠無法充分發揮AI的潛力。
這樣做將釋放線上學習平臺可汗學院創始人薩爾·汗所稱的“無限耐心的導師”的潛力，這一發展必將受到我們這個補習狂熱國家的歡迎。
最後，我們還需要問，傳統的Nitec/文憑/學位路徑在一個考試成績與實際表現相關性日益受到挑戰的世界裡，是否仍然適用。
議長：賈姆斯副教授，您最後一分鐘發言。
賈姆斯·傑羅姆·林副教授：副總理黃循財宣佈的ITE晉升獎，旨在為尋求報讀文憑課程的ITE畢業生提供額外財政支援，應結合AI對學歷主義的影響來看。雖然提升技能無疑重要，但推動獲得另一紙文憑可能無法全面評估提升者的能力，甚至更糟，可能誤導人們認為這樣做必然能找到工作，結果卻失望。
我總結髮言。議長，雖然我的發言強調依賴AI重塑我們的企業、工人和學生的重要性，但我們也不能忘記AI將改變我們作為政策制定者處理事務的方式。21世紀的政府和立法機構最不希望看到的是更多千篇一律、形式化的答案，看起來像是ChatGPT生成的。
更重要的是，我們需要勇氣和信念開闢一條擺脫舊有束縛的新路。這是AI，設計用來基於現有知識庫進行創作，永遠無法做到的。
議長：秩序。我們在議事廳已近四個半小時。我提議現在休息，暫停會議，下午3點15分重新開會。秩序。
會議於下午2點56分暫停，至下午3點15分。
會議於下午3點15分恢復。
[副議長（陳順妮女士）主持]
年度預算案辯論
[(程式文本) 辯論繼續。 (程式文本)]
副議長：尼爾·帕雷克先生。
下午3點15分
尼爾·帕雷克·尼米爾·拉吉坎特先生（提名議員）：副議長女士，感謝您給予我機會討論本月初副總理所呈報的預算案。
在我看來，2024年預算關心民眾，幫助企業專注於提升、升級和拓展本地及國際業務，同時確保政府協助下更好地管理企業成本。2024年預算還提升了新加坡吸引優質投資的領先地位，並幫助為我們高等學府畢業生創造高質量就業機會。
擺在我們面前的重大問題是，作為一個民族、一個國家、一個新加坡，我們需要堅定不移地實現這些目標。鑑於2024年經濟前景謹慎樂觀，以及許多貿易伙伴的經濟穩定，新加坡企業可以鬆一口氣。
然而，鑑於當前地緣政治緊張局勢，新加坡仍需保持警惕。任何當前衝突的升級都可能嚴重影響我們這樣一個小型、開放、依賴貿易的國家，可能影響能源穩定、通脹和全球商品價格。商界歡迎副總理黃循財在2024年預算演講中提出的許多舉措。讓我簡要談談其中一些。
預算中支援和刺激增長、管理上升企業成本的措施備受讚賞。13億新元的企業支援計劃，包括50%企業所得稅回扣，最高4萬新元，以及最低2000新元現金福利，對我們的中小企業尤其有利。鑑於2023年中小企業連續四個季度收縮，正如華僑銀行季度中小企業指數所示，這一計劃正當其時。
企業所得稅回扣提供臨時緩解，幫助企業維持運營和就業。這一干預是緩解財務壓力的戰略舉措，鼓勵企業投資於生產力提升。這可能帶來更具韌性的商業環境，並通過更大的經濟活動和增加稅收，實現政府和企業主的雙贏。
企業融資計劃的增強，包括中小企業營運資金貸款增加和貿易貸款最高額度提升，也是受歡迎的發展。這些調整將促進中小企業獲得運營現金流，支援企業國際化，最終通過利用不同行業的比較優勢降低運營成本。這些增強措施還促進企業更好地獲得融資和資本，捕捉新的增長領域。
為40歲及以上新加坡人推出SkillsFuture升級計劃是值得稱讚的舉措。包括4000新元的SkillsFuture學分補充，滿足終身學習的需求，即使在通脹時期。這一舉措，加上中年職業提升補貼和每月最高3000新元、最長24個月的培訓津貼，將極大激勵個人提升技能。我相信SkillsFuture學分補充不僅培養人才，也讓失業者通過攻讀理工學院、ITE或藝術院校的全日制文憑，建立跨行業技能，提高就業能力。
這為個人和企業提供雙贏局面。個人具備更好技能，降低失業率，追求為家庭帶來更好經濟機會的行業工作。企業則受益於更多具備資格的人才，準備投身其行業。學分延長至2025年6月30日，也讓個人有更多時間決定更適合自己的職業路徑，並考慮參加課程的額外開支。
然而，關鍵是要讓僱主參與進來，改變他們對投資員工培訓後員工可能離職的擔憂。員工培訓支援也應包括職場培訓，以提升我們國家對勞動力培訓投資的就業成果。
正如副總理黃循財所強調，抵禦通脹的最可持續方式是通過投資人力資本提升生產力。賦能個人掌握新技能和提升技能，不僅能通過生產力提升提高實際收入，也讓新加坡更好地應對不斷變化的經濟環境，打造靈活且相關的勞動力，鞏固我們作為不僅僅是金融中心的全球地位。我還認為，向所有至少僱傭一名本地員工的公司發放最低2000新元現金補貼，是一項新舉措，將惠及許多新加坡人。
女士，現在讓我談談2024年預算中的其他重大宣佈。
投資於旨在提升研發和生產力的計劃，以及人工智慧和全國寬頻網路的進步，將推動本地生產力增長，吸引外國直接投資進入新加坡。RIE2025計劃、國家科研基金和金融業發展基金是戰略舉措，旨在鞏固我們作為全球創新、科技和金融服務中心的地位。
通過促進研發、推動創新技術商業化和提升生產力，這些專案確保我們在高價值、高效經濟格局中的競爭優勢。更重要的是，這些舉措具有前瞻性，確保缺乏專業知識和整合現有技術能力的企業仍能保持競爭力並被納入其中。
儘管存在不確定性，2025年1月1日實施的BEPS 2.0第二支柱對新加坡來說是明智的戰略舉措。除了低企業稅率，新加坡還提供有利的投資環境，擁有熟練人才、穩定且對企業友好的政治氣候、低犯罪率、健全的司法體系和頂級教育機會。這些因素使新加坡成為跨國公司有吸引力的樞紐，即使企業稅率可能上升。
我還想強調2024年預算中關於提升新加坡人退休保障的重要措施。
宣佈2025年關閉特別賬戶並將資金轉入退休賬戶，我認為是正確方向。短期內部分人會感到痛苦，但中長期多數人將受益。我認為預算中最重要的退休相關舉措是提高增強退休金額，這將使成員從公積金終身領取計劃中獲得更多收入。
從2025年起，增強退休金額——即退休賬戶的最高存入額——將提高至基本退休金額的四倍。這在我們快速老齡化、越來越多新加坡人享有長壽、健康和滿足生活的社會中意義重大。
隨著延長退休金保障額（ERS），會員從65歲起每月可領取3,330新元，終身領取，而目前按現行ERS水平則為2,530新元。只要生活方式審慎，新加坡人便能優雅地退休，安享晚年。然而，我也認識到，對於許多同胞來說，最迫切的目標是達到全額退休金（FRS）水平，而FRS仍維持為基本退休金（BRS）的兩倍。
為了使達到FRS乃至最終ERS的路徑不那麼陡峭，我建議將FRS從目前的2.0倍BRS調整至1.6倍BRS。以金額計，即從目前的213,000新元降至170,400新元，門檻降低了40,600新元。降低這一門檻將使更多同胞享受達到FRS所帶來的更高養老金支付。
鑑於我對年金支付的計算和支付方式有所瞭解，建議公積金終身計劃（CPF LIFE）及其他年金提供者通過延長其固定收益投資組合的期限，為更多公民計劃更高的支付額。當前利率處於過去十年最高水平或接近最高水平，這或許是延長固定收益投資組合期限、享受更高利率的良機。
此外，我鼓勵政府重新啟用其金融素養推廣活動。雖然部分同胞是成熟且聰明的投資者，但許多人仍不理解諸如複利長期效益等基本概念。我也鼓勵政府制定一個詳盡但簡明的傳達平臺，向我們的長者解釋這些公積金變動。我們希望每位新加坡人都能充分了解此舉的理由，以及它在不久將來如何幫助他們。
總之，這是一份直接面對個人生活成本壓力和企業成本上升雙重現實的預算案。它在平衡這兩大問題的同時，降低了經濟過熱和通脹上升的風險。我相信這份預算將給予企業必要的信心，加快資本投資計劃，從而推動GDP增長和高價值就業崗位的創造。
在我看來，這份預算最重要的方面是，它在沒有任何新增稅收和無需短期赤字融資的情況下，為個人和企業提供了顯著的福利提升。
保持財政紀律和保護儲備至關重要，尤其是在未來十年或二十年全球經濟環境快速變化，對我們這樣一個小型開放經濟體產生重大影響的背景下。議長女士，我全力支援這份平衡且審慎的預算。
副議長女士：謝耀權先生。
下午3時28分
謝耀權先生（裕廊選區）：議長女士，拍手需要兩隻手。這是我對今年題為“共建共享未來”的預算宣告的第一反應。
年度預算不僅關乎政府在不同領域的支出，更根本上反映了人民行動黨政府的治理議程——其計劃、優先事項和意圖宣告——以及這些背後體現的政府治理理念和核心價值。今年的預算意圖明確體現了第四代領導團隊的“前進新加坡”議程，旨在引領新加坡和新加坡人邁向更加光明的未來。
正如副總理所言，2024年預算呈現了“前進新加坡”議程的首批計劃。這意味著後續計劃將陸續推出——“akan datang”（即“將來”），我期待這些未來計劃的及時公佈。但就目前而言，2024年預算中呈現的首批計劃已令人震撼。這些計劃大膽、雄心勃勃，充滿幹勁，是一套令人驚歎的方案。
但我也可以用一句話來形容這些計劃，提醒我們拍手需要兩隻手：一方面是政府，另一方面是公民，無論是個人還是企業，往往是整個社會。政府和公民——兩隻手才能拍手。
“前進新加坡”議程中的計劃要求政府、公民和整個社會更加緊密合作，共同行動，才能實現這些計劃。對我而言，這正是“前進新加坡”的核心。換言之，除了提供更多資訊促進進一步討論外，“前進新加坡”的關鍵在於行動，政府與公民、個人與企業共同採取行動。加倍努力攜手共建共享未來。
因為對於一個發展如此先進、缺乏可借鑑經驗的新加坡來說，在日益複雜和動盪的世界中航行，政府單方面提供成果，公民僅僅接受，已不再適用。未來必須是政府與公民共同探索、共同前行，攜手過河。共建共享未來。拍手需要兩隻手。這就是我們未來社會契約的模樣。
接下來，我將圍繞“前進新加坡”及本預算中的四個領域——住房、教育、低薪工人和醫療保健，談談我們如何應用這種政府與公民協作的基本理念。
首先是住房。公開市場臨時租賃券支援有子女且等待領取組屋鑰匙的夫婦，臨時從公開市場租賃組屋。這是政府為補充正在加碼的公共組屋臨時租賃券（PPHS）所採取的重要舉措。但公開市場臨時租賃券能否奏效，取決於公開市場上的房東——組屋業主——是否配合。
據非正式瞭解，房東往往不願意將房屋租給有幼兒的夫婦，擔心帶來不便。因此，問題不在於租金價格或租賃市場，而在於租戶的身份。政府無法強制房東出租給有幼兒的夫婦，只能提供合適的方案和市場激勵，市場必須響應，房東必須履行責任，方案才能成功。拍手需要兩隻手。
第二，教育。政府在本預算中邁出巨大步伐。其中一大舉措是“技能未來升級計劃”，支援更成熟的工人。關於4,000新元的技能未來積分補充，是否過少或不足以支付課程費用，我先簡要談談看法。
以兼職和文憑後課程為例，全部費用通常約為19,000新元。但政府已為40歲及以上的新加坡人補貼90%，約17,000新元，實際支付不足2,000新元。因此，4,000新元的技能未來積分補充足以覆蓋補貼後的典型費用。
至於第二個全日制文憑課程，網上快速查詢顯示學費通常約為每年12,000新元，2.5年共約30,000新元。但政府為所有新加坡人補貼75%，2.5年約23,000新元。因此，副總理黃循財在預算宣告中提到政府給予40歲及以上新加坡人第二次“教育補貼機會”，我認為這次機會價值23,000新元。
在這些補貼之外，政府還向個人提供4,000新元的技能未來積分，覆蓋學費餘額的一半以上。這樣，第二個全日制文憑的自付費用約為學費的10%。我認為這是公平的安排。
事實上，除了這些補貼和積分，政府還引入了與個人近期平均收入掛鉤的培訓津貼，降低中年全日制學習的機會成本。該津貼最高每月3,000新元，最長24個月，總計最高72,000新元。這是非常大膽的舉措，我認為將帶來變革。但如果要提出批評，我希望培訓津貼能覆蓋30個月而非24個月，這樣全日制文憑課程的整個學習期基本能得到覆蓋。多出的六個月對有家庭和照顧責任的成年學習者意義重大。對政府而言，這意味著每位公民額外成本最高18,000新元，但我認為這筆投入物有所值。
回到拍手需要兩隻手。政府通過升級計劃為成熟工人邁出大膽步伐，我認為關鍵在於公民，無論個人還是企業，是否與政府攜手合作，使計劃成功。
個人應勇敢抓住機會，全面提升技能，為職業和人生迎來第二波發展。個人還需接受跨代課堂，年輕與成熟學習者共同學習。這並非自然而然，需要努力。
企業和僱主應認識到接受技能提升並參與跨代學習環境的新加坡求職者的巨大價值，給予他們相應的職位和待遇。
本預算在教育領域的另一大舉措是理工學院進階獎，幫助年輕理工學院畢業生獲得文憑，提升職業和薪資軌跡。這是政府的重要舉措，能早期提升理工學院畢業生，減少不平等，保持社會流動性。我認為這是“前進新加坡”議程中的又一大膽且具有變革性的舉措。
因此，我不同意進步新加坡黨（PSP）關於1萬新元畢業獎勵存入公積金普通賬戶不利於理工學院畢業生的說法，認為這會造成文憑畢業生間的差異。事實上，每屆學生中有一半通過理工學院，理工學院學生的背景和需求差異巨大，因此採取差異化措施是務實的。
更重要的是，這很公平。理工學院畢業生的起薪比文憑畢業生低約8,000新元，全年計算。僅公積金普通賬戶的差距每年約1,500新元。因此，1萬新元的公積金獎勵可視為幫助通過理工學院途徑的文憑畢業生彌補這部分差距，相當於其職業生涯前六年左右的儲蓄差距。該獎勵幫助他們縮小差距，更好地為組屋儲蓄。我認為這顯然公平，且是正確之舉，我很高興政府採取了果斷行動。
但同樣，拍手需要兩隻手。政府邁出大膽步伐，我希望更多理工學院畢業生積極參與該計劃，提升技能和自我提升。同樣重要的是，我希望更多現有和未來的理工學院學生樹立明確目標，努力學習以獲得理工學院資格。
對於企業和僱主，我希望他們更加認可理工學院和理工學院畢業生的技能，與政府攜手繼續提升他們的薪資水平。
第三，關於低薪工人，議會對此有強烈共識，支援提升他們的待遇。去年，政府宣佈將在五年內投入高達90億新元，支援工作補貼和漸進式工資模式（PWM）。
PWM與工作補貼協同作用，提升低薪工人收入。漸進式工資實質上是“最低工資加”，對低薪工人有利。因此，最低工資與漸進式工資之間並無根本意識形態差異，不應在議會反覆辯論。議會應關注如何讓漸進式工資真正惠及工人，如何將政策轉化為實際成果。對此，確實需要全社會共同努力。
以保安行業為例，部分服務採購方——企業客戶——因漸進式工資要求提高，不得不在新招標中減少高階保安人員比例。換言之，隨著保安員、高階保安員和保安主管工資上漲，而採購方預算不變，採購方削減了高階保安人員需求。這違背了漸進式工資的精神，導致高階保安人員受損。要實現漸進式工資的真正提升，服務採購方必須願意支付更多。拍手需要兩隻手。
第四，醫療保健方面，我歡迎提高各補貼等級的人均家庭收入門檻。這一舉措及時，將使超過一百萬新加坡人獲得更高醫療補貼，兌現新加坡人負擔得起醫療的承諾。具體而言，這將使更多新加坡人重新符合“藍卡”社群健康援助計劃（CHAS）資格。
我遇到許多居民因子女收入稍高於“藍卡”門檻而被降級為“橙卡”或“綠卡”。隨著收入門檻調整，更多新加坡人將保留或重新獲得“藍卡”。政府聽取並回應了新加坡人的關切，這是極好的訊息。
但拍手需要兩隻手，我希望藉助此次提升和更廣泛的“健康新加坡”運動，所有新加坡人都能真正承擔起健康責任，充分利用政府提供的基礎設施、專案和資金支援，保持健康，享受長壽和幸福生活。
議長女士，最後我想說，雖然“前進新加坡”議程提醒我們每個人都需盡責，但我們能談論這些激動人心的計劃並有充足資金支援，這本身就是一種奢侈。這並非偶然，而是多年穩健財政決策的直接結果，包括1993年、2002年、2007年及最近2022年的消費稅調整。
我們的消費稅歷程已逾30年，超過我們獨立以來的一半時間，一次又一次做出正確決策，穩步建立可持續的財政收入基礎，設計公平且漸進的消費稅和轉移支付體系，不傷害貧困者，主要對高收入新加坡人和外國人徵稅，同時惠及所有新加坡人。這是歷屆人民行動黨政府的作為。
如果我們從1993年起每次都選擇走捷徑，不調整消費稅，今天我們將少了190億新元。這相當於我們的全部醫療預算，是教育和早期兒童教育預算的總和，也幾乎是我們目前淨投資回報貢獻（NIRC）的全部。
副議長女士：謝耀權先生，您還有不到一分鐘。
謝耀權先生：如果我們從1993年起每次都選擇走捷徑，不調整消費稅，今天我們將不得不動用幾乎全部淨投資回報，而非僅僅一半多一點。我們今天將為此焦慮不安，而不是談論拍手需要兩隻手，談論“前進新加坡”下的激動人心計劃。幸運的是，我們走到了今天。議長女士，我支援這份預算。
副議長女士：陳德銘國務部長。
下午3時48分
總理辦公室國務部長陳德銘：副議長女士，勞工運動歡迎政府在今年預算中對工人的支援——這是一份大膽且平衡的預算，是一份面向未來的“前進新加坡”預算，體現了我們的社會契約和工人契約，也是一份考慮並採納了勞工運動去年9月提交的“每位工人都重要”對話報告中建議的預算。
在2024年2月6日的聯合新聞釋出會上，新加坡全國職工總會（NTUC）秘書長兼新加坡全國僱主聯合會（SNEF）主席警告說，我們可以預見未來一年將充滿挑戰。大國競爭和地區衝突擾亂了全球供應鏈，重塑了經濟活動，導致通脹上升，影響了全球包括新加坡的企業和個人。
NTUC最近還進行了年度經濟情緒調查，調查物件為2000名受訪者。約三分之二的人表示他們的收入未能跟上生活成本的上漲，尤其影響了我們的老年人。
在裁員數字翻倍和工資增長放緩的背景下，調查顯示令人擔憂的趨勢，40%的所有工人表示未來三個月內可能失業，較2023年的25%有所上升。這表明普遍存在不安全感、對裁員的恐懼以及2024年裁員可能增加的趨勢。
那麼，這些對我們的工人和作為勞工運動的NTUC意味著什麼？是否意味著我們必須為更艱難的時期做好準備？是的，但我們也需要抓住變革和轉型的機會。正是在這樣的時刻，NTUC堅定不移地承諾為所有工人提供支援。
我的勞工議員同僚將涵蓋一系列話題，回應我們勞動力不同群體的需求、願望和關切。
我的發言將聚焦三個關鍵領域。首先，在不確定性中，勞工運動和NTUC將如何繼續與工人同行。我將呼籲工人和企業加入工會，以獲得更好的保護和商業成功。其次，我將介紹NTUC通過各種計劃和舉措支援工人技能提升的最新進展。最後，我將繼續為面臨重大挑戰的中年和中途職業工人發聲。
首先，為什麼要加入工會？近期全球和本地的裁員浪潮加劇了工人對失業的擔憂。以Lazada新加坡的裁員為例，凸顯了工會對所有工人及企業所能提供的作用和價值。請允許我詳細說明。
在突然裁員後，Lazada新加坡私人有限公司與食品、飲料及相關工人工會（FDAWU）最終達成了友好和解。現在，他們專注於建立強有力的合作伙伴關係，以實現公司和所有受影響工人的共同利益。解決方案包括為工會代表範圍內受影響的會員提供增強的支援方案和培訓基金，其中許多實際上是專業、管理及執行人員（PME）工人。Lazada承諾與FDAWU保持開放溝通，這令人鼓舞，強調了工會在保障工人尤其是在裁員期間爭取有利條件方面的重要作用。
我提到許多Lazada員工是PME。隨著NTUC會員中51%為PME，NTUC將繼續代表所有工人，無論其職業類別、年齡或國籍，正如我們常說的“人人皆可”。
讓我舉另一個例子說明NTUC如何支援工人以及工會如何幫助另一位PME。一位高階客戶經理工作了10個月，於2023年6月辭職。在此期間，她成功完成了兩個不同團隊的銷售目標，但被告知如果提前離職，將無法獲得第一個團隊的佣金。因此，她在未能說服公司後，尋求新加坡工業與服務員工工會的幫助。工會代表她與管理層會面，最終管理層進行了調查並同意在去年年底前支付佣金。最終，該會員表示感激，並在離職後仍保持積極關係。
無論是否為PME，工會會員都能從NTUC的會員資格中受益，特別是在職場問題上。
但支援工人不僅僅是唯一的任務。NTUC相信通過支援企業擴大蛋糕，實現雙贏，讓工人分享收益。NTUC積極支援我們工會化的企業在招聘、崗位安置、技能提升和培訓，最近還支援業務轉型。
請允許我舉例說明NTUC如何支援我們的工會化企業Dyna-Mac工程服務私人有限公司。在油價下跌和新冠疫情期間，公司業務低迷。新任執行董事兼執行長林先生分享說，他在努力扭轉公司局面時，造船與海事工程員工工會向他介紹了公司培訓委員會（CTC）計劃。
Dyna-Mac勇敢嘗試，成立了CTC並啟動了運營技術路線圖。通過這一過程，公司重申了業務方向和目標，並獲得了CTC資助的支援。如今，Dyna-Mac實現盈利，工人共享收益。因此，當我在上一次CTC小組討論中與林先生同臺時，他對NTUC幫助他的企業和工人表示高度讚賞。
講述這個故事時，世界各地的工會甚至企業可能不理解工會如何支援企業或僱主。但在NTUC和新加坡，由於我們獨特的三方合作，我們不僅直接支援工人，還上游支援企業，從而為工人爭取更好結果。正是在艱難時期，NTUC的價值凸顯，保護工人並幫助企業發展。因此，我呼籲所有企業和工人考慮加入NTUC大家庭，因為作為兄弟姐妹，我們將共同發展業務，確保為所有工人爭取更好工資、更好福利和更好工作前景。
接下來，我將談談NTUC如何繼續支援工人技能提升。這並非新事。NTUC一直堅持認為，為了經濟增長，我們的競爭優勢必須是具備未來準備的高技能優質勞動力。
但為何現在急需加大技能提升和培訓力度？
根據世界經濟論壇2023年《未來就業報告》，超過75%的公司計劃在未來五年內整合大數據、雲端計算和人工智慧技術。儘管這些進步預計將提升生產力並推動增長，但短期內對工人及其生計可能產生影響。根據NTUC年度經濟情緒調查，已有3%的工人因人工智慧受到負面影響，15%擔心失業，其中三分之二為專業、管理及執行人員（PMET）。
去年，美國發生了持續時間最長的勞資糾紛之一，涉及超過1萬名好萊塢電視和電影編劇（由美國編劇協會代表）及16萬名隸屬於其他工會的演員，導致娛樂產業陷入停頓。編劇們主要擔憂生成式人工智慧（如ChatGPT）被廣泛用於創作劇本，擔心製片廠可能利用人工智慧替代編劇並降低報酬。經過談判，好萊塢編劇獲得了對人工智慧的控制權，防止其被用作替代工具。
此外，谷歌、多鄰國和聯合包裹服務公司等企業的白領裁員越來越多地與提升生產力的技術如機器學習相關。這一趨勢凸顯了人工智慧在自動化常規任務中的作用，影響藍領和白領工作。人工智慧和自動化的興起可能導致各行業的職位流失，包括佔新加坡勞動力60%的高比例PME。這凸顯了“公正轉型”的必要性，確保隨著人工智慧改變工作、社會和經濟，轉型過程公平、公正，考慮到所有工人和社群。為應對這一轉型，工人必須持續學習，不斷更新技能。
我們的建國總理李光耀先生曾引用日本生產力中心前主席五氏浩平先生的一封信，五氏先生在推動日本生產力文化方面發揮了重要作用。他借鑑了中國哲學家管子的智慧，我引用：“一年之計，莫如樹谷；十年之計，莫如樹木；終身之計，莫如樹人。”意思是短期可種穀物或樹木，但長遠回報需投資於人才培養。
在規劃未來道路時，NTUC承諾繼續為工人利益而行動，與工人攜手共進。我欣慰地分享，儘管技術變革帶來不確定性，52%的工人預見到需要提升技能以適應人工智慧的興起，依據NTUC年度經濟情緒調查。
例如，NTUC學習中心最近推出了“X為人人”系列課程，涵蓋現代職場關鍵的新興技術，如生成式人工智慧、網路安全和雲端計算，作為科技人才學院的一部分。我鼓勵所有工人更新技能，以應對這些關鍵技術的快速發展。NTUC還在積極推動CTC計劃，這是對技能未來（SkillsFuture）的補充，是僱主與工會合作支援企業轉型的舉措，可促成企業發起的培訓和技能提升。
自2019年成立以來，我們取得了巨大進展。我高興地報告，截至目前已成立1900多個CTC，批准168家企業的CTC資助專案，幫助2600多名工人平均獲得5%的工資增長和/或受益於職業發展計劃，併為超過125,000名工人提供技能培訓，助其獲得更好工資和工作前景。
我想分享一個與進步僱主Hydroflux Marketing成功合作的CTC案例。Hydroflux是一家本土水過濾解決方案公司。通過運營技術路線圖，Hydroflux制定了業務戰略計劃，確定數字化、人才發展和增長機會領域。在新加坡手工業及商業工會的支援下，公司成功獲得70%的CTC專案資助，惠及38名工人，其中12人平均加薪8%，26人受益於職業發展計劃的實施。
CTC計劃實施前，銷售人員晉升機會有限。但有了新計劃，Hydroflux致力於提供職業發展結構，成功案例包括Alyssa Lim女士，她從空姐轉型為銷售崗位。Lim女士的努力促使她晉升為高階生活方式專家，展示了CTC及相關策略的積極影響。
因此，我們希望更多企業與NTUC合作成立CTC，制定業務和勞動力發展的戰略計劃。NTUC呼籲企業利用CTC資助，幫助應對人工智慧等趨勢，支援工人技能提升，提升企業生產力。
除了與僱主合作，NTUC還與技能未來新加坡（SSG）合作。2023年6月，勞動力新加坡（WSG）與NTUC及職場學習卓越中心（NACE）在零售和餐飲兩個行業試點了職場技能認可計劃（WPSR）。NTUC一直與SSG和NACE緊密合作，向這兩個行業的CTC企業介紹並推動職場學習：READY標誌認證。憑藉良好的反饋和King's Cart Coffee私人有限公司等企業的成功，NTUC將繼續與SSG和NACE合作，吸納更多CTC企業參與該計劃。我們希望WPSR能擴充套件至更多行業，惠及更多企業。
NTUC致力於為經歷職業轉型的工人提供全面支援。今天，我高興宣佈，自2024年4月1日起，NTUC的就業與就業能力研究所（e2i）將通過接管勞動力新加坡指定的職業中心和就業與技能中心，擴大其個性化安置服務範圍。憑藉遍佈新加坡各地的更多戰略性職業和就業服務點，NTUC的e2i將為社群居民提供更貼近的個性化職業輔導、崗位匹配和技能提升服務，幫助全島各類工作的新加坡人找到更好的就業和就業能力。有關此項發展的更多細節將很快公佈。
最後，我將談談我非常關心且面臨重大挑戰的工人群體——中年中途職業工人。
在2020年全國電視競選演講中，我談及這一群體，並承諾盡最大努力支援他們的生計，賦予他們更大的意義和尊嚴。我在巴西立推動就業機會，組織招聘會和職業交流會，並與多家政府機構合作。
但儘管有這些努力，許多人仍然掙扎，我在選區內遇到了他們。我遇到一位50多歲的男士，他因兒子服兵役而決定從海外回到新加坡。他自信憑藉豐富的銷售和管理經驗能輕鬆找到工作。疫情期間，他申請了許多職位，收到一些回覆和麵試邀請，但兩年內沒有獲得任何錄用。雖然未明說，他感覺年齡成了障礙。有些公司甚至說他申請的職位他資歷過高。
這位男士並不尋求高薪工作，願意降薪、學習新事物、進入新領域重新開始。但他沒有得到機會。他妻子有健康問題，兩個孩子尚未工作，他還得養家餬口。於是他轉而做Grab司機，至少讓他感到有用並能為家庭貢獻。經過一年，他終於獲得一份工資遠低於之前的工作，甚至低於做Grab的收入的工作。他無法接受這個報價，隨著時間推移，他對自己和就業市場的信心下降。
我記得有一天凌晨4點收到他的簡訊，內容是：“陳先生，我仍在努力恢復正常就業以應對生活。年齡歧視非常真實。工作多年，努力提升自己以保持競爭力，為什麼像我這樣的人仍在掙扎？”
幸運的是，他經過三四年終於找到一份好工作。他的堅持得到了回報。期間，他不斷提升自己，參加課程，繼續努力。但他的掙扎是真實的，我認為他不是唯一面臨此問題的人。鑑於我們勞動力老齡化和人力短缺，我們必須為像他這樣的人做更多。
這就是為什麼去年預算期間，我呼籲政府通過擴大技能未來職業轉型計劃至更多行業，為中途職業工人提供更多支援，讓更多工人受益，並考慮為該計劃下的培訓生引入疫情期間的培訓津貼。我還呼籲政府審查培訓基金和津貼，以支援工人緩解參加培訓時的時間、財務和機會成本擔憂。
因此，當副總理黃循財在今年預算演講中宣佈對中途職業工人進行重大培訓支援時，我感到特別興奮，感謝政府在2024年預算中果斷承認40歲以上中途職業工人需要更多幫助。
在過去兩週與許多工人交流時，包括我提到的那位男士，這些宣佈受到熱烈歡迎且時機恰當。許多人評論這些方案周密且果斷，針對真正面臨困難的工人群體。我們期待各部委在供應委員會會議上公佈更多細節。
既然政府已採取重大舉措，NTUC也持續加強技能提升和就業支援工作，我希望僱主與我們攜手合作，更好支援中途職業工人，多招聘這類工人，基於其技能和經驗公平支付薪酬，提供受保護的培訓休假，並考慮認可他們的技能。副議長女士，請允許我用中文繼續。
（中文發言）：[請參閱方言發言。]尊敬的議會同事，自2024年預算公佈以來，我們收到了許多工人的積極反饋。政府提出了多項措施和計劃，支援中途職業工人，提升低薪工人，幫助年輕工人和家庭，協助中年工人實現退休保障，並幫助新加坡人應對生活成本。這些措施是在傾聽工人反饋和NTUC“每個工人都重要”對話報告建議的基礎上提出的。我們的工人將從政府推出的各項計劃和措施中受益。
此外，我們真誠地希望更多的工人能夠實現這三點：首先，加入工會，為他們的職業和生活帶來更多保障；其次，善用SkillsFuture培訓補貼，提升技能，跟上經濟轉型的步伐；第三，我們敦促中年及中途轉業的工人善用新推出的SkillsFuture Level-Up計劃所提供的補貼，修讀專業課程，增強就業能力。所有40歲及以上的新加坡公民均可獲得額外4,000新元的補貼。
全國職工總會（NTUC）將繼續支援工人提升技能，獲得更好的工資、福利和工作前景。我們也鼓勵工人善用政府和全國職工總會推出的這些計劃和措施。
俗話說，學如逆水行舟，不進則退。建立職業生涯亦是如此；不進則退。為了社會進步和經濟增長，工人必須提升技能，三方夥伴必須攜手合作。團結一致，我們可以幫助工人提升自我，創造更美好的未來。
（英文原文）：預計2024年將給工人和企業帶來挑戰。然而，呼應副總理黃循財的觀點，我引用他說的話：“新加坡可以放心，國家過去曾應對過類似的外部干擾和衝擊，每次都變得比以前更強大。”
我們的韌性在成功應對近期挑戰中顯而易見，例如新冠疫情，三方合作是我們努力的核心。全國職工總會堅定致力於與政府及行業利益相關者的合作，專注於勞動力發展，因為每一位工人都很重要。我們鼓勵工人加入全國職工總會，呼籲更多公司與我們合作開展關懷職場計劃（CTC），並感謝政府在本預算案中對中途轉業工人的大力支援。副議長女士，我支援本預算案。
副議長女士：請發言的是鄭德源先生。
下午4時11分
鄭德源先生（先鋒選區）：謝謝副議長女士。我支援2024年預算案。這是一個經過深思熟慮的預算，旨在增強我國抵禦不確定全球經濟挑戰的韌性。
我們正進入一個工作不穩定的時代，工作保障不再是保證。2023年，新加坡的裁員人數翻倍，達到14,000人，種種挑戰、不確定性和波動仍在持續。氣候危機和生成式人工智慧等新技術將以速度和規模帶來經濟及勞動力市場的變革和衝擊。
職位和技能的過時將持續存在，因此各行各業、各年齡段的工人現在更易受影響，理所當然地對未來感到焦慮。全國職工總會本月初發布的年度經濟情緒調查反映了同樣的擔憂，更多工人擔心失業，較去年有所增加。同時，通脹和生活成本上升的挑戰依然存在。從食品雜貨到電費和水費，失業的新加坡人面臨更大的經濟壓力，難以滿足基本生活需求。
在這特殊且關鍵的時期，政府必須重新評估我們對失業和失業者的應對方式。我們必須向那些被迫失業或轉向更具韌性的職業的工人保證，他們不會被拋棄，沒有支援。我們還必須為工人提供必要的資源和技能，增強他們的就業能力。只有投資於我們的集體韌性和繁榮，新加坡才能避免經濟結構調整帶來的負面影響，並共同變得更強大。
為此，我將重點談論我稱之為“2S”領域，即對工人的支援（Support）和強化（Strengthening）：支援失業者，以及強化SkillsFuture和繼續教育培訓（CET）。
第一個“S”是支援失業者，這是我十多年前在本議院首次提出的呼籲，時間是2014年。我查閱了議會記錄，發現已故吳慶瑞博士在1970年3月也曾在本議院討論和分析失業保險，並在政府表態前諮詢了國際勞工組織（ILO）。我很欣慰，經過十年的遊說，越來越多議員，包括反對黨議員，加入了我的呼籲，政府也於去年10月通過“前進新加坡”採納了這一建議，並由副總理黃循財在今年的預算演講中宣佈。
近年來，臨時失業經濟支援越來越成為勞工運動與工人及工會領導人交流的關鍵建議。它最初是2021年我與新加坡全國僱主聯合會（SNEF）聯合主持的NTUC-SNEF專業人士及管理人員（PME）工作組的主要建議之一，當時我們諮詢了超過10,000名公眾、工會和企業領導人。去年，在全國職工總會重新制定的《工人契約》中，這一建議再次被強調，該契約是在與超過42,000名工人進行為期一年的#每位工人都重要對話後形成的。
專業人士及管理人員（PME）是勞動力中較為脆弱的群體，一旦失業，他們通常需要照顧更多的家屬，但由於年齡和預期收入較高，找到新工作的時間較長。重新就業時，他們也更可能遭遇工資損失。
[議長先生主持]
然而，失業的PME通常因之前收入較高而較少獲得政府支援。因此，他們可能被迫匆忙接受第一份工作，而不是花時間提升技能或尋找更適合其技能、經驗和志向的工作。這些工人長期可能陷入不合適的職位。
根據全國職工總會與新加坡科技設計大學（SUTD）最近的聯合研究，這種差距可能已在勞動力市場顯現。研究發現，四分之一的工人因技能與工作不匹配而出現就業不足，換言之，他們的技能或資格超過當前工作需求。我認為最令人擔憂的是非自願的就業不足。我將在適當的平臺，包括我的社交媒體上分享報告的詳細發現。
經過十年的不懈遊說，我非常高興看到我們的努力在2024年預算案中得到認可，政府宣佈為非自願失業的求職者提供新的臨時經濟支援計劃，幫助他們在培訓或尋找更合適工作期間獲得支援。隨著該計劃引數的商討，我敦促政府儘可能擴大覆蓋範圍，包括受影響的廣大中間群體，而不僅限於低收入者。請允許我詳細說明。
本地勞動力已面臨兩大重大變革週期——逐步淘汰化石燃料，向可再生能源轉型，以及生成式人工智慧的興起。這意味著原本穩定的化石燃料能源生產崗位可能面臨裁撤，因為轉向可再生能源需要不同的技能。人工智慧預計將對佔勞動力60%以上的專業人士及管理人員產生不成比例的影響，因為他們的工作多涉及基於計算機的內容生成。殼牌和Grab等行業巨頭已宣佈因這兩大變革週期而在新加坡裁員數百人。
隨著2024年預計繼續進行重組、調整和優先順序變更，我們必須做好準備，確保受影響工人獲得適應和在新經濟環境中茁壯成長所需的支援和資源。雖然行業變革可能使部分職位和技能過時，但也有潛力創造更可持續、更有意義且薪酬更優的工作，並催生新的熱門技能。若要乘風破浪，我們需為工人提供再培訓，幫助他們順利轉型。
臨時經濟支援將成為失業工人的生命線，給予他們充足時間和空間提升技能，找到更好的工作。為確保該計劃成功實施，我提出設計該計劃時應考慮的五個方面，稱為“5A”。
第一，適用性。臨時經濟支援應覆蓋受影響的廣大中間群體，而非僅限於收入低於全國中位數或低收入工人，確保所有需要幫助的人都能獲得支援。我也懇請政府考慮將支援擴充套件至被裁員者及因真實原因非自願失業者。同樣，針對可能經歷週期性低迷行業的工人提供行業特定支援，將有助於企業通過降低成本保住崗位，而非裁員以節省成本。這也將推動和鼓勵處於風險中的工人主動提升技能或轉型，邁向更可持續的職業。
第二，金額。經濟支援應足夠，能幫助受影響工人及其家庭度過難關，基於合理的社會標準滿足基本需求。
第三，充足時間。支援期限應足夠長，允許有效的再培訓和職位匹配，同時確保失業者儘快重返工作崗位，避免非自願的就業不足。
第四，積極的勞動力市場政策。經濟支援應以工人積極求職和認真參加培訓為條件，確保計劃的可負擔性和可持續性。
第五，最後，便利性。獲得經濟支援應簡便、無縫且及時。更重要的是，該計劃不僅提供經濟援助，還應包括積極的職業指導、輔導和就業促進，幫助非自願失業者識別合適的職業路徑，並利用SkillsFuture生態系統下的資助培訓。
這引出第二個“S”，即強化SkillsFuture和繼續教育培訓（CET）。
正如副總理黃循財在預算宣告中提到，政府和全國職工總會一貫倡導SkillsFuture和繼續教育培訓作為通往好工作和更高薪酬的途徑。我呼籲政府和僱主繼續與全國職工總會及勞工運動緊密合作，強化SkillsFuture和繼續教育培訓生態系統，更好地支援工人提升技能、就業、就業能力和職業發展。
我認識到政府已大力投資提供培訓機會和慷慨補貼，特別是新宣佈的針對性4,000新元SkillsFuture學分充值，這對成熟工人是極大助力，以及從今年5月起為40歲及以上中途轉業者提供的增強補貼和培訓津貼。我期待在教育部供應委員會聽取更詳細資訊。但我想就此提出三點建議。
第一，我讚賞SkillsFuture學分充值，並認可40歲以下者屆時也將享有該充值。但我建議應將這4,000新元的使用權擴充套件至除中途轉業者外的其他弱勢群體，如被裁員者、失業者和需要個人發起培訓的自由職業者，他們可能不在此次充值範圍內。我也期待了解這4,000新元可用於哪些課程類別，政府應考慮不僅限於可認證課程，還應包括能直接或間接帶來就業和就業能力成果的專案，包括輔導和指導培訓，以最大化個人潛力，促進職業發展和就業能力。
第二，應擴大職業轉換計劃（CCP）覆蓋更多行業和領域，目前的計劃可能不足以充分發揮有意自願或非自願轉行者的潛力和能力。
第三，在我與工會及勞工運動的工作中，收集到反饋稱，現行CCP模式對許多專業人士及管理人員來說可能不可行，因部分CCP課程的培訓津貼較低。一個良好且有用的參考是金融業協會（IBF）的金融科技沉浸計劃，該計劃提供最高5,500新元的月培訓津貼。鑑於最新宣佈為自費參加特定認證和資格培訓者提供最高3,000新元的培訓津貼，我認為CCP的培訓津貼應提高，以跟上中位數工資、家庭開支、通脹和生活成本的上漲。
總之，儘管前路挑戰嚴峻，但讓我們記住，要開闢進步之路，必須直面逆境。我們唯有攜手同行，方能變得更強。成功引導勞動力順利應對經濟快速結構調整，發掘新機遇，需要三方合作，幫助工人從挫折中恢復，彌合技能鴻溝。這可通過支援失業者和強化SkillsFuture及繼續教育培訓的雙重努力實現。
全國職工總會堅信“每位工人都重要”。我們關心工人，並將繼續採取行動支援所有工人，確保在爭取更好工資、福利和工作前景的過程中無人被落下。議長先生，我支援本預算案。
議長先生：請發言的是楊益財先生。
下午4時25分
楊益財先生（拉丁馬士選區）：議長先生，我支援本預算案，預算旨在應對即時的生活成本壓力，創造更多社會流動路徑，打造更強大的共享未來。
今天，我想強調許多新加坡人在當前就業環境中面臨的焦慮。人力部的初步資料顯示，過去一年裁員人數已翻倍，預計還將進一步上升。我還將談談如何更好地支援低薪工人，通過將生產力與工資模型（PWM）擴充套件至其他行業，並探索技能職業的職業晉升模型。
議長先生，2024年預算繼續保持社會支出佔政府支出計劃最大部分的趨勢。新加坡人對生活成本持續且無止境的上漲感到焦慮，這已是不爭的事實。我們每個人在小販中心買餐和支付每月水電費時都能感受到通脹的影響。
全國職工總會最近的年度經濟情緒調查顯示，63%的受訪者認為收入增長不足以匹配生活成本的上漲。調查還發現，年長工人對此感受更為強烈，可能因他們距離退休時間較短。拉丁馬士的許多年長居民也向我表達了對退休保障的擔憂，擔心退休儲蓄會被通脹侵蝕。
因此，我很欣慰2024年預算將保障計劃增加19億新元。額外的社群發展理事會（CDC）購物券、生活成本特別補助、U-Save計劃以及服務與維護費（S&CC）減免，將在一定程度上幫助新加坡人抵消物價上漲。
除了緩解即時的生活成本壓力，2024年預算繼續增加政府社會支出，以應對快速老齡化的人口並確保社會流動性。2010年至2019年間，我們的社會支出幾乎翻倍，達到370億新元。在本屆政府任期內，社會及家庭發展部（MSF）的預算將增加約18%，從2020財年的39億新元增至2024財年的約46億新元。
我完全支援這一點，並將在成本辯論期間詳細介紹社會及家庭發展部的良好工作。隨著我們共同建設共享未來，必須保持我們作為包容性社會的核心身份，一個沒有人會被落下的社會。
私營部門和民間社會也能在抗擊通脹中發揮作用。我很高興看到一些模範企業，如全國職工總會公平價格（NTUC FairPrice）、盛港（Sheng Siong）和星展銀行（DBS）等，推出了有意義的舉措，幫助消費者精打細算。
全國職工總會推出了多項措施，幫助新加坡人緩解生活成本上漲的壓力。例如，使用CDC購物券淨消費滿80新元可獲8新元公平價格返還券，以及對500種必需品的消費稅抵扣，幫助許多新加坡人抵消通脹。在咖啡店，工會會員可享受最低2.20新元的早餐套餐。交通工人在全國交通工人工會運營的50多個食堂中，仍可用60分購買一杯“kopi O”或“teh O”。我也很高興看到星展銀行延長了“五百萬小販餐”計劃，使用星展PayLah!應用的顧客每週五可享受最多3新元的餐費折扣。拉丁馬士選區的小販告訴我，這幫助提升了生意，居民也表示3新元的折扣確實實質性地減輕了負擔。
我鼓勵更多公司加入職總和星展銀行，幫助減輕大家的生活成本壓力。
先生，各種社群倡議也紛紛湧現，幫助應對我們日常必需品價格上漲的問題。在拉丁馬士選區，我們於2021年啟動了“我請客”計劃，顧客在紅山熟食中心和直落布蘭雅新月熟食中心購買自己的餐食時，可以多付一點錢，來請別人吃飯，幫助那些可能有需要的人。自2021年啟動以來，該計劃已贈送超過10萬份免費餐食。受惠者告訴我，他們非常感激作為社群倡議的“我請客”不需要進行任何經濟狀況審查。
為了進一步幫助弱勢居民，拉丁馬士選區剛在上個月推出了EZ-餐計劃。受惠者可以在選區內80多個參與的熟食攤位抵扣3元餐費。這有助於保持約200名受惠者的餐食成本低廉，同時提供多樣化的食物選擇。
為了幫助消費者找到最優惠的價格，充分利用每一分錢，新加坡消費者協會（CASE）於2019年推出了“價格腳”應用程式，方便比較日常必需品的價格。該應用程式已被超過15萬用戶下載，使用者可查詢全島超過1萬種日常必需品和約7.5萬種熟食的價格。
我也很高興看到建屋發展局（HDB）和政府科技局（GovTech）最近推出了“大預算餐食搜尋”活動，建立了一個入口網站，眾包推薦位於組屋咖啡店的經濟實惠餐食。配合“價格腳”，這將為消費者提供更多的認知和選擇，幫助他們更好地節省開支。
繼“價格腳”應用取得成功後，CASE發現我們積累了大量“超級使用者”。他們每天使用該應用，並通過WhatsApp群組分享優惠資訊，常常傳送應用截圖給家人和朋友。
“價格腳”團隊與部分超級使用者交流，他們表示希望能通過應用與鄰里其他使用者分享這些“優惠”和促銷資訊，以建立志同道合的微型社群。我稱這些使用者為“價格腳冠軍”，我們非常重視他們的反饋。因此，CASE將通過推出社群功能來增強應用。該新功能將在幾天內上線，允許使用者分享評論、店內促銷和省錢技巧。
我們還將線上下擴大“價格腳冠軍”社群，以便將“價格腳”的好處帶給更多消費者。我很高興宣佈，CASE將與人民協會（PA）合作，在所有選區招募2000名基層志願者作為“價格腳冠軍”。這些志願者將幫助發掘鄰里優惠，並教導他人使用“價格腳”應用尋找最佳優惠。隨著“價格腳冠軍”網路的擴大，我相信我們將進一步提升價格透明度，促進節約意識，並賦能消費者做出更具價效比的購買決策。
議長先生，抗擊通脹的長期解決方案必須是提高實際工資，確保工人保住工作，工資跟上物價上漲的步伐。在職總，我們相信就業是最好的福利，充分就業是保護工人的最佳保障。尤其是我們的低薪兄弟姐妹，他們在2023年實際工資有所下降。因此，我很欣慰看到我們三家本地銀行——星展銀行、大華銀行和華僑銀行——都向初級員工發放一次性補助，幫助他們應對生活成本壓力。
但除了公司層面的舉措，職總一直不懈推動通過提升技能和提高生產力來增加工資。我們最初為清潔行業構思了漸進式工資模式（PWM），並將其擴充套件到外包普遍的其他行業，如保安、園林和電梯扶梯維護。工人因此受益，工資增長更快。從2022年到2028年，受PWM覆蓋的工人預計累計工資增長可達80%。
各位議員可能已讀到新聞，實行最低工資政策的國家開始關注新加坡的PWM，認識到最低工資已變成工資上限而非下限，導致這些國家工資停滯不前。
議長先生，PWM在一個框架內運作，謹慎平衡行業動態、經濟可持續性和現有勞動力市場狀況。它是新加坡追求可持續收入增長戰略的關鍵組成部分，在提升各行業和職業工人的收入潛力方面發揮著重要作用。
儘管最初有擔憂，但實證資料顯示PWM的實施並未導致失業。這歸功於我們三方協商的過程，建立共識和支援，確保任何工資增長對僱主來說是可接受和可行的，從而避免對就業水平產生負面影響。
PWM的總體目標是改善工人生活水平，但實現他們工資與大學畢業生持平（正如昨日榮譽議員Raj Joshua Thomas所建議）存在挑戰。這些挑戰源於需要在確保工資調整對僱主可承受、促進企業可持續運營且不危及整體就業水平之間取得平衡。
總之，PWM採取務實方法，專注於可持續地提高工資。遵循這一方法，PWM繼續作為維持收入增長的有效工具，同時兼顧工人和僱主在新加坡更廣泛經濟環境中的多樣需求和複雜性。
先生，雖然PWM已取得長足進展，我們必須始終著眼未來。勞工運動建議將PWM元素擴充套件到更多崗位，如分層管理和害蟲管理。
除了低薪工人，我們還必須提升熟練技工的技能，幫助他們掌握專業技能，建立長期職業生涯。
本預算中令我印象深刻的宣佈之一是ITE進階獎，旨在賦能我們的ITE畢業生更早獲得文憑。他們完成文憑後將獲得總計15,000元的補貼。擁有基於技能、與工作相關的文憑，肯定會為ITE畢業生帶來有力支援。職總將與相關機構合作，為熟練技工和關鍵崗位工人制定職業晉升模型，明確職業和認證路徑。
最近，勞工部推出了漸進式工資入口網站，供低薪工人檢視其PWM工資和僱主為其設定的職位等級。勞工運動讚賞勞工部提升公眾對PWM要求的認知。職總將繼續與三方夥伴合作，確保遵守PWM工資和相關要求。職總關心每一位工人，絕不猶豫對任何試圖規避PWM要求的公司採取強硬措施。
議長先生，2024年預算繼續體現人民行動黨關懷的傳統。通脹形勢仍在變化，生活成本的擔憂不會消失。但我很高興第四代領導團隊，在副總理黃循財帶領下，已將目光投向解決新加坡面臨的急迫挑戰，如緩解不平等和維持社會流動性。
在共建共享的未來中，我們必須繼續三方努力，擴大PWM覆蓋，讓工人繼續擁有好工作和不斷增長的收入，以應對通脹。議長先生，我支援本預算。
議長先生：陳德明議員發言。
下午4時41分
陳德明議員（淡濱尼）：議長先生，感謝您允許我參與辯論。
當副總理黃循財兩週前公佈預算時，作為人力資源政策小組主席，我的第一反應是這份預算將工人的利益置於核心。以技能未來升級計劃為重點，提供第二個補貼文憑和豐厚的培訓津貼，工人在職場上將獲得實質幫助。
自然的問題是預算是否遺漏了支援工人的某些方面，是否應在辯論中提出。但我們知道，一年的預算不足以構建強健和深思熟慮的國家能力。每年的預算應相互銜接。值得審視本屆政府如何構建關鍵的就業基礎設施。
2020年至2022年的預算重點是保住生命和生計。例如，工作增長激勵計劃（JGI）在疫情期間支援本地僱傭非常成功。2020至2021財年，JGI支出達62億元，支援了近71萬名本地僱員，涉及8.3萬家公司，期間本地僱員增加約9.02萬人。折算下來，每位受益本地工人約獲得8700元的支援。
同樣，新加坡團結就業與技能計劃（SGUnited）提供就業、實習機會和技能提升課程。2020至2021財年為SGUnited預留了22億元。2020年4月至2022年4月，超過20萬本地求職者受益，約八成實習生獲得就業。
在創造更公平社會方面也取得進展。收入不平等降至二十多年來最低水平，這在很大程度上得益於通過擴大PWM和改革本地合格薪金（LQS）提升低薪工人的計劃，正如議員楊文龍指出的。
漸進式工資信貸計劃（PWCS）於2022年推出，支援僱主適應PWM擴充套件。2024年預算中，副總理宣佈向PWCS追加10億元。這與提升工作收入補貼（WIS）計劃的最低合格薪金相輔相成。WIS在2020年、2023年和2025年將持續增強，預計惠及約50萬新加坡人。
2023年還設立了就業支援津貼，幫助有特殊需要或殘疾的工人。本屆政府還在工作場所公平和平臺工人方面採取果斷措施。整體效果是形成了一個支援各年齡、能力和技能工人的支援體系和彈簧板。這是歷年預算與工會和僱主合作逐步建立的。我們當然應不斷改進預算，更好地幫助新加坡人，這是我們議員的職責。但我們今天是在堅實和安心的基礎上進行討論。
正是在這堅實基礎上，我想探討如何支援年輕工人。全球不確定因素，如供應鏈轉移和地緣政治緊張，導致就業崗位減少。
今年，聯合自治大學畢業生就業調查顯示，2023年大學畢業生畢業後六個月內找到工作的比例降至89.6%，低於前一年的93.8%。我們的年輕人自然對進入職場感到焦慮。職總2023年開展的“每位工人都重要”對話也反映了類似情緒。
今年預算致力於提升年輕新加坡人的能力，幫助他們成功。對創新和培訓體系的投資可吸引新企業，為他們創造更好工作。因此，未來充滿希望。
然而，年輕新加坡人仍面臨兩大挑戰：一是向由人工智慧（AI）和氣候變化塑造的經濟轉型；二是在工作選擇更多的職場中導航，反而更難找到理想職業。我將逐一說明。
我們正處於經濟的重大變革門檻，AI興起。前不久，編碼被視為新經濟的技能。我也曾想學編碼，但做不到。年輕人幾乎必須掌握編碼，才能抓住新機遇並茁壯成長。但如今，AI已能輕鬆完成入門級編碼，有些甚至免費。ChatGPT就能做到。我也能用它。可以想象，未來AI將能完成更復雜的編碼。
這對許多在學校學習編碼的學生和年輕人意味著什麼？這只是編碼受到影響的一個例子。未來，大多數年輕人無論職業或行業，都需與AI協作。他們如何與AI共事，利用AI作為輔助，提高創造力和判斷力？
AI將帶來崗位創造和崗位流失。AI的進步和企業採用呈非線性，極具顛覆性。許多崗位的核心要求和技能將改變，更強調分析、客戶合作和戰略思維。我們的年輕新加坡人和工人，要麼乘風破浪，要麼被淘汰。他們的時代將被AI定義。我們如何確保青年具備AI準備？高等院校是否應將AI納入所有課程？所有工人和教育者是否需要AI強化課程？
下一個挑戰是綠色轉型及其對就業和培訓的影響。以我國2040年實現100%清潔能源車輛為例。ITE目前提供汽車技術和工程課程，為學生提供電動車（EV）相關技能。但那些只會維修內燃機（ICE）車輛的工人怎麼辦？具備機械工程技能的學生需迅速掌握新技能。若轉型不夠快，他們將失業。
無論我們是否願意，都必須擁抱綠色轉型。人類無法逆轉氣候變化。
如今，52%的新加坡人，尤其是年輕人，預見到需要提升技能以適應AI興起。他們畢業後若發現自己處於經濟轉型的劣勢，將不得不很快再培訓。
這一努力的核心是“公正轉型”理念。這不僅是適應經濟變革，更體現以工人為中心，確保工人經歷的轉型公平、公正且可持續。國務部長陳德明也提到這一點。對此，我想談談確保年輕工人“公正轉型”的關鍵領域。
過去三年預算中，我呼籲政府為新加坡人提供補貼，攻讀第二個學位或文憑，以保持未來競爭力。我對政府在2024年預算中允許中年及以上新加坡人獲得全額政府補貼攻讀第二文憑的舉措感到欣慰。還有技能未來升級計劃，提供4000元技能未來積分和最高3000元月培訓津貼。我們的工人和工會成員認為這些是實質支援，幫助轉型新職業。
作為受AI和綠色轉型結構性衝擊影響行業年輕工人的“公正轉型”一部分，我希望政府能為年輕工人提供類似支援。例如，我們遇到的一位年輕人達倫，24歲，ITE學生，學商業管理。他希望未來開汽車維修店，但需要汽車技能，尤其是電動車相關技能。他需要支援來掌握這些技能，實現職業轉型。
年輕的新加坡ITE和理工文憑持有者可能要等五年才能使用技能未來積分。此外，受AI或綠色轉型影響或失業者，理應獲得與中年人同等支援。我希望政府考慮將技能未來積分的資格年齡從目前的25歲降低，賦能更多年輕人提升和轉型技能，併為受AI和綠色轉型影響者提供補貼文憑。除此之外，某些領域如法律服務，轉型需學位。政府是否考慮為第二學位提供補貼？
接下來，公司也必須對員工使用AI及其影響保持公平和透明。阻礙進步不可取，但突然的工人失業和崗位流失同樣不可取。若轉型管理不善，可能引發如美國汽車製造商因擔憂電動車轉型導致失業而罷工的騷亂，也可能重演美國編劇協會罷工事件。
“公平過渡”還需要為年輕的新加坡人提供更多的過渡機會。為年輕新加坡人提供職業試用可以幫助他們適應複雜的職場環境。勞動力發展局（WSG）的職業試用計劃鼓勵16歲以上的求職者在考慮正式就業前進行短期試用。這些試用的供應量和多樣性需要滿足我們學生的廣泛興趣。政府是否可以考慮加強對接待公司的補貼，以增加此類職業試用的供應？
全國職工總會（NTUC）去年通過一份具有里程碑意義的青年工作組報告，動員了超過1萬名年輕人，探討幫助年輕新加坡人的方法。它推出了NTUC職業起步實驗室，幫助年輕人通過職業試用和導師輔導順利過渡到職場。勞工運動將始終與政府攜手，幫助我們的年輕工人。
最後，關於海外工作經歷。它可以為我們的青年提供寶貴的技能和機會，使他們在必要時能夠轉型。我們需要增加機會的數量和多樣性。例如，法律部（MinLaw）簽署了新加坡-上海律師交流計劃的諒解備忘錄。律師們可以向同行學習新技能，也能進入新市場。我希望其他部委和企業，尤其是我們的跨國公司，能有更多此類合作。
全球人才實習計劃鼓勵新加坡企業通過本地和海外實習培養年輕本地人才。部委是否可以考慮擴大該計劃的覆蓋範圍，吸引更多接待公司，無論是否設在新加坡？或許可以考慮取消30%本地股權的條件，以擴大該計劃對跨國公司的覆蓋。
議長先生，未來充滿動盪，但我們一如既往能夠掌控它。在這個新篇章中，我們需要幫助年輕工人穿上適應力和韌性的全副盔甲，因為他們可能會在各方面遭遇挑戰。
我們需要幫助年輕工人理解新經濟對他們生計的影響，強化他們的職業路徑。通過這樣做，我們可以開闢通往更加公正、公平和可持續未來的道路。全國職工總會將始終陪伴每一位工人度過不確定時期，因為#每位工人都重要。議長先生，我支援該動議。[掌聲。]
議長先生：楊婉玲女士。
下午4時55分
楊婉玲女士（巴西立-榜鵝選區）：議長先生，我們的勞工議員和我今天帶著勤勞、敬業的新加坡工人的挑戰、夢想和希望來到議會。他們中許多人通過專注於自己的技藝和行業，開創了有成就的職業生涯；許多人堅定地承擔著工作責任和家庭照顧的雙重重擔；還有新興的零工和平臺工人階層，他們勇敢地開拓新的工作規範，推動退休和職場傷害的公平待遇和保障。
隨著勞動力老齡化和工人願望的變化，我們的《工人契約》——我們與工人的社會經濟契約——必須更新，使爭取更好工資、福利和工作前景繼續成為工人、僱主和政府的共同目標。在這方面，全國職工總會與4.2萬名工人進行了為期一年的對話，深入瞭解現代新加坡工人的夢想和挑戰。
在對話中，平衡照顧責任與工作責任已成為工人關注的重點。在新加坡快速老齡化、家庭核心規模縮小的背景下，越來越多工人需要照顧年長親人、幼兒和體弱家庭成員。對於許多新一代兩班制工人來說，生活相當艱難。一天辛苦工作後，他們回家立即開始第二輪照顧工作，只要親人需要照顧，這種“土撥鼠日”式的迴圈就會持續。
勞工運動深知建立強大生態系統以賦能和裝備工作中的照顧者留任的重要性。1977年，全國職工總會設立了首個托兒中心，後來發展為My First Skool，一個覆蓋全島的幼兒園和托兒中心網路，幫助母親安心重返職場。
自2012年以來，勞工運動通過“液態黃金計劃”倡導為哺乳母親改善職場條件。自2013年起，我們呼籲將家庭照顧和長者照顧假期納入強制性，其中最早的呼籲者之一正是哈莉瑪·雅各布女士。最近，我也呼籲僱主將家庭照顧假期擴充套件至照顧姑姨、叔伯、侄子侄女等親屬。
然而，即使有這些措施，我們也認識到靈活工作安排（FWA）是支援照顧者生態系統中的關鍵支柱。全國職工總會婦女與家庭單位與人民行動黨婦女組最近對約3000名工作照顧者進行的調查顯示，近90%的人表示靈活工作安排對他們選擇留任或重返職場非常重要。事實上，工會自1995年起就在集體協議談判中推動靈活工作安排。2017年，有超過1.2萬家公司簽署了三方靈活工作安排標準，加上新冠疫情帶來的順風，正是將靈活工作安排變為職場常態的時機。
成功實施靈活工作安排的核心是職場信任文化的建立。工人必須負責任地使用和申請靈活工作安排，並對與僱主達成的工作成果負責。僱主必須營造可持續的靈活工作文化，重新設計崗位以適應彈性工作量、彈性時間和彈性地點，重塑組織和管理以支援靈活工作安排。我相信僱主視靈活工作安排為留住和吸引人才的可行且可持續方式，但一些中小企業可能在實際高效實施上面臨挑戰。
對僱主而言，靈活工作安排必須帶來生產力提升。全國職工總會與人力資源專業人員協會等合作伙伴已開始為更具進取心的公司提供裝備和支援。工會化公司希望利用靈活工作安排進行人才管理和提升生產力，已通過集體談判委員會（CTC）和全國職工總會協助的路線圖制定活動進行戰略調整和重組。
其中一家是隸屬於建築、建築和木材行業員工工會的才添維修公司（CTM）。CTM與全國職工總會婦女與家庭單位合作，試點“C U Back at Work”專案，旨在吸引女性照顧者重返職場。
該專案結合帶薪的入職培訓和靈活的時間及地點工作安排，迄今已吸引約800名女性返崗者進入潛在人才庫。該成功來之不易，公司不得不重新設計人力資源流程，目前正著手實施數字排班系統。
為了使靈活工作安排成為職場常態，我們必須為企業提供必要的資源和專業知識，實現僱主與工人雙贏。這意味著為中小企業提供組織卓越工具和諮詢服務，提供即插即用的技術軟體以管理彈性時間和地點排班，提供培訓專案幫助中小企業提升員工及潛在員工技能。我呼籲政府將靈活工作安排視為職場關鍵優先事項，投入更多資源指導和裝備企業推廣實施。
議長先生，我還想談談新《工人契約》中另一個重要更新，即保護和關懷弱勢工人。許多工人選擇零工經濟和共享經濟，因為這賦予他們靈活性的禮物，能夠完全掌控自己的工作生活，這其中有一定浪漫色彩。但事實真是如此嗎？
與過去那些自僱工人或“老闆”不同，他們大多經營獨資企業，掌控收費標準和營業時間，而當今大多數平臺工人，如私家車司機、送餐騎手，由於依賴設有規則和商業指南的共享平臺謀生，往往受到平臺的管理控制。雖然我們認為司機和騎手可以選擇轉投其他平臺，但事實上所有平臺都有自己的規則和商業優先順序，平臺工人必須遵守。
上週末，我在榜鵝與一些騎手一起參加了“撈起”聚會和咖啡聊天。騎手們告訴我，由於某些平臺激勵結構直接影響他們的生計，許多騎手不得不一週七天工作，以達到激勵標準，避免失去已獲得的激勵等級。有些人對平臺應用程式的“故障”表達了不滿，比如接近激勵目標時接單減少，或者被派往遠處送餐，而附近其實有其他騎手。
我還了解到，騎手如果遲到報到會被罰款。順便說一句，大多數平臺按班次組織騎手，騎手們必須爭取自己想要的班次。他們告訴我，即使遲到幾秒鐘也會被罰款。一位騎手分享說，他因遲到兩分鐘被罰款。
議長先生，在日常生活的忙碌中，我有時也會遲到一兩分鐘參加會議。我無法想象騎手們在交通擁堵、路況複雜和訊號差的環境下，這種遲到帶來的壓力有多大。
我記得過去三年多次見過一位名叫K先生（化名）的送餐騎手。K先生患有晚期癌症，但他和家人決定他會盡可能長時間繼續送餐工作。多年來，他向我表達了對醫療和退休開支的擔憂，他的家人也聯絡我瞭解公積金補充和公積金配對退休儲蓄計劃。
最近，K先生遇到了平臺合作方的問題。他錯過了平臺發出的訊息，通知他激勵獲得的250元代金券領取截止日期提前。儘管送餐協會多次申訴並說明他的病情，平臺仍拒絕發放代金券。最終，我們從社群籌集資金幫助了K先生。
隨著越來越多新加坡人選擇共享經濟，越來越多平臺公司在新加坡紮根並發展業務模式，我們必須以更有效的方式代表平臺工人的權益、申訴和願望。
平臺工人諮詢委員會建議為工人設立職場傷害和退休保障，許多工人如K先生一樣處於弱勢。我呼籲在收入、福利和保障方面為工人提供更多保護和代表。平臺應提高透明度。對於希望轉出平臺工作的工人，我們必須為其長期職業韌性做好準備，提供技能提升。我呼籲為平臺工人提供更多技能培訓課程和培訓期間的生活支援。
議長先生，我現在談談一群非常堅韌的工人，他們支撐著國家運轉，儘管有時被公眾忽視。我指的是我們的技術工人，如管道工、電工、空調維修和機械維修工人。多年來，他們打造了充實的職業生涯，但隨著新加坡經濟轉型，這些被忽視但必不可少的行業面臨新加坡工人基礎減少的風險。我們必須繼續使這些行業具有吸引力和可行性，提供清晰可見且可達成的職業路徑，吸引新人才。
我在全國職工總會的工作讓我與行業公會和協會接觸，這些交流帶來了務實的見解。鑑於高階技工是理論基礎與獨特實踐經驗的結合，我們應當加強並重視學徒培訓專案。公會和工會是培養高階技工的良好平臺，結合培訓專案和機構，學徒培訓專案將明確職業路徑，打造良好生計——一個職業晉升模型！
除了青年工人，這對尋求轉行的中年工人也有很大潛力。新加坡管道協會認識到這一點，並在全國職工總會的協助下，完成了培訓和職業路徑的路線圖制定。我們已見到吸引年輕管道工的早期成功案例，許多人已成為管道行業的老闆。
我呼籲政府支援技術工種，與公會和工會合作，使技術工種再次成為青年和中年工人的理想職業選擇。通過技能未來（SkillsFuture）機制，可為參與學徒培訓專案的個人提供更多培訓資金支援。
議長先生，全國職工總會關心我們的工人，我們將繼續與三方夥伴合作，通過有影響力和創新的專案支援工人和預算。每位工人都重要。基於此，我支援預算案。
議長先生：施珍麗女士。
下午5時08分
施珍麗女士（提名議員）：感謝議長先生給予我參與辯論的機會。新聞平臺TODAY報道，2023年，求職門戶Indeed.com調查的1000多名新加坡工人中，有13%積極從事兼職工作。他們這樣做是因為擔心被裁員後無所依靠。同一報道中，一位名叫黃先生的受訪者恰當地總結了這種心態：“沒有什麼是確定的。企業會倒閉，人們會被裁員，”他說，“如果一份工作不行，另一份希望能行。”
與擁有穩定工作的員工兼職作為“後備”不同，自由職業者沒有後備計劃。他們的工作是一系列不斷的零工，沒有工作和收入保障。
2024年預算做出了重大政策調整，更好地為我們的人民和工人未來定位。作為社會，我們如何為那些可能不適合傳統就業和晉升路徑的自由職業者鋪路？畢竟，自僱工人佔本地勞動力近10%，約有20萬人以此為主要職業。
議長先生，我們需要做更多工作來強化支援自由職業者的網路。這在自由職業佔主導的領域尤為重要，如創意、媒體、教練和平臺工作行業。請允許我向議會概述這些行業自由職業者面臨的三大不穩定因素，並提出五項應對措施。
首先，鑑於分包普遍存在，必須強化公平規範，解決自由職業者的不穩定性。在後疫情經濟中，企業越來越多地依賴微型企業和自由職業者滿足運營需求。為了以更少資源完成更多工作，創意和媒體領域的成熟企業通常將工作分包給微型企業，微型企業再聘請自由職業者。這種精簡採購方式在體育、藝術、興趣和健康教練等教練行業也很普遍。
這一趨勢令人擔憂。一些作為主承包商的成熟企業通過分包模式，將重大財務風險轉嫁給微型企業和自由職業者。讓我分享一個真實案例。自2023年底起，我所在的全國職工總會視覺、音訊、創意內容專業人士協會（VICPA）一直協助一批自由職業創意和媒體專業人士，向一家名為A公司的製作微型企業追討六位數的欠款。
這些自由職業者為過去兩年的專案工作應得的報酬尚未支付，而A公司是分包商。令人擔憂的是，主承包商對A公司施加了兩項苛刻條款：一是A公司需預先為每個專案融資3萬至5萬新元；二是A公司只能在專案完成後收款，且可能延遲三至六個月。付款還需主承包商和客戶對專案交付完全滿意。
雖然疫情前偶爾出現類似苛刻條款，但A公司及其他創意和媒體微型企業表示，這些條款在疫情後成為常態，作為成熟企業降低風險的策略之一。
那麼，這對A公司及其承包的自由職業者產生了怎樣的影響呢？像其他微型企業一樣，A公司在人手和現金方面都很精簡。它利用自由職業者同時進行多個專案，並向銀行和金融科技公司借款以資助這些專案。A公司開始延遲向自由職業者付款，以籌集足夠的現金來支付緊迫的貸款分期和金融科技公司的高額貸款利率。
令我警覺的是，就在幾個月前，我也服務的全國職工總會國家教練與指導員協會（NICA）處理了一個類似的案例，但發生在健康教練領域。NICA處理的案例中，欠款物件是自由職業的健身教練。
在這兩個案例中，相關的主要承包商都是採用與承包和/或採購自由職業者服務相關的三方標準的企業。這意味著這兩家公司都是因其工作而成立且聲譽良好的企業，並承諾成為進步的僱主和服務採購方。
儘管相關的三方標準指導採用者在專案里程碑時向分包商支付部分款項，但這兩家主要承包商都未這樣做。國會議員洪偉能先生昨天也提出了同樣的問題。最終，主要承包商的不作為影響了鏈條中最脆弱的一方——自由職業者。
隨著企業繼續推進風險降低，政府是否可以考慮提升和驗證指導企業在與自由職業者和微型企業簽約時公平和道德的三方標準？
這將為創意、媒體和教練行業成千上萬的自由職業者引入基本保護，他們中的許多人是通過簡短的簡訊溝通費用和條款進行工作的。這種情況很普遍，因為買方不願意書面記錄協議，而自由職業者又不願堅持要求。指導與自由職業者簽約的三方標準規定，簽約雙方應簽訂正式的書面協議。沒有正式書面協議，自由職業者在買方違約時將難以追討款項。
為了維護相關的三方標準，政府可以採取類似漸進工資標誌（PW標誌）的措施。人力部的PW標誌確保獲認證的企業及其分包商公平補償低薪工人。同樣，政府作為買方，可以要求其創意、媒體或教練工作的主要承包商採用並維護三方標準中關於與自由職業者簽約的條款，無論自由職業者是直接簽約還是通過分包商簽約。
如同PW標誌的情況，作為主要承包商的成熟企業必須確保其分包的微型企業採用並實施相關的三方標準。通過採取有意識的步驟強化公平規範，政府可以帶頭遏制疫情後普遍存在的分包模式帶來的自由職業者不穩定問題。
其次，許多自由職業者在與服務買方的權力不平衡中面臨費率停滯。即使業務成本上升，創意、媒體和教練行業的自由職業者也表示，確保費率跟上成本是一場艱難的鬥爭。事實上，許多人報告說他們的費率停滯或略有下降。為什麼會這樣？
經驗豐富的自由職業者觀察到，近年來，隨著公司重組加劇和價格競爭，專案預算同步縮減。被裁員的人也在競爭自由職業任務。其他自由職業者指出，客戶現在期望他們以相同的費率完成更多工作。儘管感到不公平，但買方與自由職業者之間的權力不平衡意味著自由職業者別無選擇，只能接受買方規定的費率和條款。
這些趨勢導致創意、媒體和教練行業許多自由職業者的小時費率下降，包括那些直接或通過分包商承接政府委託工作的自由職業者。機會減少和收入不穩定，使自由職業者在財務決策上受到阻礙，例如在為突發生活事件預留緊急資金和投資業務之間做出選擇。
有些人甚至可能不優先購買工作場所傷害和工作責任保險，儘管這類支出對安心至關重要。如果收入不可預測，自由職業者寧願工作，也不願花時間和精力提升技能或自我營銷。這反過來又削弱了自由職業者建立可持續商業模式的能力。
自由職業者曾詢問政府是否能考慮他們的困境，類似政府對平臺工作者的考慮，包括允許平臺工作者尋求集體代表。
在創意、媒體和教練行業的背景下，政府作為服務買方，可以與代表自由職業者的協會，如NICA和VICPA，探討教練和創意人員的業務成本變化，並制定公平報酬的指導原則。這使得這一較不顯眼但脆弱的工人群體能夠集體應對市場缺口，也為相關政府部門提供有用見解，以更新預算，公平合理地採購這些自由職業者和微型企業的服務。
因此，為了建立可持續且可行的自由職業生計和職業，我建議人力部更新2018年三方工作組關於支援自僱人士的建議。自2018年以來，情況發生了很大變化。如今的自由職業者必須應對長期存在的問題，如保險覆蓋不足，以及新的脆弱性，如買方或供應商施加的繁重義務和不公平條款。
我希望更新後的建議能為自由職業者及教練、創意人員和平臺工作者的自由職業者協會提供快速且經濟的途徑，以對抗不公平條款，如不合理的租賃索賠、缺乏工作保險或工作安全保護的明確說明。
第三，沒有穩定的收入來源和員工享有的權益，自由職業者對自己應對生活事件的準備和財務能力持懷疑態度。自由職業者可以通過提升技能和照顧支援獲得幫助。
2024年預算旨在提升工人能力並支援工人提升技能。這些理念同樣適用於自由職業者。照顧年邁父母的自由職業者希望獲得更多支援，而希望隨著經濟形勢保持競爭力的自由職業者則尋求靈活的技能提升資金支援。請允許我詳細說明。
首先，增強支援。許多自由職業者希望盡孝心，滿足年邁父母“居家養老”的願望。對自由職業者來說，支援父母居家養老意味著更多時間照顧，減少收入時間。隨著時間推移，這些自由職業者可能面臨公積金和儲蓄減少、客戶群縮小和財務韌性下降。照顧親人的照顧者應得到認可和支援，而不應獨自擔憂自己的未來。
目前，照顧津貼幫助家庭支付照顧費用。我們需要做更多工作來照顧照顧他人的人。我們需要向他們保證，即使他們為照顧親人而放棄工作機會，他們的退休保障依然有保障。我們如何幫助減輕自由職業者因放棄工作時間和精力照顧親人而產生的財務壓力？
接下來，如何為自由職業者引入靈活的技能提升資金？世界經濟論壇估計，本十年內有11億個工作崗位可能被技術徹底改變，其中包括自由職業者的工作。許多人預計人工智慧將改變創意、媒體和教練領域的工作。對員工來說，工作範圍指導其工作；而自由職業者為了保持價值，必須迅速將趨勢和技術融入工作方法。
自由職業者也擔心變化速度及其商業模式能否跟上。靈活的培訓方式允許自由職業者及時獲得所需技能。這需要政府允許並邀請從業者主導提出培訓內容和方式，尤其是當知識必須針對行業或職業進行情境化時。
因此，我希望政府，特別是監管創意、媒體和教練行業的部委和機構，能考慮與NICA和VICPA——全國職工總會附屬的教練和創意人員協會——密切合作，開發以自由職業者為中心的培訓支援。各方可以主動策劃及時的技能培訓，並結合補貼和學分，確保資金緊張的自由職業者能夠負擔培訓費用。技能未來升級計劃是朝正確方向邁出的一步，如果能擴充套件以涵蓋自由職業者的職業領域，將對他們非常有價值。全國職工總會關心每一位自由職業者。因此，我敦促三方夥伴共同邁出步伐，採取行動。
議長先生，我現在總結。回顧一下，自由職業者，尤其是創意、媒體和教練行業的自由職業者，正面臨三大不穩定因素。第一，疫情後分包模式威脅自由職業者的收入安全。第二，費率停滯使自由職業者士氣低落，削弱其維持生計的能力。第三，資源較少的自由職業者難以適應人生階段需求和宏觀經濟變化。
為應對這三大不穩定因素，我希望政府考慮五種方法。
第一，提升和驗證指導企業在與自由職業者和微型企業簽約時公平和道德的三方標準。同樣，政府作為買方，是否可以要求其創意、媒體或教練工作的主要承包商及其分包商採用並維護三方標準中關於與自由職業者簽約的條款？
第二，政府作為服務買方，應與代表自由職業者的協會，如NICA和VICPA，探討教練和創意人員業務成本的變化。這使得這一較不顯眼但脆弱的工人群體能夠集體應對市場缺口。
第三，重新審視並更新2018年三方工作組關於支援自僱人士的建議。更新後的建議可為自由職業者及教練、創意人員和平臺工作者的自由職業者協會提供快速且經濟的途徑，以對抗不公平條款，包括不合理的車輛租賃索賠。
第四，照顧津貼應超越補貼照顧費用，應認可照顧者的勞動並保障其退休充足性。
第五，與NICA和VICPA合作，幫助自由職業者跟上行業變化並抓住機遇。例如，開發針對自由職業者的定向培訓支援，並提供補貼以覆蓋培訓和機會成本。
自由職業者佔新加坡常住勞動力的近十分之一。2024年預算為工人開闢了新篇章。秉持三方合作和包容性成功願景，這五種方法將提升自由職業者的長期能力及其對未來的信心。議長先生，儘管提出了上述觀點，我支援本預算。
議長先生：法米·阿里曼先生。
下午5時24分
莫哈末·法米·阿里曼先生（海洋坊）：議長先生，傳統上這是我們作為一個國家為來年劃定目標和願景的時刻。因此，我們必須重申承諾和決心，提升社會福祉，因為新加坡人在生活成本上升的同時面臨就業不穩定。
今年預算的核心主題“共建共享未來”令我振奮。在我們繼續尋找應對不斷變化的世界事務的方法時，我們也必須關注如何保護弱勢新加坡人免受外部衝擊。
我和勞工運動的尊敬同事們強烈支援並歡迎為緩解新加坡人因全球衝突等外部衝擊而經歷的困難而推出的眾多措施，同時改善社會各方面，面對日益嚴峻的就業不穩定和生活成本上升。
然而，我認為在全球形勢演變中，尤其是對低薪工人，有足夠的機會和空間提供更好的幫助。幫助工人應對生活成本的最佳方式是提高工資和創造更好的就業機會。
議長先生，在本次發言中，我將詳細說明如何進一步支援低薪工人，並更新關於協助馬來/穆斯林群體就業和就業能力的M3重點領域工作。
低薪工人是我們社會的支柱，他們讓新加坡運轉。活躍於零售、酒店和清潔等關鍵行業，他們為日常運營做出重要貢獻。他們的努力保障了基本服務，確保經濟正常運作。因此，認識到他們的重要性和麵臨的挑戰對於促進經濟韌性和社會福祉至關重要。
去年，我重申成立低薪工人三方工作組是我們承諾保護低薪工人利益的體現。過去幾年，各利益相關方集體支援提升低薪工人收入的努力令人鼓舞。例如，自去年一月起生效的工作收入補貼（WIS）提升，是全國職工總會為應對生活成本上升而推動的。上週，政府還宣佈，2025年1月起，收入不超過3,000新元的低薪工人將有資格獲得WIS。
WIS的變化反映了全國職工總會支援低薪工人的堅定承諾。全國職工總會將與三方夥伴及其他利益相關方繼續致力於幫助工人提升收入保障和生活質量，增強他們駕馭職業生涯的信心，使其能夠參與新的增長機會。
但我們如何實現這一目標？還有哪些領域值得繼續關注？
首先，目前在合同變更時重置福利的做法可能為僱主提供靈活性，以適應不斷變化的業務需求，確保與崗位職責一致。然而，這種做法造成了工作不穩定感和財務不確定性，尤其是對低薪和再就業人員。它削弱了對員工服務年限的認可，忽視了他們為工作帶來的奉獻和經驗。因此，可能導致士氣低落、工作滿意度下降和員工流失率上升。
推動變革勢在必行，以確保公平和支援性的工作環境，促進穩定並認可所有員工的貢獻。因此，我呼籲政府考慮為低薪工人設立保護措施，防止合同變更時重置福利帶來的相關問題。
認可員工的服務年限至關重要，確保包括再就業員工在內的同崗位員工在工資和福利方面獲得公平一致的待遇。這種做法促進工作穩定，激勵員工，提高整體工作滿意度，有助於營造更公平和支援性的工作環境，符合公平和對長期服務員工認可的原則。實施這些措施將促進積極的工作文化，加強政府對勞動力福利的承諾。
其次，秉持繼續通過漸進工資標誌（PWM）幫助低薪工人的精神，我響應議員楊文龍的呼籲。全國職工總會已確定兩個PWM實施領域，即分層管理和設施管理以及害蟲管理。這些行業，如清潔和保安，是外包行業，面臨廉價採購等共同挑戰，導致工資下降。
全國職工總會已與相關行業利益相關者進行了多次接觸，迄今反響非常積極。勞工運動將繼續探索將這些行業納入PWM的可能性，並呼籲所有三方夥伴與我們合作實現這一目標。
勞工運動感謝政府對漸進工資信貸計劃（PWCS）的增強措施，包括將合資格年份2025和2026年的工資上限從2,500新元提高至3,000新元，以及提升2024年工資增長的共同資助水平。我們相信，政府這項增強的資金支援及時且關鍵，將成為僱主調整即將實施的涵蓋漸進工資和本地合資格薪資（LQS）要求的低薪工人強制性工資增長的過渡性工資支援。
最後，關於相關議題，我們必須同時關注提高最低工資保障（LQS）的平行努力。勞工運動歡迎政府今年7月將最低工資保障從之前的1,400元提高至1,600元的舉措。這一調整不僅保護了勞動力的經濟利益，也強化了有償就業應當提供符合其所處社會經濟現實的生活水平的原則。通過這樣做，最低工資保障有助於維護公平的勞動實踐，促進更加公平和可持續的勞動力市場。
因此，我呼籲最低工資保障應持續進行審查，尤其是在全球不確定性加劇的背景下。通過使最低工資保障與不斷上漲的生活成本保持一致，相關部門旨在確保員工獲得與當時經濟需求相稱的薪酬。議長先生，請允許我用馬來語發言。
（馬來語）：[請參閱方言發言。] 在M3重點領域4框架下，我們將繼續與馬來/穆斯林群體接觸，旨在為工人搭建就業和就業能力機會的橋樑，通過技能提升和終身學習增強他們的能力，並覆蓋不同類別的求職者。在微觀層面，我們針對特定群體，即平臺工人、女性、成熟工人和青年，通過職業博覽會、研討會和諮詢活動。這些平臺旨在推廣職業和培訓機會，拓寬他們對需求崗位和所需技能的理解，並獲取增長行業的就業機會。
隨著工人期望的演變，我們與工人的勞工契約、社會經濟合同必須更新，以實現更好的工資、福利和工作前景，這仍是工人、僱主和政府的共同目標。全國職工總會（NTUC）與人力發展局（WSG）及馬來西亞教育與發展機構（MENDAKI）通過職業博覽會和近期的就業與技能嘉年華，接觸了超過5,000名馬來/穆斯林工人，其中近20%通過重點領域4的舉措獲得了進一步的輔導和指導。這包括職業指導、職位匹配和技能提升機會等支援。
MENDAKI於2023年1月至12月期間，將超過140名“女性在職”（W@W）參與者轉介至NTUC的e2i以獲得就業協助。配合MENDAKI及其他就業合作伙伴的再就業努力，近60名參與者成功獲得職位，主要集中在教育、醫療保健、工程、資訊科技和金融等行業。
除了就業機會，NTUC還提供技能提升途徑，使每位工人都成為更優秀的工人，每份工作都變得更好。終身學習是指在個人或職業發展過程中，持續獲取新技能和知識的過程。NTUC學習中心（LHub）提供優質培訓解決方案，幫助工人在當今數字化轉型的經濟環境及未來保持競爭力和韌性。
我想特別介紹一位個人，29歲的Siti Nur Indra Jalal女士，曾任財務顧問五年，渴望通過轉行進入企業界。然而，尤其是在疫情期間，獲得新工作既具挑戰性又令人畏懼。為了提升就業能力，Indra女士報名參加了NTUC LHUB為期六個月的社群與合作伙伴專家課程，目前在一家機構擔任網路安全專案經理。她計劃繼續通過NTUC LHUB提供的課程提升和裝備自己所需的關鍵技能。這表明有志者事竟成。
上述案例是中年職業轉型的良好示範，尤其是在SkillsFuture為40歲及以上新加坡人推出的Level-up計劃支援下更具可行性。2024年5月將追加4,000元補助，中年職業增強補貼為個人持續提升技能和尋求更好就業機會提供助力。此外，SkillsFuture中年職業培訓津貼為部分全日制課程提供最高3,000元/月、最長24個月的津貼，深受許多人歡迎。因此，我敦促新加坡人充分利用現有專案提升自我，實現更佳就業。
NTUC與三方夥伴及其他利益相關團體將繼續致力於幫助工人提升收入保障和生活質量。這包括確保工人在工傷情況下的財務保護、改善住房和退休保障，以及加強代表性，開創更光明的未來。
（英文）：議長先生，最後，今年預算主題“共建共享未來”激發了集體承諾，應對全球複雜局勢，保障弱勢新加坡人。我們讚賞政府緩解困難的努力，同時必須認識到針對低薪工人和社群的定向支援機會。
展望未來，我們將繼續關注弱勢工人面臨的挑戰，強調通過更好工資和改善就業機會應對生活成本上升。NTUC將堅定不移地維護新加坡工人的利益。NTUC關心工人應對生活費用上漲的福祉，致力於提升工資、工作條件和支援，改善生活質量。請放心，NTUC關心您，將與您攜手行動，因為每位工人都重要。
議長先生，我支援預算案。
議長：國防部高階國務部長 Heng Chee How。
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國防部高階國務部長（Heng Chee How先生）：議長先生，感謝您允許我參與本次辯論。我的勞工議員同僚已代表各類工人發言，我將重點關注提升年長工人的利益。
現今，55歲及以上工人佔本地勞動力超過四分之一。多年來，政府與三方夥伴為年長工人做了大量工作。從延長就業期限、增強就業能力到補充退休需求，均取得顯著進展。即使在新冠疫情期間，這一點與許多其他經濟體形成鮮明對比，後者許多年長工人失業且難以重返崗位。
短期內，年長工人面臨與其他人一樣的生活成本壓力。感謝政府在本屆及歷屆預算中推出保障方案及其他減負措施，幫助新加坡人應對壓力，措施及時且廣受歡迎。
除即時壓力外，年長工人還真切擔憂其他發展，今天我將重點談三點。
第一，他們擔憂僅通過立法提高退休和再就業年齡來確保更長工作年限的有效性。為何？因為這類立法雖重要，但若未有效結合技能建設，可能面臨壓力。
第二，隨著技術和商業模式加速變革，技能過時風險增加。例如，某些行業正經歷結構性轉變，如綠色轉型帶來的影響。人工智慧對工作方式的普遍影響也非小事，這將增加過早失業風險，儘管有法定退休和再就業年齡。
第三，持續有反饋反映年長工人在培訓和技能提升機會方面相較年輕工人缺乏公平機會。在NTUC的“每位工人都重要”焦點小組中，參與的六成年長工人有此感受，認為培訓和技能建設機會相對不足。
必須妥善應對這些挑戰，確保我們共同目標——讓年長工人繼續工作併為退休儲蓄——不被人口結構變化及全球重大環境變革所削弱。感謝財政部長在本預算中宣佈為55至65歲年長工人調整公積金繳納率，這將加速其公積金積累。
NTUC也感謝銀髮支援計劃、配對退休儲蓄計劃及Majulah計劃下的具體舉措，如“賺取與儲蓄獎金”、“退休儲蓄獎金”和“醫療儲蓄獎金”的增強。這些努力將增加年長工人的公積金儲蓄，提升退休保障。
然而，幫助年長工人退休後經濟狀況最實質的方式仍是延長有效工作年限，這裡我強調“有效”而非僅僅是立法規定。
在去年NTUC舉辦的“每位工人都重要”對話中，我們詢問參與的年長工人他們達到現行63歲退休年齡時的計劃。10人中有8.5人表示希望繼續工作，在這8.5人中，有6人希望繼續從事當前工作或所在行業，利用其積累的經驗和價值。
許多人也詢問政府何時宣佈下一步提高法定退休和再就業年齡，因為當前年齡與2030年目標（退休年齡70歲，再就業年齡65歲）仍有差距。提醒各位議員，這些2030年目標是三方工作組（年長工人）2019年報告的成果，並已獲認可。
現已2024年，我呼籲政府儘快宣佈下一步退休和再就業年齡的提升，並給予企業和工人合理通知，以便雙方及時準備。我們應迅速行動，因為時間已過半，應爭取在兩年內，即2026年前實施下一次提升。我相信這是實現2030年既定目標所需的節奏，考慮到全球經濟環境的不確定性。
接下來，我談談培訓機會公平性，以減少年長工人過早失業風險。議長先生，當年長工人表達希望繼續工作時，也分享了對技能過時、被淘汰的焦慮。NTUC發現，超過九成年長工人除了希望繼續工作外，還希望持續接受培訓。他們知道培訓對保持崗位相關性至關重要，尤其擔心培訓機會的獲取。
感謝財政部長宣佈面向40歲及以上新加坡人的SkillsFuture Level-Up計劃，特別針對提升就業能力的專案和課程。這表明政府意識到年長工人培訓與就業及就業能力之間的重要聯絡。相關性與立法同樣關鍵，以實現有效工作年限的增長。
問題是如何實現？資金固然重要，這也是預算的重要性所在。但資金之外，真正成效還需有效執行。因此，我們必須擴大確保工作場所按意圖落實的機制。這也是我全力支援勞工議員Desmond Tan呼籲僱主迅速與NTUC及工會合作成立企業培訓中心（CTCs）的原因。通過活躍的CTCs，企業能更快轉型，幫助各年齡段工人掌握相關技能，隨企業共同成長。
在此，我再次感謝政府撥款1億新元予NTUC，以擴大CTCs規模，實現各方利益相關者的實際成效。我也感謝副總理王瑞傑今天早些時候演講中認可CTCs的價值。NTUC承諾將與政府更緊密合作，不僅擴大數量，更提升效果，儘快幫助更多工人。
我呼籲所有僱主儘快成立CTCs，並與NTUC及工會合作，確保各年齡段工人獲得公平培訓機會。這些工人將助力貴公司成長。
第三個需解決的問題是年齡歧視。年長工人擔憂年齡歧視體現在多個方面，即培訓機會獲取、靈活工作安排的可用性（以便他們在照顧需求的同時繼續工作）以及被替代後作為求職者獲得公平考慮。實證研究表明，這些對年齡歧視的擔憂有其依據，需加以解決。因此，我期待政府推出的《職場公平法案》和關於靈活工作安排請求的三方指引。
《職場公平法案》將在現有三方機制基礎上加強，如公平與進步就業實踐三方聯盟（TAFEP）、爭議管理三方聯盟（TADM）及相關聯合指引，增強工人對公平待遇的信心。這將成為反對各種職場歧視（包括年齡歧視）的強烈國家訊號。NTUC及工會將與僱主密切合作，推動工人和企業利益。
職場之外，隨著人口快速老齡化，擴大和提升可行且易獲取的照護服務需求日益增長。結合我今日關注點，我認為這不僅關乎長者健康福祉，也關乎其中年工作家庭照護者的就業能力。更多家庭照護者或許無需辭職承擔照護職責，或至少能延遲辭職。每多工作一年，將顯著提升照護者的退休保障。我敦促政府與可信賴夥伴密切合作，進一步發展此生態系統，使新加坡及新加坡人真正享受更好健康、更佳照護、更高收入和更強退休保障的全面益處。
議長先生，有句諺語說，沒有人關心你知道多少，直到他們知道你關心多少。NTUC與年長工人站在一起，面對就業不安全和技能過時風險。我們關心，不僅僅是提出更多要求，或等待別人解決問題，也不只是等待邀請。我們提出想法，推動社會變革，切實改善他們的結果。為何？
因為我們的工人正等待我們這樣做，我們將推動並完成這項工作。
NTUC的做法前瞻、包容、行動導向且務實，正如人民行動黨政府。我相信這是保障工人和新加坡人可持續良好成果的正確且最佳方式。與政府及三方夥伴緊密合作，我們將共同建設一個更好、更有愛心的新加坡，惠及各年齡段工人。議長先生，我支援預算案。
議長：Mariama Jaafar女士。
下午5時51分
Mariama Jaafar女士（森巴旺）：議長先生，我支援預算案。
今天發言中，我將首先回顧我在2023年預算中提出的訴求；其次，重申我們在議會中確保實現持續經濟增長的重要角色，並向大家發出挑戰，爭取在未來十年實現政府目標上限的經濟增長；第三，討論人工智慧作為價值創造和經濟增長關鍵引擎的潛力，並提出四點建議。
去年預算辯論中，我代表我在伍德蘭居民中觀察到的三類群體發聲，他們已被推至任何合理韌性衡量的極限。我呼籲為以下群體提供更強有力的支援：一、前罪犯，呼籲更多支援幫助他們重返就業；二、負債沉重者，呼籲社會支援措施考慮債務償還需求；三、因裁員失業者，呼籲提高財務支援額度和期限，並協助再培訓及尋找新工作。
令我欣慰的是，一年後，這些群體均獲得更多支援。2023年預算中，副總理黃循財宣佈為僱主僱用前罪犯提供提升就業信貸。去年底，政府宣佈加強Comlink+方案，涉及與債權人匹配還款。
在2024年預算中，雖然細節尚待公佈，副總理重申了李顯龍總理最初宣佈的意向，即推進對非自願失業者的再就業支援，同時大幅增加再培訓支援和培訓津貼。
所以，用籃球的術語來說，我三投三中，這些轉變早該發生了，我認為外部環境花了一些時間才讓我們達到這個臨界點。但這對我的兀蘭居民以及許多需要更強大彈跳板的新加坡人來說，確實是好訊息。
正如之前的同事所說，今年的預算確實有許多值得歡迎的地方。很明顯，2024年預算是在“前進新加坡”願景下制定的，旨在建設一個充滿活力且包容、公平且繁榮、有韌性且團結、經濟持續增長的社會。
我今天想強調的是最後一點——經濟增長。
議長先生，在我的職業生涯中，無論是在商業還是政治領域，我一直且毫無歉意地支援增長。增長使我們能夠為人民和企業提供機會和更好的生活水平。增長使我們能夠滿足對托兒、教育、住房、基礎設施、醫療保健和老齡化人口支援日益增長的支出需求。增長使我們能夠應對我們時代最大的挑戰：氣候變化、能源轉型、抗擊不平等和社會極化。增長使我們能夠一代又一代地提升生活水平，確保社會的凝聚力和信任。
因此，雖然談論審查、透明度、問責制以及為我們人口的每一個可能群體提供更多支援都是好事，但我們在議會中必須扮演的關鍵角色是考慮我們的干預、建議和決策對我們維持經濟長期增長能力的影響。
2024年預算強調通過保持新加坡作為投資目的地的吸引力、順應經濟和技術趨勢以捕捉新機遇以及提升人力資本來維持經濟增長。政府目標是在未來十年實現年均2%至3%的GDP增長，重點關注生產力和創新，同時認識到勞動力、土地和碳排放的限制。
有人可能會說，鑑於我們發展階段和麵臨的限制，加上不利的外部環境和全球不確定性，我們不可避免地進入一個低增長時代，勉強實現1%至2%的GDP增長已屬不易。我對第四代領導團隊的謙遜挑戰是：我們如何實現該目標的上限，達到3%的增長？我們應挑戰哪些限制？我們可以採取哪些更大膽的行動？
議長先生，維持增長需要投資。我之前提到過對SkillsFuture Level-Up的重要投資。我也歡迎政府承諾通過追加RIE2025、國家生產力基金和金融業發展基金的資金來加強我們的競爭優勢。
引入可退還投資稅額抵免，回應了跨國企業對新加坡在BEPS 2.0世界中如何保持投資吸引力的更多可見性和確定性的需求，儘管這可能有些滯後，因為其他司法管轄區如日本、泰國和美國已宣佈相關舉措。
對於本地企業，我很高興看到政府正在加強企業融資計劃，延長SkillsFuture企業信貸，並提升能力轉型夥伴計劃，同時支援企業做好可持續發展準備。這些舉措優先考慮那些接受重組和轉型需求、願意投資於重組和轉型的企業。
在技術快速發展的世界中，我歡迎對升級國家寬頻網路和在關鍵行業利用人工智慧力量的投資。然而，我本希望聽到我們能進一步釋放資料中心容量發展的訊息。
回到人工智慧，議長先生，我已多次談及人工智慧，今天演講的剩餘部分也將聚焦於此，因為我們充分利用人工智慧的能力有潛力提升生產力，並在長期內推動我們達到GDP增長目標的上限。在此，我宣告本人為一家從事人工智慧工作的管理諮詢公司的董事總經理兼高階合夥人。
為支援國家人工智慧戰略並進一步催化人工智慧活動，2024年預算規劃在未來五年內投資超過10億新元於人工智慧計算，特別是在先進晶片、人才和產業發展方面。
如今似乎人人對人工智慧都有看法：是否應開發自己的大型語言模型（LLM）、是否應暫停人工智慧發展、是否應監管深度偽造等。我的信念是，我們應專注於人工智慧如何促進新商業模式和生產力提升，從而在新加坡及更廣泛地區創造價值。我們需要遠離炒作和噪音，聚焦於價值創造和經驗證的舉措，而非一堆假設。為此，我提出四點建議以塑造我們的人工智慧政策。
第一，按照10-20-70規則推廣人工智慧。與任何大型企業交談，他們可能已經進行了幾個人工智慧概念驗證。有些企業已投資於平臺和模型。但企業今天難以將人工智慧從試點推廣開來，許多平臺和模型實際上並未執行。新聞頭條都聚焦於模型和技術。
但如果允許我從實踐者角度提出，推廣人工智慧需要全面努力。我們稱之為10-20-70規則：10%的努力在於演算法、生成式人工智慧、人工智慧/機器學習（AI/ML）模型；20%在於技術和IT基礎設施、模型基礎設施和機器學習運維（MLOps）、資料質量和可用性，尤其是架構設計、應用整合、雲遷移及其他工具；70%則是關於人員和流程、工作方式、業務流程重塑、大規模採用、組織和人才戰略及變革管理。為了讓企業釋放人工智慧價值，政府可以支援他們超越概念驗證和試點，推動人工智慧大規模部署。
第二，駕馭不斷演變的基礎設施格局。技術快速發展，將出現新選項和替代品。即使在晶片領域，雖然某款晶片已成為人工智慧行業的主力，但其他晶片製造商和大型雲公司也在開發和部署專為人工智慧工作負載設計的晶片，預計未來12至18個月內人工智慧晶片格局和成本將顯著變化。從晶片到平臺和模型，我們在幫助企業部署企業級人工智慧時發現，沒有單一環境適合所有需求，無論是安全、成本還是功能集等方面。因此，我們應聰明且戰略性地決定投資內容和時機。
第三，部署高影響力用例。技術固然重要，但價值僅來自基於價值和部署難易度的全面評估，在大規模部署的用例，包括跨行業可採用的橫向用例如客戶服務，以及特定行業的縱向用例如醫療領域的藥物發現。我們有巨大潛力解決幾個高影響力用例，重新構想不僅單個企業而是整個行業的運作方式，尤其是在我們已有優勢的行業，如金融服務或運輸物流，實現系統級最佳化，為新加坡創造新的差異化和競爭優勢。比如，利用先進的人工智慧/機器學習方法跨銀行分析交易資料進行反洗錢，準確性和效率更高。政府不僅可以成為催化劑，還能作為端到端的協調者，匯聚多方利益相關者，創造新產品和服務，在新加坡及其他市場創造新價值和收入來源。
第四，加強中央角色。雖然各部委和機構擁有領域專業知識，應推動各自領域的人工智慧工作，但有理由設立強有力的中央機構，通過優先投資公共回報最大的專案、提供透明度和問責制、制定連貫的長期戰略、挑戰各部委和機構的人工智慧優先事項、消除障礙和解決政府其他領域的衝突，並借鑑政府和私營部門的最佳實踐，來增值。因此，我建議將人工智慧及國家人工智慧戰略作為總理的優先事項，由一箇中央團隊支援，類似智慧國與數字政府辦公室（SNDGO）。該團隊還可在政府內部職能中提供人工智慧部署的職能領導，並推動某些高影響力用例的端到端交付，大幅降低政府成本並提升效率。
當然，中央在人工智慧領域加強作用還有另一原因。人工智慧不僅對經濟、企業甚至公共服務如醫療和教育有重大影響，還將對工人和社會產生深遠影響，可能帶來我們從未想象的長期後果。最悲觀的情景是機器取代人類，利益僅歸富裕少數，中產階級消失，嚴重的信任赤字導致頻繁的社會和政治不穩定，走向分裂的反烏托邦。
政府如何應對這些威脅？未來是否需要徹底改變我們對社會福利、稅收政策和信任的看法？涉及的複雜性和跨領域問題將對基於主導部委或主導機構的政府模式造成巨大壓力，而聯合所有權模式可能過於分散。因此，需要強有力的中央機構確保公眾期望的快速協調分析、評估和響應。
議長先生，2024年預算在推動經濟增長方面展現了令人耳目一新的大膽，我必須說近年來這方面有些沉寂。人工智慧必須成為大膽而可信的增長計劃的一部分。議長先生，我支援這份預算。
議長先生：德里克·吳先生。
下午6點04分
德里克·吳先生（義順）：議長先生，先生，2024年預算意義重大。這是首個專注於“前進新加坡”目標的預算，新加坡人共同塑造國家未來的下一篇章。儘管我們生活的世界更加複雜和不確定，但我相信我們能夠以韌性和樂觀精神繼續前進。為此，我想強調今年預算和計劃的四個關鍵主題。一是面對挑戰維持財政和經濟實力，二是改善三個關鍵趨勢：(a)加速本地企業在新經濟中的增長；(b)在數字時代蓬勃發展；(c)增強社會韌性和同理心。
新加坡進入2024年，全球形勢比以往更加嚴峻和複雜。地緣政治緊張局勢依然高漲。俄烏戰爭持續，中東出現新危機。中國經濟依然疲軟，日本和英國剛剛進入技術性衰退，連續兩個季度經濟下滑。雖然美國經濟表現出意外的強勁，但利率尚未下降，且預計將維持較高水平更長時間。
這些現實強調新加坡必須保持團結，政府財政政策需具備紀律性和前瞻性。因此，我很高興2024年預算慷慨且重要的是全面。對我而言，預計的財政收支平衡表明持續審慎，同時為當前生活成本挑戰提供緩解，並支援長期能力建設，如新加坡人的技能提升和企業轉型。
認識到未來資金需求，我在之前的辯論中支援了消費稅（GST）上調，但請求為居民提供更多幫助以緩衝通脹壓力。因此，我很欣慰政府繼續兌現承諾，進一步加強保障計劃。我在農曆新年期間與許多居民交流，包括私宅居民，他們對支援表示感謝。
先生，我們不能理所當然地認為我們的財政和經濟實力，這使我們比其他國家更有能力應對不確定性。2024年預算規劃了2%至3%的長期GDP增長目標，考慮到新加坡是成熟經濟體。鑑於去年增長僅為1.1%，且前景依然充滿挑戰，副總理能否分享支援這一更樂觀長期增長預測的因素和驅動力，以及我們如何更好實現這一目標？
為了維持經濟實力，我們的企業必須能夠抓住機遇。然而，他們反覆強調勞動力和人才短缺，新加坡企業聯合總會（SBF）也有類似反映，這與持續低於更替水平的低出生率和對公民不具吸引力的職位形成對比。如何應用“前進新加坡”精神，使經濟增長的追求在需要更多人才和外勞時，不至於不計代價？
雖然2023財年政府收入整體好於預期，但我注意到由於進口疲軟，消費稅收入比預估少了10億新元。如果這種情況持續，副總理能否向新加坡人保證其他收入來源依然穩健，支援未來支出，並且在可預見的未來不會再提高消費稅？
預計2024財年資金追加為204億新元，繼2023財年的243億新元之後。副總理去年解釋過，這些資金中相當一部分是提取資金，支出確定用於履行當前及持續承諾。副總理能否澄清這些資金的使用時間範圍，以惠及新加坡人？鑑於2022財年數字僅為63億新元，副總理是否預計未來資金水平將維持在較高水平？
我現在轉向加速本地企業和中小企業（SME）增長的重點，因為它們是新加坡經濟的支柱。一些企業主表示，他們面臨“生存成本”壓力，與個人面臨的高生活成本壓力同步。因此，我歡迎預算中支援增強短期韌性的措施，如50%的企業所得稅回扣，以及企業支援計劃中新推出的、慷慨的2000新元現金補貼，針對至少有一名員工的無盈利企業。企業融資計劃的增強也值得關注。
值得注意的是，預算避免了更多民粹主義舉措，超越了簡單發放補貼，鼓勵中小企業進行長期轉型。企業本質上是經濟實體，轉化有限資源以生產市場需求的商品和服務。能夠做到這一點的企業將在新的數字和綠色經濟中更好、更繁榮。因此，我很高興瞭解到增強的舉措，如允許更多行業的中小企業受益於綠色貸款和能源效率補助。這與我去年財政部長質詢辯論中建議政府支援更具包容性的轉型舉措一致。
2024年預算的另一個重點是SkillsFuture Level-Up計劃。這是對中年職業人士提升技能和再培訓的決定性推動，使他們能夠勝任更高價值和更有趣的崗位，符合更廣泛的轉型議程。關鍵是，為使SkillsFuture更具吸引力，中小企業也需轉變觀念，超越短期限制，如員工培訓請假，更重要的是配合該計劃，長期投資於培訓和崗位重塑。這將是中小企業及其員工的雙贏局面。
然而，儘管大力鼓勵中小企業走出舒適區，事實是轉型充滿挑戰，尤其在高成本環境中，因為回報不確定且往往非即時。因此，僅靠預算增加資金是不夠的。由於大多數中小企業缺乏專門的戰略或培訓部門，需要有針對性的輔導，指導他們如何有效利用政府支援實現有意義的轉型，使他們通過實踐逐步積累專業知識。
作為政府與中小企業之間推動參與和諮詢的關鍵紐帶，中小企業中心甚至貿易促進機構（TAC）的執行力和效果有提升空間，以支援這一議程。我將在貿易及工業部財政部長質詢辯論中詳細闡述。
先生，我現在將轉向在數字時代中蓬勃發展。新加坡在邁向智慧國的程序中取得了顯著進展。但由於科技領域不斷快速發展，我們的努力也必須隨之加快。先生，我很欣慰2024年預算支援我們的國家人工智慧戰略2.0，倡導新加坡人將人工智慧視為提高生產力和豐富生活的朋友，而非威脅生計的敵人。正如常言所說，人工智慧不會取代人類，但使用人工智慧的人會。
在國際舞臺上，我們處於有利位置，可以在負責任地發展人工智慧方面發揮超出自身規模的影響力，尤其是在更大國際強國爭奪人工智慧領導地位的背景下。這些都是新加坡必須抓住的機遇，以保持相關性。然而，在一方面追求人工智慧和其他前沿技術的機遇時，我們必須建立正確的基礎，妥善管理風險，確保沒有人被落下。
正如所說，進步的藝術是在變化中保持秩序，在秩序中保持變化。雖然醫療保健、郵政和交通等眾多服務持續被新技術重新整理，採取“數字優先，但非僅數字”的方法，但變革的步伐必須有序、深思熟慮且富有同理心，尤其是對我們的老年居民和弱勢群體。
數字社會還必須可靠且安全，才能讓我們的居民和企業真正繁榮。隨著我們作為數字化國家的成熟，組織必須提升服務的彈性和恢復能力，制定更健全的應急和危機管理計劃。隨著越來越多系統相互連線和依賴，尤其是我們日常依賴的政府機構系統，IT相關和網路安全風險加大，可能對社會和經濟產生系統性影響。
我們需要繼續加倍努力，通過多方利益相關者合作，彌合數字鴻溝並管理風險。作為公共賬目委員會成員，我所在的委員會在最近的報告中也強調了這些關鍵點。我希望在這方面能有更多工作，以框定未來行動和公眾期望。
隨著數字化，詐騙案件增加並激增。從反詐騙指揮部到ScamShield應用程式，再到《網路犯罪危害法》，內政部（MHA）在打擊詐騙禍害方面不遺餘力。這幫助去年損失保持在6.5億新元的水平。然而，這一金額仍然相當可觀，案件數量激增46%，達到前所未有的46,000起！
我之前強調了生態系統中利益相關者“全員參與”的重要性，並想表彰內政部、新加坡金融管理局（MAS）、銀行和電信公司在減少網路釣魚詐騙和迅速推出反惡意軟體詐騙措施方面的共同努力。
但話說回來，詐騙最普遍且增長最快的領域是就業、電子商務和假友詐騙，這些詐騙利用受害者的情感和心理，使其自願交出錢財。我們的機構必須更加靈活和迅速地與私營部門及國際夥伴合作打擊詐騙。由於這是影響公共安全和信任的關鍵問題，也是我的居民關心的問題，我希望聽到更多針對性的措施。
先生，最後，我將談談增強我們的社會韌性和同理心。
青年是我們社會的重要組成部分，是新加坡的未來。青少年吸毒的趨勢令人擔憂，中央禁毒局（CNB）報告稱，去年被捕的新吸毒者中超過一半年齡低於30歲。更令人擔憂的是，這一趨勢延續了往年背景下全球對大麻態度更為寬容，以及新精神活性物質不斷出現和電子煙使用日益猖獗的情況。
2023年成立的青少年禁毒跨部委委員會是一個良好舉措。我期待其遏制這一令人警醒趨勢的計劃。
社群凝聚力也是我們社會結構的關鍵。不幸的是，噪音問題持續在社群引發摩擦，去年每月投訴平均超過2,000起，是疫情前水平的五倍多。
我在之前的辯論中談及此問題，瞭解到正在籌建一個專門處理長期噪音糾紛的新單位，並完善現有的自願調解機制。雖然我期待聽到其進展和措施的更新，但我呼籲所有新加坡人，在機構的協助下，保持克制和同理心，以便我們繼續建設有凝聚力和韌性的社群。
先生，我現在總結。新加坡和其他國家一樣，面臨生活成本上漲等壓力，此外作為一個依賴開放經濟的小島國，還面臨更獨特的挑戰，尤其是在嚴峻的全球環境下。
然而，我們總能比其他國家更好地應對障礙，變得更強大。這得益於良好的治理、從儲備中積累的財政實力及其審慎使用，以及前輩們的勤勉。我很高興2024年預算沒有屈服於民粹主義和不可持續的舉措。2024年預算基於原則性、紀律性和務實的基本面。
儘管前方有挑戰，我堅信我們能以獨特的新加坡方式克服它們，作為一個團結的民族。2024年預算是實現“前進新加坡”目標的合適首步。我支援該預算，並相信它將使新加坡和新加坡人以韌性和樂觀精神攜手邁向共同的未來。
議長先生：維克拉姆·奈爾先生。
下午6時20分
維克拉姆·奈爾先生（森巴旺）：議長先生，我支援這份預算。新加坡人在來年面臨的一些重大挑戰包括生活成本上升和經濟不確定性，裁員人數增加。雖然這些問題的原因是全球趨勢，但副總理黃循財提出的預算為我們在新加坡應對這些挑戰提供了重要措施。
關於生活成本上升，每月通過各種代金券發放大量財政援助，對於最低收入者，發放金額足以覆蓋上漲的成本。我不知道其他政府是否向如此廣泛的人群發放如此慷慨的金額，但這似乎是直接解決問題的方式。
我想更詳細地談談裁員問題。我是幾個工會的顧問，包括先進製造業員工工會。該工會最初是金屬行業工人的工會，但後來根據行業和勞動力的發展重新定位。該工會的演變反映了它多年來幫助員工應對的多波衝擊。作為顧問，我瞭解工會在應對裁員方面的前線挑戰和努力。
剛才發言的勞工議員提供了工會處理裁員工作的具體例子。我鼓勵所有尚未與全國職工總會（NTUC）合作的僱主和工人加入合作。
根據人力部2024年1月31日釋出的高階勞工估計，2023年裁員人數激增至14,320人，是2022年6,440人的兩倍多。儘管如此，2023年失業率仍保持在相對較低的2.7%。人力部報告還指出，這部分原因是“全球經濟逆風影響了面向外貿的行業，如批發貿易、資訊科技服務和電子行業”。
然而，統計資料顯示，大多數被裁員工在六個月內重新就業。總體而言，2023年就業持續增長，儘管增速較2022年放緩，表明疫情後就業激增正在趨緩。大部分就業增長集中在面向國內的行業。
這些資料表明，在裁員增加的背景下，新加坡經濟表現良好，工人有機會就業。就業市場持續增長得益於副總理王瑞傑早前演講中提到的創造性經濟發展方法。
新加坡的就業市場有一些獨特特點，有助於保持低失業率。
首先，與許多其他市場相比，立法和監管較少。這意味著工人的法定就業權利較少，但也使僱主更願意提供就業機會。
其次，政府引入新業務和產業的努力保持了新加坡的投資活力，創造了新工作崗位，許多公司提供較高工資，推動全國工資水平提升。
第三，由於目前幾乎沒有直接的失業救濟，失業者有強烈動力盡快找到新工作。這樣，我們創造了有利於就業創造、招聘和激勵工作的環境。
從宏觀經濟就業資料看，新加坡情況良好。勞動力市場緊張，失業率低，願意工作的人有機會就業。然而，儘管宏觀形勢良好，仍有個別人會面臨生活的衝擊。
對於被裁或面臨失業的人來說，原因往往與個人工作表現無關，而是結構性因素，包括其工作或業務被擾亂。
我在本院多次演講中提到，商業週期和公司壽命縮短，行業和公司可能在幾年內經歷興衰。這已使得終身僱傭成為私營部門許多人的例外而非常態。
如今還有新發展。即使行業和公司存在，工作崗位也可能消失，許多行業的工作崗位都在被擾亂。
例如，在科技行業，諷刺的是，人工智慧擾亂的工作包括計算機程式設計師和工程師的崗位。即使在電影行業，製作公司與演員之間也因是否及在何種程度上允許使用演員數字肖像發生爭議。這是美國媒體行業大量演員和工作人員罷工的部分原因。
在就業市場面臨更多挑戰的背景下，我支援加強對失業者的支援。看來計劃是向失業者發放補助。這是一個不易駕馭的領域，甚至美國等地的私人失業保險提供者也已停止提供此類服務，表明他們未能找到財務可持續的方式提供此服務。
我收到的反饋中也包括建議政府應限制可申領金額和期限，以激勵人們儘快重返工作崗位。該計劃應作為最後的安全網，覆蓋資源有限的人，並考慮員工是否從前僱主獲得遣散費。
與此相關，我強烈支援“技能未來升級計劃”。這對我來說似乎是失業支援計劃的替代方案，但兩者可以很好地配合。該計劃為個人的技能未來積分提供4,000新元的額外補助，並在全日制課程期間提供最高3,000新元的津貼。這對行業或工作被擾亂、需要學習新技能的人非常有幫助。培訓津貼減輕了低收入工人在找新工作時的經濟壓力。此外，該計劃無年齡限制，退休後年長工人也可受益。
圍繞投資人才的主題，工藝教育學院（ITE）進階獎也鼓勵ITE畢業生攻讀文憑資格。這是許多ITE畢業生的願望，15,000新元的支援對低收入家庭尤為有幫助。
我們就業市場面臨的另一個結構性問題是低收入群體的工資相對高收入群體停滯。多項措施幫助解決了這一問題，包括推廣漸進式工資模式和工資補貼計劃（WIS），政府為低收入工人補貼工資。這兩項計劃將繼續實施，資金更加充裕。WIS現覆蓋收入最高達3,000新元的工人，漸進式工資補貼計劃也覆蓋收入最高達3,000新元的員工。
雖然本院大多數議員支援WIS，但我注意到人民行動黨（PSP）似乎並不完全支援，認為這會造成“施捨心態”，而主張設定2,200新元的最低工資，稱之為“生活工資”。對此，我尊重但不同意PSP的觀點。
政府遲遲未推行“全面”最低工資的原因之一，是考慮到許多最低工資崗位集中在低技能行業，影響年長工人和中小企業。如果工資被推高到企業無法承受的水平，可能導致這些工人和企業失去財務可行性。
政府採取了雙管齊下的策略。對於利潤充足的行業，推廣漸進式工資模式，這比最低工資更好，因為它不僅保證最低工資，還保證低薪工人的工資增長。對於工資仍低或尚未納入漸進式工資模式的行業和崗位，WIS提供收入補貼。WIS不增加僱主負擔，但滿足員工對更高工資的需求。我認為這種雙管齊下的模式優於PSP提出的方案。議長先生，請用泰米爾語。
（泰米爾語）：[請參閱本地語演講。] 今年的預算為面臨困難的人提供了廣泛支援。在我的演講中，我重點關注可能面臨失業或工作中斷的人。根據去年的就業資料，新加坡失業率保持低位，就業持續增長。然而，去年裁員人數較前年翻倍，大多數被裁人員六個月內找到新工作。這意味著失業者有機會，重要的是繼續努力尋找新工作。
在本預算中，副總理推出了“技能未來升級計劃”，提供4,000新元補助和最高3,000新元的培訓津貼。對於失業或希望轉行的人，這提供了支援，涵蓋課程費用並補貼部分收入損失。剛失業的人尤其受益，因為他們可以邊培訓邊賺錢。
副總理還宣佈正研究未來的失業支援。儘管其他國家類似計劃效果不佳，我相信這對真正需要幫助的人尤其重要，特別是那些資源有限且未獲得遣散費的人。因此，我認為培訓補助和津貼將成為失業者的重要支援支柱。
（英語）：議長先生，這份預算很重要，因為它表明政府“支援我們”，我關注幫助工人的政策。我支援這份預算。
議長先生：翁瑞秋小姐。
下午6時33分
翁瑞秋小姐（西海岸）：議長先生，我首先感謝副總理黃循財及其團隊公佈全面的2024年預算，旨在緩解生活成本壓力，促進更公平包容的新加坡。
今天發言，我將重點關注兩個主要領域：一是建立包容性的全面技能未來生態系統；二是確保殘疾人士和自閉症譜系人士獲得公平的保險保障。在此之前，我宣告我領導一家提供部分由技能未來資助的短期課程的諮詢公司。
新推出的技能未來升級計劃為希望轉行且需兼顧家庭責任的中年人士提供了實質幫助。4,000新元的技能未來積分補充、中年增強補貼的延長以及技能未來中年培訓津貼的引入，體現了政府幫助所有新加坡人提升技能的決心，包括殘疾人士。
這與2030年賦能總體規劃的目標一致，即將適齡殘疾人士的就業率從30%提高到40%。殘疾人士必須平等獲得繼續教育與培訓（CET）專案，以掌握在當今就業市場中脫穎而出的必要技能。我讚賞政府對殘疾人士繼續教育與培訓的實質支援。通過SG Enable註冊的求職殘疾人士可獲得高達95%的額外課程費用資助。此外，賦能學院在成立僅兩年內迅速擴充套件，提供超過700門無障礙課程，實屬可嘉。
我對SkillsFuture團隊與殘疾倡導組織如殘疾人協會（DPA）的合作努力感到欣慰。然而，儘管政府對殘疾人士給予強有力支援，障礙依然存在。
殘疾人協會與殘疾人士的討論和諮詢顯示，許多殘疾人士在繼續教育與培訓提供者那裡遇到困難，儘管他們願意提供指導，培訓機構卻無法滿足其特定需求。這常導致殘疾人士被拒之門外，或未能獲得充分參與CET專案所需的支援。參與SkillsFuture計劃的殘疾人士也反映，講師有時未能充分解答他們的問題，可能因缺乏相關知識和資源。例如，視障人士請求提供螢幕閱讀器友好的文件格式或圖表的影像描述，自閉症人士則表達了對更具體直接指令的需求。
我們需要正視殘疾人士在繼續教育與培訓過程中面臨的挑戰。這不應成為任何新加坡人提升技能和發展的經歷。為應對這些挑戰，我提出四項關鍵干預措施。
首先，要求為殘疾人士提供合理便利。在繼續教育與培訓中，合理便利指的是使殘疾人士能夠平等參與而不對培訓提供者造成過度負擔的措施。新加坡Skills Qualification Framework借鑑了澳大利亞的模式，澳大利亞的認可培訓機構（ATO）依法必須為殘疾人士在教學、學習和評估中提供合理便利。然而，儘管新加坡於2013年批准了《聯合國殘疾人權利公約》（CRPD），但這在新加坡尚非強制要求。
技能發展局（SSG）可與賦能學院合作，與培訓提供者和行業夥伴共同確定合理便利的內容，包括討論優先支援的行業課程及提供技術協助。此外，應為殘疾人士遇到培訓提供者困難時提供清晰溝通渠道和可及的申訴途徑。我建議從提供長課程或行業認可課程的ATO和CET中心開始，確保殘疾人士能夠獲得直接支援就業或職場晉升的課程。
第二，推廣能力發展補助金的技術協助。我們必須提高培訓提供者對SG Enable能力發展補助金的認知和利用率。該補助金為殘疾人士定製課程提供資金支援。
根據SG Enable 2017至2020年年度報告，平均每年僅約24家近千家培訓提供者利用該補助金。2021和2022年年度報告未提供相關資料。許多非殘疾領域的培訓提供者可能不瞭解或不熟悉該補助金的使用。缺乏此類知識限制了補助金的效用。為此，應同時推廣補助金和SG Enable的諮詢服務，以提升利用率。
第三，提升包容性繼續教育與培訓設計能力。我們必須更好地裝備成人教育者，使其具備製作無障礙課程材料的技能。成人教育者在實現學習無障礙方面發揮關鍵作用。作為內容開發者，他們共同承擔確保內容無障礙的責任。
成人學習學院（IAL）為成人教育者提供滿足SSG資助認證課程資格要求的專案。雖然IAL文憑課程中提及了普適設計學習（UDL）原則，但目前的深度不足以確保教育者熟練製作無障礙課程材料。通過將UDL實踐融入課程開發並設定最低便利要求，教育者可減少後續對便利措施的需求。
第四，提供課程及便利措施的無障礙資訊，供報名之前參考。培訓提供者應在學員報名之前提供無障礙格式的課程資訊和便利措施，幫助學員做出明智選擇併為課程要求做好準備。實施這些干預措施需要時間，但“升級計劃”的啟動為我們立即將包容性融入繼續教育與培訓領域提供了契機。
我建議教育部考慮要求相關培訓提供者，尤其是提供符合中年培訓津貼資格課程的機構，與賦能學院合作評估殘疾人士的合理便利，並在合理的情況下提供相應便利。此舉將彰顯我們對殘疾人士技能提升旅程的支援，與對非殘疾人士的支援同等重要。
我再次讚揚賦能學院在短時間內實現並提供超過700門無障礙課程的卓越成就。然而，我們的目標是確保具備能力的殘疾人士能夠訪問SkillsFuture主門戶上提供的29,000門課程，前提是提供必要的便利措施。
在通過賦能學院賦能殘疾人士的過程中，我們必須努力避免在繼續教育與培訓中無意間造成隔離。賦能學院是SkillsFuture專案的重要補充，尤其適合需要重大課程調整的殘疾型別，但包容性的SkillsFuture生態系統應促進殘疾人士與非殘疾人士共同學習的環境。藉助SG Enable及其他政府機構的技術和財政支援，我們可以建立一個全面且包容的SkillsFuture生態系統。
議長先生，我現在想談談確保殘疾人士和自閉症人士在保險覆蓋方面獲得公平對待的關鍵問題。
本月早些時候，多位議員和我本人關注了提升精神健康狀況人士保險覆蓋的必要性。我們強調了個人在為與精神健康歷史無關的身體健康問題投保時遇到的困難。殘疾人士和自閉症人士在處理保險事務時也面臨類似障礙。
隨著金融管理局（MAS）準備於2024年中推出指導金融機構採取公平且負責任的客戶服務準則，必須明確針對殘疾、自閉症和精神健康障礙人士的拒保、加費和排除標準的設定方法。這些指導方針應闡明遭遇歧視者的申訴途徑。
目前，個人的申訴渠道有限，唯一途徑是直接向MAS申訴。然而，保險公司對申訴的解釋可能受其內部政策影響而存在偏見。為確保更公正的程式，必須設立由政府官員、行業代表、醫療專家和殘疾專家組成的客觀第三方評審小組，以解決爭議，促進更公平的保險環境。隨著我們努力提升公平保險覆蓋標準，我期待新加坡不久後撤銷對《聯合國殘疾人權利公約》第25(e)條的保留意見。
包容性不僅是目標，更是我們作為團結新加坡人必須共同承擔的旅程。這一旅程深刻提醒我們共同的脆弱性。任何人都可能因遺傳因素或創傷經歷而暫時或永久殘疾。我們都可能患病，面臨健康挑戰，某天可能影響某些功能。這些提議的舉措不僅旨在確保平等機會，更致力於培育一個每個人，無論能力或背景如何，都能茁壯成長並作出有意義貢獻的社會。
讓我們攜手建立包容的SkillsFuture生態系統，確保所有人享有公平的保險覆蓋。基於此，議長先生，我全力支援2024年預算案。
議長先生：烏莎·錢德拉達斯女士。
下午6時45分
烏莎·錢德拉達斯女士（提名議員）：議長先生，閣下，我支援2024年預算宣告。特別是，我讚賞副總理黃循財先生在今年預算中對藝術重要性的明確表述。正如他所言，藝術有助於表達我們獨特的新加坡文化，加強我們共同的紐帶，使新加坡成為獨特的家園。我感謝他承諾在未來四年投資1億新元，推出最新的SG藝術計劃。
副總理表示，將提供更多多樣化路徑，使每個人都能努力成為最好的自己，這一表述令我深有共鳴。他提到，我們必須更加重視那些具備技術動手能力以及具備社會和同理心特質、能在服務崗位上出色表現的人。
雖然副總理舉了理工學院畢業生在其選擇領域中表現卓越的具體例子，但我們也不應忘記絕大多數從事非白領工作的人員，他們或許不是領域內的明星，但其勞動和服務對社會運作至關重要。
正如教育部鼓勵我們記住每所學校都是好學校一樣，每份工作只要能賺取體面工資，也應被視為好工作。這一點在過去兩天的議會辯論中多位議員均有提及。雖然本預算強調理工學院學生，藝術界人士也面臨工資相關的困難以及社會對其角色和工作的誤解。
就在本週末預算聲明後，我看到一位藝術家朋友在Instagram故事中抱怨，一位潛在客戶詢問她刺繡藝術品的價格。當她解釋作品定價是因為需親自花費40小時精心手工製作時，客戶輕率地回覆：“好吧，也許我會在淘寶買。”
更糟的是，該藝術家隨後在淘寶上發現了被盜用的作品圖片，這些圖片被不良賣家以遠低於她售價的價格冒充複製品進行銷售。這種對藝術作品的漠視和不尊重，是許多新加坡在職藝術家持續面臨的問題。
提高公眾對藝術的接觸和認識，將有助於社群理解並更好地欣賞藝術工作者在社會中的重要角色。為此，政府計劃讓藝術更易於所有新加坡人接觸，確實值得歡迎。我期待供應委員會辯論，屆時我們將進一步探討本預算宣告中為藝術界帶來的機遇。
接下來，我將談及預算中宣佈的兩項稅務變更，並希望部長能予以澄清。今年預算指出，為確保版稅收入待遇公平，將逐步取消目前對作者、作曲家和編舞者或其全資擁有公司的版稅收入僅徵收10%稅率的優惠，變更自2027評稅年度起生效。
2027及2028評稅年度，符合條件的納稅人仍可按較高的指定稅率申請優惠，但自2029評稅年度起，該優惠將不再適用。納稅人需申報版稅淨收入，並據此納稅。
回顧該優惠的立法歷史，我注意到該激勵措施於1983年預算宣告中引入。當時的貿易與工業部長陳慶炎博士表示，這將“鼓勵創意人才，如作者和作曲家”。他繼續說，“該優惠將使本地出版商能為新加坡及海外的作者和作曲家提供更優厚的條件”，並稱“外國人才將覺得在這裡出版作品值得”。
2000年，該優惠進一步放寬，涵蓋作曲家、作者或編舞者從新加坡音樂錄製或影視、舞蹈或戲劇製作業務獲得的版稅收入。推動當年所得稅修正案時，時任財政部副部長林行強再次表示，這些變更旨在“鼓勵新加坡藝術和創新的發展”。
先生，我對今年預算宣佈的優惠變更有幾點澄清請求。
首先，這些變更的理由是什麼？2024年預算材料中提到變更是為“確保版稅收入待遇公平”，原則上這是合理的。但如果該優惠的初衷是激勵創意工作，我希望部長能澄清現在撤銷該激勵的政策意圖。
第二，該激勵是否已達到鼓勵作者、作曲家和編舞者工作的目的？部長能否分享該激勵多年來的影響？最後，這一變更預計會產生什麼效果？財政部是否有預計因取消該激勵而增加的稅收收入？
我想談的下一項變更是關於所得稅法第14N條下裝修或翻新支出的稅務扣除增強。該條款下合資格扣除支出範圍現將包括設計師費或專業費。我認為這對設計師在裝修和翻新工作中的貢獻給予了重要認可，併為支付設計師公平合理薪酬的企業提供了良好激勵。
儘管如此，購買古董及任何型別的美術品（包括繪畫、素描、版畫、書法、馬賽克、雕塑、陶藝或藝術裝置）仍明確不允許扣除。雖然符合“裝置”定義的藝術品購買可能享有一般資本津貼扣除，新加坡稅務局（IRAS）迄今僅明確符合條件的場景可能限於與酒店業相關的業務，如俱樂部、餐廳和酒店。其他場所如辦公室的藝術品購買可能不符合條件。
我完全理解藝術品估價是複雜領域，但有方法可減輕估價主觀性帶來的風險。一種方法是依賴受信任且具認證的估價師，我們在新加坡擁有多位。另一種是擴大該領域專業估價師的隊伍。例如，臺灣和韓國的藝術畫廊協會設有正式的藝術鑑定和估價部門。
我們新加坡有自己的新加坡藝術畫廊協會（AGAS），目前完全由會員運營。雖然我理解政府已承諾以臨時專案或報銷方式支援AGAS的工作，但仍可做更多工作，協助該協會擴大其職能，使其運營能力達到區域內類似協會的水平。
例如，政府若能授權或資助AGAS委託研究本地藝術畫廊生態系統如何更好地支援經濟，將是良好開端。研究可涵蓋估價領域，甚至涉及與藝術相關的稅收和經濟政策的綜合研究。
總結這一點，雖然我歡迎第14N條下稅務扣除的增強，但希望政府未來繼續評估該計劃的條件，並考慮是否調整條件以鼓勵在新加坡購買藝術品。此類稅收優惠無疑將促進視覺藝術領域的發展和增長。
先生，儘管有這些澄清請求，我支援今年的預算，並再次感謝副總理在預算宣告中為藝術界發聲。
英文原文
SPRS Hansard · Fetched: 2026-05-02
[(proc text) Debate resumed. (proc text)]
Mr Speaker : Deputy Prime Minister Heng Swee Keat.
12.22 pm
The Deputy Prime Minister (Mr Heng Swee Keat) : Mr Speaker, Sir, first, let me thank the Leader and all Members of this House for giving your assent for me to give a very long speech. I hope that your patience will pay off in that you will enjoy your lunch when you are much hungrier.
I rise in support of the Budget, which lays out a confident path forward for Singapore, as our domestic and global environments change. I would like to focus on one aspect of the Budget Statement, growing the economy, which is one key part of Deputy Prime Minister Lawrence Wong's Forward Singapore Movement.
The global economy goes through cycles and we are currently facing a slow growth, high inflation environment.
This year’s Budget, including the Enterprise Support Package and enhanced Assurance Package, is comprehensive and includes good support for companies and households to tackle immediate challenges.
We also face sharp shocks to the economy from time to time, most recently with the COVID-19 pandemic. Colleagues would remember the five Budgets that we had to approve in 2020.
Responsive monetary and fiscal policies can provide stabilisation through the cycles and shocks to ensure that we do not fall into a deep hole. But in order to grow our economy for the long term and to grow sustainably, we need to embark on structural changes, structural policies which would transform our economy. Only then can we create good opportunities for Singaporeans and generate the resources for uplifting our people.
Such structural policies include what Ms Denise Phua said of the potentially game-changing investments to support and uplift workers, a theme which many of you have also spoken on. So, growth is important, but it is also getting harder to achieve because of both internal and external factors. As a small and open economy, Singapore depends on our connections to the region and the world to grow and thrive.
Today, the external environment is more difficult. While globalisation over the past three decades has brought great benefits and progress, the mood has since shifted from collaboration to competition. This is, in part, driven by technological innovations, including automation and AI, which are reshaping jobs and competitiveness across industries and countries.
Some major economies have turned more protectionist and insular and even adopted industrial policy to support strategic industries. "Friend shoring" and "de-risking" are quoted as strategies to strengthen resilience. These have reconfigured economic linkages and global supply chains. From globalisation anchored in economic competitive advantage, we are now seeing fragmentations based on political alignment. This, together with the recent upsurge in geopolitical unrest, has brought new uncertainties.
Internally, our domestic environment is also more challenging. Singapore's economic structure is now closer to that of a mature economy. The days of "catch up" growth are over and our resource constraints – labour, land and carbon – are becoming biting. Economic growth is the sum of labour force growth and productivity growth. But with our ageing demographics, the local labour force growth is shrinking quickly towards zero. So, we must therefore find ways to double down on productivity-driven growth.
But this too, is hard. Many advanced economies have only managed to achieve average real value-added per worker growth of less than 1% per annum over the past decade. And even as we invest in strengthening productivity, such as growing depth in certain industries, it is impossible to match the scale and size of larger economies.
Put together, these sound pessimistic, but I am, in fact, upbeat about Singapore's prospects. Overcoming challenges and finding new opportunities has been in our DNA since Independence. Each time when the odds were against us, we rallied together to find new ways forward.
Our economy managed to chalk up growth of 5% in the 2010s, even as labour force growth slowed to 2.1% per annum. Our sound monetary and fiscal policies have enabled us to stabilise our economy through various economic cycles. They also provided the confidence for long-term planning by companies and households, and ensured sustainable economic growth.
To continue growing the economy, we need structural policies to drive productivity-driven growth and take Singapore forward. We must continue to undertake and intensify our restructuring along three prongs.
First, our economic transformation movement has achieved steady momentum. To sustain this, there must be shared ownership and leadership in the coming years.
Second, we are shaping and strengthening our innovation ecosystem to enable high value, cutting-edge work to be done in Singapore.
Third, we must lean in to foster greater connection and collaboration and strengthen Singapore’s standing as a Global-Asia node for technology, innovation and enterprise.
First, on transformation. When the Future Economy Council was formed in 2017, a key piece of work it embarked on was the Industry Transformation Maps (ITMs). The ITMs were not merely about developing plans to be executed. The process of doing so was equally, if not more, important. The process involved 23 industries each identifying trends, challenges and opportunities they faced, then developing strategies to enhance productivity; restructure jobs and reskill workers; strengthen innovation; and internationalise.
The ITMs represent a more mission-focused and industry-driven approach to tripartism, where our Government agencies collaborated with businesses and trade associations and chambers (TACs), while our unions worked with companies to support workers' reskilling and enterprise upgrading. Through the ITM process, stakeholders across each industry built trust, identified synergies and shared resources and experiences. In so doing, they supported one another towards the shared goal of ensuring that their industry, enterprises and workers remained relevant and competitive.
In 2021, the ITMs were refreshed to take into account post-COVID-19 realities, including the importance of resilience and sustainability. This shared ownership of transformation is critical in today's world of accelerated changes and shifts, as it affords greater agility in our responses. Government plans and programmes will remain important, but when enterprises and workers embrace transformation, they can be at the forefront of seizing opportunities.
In some countries, transformation invokes anxiety and trepidation as it is associated with job loss or companies being forced out of business. In contrast, our 2023 National Business Survey showed that almost all businesses polled recognise the importance of business transformation, up from 61% in 2017. Our workers are not only aware of the need to upskill and reskill, but have also taken action. Our overall annual participation in SkillsFuture initiatives has increased from 380,000 people in 2016 to 560,000 people in 2022. While the efforts will take time to bear fruits, the indicators, so far, are positive.
Even amid structural shifts and sharp shocks from the COVID-19 pandemic, our economy has performed well and enabled us to grow the economic pie for all Singaporeans. Between 2016 and 2023, our economy achieved real value-added growth of 2.8% per annum. In the same period, our productivity growth, in terms of real value-add per worker, was 1.7% per annum. This is stronger than that of advanced economies like South Korea, the US, the UK, Germany and Switzerland. With these productivity gains, businesses were also better able to cope with the inevitable cost increases. Incomes rose as our economy and productivity grew. The median income of full-time residents grew at 1.5% per annum in real terms from 2016 to 2023. We will release a fuller report of the ITM efforts in a few months' time.
We have been able to sustain this transformation and achieve good outcomes because of our unique approach to tripartism. This productive collaborative relationship between employers, workers and the Government enables us to shape transformation and growth to be fair and inclusive. It is a very precious asset to keep Singapore dynamic and harmonious. In a world that is more fast-moving and complex, working in concert is even more important now so that we can harness one another's strengths to move forward faster and together.
Transformation must be a sustained movement. Like any successful movement, it draws strength from the trust and confidence of each stakeholder to collaborate. I thank our many leaders in the business sector, unions, TACs and academia for their contributions. One change which I observed, which we must build upon and expand, is how we have evolved our tripartism towards co-ownership and leadership. For instance, we convened the Emerging Stronger Taskforce at the height of the COVID-19 pandemic to explore how Singapore could rebound stronger. A key idea of the task force is the Alliance for Action (AfA), which mobilised private and public sector leadership to tackle specific, high-impact issues.
We have launched several AfAs. For example, the Singapore Business Federation and leading business leaders proposed an AfA on business leadership development. This AfA put together a concrete set of initiatives to grow our local timber and groom global-ready talent. Another AfA, on supply chain digitalisation, led to the establishment of the Singapore Trade Data Exchange (SG TraDex), a common data infrastructure that enables the trusted sharing of data across the trade ecosystem. This has grown more pertinent with the supply chain disruptions that we are now experiencing from geopolitical unrest. So, I thank members of the Emerging Stronger Taskforce and Minister Desmond Lee and Mr Tan Chong Ming for co-leading the task force.
Our TACs also helped their members navigate challenges and seize new opportunities. During the COVID-19 period, our Chinese, Indian and Malay Chambers of Commerce and Industry encouraged and supported SMEs to digitalise, both to ride out the pandemic and to position themselves well once business resumed.
The National Trades Union Congress (NTUC) has been a significant leader in transformation. In line with its commitment that “Every Worker Matters”, NTUC has gone beyond the traditional notion of unions by partnering companies to transform and provide better prospects for their workers. Over the past five years, NTUC has worked with nearly 2,000 companies through the company training committees (CTC). Through ops-tech roadmapping or operations technology roadmaps and skills gaps analysis, these committees helped to uplift companies’ organisational capabilities and improve work prospects for their staff.
Think about it. It is highly commendable that NTUC is not fearing technology, not fearing how technology will displace the workers, but is actually taking concrete action to uplift workers with technology, and this will become even more important as technology advances and more of our workers grow older. So, I hope that this House will embrace this same spirit when Members are debating the importance of technology.
One company which benefited from such a committee was Elitez Group, which provides human resource solutions. Partnering the Food, Drinks and Allied Workers Union, Elitez Group tapped on the CTC grant to implement two business transformation projects. These enhanced productivity and freed up capacity for its staff to be trained in higher-value tasks. As a result, 15 of their senior and professional workers were upskilled and received wage increments. A small step, but a big lesson for everyone.
It is also heartening to see larger companies serve as “SkillsFuture Queen Bees”, leaning forward to help other companies within their industries transform. For example, our logistics industry comprises many SMEs and is highly fragmented. ST Logistics, as the appointed SkillsFuture Queen Bee, shared its expertise and provided guidance on workforce transformation to smaller companies. In doing this, we upgrade not just individual companies, but tap on the broader ecosystem to achieve synergies and grow together.
Most importantly, we should be proud that our workers are taking ownership of their lifelong learning journeys and career development. Some 192,000 Singaporeans utilised their SkillsFuture credits in 2022 for self-initiated learning. This is encouraging.
Going forward, mid-career Singaporeans can use the new SkillsFuture Level-Up programme, with advisory and support from our agencies, unions and industry, to further their knowledge, skills and careers. This complements ongoing efforts to create pathways for continuous learning and upgrading through our Institutes of Higher Learning, often in the form of stackable micro-credentials, to build industry-relevant skills. In fact, I would encourage colleagues to look at the websites of all our universities to see the range of programmes that they have. And, as Mr Darryl David said yesterday, we must strengthen the linkages of our Institutes of Higher Learning (IHLs), businesses and unions further.
Taken together, Singapore’s approach to transformation is a proactive and collaborative one involving different stakeholders. This is unusual and enviable, as it enables us to build capacity and capabilities not just in certain pockets, but across the board. This is how we ensure that the opportunities and benefits arising from transformation can be shared by all, and Singapore grows in an inclusive manner.
I have spoken about how we are sustaining our transformation movement, through implementing the ITMs and strengthening collective ownership across different stakeholders. Let me now turn to another aspect of our next phase of our transformation.
I earlier mentioned how technology and innovation are reshaping competitiveness across industries and economies. This is something that the ITMs take into account so that industries and companies can remain competitive and ahead of the curve. Mr Christopher de Souza earlier had spoken at length on AI, in particular, generative AI, and so did Dr Tan Wu Meng earlier. For Singapore, technologies, such as AI and automation, augment our human resources and if we learn how to use this well, AI can be our augmented intelligence, as the Member mentioned earlier. So, we should think hard about how the future of jobs and skills will be transformed with automation and AI and, in turn, how we can restructure our work and reskill our workers proactively to take advantage of these changes.
Singapore’s next bound of growth must be powered by an economy that is technology-intensive, innovation-driven and sustainability-focused and provide good jobs for our workers. How do we achieve this?
First, to capture new opportunities, we must be at the forefront of understanding, discovering and translating science and technology to advance existing key economic sectors while building capabilities for new economic drivers of the future; researchers in our universities and research institutes to generate the body of basic scientific insights; companies and startups to translate these insights or discoveries into innovations and solutions that can be applied to industry needs or market demands; and finally, the right training and support for workers to take on new jobs created by these opportunities, which I had spoken about earlier.
This value chain is what we call the research, innovation and enterprise (RIE) ecosystem. The objective is to establish winning advantages in key economic sectors to strengthen Singapore’s position, uplift our local companies as well as create good jobs and opportunities for Singaporeans.
To achieve this, the Government must work closely with our RIE stakeholders – researchers, IHLs, startups, local companies and multinational enterprises – to co-fund and grow the ecosystem. This requires proactive shaping and patient investment. Given our inherent small size, we need to develop our local researchers and nurture our enterprises and startups while also attracting leading global companies and top research and entrepreneurial talent to form a strong ecosystem.
Many Members have earlier spoken about AI, and I would like to add that AI is one form of deep tech. There are many other forms of deep tech, and our biomedical sciences industry is a good illustration of this. Biomed is a deep tech area where scientific expertise is critical but the impact may not be immediately apparent.
Over the past two decades, we had steadily built up the ecosystem of researchers, companies and a skilled workforce. When COVID-19 hit, these capabilities enabled us to contribute to the global fight, including the development of diagnostic tests. This patient investment has also nurtured Singapore startups, like MiRXES and Lucence, whose groundbreaking solutions are making good progress in their next phase of development in large overseas markets like the US.
As such, the additional S$3 billion injection to our 2025 RIE plan, announced at Budget by Deputy Prime Minister Lawrence Wong, is a timely one, as we seek to deepen capabilities in new growth areas like AI, sustainability and advanced manufacturing.
Our efforts are going well. Singapore is ranked fifth in the 2023 Global Innovation Index, and the top in Asia. Many MNEs have chosen to site their research and development (R&D) and innovation centres in Singapore. Total business expenditure on R&D has grown significantly over the past decade, on par with GDP growth. We also attract global startups, funders and founders to Singapore through a vibrant slate of events, from the Singapore Week of Innovation and Technology (SWITCH) to the Lee Kuan Yew Global Business Plan Competition.
We have done well on innovation input. Our institutions and researchers have developed strong niches in areas like biomed, quantum and material sciences. We must now press on and continue to strengthen commercialisation and translational capabilities, to produce more “output” and capture value amid shortening innovation cycles and intensifying competition.
mRNA technology, the basis of COVID-19 vaccines, is a very good example. While the scientific research had begun in the 1970s, it was only in the 2010s that drug companies saw the potential in nucleic acid therapies and invested in translating the science into therapeutics. This was how they were able to develop effective vaccines within such a short time span.
With such a long gestation period, it is important that we proactively shape and grow the ecosystem with other RIE stakeholders, including global companies, startups and funders. Even as we continue to attract the right companies and stakeholders to grow our ecosystem, we can do more to deepen the innovation capacity of our students, researchers and enterprises.
We want to foster a generation of entrepreneurial youth and there are opportunities, such as the National University of Singapore (NUS) Overseas College and the Nanyang Technological University (NTU) Overseas Entrepreneurship Programme, to provide exposure to our students. Patsnap, one of our homegrown unicorns, is a product of such efforts. Co-founder Jeffrey Tiong first developed the idea of building a patent and technical intelligence search engine during his NUS Overseas College internship in Bio Valley in Philadelphia. Today, Patsnap has more than 12,000 customers in over 50 countries.
For our researchers, the opportunity to work with other global researchers is a valuable one. Through our Campus for Research Excellence and Technological Enterprise (CREATE), we are convening groups of top researchers from partner universities and local institutions to address complex interdisciplinary challenges in fields like urban planning and climate change.
We have more than 20 corporate laboratories, such as Applied Materials' partnership with the Agency for Science, Technology and Research (A*STAR) and NUS, which is geared towards Advanced Packaging and Advanced Materials research for the semiconductor industry. It is especially heartening that Nanofilm, a nanotechnology unicorn spun off from NTU, recently set up a corporate lab there in NTU. We hope to encourage more of such examples, to inspire our students to strengthen our ecosystem.
We also have the Industrial Postgraduate Programme where students do full-time postgraduate studies while undertaking an industrial R&D project at participating companies to help them gain industry-relevant R&D skills. In the area of deep tech, where innovation output is potentially high impact, but the process is lengthy and high-risk, we are doing more to support venture building, complementing efforts by the private sector. The objective is to support deep tech startups in overcoming technical, financial and market challenges while accelerating their growth.
NUS' Graduate Research Innovation Programme and NTU's Innovation and Entrepreneurship initiatives are just two platforms to do this. Both universities recently partnered Xora Innovation to pilot the launch of deep tech startups that are globally competitive and can address large global market opportunities. Amperesand, the first deep tech startup supported under this partnership, has already raised over US$12 million in seed funding to scale up its solid-state transformer technology for the fast charging of electric vehicles. Amperesand plans to deliver their first systems worldwide by 2025.
We are also supporting our enterprises, especially SMEs, to engage and participate in R&D, innovation and capability development activities. Our SMEs need not worry about their lack of scale, as they can tap on the research expertise and resources of our polytechnics to support them in their innovation journeys. There are 12 Centres of Innovation, covering sectors like aquaculture, built environment and electronics.
The Enterprise Innovation Scheme provides tax deduction and allowances on qualifying expenditures like R&D, intellectual property (IP) registration, IP rights acquisition, training and innovation projects with our IHLs. The Technology for Enterprise Capability Upgrading (T-UP) Programme supports pioneering SMEs in developing innovative products and processes by seconding public research scientists and engineers. Lion TCR, which develops new cancer immunotherapy products to treat life-threatening viral-related cancers in Asia, is one example. With the support of two scientists from the A*STAR Singapore Immunology Network, Dr Wai Lu-En and Dr Sarene Koh, Lion TCR's R&D efforts enabled its product offerings to be more cost-effective than current options and also improved its production efficiency. This has fueled Lion TCR's business growth and contributed to the company's global expansion.
For innovative local enterprises, joining up with larger companies provides opportunities to capture a steady stream of business and upgrade their innovative capacities. The aerospace industry is one such example. We just had the Airshow and top global companies, like RTX and Rolls Royce, have chosen to anchor in Singapore to tap on our strong base of precision engineering companies. Avionics companies, like Thales, are also having a deep presence in Singapore. Under the enhanced Partnerships for Capability Transformation Scheme that was announced at Budget, SMEs can partner larger companies to scale up and go overseas. And this is how we overcome our constraints of a small, domestic market. This is also a win for larger companies which can tap on the innovative capacities of the smaller companies to stay ahead of the competition.
The RIE ecosystem is wide-ranging with numerous players. For it to work well and result in tangible outcomes for Singapore and Singaporeans, we must invest in the different domains while weaving them together intentionally to build strong and reinforcing connections.
Our IHLs and research institutes must continue to invest in basic research and building up world-class capabilities, while also linking up with the industry to translate peaks of excellence into viable commercial products. We must continue to encourage our local enterprises to innovate and tap on larger local companies and MNEs to scale up and grow. The goal is for them to be key regional or global players in their own right, providing solutions that the market seeks.
By developing a stronger innovation ecosystem, we create a conducive environment for leading local and global companies to deepen their presence here and attract global funders and startups to be a part of our ecosystem. And in so doing, we sustain a virtuous cycle of creating more opportunities for Singaporeans and for Singapore.
This brings me to my final point. Given today's contested and uncertain world, Singapore must deepen our standing as a Global-Asia node for technology, innovation and enterprise to create new value for ourselves, the region and the world. Singapore is an outward-looking nation by necessity. It plays out in the way we build transformative capacity across different sectors and stakeholders and shape a strong RIE ecosystem that brings together the strengths of domestic and external stakeholders. These two elements reinforce our reputation as a trusted connector and node and our value add in a more volatile and uncertain world.
Our robust regulatory and legal frameworks are longstanding strengths that provide the confidence that Singapore is a trusted and reliable partner. We have built up strong connections to the region and the world through our extensive set of agreements. We have 27 Free Trade Agreements (FTAs) in force, 42 International Investment Agreements and around 100 avoidance of double taxation agreements, and we have since innovated and evolved new forms of cooperation, such as the four Digital Economy Agreements.
We have also strengthened connections to innovation nodes around the world through our Global Innovation Alliance. Our 21 nodes across Asia Pacific, Europe and the US facilitate Singapore-based enterprises to explore new markets and reap synergies. Thus, even as the rhetoric grows and cooperation slow, businesses and countries know that Singapore continues to be a constructive and neutral location for business, innovation and talent.
This is how the Economic Development Board (EDB) has, over the past two years, managed to secure investment commitments, which are above its medium- to long-term goals. The 2023 commitments are expected to create over 20,000 jobs, with a projected contribution of $26.7 billion in value-added per annum. And this is why Singapore is home to some 37,000 international companies and 7,000 MNEs, many of which use Singapore as their regional headquarters. Singapore continues to be among the largest sources of foreign investments into China and India, reflecting our value as a gateway for companies to explore opportunities there as well as in ASEAN. We must, therefore, lean in to foster greater connection and collaboration at all levels.
Domestically, it is about fostering co-ownership and leadership through the ITMs and our ongoing transformation efforts so that our industries, companies and workers are empowered and confident as they ride through new waves of change. It is about deepening linkages across our innovation ecosystem and connecting with other ecosystems and stakeholders, so that we can harness science and technology to find solutions to global challenges and unlock economic value.
And beyond that, it is about leveraging our trusted reputation and extensive networks to encourage like-minded partners to grow in Singapore, through Singapore and with Singapore. Mr Speaker, Sir, let me now say a few words in Mandarin.
( In Mandarin ) : [ Please refer to Vernacular Speech .] Since the founding of our nation, Singapore's economy has developed rapidly. Besides the relentless efforts of our people, maintaining economic openness, promoting trade and attracting foreign investment have also been key to our success.
Today, the global situation is unstable. Contestation between major nations, wars and disruption to the global supply chain and other factors have cast a shadow over the economic outlook. Many Singaporeans are concerned. Will our economy continue to thrive, and will Singapore continue to prosper? My answer is: I am very certain that Singapore can achieve this.
To continue promoting economic growth, we must continuously increase productivity, facilitate economic transformation, strengthen the innovation ecosystem and enhance international connections and cooperation, leading Singapore forward through a multi-pronged approach.
Firstly, we will continue to drive economic transformation to better respond to the changing economic landscape. In 2017, we established the Future Economic Council and formulated the ITMs, which has enabled our economy to maintain a steady momentum in the face of challenges in recent years. What heartens me is that our business leaders and employees are aware of the importance of transformation and skills upgrading, and act proactively.
Secondly, we must continue to strengthen our RIE ecosystem. This will allow us to consolidate our momentum in key economic sectors and enhance the competitiveness of local enterprises. In a conducive environment for innovation and business, leading companies can expand their operations here, enabling us to attract more investors and startups to develop in our country, creating better jobs and opportunities for our people.
Thirdly, we must strengthen international connection and cooperation to consolidate Singapore's position as a Global-Asia node for technology, innovation and enterprise. Therefore, in the current trend of global instability and a slowdown in international cooperation, we should uphold our consistent approach and continue to strengthen international cooperation, allowing international partners to recognise that Singapore is a reliable partner and giving businesses the confidence to invest here.
Mr Speaker, Sir, since our Independence, our forefathers have overcome various challenges and painstakingly built today's Singapore. Whenever we face difficulties, we will unite and seek new paths forward. Therefore, even in the face of current challenges, I believe that Singapore's future is still bright. Because I am confident that we can unite and move forward together to build a better Singapore for our people and our future generations.
( In English ): Let me now conclude in English. Mr Speaker, Sir, the world may be more difficult and our domestic constraints may be more challenging. But I have laid out the strong basis for my optimism that a small and open economy like Singapore can continue to thrive and secure our next bound of growth. By serving as a trusted node and connector, we can create value by facilitating connections and building new linkages in today's fractured global landscape. We can offer a strong innovation ecosystem with leading capabilities, talent and companies, making Singapore an ideal base to grow and build new ventures.
And with tripartism fuelling our collective transformative capacity, Singapore and Singaporeans can remain well-placed to partner others and seize new opportunities with confidence. This is how we can continue to keep our economy innovative and vibrant, and build a better Singapore with opportunities for all. [ Applause. ]
Mr Speaker : Mr Gerald Giam.
1.01 pm
Mr Gerald Giam Yean Song (Aljunied) : Sir, I thank the Deputy Prime Minister for speech. I would like to ask some clarifications. The Deputy Prime Minister said that AI can be our augmented intelligence and that we should think hard about how jobs will be changed with automation and AI, and he said that we need to reskill our workers to prepare for AI.
However, given that seven in 10 people have not used their SkillsFuture credits since the scheme was started in 2015, does Deputy Prime Minister Heng Swee Keat think that it will be useful to expand the use of the SkillsFuture credits beyond core subsidies and give all students and workers more opportunities for hands-on practice with deep tech tools, like AI? This could give results by helping them to boost their productivity at work, for example, summarising long documents or drafting professional emails and reports.
Mr Heng Swee Keat : I thank the Member for the question. In the first place, there are already a range of courses and, as I have said, when we look at the industry transformation and the workers' needs, what is very important is to ensure that the training and the utilisation of the skills are done in tandem. It is very good that workers are taking ownership of this training to upgrade themselves, but the impact will be even greater if they work together with the companies. Which is why I mentioned in my example of how the NTUC is working with the company to do operations and technology (opstech) roadmapping, to do transformation and, in tandem, work on the redesign of jobs and the reskilling of workforce. And it is not just in AI. It is in every domain of the technology that we want to make use of, that we want the society which is a lot more digitalised.
If you remember, even for our digital payment system, during the COVID-19 pandemic, we rolled out the CDC Voucher scheme, for which the Mayors came out with the idea. Later on, we moved to digital vouchers. Huge efforts were put in by our agencies to train our hawkers to install these devices and to learn how to use it. Just last evening, I was talking to a group of my residents during the Meet-the-People session, about what they were doing and how they were learning to use this. And everyone expressed appreciation.
So, our approach, whether it is the use of AI, the use of mRNA technology the use of simple digitalisation tools, has been an inclusive one. That is, we look at what needs to be done and deploy the right tool for the right task, and not just AI.
Secondly, one other very important thing the Member must bear in mind is that AI is a very rapidly developing field and it is something which our researchers are working hard on, to look at the different techniques of AI – it is not just GenAI, but the whole range of different AI systems that are being used – and how that can be used in conjunction with our needs. So, understanding what the real needs are and what you can serve, what are the safeguards that we need to put in place to ensure its proper use and how to put this together in a way that advances not just R&D work, but also the reskilling of workers, has to be done in an integrated way, and not in bits and pieces.
Mr Speaker : Assoc Prof Jamus Lim.
Assoc Prof Jamus Jerome Lim (Sengkang) : Thank you, Speaker. I appreciate Deputy Prime Minister Heng Swee Keat's discussion of the importance of SkillsFuture. In principle, I do not disagree with the potential benefits of the scheme. Yet, as my hon friend has shared, statistics reveal that, in recent times, take-up remains low. And in fact, many have yet to exhaust their SkillsFuture credits, even as the Government has proposed that we increase them. But perhaps, what is even more damning is that older workers, exactly the group that we hope will take on this task of reskilling, display significantly lower take-up rates.
My question is, in light of the wrenching changes that AI will usher in, how would the Government ensure that SkillsFuture will actually be able to increase its take-up rate and fulfil the objective of reskilling that it was meant to accomplish or is it revealing that there is a continued scepticism among our workers of the benefits of the scheme?
Mr Heng Swee Keat : Mr Speaker, Sir, I hope that Assoc Prof Jamus Lim is not a pessimist, because the Member said that the take-up rate is low and so on. You can look at it as a glass half empty or glass half full.
Name me a country which has started such an extensive SkillsFuture framework. I was the Education Minister for five years. Our students have done so well and now, our older workers are working hard to learn new skills. Name me a country where the NTUC is not only accepting change, but is embracing change and being a partner for change, in working on the Company Training Committee, in working with companies to do, not just training, but surprisingly, opstech roadmapping. They were trained by researchers from A*STAR to look at how companies can adopt technology and, in the process of adopting technology, how jobs can be redesigned and reskilled, so that workers can take on better jobs, with this huge amount of SkillsFuture funding and the range of courses. I think the Education Minister and the Minister for Manpower will speak more on this later.
So, we will have to take a different approach for different groups of workers. For those who are able to take ownership and do the courses on their own, who want to change their jobs, there is a range of options available. There are many companies that are taking action to redesign their workflow. I have been working very closely with the Singapore Business Federation (SBF) and that is why I mentioned earlier that the SBF has also set up an AfA on business leadership development. I have met the team who are doing this and, in fact, they are making very good progress. So, we have got to upskill everybody at all levels, including the CEOs of companies, to embrace change.
It is very good, in my view, that we are able to achieve this progress over time. And, in fact, instead of saying, "Oh, I am skeptical, I am pessimistic", if the Member has good suggestions on how we can do this better, play a constructive role, because with his professorship, he would know this well – play a constructive role, be a part of the team. We have so many members of the academia who are working with us and giving us excellent ideas. So, if the Member has great suggestions, I am open to considering.
Mr Speaker : Mr Gerald Giam.
Mr Gerald Giam Yean Song : I thank the Deputy Prime Minister for responding to my question but, perhaps, I was not clear enough in my question. I was not asking about more training. My point was that training has its limits and the adoption of the SkillsFuture credits is nowhere as much as what we would have hoped for. Only three in 10 have used their SkillsFuture credits. And so, the glass is not even half full, in that respect.
To acquire skills, workers need hands-on practice, which is why we are calling for an expansion of the use of SkillsFuture credits to use it for, perhaps, subsidies for the use of AI tools, so that they can increase their productivity and get some hands-on experience.
Mr Heng Swee Keat : Speaker, I remember Mr Gerald Giam's question is whether it can be expanded for other areas in a more appropriate way. This is certainly an area which the Ministry of Education (MOE) and MOM will be happy to consider if you have specific good suggestions about exactly how it can be used.
I have tried to sketch out what different people are doing – from the company training committees of NTUC to what the IHLs are doing. I suggested to all Members earlier to take a look at the websites of our universities and polytechnics, and they can see the range of courses that people can undertake and, with the SkillsFuture Level-Up Programme, there are even more courses that they can undertake.
For workers who need help, support and encouragement, we should all do our best to encourage them. That is why WSG and SkillsFuture Singapore have been mounting lots of programmes to reach out to residents, not only in trying to get a job, but also, my residents are asking, what are the courses they can do? I myself have participated in many of those outreach programmes and I must say that the response of many of our workers, including senior ones, is very encouraging.
You are right that training is not everything. It is one aspect of it. You need a collective effort, including by the managers and owners of businesses, to say, "I am going to take training seriously, but more importantly, not just training for its own sake, but how training can be translated into better job performance. And therefore, we can have productivity growth and I can reward my workers better".
Mr Speaker : Assoc Prof Jamus Lim.
Assoc Prof Jamus Jerome Lim : Just a quick clarification on my part. I absolutely agree that the SkillsFuture is a good programme in principle. And the challenge that I would put to the Government is how to ensure that it fulfils its original objectives. As for our participation in various suggestions for how we can improve it, I have made suggestions within the context of this House, but if we receive invitations from the various Ministries for us, or any of my Workers' Party (WP) colleagues to participate in these kinds of discussions, we would be more than happy to do so.
Mr Heng Swee Keat : Assoc Prof Jamus Lim, you do not need an invitation. You are free to provide your suggestion. After all, are you not from WP?
And by the way, let me make it clear that I have heard MPs on both aisles speaking about workers, and we have a very strong presence of our union MPs here and they will be speaking even more on this.
So, we all care about Singaporeans, and we want to do the best for them. So, you are welcome to give me your ideas, if you have very specific ones. But let me say that I would have to consider it, together with all the other good ideas. But good ideas are always welcomed. And I am just waiting for them.
Mr Speaker : Ms Denise Phua, did you raise your hand earlier?
Ms Denise Phua Lay Peng (Jalan Besar) : Yes, Speaker. I would like to also support Deputy Prime Minister Heng Swee Keat's "glass half full" perspective. We might actually be a victim of our own success. The SkillsFuture Credit take-up or adoption rate must not be seen as the only indicator of learning. Because of the big push for lifelong learning, I think, during that time and even now, there are many free courses that are implemented.
For example, I know that many IHLs – NUS, for example – have given a lot of free CET courses that do not require the use of SkillsFuture credits, in a sense. When the CDCs implemented the CDC Vouchers scheme, we had the whole pool of IMDA Digital Ambassadors who went all out to teach our merchants and our seniors, for example, how to use the digital vouchers. And it came free! It did not require the use of SkillsFuture credits. At the same time, I think, because what NTUC does – the free trainings, the training plans and so on – those courses are sponsored and paid for by the companies.
While we know that we can use more of the SkillsFuture credits, that must not be the only indicator, because there are lots of free programmes that did not require the use of these credits.
But do not let this go away. We have needs for that. I think there is more to do. But I just want to say that, let us not get too hung up on the adoption of the SkillsFuture Credit, because there are indeed, many courses that are free for now.
Mr Speaker : Deputy Prime Minister Heng Swee Keat.
Mr Heng Swee Keat : Mr Speaker, Sir, I would like to thank Member Ms Denise Phua for her comments because her comments reminded me of the tagline that I always said when I was in MOE – that you can learn from anyone, anytime, anywhere. In fact, peer learning is a very important aspect of that learning.
In short, it is really about an attitude towards learning, that we must inculcate this interest and passion to learn, and learn throughout your lives. It is not about the take-up rate and not about the courses, it is not about putting up more of these. Because a lot of the infrastructure and a lot of the courses are already there. It is not a question of why do you not do more of this or more of that. I think we can all focus on how we encourage everyone, young and old, to learn something and you can learn from anywhere. It does not mean you must take a formal course.
Mr Speaker : Mr Muhamad Faisal Bin Abdul Manap.
1.16 pm
Mr Muhamad Faisal Bin Abdul Manap (Aljunied) : Mr Speaker, Sir, in my time as a MP representing Kaki Bukit division of Aljunied Group Representation Constituency (GRC), I have had many interactions with Singaporeans, individuals and families from low-income households. These households have been most affected by the rising cost of living in Singapore and the issues they face are multi-faceted.
When Deputy Prime Minister Lawrence Wong delivered the Budget Statement earlier this month, I was heartened that there was significant attention given to this segment of our country's population. Today, I will speak with that light in mind.
It was reported on 12 February 2024 that the lowest-earning households in Singapore saw their real incomes dropped by 1.7% in 2022, after accounting for inflation. The same report, the data from the Department of Statistics, showed the median household income for the same period rose by 2.8%. In response, the Government has ramped up support packages for the lowest earners in this year's Budget, adding onto the measures that had been announced and implemented in 2023.
Deputy Prime Minister Lawrence Wong has also provided some details on the ComLink+ progress packages, where families with children from low-income households can receive financial top-ups when they work with family coaches assigned by the Ministry of Social Development and Family (MSF) on an action plan to meet certain goals. These goals include having children enrolled in preschool education, gaining employment, improving their financial stability and saving for home ownership.
Sir, I gather from the information released to-date that one of the goals of the ComLink+ progress packages is to prevent intergenerational poverty from taking root any further and I support moves that prevent further stratification of society.
In my experience, most, if not all, parents want to send the children to preschool and share a common desire to see their children get a good education. What often prevents them from sending their children to school are other tangible factors, such as the lack of places in nearby centres, concerns over their ability to pay the fees even after subsidies and financial assistance, pick-up and drop-off timings because the parents are working shift, among others. Top-ups to the Child Development Account (CDA) are useful throughout a child's education journey. However, they have far less of an impact on the immediate challenges a household may face in trying to keep their little ones in preschool.
I welcome the lowering of fees at childcare centres under the Partner Operator and Anchor Operator Schemes as well as the expansion of subsidies. I believe this will go a longer way towards helping lower-income families send their children to preschool.
On the matter of employment, low-income earners are among the most vulnerable segments of our workforce. Aside from their lower wages, job security is another concern for many low-income earners, particularly those in professions with no specialised skills. Low-income earners worry about being replaced easily or retrenchment, which can have an upsized impact on their families' livelihoods. I look forward to receiving more details about the assistance that the Government is planning for the involuntary unemployed.
The WP has called for the introduction of redundancy insurance since 2006. By whatever name, a scheme that provides a net for Singaporean workers who find themselves suddenly out of job due to events out of their control is something that is needed in a time where job security is not assured.
Sir, I note that the Government will be ramping up support for the reskilling and retraining of our workforce. I believe that despite this move, there will remain a sizable portion of our population that is wary, not because of the support level but because they are unsure of whether undergoing reskilling will improve their earnings and job security. The other generations may also need more help in assessing their training funds under SkillsFuture as many of them are not IT-savvy.
Sir, I believe every Singaporean aspires to own a home for themselves. But for young Singaporeans from low-income households, the path to home ownership is more fraught with risks. The two primary concerns are affordability and availability.
I note that support under the employment and saving packages are kept at $30,000. If you assume a 50/50 split in the amounts the household received for each section, the maximum amount of household receives for purchasing their own home is $15,000.
After including the grants, the price of a 3-room flat in the February 2024 launch of Build-To-Order (BTO) projects ranges between $127,000 and $172,000. Assuming the household successfully applies for a housing loan, the downpayment involved could range between $25,400 and $34,400. Even after accounting for the household contribution, the total level of support would be insufficient for the downpayment. Families with children find it more difficult to save to buy their own house because there are more immediate needs to be met daily.
The wait for a BTO unit can range from around three years at the fastest, assuming there are no construction delays. Even for Singaporeans from middle-income families, the long wait throws a spanner in the works when they are planning for marriage and children.
For lower-income families with children, the wait can have a bigger impact. It is a sad and unfortunate reality that the living environments in rental flats are often not conducive for young children. There are stresses and pressures that arise that have an impact on their longer-term development.
A more proactive approach may be required, for example, giving such households, which are ready to purchase their own home priority in the in the Sales of Balance Flats exercises or providing them assistance with purchasing a resale flat at subsidised prices.
Sir, there is a segment of low-income households who face a particular problem with securing housing – Singaporeans with foreign spouses who have not obtained permanent residence. They are not eligible to apply for a flat under the Public Rental Scheme as that spouse is not a permanent resident (PR). They also do not have enough income and/or savings to purchase their own flat. The situation affects their relationship with their spouse. The Singaporeans whom I met in this situation have been unsuccessful in applying for their spouse to obtain PR status or even a Long-Term Visit Pass (LTVP). They are effectively deprived of having a matrimonial life with their spouses in Singapore. Some of them also rely on their spouse to be their caregivers. We need to consider streamlining a path towards naturalising foreign spouses in Singapore, which includes housing policies for such families.
Sir, my final point is one that I have raised on previous occasions. I would like to reiterate my call that Singapore adopts the social protection framework developed by the International Labour Organization (ILO), an introduction of an annual social protection report which tracks the effectiveness and efficacy of our policies to uplift society. With clear key performance indicators, such as improved per capita household income benchmarked against the median, we can better track how well policies are working and do the necessary fine-tuning.
Sir, the United Nations (UN) is one that takes care of all segments and leave no one behind. I believe this is the sentiment all of us can get behind. Sir, I support the Budget.
Mr Speaker : Mr Edward Chia.
1.25 pm
Mr Edward Chia Bing Hui (Holland-Bukit Timah) : Mr Speaker, Sir, Budget 2024 empathises with the cost-of-living pressures experienced by all segments of Singaporeans and brings immediate relief. It includes enhanced Assurance Packages, rebates, SkillsFuture support and more CDC Vouchers. These measures show our commitment to Singaporeans that we have got their backs.
Budget 2024 also recognises that these are short-term measures. In the medium to long term, we need to boost real incomes in the face of rising inflation, especially for the middle-class. This is the only way to improve our standard of living.
To do this, we must equip our workforce with the skills for new jobs. We also need to support our employers to find new markets and grow. Workers should remain relevant and firms have to remain competitive. Workers' real wage growth can only be sustained when employers grow.
I have advocated in this House for measures that bolster businesses' competitiveness, enhance local enterprises' capabilities, such as carbon accounting to align with new procurement criteria, facilitate firms' growth through initiatives like Partnerships for Capability Transformation, and ensure retirement adequacy for seniors along with the creation of age-friendly facilities for them to lead active and purposeful lives. I am heartened by the additional support allocated in Budget 2024 for these crucial areas.
Mr Speaker, Sir, the initiatives announced in Budget 2024 are well-crafted and the challenge now is to ensure translation in the real economy that leads to real wage growth for Singaporeans.
Firstly, I will address measures to support lower-wage workers and attract MNEs. Secondly, I will share the challenges of hiring the right talent and the necessity of aligning workers' skills with company needs through programmes, like SkillsFuture Level-Up and the Job Skills Integrator programmes. Thirdly, I will explore alternatives to promote inclusivity and a sense of ownership among employees, enhancing their motivation and contribution to their companies. Lastly, I will propose a focus on Enterprise Singapore accreditation programmes to incentivise companies to prioritise inclusivity and social equity, fostering a more inclusive and sustainable economic environment.
Sir, first, support for lower-wage workers is crucial. Most of our workers are employed by our SMEs. Hence, support for our SMEs is critical to uplift local workers. A key area of concern for our SMEs is cash flow. The enhancement of the Progressive Wage Credit Scheme is a step in the right direction. However, annual reimbursements can strain cashflow. Hence, I would like to ask if the Government can consider shortening the period for reimbursements to aid enterprises' cashflows.
Secondly, we need to equip our workforce with the necessary skills and competencies to drive our nation's growth and innovation. Employers often tell me they struggle with hiring the needed talent to transform. This challenge has also grown due to rising manpower costs and a tight labour market.
The SkillsFuture Level-Up Programme offers an additional $4,000 credit. This is a commendable initiative to support individuals in pursuing skills development and career advancement. The eligible courses are selected courses that are oriented towards meeting industry and employment needs. I would like to ask how these programmes are selected or curated to keep up with job disruptions. What is the structure in place to ensure a swift feedback loop from employers on the relevance of curriculum and what are the procedures to ensure timely adaption? It is crucial to ensure that these programmes are aligned with the evolving needs of the job market and provide relevant skills for the future workforce.
The Job Skills Integrator Programme, introduced in Budget 2023, identify the nexus between new skills workers need and corporate objectives. I would like to ask how the Jobs Skills Integrator Programme dovetails with the SkillsFuture Level-Up Programme.
Human resources (HR) play a vital role in guiding employees to maximise benefits for the company with clear objectives. We need to examine how can HR act as an in-house career advisor. With enhanced SkillsFuture funding, the challenge is to ensure that employees, while in their jobs, can identify and acquire new skillsets aligned with corporate objectives. To do this, HR roles, particularly in our SMEs, will need to broaden. HR's spectrum ranges from administrative payroll tasks to the HR business partner (HRBP) role, which interfaces with the business to support its needs.
However, most SMEs may not have an HRBP role, leading to a lack of corporate alignment. For SMEs without an HRBP, chief human resource officer (CHRO)-as-a-service can be a solution to mimic the HRBP role and maximise SkillsFuture credits. This service could provide significant value for the SME sector and help grow SMEs to be large local enterprises.
Another feature of the SkillsFuture Level-Up Programme is the Financial Support for Full-Time, Long-Form Training. This is yet another major shift in our nation's support of life-long learning. Adult learners can take time off to pursue a long-form diploma with a provision of a monthly allowance of up to $3,000 for 24 months. This addresses the basic cost of living needs of an adult learner.
However, some employers have expressed concerns regarding the depletion of their workforce, as more employees take time off to pursue new diplomas. Could full-time diploma programmes be adapted to allow workers to continue working part-time in a firm? This arrangement benefits employers by mitigating manpower shortages while enabling workers to stay abreast of industry trends during their diploma pursuits. Also, how does SkillsFuture Singapore's existing career transition place and train programme align with and support this new initiative?
Mr Speaker, Sir, we need to align workforce training with corporate objectives and ensure that HR processes effectively guide employees towards skill development that benefits both the individual and the company. This alignment between employees and employers maximises the translation benefits of the SkillsFuture Level-Up Programme.
Thirdly, as we strive for innovation and technological advancements, we must promote greater inclusivity at the firm level. Given the increasing disruption in job scopes, there is a pressing need for improved job re-design capabilities.
Alongside the support for acquiring new skills announced in Budget 2024, it is essential to develop measurement tools and benchmarks for employers and HR to equitably assess salary ranges for newly acquired skillsets. This ensures that as employees upskill and both the individual and firm productivity improves, the gains are equitably shared between employers and employees. I would like to seek clarity on how the Government intends to provide job re-design measurement tools and benchmarks to facilitate the fair valuation of new skills sets in relation to productivity growth.
Furthermore, there is a growing body of evidence indicating that returns on labour are increasingly overshadowed by returns on assets, exacerbating the wealth gap in our society. Concurrently, employers are contending with high staff turnover rates and seeking effective talent retention strategies. Often, there is frustration due to misalignment between employees and the firm. Therefore, I suggest implementing measures that enable employers to share in asset appreciation upsides while strengthening the alignment between employees and the organisation.
One promising avenue is the more widespread adoption of Employee Stock Ownership Plans (ESOPs). ESOPs grant employees the option to purchase shares at a set price upon meeting performance goals, aiming to retain key staff long term. Psychologically, ESOPs instill a sense of ownership, boosting motivation and performance. This benefits both employees and employers, enhancing motivation, ownership and long-term success.
In the Netherlands, the tax point for stock options has been shifted to a more favourable time for employees, that is, when the shares become tradable, rather than at the moment of exercise or alienation. This change, effective from January 2023, helps employees manage the financial burden of taxation on stock options. In Bulgaria, amendments to the Commerce Act have led to the creation of the Bulgarian variable capital company, tailored to start-up technology companies. This new company type offers greater flexibility, for example, by reducing administrative requirements related to shareholding structures. In Ireland, some schemes allow for share allocation or options to employees, which include tax benefits after a certain period of shareholding.
There are also alternatives to ESOPs. For example, in the US, companies offering Phantom Stock Plans or Restricted Stock Units (RSUs) may benefit from tax deductions when the awards vest, providing they meet certain conditions. This encourages companies to implement such plans as part of their overall compensation strategy.
Comparing these models to Singapore's current tax incentives; while Singapore has a framework to support share-based remuneration, there may be room to expand these incentives to encourage a broader range of alternatives to ESOPs. This could involve introducing specific tax deductions or grants for companies adopting Phantom Stock Plans, RSUs or other innovative compensation models, thereby promoting a more flexible, diverse approach to employee ownership and participation.
Lastly, as we strive to create a more inclusive environment within the firms, it is also essential to consider how we can leverage investment and purchasing decisions to promote social equity. This brings us to the concept of impact investments and the importance of environmental, social and governance accreditation programmes.
Shaping investment decisions can promote social equity. Encouraging investors to support employee-focused companies drives change. The rise of impact investments creates opportunities to direct investments toward inclusive firms.
Increasingly, investors seek impactful capital utilisation. This presents an opportunity to connect capital with accredited enterprises. The landscape of capital flows has evolved to bolster impact-driven enterprises. This evolution entails a blended approach that merges philanthropy with investments. Blended capital encompasses grants, recoverable grants and equity, reflecting a convergence between philanthropy and impact investments. To augment this trend, I suggest that agencies, such as Enterprise Singapore and National Volunteer and Philanthropy Centre (NVPC), collaborate to devise programmes aimed at expanding the deployment of blended capital.
With increased consumer awareness, especially among the younger demographics, individuals prefer supporting positive-impact enterprises for societal gains. Environmental, social and governance-based accreditation can catalyse a shift towards virtuous purchasing and investing, fostering greater societal impact through these enterprises' endeavours.
To incentivise companies to prioritise inclusivity, I have called for the promotion of accreditation programmes, such as Company of Good by NVPC and B Corporation (BCorp). These accreditation programmes are important for investors and consumers to evaluate businesses that promote greater inclusivity. Acknowledging companies' commitment through such programmes deepens their impact.
A prominent local illustration of NVPC's Company of Good accredited entities is ABR Holdings, renowned for operating the popular Swensen's chain of restaurants. ABR Holdings collaborates with organisations, like Association for Persons with Special Needs (APSN), Asian Women's Welfare Association (AWWA) and Yellow Ribbon Singapore, to offer training and employment opportunities to individuals with special needs and ex-offenders. ABR Holdings not only serves delectable cuisine but also dishes out kindness to our community, exemplifying its commitment to social responsibility.
By amplifying the prominence of ESG accreditation schemes, fostering blended capital investments and promoting purchasing support for inclusive firms, we initiate a cycle of investment and social impact, ultimately advancing toward a more inclusive society.
In conclusion, Sir, Budget 2024 is a testament to our commitment to Singaporeans' dignity and stability, providing immediate relief and laying the foundation for long-term prosperity. By addressing the needs of our lower-wage workers, enhancing workforce training, promoting inclusivity within firms and leveraging impact investing, we are charting a course towards an inclusive and sustainable future. These initiatives underscores our dedication to ensuring that all Singaporeans share in our nation's success. Mr Speaker, Sir, I support this Budget.
Mr Speaker : Senior Parliamentary Secretary Eric Chua.
1.38 pm
The Senior Parliamentary Secretary to the Minister for Social and Family Development (Mr Eric Chua) : Mr Speaker, last year in April, when this House debated on a Motion of thanks for the address made by the former President, I made a case for adopting a life course, case management approach to support persons with disabilities (PwDs) and their caregivers. A familiar face that a PwD and their caregivers can talk to, candidly on future-care planning, employment or, perhaps, even where they could pick up a recreational sport in the community.
To enable PwDs to flourish, our national roadmap for disability inclusion, the Enabling Masterplan 2030 (EMP2030), identified three strategic themes: one, to strengthen support for lifelong learning; two, to enable independent living; and three, to create inclusive physical and social environments for persons of all abilities. Along with that, 14 focal areas, such as "learning beyond schooling years", "inclusive employment" and "inclusive public spaces" were highlighted. Consistent with the recommendations of the masterplan, I maintain that more can be done for this community.
Since the launch of EMP2030, we have continued to push ahead with our agenda of disability-inclusion. The first Enabling Services Hub (ESH) in the Tampines West Community Club and the Enabling Business Hub (EBH) in Jurong launched last year, were a few examples. The ESH and EBH symbolise our ambition to do better as a society. One where PwDs can partake freely in the community, just as any other abled-bodied person can and would without fear of stigma. It also paints our vision for a more inclusive workplace, one where more PwDs can sustain gainful employment, thrive and flourish.
As we continue pushing in this direction, I hope that as a society, we can work together to empower our brothers and sisters of all abilities, enable them to realise their maximum potential and to lead meaningful lives. To do so, policies and programmes alone are not enough. We also need persistence and participation – your participation, everyone's participation – to make disability-inclusion a hallmark of Singapore society.
In many areas, such as inclusive employment and availing of independent living options, the Government can and will take the lead. Yet, in other domains, such as the shifting of mindsets, everyday accommodations, community organisations, social service agencies, individuals like you and I, we all have a role to play.
Today, I dedicate my speech to the sharing of some everyday challenges that PwDs and their caregivers face, particularly those that exist at the intersections of service provision.
I recently spent good time talking with Dr Lim Hong Huay, a developmental and behavioural paediatrician. Beyond her professional credentials, she is a mother and caregiver to two children with special needs and, to her, I owe a vote of thanks for the central ideas in my speech today. I will touch upon three key ideas, namely: one, the critical role of the caregiver; two, better information and awareness; and three, stronger professional collaboration.
First, on caregivers. All of us, disability or otherwise, visit a doctor occasionally. How differently then does a PwD experience the healthcare system? A point Dr Lim made left a deep impression in me. The difference, she said, "was in the medical professional's practice of "the art of medicine"". According to an article in the Canadian Medical Education Journal, the "art of medicine" is simply a clinician's way of being when interacting with patients and family members. How doctors, nurses and allied healthcare professionals diagnose, explore treatment options, communicate and promote healing, these are examples of "the art of medicine". This made a lot of sense to me. After all, we are first and foremost, human beings, not merely humans doing.
For patients with disabilities, particularly those who cannot effectively express their own thoughts and feelings, the practice of the "art of medicine" becomes even more cogent. How a patient with disabilities respond to prescribed medication, side effects they may experience and so on, is often told through the keen lens of the observer, and that is their caregivers. Therefore, how healthcare professionals interact with and co-opt caregivers in the process of promoting healing is instrumental.
Caregivers are also often best placed to advise healthcare professionals on potential triggers, for example, bright lights, colours or sudden loud sounds, that might spark adverse reactions in their charges. Triggers differs from patient to patient and, therefore, including and intimately involving caregivers when working with patients with disabilities would, in many instances, aid the work of healthcare professionals.
Second, information and awareness. To be sure, there are many well-meaning healthcare professionals who want to better serve patients with disabilities and their caregivers by planning out their service experience in advance. They can be supported to do so if they have more ready access to information, such as an individual’s disability status, and are more aware of their accommodation needs. Better capture of disability data and sharing across sectors, including social services, healthcare and transport, would enable professionals to plan and do better for PwDs that they serve, according to their unique circumstances.
For instance, in healthcare, a longer stretch of consultation may be scheduled for patients who may face difficulty expressing themselves. A fixed rhythm of consultation sessions may be planned for patients that are used to certain set routines, for instance, seeing a doctor only in the mornings or scheduling patients only at the start or the end of a shift to significantly reduce wait time. All of these are plausible, and these tweaks can be quite easily made, so the service experiences that PwDs and their caregivers have with the healthcare system can overall be more positive.
Finally, my third and last point on tighter cross-sectoral professional collaboration. In their life course, PwDs and their caregivers interact with professionals and organisations from different sectors – doctors and nurses in the hospital or clinic, teachers and allied educators in the special education (SPED) schools and occupational or speech therapists in the social service agencies (SSAs). Across different sectors, we need to grow a culture of tighter collaboration. Cross-disciplinary sharing of professional practices would be a great start.
Take, for instance, medication. For some PwDs, medication is sometimes prescribed to help them manage behavioural outbursts. For example, risperidone is an anti-psychotic medication quite commonly prescribed to manage psychosis-induced agitation. We sometimes hear anecdotes of PwDs being taken off such medication prematurely, sometimes due to caregivers’ concerns or purely streetside hearsay about the potential side effects of such medication. Having non-healthcare professionals who interface with the PwDs and their caregivers on a more frequent basis – for instance, their speech therapists – can help to allay unfounded concerns of family members and overall, this represents a net positive for the PwDs.
In other instances, tools such as visual scheduling used by social service professionals to communicate a sense of routine and rhythm, particularly for autistic individuals, might unfortunately not be well understood and, hence, much less deployed as a communication strategy by healthcare practitioners when working with these individuals. My wish, therefore, is to see more sharing of professional practices across domains, so that there is not only better appreciation of each other’s work, but the opportunity to enlist one another in mutually reinforcing each other’s work is not lost.
There are obvious benefits to be had if professionals in different sectors could understand and help reinforce key messages among PwDs and their caregivers. For instance, having healthcare professionals take a more 360° view of the patients and caregivers they serve, by reinforcing messages, such as the importance of future care planning where opportune or, even better, refer them to organisations like the Special Needs Trust Company (SNTC). In other instances, having social work professionals help clear up doubts that PwDs and their caregivers might have about policies, such as CareShield Life, would only benefit the very individuals and families that these professionals from the different sectors are all trying to serve.
One last point on cross-sectoral collaboration. When PwDs move across different service sectors in the course of their lives, there almost always exist, today, an inevitable resolution loss in terms of what each successive organisation knows about the PwDs. Information such as unique circumstances that might trigger a meltdown, habits or routines unique to each person, the loss of such information along the way, among others, that affords each organisation working with the PwDs and their caregivers a better chance of providing a more person-centric service has to be minimised. This goes back to the point I made last year about taking on a case management perspective for each PwDs and how we should support them and their caregivers more systematically throughout the course of their lives. Mr Speaker, in Mandarin.
( In Mandarin ) : [ Please refer to Vernacular Speech .] Mr Speaker, the Enabling Masterplan 2030 has outlined our country's vision and plan to build a more inclusive society over the coming years. We hope that every individual in our nation will have the opportunity to reach their full potential. In my speech today, I would like to propose three key points for consideration and discussion.
First, in supporting the journey of PwDs, caregivers play a pivotal role. Where feasible, we should allow caregivers to participate in professional processes, such as medical consultations. Secondly, if healthcare professionals can have more information about PwDs, such as their individual circumstances and medical condition, they can better plan services and provide better care for PwDs and their caregivers. Third, professionals from different industries, when serving PwDs and their caregivers, can also collaborate more closely to provide a seamless service, focusing on the PwDs.
( In English ): Mr Speaker, our journey in disability-inclusion has been built upon the hard work, sweat and tears of many professionals in the social service, healthcare, education and many other sectors, as well as the many PwDs and their caregivers who have worked tirelessly to get us to where we are today. Standing on the shoulders of those who have come before us, it is now up to us to pick up the mantle, carry the torch and strive towards the day we work the word "inclusion" into obsolescence. Mr Speaker, I support the Budget.
Mr Speaker : Mr Zhulkarnain Abdul Rahim.
1.53 pm
Mr Zhulkarnain Abdul Rahim (Chua Chu Kang) : Mr Speaker, Sir, thank you for allowing me to participate in this debate. I rise in support of the Budget Statement made by the Deputy Prime Minister and Minister for Finance.
Sir, Deputy Prime Minister Wong said that Budget 2024 is about acting on the belief that so long as we stay united, work together and continue to keep faith in each other, we will be able to weather the storms ahead and emerge stronger. I resonate with that and share this belief.
I welcome the approach to draw from fellow Singaporean’s collective experience, expertise and feedback during the Forward Singapore conversations. This Budget takes those conversations forward and make them into concrete actions for our future. I am particularly interested in the measures to help our households and providing more assurance for families and seniors. My speech will be focused on housing options and enhancing liveability in the housing environment for families and seniors.
Firstly, on housing options and accessibility. During last year’s Budget debates, I raised several proposals to further refine the balloting process for BTOs for families and young couples. I am glad that the Government has not only adapted such recommendations but also ramped up the supply of BTO flats to meet the demand for housing.
White waiting for their BTOs, I met many young couples in Keat Hong who are living with their parents. They are newly married and waiting for their flats in exciting new BTO developments in Bukit Batok and Tengah. Most importantly, while living with their parents, they get to save up and enjoy the support to take care of their children and access to many childcare centres and amenities in the neighbourhood.
Keat Hong, where they grew up, is a place of warmth and familiarity. But family circumstances change and with the welcoming of another baby or two, the living conditions in the flat will be too cramped.
Hence, I welcome Deputy Prime Minister Lawrence Wong’s announcement in this year’s Budget of the new Parenthood Provisional Housing Scheme (PPHS) (Open Market) Voucher for one year, to support eligible families to rent an HDB flat in the open market. This helps young couples who are waiting for their BTO flats to have temporary housing. Previously, they need to join the waiting list for rental flats from HDB and the open market rental are out of reach for them financially.
All of these policy changes show that the Government listens intently to the various feedback via numerous consultations or through the Meet-the-People sessions appeals that we MPs sent on behalf of residents, for me, every Monday in Keat Hong and, after careful studying, implements them into action. The Government lends a listening ear and extends a helping hand. In Malay, Sir.
( In Malay ) : [ Please refer to Vernacular Speech .] This Budget provides more support for families in terms of financial assistance and housing. This comprehensive approach means that the Government not only helps specific groups but all levels of our society, from senior citizens to families to workers. One issue of concern is housing matters, especially for young couples with young children.
Last year, I suggested a way to further fine-tune the application process for HDB BTO flats. I observed that the suggestion provided was not only considered but it was also employed to help young couples who have just got married. To help them, Deputy Prime Minister Lawrence Wong has also announced a new voucher scheme that helps young couples to rent a house from the open market during the period when they are still waiting for the completion of their BTO flats. This voucher will help many from our community to get interim housing.
One of my Keat Hong residents, Mdm Nur, together with her husband and child, are living with her sister’s family while waiting for their BTO flat to be ready in four years’ time. A total of eight persons are living in the 4-room flat. Her elderly mother who has mobility issues is also living with them.
Mdm Nur cannot afford to rent from the open market due to her household income. Hence, she applied for a rental flat from HDB. However, the PPHS application opens once every two months and each application will take about four to six weeks to process. In the meantime, she is expecting another child and so, she would like to have some certainty and stability in her housing arrangement. During my Meet-the-People session, I appealed to HDB on her behalf, not just to get a rental flat, but also proposed alternatives like subsidies in the open market. I am glad that the proposal is now being considered by the HDB with the availability of rental flats vouchers in the open market.
The PPHS (Open Market) Voucher will be useful for families like Mdm Nur to have interim housing. I welcome this change. However, since according to HDB, the average waiting time for BTOs is between three to four years, I hope that such vouchers for rental flats in the open market can be provided for a period of two years, so that such young couples with children can enter into a longer tenancy period. This will provide greater stability for themselves and their children.
I hope more support can be provided to help our young couples and families alleviate their concerns for housing. I look forward to the announcements from the Ministry of National Development in this regard.
The hon Mr Faisal Manap had earlier suggested that residents of public rental houses be given priority to buy houses. But for me, this refers to just one aspect. We should also address the other aspects. We should not view the housing issue in silo. This is because there are many aspects of family life that should be considered and addressed.
Hence, with the joint effort of partners such as M 3 @Towns and the Dian Project, which engages families living in rented homes, we can provide support in various aspects including health, children's education and family matters. Project Dian@M 3 is rolled out in Bedok, Geylang Serai, Jalan Besar, Jurong, Chua Chu Kang and Tampines, and now supports more than 400 families in rental flats.
This is our collective effort. All these help families to move from rental homes to their own flats and not only for them own their homes, but also to ensure that they have stable jobs, educated children, a healthy family and a happy marriage. By having all of that, there will be stability in their lives, which is what we wish everyone to have. This is the way.
( In English ): Mr Speaker, Sir, one other aspect of housing is having lift access. Chua Chu Kang Town is undergoing various exciting developments, like the Jurong Region Line and a new hawker centre to be constructed in the town central. There are many residents who have lived in Keat Hong for decades and so they wish to live out the rest of their lives here. As I had stated earlier, there are also many young couples drawn by the exciting upcoming developments and have moved into the estate.
However, there are several blocks that had been designed originally without direct lift access, though they come with added privacy and exclusivity for their home owners. Nevertheless, as residents live in their blocks over the decades and age in place, direct lift access has become more important to them.
I had raised this issue numerous times in this House. Even after HDB’s Lift Upgrading Programme (LUP), there are still about 150 blocks remaining in Singapore that do not have direct lift access. There are segmented HDB blocks which have segments that do not have direct lift access, meaning that affected residents would have to take the lift to a floor, walk along a corridor or passageway, navigate and thereafter take the stairs up or down to their unit. Out of these 150 segmented blocks, 20% of them in Singapore are found in Keat Hong, which means these families do not have same-floor lift access. For residents who have been living in such units for decades, they now face difficulties and inconvenience as they age in place. I have spoken up previously on the LUP, the Lift Access Housing Grant and other solutions to support these families. I wish for more support in this regard.
One resident, Mr Tan, is an elderly man with an adult son who had suffered from stroke. He had been taking care of his son for decades. They live in a segmented unit in Keat Hong with no direct lift access. Previously, going to medical appointments would be a hassle, with him carrying the son down the flight of stairs to the next floor and navigating the corridors to the lift lobby. Now, with the Town Council, we provide complimentary stair-climber services that Mr Tan can call on so that we can assist him and his son the flight of stairs using a stair-climber machine.
Food or package delivery personnel also find it difficult to deliver because of the block layouts and differing lift access navigation routes. Some furniture or bulk delivery services are not available as well to these segmented units without hefty charges. In times of fire or medical emergency, our first responders also may find it difficult and there is a time lag to reach these segmented units in time. To help with the situation, we have introduced the Keat Hong WayFinder Maps at lift lobbies in segmented blocks. But this is just an interim solution.
Mr Speaker, Sir, do you know that in the US reality television (TV) series Amazing Race 2002 Season, there was a Singapore leg where contestants had to navigate a challenging detour. This was held in our segmented block in Chua Chu Kang. And during this detour, contestants had to find the right lift lobby, go up the correct flight of stairs to get to a segmented unit, where a contractor with a distinctive look in yellow boots will be waiting for them. It was Phua Chu Kang in Chua Chu Kang! After many frustrating attempts, contestants finally managed to find the unit.
My point is this: if the segmented blocks are so hard to navigate that they are deemed a worthy challenge in an international reality TV series, imagine the daily struggle for our residents, especially the elderly and those with young children.
We have to acknowledge the changing dynamics of our communities. With an ageing population and an increasing number of families residing in our flats, the need for adequate lift access is more critical than ever. Lifts are not merely mechanical devices; they are the lifelines to connect us to our homes and communities. With age, stairs can transform from a simple climb to an insurmountable obstacle. Accessible lifts provide a sense of autonomy and dignity to our elderly community members.
The same scenario can be applied to our families with young children and strollers who will need to navigate up the multiple flights of stairs daily. Based on my survey during house visits, almost two in three segmented unit flats in Keat Hong have either an elderly person or a child living there. In this regard, may I propose the following?
Firstly, enhance the Lift Access Housing Grant (LHG) from the current $30,000 to $50,000, which will make it more attractive for take-up. In an answer to my Parliamentary Question, there were 28 approved applications as at December 2021 for LHG out of an estimated 2,000 affected HDB units that have no lift access. That is a mere 1.4%.
Secondly, consider implementing chair lifts or, where technically possible, ramps or spiral ramps to connect a segmented unit floor to a floor with direct lift access.
Thirdly, where technical solutions are not possible, perhaps HDB can consider compulsory acquisition of such units and convert them to public rental housing, so that the occupants of such units will not be inconvenienced by the permanent absence of direct lift access because they are transient and will only be living for a short period of time.
Lastly, revisit the funding criteria model for LUP. Instead of considering the directly affected units, HDB currently only takes into consideration the affected units which are directly affected by the lack of lift access. We should also consider the other benefiting units which will benefit from the additional lifts that can add as contingency or redundancy plans.
By including such an approach, the dwelling units for each block that will benefit from LUP, using the examples in Keat Hong, would improve from a mere 12% to 15%, to more than 50% of the entire block. This means that the costs can be shared among more households to come within the LUP cost cap.
We should not discount the generosity and empathy of fellow Singaporeans to shoulder the burden of such LUP costs together. During the Selective Renewal Lift Programmes in Keat Hong, many non-segmented unit households experienced for themselves firsthand how it was like to live in a segmented unit when their serving lifts were temporarily shut down for renewal. The residents told me that they now empathise and would support a different approach towards LUP costing. I hope we can study these proposals and help our family residents.
Mr Speaker, Sir, in conclusion, I raise these examples on housing options and lift access for the elderly as a microcosm of what we can achieve together for fellow Singaporeans in this Budget and those to come so that our fellow Singaporeans can choose to live where they love and continue to love where they live.
In making our common spaces more accessible, we create environments that promote social cohesion and well-being. In helping our young couples to attain their dream homes, we not only fulfil their aspirations, but we also provide hope for their children. In embracing the importance of the lived environment and housing, we foster a sense of unity and belonging among our fellow Singaporeans, making this country truly a home we love where we live.
Deputy Prime Minister Lawrence Wong mentioned the need for Singapore to remain steadfast and united to weather the storms ahead. "Ships do not sink because of the water around them. Ships sink because of the water that gets in them." We must be united in spite of the foreign disruptions, divisions or influences. This Budget is a stark reminder to all of us to remain so in facing future challenges together. Mr Speaker, Sir, I support the Budget Statement.
Mr Speaker : Mr Zhulkarnain, I have a few of those blocks in my constituency. So, I can fully empathise with you. When I do visits to those blocks, you need more patience, you need to cater more time and you expend more energy. Ms He Ting Ru.
2.08 pm
Ms He Ting Ru (Sengkang) : Mr Speaker, the title of this year's Budget, "Building our Shared Future Together", is one which all of us should strive for. In the WP 2020 Manifesto "A Singapore For All", we outlined our vision for Singapore, which has a place for each and every one of us.
It is a positive development that we have agreement across aisle for ideas, such as supporting involuntarily redundant workers financially through a difficult period as they look to find their feet again. As a nation, we should be proud to see such good policies come to fruition because they work towards making sure that everyone benefits from our nation's progress.
To take the next step forward in Singapore's development, we should work on our expanded vision of progress and this vision can only truly and meaningfully be expanded if we have trust. In other words, we need to trust others with different views from us that they, too, are acting in good faith, even though they may differ in perspective. In particular, apart from asking people to trust our public institutions, we should ask ourselves if we trust our people. If not, why not? How do we work to ensure that trust is a two-way street? I will highlight some examples showing how trust is not yet a two-way street in Singapore, and try to explain why and how we should make it a two-way street.
The second half of my speech will speak of how we measured dividends we will reap if we achieve this mutual trust, and I will set out what this expanded vision of progress could look like.
First, what does the public know and what should the public know? The yearly revenue and expenditure estimates are a good place to start. This year, military expenditure is a single line $19 billion expenditure without further breakdown, despite making up 17% of the Budget. While official secrets are a concern whenever we talk about the military, is there really no middle ground in offering detail on the expenditure?
Likewise, in the case of the Police expenditures contained in the estimates, where projects named "Arapaima" and "Aegis" are allocated hundreds of millions of dollars each but the public are not provided even with a one-line description. How does one debate whether this spending is economic, efficient, effective or even enough?
Furthermore, with the Enterprise Support Package and a myriad of other schemes announced in the Budget, would there be publicly available targets published as to how many firms are reached and how the money is being put to use? How does the public know if schemes such as these, which is spent out of the public purse, are successful? Do we measure policy success by how much is spent or is success a measure of its outcomes?
The WP called for the creation of an Independent Parliamentary Budget Office three years ago, but what is more fundamental is the willingness to publish details. In 2012, then-Deputy Prime Minister Tharman Shanmugaratnam said, "Trust and transparency are two different parts of a system of accountability".
While there are admittedly security concerns, which means full transparency is not always possible, the solutions that WP has brought up in the past, like the Independent Budget Office, disclosing more information to Standing Select Committee members with secrecy safeguards can help negotiate this often difficult balance.
The Government needs the err on the side of transparency, publishing as much as possible, and it needs to agree to publish what is asked for, balanced against security interests. Legal instruments, such as formal right-to-know legislation, will help define what can and cannot be published. But the right to know is not accountability for accountability's sake. It helps us to have debates in good faith. If the Government sees that it has already been held accountable, then it debates with different views in good faith, which is the second point I would like to make.
With the Gini coefficient, for example, the Government has said that there is less inequality than other countries in the Organization for Economic Cooperation and Development (OECD) before taxes and transfers, but does this feel like the case when we speak to our residents? And if not, why?
Perhaps, it is because Singapore's Gini coefficient cites income from work while OECD countries count income from all sources, and commentators have also pointed out that household expenditure survey data has shown that income from non-work sources has been increasing in Singapore or, perhaps, it is because Singapore's Gini coefficient covers only Citizens and Permanent Residents (PRs), unlike other countries, and does not reflect that much of our essential but lower-paid blue-collar work, which is performed by our total foreign workforce of 1.5 million individuals. With over one in four Singaporeans marrying non-residents, some of these workers are also integral parts of our families here in Singapore.
But perhaps, a more significant contributor to this feeling is that there is another way of looking at our wealth, namely, wealth inequality. The UBS' Global Wealth Report indicates that Singapore's wealth inequality in 2022 is 78.8, substantially higher than Taiwan's 69.8, Korea's 67.9 and Japan's 65.
The OECD also states that we need to use a different measure to measure wealth inequality, and I believe that this can apply here, too. However, data on the distribution of household wealth is not easy to come by.
The Government previously said in 2018 that its Gini coefficient calculation needs to reflect the full range of Government policy interventions that are unique to the Singapore context. This is broadly true. Singapore does have unique policy interventions, given its small size and open economy. But this rationale, this focus on insisting that there is a right context, should not be justification to block the publication of data that people would like to see.
Trust is a two-way street and the lack of trust from the Government in not providing data to debate certain topics will breed the distrust in it in some quarters. On tackling inequality, aside from what specialists with an economics background tell us, I can only express what my constituents say and feel. If the public sees a gap in the information, then public agencies should, within reason, fill the gap with the correct information rather than say that there is no need to fill the gap.
My third point is that the Government should probably trust citizens to co-create. Forward Singapore is a good start. But we can take reference from the concept of citizens' assemblies. A well-known example of this is in Ireland, where the Irish parliament directors established a citizens' assembly in 2016 to deliberate several socially contentious issues. Ninety-nine citizens, demographically suited to representing Ireland's electorate, were chosen to deliberate the issues, with experts also brought into the forum to provide testimony and discuss case studies. Its findings on issues, like abortion, helped inform a referendum on the issue, with some praising the process for being depoliticised, bringing logic to a divisive issue and providing a space for listening, understanding and empathy to differing opinions.
Further exercises, similar to Forward Singapore, can thus bring in more independent expert testimony to provide evidence to participants, and these experts can and should have conflicting views. Exercises could then be designed to accurately reflect Singapore's demographics. Just as importantly, the Government should take up the task of responding directly to the findings and explaining what recommendations it would sign into policy and which it would not. There should be periodic independent public reviews of the extent to which goes out and such exercises have been met.
It is only with building our trust in the public can we meaningfully move forward to build a shared future together, which means proper transparency and accountability. To bolster this, we need to properly measure our progress and to measure things that matter to us.
For many years, both within this House and without, we have heard proposals of how important it is to measure how our country is doing beyond gross domestic product (GDP). However, periodic reassurances during Budget, Election and national conversation times that we are looking at Singapore's other factors of development apart from GDP are not enough. Measuring progress beyond GDP has to be part of our DNA. We must regularly quantify, measure and publish details on how we are doing and to ask that our policies formally consider the impact that they are having on these indicators, and whether or not our various policies and initiatives are successful in improving our collective well-being.
I would therefore like to reiterate the call I made two years ago, for Singapore to have a dashboard with measurements of how we are doing beyond GDP measurements. This is already not a new idea, and we can take a leaf out of New Zealand's living standards framework dashboard.
The New Zealand treasury publishes details about the measurement to use and for ministries on priorities for informing well-being, and it is fully disclosed to the public for transparency. The indicators show trends over time, distribution across population subgroups and, importantly, give the Kiwis a direct chance to view how their government is doing in improving their country's well-being.
While the specific details of what should be included in Singapore's dashboard would be subject to input from public bodies and the wider community, I believe the key areas that should be covered include the measurement of unpaid work, natural resource use, specifically, our people, externality cost in a form of environmental sustainability footprint, leisure value and our collective and individual well-being.
Earlier this month, during the Motion to debate mental health, I had spoken about our collective and individual well-being and what we can do to develop our strengths to protect against ill mental health and to promote flourishing. I had also, in 2022, spoken about issues relating to our environmental footprint. Thus, I will focus today on the areas of unpaid work and investing in our people.
First, unpaid work, that is what which does not receive directly remuneration but which nevertheless has an impact on our economy. This is usually broadly divided into informal care and domestic work, unpaid reproductive labour and voluntary work. For informal care, in particular, the Forward Singapore reports states that the Government will give more assurance to Singaporeans that they will be taken care of. This is particularly important to probably understand the often unpaid and unsung work and needs of our carers who are already delivering on our nation's collective responsibility.
In 2020, I called for, among others, time-use surveys to be conducted to better understand the work being done by our informal carers. Since then, the National Council of Social Service (NCSS) has published a survey in 2022, which aimed to better understand issues surrounding quality of life for carers. This comes after the 2013 survey of informal caring in Singapore.
While it is good that we are paying attention to the topic by having periodic in-depth surveys on specific issues relating to the provision of informal care, what these surveys do not contain is a regular and easily quantifiable measure of the contribution that is being made to our society and also indirectly to the economy.
Various academic papers have pointed out that the lack of a measurement of the total value of informal care giving in Singapore makes it challenging to inform and guide public policy. Although, in 2021, the Duke-NUS team estimated an annual cost of caregiving time of between $2.5 to $3.5 billion in informal care being provided for seniors aged 75 and above who need human assistance of daily activities. This is clearly a non-trivial amount.
Additionally, the Forward Singapore report also lists a variety of ways and means which policy can better support informal carers, such as enhancing parental and infant care leave, allowing more flexible work arrangements, and also financial support in the form of the Home Caregiving Grant and defraying early intervention costs for families with special needs children.
What strikes me, though, is that many of these policies have an underlying assumption that informal carers want to and are able to stay in some form of paid work as much as possible. Likewise, there is also little public information to measure the amount of unpaid domestic labour and voluntary work being undertaken in Singapore to formally acknowledge and incorporate the contributions that are being made to the nation.
Measuring the value of involuntary work was a call made by a 21-year-old undergraduate in the forum pages recently, which I quote, "We should do so, in order to give a fuller picture of how our economy is performing."
Having an annual figure of measuring unpaid work should also allow us to directly see if there are any effects that external shocks and events have. For example, whether and how the amount of informal care is affected by an economic downturn, which segments of the population are more affected by it and to allow the public to measure on a regular basis – the impact that our policies are having to support unpaid work.
Moving to our people; our only natural resource. This is another way of measuring how we value and consequently invest in our citizens. The New Zealand Living Standards Framework measures this as an integral part of the wealth of the nation in the form of human capability, defined as knowledge, physical and mental health and cultural capability. It includes in educational indicators as well as measurements on not just life but healthy life expectancy.
In line with an increasingly VUCA world – that is, more volatility, uncertainty, complexity and ambiguity – there is now rightfully more emphasis on lifelong learning and enhancements to the SkillsFuture movements are undoubtedly welcome for those who are considering pursuing midlife or mid-career training. Increasingly, we are also hearing about how paper qualifications should and will become increasingly obsolete. However, I hope that policies to encourage ongoing training do not inadvertently perpetuate an emphasis on paper qualifications.
Additionally, I hope that the SkillsFuture framework continues to work towards being more attractive and inclusive for Singaporeans across a broad spectrum. It is clearly an area which needs more work, as can be seen by utilisation rates of around 50% in 2022.
In short, we have to address structural barriers that may be preventing Singaporeans from making use of the schemes. After all, many workers have cited issues, such as the lack of time and the opportunity costs associated with attending classes, and have expressed reservations about forfeiting annual leave entitlements or the need to forego hourly wages to do so. Calls, such as those made by NTUC, for paid learning leave can go some way to addressing these structural impediments to workers taking up useful training programmes. Additionally, there have been concerns raised about the inclusivity of SkillsFuture clauses raised by non-governmental organisations (NGOs), such as the Disabled People's Association, which ask that more can be done to get training providers to provide reasonable accommodations to enable PwDs to attend courses. There are also reservations about having courses exclusively catered to PwDs, such as those through the Enabling Academy, which many in the community feel may be well meaning but ultimately, exclusionary.
Finally, I hope that priority will be given to sectors and areas where our social needs are strongest, when it comes to deciding where the $4,000 top-up for SkillsFuture Credits can be spent rather than focus only on industries that seem to have strong economic growth potential.
This would include care skills and training programmes in the wake of the accelerating needs of our ageing population, and also training in the fields of mental health, such as psychology, psychotherapy and counselling, and towards building a sustainable and strong contingent of the newly announced family coaches, whom MSF will deploy to work with vulnerable households.
To conclude, I hope that more than half a century of nation building means that we have now arrived at a stage where a diversity of views has a place in our society and that respect for disagreement is a hallmark of trust that is a two-way street. Greater transparency and more meaningful in-depth discussion may mean that we may take a more deliberative approach to public policy, which, in turn, should be seen as a means to improve. It is this approach to transparency and accountability, together with measuring our progress beyond GDP, that will ultimately help better inform our public policy debates and co-creation.
Mr Speaker : Mr Chong Kee Hiong.
2.25 pm
Mr Chong Kee Hiong (Bishan-Toa Payoh) : Mr Speaker, Sir, this is a forward-looking Budget with a balance of measures to help households and companies deal with rising costs and to make longer term preparations for the future.
One of the highlights of this Budget is the strong support for the upskilling and reskilling of our ITE graduates and middle-age and older Singaporeans. Reinforcing a continuous learning mindset and identifying improvement opportunities among Singaporeans will enable the population and Singapore to remain relevant in the evolving global economic landscape. The education top-ups, subsidies and monthly training allowances are unprecedented in scope and scale. This is a huge investment in our people.
I have two suggestions.
Firstly, the Government should consider tying up with the relevant industries to co-create curriculum and encourage pre-graduation job confirmations, so that upon completion of the courses, the graduates can have a higher rate of success of being hired by companies needing their newly acquired skills. One of the common feedback from some graduates of "train-and-place" programmes is that they have difficulties in finding jobs on their own.
Secondly, the Government should track the graduates of these courses and their subsequent employment and salaries to evaluate the effectiveness of this policy. As this is intended to be a long-term policy, at substantial recurring cost to our country, the Government should measure if the investment is yielding satisfactory results. If not, reviews, adjustments and changes will have to be made along the way.
Next, I would like to speak on support for SMEs. The underlying cost structure of our SMEs has changed significantly over the years. I appreciate the near-term relief measures in the Budget to help them cope with the rising costs. The $1.3 billion Enterprise Support Package will go a long way to help companies tide over current challenges and build long-term capabilities.
The increase in the maximum loan quantum under the EFS-SME Working Capital Loan to $500,000 will help them meet higher capital and cashflow requirements in an environment of rising costs. Some SMEs find it increasingly challenging to participate in Government projects as project scales increase, translating into higher capital and cashflow outlay and tender specifications. The Government can be more thoughtful in running the tender process to be more inclusive.
Regarding the additional $3 billion commitment to the $25 billion RIE2025 plan and over $1 billion investment in the next five years into AI compute, talent and industry development, may I suggest that a portion of both be ringfenced for SMEs or collaborations involving SMEs? We all know it is not easy for our SMEs to do R&D and incorporate AI development into their enterprises on their own, due to their smaller sizes and resource constraints. They need Government support for funding and collaboration with researchers and universities, as well as partner companies upstream and downstream. Otherwise, the digital divide between SMEs and MNCs will become wider.
Singapore is a small economy, and our economy is expected to grow at a slower pace going forward. It has become more urgent and important for our SMEs to source for more business and revenue overseas. To develop their businesses beyond our shores, SMEs need to understand and adapt to the dynamics of foreign jurisdictions, with all their different jurisdictions and ways of doing business.
Hence, there are opportunities to tap on the experience and skillsets of older professionals, managers, executives and technicians (PMETs) to assist SMEs in these aspects. For senior PMETs who seek changes in their careers or who are not employed, will the Government consider designing a systematic, structured framework to match them with SMEs which require their experience, knowledge and skills in the relevant markets and sectors? SMEs can leverage on their know-how, prior exposure to and familiarity with foreign markets to better navigate through the complexities and avoid potential pitfalls.
Next, I would like to speak on a topic which I have been following up on over the last few years, "Buy Singapore".
I would like to focus on our agrifood sector today. This is because it is a key pillar of our national food security, an issue which had been brought to the fore during the COVID-19 pandemic. We must be prepared for other crises in the future and the more local food production services we have, the less vulnerable we are to supply disruptions. We must continue to support and boost this sector, and ensuring its viability, alongside others, such as manufacturing and financial services.
To strengthen food security, besides sector-friendly Government policies and financial support, we need to develop a whole ecosystem to make the agrifood sector a significant economic sector.
Given a higher cost structure and lack of economy of scale, the strength of the Singapore dollar, our local produce is more expensive than imported produce. To differentiate our local produce and justify their premium, we need to increase consumer awareness about the advantages and benefits of our local vegetables, fruits, eggs and fish, among others. What public awareness and education programmes are in place to build up this knowledge and boost demand from our local consumers?
At Budget 2017, I appealed to the Government to do more to boost local demand by including a "Buy Singapore" requirement in their sourcing contracts. I would like to urge the Government to consider this again. A stronger official mandate will go a long way to boost demand. This will also send a signal to the market and consumers to support our own and encourage our local companies to keep improving.
In addition, are we on track in the development of local expertise for this sector? From agrifood practitioners to researchers, we need to nurture a new generation of talents in our technical institutions, polytechnics and universities to support the development of this relatively nascent sector, especially when we include the more cutting-edge developments, such as lab-grown protein and meat.
Would the Government provide an update on the progress of $60 million Agri-Food Cluster Transformation Fund? It was announced at Budget 2021 to help us move towards the "30 by 30" goal of producing 30% of Singapore's nutritional needs by 2030. Are we on track to meet this target? How much of the fund has been disbursed and what kind of projects does it support?
At the Budget debate in 2021, I had suggested that the Government includes agrifood developments in its green bond and loan issuances, and sizing them such that even small investors can participate in and do their part to support the growth of Singapore's agrifood sector. Would the Government share an update on what has been done to include our agrifood sector in our green finance market?
I would also like to reiterate my appeal for the Government to consider more risk co-sharing with investors and banks for green and sustainability-linked projects. Most of these will continue to be pioneering initiatives lacking track records. The Government's support will provide green start-ups higher chances of bringing their visions to fruition.
Lastly, I would like to ask about the progress and impact on Flexible Work Arrangements (FWAs) on our workplace and economy. The Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) are expected to be released later this year. The guidelines could include examples of reasonable and unreasonable business grounds to justify why requested FWAs can or cannot be provided.
I understand that for most of the public sector, working up to two days a week from home is the norm. Has the Government conducted any measurement of the effectiveness and efficiency of this arrangement on public service delivery standards to date? What have been the benefits and challenges of FWAs which had arisen in the past couple of years? In particular, as multiple members of the family from different organisations may be working from home at the same time, how do we safeguard against the inadvertent exchange of confidential information and the potential misuse of such information? What are the lessons the public sector had learnt which can be shared with private enterprises and organisations?
A deeper understanding of the relationship between FWAs and efficiency, information security and productivity can help us to come up with FWA policies that support and reinforce our global competitiveness. With this, I would like to conclude with my support for the Budget.
Mr Speaker : Ms He Ting Ru.
Ms He Ting Ru : Thank you, Mr Speaker, just a quick clarification. Earlier on, in my speech on the SkillsFuture framework, I mentioned utilisation rates of around 50% in 2022. It was my mistake. What I meant was training rates of around 50% in 2022.
Mr Speaker : Assoc Prof Jamus Lim.
2.35 pm
Assoc Prof Jamus Jerome Lim : In his Budget Statement, Deputy Prime Minister Lawrence Wong spoke about AI as a general purpose technology, like electricity in internal combustion engine, the computer or the Internet as such technology, AI, indeed has the potential to touch every aspect of our lives. Like Deputy Prime Minister Lawrence Wong, I firmly believe in the transformative power of AI for the future of our shared economy.
In an earlier speech on amendments to the National Productivity Fund, I explained how AI carries both perils as well as promises. But if we truly embrace this vision, I believe that we must also transform how we approach our policies in this AI age. This must go beyond pursuing excellence in AI research, embedding AI in Government services, upgrading our broadband infrastructure or even assure that our firms rapidly adopt AI. Such goals outlined in the National AI Strategy 2.0 are indeed laudable but incomplete. Rather, the impending structural shifts that our economy will face will alter the way that our businesses, workers and students will operate. One can think of this as a complement to the Member Dr Tan Wu Meng as well as Mr Christopher de Souza's earlier speech, but not just about the policies of today but also of tomorrow.
Researchers suggest that AI adopting firms tend to be larger, younger and relatively more productive. But to fully reap the benefits of AI in our economy, firms that are likely to fall behind, the SMEs, which are especially the incumbent firms in non-tech and non-professional sectors, must be presented with strong and urgent incentives to adopt AI.
This is a non-trivial task. Small firms are almost, by definition, that way because they have been relatively slower in seizing business opportunities and rationalising costs. The owner of a "mama shop", a renovation contractor, a hawker stall or a car workshop may feel that AI has no direct implication for how they run their businesses and, hence, prefer to adopt a wait-and-see attitude toward adopting AI solutions for their company.
Singapore's participation in the OECD-led BEPS 2.0 framework affords us a tailor-made channel for creating incentives for AI adoption across a whole range of firm types. Pillar 2 allows for refunds of certain classes of investments to be treated as income rather than tax exemptions. Deputy Prime Minister Lawrence Wong's proposed Refundable Investment Credit appears aligned with such qualified refundable tax credits. This suits per additional investments in not just R&D and innovation, but also the adoption of AI-enabled digital and professional services.
Yet, some words of caution are in order.
First, such incentives will be greatest for the largest firms since these are the ones covered directly by BEPS. But we must not forget SMEs and ensure that our "mom and pop" shops also see the strong benefits to pursuing Refundable Investment Credits, ideally through expanding outreach and promotion of the proposed scheme.
Second, while there is room for defining the scope of such credits, it is important to be mindful that BEPS rules permit countries to independently apply a top-up tax, which they may do if they believe that the tax rates imposed on firms domiciled here circumvents the spirit of the 15% minimum or subverts the intent of the credit to encourage sustainability or knowledge generation, in particular, if the Refundable Investment Credit is perceived as an instrument designed as a loophole. And this applies, to my mind, especially for investments meant to simply increase production rather than those targeted specifically at the green transition or R&D. They may choose countervailing action and exercise the top-up over on their end, thereby undermining the attractiveness of the Refundable Investment Credit in the first place.
This is why the seeming consensus arrived at in the Budget-related wish lists put out by the big four accounting firms here, all of which stressed the importance of refundable tax credits, may be worrying if, indeed, the intent was to return to a pre-BEPS world where accounting firms identify sophisticated strategies to enable MNCs to whittle away at the effective tax rates, with the concurrence of our Government.
Third, we need to be aware that the traditional argument favouring tax in capital more favourably than labour, under the premise that doing so would stimulate productive investment, may have to be re-examined. This is because an AI-driven economy tends to be weightless, and encouraging investment in yet more physical capital is nowhere near as important as accumulating intangible knowledge capital.
Fourth, and most generally, it is imperative that we no longer regard tax competition as our primary strategy for attracting foreign capital, a point that I had made in this House before. Rather, we should get the order right. We should aim to create an environment where our businesses are AI-enabled and our workers are AI-savvy, which will naturally attract investment from abroad.
But we should not stop there. The Big Data machine-learning algorithms and large language models that are at the forefront of the AI revolution are increasingly concentrated in the hands of a few powerful firms. This calls for pre-emptive action by governments, especially those with deep pockets and sovereign wealth funds, to take active exposures in AI companies, whether in publicly traded firms or via private equity. This not only allows the public sector to enjoy a returns upside, but also to ensure that they have a voice in AI developments that is ultimately in the public interest.
Of course, AI will not only alter the prospects for businesses but also our workers. Emerging evidence suggests that generative AI boosts productivity by about 14%. But among novice and low-skilled workers, the gain was far more, something to the order of 34%. This implies that AI augmentation will lead to a compression in the distribution of abilities and skills. As such, those who have hitherto been able to distinguish themselves, perhaps because of their talent or industry, may now find that edge blunted. The upshot then is that we need to question the sorts of skills that we are pushing our workforce to acquire.
Sir, skills may reside in unexpected places. It is certainly popular and sexy to suggest that the future economy will be in severe need of prompt engineers, cybersecurity specialists or digital marketers. But the current scarcity of such novel jobs will probably be relieved over the next few years, leaving it more likely that the skills involved will become enfolded into more traditional positions. Professionals of all stripes will need to learn the basics of delivering prompts through generative AI models, and marketers and salespeople will need to deliver their message across all media, including digital ones. And while we can never be certain, old-school artisan or craftsman roles could well make a revival as robotics have yet to deliver the sort of sufficient quality or range of uses on this front.
Moreover, certain skills that we may have until recently thought were future-proof, such as coding, writing well or statistical analysis, may quickly become devalued when AI tools can do the job just as well, if not, better, for a fraction of the cost and time involved. Instead, it is soft human skills, originality and critical thinking, empathy and teamwork, leadership and communication that will be ever more important, and these are not as easily replicable by AI. These are not skills well captured by certifications alone. Rather, they are nurtured through an emphasis on developing such ability in the classroom, even when they may not be formally evaluated. Or by self-reflection and feedback from managers and mentors, along with the concentrated efforts and experience over time in the workplace.
Economists have long recognised this. Even the most rudimentary models of human capital include not innate talent and years of schooling but also experience acquired from years of working. It is imperative, therefore, that we do not devalue alternative forms of knowledge acquisition beyond the classroom. That is why I believe that not only should the scale of SkillsFuture Credit be ramped up, as Deputy Prime Minister Lawrence Wong indicated in the Level-Up Programme, but its scope should be expanded.
At this point, I declare that I work at an institution that has the potential to benefit from SkillsFuture, and this is some of the suggestions that I had suggested to the other Deputy Prime Minister earlier on.
This means that allowing credits to be used not only for academic credentials but also for alternative learning modes, such as apprenticeship programmes or on-the-job training. I previously raised this possibility of such an expanded scope during the debate on the SkillsFuture Singapore Agency (Amendment) Bill, held in this House last year, and via various Parliamentary Questions.
I wish to elaborate on the idea here but take it a step further. I hope that we can consider allowing companies that are able to submit credible proposals for apprenticeship programmes to take on trainees that apply with their SkillsFuture credits. The offset from SkillsFuture would effectively mean a subsidised worker, which will both increase the attractiveness of taking on such apprentices while compensating the firm for the cost of on-the-job training provision.
Some may argue that the intent of SkillsFuture was to equip Singaporeans with new skills, not subsidise labour costs for businesses. But this misses the reality of how many modern skills need it and even the most evergreen ones are often acquired while doing the job, not before it. A close friend of mine, who trained as an architect but eventually went on to a very successful career in finance, once shared that he was offered his first job at an investment bank despite his absent background, because they would have to teach him everything that he needed to know anyway. Furthermore, training apprentices could ultimately leave for a position elsewhere, which also represents a risk for the business.
If we are truly concerned that companies may abuse the system to hire a stream of temporary workers with little transferable skills, we can always include a clause in the contract that requires a minimum duration of employment, post-apprenticeship, conditional on mutual agreement and reasonable performance, of course.
Such a change in how we value skills and training in an AI-enabled economy will become more necessary in the future, not less. This is not least because we cannot yet anticipate what kinds of jobs may become displaced by AI and what would become more important?
If anything, the lifespan of economically remunerative skills is likely to diminish. But while I fully agree with the importance of infusing the mindset of lifelong learning into our workforce, we need to simultaneously stress that learning and applying must not be equated to grades and certificates.
Inevitably, some workers will be displaced by AI. This is why Deputy Prime Minister Lawrence Wong's indication that there will be temporary financial support for the involuntarily unemployed, in other words, support for those that have been made redundant is important. The WP supports this move, not least because we have been proposing some form of redundancy insurance since 2011.
In my response to the Budget last year, I further elaborated on the desirable features of such an unemployment insurance scheme. In a nutshell, this entails balancing the trade-off between providing a safety net for those who have lost a job, also encouraging those displaced workers to expeditiously return to the labour market, rather than relying on the payouts as a crutch. Optimal schemes tend to combine reasonably generous salary replacement, albeit for limited time.
If we accept that AI will alter how we work, it becomes self-evident that we also need to go upstream and rethink how the AI revolution will alter how we educate. By this, I mean education for the masses, not just building a core of AI scientists and researchers, just to make ourselves a hub for AI innovation.
For starters, it is high time we internalise how straightforward knowledge accumulation and rote learning with constant repetition regurgitated through closed-book exams is no longer tenable, if it ever was in the "information is free" age of the Internet to begin with.
AI will further erode the relevance of simply knowing more facts and figures, being the fastest at solving known problems or being able to memorise long lists of nomenclatures or taxonomies. Rather, we need to teach our kids how to filter information, to assess and evaluate, rather than to accept without questioning. This means that they will need to learn how to ask good questions and to identify the right from the wrong but, more often, to also recognise the new ones and know that there is not any clear right or wrong. This, in turn, requires fostering a deep, intellectual curiosity in our students, one that instils the habits and imparts the tools necessary for critical interpretation and evaluation of data, as well as information.
Students need to be taught not so much what to think but how to think. That is why my party colleagues, Mr Pritam Singh and Ms He Ting Ru, emphasise the importance of access to information, so that we can encourage such thinking, even in the policy realm. This will upend many of our traditional educational strategies.
First, we need to reconsider the importance of high stakes standardised tests as a performance benchmark, since AI already outperforms humans in most exams or they will in the next few years, in areas ranging from accounting, to law, to medicine, to languages. Indeed, it has even successfully drafted several Bills for legislators.
While standardised testing has long been a mainstay of Asian society, the Keju was first introduced in China in the sixth century, and Indian Emperor Kharavela relied on competitive testing to select his officials in as far back as the first century BC, its continued use will need to be reviewed in light of the realities of the modern educational landscape.
The tempting, but wrong, solution is to ban our students from using AI altogether. We do our students a disservice when we insist carte blanche that using ChatGPT output constitutes plagiarism, because this would disadvantage them when they enter into the real world and are forced to compete with those with greater familiarity of how to integrate generative AI into their work.
But this does not mean that we eliminate assessment wholesale. Rather, evaluations should be performed continuously and holistically. We still need to impart numeracy and literacy, but these can be evaluated through dynamic debates and polished presentations through group projects and collaborative problem solving, and through the ability to pose quality questions as much as offer quality answers. Continuous assessment, a term that we have used to describe our model of evaluation since I was in primary school, needs to be taken far more seriously.
And Deputy Prime Minister Wong's decision to top up the Edusave Endowment Fund has the potential to contribute to realigning our mindsets on competencies beyond grades. But I would encourage the MOE to take bolder steps, such as increasing the number of non-academic awards, making final exams just a small fraction of the overall course grade and allowing through-train education without the Primary School Leaving Examination (PSLE).
I am aware of the subtle irony of this claim, coming from someone who has accumulated way too many academic credentials and taken way too many exams, and who still relies on teaching for a living. Be that as it may, I believe that we need to disabuse ourselves of the notion that the preferred path to professional, and personal, success lies solely in climbing the ladder of acquiring yet more academic qualifications. We inadvertently sell the rich diversity of gifts and talents of our population short, when we insist on holding fast to a mindset that the potential of a student is determined by how they fared in an exam when they were 12 or 16 years old.
Second, even as we implement AI in our pedagogy via the EdTech Masterplan 2030, we should not forget that customised learning, fostering digital literacy and equipping students with 21st century skills, all come back round to our teachers. Even as we fully empower our teachers with AI tools, we must also confer to them additional latitude to deliver the curriculum as they see fit, and make them facilitators rather than lecturers, or else learners will never fully exploit the full potential of AI.
Doing so will unlock what Sal Khan, founder of the online learning platform Khan Academy, characterised as "infinitely patient tutor[s]", a development that our tuition-obsessed nation will surely appreciate.
Finally, we also need to ask if the usual Nitec/Diploma/Degree pathway is still relevant in a world where the correlation between doing well in tests and translating that to practical performance is being increasingly challenged.
Mr Speaker : Assoc Prof Jamus, your last minute.
Assoc Prof Jamus Jerome Lim : Deputy Prime Minister Wong's announcement of the ITE Progression Award, an effort to provide additional financial support to ITE graduates seeking to enrol in diploma programmes, should thus be viewed in light of what AI means for credentialism. While upgrading skills is undeniably important, promoting the acquisition of yet another paper qualification may be an incomplete assessment of the upgrader's abilities or, even worse, proffer a misguided reassurance that doing so will necessarily translate into a job and hence, be disappointed.
I will conclude. Mr Speaker, while my speech has stressed on the importance of relying on AI to reshape our businesses, workers and students, we must not also forget that AI will transform the manner which we as policymakers approach our task. The last thing we want from a 21st century government and legislature is more canned answers and pro-forma solutions that look like they came out of ChatGPT.
More crucially, we need the courage and conviction to forge a new way forward that is unshackled from our old ways. This is something that AI, designed to riff off the existing corpus of knowledge, can never do.
Mr Speaker : Order. We have been in the Chamber for close to four and a half hours. I propose to take a break now. I suspend the Sitting and will take the Chair at 3.15 pm. Order.
Sitting accordingly suspended
at 2.56 pm until 3.15 pm.
Sitting resumed at 3.15 pm.
[Deputy Speaker (Ms Jessica Tan Soon Neo) in the Chair]
DEBATE ON ANNUAL BUDGET STATEMENT
[(proc text) Debate resumed. (proc text)]
Mdm Deputy Speaker : Mr Neil Parekh.
3.15 pm
Mr Neil Parekh Nimil Rajnikant (Nominated Member) : Mdm Deputy Speaker, thank you for allowing me the opportunity to discuss the Budget as presented by the Deputy Prime Minister earlier this month.
In my view, Budget 2024 cares for people, helps businesses focus their attention on improving, upgrading and expanding both locally and internationally while ensuring that business costs are better managed with Government assistance. Budget 2024 also boosts Singapore's premier position for attracting quality investments and helps create high-quality jobs for graduates coming out of our institutes of higher learning.
The big question before all of us is the need to remain committed to achieving these objectives as one people, one nation, one Singapore. With a cautiously optimistic outlook for 2024 and the economic stability that many of our trading partners are experiencing, Singapore businesses can breathe a sigh of relief.
However, Singapore needs to remain vigilant in view of the current geopolitical tensions. An escalation in any of the current conflicts could significantly impact a small, open, trade-reliant nation like ours, potentially affecting energy stability, inflation and global commodity prices. The business community welcomes many of the initiatives outlined in Deputy Prime Minister Lawrence Wong's Budget 2024 speech. Let me very briefly touch on some of them.
The measures in the Budget to support and stimulate growth by managing rising business costs are greatly appreciated. The $1.3 billion Enterprise Support Package, which includes a 50% corporate income tax rebate capped at $40,000 and a minimum cash benefit of $2,000, will be particularly advantageous for our SMEs. Given the four consecutive contractionary quarters faced by SMEs in 2023, as reported by OCBC's quarterly SME Index, this package is timely.
The Corporate Income Tax rebate provides temporary relief, enabling businesses to sustain operations and employment. This intervention is a strategic move to alleviate financial pressures, encouraging firms to invest in productivity enhancements. This could lead to a more resilient business environment and a win-win situation for the Government and business owners through greater economic activity and increased tax revenues.
The Enterprise Financing Scheme enhancements, including the SME Working Capital Loan increase and the enhanced maximum loan quantum for the trade loan, are also welcome developments. These adjustments will facilitate access to operational cashflow for SMEs and support businesses in internationalisation, ultimately reducing operating costs through leveraging comparative advantages in different sectors. These enhancements also facilitate businesses with greater access to financing and capital and to capture new growth areas.
Introducing the SkillsFuture Level-Up Programme for Singaporeans aged 40 and above is a commendable step. Including the $4,000 SkillsFuture Credit top-up that fills the need for lifelong learning, even in times of inflation. This initiative, coupled with the Mid-Career Enhancement Subsidy and a monthly training allowance of up to $3,000 for up to 24 months will significantly motivate individuals to enhance their skills. I believe the SkillsFuture Credit top-up will not only nurture talent but also allow those unemployed to build skills in different sectors and improve their employability into new roles by pursuing full-time diplomas at polytechnics, ITEs or arts institutions.
This provides a win-win scenario for both individuals and businesses. Individuals are well-equipped with better skills, lowering unemployment rates and pursuing jobs in sectors that offer better financial opportunities for their families. Businesses benefit from an increased talent pool with qualified individuals ready to dive into their sectors. The extension of the credit to 30 June 2025 will also allow individuals more time to decide on the career paths more suited for them and consider additional expenses when deciding to attend the courses.
However, it is very essential to bring along employers on board and change their mindset on investing in employees' training without fearing that they will leave after training. It is also important that employee training support includes workplace training, to improve the employability outcomes of our nation's investment in the training of our workforce.
As Deputy Prime Minister Lawrence Wong has highlighted, the most sustainable way to counter inflation is by bolstering our productivity by investing in human capital. Not only will empowering individuals with new and improved skills enable us to elevate real income through productivity gains, this will also allow Singapore to be better prepared for the ever-changing economic climate as well as create an agile and relevant workforce to better solidify our position in the world as more than a financial hub. I also believe the minimum cash payout of $2,000 to all companies which employ at least one local employee is clearly a new feature that will benefit many Singaporeans.
Madam, now let me touch on some of the other big-ticket announcements in Budget 2024.
The investment in schemes aimed at improving R&D and productivity, alongside advancements in AI and the nationwide broadband network will drive local productivity growth and attract foreign direct investments into Singapore. The RIE2025 plan, with the NPF and the Financial Sector Development Fund (FSDF) are strategic initiatives designed to cement our status as a global hub for innovation, technology and financial services.
By fostering R&D, promoting the commercialisation of innovative technologies and enhancing productivity, these programmes ensure our competitive edge in a high-value, efficient economic landscape. More importantly, these initiatives are progressive, ensuring that businesses lacking expertise and the ability to integrate with pre-existing technologies remain competitive and included.
Notwithstanding the uncertainties surrounding it, the implementation of Pillar Two of BEPS 2.0 on 1 January 2025 is a good strategic move for Singapore. Beyond low corporate taxes, Singapore offers a conducive investment environment with a skilled talent pool, a stable and business-friendly political climate, low crime rates, a robust judicial system and top-tier educational opportunities. These factors make Singapore an attractive hub for MNCs, even with a potential increase in corporate tax rates.
I also want to highlight the measures in Budget 2024 to touch on a very important subject, which is enhancing the retirement adequacy of Singaporeans.
The announcement for the closure of the Special Account and the transfer of the monies to the Retirement Account (RA) in 2025 is, in my view, a move in the right direction. There will be short-term pain for a few, while there will be medium-term and long-term gains for many. I also consider the most significant retirement-related move in the Budget to be the increase in the Enhanced Retirement Sum (ERS), which will enable members to receive more income from CPF Life.
From 2025, the ERS – the maximum that can be put in the RA – will be raised to four times the Basic Retirement Sum (BRS). This is very significant in our society which is ageing fast and with many more Singaporeans living long, healthy and satisfying lives.
With the higher ERS, a member can receive $3,330 a month from age 65 for life, against currently $2,530 at the current ERS level. With a prudent lifestyle, Singaporeans can retire and live gracefully in their golden years. However, I recognise the fact that for many of our fellow citizens, the most immediate goal is to reach the level of Full Retirement Sum (FRS), which remains at two times the BRS.
In order to make the path to FRS and then eventually ERS less steep, my recommendation is for the FRS to be adjusted down to 1.6 times the level of BRS from the current 2.0 times. In dollar terms, from the current level of $213,000 to $170,400, a reduction of $40,600 in the threshold. The lowering of this threshold will allow many more of our fellow citizens to enjoy the higher payout that comes with meeting the FRS.
Having some familiarity with how annuity payments are calculated and paid for, may I suggest that CPF LIFE and other annuity providers plan for these higher payouts for more citizens by increasing the duration of their fixed income portfolios? With interest rates at or close to the highest levels in the last decade, this is perhaps as good a time as any to increase the duration of their fixed income portfolios and enjoy the high rates that go with the longer duration.
Also, I would encourage the Government to re-energise its financial literacy campaign. While some of our fellow citizens are sophisticated, intelligent investors, many still do not understand basic concepts, such as the long-term benefits of compound interest. I would also encourage the Government to formulate a detailed but simple delivery platform to explain these CPF changes to our senior citizens. We want every Singaporean to be well informed about the rationale for this move and how it will help them when the time comes for everyone in the near future.
In summary, this is a Budget that directly confronts the reality that cost-of-living pressures exist for individuals while rising costs for businesses are a major challenge. It balances these two issues while reducing the risk of overheating the economy and increasing inflation. I believe this Budget will give businesses the necessary confidence to expedite their capital investment plans, which, in turn, will lead to growth in GDP and the creation of high value jobs.
In my view, the most important aspect of this Budget is that it provides for significant increase in benefits for individuals and companies without any new tax increases and without any need for any short-term deficit financing.
Maintaining fiscal discipline and protecting our Reserves is of paramount importance in what is likely to be a decade or two of rapid changes in the global economic environment with significant impact on a small, open economy like ours. Mdm Speaker, I wholeheartedly support this well-balanced, prudent Budget.
Mdm Deputy Speaker : Mr Xie Yao Quan.
3.28 pm
Mr Xie Yao Quan (Jurong) : Madam, it takes two hands to clap. That was my first and foremost reaction to this year's Budget Statement, aptly titled "Building Our Shared Future Together".
The annual Budget has always been about much more than how the Government spends in different areas. Fundamentally, the Budget has always been about the People's Action Party (PAP) Government's agenda for governance – its plans, its priorities, its statement of intent – and undergirding all these, a manifestation of the PAP Government's ethos and core values in governance. And for this year's Budget, the statement of intent is unmistakably about the 4G team's Forward Singapore agenda – to move Singapore and Singaporeans into an even brighter future.
In the Deputy Prime Minister’s words, Budget 2024 presents the first installation of plans in the Forward Singapore agenda. This must imply subsequent installations to come – "akan datang" – and I look forward to the unveiling of these future plans in good time. But as it is, the first installation of plans, as presented in Budget 2024 is, in my view, already breathtaking. The plans are bold, they are ambitious and they brim with gumption. They are a breathtaking set of plans.
But they are also plans I can describe in one phrase, that remind us that it takes two hands to clap, the Government, on the one hand, and citizens, whether individual or corporate and, oftentimes, the whole of society, on the other hand. The Government and citizens – two hands to clap.
The plans in the Forward Singapore agenda require the Government, citizens and the whole of society, to work ever more closely together, take action together, in order to make the plans happen. This, for me, is the crux of Forward Singapore. In other words, beyond having more information to facilitate further discourse, for me, the crux of Forward Singapore is really about action, taking action together, Government and citizens, individuals and corporates. Redoubling our commitment to work with each other and build a shared future together.
Because for a Singapore this advanced in its development and with scant playbooks to follow, for a Singapore that is navigating uncharted waters in an increasingly complex and troubled world, it can no longer be about the Government delivering the goods and citizens merely receiving. Going forward, it has to be about the Government and citizens figuring things out together, feeling the stones as we cross the river together. Building our shared future together. And it takes both hands to clap. That is what our social compact going forward must look like.
So, for the rest of my speech, I will talk about how we need to apply this basic orientation of action and collaboration between the Government and citizens in four areas under Forward Singapore and this Budget: housing, education, low-wage workers and healthcare.
First, housing. The PPHS (Open Market) Voucher supports couples with a child or children and waiting to collect keys to their BTO flats to rent HDB flats temporarily from the open market. This is an important move by the Government to complement the PPHS, which the Government is already ramping up. But for the Open Market Voucher to work, landlords – HDB flat owners – in the open market must play their part.
As it is, we know anecdotally that landlords are less willing to rent to couples with a young child because of potential disamenities. And so, it is not about rental price or rental market but it is about tenant profile. The Government cannot force or compel landlords to rent to couples with a young child. The Government can only provide the right scheme, the right market incentives, but the market must rise to the occasion and landlords have to do their part in order for the scheme to work. It takes two hands to clap.
Second, on education. The Government is taking huge steps forward in this Budget. One huge step is the SkillsFuture Level-Up Programme to support more mature workers. Let me first offer some quick thoughts on the $4,000 top-up in SkillsFuture Credit and whether this is really too little or insufficient to cover course fees. Let us look at things in perspective.
For part-time and post-diploma programmes, the full fee is typically around $19,000. But the Government is already subsidising 90% of such fees for Singaporeans aged 40 and above, or around $17,000, such that the nett fees payable to the Singaporean is less than $2,000. And so, the SkillsFuture Credit top-up of $4,000 will more than cover the typical fees after subsidies for part-time and post-diploma programmes.
As for a second full-time diploma programme, the full tuition fee from a quick search online is typically around $12,000 per year, or $30,000, over 2.5 years. But for all Singaporeans, the Government is subsidising 75% of tuition fees, or almost $23,000 over 2.5 years. And so, when Deputy Prime Minister Lawrence Wong said in the Budget Statement that the Government is giving every Singaporean aged 40 and above a second "bite of the education subsidy", this bite is, in my mind, worth $23,000.
On top of such subsidies, the Government is extending to the individual $4,000 in SkillsFuture Credit to cover more than half of the balance of the tuition fees. And so, the out-of-pocket fees for a second full-time diploma comes up to about 10% of full tuition fees. I think this is a fair deal.
Indeed, on top of all these subsidies and credits, the Government is also introducing a training allowance tagged to one's average recent income to reduce the opportunity cost of pursuing full-time studies mid-life. This training allowance is capped at $3,000 per month for up to 24 months; so, up to $72,000 in total. This is a truly bold step and I think it will be a game-changer. But indeed, if I were to have any criticism on the Level-Up Programme, it would be about this training allowance. Because, generous as it is, I wish the training allowance had covered Singaporeans for up to 30 months, instead of 24 months, so that the entire duration of a full-time diploma programme can be more or less covered. That six months more of financial coverage for an adult learner with a family, with caregiving needs, will mean a world of difference. For the Government, this would mean an additional cost of up to $18,000 per citizen. But I think the difference it will make will be well-worth the cost.
But coming back to taking two hands to clap. The Government has made this bold move through the Level-Up Programme for more mature workers. I think it is really up to our citizens, both individual and corporate, to work with the Government to make things work.
For individuals, to take the plunge and seize the opportunities to get a comprehensive skills reboot and secure for yourself a second wave in your career and life. And for individuals, it is also about making and embracing an intergenerational classroom, where younger and more mature learners learn how to learn together. This does not come naturally and it will take effort.
For corporates – enterprises and employers – they need to recognise the tremendous value of Singaporean jobseekers who have taken this skills reboot and operated in an intergenerational learning environment. Recognise the tremendous value that this training provides, hire the jobseekers and offer them roles and packages that reflect their true value.
Another huge step taken in education in this Budget is the ITE Progression Award to help young ITE graduates get a diploma and move themselves onto a better career and wage trajectory. It is a huge step by the Government because it will uplift ITE graduates early on in their lives, reduce inequality and keep social mobility alive. It is another truly bold step, another game-changer in my mind, in the Forward Singapore agenda.
And so, I disagree with the Progressive Singapore Party (PSP), who has said that the $10,000 award upon graduation and to be paid into CPF Ordinary Account is not so helpful, because it creates differentiation among diploma graduates. Well, the reality is, half of every cohort passes through our polytechnics and so, within our polytechnics, there are vastly different profiles of students with vastly different needs. And so, a differentiated approach for different polytechnic student profiles is pragmatic.
And more importantly, it is fair. The starting pay for an ITE graduate is around $8,000 lower than that for a diploma graduate on a full-year basis. And so, the gap in CPF Ordinary Account contributions alone is around $1,500 per year. Therefore, the $10,000 CPF Award can be seen as helping diploma graduates coming through the ITE route to close the gap, just in terms of Ordinary Account contributions, that is equivalent to the first six years or so of their working lives. The Award helps them close this gap and helps them to catch up with their counterparts in terms of saving for a HDB flat. I think this is patently fair. It is the right thing to do and I am glad that the Government has taken the bold and decisive step to do it.
But again, it takes two hands to clap. So, while the Government has taken this bold step, I hope more ITE graduates will be encouraged to take up this scheme, and upskill and uplift themselves. And as importantly, I hope more ITE students, both current and future, will have a strong goal to work towards and be strongly motivated to do well in ITE to qualify for polytechnic.
And for our corporates – our enterprises and employers – I hope they will accord ever greater recognition of the skills that both our ITE and polytechnic graduates possess, and join hands with the Government to continue uplifting the wages of both our ITE and polytechnic graduates in the workforce.
Madam, thirdly, on low-wage workers, there is strong consensus in this House to uplift them. And last year, the Government has announced it will invest up to $9 billion over five years, in both Workfare and the Progressive Wage Model (PWM), to achieve this.
The PWM works hand-in-hand with Workfare to uplift low-wage workers. Progressive wages are really "minimum wage plus". They are good for low-wage workers. And so, there is really no fundamental ideological difference between minimum and progressive wages that warrants our rehashing and repeated debating in this House. Rather, I think what this House should really discuss is how to make progressive wages work for our workers, how to translate policy into real outcomes on the ground. And on this, it really takes two hands to clap. The whole of society has to do its part.
Take the security industry, for example. There have been instances of service buyers – corporate clients – reducing the workforce mix when calling for new tenders because of progressive wage. In other words, because the wages of not just security officers but also senior security officers and security supervisors have to go up under the PWM, but the service buyer's budget remains the same, the service buyer cuts its requirement for senior security officers and supervisors in a new tender. This runs against the spirit of progressive wages. It causes our senior security officers and supervisors to lose out. In order for the progressive wage policy to achieve real upliftment of low-wage workers, service buyers must be prepared to pay more. It takes two hands to clap.
Fourth, on healthcare. I cheer the increase in per capita household income thresholds for various subsidy tiers. It is timely and it will give more than a million Singaporeans higher healthcare subsidies and keep alive the promise of affordable healthcare for Singaporeans. Specifically, it will allow, amongst other things, more Singaporeans to requalify for the "blue" Community Health Assist Scheme (CHAS) card.
I have met so many residents who got "bumped down" to the "orange" card or "green" card because their children are staying with them are earning a bit more than the "blue" card threshold. And so, with the revision in income thresholds more Singaporeans will get to keep their "blue" card or regain their "blue" card at renewal. The Government has heard and heeded the concerns of Singaporeans. And this is excellent news.
But it takes two hands to clap and so, I hope with this enhancement and with the larger Healthier SG movement, all Singaporeans will really take ownership of their health and make full use of the infrastructure, programming and financing support provided by the Government to stay healthy and lead long and happy lives.
Madam, let me conclude with a final thought. While the Forward Singapore agenda reminds all of us of the need to each play our part, it is also a real luxury that we are able to talk about these exciting plans and have sufficient funds to back up these plans. This has not happened by chance. Rather, it is the direct outcome of sound fiscal decisions taken year after year, over many years. Fiscal decisions, including the GST, starting in 1993, then 2002, 2007 and, most recently, 2022.
Our GST journey has spanned more than 30 years, more than half of our existence as an independent nation, taking the right decisions, time after time, steadily building up a sustainable revenue base for Singapore and designing a system of GST and transfers that is fair and progressive, does not hurt the poor and taxes primarily the higher-income Singaporeans and foreigners but benefitting all Singaporeans. This is what successive PAP governments have done.
Had we taken the easy way out on GST each time, starting from 1993, we would be $19 billion poorer today, literally. Nineteen billion dollars is our entire health budget. It is our entire Education and early childhood education budgets combined. It is also almost our entire Net Investment Returns Contribution (NIRC) today.
And so, had we taken the easy way out on GST each time —
Mdm Deputy Speaker : Mr Xie Yao Quan, you have less than a minute.
Mr Xie Yao Quan : — starting from 1993, we would be talking today about using almost all of our Net Investment Returns and not just a bit more than half of it. Had we taken the easy way out on GST each time, starting from 1993, we would be wringing our hands today, instead of talking about taking two hands to clap, amidst all the exciting plans under Forward Singapore. Fortunately, we are where we are today. Madam, I support the Budget.
Mdm Deputy Speaker : Minister of State Mr Desmond Tan.
3.48 pm
The Minister of State, Prime Minister's Office (Mr Desmond Tan) : Mdm Deputy Speaker, the Labour Movement welcomes the Government's support for workers in this year's Budget – a bold and balanced Budget, a forward-looking, a Forward Singapore Budget that reflects our social compact and our workers' compact, and a budget that addresses and takes into account NTUC's recommendations following our #EveryWorkerMatters Conversations, the report that was tabled in September last year.
At the joint press conference on 6 February 2024, NTUC's Secretary-General and the President of the Singapore National Employers Federation (SNEF), warned that we could expect a challenging year ahead. Great power contestation and regional conflicts have disrupted global supply chains and reshaped economic activities, leading to a rising inflation, affecting both businesses and individuals around the world, including Singapore.
NTUC also conducted our annual Economic Sentiments survey recently with 2,000 respondents. About two-thirds noted that their income has not kept up with living costs especially affecting our seniors.
Amid double retrenchment figures and slowing wage growth, the survey revealed worrying trends, with 40% of all workers expressing the likelihood of job loss in the next three months, up from 25% in 2023. This suggests prevailing insecurity, fear of job cuts and potential uptake in retrenchments in 2024.
So, what does all these mean for our workers and for NTUC as a Labour Movement? Does it mean we will have to brace for tougher times? Yes, but we also need to seize opportunities for change and for transformation. It is times like these that NTUC remains steadfast in our unwavering commitment to providing support for all our workers.
My fellow Labour MPs will cover a range of topics that addresses the needs, the aspirations, the concerns of different segments of our workforce.
My speech will focus on three key areas. First, amid uncertainties, how the Labour Movement and NTUC will continue to journey with our workers. I will make a call for workers and companies to join the union, for better protection as well as for business success. Second, I will give an update on NTUC's efforts to support workers' upskilling through various schemes and initiatives. And finally, I will continue to speak up for our middle-aged and middle-career workers who are facing significant challenges.
First, why join a union? Recent wave of lay-offs globally and locally has heightened apprehensions among workers about job losses. An example is the Lazada Singapore retrenchment which has brought into focus the role and the value that unions can offer to all workers as well as to businesses. Allow me to elaborate.
After the abrupt lay-off, Lazada Singapore Private Limited and the Food, Drinks and Allied Workers Union (FDAWU) eventually reached an amicable settlement. And now, they are focused on building a strong partnership for the mutual benefit of the company and for all the workers that are affected. The resolution includes an enhanced support package and training fund for affected members under the union's scope of representation, many of whom, in fact, are PME workers. Lazada's commitment to maintaining open communication with FDAWU is encouraging, underscoring the vital role the unions play in securing favourable terms for our workers, particularly during retrenchments.
I mentioned that many of the Lazada employees are PMEs. With 51% of NTUC members now being PMEs, NTUC will continue to represent all workers, regardless of collars, age or nationality or, what we often say, "All can".
Let me cite another example of how NTUC can support and the union has helped another PME. A senior account manager worked for 10 months and resigned in June 2023. During that period, she managed to close sales target for two separate teams, but she was told that if she was to leave earlier, she will not be eligible for the commission for her first team if she resigned. So, she sought the assistance of the Singapore Industrial and Services Employees' Union, after failing to convince the company herself. The union represented her case and met with the management and eventually, the management investigated and agreed to pay the commission by the end of last year. In the end, the member was grateful and maintained a positive relationship even as she left the company.
PMEs or not, union members can benefit from NTUC membership on workplace issues.
But it is not just a matter of supporting only our workers. NTUC believes in achieving win-win outcomes by supporting businesses to grow the pie so that workers can benefit by sharing the gains. NTUC leans forward to support our unionised companies in hiring, in job placements, upskilling and training and, more recently, in business transformation.
Allow me to say an example of how NTUC supported our unionised company, Dyna-Mac Engineering Services Private Limited. During the oil price crunch and COVID-19 pandemic, the company was experiencing business downturn. A newly appointed Executive Chairman and CEO, Mr AC Lim, shared that he was at his wit's end trying to turn around the company, when the Shipbuilding and Marine Engineering Employees' Union introduced him to the company training committee initiative (CTC).
Dyna-Mac took the leap of faith, formed the CTC and embarked on the OpsTech roadmap. Through the process, the company reaffirmed their business direction and goals, and received support from the CTC Grant. Today, Dyna-Mac is in the black and workers are sharing in the gains. So, when I joined Mr Lim at the last panel discussion on CTCs, he expressed strong appreciation for how NTUC has helped his businesses and his workers.
When I tell this story, unions and even businesses around the world may not appreciate how a union can actually support businesses or even employers. But with NTUC and Singapore, because of our unique tripartism, we were able to secure better outcomes for workers by not just supporting workers directly but also going upstream to support businesses. It is in tough times that the value of NTUC will come to the fore, in protecting our workers and helping companies grow their businesses. So, I urge all companies and workers to consider joining the NTUC family because, as brothers and sisters, we will grow the business together and we will ensure we secure better wages, better welfare and better work prospects for all workers.
Next, I will speak about how NTUC plans to continue our support for workers' upskilling. This is not new. NTUC has always maintained that for our economy to grow, our competitive advantage must be a skilled and quality workforce that is future ready.
But why is there an urgency now to step up our efforts in upskilling and training?
According to the World Economic Forum 2023's Future of Jobs report, over 75% of companies are planning to integrate Big Data, cloud computing and AI technologies in the next five years. While all these advances are expected to enhance productivity and drive growth, there is an anticipated short-term impact on workers and their livelihoods. Based on NTUC's annual Economic Sentiments survey, 3% already experienced negative impacts on their jobs as a result of AI and 15% are worried that they will lose their jobs. And of these, two-thirds are PMETs.
Last year, in the US, one of the longest labour disputes involving over 10,000 Hollywood Television and Movie Writers represented by The Writers Guild of America, along with 160,000 actors affiliated with other guilds, brought the entertainment industry to a standstill. The writers' main concern was the extensive use of generative AI, such as ChatGPT, to create scripts, raising fears that studios may therefore exploit AI to replace screenwriters and to reduce fees. After negotiations, Hollywood writers secured control over AI to prevent its use as a tool to replace them.
Additionally, white-collar layoffs seen in companies like Google, Duolingo and UPS are increasingly tied to productivity-boosting technologies like machine learning. This trend highlights AI's roles in automating routine tasks, affecting both blue- and white-collar jobs. The rise of AI and automation may lead to job displacements across sectors, including those in the high percentage of PMEs who form 60% of Singapore's workforce today. This underscores the need for a "just transition", ensuring that as AI changes work, society and the economy, the transition is implemented fairly, equitably and with considerations for all workers and communities. To navigate this transition, it is imperative for workers to engage in continuous learning, consistently updating our skills.
Our Founding Father, Mr Lee Kuan Yew, once referred a letter from the former chairman of the Japan Productivity Centre, Mr Kohei Goshi, who played a significant role in fostering a culture of productivity in Japan. Mr Goshi drew on the wisdom of a Chinese philosopher, Guanzi, and I quote, "一年之计，莫如树谷；十年之计，莫如树木；终身之计，莫如树人。" Translated, it means one may grow grains or trees for short-term gains but for longer rewards, one has to invest in growing men or in developing talents.
As we chart our way forward, NTUC pledges to continue championing our workers' interests to take action for them and with them. I am heartened to share that despite the uncertainties of technological disruptions, 52% of workers foresee the need to upskill to adapt to the rise of AI, based on NTUC's annual Economic Sentiments survey.
NTUC Learning Hub, for example, has recently launched the "X for Everyone" series of courses, addressing emerging technologies crucial for modern workplaces, such as generative AI, cybersecurity and cloud computing, as part of the Tech Talent Academy. I encourage all workers to update their skills to remain proficient in the face of the rapid developments in these vital technologies. Another initiative NTUC is working relentlessly in promoting upskilling is to drive the CTC, an institution to complement to SkillsFuture, and an initiative between employers and the unions to support businesses' transformation that can result in company-initiated training and skills upgrading for workers.
Since its inception in 2019, we have made tremendous progress. I am happy to update that we have formed over 1,900 CTCs to date, approved 168 companies CTC-grant projects, helped over 2,600 workers to receive an average of 5% wage increase and/or benefit from a career development plan and also equipped over 125,000 of our workers with skills to secure better wages and better work prospects.
I would like to share an example of a successful CTC collaboration with a progressive employer, Hydroflux Marketing, a homegrown company specialising in water filtration solutions. Through OTR, Hydroflux formulated a business strategy plan identifying areas for digitalisation, talent development and growth opportunities. With support from the Singapore Manual and Mercantile Workers' Union, the company successfully secured a 70% grant approval for its CTC project, benefitting 38 workers, 12 receiving an average wage increment of 8% and 26 impacted by the implementation of a career development plan.
Prior to the CTC initiative, sales staff faced limited career advancement opportunities. But with a new plan in place, Hydroflux is committed to providing career development structures exemplified by success stories, like Ms Alyssa Lim, who transitioned from an air stewardess to now a sales role. Ms Lim's dedication led to her promotion to a Senior Lifestyle Specialist role, showcasing the positive impact of CTCs and the implemented strategies.
So, we hope more companies will work with NTUC in forming CTCs and developing strategic plans for both business and workforce development. NTUC urges companies to tap on the CTC Grant that helps to navigate trends, such as AI, support workers' upskilling and enhance business productivity.
Besides partnerships with the employers, NTUC also works with our SkillsFuture Singapore. In June 2023, WSG piloted a Workplace Skills Recognition programme (WPSR) with NTUC and the National Centre of Excellence for Workplace Learning (NACE) in two sectors, the retail and the food services sectors. NTUC has been working closely with SSG and NACE to introduce CTC companies within these two sectors to pilot and to embark on a Workplace Learning:READY Mark certification. With good ground feedback and success from companies, such as King's Cart Coffee Pte Ltd, NTUC will continue to work with SSG and NACE to onboard more CTC companies to this initiative. In this regard, we hope that WPSR can be expanded to more sectors and availed to more companies for their benefit.
NTUC remains committed to offering comprehensive support for workers navigating through career transitions. Today, I am pleased to announce that starting from 1 April 2024, NTUC's Employment and Employability Institute (e2i) will assume an expanded role in the personalised placement landscape through the transfer of designated career centres and Jobs and Skills Centres from Workforce Singapore. With more strategically located career and job services touch points across Singapore, NTUC's e2i will bring personalised career coaching, job matching and skills upgrading services closer to the individuals in the heartlands and help all Singaporeans across diverse work types islandwide to find better employment and employability. More details about this development will be announced shortly.
Finally, I will speak about the support for a segment of our workers that is very close to my heart and have faced significant challenges – the middle-aged mid-career working people.
In my campaign speech in 2020 on national television, I spoke about this segment and that I will do my utmost to support them in their livelihood, to give them greater purpose and dignity. I did so in Pasir Ris, bringing job opportunities, organising job fairs and career networking sessions and working with many Government agencies.
But despite these efforts, many still struggled, and I met them across the constituency. I met this gentleman who was in his 50s when he decided to return from overseas to Singapore because of his son's National Service (NS). He was confident he would secure a job easily, given his extensive experience in sales and also management. He applied for numerous jobs during COVID-19, got a few replies and a couple of interviews, but zero offers for two years. Although it was not explicit, he sensed that companies find that his age could be a barrier. Some even said he was overqualified for the post that he applied for.
This gentleman was not looking for a high-paying job. He was prepared to take a pay cut, learn new things, go into a new area and start all over. But he was just not given the opportunity to do so. His wife has a health problem, his two children are not yet working, and he still has to put food on the table. So, he turned to driving Grab. At least that helped him to feel useful and helps to contribute to his family. After a year, he was finally offered a job at a fraction of his last drawn pay – even below what he could earn by driving Grab. He could not accept the offer and, as time passed, his confidence in himself, and also in the job market, dipped.
I recall receiving a message from him at 4.00 am one morning. And it says: "Mr Tan, I am still struggling to get back to normal employment to deal with life. Ageism is very real. Having worked so many years and so much effort to upgrade myself to stay relevant. Why are people like me still struggling?"
Well, thankfully he finally landed a good job after three to four years. His persistence has paid off. And, in between, he upgraded himself, took some courses and continued to persevere. But his struggle is real and I think he is probably not the only one who faces the same problem. We have to do more for people like him, especially given our ageing workforce and manpower shortage.
That was why, during Budget last year, I called for the Government to provide more support for mid-career workers by expanding the SkillsFuture Career Transition Programme to more sectors, so that more workers can benefit from the scheme and also to consider introducing training allowance that was introduced during the COVID-19 for trainees under this scheme. I also called for the Government to review training funds and allowances to support our workers in alleviating their concern for the lack of time and finances and opportunity costs when attending training.
So, I was particularly excited when Deputy Prime Minister Lawrence Wong announced in this year's Budget a very significant training boost for mid-career workers in his Budget speech, and I thank the Government for the decisive move in Budget 2024 to recognise that our mid-career workers who are above 40 years old need more help.
In my interactions over the last two weeks with many workers, including the gentleman I spoke about, these announcements are very welcomed and timely. Many commented the schemes announced are well thought out and decisive, and for a group of workers that really face difficulties. We look forward to more details to be announced at the Committee of Supply by the Ministries.
Now that the Government has made a very significant move and NTUC has continued to step up our upskilling and job supporting efforts, I hope that the employers will join hands with us, do your part to better support our mid-career workers, to more hire more of these workers, to pay them fairly based on their skillsets and experience and to provide protected time-off for their training and consider ways to recognise their skillsets. Mdm Deputy Speaker, in Mandarin, please.
( In Mandarin ) : [ Please refer to Vernacular Speech .] Esteemed colleagues in Parliament, since the announcement of the 2024 Budget, we have received a lot of positive feedback from workers. The Government has proposed many measures and schemes to support mid-career workers, uplift low-wage workers, assist young workers and families, help middle-aged workers obtain retirement adequacy and aid Singaporeans in coping with the cost of living. These measures and schemes were proposed after listening to the feedback and voices of workers and have taken into account the recommendations from the NTUC's #EveryWorkerMatters Conversations report. Our workers will benefit from the various plans and measures introduced by the Government.
Additionally, we sincerely hope that more workers can achieve these three points: firstly, join the union to bring more security to their careers and lives; secondly, make good use of the SkillsFuture training subsidies to enhance skills and keep pace with economic transformation; and thirdly, we urge middle-aged and mid-career workers to make good use of the subsidies provided by the new SkillsFuture Level-Up programme to pursue professional courses and strengthen their employability. All Singaporeans aged 40 and above can receive an additional $4,000 subsidy.
NTUC will continue to support workers in enhancing their skills, obtaining better wages, welfare and work prospects. We also encourage workers to make good use of these schemes and measures introduced by the Government and NTUC.
As the saying goes, learning is like rowing upstream, not to advance is to retreat. The same goes for building a career; not advancing is akin to retreating. For society to progress and economy to grow, workers must upgrade and the tripartite partners must work together. United, we can help workers improve and create a better future.
( In English ): The year 2024 is expected to bring challenges for both workers and businesses. However, echoing Deputy Prime Minister Lawrence Wong's sentiment, and I quote, "Singapore can take heart that the country has navigated similar external disruptions and shocks in the past and each time had emerged stronger than before."
Our resilience is evident in successfully weathering recent challenges, such as the COVID-19 pandemic, with tripartism at the very core of our efforts. NTUC remains committed to our partnership with the Government and the industry stakeholders with an unwavering focus on workforce development because every worker matters. We encourage workers to join NTUC, we call on more companies to collaborate with us on CTC and extend our gratitude to Government for the substantial support for mid-career workers in this Budget. Mdm Deputy Speaker, I support the Budget.
Mdm Deputy Speaker : Mr Patrick Tay.
4.11 pm
Mr Patrick Tay Teck Guan (Pioneer) : Thank you, Mdm Deputy Speaker. I rise in support of Budget 2024. It is a well-considered budget that aims to strengthen our nation's resilience to withstand the challenges of an uncertain global economy.
We are entering an era of work that is marked by precarity, where job security is no longer a guarantee. In 2023, retrenchments in Singapore more than doubled to 14,000 and the myriad of challenges, uncertainties and volatility persists. The climate crisis and new technologies like generative AI will bring about disruption and transformation to our economy, including the labour market in both speed and scale.
Jobs and skills obsolescence will persist and therefore workers of all collars and ages are now more vulnerable and understandably anxious about the way ahead. Earlier this month, NTUC's annual Survey on Economic Sentiments echoed this same worry and anxiety on the ground, where more workers are concerned about losing their jobs compared to the preceding year. At the same time, there are ongoing challenges of inflation and rising costs of living. From groceries to electricity and water bills, Singaporeans who find themselves out of a job are facing increased financial strain in meeting their basic needs.
During this exceptional and critical time, it is therefore imperative for the Government to re-evaluate our approach to unemployment and job loss. We must assure workers who find themselves involuntarily displaced or transitioning into more resilient careers that they will not be left behind without support. We must also equip our workers with the resources and skills necessary to strengthen their employability. Only by investing in our collective resilience and prosperity can Singapore prevent the adverse repercussions of economic restructuring and emerge stronger together.
To this end, I will focus on what I will call as the "2S" areas, of Support and Strengthening, for our workers: Support for the Unemployed, and Strengthening SkillsFuture and CET.
The first "S" of Support for the unemployed is a call I first made more than 10 years ago, here in this House in 2014. I have checked Hansard and found that the late Dr Goh Keng Swee, in March 1970, also in this House, spoke about and analysed the unemployment insurance, and also consulted the ILO before the Government made its stance and stated its approach. I am heartened that after a decade of lobbying, more MPs have joined me in this call including our Opposition MPs, that it has been adopted by the Government through Forward Singapore last October and announced by Deputy Prime Minister Lawrence Wong in his Budget Speech this year.
Temporary financial support for the unemployed has increasingly emerged as a key recommendation from the Labour Movement's engagements with workers and union leaders in the past few years. It started as a key recommendation from the NTUC-SNEF PME Taskforce, which I co-chaired with SNEF in 2021 amid COVID-19, where we consulted over 10,000 members of the public, union leaders and business leaders. It was reiterated again in our NTUC's renewed Workers' Compact last year, following a year-long engagement with over 42,000 workers, through our #EveryWorkerMatters Conversations.
PMEs represent a segment of our workforce that are particularly precarious when they become unemployed, because they typically have more dependents to take care of but take a longer time to find a new job due to their age and expected income. Upon re-entry to employment, there is also an increasing propensity for them to suffer from wage loss.
[Mr Speaker in the Chair]
Yet, unemployed PMEs are generally less likely to receive support from the Government in view of their earlier higher income. As a result, they may feel compelled to rush into the first job offer they find rather than taking the time to upskill or search for a job that better fits their skills, experience and aspirations. These workers may then find themselves entrenched in ill-fitting jobs in the long term.
According to a recent joint research study by NTUC and the Singapore University of Technology and Design (SUTD), this gap may have already materialised in our labour market. The study found that one in four workers experience under-employment arising from skills-jobs mismatch or, in other words, are over-skilled or overqualified for their current jobs. I think the greatest concern is with involuntary underemployment. I will share the findings from the report in due course on a separate platform, including on my socials.
After a decade of tireless lobbying, I am therefore elated to see our efforts recognised in the Budget 2024 with the announcement of a new temporary financial support scheme by the Government for involuntarily displaced jobseekers while they undergo training or look for better-fitting jobs. As the parameters of this scheme are being deliberated, I urge the Government to extend coverage to as many workers as possible, including the broad middle of affected workers and not just those in the lower-income bracket. Allow me to elaborate.
Two major disruption cycles to our local workforce are already in place – the phasing out of fossil fuels to transition towards renewable energy and the rise of GenAI. This means that previously secure jobs in fossil fuel energy production could face redundancy, as a necessary and inevitable focus on renewable energy demands different skills. AI is also expected to disproportionately impact PMETs, who make up slightly more than 60% of the workforce today, due to the computer-based content-generation work inherent to PMETs. Already, industry giants, such as Shell and Grab, have announced hundreds of job cuts from their Singapore offices, citing these two disruption cycles as reasons for restructuring.
As we continue to expect continued restructuring, reorganisation, and re-prioritisation in 2024, we must all stand prepared for any curve balls by ensuring that workers affected have the support and resources they need to adapt to and thrive in a new economic landscape. Although these industry changes may render some jobs and skills obsolete, they also have the potential to create more sustainable and meaningful jobs with better wages and generate new in-demand skills. If we are to ride this wave of change, we will need to reskill our workers and help them navigate career transitions.
Temporary financial support will therefore serve as a lifeline for displaced workers by providing them with ample space and time to upgrade their skillsets and secure better jobs. To ensure the successful implementation of this scheme, I would like to propose five areas of consideration on designing this scheme, which I call the "5A"s.
First, applicability. Temporary financial support for the unemployed should cover the broad middle of affected workers rather than only those whose incomes fall below the national median wage or lower-wage workers, to ensure that all who need support will receive it. I also implore the Government to consider extending support to those retrenched as well as those involuntarily unemployed for genuine reasons. By the same token, sector-specific support for workers in industries that may experience cyclical downturn will be a great augmentation, so that companies can cut costs to save jobs and not cut jobs to save costs. This will also nudge and encourage at-risk workers to proactively fortify their careers by upskilling or reskilling to transit to more sustainable careers.
Second, amount. Financial support should entail a sufficient amount that can tide affected workers over, based on a reasonable societal standard of a worker and his families' basic needs.
Third, ample time. The duration of financial support should suffice such as to allow for effective reskilling and job-matching while ensuring that the unemployed can get back to work as soon as possible and not become under-employed involuntarily.
Fourth, active labour market policy. Financial support, if any, should be reciprocated by workers doing their part to actively search for jobs and diligently attending training to ensure the affordability and sustainability of the scheme.
Fifth, and finally, accessibility. Access to financial support should be simple, seamless and prompt. More importantly, the scheme must not just be about providing financial help but must encompass active career guidance, coaching and employment facilitation to help those involuntarily unemployed workers identify suitable career pathways and access funded training under the SkillsFuture ecosystem.
This leads me to the second "S", strengthening SkillsFuture and CET.
As Deputy Prime Minister Lawrence Wong mentioned in his Budget statement, the Government and NTUC has consistently championed SkillsFuture and CET as pathways to good jobs and better wages. I would like to call for the Government and employers to continue working closely with NTUC and the Labour Movement to strengthen the SkillsFuture and CET ecosystem and better support workers' upskilling, employment, employability and career progression.
I recognise that the Government has invested heavily in providing training opportunities and generous subsidies, particularly through the newly-announced targeted $4,000 SkillsFuture Credit top-up which will be a great boon for our mature workers, and enhanced subsidies for selected programmes and training allowance for mid-careerists aged 40 and above from May this year. I look forward to hearing the fuller details at the Ministry of Education Committee of Supply. However, I wish to submit three points in this respect.
First, I applaud the SkillsFuture Credit top-ups and acknowledge that those below 40 years will eventually get a bite of this cherry when they reach 40 years old. However, I submit that we should extend the access of this $4,000 to other vulnerable groups of Singaporeans besides mid-careerists, such as the retrenched, unemployed and freelancers in need of individual initiated training and who may fall outside the scope of this top-up. I also look forward to more details on the types and category of courses which this $4,000 can be used for and for the Government to not just consider those programmes that lead to certifiable courses, but those that lead to employment and employability outcomes, whether directly or indirectly. This will include coaching and mentoring training to maximise one's potential and enhance career progression and employability.
Second, career conversion programmes (CCPs) should be widened to cover even more sectors and industries, as the current offerings may not be extensive enough to fully realise the potential and capabilities of those keen to embark on a career change voluntarily or involuntarily.
Third, in my work with the unions and the Labour Movement, I have gathered feedback that the current CCP model may not be viable for many PMEs, due to the relatively lower monthly training allowance during their period of training for some of the CCP courses. I think a good and useful proxy would be the IBF's Technology in Finance Immersion Programme, which offers a monthly training allowance of up to $5,500. With the latest announcement of a training allowance of up to $3,000 for those undertaking selected certification and qualifications on their own, I opine that the training allowance of our CCPs should be increased to keep pace with rising median wages, household expenditures, inflation and rising costs of living.
To conclude, while the challenges ahead appear daunting, let us remember that to pave the way for progress, we must first face adversity head-on. And the only way we can emerge stronger is together. Successfully transitioning our workforce through the rapid structural changes in our economy and seeking out new opportunities will require tripartite collaboration to help workers bounce back from setbacks and bridge the skills divide and gap. This can be achieved through the dual effort of Supporting the unemployed and Strengthening SkillsFuture and CET.
NTUC believes that "Every Worker Matters". We care and we will continue to take action to support all workers, so that no one is left behind as we strive towards better wages, welfare and work prospects. Mr Speaker, I support the Budget.
Mr Speaker : Mr Melvin Yong.
4.25 pm
Mr Melvin Yong Yik Chye (Radin Mas) : Mr Speaker, I support the Budget, which seeks to tackle immediate cost-of-living pressures, create more paths for social mobility and forge a stronger shared future.
Today, I wish to highlight the anxieties that many Singaporeans face in our current employment climate. MOM's preliminary data has shown that retrenchments have more than doubled in the past year and this is expected to rise even further. I will also talk about how we can better support our low-wage workers, by expanding the PWM to other sectors and exploring the Career Progression Model for skilled professions.
Sir, Budget 2024 continues the trend where social spending makes up the largest part of the Government's spending plans. It is no secret that Singaporeans are anxious about the steady and unabating rise in our cost of living. All of us would have felt the impact of inflation when we buy our meals at hawker centres and when we pay our monthly utility bills.
In NTUC's most recent annual survey on economic sentiments, 63% of respondents felt that their income did not increase sufficiently to match the rise in the cost of living. Our survey also found that older workers felt this more acutely, likely due to the short runway they have till retirement. Many young seniors in Radin Mas have also shared with me their growing worries about retirement adequacy, wondering if their retirement nest eggs can survive being eroded by inflation.
I am therefore heartened that Budget 2024 will enhance the Assurance Package by $1.9 billion. The additional CDC Vouchers, the Cost-Of-Living Special Payment, U-Save and service and conservancy charges (S&CC) rebates will go some way in helping Singaporeans defray the rise in prices.
In addition to alleviating immediate cost-of-living pressures, Budget 2024 continues the Government's trend of increasing our social spend to cater to a rapidly ageing population and to ensure social mobility. Between 2010 and 2019, we nearly doubled our social spending to $37 billion. During this term of Government, the budget allocated to MSF will increase by about 18%, from $3.9 billion in FY2020 to an estimated $4.6 billion in FY2024.
I fully support this, and I will speak more about the good work done by MSF during the COS debate. As we build our shared future together, we must retain our core identity as an inclusive society, a society where no one will be left behind.
The private sector and civil society can also do their part in the fight against inflation. I am happy to read about exemplary companies, such as NTUC FairPrice, Sheng Siong and DBS, just to name a few, that have rolled out meaningful initiatives to help consumers stretch their dollar.
NTUC has rolled out various measures to help Singaporeans mitigate the rise in cost of living. Initiatives, such as the $8 FairPrice Return Voucher for every $80 nett spend using CDC vouchers and the GST offset on 500 essential items, have helped many Singaporeans defray inflation. At Kopitiam, union members can enjoy a breakfast set starting from $2.20. Transport workers continue to pay 60 cents for a cup of "kopi O" or "teh O" at over 50 canteens operated by the National Transport Workers' Union. I was also heartened to read that DBS has extended its Five Million Hawker Meals initiative, which allows patrons of various hawker stalls who use the DBS PayLah! app to get up to $3 off their meals every Friday. Hawkers in my Radin Mas constituency tell me that this has helped to boost business and my residents tell me that the $3 offset is indeed substantive.
I encourage more companies to join NTUC and DBS in helping to alleviate the cost-of-living pressures for everyone.
Sir, various community initiatives have also sprung up to help tackle the increasing prices of our everyday essentials. In Radin Mas, we launched the "It’s On Me" programme in 2021, where patrons to Redhill Food Centre and Telok Blangah Crescent Food Centre can pay a little extra when buying their own meals to treat someone else, someone who may be in need. Since its launch in 2021, the programme has given away more than 100,000 free meals. Beneficiaries have told me that they deeply appreciate how, as a community initiative, "It's On Me" does not require any means testing.
To further assist vulnerable residents, Radin Mas launched the EZ-Meals programme just last month. Beneficiaries can approach more than 80 participating hawker stalls within the constituency to offset $3 from the price of their meals. This helps to keep the cost of food low for some 200 beneficiaries while providing a wide variety of food options.
To help consumers find the best deals and stretch their dollar, the Consumers Association of Singapore (CASE) launched the Price Kaki app in 2019 to allow for an easy comparison of prices of daily essentials. The app has since been downloaded by more than 150,000 users who use it to check the prices of over 10,000 daily essentials and about 75,000 cooked food items islandwide.
I am also glad that HDB and Government Technology Agency (GovTech) had recently launched the Great Budget Meal Hunt, creating a portal to crowdsource budget meal recommendations located at HDB coffee shops. Together with Price Kaki, this will provide consumers with greater awareness and more choices to help them stretch their dollar.
Following the success of the Price Kaki app, CASE realised that, over time, we have built up a substantial number of "super users". They use the app daily and share deals with their family and friends, often by sending a screenshot of what they see on the app across their WhatsApp groups.
The Price Kaki team has spoken to some of these super users, who tell us that they hope to be able to share these "lobangs" and promotions within their own neighbourhoods with other users using the app, so that we can build micro-communities of like-minded individuals. I call these users our "Price Kaki Champions" and we value their feedback. CASE will, therefore, enhance the app by launching a community feature in Price Kaki. This new function will be available in a few days' time and will allow users to share reviews, in-store promotions and tips to better stretch their dollar.
We will also grow our community of Price Kaki Champions offline, so that we can bring the benefits of Price Kaki to as many consumers as possible. I am happy to announce that CASE will work with the People’s Association (PA) to recruit 2,000 grassroots volunteers across all constituencies as Price Kaki Champions. These volunteers will help to suss out deals within their own neighbourhoods and teach others to use the Price Kaki app to find the best deals. As we grow our network of Price Kaki Champions, I am confident that we will further improve price transparency, promote cost-consciousness and empower consumers to make better value-for-money purchase decisions.
Mr Speaker, the long-term solution against inflation must be an increase in real wages to ensure that workers keep their jobs and wages keep pace with the rise in prices. At NTUC, we believe that jobs are the best welfare and full employment is the best protection for our workers. This is especially true for our lower-wage brothers and sisters, who have seen their wages decrease in real terms in 2023. I was, therefore, heartened to read how all three of our local banks, DBS, UOB and OCBC, are giving their junior staff a one-off payment to help them cope with cost-of-living pressures.
But beyond company-specific initiatives, NTUC has been relentlessly championing for a way to increase wages through upskilling skills and improving productivity. We first conceptualised the PWM for the cleaning sector and expanded it to other sectors where outsourcing practices were common, such as security, landscape and lift and escalator maintenance. Workers have benefited through faster wage growth. From 2022 to 2028, workers covered by PWM can expect cumulative wage increases of up to 80%.
Members would have read news that countries with minimum wage policies are now starting to look towards the Singapore PWM, recognising that minimum wage had become a wage ceiling rather than a floor, resulting in stagnant wages in these countries.
Mr Speaker, PWM operates within a framework that carefully balances multiple factors, including industry dynamics, economic sustainability and prevailing labour market conditions. It is a pivotal component of Singapore's strategy in pursuing sustainable income growth and plays a crucial role in uplifting the earning potential of workers across a spectrum of sectors and occupations.
Despite initial concerns, empirical evidence has demonstrated that the implementation of PWM does not lead to job losses. This achievement is attributed to our tripartite process to establish consensus and buy-in, ensuring that any wage increases are acceptable and feasible for employers, thereby safeguarding against any adverse impacts on employment levels.
While the overarching goal of PWM is to improve the livelihoods of workers, achieving parity between their wages and those of university graduates, as suggested yesterday by the hon Member Mr Raj Joshua Thomas, poses challenges. These challenges stem from the need to navigate various constraints, including ensuring that wage adjustments remain manageable for employers, contribute to the sustainable operation of businesses and do not jeopardise overall employment levels.
In sum, PWM adopts a pragmatic approach focused on raising wages sustainably. By adhering to this approach, PWM continues to serve as an effective tool for sustaining income progression while simultaneously addressing the diverse needs and complexities of both workers and employers within the broader economic landscape of Singapore.
Sir, while we have come a long way for PWM, we must always look ahead. The Labour Movement has proposed for elements of PWM to be expanded to more roles, such as strata management and pest management.
Beyond our lower-wage workers, we must also uplift our skilled trade workers to develop their skills, attain mastery and build long-term careers.
One of the announcements that stood out to me in this Budget was the ITE Progression Award to empower our ITE graduates to upskill to a diploma earlier in their career. They will get a total of $15,000 in top-ups when they complete their diploma. Having a skills-based, job-relevant diploma will certainly give a helpful boost to our ITE graduates. NTUC will work with agencies to develop Career Progression Models with specific career and accreditation pathways for skilled trade workers and essential workers.
Most recently, MOM launched a Progressive Wage Portal for our lower-wage workers. The portal will allow PWM workers to view their PWM wages and job levels that their employers have placed them on. The Labour Movement commends MOM’s efforts in raising public awareness of PWM requirements. NTUC will continue working with our Tripartite Partners to ensure compliance with PWM wages and requirements. NTUC cares because every worker matters, and we will not hesitate to take strong action against any company which attempts to circumvent these PWM requirements.
Mr Speaker, Budget 2024 continues a streak of caring Budgets by PAP. Inflation dynamics are still in flux and concerns about the cost of living will not go away. But I am glad that the 4G team, led by Deputy Prime Minister Lawrence Wong, have set their sights on addressing acute challenges that Singapore faces, such as tempering inequality and sustaining social mobility.
In building our shared future together, we must continue our tripartite efforts to expand PWM so that workers will continue to have good jobs and a growing income to combat inflation. Mr Speaker, I support the Budget.
Mr Speaker : Mr Desmond Choo.
4.41 pm
Mr Desmond Choo (Tampines) : Mr Speaker, Sir, thank you for allowing me to join the debate.
When Deputy Prime Minister Lawrence Wong delivered the Budget two weeks ago, my immediate reaction as the Chairperson of the GPC for Manpower was that it was a Budget that had workers' interest at the very core. Headlined by the SkillsFuture Level-Up Programme with a second subsidised diploma and generous training allowance, workers would find significant help in the workplace.
The natural question was whether the Budget had missed out on certain aspects of supporting workers and to ask for them during the debate. Yet, we do know a single year’s of Budget does not make for robust and thoughtful national capabilities. Each successive year’s Budget should build on each other. It is worth examining how this term of Government has built up critical employment infrastructure.
The Budgets from 2020 to 2022 were focused on preserving lives and livelihoods. For example, the Jobs Growth Incentive (JGI) was highly successful in supporting local hires during COVID-19. From FY2020 to 2021, $6.2 billion was spent on JGI to boost local hires. It supported close to 709,000 local hires by 83,000 firms between September 2020 and February 2022. It also led to an increase of about 90,200 local hires. This roughly translates to a significant spending of $8,700 per local worker who has benefited from the JGI.
Similarly, the SGUnited Jobs and Skills Package provided jobs, traineeship opportunities and skills enhancement programmes. Over FY2020 to FY2021, $2.2 billion was set aside for SGUnited. From April 2020 to April 2022, more than 200,000 local jobseekers benefited. Around eight of our 10 trainees secured employment.
There was further progress in creating a more equitable society. Income inequality is now the lowest in over two decades. This is owed, in no small part, to the schemes to uplift lower-wage workers through expanding PWM and reforming the Local Qualifying Salary (LQS), as Member Melvin Yong had pointed out.
The Progressive Wage Credit Scheme (PWCS) was launched in 2022 to support employers to adjust to the expanded PWM. In Budget 2024, the Deputy Prime Minister announced a further $1 billion top-up to PWCS. This is complemented by raising the minimum qualifying salary under the WIS Scheme. WIS was enhanced in 2020, 2023 and will be again in 2025. Collectively, this will benefit around half a million Singaporeans.
Enabling Employment Credit was also created in 2023 to help workers with special needs or disabilities. There were also decisive moves on Workplace Fairness and Platform Workers over this term of Government. The net effect is a tapestry and trampoline of support schemes that help workers of all ages, abilities and skills. This was built across successive Budgets, working with the unions and employers. Indeed, we must always find ways to improve on the Budgets to help Singaporeans further. This is our duty as Parliamentarians. But we can do so today from a place of strength and comfort.
It is from this foundation of strength that I would like to examine how we could support our younger workers. Global uncertainties, such as shifting supply chains and geopolitical tensions, have resulted in fewer jobs being created.
This year, the Joint Autonomous Universities Graduate Employment Survey showed that the proportion of university graduates who found employment within six months of taking their final exams dropped to 89.6% in 2023 from 93.8% the year before. Our younger people are naturally anxious about transiting to the workforce. Our year-long Every Worker Matters Conversations run by NTUC in 2023 also reflected similar sentiments.
This year’s Budget builds capabilities to help our young Singaporeans to succeed. Investment in innovation and training systems can bring in new enterprises to create better jobs for them. So, the future is a bright one.
However, young Singaporeans still face two rather formidable challenges: one, transition to an economy shaped by AI and climate change; and two, navigating the workplace that ironically has more options and thus, harder to land on a desired career. I will take them in turn.
We are at the doorsteps of a seismic shift in the economy with the rise of AI. Just not too long ago, coding was deemed as the skill of the new economy. Even I was tempted to take up coding, but I could not really do it. It was almost a must-have for young people to seize new opportunities and thrive. Yet today, AI can already perform entry-level coding easily and some even for free. ChatGPT could do it. That, I could do. We can only imagine that, in time, it would be capable of, if not already so, sophisticated coding.
What does that leave for the many students and young people who have been learning coding in school? And this is just coding that might be adversely impacted. Most young people would need to work with AI regardless of their occupations or industries in the future. How do they work with AI, co-pilot it to become more creative and better in exercising human judgement?
AI would lead to job creation and job losses. AI advances and adoption by companies would be non-linear and, therefore, highly disruptive. The core job requirements and skills for many jobs would have changed. There would be a greater emphasis on analysis, working with clients and strategic thinking. For our young Singaporeans and workers, they would either be riding this tremendous wave or be sunk by it. Their era would be defined by AI. How can we ensure that our youths are AI-ready? Should IHLs include AI as part of all courses? And do all our workers and educators now need to have AI booster courses?
The next challenge is that of green transition and the impact on jobs and training. Take, for example, our nation's vision to achieve 100% cleaner energy vehicles by 2040. ITE currently offers automotive technology and engineering courses, which primes its students with appropriate skillsets for electric vehicles (EVs). However, what would happen to our workers who only have skills to repair internal combustion engines (ICE) vehicles? Those students with mechanical engineering skills would need to acquire new skills quickly. Should they not be able to transition fast enough, they would be out of work.
We must embrace the green transition whether we like it or not. Man cannot reverse climate change.
Today, 52% of Singaporeans or young Singaporeans foresee the need to upskill to adapt to the rise of AI and this is especially so among our younger people. They will need to retrain shortly after graduation if they find themselves on the wrong side of the economic transition.
At the heart of this endeavour lies the concept of a "just transition". This is more than just adapting to economic shifts. It embodies a worker-centric approach to ensuring that the transitions our workers undergo are fair, equitable and sustainable. This was also the point raised by Minister of State Desmond Tan. To this, I wish to speak on key areas ensuring a “just transition" to the new economy for our young workers.
Over the past three Budgets, I have called on the Government to provide subsidies for Singaporeans to pursue a second degree or diploma to remain future-ready. I am heartened with the Government's move in Budget 2024 to enable Singaporeans middle-aged and above to receive full Government subsidies to pursue a second diploma. There is also the SkillsFuture Level-Up Programme, with a SkillsFuture credit of $4,000 and monthly training allowance of up to $3,000. Our workers and unionists appreciate that these are substantive support to transit into new careers.
As part of a "just transition" for younger workers in trades that would be adversely impacted by large structural shifts of AI and green transition, I hope that the Government can provide similar support to our younger workers. For example, one of the young persons we met was Darren, a 24-year-old ITE student studying business administration. He aspires to open an automotive workshop in the future but he would need automotive skills, especially those pertaining to EVs. He would need support to pick up these skills to make the career transition.
Younger Singaporeans ITE and polytechnic diploma holders might take as long as five years before being able to tap on their SkillsFuture credits. Furthermore, for those affected or displaced by AI or the green transition, they would arguably need the same support as those in their middle-age. I hope that the Government can consider lowering the SkillsFuture Credit eligibility age down from the current 25 years old to empower more younger people to upskill and reskill, and to provide subsidised diplomas for those affected by AI and green transition. Beyond this, there would be instances, such as in legal services, where a degree is needed for career transition. Would the Government consider also providing subsidies for second degrees?
Next, companies must also be fair and transparent with their employees in the use of AI and how it would impact them. It is not desirable to stand in the way of progress, but it is equally undesirable to have sudden dislocation and displacement of workers. The failure to manage the transition well might cause disturbances as large as what the US automakers faced with strikes by workers concerned by the job losses due to the transition to EVs. It was also what happened with the Writers Guild of America strike.
"Just transition" also requires providing younger Singaporeans with more opportunities for transition. Career trials for younger Singaporeans can help in navigating a complex workplace. WSG Career Trial encourages jobseekers above the age of 16 to go through a short-term trial before considering formal employment. The supply and diversity of these trials are needed to cater to the broad interests of our students. Could the Government consider enhancing subsidies to host companies to increase the supply of such career trials?
NTUC has engaged more than 10,000 young people in a landmark Youth Task Force report last year to develop ways to help our younger Singaporeans. It launched the NTUC Career Starter Lab to enable our younger people to transition smoothly to the workforce via career trials and mentorship. The Labour Movement will always do its part alongside the Government to help our young workers.
Lastly, on overseas work exposure. It can equip our youth with invaluable skills and opportunities to pivot when necessary. We need to increase both the number and diversity of opportunities. For example, the Ministry of Law (MinLaw) inked the memorandum of understanding for the Singapore-Shanghai Lawyers Exchange Programme. Lawyers can learn new skills from their counterparts and also enter new markets. I hope that there can be more of such partnerships by other Ministries and businesses, especially that of our MNCs.
The Global Ready Talent Internship Programme encourages Singapore enterprises to train young local talent through local and overseas internships. Could the Ministry look into expanding the reach of the programme to more host companies, whether based in Singapore or otherwise? Perhaps there is scope to remove the 30% local shareholding condition to expand the reach of such programmes to our MNCs.
Mr Speaker, Sir, the future is tumultuous, but we can master it as we always had. In this new chapter, we need to help our young workers to put on the full armour of adaptability and resilience in a world whereby they may be assailed on all fronts.
We need to help our young workers understand the new economy's impact on their livelihoods and strengthen their career paths. In doing so, we can forge a path towards a more just, equitable and sustainable future. NTUC will remain alongside each and every worker through the uncertain times because #EveryWorkerMatters. Mr Speaker, Sir, I support the Motion. [ Applause. ]
Mr Speaker : Ms Yeo Wan Ling.
4.55 pm
Ms Yeo Wan Ling (Pasir Ris-Punggol) : Mr Speaker, our Labour MPs and I bring to Parliament with us today the challenges, dreams and hopes of our hardworking, dedicated Singaporean workers, many who have charted rewarding careers by dedicating themselves to their crafts and trades, many who have shouldered resolutely, the weight of their work responsibilities with the gravity of their familial caregiving duties, and even so, the rising class of gig and platform workers who are bravely charting new work norms and pushing boundaries on fair treatment and safety nets for retirement and workplace injuries.
As our workforce ages and the aspirations of our workers changes, our Workers' Compact – our social and economic contract with our workers – must be renewed such that working towards better wages, welfare and work prospects continue to be a collective goal for workers, employers and the Government. In this respect, the NTUC concluded a year-long conversation with our workers, 42,000 workers to be precise, to understand the dreams and challenges of our workers in modern day Singapore.
In our conversations, balancing caregiving duties with work responsibilities has become top of mind for our workers. In a Singapore that is ageing rapidly with a smaller family nucleus, more workers are now caring for their senior loved ones, young children and infirm family members. The going can get quite tough for our workers, many who are new generation two-shift workers. After a hard day’s work, they go home to immediately start on their second caregiving shifts at home, and it is Groundhog Day for as long as their loved ones need care.
Our Labour Movement knows the importance of building up a strong ecosystem to empower and equip our working caregivers to stay in their jobs. In 1977, the NTUC set up its first childcare centre, which would eventually become MyFirstSkool, an island wide network of kindergartens and childcare centres that facilitates mothers returning to work with a peace of mind.
Since 2012, our Labour Movement had advocated better workplace conditions for nursing mothers under our Project Liquid Gold. We have called for family care and eldercare leave to be made mandatory since 2013, with one of the first calls being made by none other than Mdm Halimah Yacob herself. Recently, I also made a call to employers to extend family care leave to include caring for aunts, uncles, nephews and nieces.
And yet, even with all of these, we recognise that FWAs would be a critical pillar in this ecosystem of support for our caregivers. In a recent NTUC Women and Family-PAP Women’s Wing survey of some 3,000 working caregivers, close to 90% said that FWAs would be a very important factor for them to choose to stay or return to the workplace. Indeed, the Unions have been advocating for FWAs since 1995, when we introduced FWAs in our collective agreement negotiations. With over 12,000 companies being signatories to the 2017 Tripartite Standards for Flexible Work Arrangements, and the tailwinds afforded by COVID-19, the time is now to make FWAs a workplace norm.
At the heart of successful FWAs, a culture of trust must be created in the workplace. Workers must be responsible in the use and request of FWAs and be accountable for work outcomes as agreed with employers. Employers must create a culture sustainable for FWAs, redesigning their jobs for flexi-load, flexi-time and flexi-place, and re-engineering their organisations and management to embrace FWAs. I believe employers see FWAs as a tenable, sustainable way to retain and attract talent, but some of our SMEs may find it challenging to implement this on the ground in a productive manner.
For employers, FWAs must lead to productivity gains. The NTUC, together with its partners, like the Institute for Human Resources Professionals, have started on this process of equipping and enabling our more progressive companies. Unionised companies keen to use FWAs for talent management and productivity have strategised and reorganised themselves through CTCs and facilitated roadmapping exercises with the NTUC.
One such company is Chye Thiam Maintenance (CTM), which is unionised under our Building Construction and Timber Industries Employees' Union. CTM piloted, with the NTUC's Women and Family Unit, the "C U Back at Work" programme and this is aimed at attracting women caregivers to return to the workplace.
Using a mix of a paid pre-employment training programme, with flexi-time and flexi-place work arrangements, the programme has since attracted some 800 women returners into its prospective pipeline. This success did not come easy, as the company had to re-engineer its HR processes and is now embarking on a digital scheduling programme.
In order to make FWAs a workplace norm, we must equip our companies with the necessary resources and expertise to execute this to achieve win-win employer-worker outcomes. This means availing organisational excellence tools and consulting expertise to our SMEs. This means providing our SMEs with plug-and-play technology software for managing flexi-time and flexi-place schedules. This means facilitating SMEs with training programmes to upskill their workers and their potential pipeline of workers. I call on the Government to consider FWAs as a critical workplace priority and to invest more resources to guide and equip our companies on its roll-out.
Mr Speaker, I would now like to touch on another important refresh in our new Workers' Compact, that of protecting and caring for our vulnerable workers. Many of our workers have chosen gig work and the shared economy as it affords them the gift of flexibility, and there is a certain romanticism in being able to have full control of your work life. But is this really true?
Unlike the self-employed workers or "towkays" from yesteryears, most who run sole-proprietorships and are in control of their charge rates and their opening and closing hours, the majority of our platform workers today, such as private hire drivers, our delivery riders, by virtue of the fact that they depend on a shared platform with set rules and business guidelines for their livelihoods, a re often subject to management controls by these platforms. While we argue that our drivers and riders can choose to move on to another platform if one fails them, the fact of the matter is that all platforms have their own set of rules and business priorities which our platform workers need to adhere to.
Over the weekend, I had a "lo hei" and kopi chat with some of our riders in Punggol. Our riders shared with me that due to the way that some platforms structure their incentives, which directly affects their livelihoods, many riders end up having to work seven days in a week. This is to achieve their incentive levels and not to "lose" the levels they have already achieved. Some expressed their angst on what they call "glitches" on the platform apps, where they do not get as many jobs as they get nearer to their incentives goals or are assigned jobs that are far away when actually, there are delivery riders nearby.
I also learnt that our riders are penalised if they are late to report to their shifts. Yes, by the way, most platforms organise their riders by shift timings and our riders have to vie for the shift timings that they want. And they tell me that they can be fined, even if they are late by mere seconds. One rider shared that he was fined for being two minutes late.
Mr Speaker, in the hustle and bustle of our everyday lives, even I find myself, at times, sliding into meetings one or two minutes late. I cannot fathom how stressful this is for our riders, battling traffic and road conditions and areas with poor signals.
I recall meeting Mr K, and this is not his real name, a food delivery rider several times over the past three years. Mr K has late-stage cancer, but together with his family, have decided that he would continue work for as long as he can as a delivery rider. Over the years, he has shown me how worried he is about his healthcare and retirement expenditures, and his family has reached out to me to find out more about CPF top-ups and the CPF Matched Retirement Savings Scheme.
Lately, Mr K ran into an issue with his platform partner. He had missed a message from the platform, relaying that they had moved earlier the last date of collection for the vouchers that he had rightfully earned as part of his incentives. It was $250 in vouchers and, even with several appeals and appeals from the Delivery Association and explanations of his poor medical condition, the platform refused to budge on their decision to not give him the vouchers. In the end, we assisted Mr K financially, locally from the community.
As more Singaporeans choose to be in the shared economy and as more platform companies take root in Singapore and evolve their business models, our platform workers, their rights as workers and their grievances and aspirations must be represented in better, more impactful ways.
The Advisory Committee on Platform Workers has recommended the need to set workplace injury and retirement safety nets for our workers, many who are vulnerable, like Mr K. I call for additional protections and representation for our workers in the areas of earnings, benefits and welfare. More transparency must be given by the platforms. For platform workers wishing to transit out of platform work, we must also prep for their long-term career resilience with upskilling. I call for more accessibility to upskilling courses for our platform workers and livelihood support, while they are undergoing training.
Mr Speaker, I will now touch on a very resilient group of workers who have kept our nation going, despite, sometimes, being taken for granted by the public eye. I am referring to our skilled tradesmen in professions, like plumbing, electrical work, air-conditioning servicing and mechanical repairs. Our skilled tradesmen and women have forged fulfilling careers over the years, but as Singapore transformed itself economically over the years, these taken-for-granted but essential trades are at risk of a diminishing Singaporean worker base. We must continue to make these trades viable and exciting, with visible and attainable career pathways to attract new talent.
My work at the NTUC has allowed me to engage with our trade guilds and societies, and these engagements have yielded pragmatic insights into the matter. Given that master tradesmen are forged from a blend of strong foundations in theory and practical unique ground experiences, it makes sense that we strengthen and put into the foreground our apprenticeship programmes once again. Guilds and unions are good grounds for finding master tradesmen and coupled with training programmes and institutions, apprenticeship programmes will allow for clear career pathways to be articulated and good livelihoods to be built – a career progression model!
Besides youth workers, this also has good potential to be a second spring for our mid-careerists looking for a change in profession. The Singapore Plumbing Society recognised this and, with NTUC's facilitation, completed a roadmapping exercise earlier to structure training and career pathways for new members into the trade. We have seen some good, early successes of attracting younger plumbers into the trade, many who have gone on to become their own bosses in the plumbing world.
I call on the Government to support our skilled trades and crafts by partnering with our guilds and unions in making skilled trades an exciting career choice once again, for our youths and mid-careerists. More training funding support through the SkillsFuture mechanism can be availed to individuals embarking on such apprenticeship programmes.
Mr Speaker, NTUC cares for our workers and we will continue to work with our tripartite partners to support our workers and the Budget with impactful and innovative programmes. Every worker matters. And with that, I support the Budget.
Mr Speaker : Ms Jean See.
5.08 pm
Ms See Jinli Jean (Nominated Member) : Thank you, Mr Speaker, for the opportunity to join the debate. News platform, TODAY, reported that 13% of 1,000 plus Singapore workers surveyed by job portal Indeed.com were actively moonlighting in 2023. They had done so because they feared being stranded should they be retrenched. In the same TODAY report, one such individual, Mr Wong, aptly summed up this sentiment, "Nothing is certain. Businesses fail and people get retrenched", he said, "If one job doesn't work out, the other hopefully will."
Unlike employees who have a stable job and moonlight as a "back-up", freelancers have no back-up plans. Their work embodies a continual series of gigs, without assurance of job and income security.
Budget 2024 made significant policy shifts to better position our people and workers for the future. How might we, as a society, pave the way forward for our freelancers who may not fit into traditional employment and progression pathways? After all, own account workers make up close to 10% of the local workforce, with nearly 200,000 doing this as their main job.
Mr Speaker, we need to do more to strengthen the lattices that empower and support our freelance workers. This matters most where freelancing is the dominant mode of work, such as the creative, media, coaching and platform work sectors. Allow me to outline to the House three precarities facing freelancers from these sectors and suggest five approaches in response.
First, given the prevalence of sub-contracting, it is important to reinforce fair norms to address the precarity of the freelancer. In the post-pandemic economy, firms are increasingly turning to micro-firms and freelancers for operational needs. To achieve more with less, established firms in creative and media sectors would often parcel out work to micro-firms. Micro-firms would, in turn, rope in freelancers. This lean sourcing approach is prevalent in the coaching sector, be it sports, art, enrichment or wellness coaching.
This trend is concerning. Some established firms that are main contractors have been passing on significant financial risks to micro-firms and freelancers through the sub-contracting model. Allow me to share an actual case. From late-2023, NTUC's Visual, Audio, Creative Content Professionals Association (VICPA) that I serve, has been helping a group of freelance creative and media professionals to recover a six-figure sum in total from a production micro-firm, Company A.
These freelancers were owed fees for their work on the past two years' projects, which Company A was a sub-contractor. What was concerning were two terms imposed by a main contractor on Company A: one, Company A was to finance the project from the outset at a tune of $30,000 to $50,000 per project; and two, Company A could only collect all payment after project completion, and this could be three to six months later. Payment was also subject to the main contractor and client's full satisfaction with the project delivery.
Although such onerous terms had surfaced on occasions before the pandemic, Company A and fellow creative and media micro-firms shared that these terms became the norm post-pandemic, as part of the de-risking strategy of established firms.
So how did this impact Company A and the freelancers it contracted? Like other micro-firms, Company A was lean in staff and in cash. It tapped on freelancers for multiple concurrent projects and borrowed from banks and fintech firms to finance the projects. Company A started delaying payments to its freelancers to muster enough cash to cover pressing loan instalments and the exorbitant lending rates of fintech firms.
What alarmed me was that, just some months earlier, NTUC's National Instructors and Coaches Association (NICA), which I also serve, had handled a similar case, but in the wellness coaching sector. In the case handled by NICA, those owed payments were freelance exercise instructors.
In both cases, the main contractors in question were adopters of the Tripartite Standards relevant to contracting and/or procuring services from freelancers. This meant that both firms, which were established and reputable for their works, had pledged to be progressive employers and service buyers.
Although the relevant Tripartite Standards guide adopters to make part-payment to sub-contractors at project milestones, both main contractors did not do so. Fellow Parliamentarian, Mr Ang Wei Neng, raised the same bugbear yesterday. Ultimately, the main contractors' inaction impacted the most vulnerable party in the link, the freelance worker.
As firms continue their march to de-risk, could the Government consider levelling up and validating the Tripartite Standards that guide businesses to be fair and ethical, when contracting with freelancers and micro-firms?
This would introduce baseline protection for the thousands of freelance workers in the creative, media and coaching sectors, many of whom undertake work on fees and terms communicated through skimpy text messages. This is commonplace because buyers are reluctant to write down agreements and freelancers are hesitant to insist. The Tripartite Standards that guide contracting with freelancers state that contracting parties should ink proper written agreements. Proceeding without a proper written agreement means that freelancers would have a hard time pursuing payments, should buyers default.
To uphold the relevant Tripartite Standards, the Government could take a step in the direction of the Progressive Wage Mark (PW Mark). MOM's PW Mark ensures that accredited firms and their sub-contractors compensate low-wage workers fairly. In the same vein, the Government, as a buyer, could request its main contractors for creative, media or coaching work to adopt and uphold the Tripartite Standards' terms on contracting with freelancers, regardless of whether the freelancers were contracted directly or through sub-contractors.
As in the case of the PW Mark, established firms that are the main contractors must, in turn, ensure the micro-firms that are their sub-contractors adopt and institute the relevant Tripartite Standards. By taking deliberate steps to reinforce fair norms, the Government can take the lead to curb freelancer precariousness arising from prevalent post-pandemic sub-contracting.
Second, many freelancers are subject to power imbalance with service buyers and face stagnated rates. Even with the rising costs of business, freelancers in creative, media and coaching sectors share that it is an uphill battle to ensure their rates keep pace with costs. Indeed, many reported that their rates had stagnated or declined slightly. Why so?
Seasoned freelancers have observed that, in recent years, project budgets have shrunk in tandem with intensified company restructuring and price competition. Those affected by layoffs are also competing for freelance assignments. Other freelancers noted that clients now expect them to do more work for the same rates. Despite the feelings of inequity, the power imbalance between buyer and freelancer means that freelancers have little choice but to oblige with buyer-dictated rates and terms.
These trends have led to eroding hourly rates for many freelancers in the creative, media and coaching sectors, including those contracted directly or through sub-contractors for Government-commissioned work. With fewer opportunities and unstable earnings, freelancers' decision-making for their finances can be hampered, for instance, choosing between setting aside monies for emergency funds for unexpected life events and investing in their business.
Some may even deprioritise purchasing insurance against workplace injuries and work liabilities, although such expenditure is necessary for peace of mind. If take-home earnings are unpredictable, freelancers would rather work than make time and effort to upskill or to market themselves. This, in turn, compromises freelancers' ability to build a sustainable business model.
Freelancers have asked if the Government could consider their predicament, akin to the consideration by the Government to platform workers, including allowing platform workers to seek collective representation.
In the context of the creative, media and coaching sectors, the Government, in its capacity as service buyer, could engage representative freelancer-centred associations, such as NICA and VICPA, on changes to the cost of business for coaches and creatives and to set guidelines and principles on fair remuneration. This allows the less visible yet vulnerable group of workers to collectively address the market gap. It would also provide the relevant Government bodies useful insights to update budgets for fair and equitable procurement of services from these freelancers and micro-firms.
Therefore, to build sustainable and viable freelancing livelihoods and careers, I propose that MOM update the 2018 Tripartite Workgroup's recommendations on support for self-employed persons. Much has changed since 2018. Freelancers today must navigate perennial issues, such as inadequate insurance coverage, alongside new vulnerabilities, such as onerous obligations and unfair terms of buyers or suppliers.
I hope that an updated set of recommendations would provide freelancers and freelancer-centred associations for coaches, creatives and platform workers with pathways for expedient and affordable recourse against unfair terms, such as unreasonable leasing claims and the lack of work insurance provision or clear articulation on work safety protection.
Third, without a stable income stream and entitlements that employees have, freelancers are doubtful about their readiness and financial ability to weather life events. Freelancers can gain from a boost in terms of support for upskilling and caregiving.
Budget 2024 is about uplifting workers and supporting workers with upskilling. These concepts apply to freelancers, too. Freelancers coping with ageing parents seek enhanced support while those who seek to remain relevant in tandem with economic forces seek funding support for agile upskilling. Allow me to elaborate.
First, enhancing support. Many freelancers want to do right by their ageing parents. Many hope to fulfil their ageing parents' wish to age-in-place. To freelancers, supporting their parents to age-in-place means spending more time on caregiving and less time on income-earning. Over time, these freelancers might have to contend with depleted CPF and savings, reduced client base and poorer financial resilience. Caregivers who put in the hard work of caring for their loved ones at home should be recognised and supported, and not be left alone to worry about their own future.
Today, caregiving grants help families with caregiving expenses. We need to do more to take care of those who care for others. We need to assure them that their own retirement adequacy is assured even as they make hard trade-offs to forgo work opportunities. How might we help to alleviate the financial stress that arises when freelancers trade work for time and mind-space for caregiving?
Next, how might we introduce funding for agile upskilling by freelancers? The World Economic Forum estimated that 1.1 billion jobs could be radically transformed by technology in this decade. This would include jobs done by freelancers. Many expect AI to transform work in the creative, media and coaching fields. To employees, job scopes guide their work, whereas, to stay valuable, freelancers must quickly assimilate trends and technology to their methods.
Freelancers, too, are concerned about the pace of change and whether their business models can keep up. An agile approach to training is one that allows freelancers to right-skill just in time. This requires the Government to allow and invite practitioners to take the lead in proposing what to train and how to train, especially if the know-how must be contextualised for the sector or profession.
Thus, I hope that the Government, in particular, the Ministries and agencies overseeing the creative, media and coaching sectors, could consider working closely with NICA and VICPA, NTUC's affiliated associations for coaches and creatives, to develop freelancer-centred training support. Parties could proactively curate right-skill just-in-time training and tie in subsidies and credits. This ensures that cash-tight freelancers can afford the out-of-pocket training costs. The SkillsFuture Level-Up programme is a step in the right direction and would be valuable to freelancers if it could be expanded to cater to their career fields. NTUC cares because every freelancer matters. I, therefore, urge the Tripartite Partners to step forward and take action together.
Mr Speaker, I will now conclude. To recap, freelancers, particularly those in the creative, media and coaching sectors, are stressed by three precarities. First, the post-pandemic sub-contracting model threatens freelancers' income security. Second, stagnated rates demoralise freelancers and erode their ability to sustain their livelihood. Third, freelancers with less resources struggle to adapt to life stage needs and macroeconomic changes.
To address these three precarities, I hope the Government could consider five approaches.
First, levelling up and validating the Tripartite Standards that guide businesses to be fair and ethical when contracting with freelancers and micro-firms. In the same vein, could the Government, as a buyer, request its main contractors and their sub-contractors for creative, media or coaching work to adopt and uphold the Tripartite Standards' terms on contracting with freelancers?
Second, in the Government's capacity as a service buyer, they should engage the representative freelancer-centred associations, such as NICA and VICPA, on changes to the cost of business for coaches and creatives. This allows a less visible yet vulnerable group of workers to collectively address the market gap.
Third, relook at and refresh the 2018 Tripartite Workgroup’s Recommendations on support for self-employed persons. The updated set of recommendations could provide freelancers and freelancer-centred associations for coaches, creatives and platform workers with pathways for expedient and affordable recourse against unfair terms, including unreasonable vehicle leasing claims.
Fourth, have caregiving grants go beyond defraying caregiving expenses. Grants should recognise caregivers' labour and provide assurance for their retirement adequacy.
Fifth, work with NICA and VICPA to help freelancers keep pace with industry changes and seize opportunities. For example, develop targeted training support for freelancers alongside subsidies to cover both training and opportunity costs.
Freelancers make up close to one in 10 of Singapore's resident workers. Budget 2024 charts a new chapter for workers. In step with tripartism and an inclusive vision of success, these five approaches would boost freelancers' long-term capabilities and their confidence for the future. Mr Speaker, notwithstanding the points raised, I support the Budget.
Mr Speaker : Mr Fahmi Aliman.
5.24 pm
Mr Mohd Fahmi Aliman (Marine Parade) : Speaker, Sir, this has traditionally been a time when we, as a nation, delineate our goals and aspirations for the year ahead. It is thus imperative that we renew our commitment and resolve to uplift society, as Singaporeans contend with job insecurity amid the rising cost of living.
I am uplifted by the central theme of this year's Budget: "Building our shared future together". As we continue to find ways to deal with the ever-evolving nature of world affairs, we must also set our eyes on how we can insulate and protect vulnerable Singaporeans from external shocks.
My esteemed colleagues and I in the Labour Movement strongly support and welcome the plethora of measures introduced to alleviate the hardships that Singaporeans have experienced as a result of the external shocks, primarily from the ongoing conflicts around the world as well as improve all facets of society, amid increasing job insecurity and rising cost of living.
Nonetheless, I reckon that there are sufficient opportunities and scope to assist vulnerable workers better amid evolving global developments, especially our lower-wage workers. The best way to help workers cope with cost of living is through better wages and better jobs.
Speaker, Sir, in this speech, I will elaborate on how to further support our low-wage workers and also update on the M 3 focus areas for efforts in assisting Malay/Muslims in the areas of employment and employability.
Low-wage workers are the backbone of our society as they keep Singapore going. Engaged in the vital sectors, such as retail, hospitality and cleaning, they contribute significantly to the daily operations. Their efforts uphold essential services, ensuring the functionality of the economy. Therefore, recognising their importance and challenges is crucial in fostering economic resilience and societal well-being.
Last year, I reiterated that the formation of the Tripartite Workgroup on lower-wage workers is a testament to our commitment to ensure that the interests of our lower-wage workers are protected. For the past years, the collective support from various stakeholder groups to uplift the incomes of our lower-wage workers has been encouraging. For example, the Workfare Income Supplement (WIS) enhancements, effective since January last year, were lobbied by NTUC to address rising costs of living. Last week, the Government also announced that lower-wage workers who earn $3,000 or less will be eligible for WIS in January 2025.
The changes in WIS reflect the NTUC's strong commitment to support lower-wage workers. NTUC, alongside our Tripartite Partners and various other stakeholder groups, will continue to remain committed to helping workers improve their income security and quality of life and give them confidence in navigating their careers, equipping them to participate in the new growth opportunities.
But how can we work towards this goal and what are some areas we can continue to look into?
Firstly, the current practice of resetting benefits during contractual changes may provide flexibility for employers to adapt to evolving business needs, assuring alignment with job roles. However, this practice creates a sense of job insecurity and financial instability, especially for lower-wage and re-employed individuals. It undermines the principle of recognising an employee's length of service, neglecting the dedication and experience they bring to the workplace. Hence, it can lead to demotivation, reduced job satisfaction and higher turnover rate.
Advocating force for change is essential to ensure a fair and supportive work environment fostering stability and acknowledging the contributions of all workers. Therefore, I call on the Government to consider ringfencing lower-wage workers to protect them from associated problems stemming from the practice of resetting benefits during contractual changes.
Recognising the length of service at the workplace is crucial, ensuring that employees, including re-employed staff, performing the same job receive fair and consistent treatment in terms of wages and benefits. This approach promotes job stability, motivates employees and enhance overall job satisfaction. It contributes to the more equitable and supportive work environment, aligning with the principles of fairness and recognition for long-serving individuals. Enforcing these measures will foster a positive work culture and reinforce the Government's commitment to the welfare of its workforce.
Secondly, in the spirit of continuing to help lower-wage workers through PWM, I echo the call from Member Melvin Yong. NTUC has identified two sectors for the implementation of PWM, namely, strata and facilities management as well as pest management. These sectors, such as cleaning and security, are outsourced sectors facing common challenges, such as cheap sourcing, which drives down wages.
NTUC has conducted several engagements with stakeholders in the respective sectors and the response has been very encouraging thus far. The Labour Movement will continue to explore the inclusion of these sectors within PWM and would like to call upon all our Tripartite Partners to work with us to do so.
The Labour Movement appreciates the Government's enhancements to the Progressive Wage Credit Scheme (PWCS), including raising the wage ceiling for co-funding from $2,500 to $3,000 in qualifying years 2025 and 2026, and enhancing co-funding levels for wage increases given in 2024. We believe that this enhanced funding support from the Government is timely and will be pivotal transitional wage support for employers to adjust to upcoming mandatory wage increases for low-wage workers covered by Progressive Wage and Local Qualifying Salary (LQS) requirements.
Lastly, and on a related note, it is imperative that we look at parallel efforts to raise the LQS. The Labour Movement welcomes the Government's move to raise the LQS to $1,600 in July this year, up from $1,400 previously. This adjustment not only protects the financial interests of the workforce but also reinforces the principle that gainful employment should provide a standard of living that reflects the economic realities of the society in which it operates. In doing so, the LQS contributes to maintaining fair labour practices and fostering a more equitable and sustainable labour market.
Therefore, I call on the LQS to be perennially reviewed, especially amid global uncertainty. By aligning the LQS with the rising cost of living, authorities aim to ensure that employees receive salaries that are commensurate with the economic demands of the time. Mr Speaker, Sir, in Malay please.
( In Malay ) : [ Please refer to Vernacular Speech .] In the M 3 Focus Area 4 framework, we will continue to engage Malay/Muslims, with the aim to bridge workers to employment and employability opportunities, enhancing their capability through skills upgrading and lifelong learning, and reach out to different segments of jobseekers. On a micro level, we are targeting specific groups, namely the platform workers, women, mature workers and the youth vis-à-vis career fairs, workshops and consultations. These platforms aim to exhort career and training opportunities, broaden their understanding of jobs in demand and skills required, and access job opportunities in the growing sectors.
As workers' aspirations evolve, our workers' compact, our socioeconomic contract with our workers must be renewed to achieve better wages, welfare and work prospects, which remains as a collective goal for workers, employers and the Government. NTUC, with WSG and MENDAKI, through career fairs and the recent Jobs and Skills Carnival, more than 5,000 Malay/Muslim workers were engaged and close to 20% them had received further coaching and guidance through Focus Area 4’s initiatives. This includes support in, namely, career guidance, job matching and upskilling opportunities.
MENDAKI has referred over 140 participants from Women At Work (W@W) to NTUC’s e2i for job assistance from January to December 2023. In conjunction with reintegration efforts by MENDAKI and other employment partners, close to 60 participants have successfully secured a job largely in sectors, such as education, healthcare, engineering, IT and finance.
Apart from employment opportunities, NTUC also provides upskilling avenues that make every worker a better worker and every job a better job. Lifelong learning is a process of acquiring new skills and knowledge throughout one’s life, for personal or professional development. NTUC LearningHub (LHub) offers quality training solutions to help workers thrive and remain resilient in today’s digitally transformed economy and beyond.
An individual who I would like to highlight is Ms Siti Nur Indra Jalal, 29 years old, formerly a financial advisor for five years with a desire to return to the corporate world through pivoting into a new sector. However, acquiring a new job was both challenging and daunting, especially during the pandemic period. To enhance her employability, Ms Indra enrolled into a six-month Community and Partnership Specialist programme at NTUC LHUB and is currently working as a Project Manager in Cybersecurity for an organisation. She intends to continue upgrading and equipping herself with essential skills through the courses provided by NTUC LHUB. This shows that where there is a will, there will always be a way.
From the reference above, it is a good example of a mid-career switch, and it is highly plausible, especially with the newly introduced Level-up programme by SkillsFuture for Singaporeans aged 40 and above. A top up of $4,000 in May 2024 and the Mid-Career Enhanced Subsidy is a boost for individual to continue upskill and seek better employability outcomes. In addition, the monthly allowance of up to $3,000, up to 24 months, for selected full-time courses under the SkillsFuture Mid-Career Training Allowance will be welcomed by many. Therefore, I urge Singaporeans to take full advantage on the readily available programmes to level up oneself and gain better employability.
NTUC, alongside our tripartite partners and various other stakeholder groups, will remain committed to helping workers improve their income security and quality of life. These include ensuring financial protection for workers in case of work injury, improving housing and retirement adequacy, and enhancing representation for a brighter future.
( In English ): Speaker, Sir, in closing, this year's Budget theme, "Building a Shared Future Together", has ignited a collective commitment to navigate global complexities and safeguard vulnerable Singaporeans. While applauding the Government's efforts to alleviate hardships, we must recognise opportunities for targeted support, particularly for lower-wage workers and communities.
Looking ahead, our focus would remain on addressing the challenges faced by the vulnerable workers, emphasising better wage and improved job opportunities as a solution to rising cost of living. With unwavering dedication, NTUC stands ready to champion the interests of Singaporean workers. NTUC cares for the well-being of our workers coping with the rising living expenses and is committed to enhancing wages, conditions and better support to improve quality of life. Rest assured, NTUC cares and will take action for you, with you, because Every Worker Matters.
Mr Speaker, Sir, I support the Budget.
Mr Speaker : Senior Minister of State Heng Chee How.
5.38 pm
The Senior Minister of State for Defence (Mr Heng Chee How) : Mr Speaker, thank you for allowing me to join this debate. My fellow labour MPs have spoken for various segments of workers. I will focus on advancing the interests of older workers.
Workers aged 55 and above make up more than a quarter of our resident workforce today. The Government and the tripartite partners have done a lot for our older workers over the years. From lengthening employment to strengthening employability and augmenting retirement needs, there had been significant progress over the years. This was even so during the COVID-19 years, in sharp contrast to what happened in many other economies where many of their older workers lost their jobs and have the problem of coming back.
For the immediate term, older workers face the cost-of-living pressures like everyone else. And I thank the Government for the Assurance Package and other cost-defraying measures in this and past Budgets to help Singaporeans cope with this pressure. The help was timely and very well-received.
Beyond the immediate pressures, older workers genuinely worry about other developments and for today, I will highlight three.
First, they worry. There is the worry about the efficacy of ensuring longer work spans by just legislating higher retirement and re-employment ages. Why? Because such legislation, important as they are, may likely come under pressure if it is not effectively combined with skills-building.
Two, the risk of skills obsolescence is increasing with accelerating changes in technology and business models. For example, some industries are facing structural shifts, such as those brought about by the green transition and others. The pervasive impact of AI on how work will be carried out is also not a trivial matter for workers. And this will increase the risk of premature displacement, despite legislated retirement and re-employment ages.
Third, there continues to be ground feedback about the relative lack of equitable opportunity and access to training and skills upgrading for older workers compared to their younger counterparts. In NTUC's Every Worker Matters focus groups, six in 10 older workers who participated felt so. They felt a relative lack of opportunity for training and skills-building compared to their younger counterparts.
These challenges must be properly addressed so that our joint aim of enabling older workers to continue working and saving for retirement is not undermined by the evolving demographics in our country and by big environmental changes worldwide. I thank the Finance Minister for announcing the next calibrated increase in CPF contribution rates for older workers aged 55 to 65 in this Budget and this will certainly help grow their CPF funds faster.
We, the NTUC, are also grateful for the enhancements to the Silver Support Scheme, the Matched Retirement Savings Scheme and specific initiatives under the Majulah Package, such as the Earn and Save Bonus, the Retirement Saving Bonus and the MediSave Bonus. All these efforts will increase the CPF savings of older workers and make for greater security in retirement.
However, it remains true that the most material way to help older workers financially in retirement is by adding to the effective working years and, here, I stress the world "effective" as opposed to legislated.
During NTUC's Every Worker Matters Conversations organised last year, we asked older workers who participated what they hoped to do when they reach the current retirement age of 63. Out of the 10 who were there, eight and a half of them would say that they wanted to continue working and, out of these eight and a half, or 85% of the older workers who participated in our conversations, six out of the eight and a half, hoped to continue working in their current jobs or in the current industry where they have accumulated experience and value.
Many also asked when the Government will announce the next increase in statutory retirement and re-employment ages, since there is still a gap between the current ages and the goal of reaching the retirement age of 70 and the re-employment age of 65 by the year 2030. And just to remind fellow Members here, these 2030 goals of statutory retirement age of 65 and statutory re-employment age ceiling of 70 was the work of the Tripartite Workgroup (Older Workers), whose report came out in 2019, and the roadmap was endorsed.
It is now 2024. I, therefore, call on the Government to announce the next step increase in the retirement and re-employment ages soonest and to give reasonable notice to both business and workers, so that both sides can get ready in good time. We should act promptly because we are already practically halfway there in terms of timeframe so that we can implement the next increase by, say, in two years' time, that is, by 2026. I believe this is the pace that we need in order to reach those agreed goals by the year 2030, given the uncertainties that are inherent in the economic environment worldwide.
Next, I will speak on the subject of equity in opportunity and access to training so as to minimise the risk of premature displacement of our older workers. Sir, when older workers expressed their hope to be able to continue working, they also shared their anxieties about this forced obsolescence, this being rendered "out of date" and then really rust away. NTUC found that more than nine in 10 older workers, besides wanting to continue working, they want to be continually trained. These workers knew that training was critical to their remaining relevant in their jobs and they particularly worry about access to training opportunities.
I thank the Finance Minister for announcing the SkillsFuture Level-Up Programme for all Singaporeans aged 40 and above, aimed particularly at programmes and courses that would enhance employability. This shows that the Government is alive to the important nexus between the older workers' training and their employment and their employability. Relevance is as salient as legislation in terms of bringing about an increase in effective working years.
The question is, how to make that happen? Of course, funding is important. That is why the Budget is important. Yet, together with funding and for real outcomes, effective implementation is also key. Therefore, we must scale-up mechanisms that can ensure actual implementation according to the intent in the workplace. This is why I fully support fellow labour MP Desmond Tan's call for employers to quickly work with the NTUC and our unions to form CTCs. Through active CTCs, businesses can transform faster and workers of all ages can be helped to be trained in relevant skills and to be able to grow with the companies.
And, here, I again thank the Government for the $100 million funding to NTUC to scale-up CTCs in order to achieve real outcomes for all stakeholders. I also want to thank Deputy Prime Minister Heng Swee Keat for recognising the value of the CTCs in his speech earlier today. From NTUC, we pledge to work ever more closely with the Government in order to roll this out, not only in numbers but in effectiveness in order that we might be able to help as many workers as soon as possible.
I ask all employers to form CTCs soonest and to work with NTUC and our unions to ensure that workers of all ages are given fair opportunity to be well-trained. These workers will then help energise your company's growth.
The third area that needs tackling is that of age bias. Older workers worry about age bias in several areas, namely, access to training as I mentioned, the availability of flexible work arrangements, so that they continue working while seeing to care needs and fair consideration as job seekers after being displaced. Empirical research suggests that these fears about age bias have basis, and it requires tackling. For this reason, I look forward to the Workplace Fairness legislation and the Tripartite Guidelines on Flexible Work Arrangements Requests that the Government will be introducing.
The Workplace Fairness legislation will build on existing tripartite mechanisms, such as the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), the Tripartite Alliance for Dispute Management (TADM) and relevant joint guidelines to give even greater confidence or fair play to workers. This will be a strong national signal against various forms of workplace discrimination, including age bias. NTUC and our unions will work closely with employers to advance the interest of workers and companies.
Beyond workplaces, there is also a growing need to expand and scale-up viable, accessible care services to cater to a rapidly ageing population. In the context of my focus today, I argue that this is important not only for the health and well-being of our seniors but also for the employability of their middle-aged working family caregivers. More of these family caregivers may then not need to quit work in order to undertake their care duties or, at least, to delay such an eventuality. Every year of continued working will significantly help with the retirement adequacy of the caregiver. I urge the Government to work closely and intensively with trusted partners to further develop this ecosystem, so that Singapore and Singaporeans can truly enjoy the full benefits of better health, better care, better earnings and stronger retirement adequacy.
Mr Speaker, there is a saying that no one cares how much you know, till they know how much you care. NTUC stands with our older workers as they confront job insecurity and the risk of skills obsolescence. We care, not just by asking for more or just by asking someone else to solve the problem or waiting for an invitation. We put our ideas forward, we push for social change, make a real difference to their outcomes. Why?
Because our workers are waiting for us to do that, and we will get it going and get it done.
NTUC's approach is forward-looking, inclusive, action-oriented and practical, just like the PAP Government's. I believe that this is the right and best way to secure sustainable good outcomes for workers and for Singaporeans. Working closely with the Government and tripartite partners, we will together build a better, more caring Singapore for workers of all ages. Mr Speaker, I support the Budget.
Mr Speaker : Ms Mariam Jaafar.
5.51 pm
Ms Mariam Jaafar (Sembawang) : Mr Speaker, I rise in support of the Budget.
In my speech today, I will first reflect on the asks I had made in Budget 2023; secondly, reiterate the critical role we, in this House, play in ensuring that we achieve sustained economic growth and put out a challenge to grow the economy at the top-end of the Government's target over the next decade; and thirdly, discuss the potential of AI to be a key engine of value creation and economic growth, and make four suggestions to this effect.
During last year's Budget debate, I spoke for three groups who I saw, among my Woodlands residents, were being pushed to the limit of any reasonable measure of resilience that we would hope to see in our people. I argued for a stronger trampoline for: one, ex-offenders, calling for more support to get them back into employment; two, people suffering from debt burdens – calling for social support measures to consider debt repayment needs; and three, people who had lost their jobs due to retrenchments, calling for higher quantums and longer durations of financial support and assistance with reskilling and finding new jobs.
I am heartened that, a year later, each of these groups is getting more support. In Budget 2023 itself, Deputy Prime Minister Lawrence Wong announced the Uplifting Employment Credit for employers to hire ex-offenders. Late last year, the Government announced the enhanced Comlink+ packages, which involved matching repayment to creditors.
And in Budget 2024, while we yet await the details, the Deputy Prime Minister reaffirmed the intention first announced by Prime Minister Lee Hsien Loong to move forward with re-employment support to those in involuntary unemployment, alongside significant increases to reskilling support and training allowances.
So, in basketball lingo, I am three for three, and these shifts have been long time coming, and I think it has taken some time for the external environment to get us to this tipping point. But they are really good news for my Woodlands residents and for many other Singaporeans who need that stronger trampoline.
There is indeed much to welcome in this year's Budget, as colleagues before me have said. It is clear that Budget 2024 was developed with the vision of Forward SG, with the vision of a society that is vibrant and inclusive, fair and thriving, resilient and united and a growing economy.
It is this last point that I wish to stress today – a growing economy.
Mr Speaker, throughout my career, whether in business or in politics, I have been and remain, unapologetically, a proponent of growth. Growth allows us to provide our people and our enterprises with opportunities and better standards of living. Growth allows us to fund the increasing demand for spending on childcare, education, housing, infrastructure, healthcare and support for an ageing population. Growth allows us to tackle the greatest challenges of our time: climate change, energy transition, fighting inequality and the polarisation of society. Growth allows us to uplift each generation one after the next, securing cohesion and trust in society.
So, while it is well and good to talk about scrutiny and transparency and accountability and more support for every possible segment of our population, a critical role we must play in this House is to consider the impact of our interventions, our recommendations and our decisions on our ability to sustain the long-term growth of our economy.
Budget 2024 places significant emphasis on sustaining economic growth by keeping Singapore attractive as an investment destination, riding economic and technology trends to capture new opportunities and enhancing human capital. The Government aims to achieve an average of 2% to 3% GDP growth per annum over the next decade, with a focus on productivity and innovation, while recognising the constraints of labour, land and carbon.
Some might say that at our stage of our development and given the constraints we face, coupled with a less favourable external environment and global uncertainties, make it inevitable that we are entering into a slow growth era where eking out a 1% to 2% GDP growth is already an accomplishment. My humble challenge to the 4G leadership team is this: how might we achieve the top-end of that target and grow at 3%? What constraints should we challenge? Where might we take bolder action?
Mr Speaker, sustaining growth requires investment. I have noted earlier the significant and important investment in SkillsFuture Level-Up. I also welcome the commitments to invest in strengthening our competitive advantage through top-ups to RIE2025, the National Productivity Fund and the Financial Sector Development Fund.
The introduction of the Refundable Investment Credit addresses the need for more visibility and certainty for MNEs of how Singapore will retain its attractiveness as an investment destination in a BEPS 2.0 world, albeit perhaps a little belatedly, amid moves already announced by other jurisdictions, such as Japan, Thailand and the US.
For local enterprises, I am pleased to see that the Government is enhancing the Enterprise Financing Scheme, extending Skills Future Enterprise Credit and enhancing the Partnership for Capability Transformation Scheme, while also supporting enterprises to be sustainability-ready. These initiatives accord priority to enterprises that embrace the need to restructure and transform, enterprises that are willing to invest in restructuring and transformation.
In a world where technology is advancing rapidly, I welcome the investment in upgrading our national broadband network and in harnessing the power of AI across key sectors. I had hoped, however, to hear that we could unlock further development of data centre capacity.
But back to AI. Mr Speaker, I have spoken several times on AI and will devote the remainder of my speech today also to AI, because our ability to harness the full power of AI has the potential to boost productivity and propel us to the top-end of that GDP growth target over the long term. At this point, I declare my interest as the Managing Director and Senior Partner of a management consulting firm that does work in AI.
To support the National AI Strategy and to further catalyse AI activities, Budget 2024 sets out an investment of more than $1 billion over the next five years into AI compute, including, notably, in advanced chips, talent and industry development.
It seems that everyone has an opinion on AI today; whether we should develop our own large language model (LLM), whether we should pause on AI development, whether deepfakes should be regulated, and so on. My belief is that we should be very focused on how AI development can enable new business models and productivity gains and thus, create value in Singapore and beyond. We need to stay away from the hype and the noise, and anchor on value creation and on proven initiatives that will move the needle and not a bunch of what-ifs. To this end, I would like to offer four suggestions to shape our AI policy.
One, scaling AI with the 10-20-70 rule. Talk to any large company and they have probably run a few AI proofs of concept by now. Some have already invested on platforms and models. But companies today struggle to scale AI beyond pilots, and many of those platforms and models have nothing running on them. The news headlines are all about the models and the tech.
But if I may offer a practitioner's perspective, scaling AI requires a holistic effort. We call it the 10-20-70 rule: 10% of the effort is in the algorithms, the generative AI, artificial intelligence/machine learning (AI/ML) models; 20% in the tech and IT foundations, the model infrastructure and machine learning operations (MLOps), data quality and availability, importantly, architecture design, app integration, cloud migration and other tools; but 70% is about people and processes, ways of working, business process reinvention, adoption at scale, organisation and talent strategy and change management. In order for enterprises to unlock value from AI, the Government can provide support for them to go beyond proofs of concepts and pilots to deploying AI at scale.
Two, navigating an evolving infra landscape. The technology is rapidly evolving and there will be new options and substitutes. Even in the area of chips, where one chip has emerged as the workhorse of the AI industry, other chipmakers and big cloud companies are developing and deploying their own chips specially designed for AI workloads, and one would expect the AI chip landscape and the cost of these chips to evolve significantly over the next 12 to 18 months. Moving from chips to platforms and models, in our work with companies to deploy enterprise scale-AI, we have often found that no one environment is the best for everything, whether it is in consideration of security, cost or feature set, and so on. So, let us be smart and strategic about what we invest in and when we invest.
Third, deploying high impact use cases. While the technology is important, the value only comes from deploying use cases at scale based on a thorough assessment of value and ease of deployment, both horizontal use cases like customer service, that can be adopted across industries, as well as vertical use cases in specific industries, like drug discovery in healthcare. There is significant potential to tackle a few, high impact use cases that reimagine how things are done, not only in an individual company but an entire sector, particularly in sectors where we are already advantaged, say, financial services or transport and logistics, to optimise at a system level and create new sources of differentiation and competitive advantage for Singapore in these sectors. Think, for example, of anti-money laundering using advanced AI/ML approaches that look at transaction data across banks, rather than a single bank, with greater accuracy and efficiency. The Government can be not only a catalyst, but an end-to-end orchestrator, pulling in multiple stakeholders to create new products and services that can create new value and revenue streams in Singapore and also in other markets.
Fourth, strengthening the role of the centre. While Ministries and agencies have the domain expertise and should drive the AI work in their respective sectors, there is a case to be made for having a strong centre that adds value by prioritising investments with the greatest public return, providing transparency and accountability, setting a coherent long-term strategy, challenging the Ministries and agencies on their AI priorities, removing barriers and resolving conflicts with other areas of the Government and drawing on best practices from across the Government and the private sector. So, I suggest that the AI and the National AI Strategy be made a priority of the Prime Minister, supported by a central team, with some parallels to the Smart Nation and Digital Government Office (SNDGO). This team can also provide functional leadership on the deployment of AI in internal functions across the Government and drive the end-to-end delivery of certain high impact use cases that can massively reduce cost and increase effectiveness in the Government itself.
There is, of course, another reason for a stronger role of the centre when it comes to AI. AI will not only have significant implications for the economy, businesses or even for public services, like healthcare and education. AI will also have far-reaching implications for workers and society in ways that could have long-term consequences we never imagined. The bleakest scenarios putting us on the path to a divided dystopia when machines replace man, the benefits accrue only to the rich minority, the middle class evaporates and a deep trust deficit leads to regular social and political instability.
How does the Government then confront these threats? Will there need to be, at some time in the future, a complete change in the way we look at social welfare, in the way we look at tax policy and in the way we think about trust? The complexities and cross-cutting issues involved will put a big strain on a model of Government based on a lead Ministry or lead agency, while a joint ownership model could be too fragmented. A strong centre is, therefore, needed to ensure fast and coordinated analysis, assessment and response that the public expects.
Mr Speaker, Budget 2024 reflects a refreshing boldness in growing our economy, something I must say has been a little muted in recent years. AI has to be a part of a bold but credible growth plan. Mr Speaker, I support the Budget.
Mr Speaker : Mr Derrick Goh.
6.04 pm
Mr Derrick Goh (Nee Soon) : Mr Speaker, Sir, Budget 2024 is significant. It is the first Budget dedicated towards the goals of Forward Singapore, where Singaporeans collectively shape the next chapters on the way forward for our country. Although the world we live in is more complex and uncertain, I am confident that we can forge ahead with resilience and optimism. To this end, there are four key themes on this year's Budget and plans that I wish to highlight. One, sustaining fiscal and economic strength amid challenges and improving three key trends relating to: (a) accelerating local businesses' growth in the new economy; (b) thriving in a digital age; and (c) enhancing social resilience and empathy.
Singapore entered 2024 into a global landscape that is bleaker and more complex than prior years. Geopolitical tensions also remain heightened. The Russian-Ukraine war persists, along with a new crisis in the Middle East. China's economy remains soft, while Japan and the UK just entered into a technical recession with two quarters of declining growth. While some bright spots include the surprising strength of the US economy, the flipside is that the interest rate decline has not yet happened and is expected to be higher for slightly longer.
Such realities underscore the need for Singapore to remain united, supported by discipline and foresight in our Government's fiscal policies. I am, therefore, pleased that Budget 2024 is generous and, importantly, holistic. To me, the projected balanced fiscal position signals continued prudence while providing relief for immediate cost-of-living challenges and supporting longer-term capabilities, such as the upskilling of Singaporeans and business transformation.
Recognising the longer-term need to fund our future, I supported the GST increase in prior debates but requested more help for residents to cushion against higher inflation. Hence, I am heartened that our Government has continued to follow through on its commitment to support our people with the further enhancement of the Assurance Package. Many residents I engaged over the Lunar New Year celebrations, including those at private condominiums, have expressed appreciation for the support.
Sir, we must not take for granted our fiscal and economic strength, which has allowed us the capacity to navigate uncertainties better than other countries. Budget 2024 plans for a long-run GDP target growth of 2% to 3%, given Singapore's mature economy. As last year's growth was low at 1.1%, along with an outlook that remains challenging, can the Deputy Prime Minister share his thoughts on the sources and drivers of the factors supporting this more optimistic long-term growth forecast and how we can better achieve this target?
To sustain economic strength, our businesses must be able to seize opportunities as they come. Yet, they repeatedly highlight labour and talent shortages, and this is also echoed by the SBF, that contrasts against the reality of continued low birth rates that are below replacement levels and jobs that are unattractive to our citizens. How may the Forward Singapore ethos apply so that the pursuit of economic growth, which may require more talents and foreign labour, that is not at all costs?
While Government revenue in FY2023 was overall better than expected, I note that GST collections were $1 billion lower than estimated due to weaker imports. Should this continue, can the Deputy Prime Minister assure Singaporeans that other sources of revenue remain robust to support future expenditures and that there will be no further GST hikes in the foreseeable future?
The expected top-up of funds is $20.4 billion in FY2024. This follows from $24.3 billion in FY2023. The Deputy Prime Minister had explained last year that a considerable number of these funds were drawdown funds, where spending is certain to fulfil commitments today and on an ongoing basis. Can the Deputy Prime Minister clarify the time horizons for the utilisation of these funds to benefit Singaporeans? As the FY2022 figure was much lower at $6.3 billion, can the Deputy Prime Minister also share if he expects such higher levels of funding and if the run-rate going forward will be at these higher levels?
I now turn to focus on accelerating the growth of our local businesses and SMEs, as they are the backbone of Singapore's economy. Some business owners say that they face "cost of survival" pressures, in tandem with the high cost-of-living pressures faced by individuals. I, therefore, welcome the Budget's support measures that bolster near-term resilience, such as the 50% corporate income tax rebate as well as the newly introduced and generous $2,000 cash payout for non-profitable firms with at least one employee under the Enterprise Support Package. Enhancements to the Enterprise Financing Scheme are also noteworthy.
Notably, the Budget has avoided more populist moves by going beyond handouts to encourage SMEs to transform for the longer term. Businesses are, by nature, economic entities which transform the use of limited resource to produce goods and services that the market demands. Those who can do so are better off and thrive in this new digital and green economy. As such, I am glad to learn of the enhanced initiatives, such as allowing SMEs from more sectors to benefit from green loans and the Energy Efficiency Grant. This is consistent with my suggestion at last year's COS debate for Government support to be more inclusive on transformational initiatives.
Another key thrust of Budget 2024 is the SkillsFuture Level-Up Programme. This is a decisive push for mid-career workers to upskill and reskill, so that they can contribute in higher-value jobs and more exciting roles, in line with the broader transformational agenda. Crucially, for SkillsFuture to be attractive, a mindset shift is also required by SMEs to see beyond the potential short-term constraints, like time-off given for staff development and, more importantly, to complement the programme by investing in training and job redesign for the longer term. This will be a win-win situation for SMEs and their employees.
Yet, while much is touted for SMEs to venture beyond their comfort zones, the fact is that transformation is challenging, especially in a high-cost environment, because the payback is uncertain and, often, not immediate. As such, more funding from the Budget, by itself, is insufficient. As most SMEs lack a dedicated strategy or training department, targeted facilitation is needed to guide them on how to effectively leverage Government support for meaningful transformation, so that they can learn by doing to build up expertise over time.
As the key nexus between the Government and SMEs in driving engagement and advisory, there is scope to improve the execution and effectiveness of SME centres and even TACs to support this agenda. I will elaborate on this at the Ministry of Trade and Industry's COS debate.
Sir, I will now turn to thriving in a digital age. Singapore has made significant strides in our progress towards becoming a Smart Nation. But as the technology space is ever-evolving rapidly, so must our efforts. Sir , I am heartened that Budget 2024 supports our National AI Strategy 2.0, in advocating for Singaporeans to see AI as a friend to increase productivity and enrich lives, instead of a foe that threatens livelihoods. As is always said, AI will not replace humans, but the person using AI will.
On the international stage, we are well-positioned to have an outsized influence on the responsible development of AI, amid bigger global powers competing for AI leadership. These are opportunities that Singapore must capture to stay relevant. Yet, while we pursue opportunities in AI and other frontier technologies on one end, we must have the right foundations in place, manage risks well and leave no one behind on the other.
As it is said, the art of progress is to preserve order amid changes and to preserve change amid order. While a myriad of services, such as healthcare, postal and transportation, continue to be refreshed by new technologies, with a "digital-first, but not digital-only approach", it is crucial for the pace of change to be well-ordered, thoughtful and empathetic, especially for our senior residents and vulnerable communities.
A digital society must also be reliable and secure for our residents and businesses to truly thrive within. As we mature as a digitalised nation, organisations must step up their service resiliency and recoverability, with more robust contingency and crisis management plans. As more systems become interconnected and interdependent, especially those in Government agencies that we rely on daily, greater IT-related and cybersecurity risks could have systemic impacts across our society and economy.
We will need to continue doubling down on multistakeholder efforts to bridge the digital divide as well as to manage the risks in this journey. The Public Accounts Committee, which I am a member of, has also highlighted these key points in its recent report. I hope more will be done in this area to frame future actions and public expectations.
With digitalisation, scams have increased and surged. From the Anti-Scam Command to the ScamShield app and the Online Criminal Harms Act, the Ministry of Home Affairs (MHA) has been relentless in its fight against the scourge of scams. This has helped to keep losses flat at $650 million last year. Nonetheless, the amount is still significant, and cases have soared by 46% to an unprecedented 46,000 cases!
I had previously emphasised the importance of an "all-hands-on-deck" approach by stakeholders in the ecosystem and would like to recognise the combined efforts of MHA, the Monetary Authority of Singapore (MAS), banks and telcos in reducing phishing scams and swiftly introducing measures to counter malware scams.
But that said, scams are most prevalent and increasing in areas, such as jobs, e-commerce and fake friend scams, where they exploit victims' emotions and psychology for them to willingly part with their money. Our agencies must be even more agile and responsive to combat scams with private sector and international partners. As this has been a key issue impacting public safety and trust and which my residents are concerned about, I hope to hear more targeted measures in this area.
Sir, lastly, I will touch on enhancing our social resilience and empathy.
Youths form a crucial part of our society and are the Singapore's future. The trend of drug abuse by youths is therefore worrying, as the Central Narcotics Bureau (CNB) reported more than half of new abusers arrested last year were below the age of 30. More concerning is that this trend extends from previous years, amid a backdrop of more permissive attitudes towards cannabis globally, as well as the continued emergence of new psychoactive substances and increasingly rampant use of vaporisers.
The formation of an Inter-Ministry Committee on Drug Prevention for Youths in 2023 was a good move. I look forward to its plans to curb this alarming trend.
Key to our social fabric, too, is community cohesion. Regrettably, the issue of noise has continued to cause friction in our neighbourhoods, with monthly complaints in the last year averaging over 2,000 cases, more than five times higher than pre-pandemic levels.
I spoke on this issue at prior debates and understand work is still ongoing to establish a new unit dedicated to tackle protracted noise disputes and to enhance the current regime where mediation is voluntary. While I look forward to an update on its progress and measures, I urge for all Singaporeans, aided by our agencies, to exercise restraint and empathy so that we can continue building cohesive and resilient communities.
Sir, I will now conclude. Singapore, like other countries, faces similar pressures like cost of living, on top of more unique challenges as a small island-state dependent on an open economy amid a trying global environment.
Yet, we have always been able to navigate obstacles better than others to emerge stronger. Thanks to good governance and financial strength accumulated from our Reserves and its prudent use along with the diligence of those who came before us. I am glad that Budget 2024 did not succumb to populist and unsustainable initiatives. Budget 2024 is underpinned by fundamentals that is principled, disciplined and pragmatic.
While there are challenges ahead, I have no doubt we can surmount them in the uniquely Singapore way, as one united people. Budget 2024 has been a fitting first instalment to realise the Forward SG goals. I support the Budget and I am confident it will enable Singapore and Singaporeans to forge ahead with resilience and optimism, towards a shared future together.
Mr Speaker : Mr Vikram Nair.
6.20 pm
Mr Vikram Nair (Sembawang) : Mr Speaker, I support this Budget. Some of the bigger challenges Singaporeans face in the coming year include the rising cost of living and economic uncertainty, with retrenchments on the rise. While the causes of these issues are global trends, the Budget introduced by Deputy Prime Minister Lawrence Wong provides important measures to address these challenges for us in Singapore.
In relation to the rising cost of living, significant financial assistance is being given out each month through a range of vouchers and, for the lowest income earners, the amounts being given out would be more than enough to cover the rising costs. I am not aware of any other governments who are giving out such generous amounts to such a wide part of the population, but this does seem to be a direct way to address the issue.
The matter of retrenchments is one I wish to address in more detail. I am advisor to several unions, including the Advanced Manufacturing Employees Union. This is a union that started with being a union for the metal industry workers but has since repurposed itself to reflect the development of industries and the workforce it represents. The evolution of this union is a reflection of the numerous waves of disruption it has helped the employees weathered over the years. In this capacity, I am aware of the frontline challenges and efforts of our unions in dealing with retrenchments.
The labour MPs who spoke just before provided important examples of the work of our unions in dealing with retrenchment. And I encourage all employers and workers who are not already working with NTUC, to do so.
According to the advanced labour estimates released by MOM on 31 January 2024, the number of retrenchments in 2023 spiked to 14,320, more than double the record low of 6,440 in 2022. Notwithstanding this, the unemployment rate remained at a relatively low rate of 2.7% in 2023. The MOM report also indicated that this was partly due to "global economic headwinds on outward-oriented sectors such as wholesale trade, IT services and electronics."
However, statistics also showed that most retrenched workers re-enter the workforce within six months. Overall, employment continued to grow in 2023, albeit at a slower pace than 2022, which suggests the post-pandemic spike in employment was moderating. Most of the employment growth was in domestic-facing sectors.
The upshot of these figures is that, against the backdrop of rising retrenchments, Singapore's economy is doing alright and there are opportunities for our workers to take up. The continued growth of our job market has been possible, thanks to the creative approach to developing our economy, as outlined by Deputy Prime Minister Heng Swee Keat earlier in his speech.
Singapore has had some unique features in its employment market that have helped keep our unemployment rates low.
First, there is less legislation and regulation as compared to many other markets. So, while this means less legislated employment rights for workers, it also means that employers are less concerned about making employment offers and employ people here.
Second, the efforts of the Government to bring in new business and industries have kept investment in Singapore robust, creating new jobs and many of these companies provide higher wages and drive up the general wages across the country.
Third, as there is currently little in way of direct unemployment benefits, people who lose jobs are highly motivated to find new jobs and do so. In this way, we create an environment that is conducive for job creation, hiring and incentivising people to work.
If one looks at the macroeconomic employment figures, the data looks alright for Singapore. The labour market remains tight with low unemployment, which means people who wish to work will have opportunities to do so. Yet, notwithstanding the macro picture looking alright, there will be individuals who will still face disruption in their lives.
For those retrenched or facing unemployment, quite often, the cause has nothing to do with their own work performance but rather due to structural reasons, including their jobs or businesses getting disrupted.
In several earlier speeches in this House, I had spoken on how business cycles and lifespans of companies had gotten shorter, and industries and companies can go from boom to bust in a matter of years. This has already made the idea of lifetime employment with a single employer to the exception, rather than the rule, for many people in the private sector.
Today, there is another development. Even if the industry and company remain, that does not mean the job will be there, and jobs are getting disrupted in a wide range of industries.
In the technology sector, for example, some of the jobs getting disrupted by AI are, ironically, the jobs of computer programmers and engineers. Even in the movie industry, there was a dispute between the production houses and actors with arguments about whether and to what extent the industry was permitted to use the digital likeness of actors. This was part of the reason large numbers of actors and workers in the media industry went on strike in the US.
Against this backdrop of even more challenges coming into the job market, I support the proposal for greater support for the unemployed. It appears that what is being envisioned is payouts to those who may be unemployed. This is not an easy area to navigate and even private providers of unemployment insurance in places like the US have stopped providing this. This suggests that they have not been able to find a financially sustainable way to provide this service.
Much of the feedback I have received from this also includes suggestions that the Government should have limits on the amounts that may be claimed and the duration, so that people are properly incentivised to return to work as soon as possible. The scheme should perhaps start as a safety net of last resort, to cover people who may have more limited resources and should take into account factors, such as whether the employee received retrenchment benefits from their previous employer.
Related to this, I strongly support the SkillsFuture Level-Up Programme. This, to me, seems to be an alternative but which could work quite well together with the unemployment support scheme. This provides a $4,000 top-up to the SkillsFuture Credit a person has and provides an allowance of up to $3,000 a month while a person is attending full-time courses. This is a helpful programme for anyone whose industry or job has been disrupted and needs to pick up new skills. The training allowance helps to take away some of the pain, particularly for lower-income workers, of getting a new job. Also, as there is no age limit on this, older workers can also take advantage of this, even after they have retired.
Along the theme of investing in our people, the ITE Progression Award also gives encouragement to our ITE graduates to pursue diploma qualification. This is an aspiration for many ITE graduates and the support of $15,000 will be helpful, particularly to those from lower-income families.
Another structural issue we face in our job market is that wages at the lower-income levels had been stagnating relative to those at higher-income levels. A number of measures have helped to address this issue, including rolling out the Progressive Wage Model and the WIS scheme, whereby the Government topped up salaries of lower-income workers. Both these schemes will continue with more generous funding available. WIS will now cover workers with incomes of up to $3,000 while the Progressive Wage Credit Scheme will also cover employees with an income of up to $3,000.
While most Members in this House support the WIS, I note the PSP does not seem to support it wholeheartedly and suggests this would create a "handout mentality". Instead, they advocated a minimum wage of $2,200 a month, which they call a "living wage". I respectfully disagree with PSP on this.
One of the reasons the Government is slow to impose a "blanket" minimum wage is that it is mindful that many of the lowest wages are in the lower-skilled sectors, affecting older workers and SMEs. If wages are pushed where a business cannot afford it, this may make these workers and the businesses they work in no longer financially viable.
What the Government has instead done is a two-pronged approach. For those industries with profits to sustain higher wages, the PWM is being rolled out and this is better than a minimum wage because it guarantees not only a minimum wage, but wage increments for lower-wage workers. For workers whose wages remain low or those industries or jobs that are not part of the PWM yet, the WIS will kick in to provide an income supplement. WIS does not impose a burden on employers but meets the employee's need for a higher wage. I believe this two-pronged model is a better one than the model proposed by PSP. Mr Speaker, in Tamil, please.
( In Tamil ) : [ Please refer to Vernacular Speech .] This year's Budget provides a wide range of support for those facing difficulties. In my speech, I focused on those who may face difficulties with job losses or job disruption. Based on the employment data last year, it was clear that the unemployment rate in Singapore remained low and jobs continued to be created. However, retrenchments also more than doubled last year from the year before, with most retrenched people getting a job within six months. This means that for those who lose jobs, there are opportunities out there and it is important to keep trying for new jobs.
In this Budget, the Deputy Prime Minister has introduced the SkillsFuture Level-Up Programme, which provides a $4,000 grant as well as a training allowance of up to $3,000 a month. For those who have lost jobs or who simply wish to retrain for better jobs, this provides support to do so, as it will cover course fees and also help subsidise some of the lost income with the training allowance. If you have just lost your job, this would be particularly helpful as you can continue to earn while you train.
The Deputy Prime Minister also announced that he is looking into unemployment support going forward. While schemes like that have had fallen short in other countries, I trust this will be important support for those who genuinely need it, especially if they are of limited means and did not receive much in way of retrenchment benefits or redundancy pay. Therefore, I think the training grant and allowance will be two important pillars of support for those who are between jobs.
( In English ): Mr Speaker, this Budget is an important one because it shows the Government "has our backs", and I have focused on the policies that help our workers. I support this Budget.
Mr Speaker : Miss Rachel Ong.
6.33 pm
Miss Rachel Ong (West Coast) : Mr Speaker, I would like to begin by extending my thanks to Deputy Prime Minister Lawrence Wong and his dedicated team for unveiling the comprehensive Budget 2024, aimed at alleviating cost-of-living concerns and promoting a more equitable and inclusive Singapore.
In my address today, I will concentrate on two primary areas: one, establishing a comprehensive SkillsFuture ecosystem that is inclusive; and two, ensuring equitable insurance protection for persons with disabilities and individuals on the autism spectrum. Before I continue, may I declare that I lead a consultancy that provides selected short-form courses funded by SkillsFuture.
The newly introduced SkillsFuture Level-Up Programme offers substantial assistance to mid-career individuals looking to transit into new industries while managing family commitments. Initiatives like the $4,000 top-up in SkillsFuture Credit, the extension of the Mid-Career Enhanced Subsidy and the introduction of the SkillsFuture Mid-Career Training Allowance highlight the Government's dedication to aiding all Singaporeans in upskilling, including PwDs.
This aligns with the objectives of the 2030 Enabling Masterplan to raise the employment rate of working age PwDs from 30% to 40%. It is imperative that PwDs have equal access to CET programmes to acquire the essential skills needed to excel in today's job market. I applaud the Government for its substantial support towards our PwDs in their CET endeavors. Job-seeking PWDs registered with SG Enable receive additional course fee funding support of up to 95%. Moreover, the rapid expansion of the Enabling Academy to offer over 700 accessible courses within just two years of its inception is commendable.
I am heartened by the collaborative efforts of the SkillsFuture team with disability advocacy organisations, like the Disabled People’s Association (DPA). However, despite the Government's robust backing for PwDs, obstacles still remain.
Discussions and consultations with PwDs conducted by DPA have revealed that many PwDs encounter difficulties with CET providers who are unable to accommodate their specific needs, despite the PwDs being willing to provide guidance on how to do so. This often results in PwDs being turned away or not receiving the necessary support to fully engage in CET programmes. Those who have enrolled in SkillsFuture initiatives have also shared instances where instructors may not address their queries adequately, possibly due to a lack of knowledge and resources. For instance, visually impaired individuals have requested screen-reader friendly document formats or image descriptions for diagrams, while autistic individuals have expressed a need for more specific and direct instructions.
We need to acknowledge the challenges that PwDs face in their CET journey. This should not be the experience of any individual in Singapore who seeks to enhance their skills and advance. To address these challenges, may I propose four key interventions?
First, require reasonable accommodation for PwDs. In CET, reasonable accommodations refer to measures that enable PwDs to participate equally without imposing an undue burden on training providers. In Australia, where Singapore's Skills Qualification Framework is modeled after, their approved training organisations (ATOs) are legally required to provide reasonable accommodations for PwDs in teaching, learning and assessment. However, this is not a requirement in Singapore, despite having ratified the UN Convention on the Rights of Persons with Disabilities (CRPD) in 2013.
SSG, in collaboration with the Enabling Academy, can work with training providers and industry partners to determine what constitutes reasonable accommodation. This can include discussions on which industry courses to prioritise as well as provide the technical assistance for adaptations. In addition, clear communication and accessible recourse should be made available for PwDs when they encounter difficulties with training providers. I propose that we start with ATOs and CET centres offering long-form or industry-recognised courses. This ensures that PwDs have access to courses that directly support employment or advancement at work.
Second, market technical assistance with the Capability Development Grant. We must raise awareness as well as the utilisation of SG Enable's Capability Development Grant among training providers. This grant provides funding for customisation courses for PwDs.
Based on the SG Enable’s Annual Reports from 2017 to 2020, only an average of 24 out of close to 1,000 training providers do so each year. This data is not available in the Annual Reports of 2021 and 2022. Many training providers outside the disability sector may not be aware of or are familiar with the grant utilisation. Without this knowledge, the grant's effectiveness is limited. To address this, both the grant and SG Enable’s consultancy services should be promoted together to boost utilisation.
Third, capability-building for inclusive CET design. We must better equip our adult educators with skills to create accessible course materials. Adult educators play a pivotal role in making learning accessible. As content developers, they share the responsibility for ensuring its accessibility.
The Institute of Adult Learning (IAL) offers programmes for adult educators to meet the qualification requirements to run SSG-funded certifiable courses. While Universal Design for Learning (UDL) principles are mentioned in IAL’s diploma programmes, the current depth does not ensure proficiency in creating accessible course materials. By integrating UDL practices into course development and setting minimum accommodation requirements, educators can reduce the need for accommodations after.
Fourth, accessible information on course and accommodations pre-enrolment. Training providers should provide course information and accommodations in accessible format before enrolling to help learners make informed choices and prepare for course demands. Implementing these interventions will take time. But the launch of the Level-Up Programme presents an immediate opportunity to integrate inclusivity into our CET sector.
I propose for MOE’s consideration to require the relevant training providers, particularly those running courses that qualify for the Mid-Career Training Allowance, to work with the Enabling Academy on assessing reasonable accommodations for PwDs and where found reasonable, to make provisions. Doing so will underscore our commitment to PwDs in supporting their upskilling journey, on par with our support for those without disabilities.
Once more, I must applaud the Enabling Academy for your outstanding accomplishment in achieving and offering more than 700 disability-friendly courses within a brief time period. However, we aim to ensure that PwDs who possess the capability to do so are able to access the 29,000 courses available on the main SkillsFuture portal, provided that necessary accommodations are put in place.
It is crucial that in our endeavours to empower PwDs through the Enabling Academy, we must strive to avoid unintentional segregation in their CET pursuits. While the Enabling Academy is a valuable complement to SkillsFuture programmes, particularly for disability types requiring significant course adjustments, an inclusive SkillsFuture ecosystem should promote an environment where both PwDs and individuals without disabilities can learn together. With the technical and financial support from SG Enable and other Government agencies, we can establish a comprehensive and inclusive SkillsFuture ecosystem.
Mr Speaker, I would now like to address the crucial issue of ensuring fair consideration in insurance coverage for PwDs and individuals with autism.
Earlier this month, several Members and I myself brought attention to the necessity of enhancing insurance coverage for individuals with mental health conditions. We underscored the difficulties that individuals encounter when attempting to secure insurance for physical health issues that are separate from their mental health history. PwDs and individuals with autism encounter similar obstacles when navigating the insurance landscape beyond their existing conditions.
As MAS prepares to introduce guidelines for financial institutions to embrace fair and responsible practices towards customers in mid-2024, it is imperative that clear directives are established on how rejection, loading and exclusion criteria should be set for individuals with disabilities, autism and mental health disorders. These guidelines should elucidate the available avenues for recourse for individuals facing discrimination.
Presently, individuals have limited options for recourse, with the only available avenue being to appeal directly to MAS. However, the explanations provided by insurance companies in response to such appeals may be biased by their internal practices. To ensure a more impartial process, it is vital to institute an objective panel of third-party evaluators comprising of Government officials, industry representatives, medical professionals and disability experts to resolve disputes and foster a more equitable insurance environment. As we strive to raise the standards of equitable insurance coverage, I look forward to Singapore withdrawing its reservations on Article 25(e) of the UNCRPD in the near future.
Inclusivity is more than a mere goal. It is a collective journey that we must undertake as a united Singapore. This journey serves as a poignant reminder of our shared vulnerability. Anyone can face disabilities, whether temporarily or permanently, due to genetic factors or traumatic experiences. We are all prone to illness and health challenges that may one day impede certain functions. These proposed initiatives are not solely focused on ensuring equal opportunities. They are aimed at nurturing a society where every individual, regardless of their abilities or background, can flourish and make meaningful contributions.
Let us work together to establish an inclusive SkillsFuture ecosystem and guarantee equitable insurance coverage for all. With this in mind, Mr Speaker, I lend my full support to Budget 2024.
Mr Speaker : Ms Usha Chandradas.
6.45 pm
Ms Usha Chandradas (Nominated Member) : Mr Speaker, Sir, I rise in support of 2024's Budget Statement. In particular, I applaud the Deputy Prime Minister, Mr Lawrence Wong, for his very clear statement in this year's Budget on the importance of the arts. As he has said, they help to express our unique Singaporean culture, strengthen our shared bonds and make Singapore a distinctive home. I thank him for his commitment to investing $100 million over the next four years to roll out the latest SG Arts Plan.
The Deputy Prime Minister has said that more diverse pathways will be offered so that every individual can strive to be the best possible version of themselves, and this statement was particularly resonant with me. He said that we must accord greater value to those who are skilled in technical hands-on abilities as well as those with the social and empathetic traits to excel in service jobs.
While the Deputy Prime Minister referred to the specific example of an ITE graduate who excelled brilliantly in his chosen path, let us also not forget the vast majority of people who work in non-white collar jobs who might not be superstars in their fields but whose labour and service is key to the functioning of our society.
Just as MOE encourages us to remember that every school is a good school, it must also be the case that every job is a good job, as long as it earns you an honest wage. And this is a point that many Members have made in the House over the last two days. While this Budget highlights ITE students, members of the arts community also face struggles related to their wages and the misconceptions attached to the value of their role in society and their work.
Just this past weekend after the Budget Statement, I saw an artist friend lamenting on her Instagram stories that a potential customer had enquired about the prices for her embroidery art. When she explained that her work was priced in a certain way because she had to personally commit 40 hours of painstaking work by hand, the customer replied with a flippant, "Alrighty, maybe I'll get it on Taobao."
To make things worse, the artist then found online stolen pictures of her work on Taobao, and these were being advertised by unscrupulous sellers who were purporting to recreate her designs for a fraction of her selling price. This kind of careless disrespect for artistic work is something that many working artists in Singapore continue to face.
Better exposure to and awareness of the arts will help our communities to understand and, hopefully, better appreciate the important role that our arts workers play in our society. To this end, the Government's plans to make the arts more accessible to all Singaporeans are indeed very welcome. I look forward to the Committee of Supply debates that will allow us to further explore the opportunities presented for the arts community in this Budget Statement.
I will now move on to address two tax changes which were announced in the Budget, and I would be grateful for the Minister's clarifications on these. In this year's Budget, it was stated that in order to ensure parity in the treatment of royalty income, the current tax concession of taxing only 10% of gross royalties earned by authors, composers and choreographers or any company wholly owned by them will be withdrawn in phases, with effect from Year of Assessment (YA) 2027.
For YA2027 and YA2028, eligible taxpayers may continue to claim the tax concession based on higher specified rates but with effect from YA2029, the concession will no longer be available. Taxpayers will be required to report the net amount of royalties earned and will be taxed on them accordingly.
Looking at the legislative history behind this concession, I note that the incentive was introduced in the Budget Statement delivered in 1983. The then-Minister for Trade and Industry, Dr Tony Tan Keng Yam, stated that this would be, "An encouragement to creative talents, such as authors and composers." He continued that, "the concession will enable local publishers to offer better terms to authors and composers living in Singapore and abroad." He continued that, "foreign talents will find it worthwhile to get their works published here."
In the year 2000, the concession was liberalised further to include royalty payments received by a composer, an author or a choreographer from music recording or film, dance or drama production businesses in Singapore. When moving the Income Tax amendment Bill in that year, the then-Second Minister for Finance, Mr Lim Hng Kiang, once again described these changes as being put in place to "encourage the development of the arts and innovation in Singapore."
Sir, I have some clarifications on the changes to the concession that have been announced in this year's Budget.
First, what is the rationale behind these changes? From 2024 Budget materials, it is stated that the change will "ensure parity in the treatment of royalty income", which is fair enough in principle. But if the original intent behind the concession was to provide an incentive to encourage creative work, then I hope that the Minister is able to clarify the policy intentions now behind the revocation of the incentive.
My second clarification is on whether the incentive has served its purpose in encouraging the work of authors, composers and choreographers? Would the Minister be able to share the impact that the incentive has had over the years? Finally, what is the expected effect of this change? Does the Ministry have a sense of what the projected increase in revenue collection will be as a result of the rollback of this incentive?
The next change I would like to address concerns the enhancements to the tax deduction for Renovation or Refurbishment expenditure, under section 14N of the Income Tax Act. The scope of qualifying deductible expenditure under this provision will now include designer fees or professional fees. This, to my mind, is important acknowledgment of the work of designers in renovation and refurbishment works, and offers a good incentive for businesses that pay their designers a fair and equitable wage.
That being said, deductions are still expressly disallowed on the purchases of antiques and any type of fine art, including painting, drawing, print, calligraphy, mosaic, sculpture, pottery or art installations. While general capital allowance deductions may be available for the purchase of artworks that qualify as "plant", the Inland Revenue Authority of Singapore (IRAS) has only clarified so far that qualifying conditions may be met in hospitality-related businesses, for example in clubs, restaurants and hotels. Artwork purchases in other types of settings, such as in offices, may not qualify.
I fully understand that the valuation of artwork purchases is a complicated area but there are ways to alleviate the risks associated with the subjectivity of valuation. One way is to rely on valuations from trusted and accredited valuers, and we do have a number of them in Singapore. Another way could be to expand the pool of skilled valuation professionals in the space. The Art Galleries Associations of Taiwan and Korea, for example, have formal art appraisal and valuation arms.
We have, in Singapore, our own Art Gallery Association of Singapore (AGAS) and, presently, it is entirely member-run. While I understand that the Government has committed some resources to supporting AGAS' work on an ad-hoc project-basis or on a reimbursement basis, more can be done to assist the association in expanding its work so that its operational capabilities are on par with what similar associations in the region are able to offer.
It would be a good start, for example, if the Government were able to empower or sponsor AGAS to commission a study on how the local art gallery ecosystem can better support our economy. This could be in the sphere of valuation or even in the area of general research into tax and economic policies which are relevant to the arts.
To conclude on this point, while I welcome the enhancements to the tax deductions available under section 14N, I hope the Government will continue to re-evaluate the conditions of the scheme in future and consider whether these conditions can be adjusted to encourage purchases of art in Singapore. Tax benefits such as these will certainly contribute to the development and growth of our visual arts sector.
Sir, notwithstanding these clarifications, I support this year's Budget and I thank the Deputy Prime Minister, once again, for championing the arts community in his Budget Statement.