Please take a moment to check your email inbox and confirm your subscription to start receiving the latest news and updates.
In Part 2 of “Unpacking the Workers’ Compact,” we feature our chat with Sister Jeslyn Chua, Head of Mentoring, Young NTUC, who is also a Senior Industrial Relations Officer with the Attractions, Resorts, and Entertainment Union. She tells us what the New Gen Worker is like and how employers can create a system of support for youths and young workers.
To improve the pipeline of talent in the maritime sector in the long run, we can glean insights from the compact findings and understand the youths’ needs, aspirations, and concerns.
SV: How did this group, 17 to 25 years of age, most of whom are students, come to be included in the refreshed Workers’ Compact?
JC: There were young people who had their final years of education or careers, or both, significantly impacted by the pandemic. Many had to step into the working world with little guidance. At the same time, the economy continued to be influenced by game-changing technologies—artificial intelligence (AI), big data, and blockchain. Drawing from this experience, we want to extend the support to students who will soon be making the crucial transition in their lives.
SV: How did you reach them?
JC: Through the NTUC Youth Taskforce (launched in July 2022 and led by Young NTUC), we visited school campuses—ITE, Polytechnics, and Universities—to speak and interact with youths over focus group discussions, surveys, and dialogues. It was part of the #EveryWorkerMatters Conversations, and by the time it wrapped in July 2023, we had managed to engage with 10,568 youths on three areas—career, finances, and mental well-being. The insights provided us with a valuable profile overview of the New Gen Worker. Understanding their characteristics is essential for crafting tailored approaches to support their transition from school to work.
SV: That’s interesting. Tell us what the New Gen Worker ‘looks’ like.
JC: The insights revealed a lot about the fears, aspirations, and preferences of youths. I’ll share briefly what we were able to glean. Do visit our website for the full report.
Young individuals aspire for greater autonomy in shaping their career paths. Prioritising happiness, fulfillment, and a sense of purpose over rushing into employment defines their approach. Despite being newcomers to the workforce, financial concerns, particularly daily expenses, loom large, regardless of age or educational background. However, they emphasise the importance of prudent saving for unforeseen circumstances.
Youthful expectations, both of the workplace and themselves, drive ambition but can also expose them to early career stresses. Yet, their openness about mental health reflects a positive attitude toward well-being. Demonstrating entrepreneurial spirit, they strive to harmonise personal passions with financial stability. Within professional settings, they actively seek avenues for career advancement, showcasing their eagerness to grow and succeed.
SV: How would these insights be used? How are they relevant to employers?
JC: These insights guide us in the development of resources and programmes at aiding youths and young professionals. Given that this is a collaborative effort involving tripartite partners, the insights are also relevant for employers.
Take, for instance, internship programmes. Through the engagements, youths have mentioned that their internship experience has a direct impact on their decision whether to remain in the sector, and many view internships as an important first step to experience how work is like in the sector they are thinking of going into. Employers must carefully consider the design of these programmes to ensure they are constructive and meaningful for interns. There is a strong indication that youths, from all educational backgrounds, want quality internships that enable them to apply or adapt the knowledge acquired in school, learn new skills, and value-add to the organisation.
Moving on to mentorship. Employers can field suitable professionals to join NTUC’s expanding network of industry mentors. Our survey reveals that our youths’ ideal industry mentor is someone relatable, with industry networks and with at least five years of working experience in the sector. Recognise anyone who matches this description in your organisation? Bring them in. Employers and working professionals can pay it forward by nurturing and growing our future generation of workers. If this resonates with you, NTUC looks forward to welcoming you. Drop us an email at ynmentorship@ntuc.org.sg!
SV: On mental health, you shared a finding about youths being very open to talk about it. What came up and how could employers respond?
JC: Yes, they are. Youths are now more vocal in speaking up about mental well-being. They express the desire for more mental well-being support in the workplaces and in society on the whole. For instance, they view peer-support programs as a focused approach to aiding individuals in times of need. In the words of one youth respondent, “Someone to offer support and have my back; a reliable presence to turn to during challenging moments or when I encounter difficulties in the workplace.”
Beyond yoga sessions, wellness talks, and the Employees Assistance Programme where employees can seek professional help anonymously, companies can also consider training up a group of peer supporters within the organisation. There is a Workforce Skills Qualification (WSQ)-certified Training In Peer-To-Peer Mental Well-Being Support @ Work launched by NTUC in 2021. Participants learn basic psychological first aid skills, self-care methods, how to identify stress indicators, provide support to those in need, and collaborate with their companies to establish structured peer-to-peer mental well-being support and foster a culture that normalises discussions around mental health issues.
We had three young seafarers attending the Workforce Skills Qualification (WSQ)-certified course to train individuals to be mental health peer supporters at the workplace course.
SV: Thank you. One final question. What keeps you going?
JC: I find purpose in what I’m doing. I have the opportunity to help youths find a foothold in the workplace, and it has been a very fulfilling career so far! It is always heart-warming to witness the youths go on to pursue their aspirations and succeed!
And here’s a final nugget from the conversations—the desire among youths for industry mentors peaks upon graduation and extends into their first two years in the workforce. This underscores their eagerness to embrace career mentorship from the outset of their professional journey. Let us extend our hands early to uplift and empower them along their path to success.
An interview with Ms. Christina Cheh, Vice President, Health, Safety, Environment and Quality, Wilhelmsen Ship ManagementWhen Christina...
Read More
The maritime industry is entering one of the most transformative periods in its history. “In just 25 years—the lifetime of a single...
Read More
The maritime industry is at a crossroads, with technological advancements, regulatory changes, and evolving industry...
Read More
An interview with Ms. Christina Cheh, Vice President, Health, Safety, Environment and Quality, Wilhelmsen Ship ManagementWhen Christina...
Read More
The maritime industry is entering one of the most transformative periods in its history. “In just 25 years—the lifetime of a single...
Read More
The maritime industry is at a crossroads, with technological advancements, regulatory changes, and evolving industry...
Read More