Including sexual orientation in new workplace law would have wide-ranging implications: Forum

I refer to the letter “LGBTQ+ workers left behind again in new legislation” (Jan 15).

Singapore is a meritocratic society, and I support the idea that anyone should be hired as long as that person is suitable for the job. People should not be discriminated against at work for any personal characteristics that are irrelevant to merit.

Thus, I am glad that the Ministry of Manpower has clarified that, although sexual orientation and gender identity (SOGI) are not included in the Workplace Fairness Act, the Tripartite Guidelines on Fair Employment Practices continue to protect LGBTQ+ individuals.

There are, however, wide-ranging consequences to including SOGI in the Workplace Fairness Act, which go beyond merit-based hiring. These laws may be used to coerce employers to endorse same-sex relationships or subjective gender identities, contrary to the values of others.

For example, even before same-sex marriage was legalised in Canada, a tribunal ruled that same-sex partners were entitled to employment-related spousal benefits.

Such a position is at odds with Singapore’s laws and the values of a majority of Singaporeans, who consider marriage to be a union between a man and a woman.

In addition, the US Equal Employment Opportunity Commission has taken the position that “all women (including transgender women) should be allowed to use the women’s facilities” under the applicable anti-discrimination law.

This means that a biological male who identifies as a woman must be allowed access to women’s bathrooms, despite the impact on the privacy of women.

These examples show the potential of SOGI anti-discrimination to undermine and redefine the values of our society, and impose a set of norms which a majority of Singaporeans do not accept in our multiracial and multi-religious society.

Adelin Tan Geok Lin

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