Latest news with #SGEnable
New Paper
21-06-2025
- Business
- New Paper
Tea chain 'Chagee'-ng towards inclusivity with new NUS outlet
As the second-oldest among four siblings, Mr Muhammad Salahuddin Omar was the only child in the family born deaf. The 27-year-old picked up sign language in kindergarten and now works at Chinese tea franchise Chagee's signing store located in the National University of Singapore (NUS). The store is staffed by Deaf and hard-of-hearing baristas employed through a partnership with SG Enable and the Singapore Association for the Deaf (SADeaf). The term "Deaf", with a capital letter D, refers to people with hearing loss who prefer to use sign language, and identify as a part of the Deaf community. Speaking to The New Paper in Singapore Sign Language (SgSL) with the help of a sign language interpreter, Mr Salahuddin shared that he, fortunately, did not experience bullying growing up. "I feel like maybe it's because of my face," he signed with his nimble fingers before letting out a chuckle. Though a little anxious, Mr Salahuddin was very enthusiastic while sharing his experiences. TNP PHOTO: SEAH JUN DE The Deaf barista attended the Singapore School for the Deaf and Lighthouse School where he grew up alongside children with hearing disabilities and supportive teachers, he shared. Before joining Chagee, Mr Salahuddin worked in retail and F&B, roles he secured with support from SG Enable, a government agency aimed at assisting persons with disabilities and their caregivers. However, during his time at his previous two jobs, he did not have anybody he could communicate with as there was no one else who could understand sign language. When he first received the offer to work at Chagee's signing store last year through SADeaf, he was looking forward to being in a work environment where everyone could understand each other. "I thought it'd be interesting - I wanted the job because it'd be easier to communicate," he signed. Mr Salahuddin underwent three weeks of training conducted in sign language and aided by resource videos with closed captions before being deployed on the ground. Prior to the opening of the Chagee NUS store, Mr Salahuddin was working at the Orchard Gateway outlet - a high-volume store with long queues every day. "I need to be very focused at work because it's quite busy over there." Other Deaf and hard-of-hearing staff members at the signing store have also been previously attached to another store, ensuring a smooth transition to the newly opened NUS outlet that serves a large student crowd. Mr Lawrence Wen, general manager of Chagee Singapore, noted that the prior experience has equipped the team well for the high demand at the NUS outlet. "This store is actually a very high-volume store for us as well - there's a lot of delivery orders. Our store partners are more than capable of handling the high volume during lunchtime." The store is staffed by 14 baristas. TNP PHOTO: SEAH JUN DE The signing store had its soft launch last month and Mr Salahuddin has already become acquainted with some of the store's regulars. Faculty members visit the store so often that they have slowly picked up sign language, making it easier to communicate with them, he explained. Chagee NUS had its official launch on June 19, becoming the tea chain's first signing store in South-east Asia. The franchise has three signing stores in China. "Siting it at NUS was a deliberate choice - this is where future leaders are shaped, and we want to inspire more inclusive mindsets through everyday experiences," said Mr Wen in his opening address. The store was designed with the staff in mind. Walls are lined with cork to soften ambient noise and the open brewing area keeps the staff visually connected. "An inclusive society is one where everyone feels seen, heard, and valued. Initiatives like the Chagee signing store remind us that accessibility is not just about infrastructure - it is about mindset and intent," said Senior Parliamentary Secretary for Social and Family Development Eric Chua who was the guest of honour at the opening ceremony. To introduce customers to basic SgSL, a custom-made flip chart on the wall was developed with the help of SG Enable and SADeaf. Simple terms like "hello" and "thank you" in SgSL are displayed on the wall. Mr Salahuddin standing in front of the flip chart, signing the letter C. PHOTO COURTESY OF CHAGEE The store also features a mural by award-winning Deaf artist Angeline Chen Ziyue and photos taken by Singaporean Deaf photographer Isabelle Lim. "I hope that customers will be able to learn a bit more about sign language after their visit and be inspired to go for courses to pick it up," Mr Salahuddin signed in SgSL with a smile.
AsiaOne
20-06-2025
- Business
- AsiaOne
Chagee opens sign-language store at NUS supporting deaf community, Lifestyle News
Chagee unveiled its latest outlet at National University of Singapore (NUS) yesterday (June 19), possibly Singapore's first sign language-equipped tea-chain store. Located in NUS' Yusof Ishak House, the new outlet is also the tea chain's first-ever signing store in Southeast Asia. In a partnership with SG Enable and the Singapore Association for the Deaf (SADeaf), the outlet is staffed by deaf and hard-of-hearing baristas. The store's official launch was attended by Senior Parliamentary Secretary for Social and Family Development and Law Eric Chua, where he highlighted the importance of inclusivity in Singapore. "An inclusive society is one where everyone feels seen, heard, and valued. Initiatives like the Chagee signing store remind us that accessibility is not just about infrastructure — it is about mindset and intent," he said. In a Facebook post later that day, he described such initiatives towards disability-inclusive employment as "encouraging". Not your average bubble tea store The 135 sq m outlet features cork-lined interiors that create a welcoming space for all. A layered step seating configuration also hopes to promote social interaction. One of its most eye-catching features is the custom-built flip chart wall. Developed in consultation with SG Enable and SADeaf, the flip chart wall is meant to be a simple step to introduce newcomers to basic sign language, and to foster meaningful exchanges between customers and staff. Another head-turner within the outlet is the vibrant wall mural, designed by award-winning deaf artist Angeline Chen Zi Yue, which adds an artistic touch to the space. To celebrate the opening of the store, Chagee has introduced two exclusive in-store merchandise bundles. They feature Chagee's signature Bo·Ya Jasmine Green Milk Tea and items such as canvas totes and keychains. For every bundle sold, the chain will donate $2 to SADeaf. Address: 31 Lower Kent Ridge Road, Yusof Ishak House, level 1, Singapore 119078 Opening hours: Daily, 10.30am to 8.30pm [[nid:716027]] amierul@
CNA
19-06-2025
- Business
- CNA
Nominations for 7th edition of Goh Chok Tong Enable Awards open till Jun 25
Nominations for an awards programme that recognises persons with disabilities with significant achievements or have shown great promise are closing in less than a week. The Goh Chok Tong Enable Awards is a joint initiative by Mediacorp and SG Enable. It is held every year and it is in its seventh run. Michael Ngu, Chairman of the Goh Chok Tong Enable Awards Evaluation Panel and Board Member of SG Enable, discusses his award-winning journey and how he became a judge. He also talks about how the selection process works and what the judges are looking out for.
CNA
30-05-2025
- Business
- CNA
From awareness to action: Creating workplaces where neurodivergent talent can thrive
Despite Singapore ranking among the top 10 countries globally for search terms like 'neurodiversity', 'do I have ADHD' and 'do I have autism', there is still room to improve in moving from awareness to action. Only 49 per cent of neurodivergent individuals feel safe disclosing their condition at work, while 64 per cent are unaware of measures that promote inclusivity. These findings come from a recent report by Boston Consulting Group (BCG), supported by SG Enable, Singapore's focal agency for disability and inclusion. Titled Neurodiversity and the Workplace in Singapore: Unlocking Potential, the report outlines how neurodivergent talent can help shape a more dynamic and inclusive business landscape, and how organisations stand to benefit from their unique contributions. Mr Sunil Chandrasekhar, managing director and partner at BCG, noted that with the right support structures, organisations can tap into the full potential of neurodiverse talent. 'Neurodivergent individuals bring strengths such as creative problem-solving and empathetic collaboration – qualities that are highly regarded in a fast-paced, purpose-driven corporate setting like BCG,' he said. Singapore is making steady progress towards its national goal of a 40 per cent employment rate for persons with disabilities by 2030, shared Mr Edward Chew, director of employment and employability at SG Enable. 'More employers are recognising the importance of inclusive hiring,' he said. 'But misconceptions about the capabilities of persons with disabilities, including those with autism, continue to pose barriers.' A common myth is that persons with autism are only suited for simple, repetitive tasks. In truth, many excel at pattern recognition and attention to detail, making them strong candidates for analytical roles. On top of technical strengths, persons with autism can lend a fresh, strategic lens to challenges. 'Their ability to listen objectively and think without bias can enhance collaboration and lead to clearer decision-making,' Mr Chew observed. Similarly, persons with attention deficit hyperactivity disorder (ADHD) demonstrate unique strengths, including hyper-focus, adaptability and multitasking abilities – qualities that help them thrive in fast-paced settings. In client-facing roles, persons with dyslexia can leverage their strong emotional empathy to connect with others. Their unconventional problem-solving skills and mechanical aptitude also enable them to excel in technical, hands-on work. To harness these qualities, employers should create environments where neurodivergent staff can thrive – starting with flexible work arrangements to reduce overstimulation and boost focus. Equally important is cultivating disability awareness in the workplace to challenge biases and build a culture of inclusion. According to the BCG report, 62 per cent of surveyed neurodivergent employees in Singapore said they had been misjudged as having a poor attitude – a perception that can stall careers and affect mental well-being. This creates a vicious cycle: Fear of judgment or rejection keeps many from speaking up. 'Without disclosure, employers don't act, and without action, stigma persists,' said Mr Chandrasekhar. To advance the inclusion and development of neurodiverse employees, the BCG report recommends a structured approach centred around four core elements: Leadership commitment, structured offerings and policies, community affiliation and career pathways. Driving lasting change starts at the top. Leaders must actively champion inclusive practices, noted Mr Chandrasekhar, who heads the AccessAbility team at BCG Southeast Asia – a community that drives initiatives related to neurodiversity, physical disability, chronic illness and mental health across all six offices in the region. Initiatives include awareness campaigns, professional counselling, peer communities for neurodivergent individuals and caregivers, and one-to-one mentorship programmes. Mr Chandrasekhar added that leaders should intentionally weave inclusion into everyday interactions, such as asking team members how they work best, rethinking team routines and creating space for different working styles. Amplifying lived experiences is crucial, too. Leaders can spotlight the stories of neurodivergent employees through company talks and articles, or involve them in shaping support structures that build workplace inclusivity. This not only cultivates an environment of understanding but also deepens the sense of community and belonging. Structured offerings and policies are another core element. These include fair and inclusive recruitment, progressive employment practices, disclosure channels for neurodivergent employees to seek help and practical workplace adjustments such as accessible environments featuring designated quiet spaces or sensory-friendly zones. Beyond internal efforts, organisational leaders in Singapore can harness the country's robust network of agencies, advocacy groups and institutional partners to develop integrated career pathways that enable neurodivergent individuals to advance and achieve long-term success. For instance, SG Enable administers the Open Door Programme, which offers grants for job redesign, training, recruitment and job support – all aimed at helping businesses foster inclusive workplaces. Companies that have successfully integrated neurodiverse employees into their workplaces can receive the Enabling Mark, a national accreditation framework developed by SG Enable that has recognised over 200 companies for demonstrating strong outcomes in disability-inclusive employment. UNLOCKING THE NEXT STAGE OF WORKPLACE INCLUSIVITY Citing developments like the Enabling Masterplan 2030 and support from agencies such as SG Enable, Mr Chandrasekhar expressed confidence that Singapore could become a regional leader in neurodiversity inclusion within five years. To realise this vision, he stressed the need for deeper cross-sector collaboration – uniting the Government, employers, educators and social service agencies to create a truly inclusive ecosystem. SG Enable, for instance, has introduced community-based initiatives like Enabling Service Hubs, which bring resources closer to the homes of persons with disabilities, as well as the Enabling Village, Singapore's first inclusive community space. 'Partnerships with social service agencies help promote disability inclusion and raise awareness in the broader community,' said Mr Chew. In addition to collaboration, Mr Chandrasekhar added that enabling more neurodivergent individuals to rise to leadership roles could help redefine inclusive leadership. Mr Chew also offered a powerful reminder that inclusion isn't just about policies – it's about perspective. 'What is needed most is a shift from sympathy to empathy,' he said. 'With the right roles, environments and mindsets, individuals from diverse backgrounds don't just fit in – they flourish, contributing meaningfully and enriching the workplace.'
CNA
27-05-2025
- Business
- CNA
Commentary: It wasn't Piyush Gupta. But it was very LinkedIn
SINGAPORE: Every day, millions of LinkedIn users post stories and photos, hoping to impress future bosses, recruiters and clients with their personal brand. After all, it is no longer enough to put up your resume on the world's largest professional network. Users are expected to regularly showcase their work achievements, societal impact and important people they know. But when does it go too far? On May 19, a LinkedIn post appeared under user Janney Hujic's name showing a photo of herself with a man tagged as former DBS CEO Piyush Gupta. The post claimed Ms Hujic had bumped into Mr Gupta at a cafe in Bali and they spoke for a few minutes. The post also claimed that Mr Gupta had praised the all-women expedition to Mongolia Ms Hujic was organising to raise funds for the Goh Chok Tong Enable Fund. Then, the real Mr Gupta commented in the LinkedIn post, 'Sorry to disillusion you. That isn't me!' It turned out the man is a 58-year-old teacher who lives in Bali. To make matters worse, SG Enable said that her company was not an authorised fundraiser for the Goh Chok Tong Enable Fund. LinkedIn users had a field day. Some criticised Ms Hujic and others posted photos of themselves with the real Mr Gupta. One user wrote: 'This is peak LinkedIn', alluding to the hubris and humblebragging that plague the platform. The post in question was left up for days before Ms Hujic's account was deleted on May 24. Ms Hujic has since alleged that the post , who demanded money to remove it. LINKEDIN TACTICS THAT MAKE ME WINCE But even before the facts came to light, I found the post cringe-inducing with dramatic sentences such as: 'What struck me wasn't just the legendary career - transforming DBS into a global digital banking leader - but the humility and presence with which he carried himself. No entourage. No airs. Just quiet conviction.' The post promoted the expedition by borrowing Mr Gupta's fame: 'He smiled and said, 'What an incredible opportunity - for women of any age - to step outside the office and into something truly meaningful.'' Do people speak like that? I get it. It is hard to stand out on a platform with over a billion users, including heavyweights like Bill Gates who has 38 million LinkedIn fans. But in the wanton pursuit of LinkedIn fame, many users resort to content tactics that beggar belief. For example, there are LinkedIn influencers who like to boast about making a lot of money. The pitch often goes like this: 'Here is how I went from US$100 to US$1 million in one year in my new online business'. Or 'You can become rich like me too, if you take up my course on how to become a LinkedIn content creator.' Initially, such posts can inspire awe and envy, especially for those new to LinkedIn. After a while, the same spiel appears too frequently and you realise these people often have little else to offer. Then, there are those who keep posting irrelevant selfies. LinkedIn's algorithm appears to boost our visibility when we put up photos of ourselves, but some users go overboard – all their posts contain well-photoshopped selfies, regardless of the content. We already encounter too many pointless selfies on Instagram and TikTok. Please don't do this to LinkedIn. Finally, there are the insensitive posts from people who survived a retrenchment exercise. Layoffs have become more common, and people are less shy to share how they have been retrenched. But it feels inappropriate when their unscathed colleague writes on LinkedIn about how sad they feel about the layoffs, what a loss of talent has occurred, and they promise to be a pillar of support for those who need it. In my opinion, if you are really sincere about helping your retrenched colleagues, you should reach out to them directly. NO SHORTCUTS IN PERSONAL BRANDING Despite all the cringey things that people do on LinkedIn, I am still a big advocate for the platform's benefits in providing job and business opportunities. It has helped me to land several jobs, and it is a constant source of learning. Personal branding is about creating authenticity and appeal, and you can do it without causing any facepalms. First, always write posts that offer value to your network. It is perfectly fine to post the accolades that you have garnered at work (as long as they are true!), but we don't get awards every week and you don't want every post to across as a brag. To have enough interesting content to keep engaging your network, strive to share valuable information and learnings - lifehacks, insights into solving particular problems, or the latest news that is relevant to your industry. Second, don't compare. It is too easy to feel pressured by what others do on LinkedIn. Whether it is taking wefies with famous people or showing photos from their latest stage appearances, this can turn into a game of one-upmanship. Rather than feel FOMO (the fear of missing out), focus on improving yourself and sharing what you have learned in the process. Or talk about the wins of your colleagues and friends – it is always better to praise others rather than yourself. Finally, spend more time networking instead of writing posts. While it is exciting to receive likes and positive comments on your LinkedIn posts, it is even better to connect with users directly and ask them out for coffee. LinkedIn started out in 2003 as a platform to connect businesspeople, but in recent years, it has evolved into a social media platform. Many users, including myself, probably spend too much time reading and writing posts when we should be building real-world relationships. So, if you see me in a cafe, let's have a real chat - no need to post a picture of us on LinkedIn. Ian Yong Hoe Tan is a strategic communication lecturer at the Wee Kim Wee School of Communication and Information, Nanyang Technological University. He has more than two decades of experience working in the media and technology industries. He is a LinkedIn Top Voice and has spent 15 years on the platform.
