Nearly one in two respondents considers themselves a minority at work in Malaysia, because of various reasons such as ethnicity, nationality, religion and disability. 12% said that they consider themselves to be a minority but did not disclose the reason.
Randstad – the world’s largest talent company released the full results of its 9th annual Employer Brand Research in Malaysia. Conducted by Kantar TNS in January 2024, the study surveyed more than 173,000 respondents around the world, including 2,500 individuals in Malaysia, making it the world’s most comprehensive employer branding research based on general talent perceptions.
Fahad Naeem, Country Director at Randstad Malaysia said, “Despite significant progress towards greater diversity, our research reveals a gap in true inclusivity in Malaysia’s working population. Equity is a must-have in human resources strategies, especially if they want to attract and retain talent for their skills and experience. An equitable workforce pays for itself when everyone respects each other’s differences and finds ways to collaborate to achieve the same goal.”
In the survey, 56% Gen Zers and 47% of Millennials reported feeling like minorities in their workplaces, compared to 41% of Gen Xers. A significant factor contributing to these feelings is how their ethnicities, nationalities and race are perceived by their colleagues and employers.
Specifically, 19% of Gen Zers cited their religious beliefs as a reason for feeling like minorities, while only 12% of Millennials and 9% of Gen Xers shared this concern.
“Word-of-mouth and social media are powerful platforms for employees to share their experiences and can have far-reaching impact on the employer brand. Employee’s personal experiences with workplace bullying or unfair practices are often regarded as trusted sources of information by job seekers. It is hence critical for companies to implement strict anti-discrimination policies and ensure that all recognition is grounded in merit, rather than the individual’s religious beliefs or identity,” said Naeem.
44% of respondents faced career growth obstacles, and minorities are 26% more likely to have it worse
Workers who consider themselves minorities may feel that they are more likely to face career growth obstacles as they see promotions, pay increments and training opportunities go to non-minorities in the organisation they work at.
Naeem shared, “To bridge this gap, employers can be more transparent about the metrics and methods they use to evaluate and assess their employees. Through open communication, employers will be able to have more constructive dialogues to improve their assessments. Addressing these challenges will unlock their diverse workforce’s full potential, leading to a more engaged, innovative, and talent-rich workplace.”
Gen Xers feel most overlooked by employers
One in five Gen Xers surveyed did not feel that the best opportunities go to the most deserving employees in their careers. Gen Xers are also the least likely to think that their employers provide equal pay for equal work.
Two in three Baby Boomers said that their senior managers are fair when it comes to providing re-skilling and upskilling opportunities, as opposed to 52% of Gen Zers and Gen Xers.
Gender inequality continues to persist in male-dominated industries
On the national level, the differences between how the two different genders view their employers are marginal. However, the research reveals wider gaps in the manufacturing and technology industries.
In the manufacturing sector, one in four men feel that they are not receiving equal pay for equal work, compared to 14% of women. In the technology industry, 31% of women believe that they are not receiving equal pay for equal work, while 18% of men share this view.
Additionally, in the technology sector, 23% of women do not believe that the best opportunities go to the most deserving employees in their organisation, while only 12% of men hold the same belief.
Naeem emphasised, “Manufacturing and technology, amongst others, are traditionally male-dominated industries, where we expect to see significant gender inequality. To attract and retain a diverse workforce, companies need to implement policies, initiatives and benefits that are equitable and supportive for all genders. Without these measures, companies may risk looking top talent to other organisations or industries that value their skills and contributions rather than focussing on gender.”
Randstad Malaysia 2024 Employer Brand Research Report – Now Available is in its 9th edition. The Employer Brand Research is an independent survey commissioned by Randstad and features the voices of at least 2,500 respondents in Malaysia.
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The report features more in-depth data about the research that can help organisations and employers shape their employer branding strategies and attract talent to work in Malaysia. The survey provides employers with year-on-year trend analysis of the top employee value proposition factors from a list of 10, as well as insights into talent perceptions on important human resources topics like equity at work and the impact of AI on talent.
The research report is attached to the media dissemination email and can also be accessed via the Randstad Malaysia website:
randstad.com.my/hr-trends/employer-brand/randstad-malaysia-2024-employer-brand-research
