Hansard, Monday, 8 March 2021

1 Mr Louis Ng Kok Kwang asked the Minister for Health whether couples who have pre-implantation genetically screened embryos stored overseas can have their embryos shipped to Singapore given current travel restrictions during the pandemic.

Happy International Women's Day to all! During the pandemic, MOH received appeals from some couples to import their pre-implantation genetically screened embryos stored overseas.

In reviewing each appeal, the Ministry considered whether processes and standards employed by overseas assisted reproduction (AR) centres are aligned to Singapore’s regulatory requirements under the Licensing Terms and Conditions for AR Services (AR LTCs). The Ministry may on an exceptional basis allow importation of the embryos, subject to conditions. These conditions include: (a) declaration by the overseas AR centre that the relevant requirements under the AR LTCs, including the handling, processing and storage of the embryos, are adhered to; (b) that no other findings besides the presence or absence of chromosomal aberrations are reported, and (c) proper documentation of the screening test results that were provided to the patient and attending physician in our local AR centres.

Local AR centres which receive the tested embryos must also continue to ensure compliance with the AR LTCs.

Mr Louis Ng.

Thank you, Sir. I thank the Parliamentary Secretary for the reply. Could I ask whether we can make this more of a standard application? So, rather than an appeal and on exceptional basis, could we just have an application form during this pandemic where the couples cannot travel overseas to do their IVF during this period, can we have an application form where they can fill in to apply to transfer their embryos back to Singapore?

I thank the Member for the clarification. Typically, the applicants or those who are asking for this will usually just write in to appeal to the Ministry of Health and we would provide them the answer and tell them what the necessary requirements are. But we can look into the suggestion and see how this information can be made more accessible, and perhaps, a form that is simplified for the purposes of this application.

2 Mr Leon Perera asked the Minister for Manpower (a) in the last five years, whether there are employers repatriating injured migrant workers against their will due to high healthcare costs and, if so, how many of such instances have there been; (b) how many complaints have been received in the past five years relating to the employer’s failure to furnish a letter of guarantee, thereby impeding healthcare access for migrant workers; (c) what actions have been taken against such errant employers; and (d) what steps are taken to ensure that migrant workers are educated about laws and entitlements relating to their healthcare needs and the scope of their insurance coverage in their native language.

Mr Speaker, employers are responsible to pay for their migrant worker’s medical expenses incurred in Singapore. Injured workers must be certified medically fit to fly, before being repatriated. Therefore, this prevents workers with serious injuries from being repatriated before they are treated.

Employers are also prohibited from repatriating migrant workers whose presence in Singapore is required to process their work injury or salary claims. The Ministry of Manpower (MOM) took action against two errant employers for illegal repatriation of migrant workers in the past five years.

MOM holds employers liable to pay for their migrant worker’s medical expenses incurred in Singapore. Under our laws, employers must buy medical insurance for migrant workers, which provides coverage of $15,000 and typically covers 95% of hospital bills arising from non-work injury. Most employers also buy work injury insurance coverage of at least $45,000 per accident, which will also cover 95% of work injury bills. Employers may claim the medical expenses from these insurance plans.

For medical emergency cases, the hospitals will proceed even without LOGs. Workers are not denied such treatment regardless of their employer’s ability to pay. For non-emergency cases, hospitals may ask for LOG before treatment, to be assured that the employer knows and is able to pay.

MOM is reviewing medical insurance coverage to help employers better manage large unexpected medical expenses and give both employers and workers greater peace of mind.

Between 2016 and 2020, there were 63 substantiated cases of employers not paying medical bills of their migrant workers. For the vast majority of these cases, the employers paid up shortly after administrative actions were taken by MOM. The remaining employers who failed to pay were prosecuted under the Employment of Foreign Manpower Act.

MOM educates new migrant workers about their employment rights and protections under Singapore law. And this is done via the Settling-In-Programme, or SIP. The SIP is conducted in the workers’ native languages to aid understanding. It covers workers’ entitlements to insurance coverage, healthcare access and work injury compensation.

MOM has also produced a guide for migrant workers, in their native languages, on how to seek medical help and provided contact information of MOM and NGOs. Workers may also use the 24/7 telemedicine service in the FWMOMCare mobile application to consult doctors.

At any time, workers may contact MOM about any employment issues through the reporting service on MOM website. Workers are also informed to alert Immigration and Checkpoints Authority officers at immigration checkpoints if their employer attempts to repatriate them when they have a pending work injury or salary claim.

I thank the Senior Minister of State for the detailed explanation. Just one supplementary question relating to the hotline. I think the Senior Minister of State mentioned that MOM has a hotline, a web service that migrant workers can use to raise these kinds of complaints about healthcare or other issues, and that awareness is raised about that when they initially come into Singapore.

Can the Senior Minister of State share if this hotline or complaint service is widely used and is there any level of comfort that the migrant workers are comfortable with using this hotline and this appeal service, whether it is on the web or by phone? Because a lot will depend on the migrant workers coming forward to highlight these abuses; no one else may be aware of them at the point when these things happen.

The hotline is just one channel. I do not have the numbers with me so I cannot comment on what the rates are at this point. The Member can always file a Parliamentary Question (PQ). What I can say is this, beyond the hotline, workers can always call the hotline but there is also the FWMOMCare app, in which they can do more than just report. They can also get telemedicine consultation service from doctors.

At the same time, they can walk into any hospital and make a report, or work through any of the NGOs that are available. I know of many NGOs today who are very active on the ground. The Migrant Workers' Centre (MWC), for example, has migrant worker ambassadors too, among their peers, about 5,000 of them, who can also take feedback. If they stay in a dormitory, they can also report to the dorm operators and we will take those on board.

Today, we have the Forward Assurance and Support Team or FAST teams which are very active on the on ground within the dorms; so they can report to any of our officers to inform them of some of the challenges.

So, there are two things: one, you can reach out but the nearest is the FWMOMCare app and through which the workers can also receive telemedicine service. So, beyond just reporting, the workers can also receive telemedicine assistance. Both ways, to some extent, compared to a few years ago before these developments, I think today, we got a lot more coverage than before.

As I mentioned, we are also reviewing the medical insurance coverage for the workers too.

I thank the Senior Minister of State for the reply. I think the problem really comes in when it is non-emergency cases, where, as the Senior Minister of State had mentioned, they need the LOG. I am just wondering whether MOM would review that requirement as well so that the migrant workers can get access to medical treatment as quickly as possible.

I thank the Member for his query. In fact, the requests come under the hospitals because they would like to be assured that the employers can pay. In fact, for me personally, I do not think that this is needed. However, the hospitals have a very different view.

This is something we will continue to work through with the hospitals, to assure them. My sense, as I shared earlier, 95% of cases are covered by both the medical insurance as well as work injury compensation insurance. What the hospitals have committed to is that for serious injury cases, they would take them in, even without the LOGs. For that, there will be no delay in treatment. However, these are things that we have to work through because I know hospitals too are concerned. They have to ascertain first that it is a work injury – that is one part to it. So, whether it is work injury or injury caused by something else. And secondly, the employers should be notified as well when their worker gets injured. Therefore, there is a process in place. But let us work through to see how we can make it more seamless for the workers.

I thank the hon Senior Minister of State for his answer to the PQ. I have a follow-up question in relation to what the hon Senior Minister of State stated regarding the developing of an insurance programme to deal with the 5% of employers saddled with big hospital bills, particularly unexpected large medical bills.

I note from the MOM's Addendum to the President's Address that this is a matter that is under consideration. I filed a PQ which was up for answer on the 4 January 2021. And the hon Minister for Manpower mentioned that she is looking into this as well. My question is, when can we expect a response from MOM?

Because on the ground, this seems to be an issue, particularly given the fact that we are in the midst of a COVID-19 pandemic and there would be situations where workers would need treatment, particularly with ICU stay and all these things, it can add up to quite a bit, beyond the $15,000 threshold.

Senior Minister Zaqy Mohamad, I understand that Second Minister Dr Tan See Leng also wants to provide a clarification. And then, I will move on to the next question.

Okay, thank you, Deputy Speaker. On this aspect, we are reviewing it. I do not have a deadline that I can commit at this point. But rest assured it will be soon. I would let Dr Tan See Leng take over for further comments.

Good morning! I thank Mr Murali Pillai for his question. I would like to provide an added clarification. If you recall in my speech last week, when I talked about the Migrant Worker Onboarding Centre, one of the key attributes of this centre is to set up an enhanced comprehensive medical examination and screening centre. Hence, that extended length of time.

Inherent in this enhanced medical screening and examination centre would be elements of the medical screening that would incorporate a detailed history-taking as well as examination to ascertain whether the migrant worker has any pre-existing chronic conditions or pre-existing medical conditions. It is envisaged that with that, as part of an overall comprehensive review, we will then be able to also price in the risks more accurately and more precisely with the underwriting by the different insurance companies that we have been working with.

MOM has worked on a pathway to develop this in the second half of this year. We have already engaged quite a number of insurance companies locally to help us come up with the underwriting of these premiums.

To the additional point about the number of individuals that needed hospitalisation beyond a certain level – I think the number was $15,000 – Members of Parliament would be happy to note that so far, we have been able to keep the population relatively well managed for large hospital bills, the large majority, that means 95% of them do not exceed this amount. For the additional 5%, MOH together with MOM, we have a special fund that is used to ensure that no one is actually denied the care that is needed to them.

I hope that addresses the concerns that our colleagues have.

Mr Gerald Giam, the next question, please.

3 Mr Gerald Giam Yean Song asked the Minister for Manpower (a) what education is currently provided to the employers of migrant domestic workers about duties of care and behaviour that may constitute abuse; (b) what recourse do domestic workers and bystanders have should they experience or witness abuse; and (c) what is being done to actively reduce abuse and review such frameworks for improvement.

The Ministry of Manpower (MOM) adopts a three-pronged approach to protect foreign domestic workers against abuses.

First, we educate employers on their responsibilities of care towards their foreign domestic workers through the Employers' Orientation Programme (EOP) such as the provision of adequate food and rest, and acceptable accommodation for their foreign domestic workers. Employers are also reminded that the acts of mistreatment and abuse, including threats and physical punishment, are not tolerated and there are heavy penalties for offenders. Similarly, during the Settling-In Programme (SIP), all newly-arrived foreign domestic workers are educated on their rights and channels to seek help should they encounter any well-being issues. For example, foreign domestic workers can call the Police if they are abused, or the hotlines set up by the Ministry of Manpower (MOM) or the Centre for Domestic Employees (CDE) if they have employment difficulties or other well-being issues.

Second, we work with CDE to conduct interviews with first-time foreign domestic workers in their native language, within the first few months of their employment. It is a form of check-in with the workers to ensure that they have settled well in their jobs. It also helps us detect problems and cases of abuse early. In addition, since 2017, doctors are asked in the six-monthly medical examination form to report to the Police or MOM immediately if they spot signs of abuse during the mandatory six-monthly medical examination.

Third, as a strong deterrent, the Penal Code was enhanced in 2020 to double the punishment against individuals who abuse vulnerable victims, including foreign domestic workers.

In Parliament last week, various Members, including Mr Desmond Choo, Ms Carrie Tan and Ms Yeo Wan Ling asked about measures to prevent foreign domestic workers' abuse. While most employers make an effort to build good relationships with their foreign domestic workers, some treat them unreasonably. To strengthen support for foreign domestic workers and reduce the incidence of abuse, MOM is reviewing measures in three areas.

First, making greater use of existing touch points with foreign domestic workers. Employment agents should have an interest to make sure that the foreign domestic workers that they place settle in well, especially those who are working in Singapore for the first time. One-on-one interviews, also for the newly arrived foreign domestic workers, when they start with new employers, will also be enhanced. We are also looking at mandatory off days for foreign domestic workers to be able to interact with the community and to seek help should they need to.

Second, in terms of the reporting by doctors, we will work with the medical fraternity to better identify signs of abuse or distress.

Third, our partner organisations like CDE and Forward Assurance and Support Team, or FAST, can also expand their outreach and engagement, to strengthen the network of support to foreign domestic workers.

MOM will provide an update on the review in due course.

As echoed by Members of this House and Singaporeans, abuse of foreign domestic workers must not be tolerated. We will work together with the stakeholders to strengthen support for foreign domestic workers and build a culture of respect for them, in our homes and in the community.

I thank the Minister of State for her response. I understand that she said that doctors are now required during the six-monthly medical examination to check for signs of abuse. My question is that, are there right now any professional or legal consequences for doctors who fail to report suspected abuse in their patients? If there are not, are there plans to increase the penalties for non reporting? Because I understand right now the Singapore Medical Council, or SMC's ethical code only obliges doctors to report suspected abuse if their patient has diminished mental capacity or is a minor.

Secondly, does MOM have any plans to – or does MOM currently screen prospective employers of at foreign domestic workers for potential red flags? For example, past incidents of violent behaviour, police reports made against them and so on.

Lastly, for an abused domestic worker who has no phone or day off, how would they be able to report abuse?

We are working with the medical fraternity to look at how to make it more objective for the doctors to detect and to report suspected cases of abuse. Currently, it is in the form where doctors are required to report if they detect signs of distress or abuse. To my knowledge, I think the main issue now is that it may not be so easy and discernible for doctors to detect abuse cases. It does require some objectivity in this review and that is exactly what we are doing with the medical fraternity.

The second point about screening of employers, we do take note of employers of foreign domestic workers where past complaints were lodged against them. We also take note of employers who frequently change their foreign domestic workers. There is also feedback that we sometimes we receive on employers, feedback given to us by public members or neighbours. So, these are things that we take into account when we assess the suitability of employers for hiring foreign domestic workers.

The third, for foreign domestic workers who currently do not have a day off or have mobile phones, we do reach out to them, principally, through the one-on-one interviews that CDE conducts with domestic workers in their native language. These interviews have been very useful in helping us to detect signs of distress early in the foreign domestic workers. We also rely on public members, neighbours, the community-at-large to help sport cases of mistreatment of foreign domestic workers.

Going forward, we will want to look at other ways to strengthen the touch points that will allow us to detect cases of abuse early. I have covered some of them earlier on.

May I ask the Minister of State, how does MOM balance the interests of employers who may be falsely accused by the foreign domestic worker? I have received feedback that there are occasions when a foreign domestic worker may not want to work with a particular family, because they have to look after the elderly or the house is too big, so they lodge a complaint to their Embassy. At the end of the day, no further action was taken against the employee and the foreign domestic then gets a free transfer out. Meanwhile, the employer is stuck because he is not allowed to hire another foreign domestic worker. He is also stuck in the sense that he has this so-called report made against him.

So, how do we balance the interests of the foreign domestic worker versus an innocent employer who may be desperately looking to get another worker?

The Member Mr Lim Biow Chuan has raised a very good point. Just as there are cases of employers mistreating foreign domestic workers, MOM also receives reports and complaints from employers about foreign domestic workers who are of poor conduct, poor performance, and sometimes, mistreating the people who they are supposed to help to take care of.

What MOM does is really, we will have our investigating officers to look into the facts of the case. Usually, it involves a series of interviews with both employers and employees, and we look at evidence to draw a conclusion on what could have caused the problem. Very often, it actually has to do with miscommunication. Very often also, it is because of poor understanding of what employers are expected to do, what the foreign domestic workers are expected to do. That is when we will also step in to clarify with both parties.

I think it is absolutely important that we try to improve the match between the employer and the foreign domestic worker. Some employers may have certain special requirements or may have standards that are higher than the others. Some foreign domestic workers may have more capacity than others when it comes to work. We also recognise that our foreign domestic workers come from different countries with different cultural practices and norms, and skills and readiness to work. What we want to do is to make sure that foreign domestic workers who are deployed to the households are able to fit well. If there is poor fit, either from the perspective of the foreign domestic worker or from the employer, I think it is best that we try to adjust to redeploy the foreign domestic worker to other households, instead of forcefully and prolonging the problem for both parties.

So, really, the answer is in improving communication, clarifying the roles of both the employer as well as to domestic worker. And thirdly, investigation to make sure we get to the root of the problem. But ultimately, for the sake of the employer as well as the foreign domestic worker, we want to make sure that they have a good relationship with each other and are able to get along well.

Mr Deputy Speaker, Sir, I filed a Parliamentary Question on this, so I thought it is an opportune time for me to raise it. I thank the Minister of State for sharing the three-prong approach to better protect our foreign domestic workers here.

I have two clarifications on touchpoints. I propose that perhaps to increase the touchpoints or whether or not there can be some mandatory requirement for the employment agencies to have some responsibilities throughout the period of employment of the foreign domestic workers.

Secondly, beyond physical health, maybe we should also look at the mental health and the state of mind of the of the foreign domestic workers, whether there can be any checks in terms of psychological treatment and counselling for the workers during the period of time? If the task force can can take a look at those areas as well.

I thank the Member for the suggestions. I think these are good suggestions, which we will take into consideration. Currently, for employment agencies, although it is not mandated for them to check in on the foreign domestic workers, we do know of some employment agencies that take the extra step in checking with the employers as well as the foreign domestic workers on the state of well-being, whether they are getting along well and whether there are adjustment issues. We think this is a good practice and there is scope for us look at institutionalising it, so that there is one more touchpoint for foreign domestic workers to raise concerns if they do encounter problems in the first few months of their employment, especially for those who are working in Singapore for the first time.

As to checking on the mental health and providing counselling or support, I think this is certainly an area that we will be interested to pursue.

Order. End of question time. The Clerk will now proceed to read the orders of the day.

[Pursuant to Standing Order No 22(3), Written Answers to Question Nos 4-6 on the Order Paper are reproduced in the Appendix.]

[(proc text) Order read for consideration in Committee of Supply [7th Allotted Day]. (proc text)]

[Mr Speaker in the Chair]

Mr Chairman, I beg to move, "That the total sum to be allocated for Head X of the Estimates be reduced by $100".

Mr Chairman, I thought long and hard about what to raise in my very first kick-off speech as Chair of the MCCY GPC. We focused a large part of our post-Independence nation-building years on our infrastructure, growing our economy and securing jobs for the future, and rightly so.

But if these issues represent the physical body of our nation, then issues on Culture, Community, Youth & Sports must surely represent our soul, the heartbeat of our social consciousness, and our collective dreams and aspirations as a nation.

My takeaway from GE 2020 is a strong desire among Singaporeans, especially our youths, to be actively engaged in wanting to be part of the conversation to shape and mould our future together. And this forms the context of the exciting and inspiring work that lies ahead for the MCCY team as we start this term of Government.

Sir, for me, I would like to speak on two such issues which shaped my growing up years in Singapore. My parents were Chinese language teachers. And while they embraced the English language as the official and working language in Singapore, my brothers and I were inculcated to always remember our cultural roots. But what fascinates me most, as I remember my growing up years, was how we evolved parts of the Chinese culture into what is uniquely Singaporean. I have spoken about this before in Parliament. “新谣” or Chinese ballads produced by young Singaporeans and the local Chinese film productions are good examples. I shall elaborate more on this in another MCCY cut later.

Sir, sports is the other topic I wish to speak on. Sports can inspire and unite a nation regardless of the diversity of its people. My inspiration from sports, in my youth, however, was drawn particularly from football. Now, more a spectator than a player, football was something I enjoyed playing and followed closely in my youth.

Part of the reason for that was the local football scene at the time. I was just born when Singapore won the Malaysia Cup in 1964. We also won the trophy when I was a teenager in 1977. I am sure many of us recollect the many exciting Malaysia Cup matches in the early 1990s when the Kallang Roar reverberated the old stadium. V Sundramoorthy’s bicycle kick against Brunei and Fandi Ahmad leading us to Malaysia Cup success in 1994 are memories, I believe, few Singaporeans of my generation will ever forget.

My heart, therefore, skipped a beat when I read of FAS’ announcement of its goal to get our national team to qualify for the 2034 World Cup. This is a laudable aspiration. It would be a dream come through for us to qualify and, if we do, it will certainly inspire another entire generation of Singaporeans. But I had mixed feelings about the announcement. We have set the same goal before. The same obstacles remain. We are currently ranked 158th in the world. So, how do we get there?

This will be a goal that will require not only the efforts of the FAS or our local football fraternity. I, therefore, invite the Minister to share with us whether the Government has plans to support the FAS in achieving this goal and, in so doing, how do we intend to measure our level of success?

Sir, sports, however, is not only about successes or victories. It is also about honoring the concept of level competition and being able to train and compete fairly, on equal terms and, more importantly, in a safe environment. So, in order for Sports to thrive in Singapore, providing a safe and positive environment for our athletes is crucial.

This is especially pertinent when it comes to our student athletes, who have invested much of their time and resources to pursue their passion in sports. There have been well-documented reports of athlete abuse across all disciplines in many countries. It must be recognised, however, that much work in this area has been done for sports in Singapore.

In 2018, Sport Singapore (SportSG) launched the Safe Sport Commission. There are now well-trained Safeguarding Officers and well-thought through protocols that guide the coaches and trainers and provide adequate checks in the different sporting disciplines. However, more should and can always be done to safeguard our athletes.

I, therefore, also invite the Minister to share more of what the Ministry is working towards to ensure that there is a safe and positive environment for our athletes to thrive and safeguard against harassment and abuse in the sports fraternity.

[(proc text) Question proposed. (proc text)]

Mr Saktiandi Supaat, if you would like to take your two cuts together, please do.

Mr Chairman, my cuts in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] Mr Chairman, safe distancing measures have compelled Singapore residents of all faiths to adapt their religious practices. The Malay/Muslim community is no exception. With the limit placed on the number of congregants in the mosques, the online booking system has been useful to spread out the crowd and keep all attendees safe. The upside of these additional space and barriers is that Muslim ladies can attend Friday prayers as well.

Where it has been impossible to obtain one of the coveted timeslots for Friday prayers at the mosques, many have turned to technology to carry on with their religious obligations, and tune in to sermons in the safety of their homes. Web-based channels featuring Quran recitation guides and online courses on Islamic values have also proven beneficial for the young Muslims who could not attend the classes in person.

I would like to ask how likely are these practices, especially the multiple Friday prayer sessions, expected to continue in the post-COVID era? With Ramadan just two months away, what are the plans for the special congregational tarawih prayers?

(In Malay): [Please refer to Vernacular Speech.] Mr Chairman, among the working population that has been negatively impacted by COVID-19, are our mature workers.

The World Economic Forum revealed some significant findings in its latest Future of Jobs Report in October last year. Half of businesses surveyed say they plan to accelerate the automation of jobs in their companies. 43% indicated that they plan to reduce their workforce due to technology integration.

On the other hand, 34% are planning to expand their workforce. We must ensure that our workers are able to leverage on new skills and capabilities to secure these new jobs and stay relevant.

Organisations like MENDAKI SENSE play a crucial role in equipping the community with relevant skills and knowledge to stay employable. In recent years, in line with the national call to be future and digital ready, there has been growing emphasis to enhance our people's digital skills. Digital and Data Literacy now sit among the main categories for professional development courses on MENDAKI SENSE's website. MENDAKI also has a series of Future Ready programmes which are popular among youth and young professionals in the community. However, I believe more can be done to help our older workers.

In the past year, how have mature job seekers benefitted from professional development programmes with MENDAKI to progress in their careers and job search?

How will MENDAKI and MENDAKI SENSE continue to ensure that the workforce within the Malay/Muslim community, specifically our mature workers, remain relevant and be future ready?

Chairman, in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] Early last year, the Minister-in-Charge of Muslim Affairs, Mr Masagos, together with the Malay ministers and MPs, established and led a taskforce called SGTeguhBersatu. This team comprised leaders from different sectors from the Government, businesses, community leaders, training providers, as well as the Labour Movement to brainstorm ideas and steer our community to face and overcome the challenges arising from the COVID-19 pandemic. Can the Minister share the progress of the team's efforts across the different levels of support, from workers, businesses as well as our community welfare groups?

How can we continue to step up efforts to bridge the gaps so that our community can continue to receive assistance and also seize any opportunity to improve their lives?

For jobseekers and potential employees, how can we help them to identify new skillsets that they need to pursue better job opportunities and better or lucrative wages?

In addition, how can we continue to encourage young people who are ITE, polytechnics and universities graduates to place full-time employment as their main priority?

They should only seek additional work such as food delivery when they have some free time to spare and are healthy enough. As far as possible, avoid using this kind of work, such as food delivery, as their main source of income because the returns are not holistic and there is no job security if they meet with an accident while doing deliveries.

Apart from the groups mentioned earlier, for madrasah students and religious teachers specifically, what are the efforts that can continue to help them can obtain job opportunities beyond teaching religious knowledge? How many asatizah who return every year after graduation are choosing and getting jobs other than becoming religious teachers or something similar?

My next request pertains to social support, that is, what can be done to strengthen our community’s financial and social capacity to continuously improve their lives? What are the outreach and support efforts that we can do for those who were left out or felt disappointed because their past requests and applications were rejected?

Mr Chairman, I am sure that many in our community have received social support from the Government while they were in school and later in life. May I ask the Minister whether we can attract and encourage past beneficiaries of support schemes, who have achieved success, to come forward and contribute back to the society in their own way, sand also share the efforts and actions that made them successful?

Such efforts can be a motivating factor for our children and youths. We are all aware of the community’s development and progress over the years, and so, what more can be done to ensure a consistent and better performance in the future?

Allow me to end my speech with a quatrain to motivate the Malay community and Singaporeans.

With a heart full of zeal and passion

Defend our people and develop our nation

Carry the hopes of our countrymen

Build a community that is admired

In Malay, please.

(In Malay): [Please refer to Vernacular Speech.] Asatizah play an important role within the community to provide direction and guidance to the Muslim community. In Singapore, this is a critical responsibility as Muslims here live within the context of a multi-racial and multi-religious society. There are certain challenges faced by minorities living in a secular nation and society. Among the issues that may have caused concern within the Muslim community in Singapore lately include matters related to same-sex relationships and the wearing of the tudung. Sometimes complications arise because there are different thoughts and views in society on certain matters.

We need to be sensitive to this situation and ensure that we do not disrupt and divide society, when we voice out our views. Meaningful discussions require deep religious knowledge, maturity and an open mind from everyone involved.

The asatizah are able to shape the thoughts and attitudes of the Muslim community when addressing various issues by providing proper knowledge and developing a mature approach towards any particular issue. What is important is that the asatizah should continue to ensure that complex issues can be addressed, but at the same time, ensure that the harmony and well-being of the larger community are protected. There is Malay proverb that advises us to handle delicate issues carefully to avoid making things worse. (It is like removing a strand of hair from flour, the hair should not break, the flour should not scatter)

Another source of new problems is the effects of the COVID-19 pandemic. Our community faces a multitude of social challenges related to employment, mental stress, marital problems and so on. Religion can be a source of encouragement and strength for the Muslim community in Singapore. Therefore, asatizah must also be prepared to help address social issues and provide guidance to Muslims in this regard.

Last year, the report by the Committee on Future Asatizah (COFA) mentioned the importance of having future asatizah who fully understand and deeply comprehend the needs of the different communities. Indeed, a precise and deep understanding is important so that asatizah can really help the community emerge from difficult times, and stay positive and open-minded when facing problems.

The asatizah need to have particular skills and this capability should be constantly improved. Here I would like to ask what is being done to ensure that our asatizah are sufficiently equipped to provide social support to the community? Are they attending training or courses such as counselling or pastoral care?

Announcements have also been made on the Postgraduate Certificate in Islam in Contemporary Societies (PCICS) scheduled to commence in 2020. This is a very important programme to ensure that asatizah are given the necessary skills to carry out their responsibilities. I would like to know whether the programme can be launched and continue even though we are in the midst of the COVID-19 pandemic. May I have some details of this program? How is this programme designed to prepare the asatizah to guide the Muslim community in Singapore in the face of new challenges?

Mr Mohd Fahmi Aliman. Please take your two cuts together, if you would like to.

Chairman, in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] With the disruptions brought about by COVID-19, our religious leadership played an important role in providing religious guidance to the community in getting through the pandemic. Moreover, this pandemic has accelerated the trend of learning new skills to keep up with changing needs, in terms of emerging industries and employment. For example, between July 2019 and June 2020, LinkedIn saw a 300% increase in total hours spent on LinkedIn Learning, compared to the year before. In essence, the pandemic provided many with the opportunity to upskill, acquiring new skills for the changing environment.

Given these developments, it is important to equip our asatizah with relevant skills to address complex issues. The Committee on Future Asatizah (COFA) was convened in March 2019 to develop a vision for asatizah of the future. A key theme from the COFA conversations is the strong recognition that asatizah have a critical and essential role which they must continue to play, in guiding the community at all levels, contributing and galvanizing contributions to nation-building and humanity, as inspiring leaders, competent citizens, and effective contributors.

There is also a need to strengthen the role of asatizah in nation-building. These can be done by strengthening asatizah’s core roles as religious leaders while leveraging opportunities for them to serve, contribute and develop themselves in adjacent areas, such as the social and education sector.

More support and opportunities need to be given to overseas university students to upgrade their existing skill sets during their period of study. Supporting our overseas undergraduates and postgraduates would nurture inspiring religious graduates and reinforce their commitment to constantly upgrade their skills. Thus, Implementing these recommendations put forth by COFA also reaffirms our commitment to build up the asatizah sector, strengthening institutions, and seeing inspirational religious graduates.

It is thus imperative that asatizah upskill to address the dynamic challenges of the future. As such, given the ongoing pandemic, what are the plans and programmes available to ensure that our asatizah are equipped with the relevant skills so that they can better serve the community?

(In English): Second cut.

(In Malay): [Please refer to Vernacular Speech.] In January this year, a 16-year-old Singaporean student was detained under the Internal Security Act (ISA) for planning to attack two mosques and kill congregants in Singapore on March 15 this year – the second anniversary of the Christchurch terror attacks. This teenager, was who was inspired by “far-right extremist ideology,” served as a reminder to Singaporeans that our religious harmony cannot be taken for granted.

In 2019, an Australian gunman released a racist manifesto shortly before opening fire at two mosques in the city of Christchurch in New Zealand. The white supremacist, then 28 years old, stormed the Al Noor mosque armed with semi-automatic guns and shot at Muslims gathered there for Friday prayers, killing 44 people.

Given that globalisation has increased our connectedness with foreign cultures and communities, threats to our religious harmony in Singapore will continue to be challenged. It is thus imperative that we strengthen our harmony in Singapore by engendering interfaith understandings. It is also important that our local religious communities and asatizah stand firmly against radical ideologies and make clear that any copycat attacks will not find traction or support here in Singapore.

Could the Minister-in-charge of Muslim Affairs share how Muis is working with other religious organisations to promote interfaith understanding?

Mr Muhamad Faisal Abdul Manap.

Sir, in Malay.

(In Malay): [Please refer to Vernacular Speech.] Sir, the Malay/Muslim community in Singapore, just like the rest of the country, is aware and concerned towards current issues that we face. It is the nature of Malays to help each other, as the Malay proverb goes – "shoulder any burden together". In preventing the spread of COVID-19, for instance, they have been swift in complying with all health measures, such as closing the mosques to curb any coronavirus infection here.

Sir, I am proud that the Malay/Muslim community here remains strong and united despite many tests and challenges. It just that lately, some members of the community and our asatizah have complained that when crucial issues are voiced out or problems are raised, there are no clear answers from the authorities responsible for managing our welfare, needs and well-being.

I would like to ask some questions arising from my monitoring of discussions in social media and in person, in order to get some clarification and enlightenment on these issues, so that whatever seems murky will be clear, whatever seems foggy will be visible.

These issues that will be raised are, first of all, deviant teachings; second, the halal certification management; and thirdly, the issues of governance and financial management involving Madrasah Irsyad Zuhri Al-Islamiah

Sir, in November last year, the Straits Times published a report on deviant teaching involving a man who has a number of wives. Although it was the only local newspaper report on the issue, some parties have said that the complaints against this individual have been raised a number of years ago.

My questions are: When was the first complaint received by MUIS about this individual who practice deviant teaching?

Second, why was further investigation only carried out after it was reported in the newspaper?

Third, what was the outcome of MUIS’ investigation so far?

Fourth, are the AMLA provisions sufficient or should it be reviewed and amended to strengthen its effectiveness in addressing deviant teachings?

The second issue is about allegations of possible misconduct in governance and abuse of power in the management of halal certificates.

I would like to request that the findings of the Internal Investigation Team led by MUIS Deputy Chief Executive, Dr Albakri Ahmad, and the Independent Review Panel chaired by Mr Abdul Hamid Abdullah, be presented in full to Parliament for the sake of transparency and accountability. MUIS said that it has reported this matter to the Corrupt Practices Investigation Bureau (CPIB).

What was referred to CPIB if it is true that "MUIS' investigation does not find evidence" of corruption or abuse of power? As the Malays say, "a tree does not sway if there is no wind".

Subsequently, MUIS completed its investigation and announced its findings on 15 December 2020, but two weeks later on 29 December 2020, there was a report from across the Causeway about the halal meat certificate scandal in Malaysia.

New questions emerged after several reports over there linked Singapore and certain individuals from MUIS in this matter. I cite the following report:

(In English): The Islamic Development Department (Jakim), does not discount the possibility that non-certified meat has been smuggled into the country and later sold as halal products. Jakim Research Division, Senior Director, Datuk Dr Sirajuddin Suhaimee, in acknowledging this, said such cases had occurred in other countries. Speaking in a special live interview via the Department's Facebook page, he said, "Jakim learned in a past forum that such cases has occurred in Singapore, because of this, Indonesia does not trust (halal) meat from Singapore. The non-certified meat reportedly entered the warehouse at the port and the packaging was changed, then stamped with a halal label. So, it is not impossible for this to happen in Malaysia today".

(In Malay): [Please refer to Vernacular Speech.] My questions for the Minister-in-charge of Muslim Affairs are as follows:

What efforts or actions have MUIS taken to refute the statement by Datuk Dr Sirajuddin, which sounds worryingly like an accusation, and could affect Muslims' trust in the halal certification process here?

Second, has MUIS conducted any investigation and who is leading the investigation, following the statement by Datuk Dr Sirajuddin?

Third, is it true that the individual linked to the viral picture in social media is the Assistant Director in MUIS' Halal Strategic Unit?

Fourth, is it true that he is now the Executive Director of the Mosque-Madrasah-Wakaf Shared Services? And if so, why has this individual been moved to a different role if no offence took place? Was he promoted in December 2020?

Fifth, in the investigation report by MUIS on 15 December 2020, MUIS made known its concern about leaked information in the form of emails, which it claims violate the Official Secrets Act. What is the result of that investigation?

Sir, the third issue is about governance and financial management involving Madrasah Irsyad Zuhri Al-Islamiah or, in short, Madrasah Irsyad. My questions are as follows:

First, what is the amount of capital provided by Madrasah Irsyad to set up the Irsyad Trust Limited, which was originally called Irsyad Foundation Limited?

Second, what is the extent and jurisdiction of Madrasah Irsyad in the feasibility of setting up a subsidiary, in this regard, Irsyad Trust Limited?

Third, is it true that a Senior Director of Madrasah from MUIS has resigned in 2016, and then allowed to become CEO of Irsyad Trust Limited?

Four, what was the reason for the resignation of this Senior Director of Madrasah from MUIS?

Fifth, who approved his appointment as CEO of Irsyad Trust Limited?

Sixth question, where did Madrasah Irsyad obtain the capital that was used to create Irsyad Trust Limited?

Seven, I went to the three official websites of the Islamic Religious Council of Singapore, Madrasah Irsyad and Irsyad Trust Limited, and saw that none of them contained any declaration about their connection to one another, so can you explain why this is so?

Eight, how does MUIS monitor, examine and perform "Checks and Balances" on Irsyad Trust Limited?

Finally, Sir, I hope to get a clear and detailed answer from the Minister-in-charge of Muslim Affairs to all the questions raised in order to remove any doubts within the community about the credibility of the bodies involved.

Sir, if the Minister cannot provide a comprehensive answer at this session due to certain factors or reasons, I request that the Minister do so through a media statement or by issuing a statement through social media channels.

Chairman, in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] Mentoring is an important aspect of guiding the youths. For the Malay/Muslim community, the Ministry has taken steps, through M3, to grow a strong culture of mentoring for its youths. We have gender-specific programmes such as the Empowerment Programme for Boys (EPB) and the ITE Empowerment Programme for Girls (EPG) in the ITE, as well as Project SOAR, a community mentoring programme for secondary school students. A Youth Mentoring Office has also been set up to train volunteers in becoming mentors and many programmes have been started.

One of the concerns I have relates to the guidance of high-risk Malay/Muslim youths who often come from families with many issues. They may have insufficient role models at home for a variety of reasons. It is not uncommon for such youths to suffer low confidence, poor performance in studies, or be involved in activities that may lead them down the road of juvenile delinquency.

Such youths would benefit from a mentoring programme tailored to meet their complex situations under the ambit of M3. Through M3, the different strengths of MENDAKI, MUIS and MESRA can be leveraged to address both the secular and religious growth of these at-risk youths, and provide the necessary resources and referral mechanisms to support their mental and emotional well-being. Would the Ministry consider developing this?

Mr Chairman, in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] Chairman, students, teachers and parents were all affected by the school closure during Circuit Breaker. Many had to get used to home-based learning.

Despite the situation getting better, we do not know when this pandemic will end. For now, social distancing measures remain. The mental health of our youth will be further tested with the increased risk of hacking cases and cyber-bullying and social media cases.

This April is the second time that our community will welcome the month of Ramadan amidst COVID-19. Previously, many in the community, including our youth, energized our mosques and social service organisations with volunteer activities during the whole of Ramadan.

All of these changes and experiences may have a long-term effect on our youth. It may not only cause stress and isolation tendencies, but also may shape the character of our entire youth generation. And consequently, our community's future.

Let us not allow our youth to feel alienated from the institutions of our community and their aspirations. Here I would like to convey the desire of many Malay/Muslim youths who dream of a future where opportunities and employment is widely available for them based on their potential and capabilities; regardless of their lineage, beliefs or appearance.

While we build our youth's capability to adapt and seize the opportunities in a post-pandemic world, we cannot lose sight in giving support and encouragement to them, be it in terms of education, character building or religion. This is for them to achieve their dreams and aspiration.

What are MENDAKI's or M3's plans to support the aspirations of our youths so that they will continue to actively contribute to society?

(In Malay): [Please refer to Vernacular Speech.] When I was the Chairman of M3 at Chua Chu Kang, the KMM programme had a good response in terms of high enrolment. It teaches children not only numeracy skills but also equip parents with important learning techniques.

Learning requires an orderly, supportive and positive environment both within and outside the classroom. And the best predictor of student success is the involvement of parents. When parents are involved in their children's learning, the children show interest and better academic performance.

In the three years since the establishment of KMM, how many have benefited from the KMM programme? How far has KMM helped in terms of teaching and parenting skills? What are the efforts by Mendaki and M3 to continue equipping students and parents for an educational landscape that is quickly evolving?

If you wish to take your three cuts together, please do.

Thank you, Mr Chairman, Sir. Yes, I would like to take my cuts; L, M and N together, please. Mr Chairman, in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] COVID-19 has drastically impacted the lives of Singaporeans. This is especially so for at-risk families, who require more support in terms of resources, learning tools, upskilling and gaining employment.

During the circuit breaker, M3 and other Malay/Muslim organisations provided assistance particularly to at-risk families through programmes such as SGBukaPuasa.

However, some families remain unaware of programmes, assistance and support that are available, and how to access them.

I am concerned and would like to know, how we can, through the M3 network, engage at-risk groups within the Malay/Muslim community more effectively? How do we also ensure that those in need of support actually receive it?

(In Malay): [Please refer to Vernacular Speech.] I would like to quote Minister Chan Chun Sing's speech that "COVID-19 is the crisis of our generation, but it can also be the opportunity of our generation."

COVID-19 has changed our business and employment landscape. Certain industries will decline while others, such as those in the digital economy or supporting the Green Plan, will see increased demand. Disruptive technologies like driverless vehicles or drone deliveries, and our move towards electric vehicles, will render many present jobs redundant in affected industries.

Bridging sunset industries and emerging industries will be challenging. Workers in affected industries may feel that the transfer of skills is not easy, but we must try nonetheless.

Digital skills and knowledge of the green economy will be integral to ensure that we remain relevant in the job market.

Through the M3 network, in particular MENDAKI SENSE, may I ask the Minister, what more can we do for Malay/Muslim workers to develop their digital competencies or expertise in the green economy, so that they can be part of these emerging industries?

How do we increase awareness about the jobs available in these emerging industries among our community?

As the Malay proverb goes, "Bend a bamboo while it is still a young bamboo shoot". How do we prepare our children and youth to have a passion for Science, Technology, Engineering and Mathematics so that our children can be prepared for the new economy?

I recently spoke to a group of students from ITE College Central. They were excited to enter the job market, but some are worried about what they perceive to be discriminatory practices when looking for jobs and while working.

We need to reassure our youths that there are existing laws that may be able to address some of their concerns.

Most importantly, we must continue to convince them that the best way to overcome this, is by deepening their capabilities in Digital or Green Technology that are needed by employers so that they can seize any available opportunity.

(In Malay): [Please refer to Vernacular Speech.] Last October, I presented the MENDAKI award to Muhammad Shafiq Akmal Bin Supri who topped his class in the Business Intelligence and Data Analytics diploma course in Temasek Polytechnic.

Shafiq, together with young professionals like Mr Amir Zakaria, a robotics engineer who is experienced in 3D-printing, are young trailblazers in our community and I wish them all the best for their pursuit to learn and subsequently embark on a career in the digital industry.

Can we initiate a network of mentors from the industries to help young people like them in their journey?

For younger students, MENDAKI has rolled out mentoring programmes for youth under the Youth Mentoring Office since last year.

More than 1000 volunteers have registered as mentors and more than 500 mentors have been trained.

Mr Sharael Taha, I am afraid you have to wrap up.

One last sentence, sorry.

(In Malay): [Please refer to Vernacular Speech.] Can the Minister provide an update on the Youth Mentoring Office and share some of the plans that it has implemented or will be implementing?

Ms Nadia Ahmad Samdin, please take both your cuts together.

Thank you, Deputy Chair, I will be speaking in both Malay and English.

(In Malay): [Please refer to Vernacular Speech.] As of September last year, more than 5,700 couples have joined the Bersamamu programme. However, since the COVID-19 outbreak, many activities and plans had to be postponed or cancelled, particularly for young couples who wish to get married.

(In English): Marriage is a journey and it is important for couples to have a strong foundation, as they face many unknown stresses in transitioning to this new stage of life, for example, finances and family, work in care-giving. From first time newlyweds to reconstituted families, every relationship is different. But access to a listening ear and sound advice from trusted leaders is valuable.

As part of my work on the ground, I have encountered young women at different stages of their relationships. Some were teen moms, some were struggling to find a job and others found it difficult to balance the responsibilities of a new wife. I have had a newlywed write to me once when she opened up her heart on some of the identity issues she faced, after having a baby and becoming a stay-at-home mom. Her email struck me as I realised that both she and I, had gotten married at about the same time.

I would like to ask for an update on the "Bersamamu" programme and for any feedback, thus far, from "Naib Kadis" and participants. In addition, due to the restrictions imposed due to COVID-19, how can the programme be better supported for online outreach, and given the diversity of the couples, is it possible to consider customisable modules to cater for the different needs and demographics of couples who may require more targeted support?

Earlier this year, MCCY had organised "Emerging Stronger Together" and "Ciptasama" sessions for the Malay/Muslim community to share their views and suggestions in building a community of success and a better Singapore for the future. I note from the "Emerging Stronger" website that only 6% of the participants in these conversations were Malay. And I hope that more in our community can participate,

(In Malay): [Please refer to Vernacular Speech.] I also support concerted efforts such as the "Ciptasama" programme which takes in views and engages the community to create the future that we want. However, in order to build and support the good efforts outlined under M3, I hope that more Malay/Muslim organisations will join forces with M3 agencies to pilot new ideas and have a deeper understanding of the community's concerns.

I would like to ask what are the key issues that participants have raised and what are the Government's plans for a joint action with the community to achieve this vision? And what roles can Malay/Muslim organizations play to enhance M3's efforts in reaching out and engaging our Malay/Muslim community more comprehensively, especially the Malay/Muslim women, since this is the year of Celebrating Singapore Women?

It has been two years since M3 was established. Since then, the M3 agencies have deepened their support for the community by collaborating with each other as well as the M3@Towns, and the programmes such as FITRAH, "Bersamamu" and the Youth Mentoring Office.

Our M3@Towns and professional groups have launched their own signature initiatives, such as our lawyer groups organising Legal Power of Attorney (LPA) sessions and setting up their own websites offering Pro-Bono legal services.

The COVID-19 pandemic has seen M3 further work together and with other community partners like AMP, the Singapore Malay Chamber of Commerce and Industry (SMCCI) and the Singapore Muslim Women's Association to quickly lend support to the community during this challenging time. During this time, we have also expanded the M3@Towns network with the recently launched M3@Geylang Serai and M3@Jalan Besar.

Yet, we must do even more to uplift our community if we are to close the gap on other communities but more importantly, to meet the aspirations of our own community. There are also some in the community who do not yet know what M3 even stands for. So, we must continue to find out new ways to be relevant, new ways to find out what is needed an what works, new ways of engaging.

Like any other organisation in today's world, M3 must continue to evolve its way of working. Two necessary pillars must be one, digital and data and analytics, and two, partnerships. How can M3 leverage digital and data to increase the effectiveness and impact of its initiatives? Given our limited resources, how can M3 grow and strengthen its partnerships with other agencies, such as grassroots organisations, non-profit organisations and other organisations, both Malay/Muslim and non-Malay/Muslim, that can help us reach and help the members of the community who need us the most. Chairman, in Malay, please.

(In Malay): [Please refer to Vernacular Speech.] The Malay community has made a lot of progress. We only have to look at the roaring business done at the many halal cafes at Kampung Glam. Our middle- and high-income Malays have enjoyed good income growth.

However, for some low-income Malays, relative social mobility (in other words, those who were initially at the bottom of the socio-economic spectrum, and successfully climbed the ladder of success and reached the top) is a real struggle. They feel stuck.

Sir, the Malay community has always been and remains a close-knit community. United we stand. But when people feel left out, our sense of togetherness is affected and weakened. We do not want to we start creating divisions in our own community. How can M3 be the glue to strengthen back that sense of togetherness of our community?