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Ong Ye Kung

This tag is associated with 12 posts

Growing Up “Special” In School

Put otherwise: Little is said about our biases attached to being at the top or being “special”, and the extent to which we are comfortable with confronting and questioning our privileges. Continue reading

Like Grades, There Is No Perfect, Bias-Free Indicator For Hiring

The eagerness of employers to justifiably reduce the disproportionate reliance on grades for their hiring practices overlooks the important point that there is also no perfect, bias-free indicator for this purpose. Yet instead of adding more application requirements or subjecting job applicants to a battery of tests and assessments – which likewise have their own deficiencies and which are likely to overwhelm applicants in an increasingly competitive job market – improvements should focus on a more holistic evaluation, not in the antiquated sense of making the process more onerous or piling on factors in a never-ending list of employee expectations, but in terms of accounting for the backgrounds and trajectories of applicants, to consequently reduce bias. Continue reading

Be More Specific About Diversity Of Public Scholars

That the Ministry of Defence (MINDEF) and the Singapore Armed Forces (SAF) are working to increase the diversity of both their scholarship applicants and recipients – for instance, by encouraging “more of those living in one- to three-room Housing Board flats and those from poorer families to apply for the scholarships” (ST, Jul. 21) – is encouraging, though they have to be more specific about what is meant by “diversity” and how it is measured and tracked over time. In addition, perhaps having defined diversity across race, gender, socio-economic status, as well as family or educational backgrounds, these metrics ought to be communicated more consistently. Continue reading

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