GESS 4Exp Prelim 2020 QPAK

This paper consists of 7 printed pages including the cover page. 1. Write your name, index number and class in the spaces provided on the cover page of the question paper. 2. Section A: Answer all parts of Question 1. Section B: Answer all parts of Question 2. 3. Write all answers on the writing papers provided, with dark blue or black pen. 4. The number of marks is given in brackets [ ] at the end of each question or part question. 5. You are advised to spend no longer than 80 minutes on Section A. Qn No. For Examiner’s Use Section A 1 35 Section B 2 15 Total 50 READ THESE INSTRUCTIONS FIRST GAN ENG SENG SCHOOL Preliminary Examination 2020 CANDIDATE NAME CLASS INDEX NUMBER HUMANITIES Paper 1 Social Studies Sec 4 Express Sec 5 Normal (Academic) EExpress 2272/01 & 2273/01 27 August 2020 1 hour 45 minutes Additional Materials: Answer Booklet

2 GESS 4EXP/5NA SS PRELIMS 2020 LMJ/PL Section A (Source-Based Case Study) Question 1 is compulsory for all candidates. 1 Living in a Diverse Society Study the Background Information and the sources carefully, and then answer all the questions. You may use any of the sources to help you answer the questions, in addition to those sources you are told to use. In answering the questions, you should use yo ur knowledge of the topic to help you interpret and evaluate the sources. (a) Study Source A. What can you infer about workplace inclusivity in Singapore? Explain your answer. [5] (b) Study Source B and C. How far does Source B agree with Source C? Explain your answer. [6] (c) Study Source D. How useful is this source in telling us why persons with disabilities (PWDs) face problems in the workplace? Explain your answer. [7] (d) Study Source E and F. Having read Source F, how surprising is Source E? Explain your answer. [7] (e) “Lack of inclusivity for persons with disabilities is the biggest concern for workplace inclusion in Singapore.” Using sources in this case study, explain how far you would agree with this statement. [10]

3 GESS 4EXP/5NA SS PRELIMS 2020 LMJ/PL Are workplaces in Singapore inclusive? BACKGROUND INFORMATION Read this carefully. It may help you to answer some of the questions. In 2019, a poll of employees across 14 countries found that Singapore was the second- worst performing country in terms of diversity and inclusion in the workplace. Singapore workers reported workplace bullying at an alarming 24%, one of the highest in the world , and companies surveyed from Singapore did not have high levels of diversity amongst their employees. Since then, the government has pushed for new legislature to combat workplace discrimination, and there are also many companies in Singapore paving the way for greater representation and inclusion of all social groups. However, experts still remain concerned about how nationality, age, gender, race, and physical and mental disabilities affect opportunity and treatment in the workplace. Are workplaces in Singapore inclusive? Study the following sources to find out. Source A: An infographic published by Blackbox, Singapore’s leading public survey platform, dated October 2018.

4 GESS 4EXP/5NA SS PRELIMS 2020 LMJ/PL Source B: Adapted from an article in the Singapore Business Review , dated 30 April 2019. Source C: Adapted from a speech by Minister for Trade and Industry, Mr S Iswaran, at the “Fostering Inclusion in the Workplace” Seminar 2017. Source D: Adapted from a Channel News Asia report about employment experiences for persons with disabilities, published in March 2020. GrabFood has around 20 riders with physical disabilities carrying out food deliveries. Through a flexible work schedule, they are able to carry out deliveries on wheelchairs and work only short distances as GrabFood’s management team helps to ensure they do not receive orders that are too far to carry out. While employers like GrabFood have taken a step in the right direction, Dr. Medjeral-Mills, executive director of the Disabled People’s Association , said that there is still a need for more legislative policies from the government that can encourage employers to improve on their existing inclusivity policies. “We need anti-discrimination laws that define discrimination clearly and deter employers from doing such things to persons with disabilities (PWDs),” she said. Singapore’s workplace environment has evolv ed significantly over the years and employers have also adopted measures to support workers with different needs . Of course, much more still needs to be done by employers to embrace diversity , especially with respect to persons with disabilities (PWDs). According to a survey , 6 in 10 employers are reluctant to eng age persons with disabilities. The problem is that these employers are actually choosing to close their doors to valuable manpower that PWDs can offer. According to 2019's Ministry of Manpower figures, the percentage of persons with disabilities who are in the labour force is 32.8%, which is less than half of the entire population’s 68%. “Some employers hesitate to hire PWDs as they may have negative perceptions about them, such as them being less productive,” said representatives from SG Enable and Workforce Singapore . “They may also think that supporting an employee with disabilities would be too costly or require too much effort.” Employers use plenty of so -called business reasons to justify their prejudiced thinking, said Dr Justin Lee, a senior research fellow at the Institute of Policy Studies.

5 GESS 4EXP/5NA SS PRELIMS 2020 LMJ/PL Source E: Extracted from a feature article from the Singapore National Employers Foundation magazine showcasing companies with best workplace practices from Singapore, published in 2016. Source F: A commentary on the issues women face in the workplace by the head of advocacy and research in the Association of Women for Action and Research (AWARE), published 2018. In a country where men and women have equal opportunities to education and jobs, workplace gender inequality still exists. For instance, women are systematically paid less because women’s labour is less respected due to social norms, and there is a lack of policies that require employers to offer equal pay for equal work. In the workplace, women continue to face additional barriers - including gender bias, which results in unequal opportunities, choices and outcomes. We regularly meet women who are discriminated against because they are mothers, women who are harassed at work, and women who do not get promotions because of stereotypes that limit what women “can” achieve. In recent years, STMicroelectronics’ strategy for equal opportunities has focus ed on gender equality. There are many efforts in creating and promoting a favourable working environment and culture for women in the company. A Women’s Network was established to support and nurture the development of women for top leadership roles. Breaking the stereotype of the woman’s role in the traditionally male -dominated industry has created many benefits for STMicroelectronics. The different experiences and fresh insights from female employees have become a competitive advantage for STMicroelectronics . It gave us alternative viewpoints for a more balanced decision-making process.

6 GESS 4EXP/5NA SS PRELIMS 2020 LMJ/PL Section B (Structured-Response Question) Question 2 is compulsory for all candidates. 2 Exploring Citizenship and Governance Study the extracts carefully, and then answer the questions. Extract 1 Since the start of the COVID-19 (Coronavirus Disease 2019) outbreak, the Singapore Government has implemented a series of me asure