- 60% of respondents who identify as minorities at work reportedly faced career obstacles, 26% higher than those who do not
- 19% of Gen Zers cited their religious beliefs as a reason for feeling like minorities
- 31% of women in tech believe that they are not receiving equal pay for equal work
45% of respondents consider 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 - today 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.
younger workers are more likely to identify as a minority at work
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% of 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 they can have a far-reaching impact on the employer brand and the company’s ability to attract and retain talent.
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.
minorities more likely to face career growth obstacles in malaysia
In Malaysia, 44% of all respondents faced career growth obstacles. However, the survey revealed that 60% of respondents who identify themselves as a minority at work face career growth obstacles, 26% higher than those who do not.
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 the outcomes of the assessments. Addressing these challenges will unlock their diverse workforce's full potential, leading to a more engaged, innovative, and talent-rich workplace.
The survey also found that older workers are more likely to face career growth obstacles. 1 in 5 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.
2 in 3 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 persists 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.
Manufacturing and technology, amongst others, are traditionally male-dominated industries, where we expect to see significant gender inequality.
In the manufacturing sector, 25% of men feel that they are not receiving equal pay for equal work, compared to 14% of women. The opposite is true 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.
To attract and retain a diverse workforce, companies need to implement policies, initiatives and benefits that are equitable and support the professional growth 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.
get your free digital report: 2024 employer brand research report.
In its 9th year, the Employer Brand Research is an independent survey commissioned by Randstad and features the voices of at least 2,500 respondents in Malaysia. The report provides employers with an year-on-year trend analysis of the top employee value proposition factors Malaysians look for in employers, as well as insights into talent perceptions on evolving human resources topics like equity at work and impact of AI at work.
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