Change lives by
building a culture where
everyone belongs

We can support you on your journey towards an
inclusive culture and diverse hiring.

See our DE&I solutions

We can help you create stronger teams with
diversity and inclusion solutions

At PageGroup, we are committed to creating inclusive workplaces aimed to develop a platform with meaningful social impact and promote inclusive hiring across the region. We help organisations attract a wider pool of qualified candidates through inclusive hiring practices. Partner with us to unlock the full potential of an inclusive workforce.

Our Solutions for Inclusive Hiring

Inclusive Workplace Consultancy

Our consultancy is always tailored to the client and usually falls within or combines the following area:

  1. Candidate Attraction
  2. Interview Process
  3. Onboarding & Retention
  4. Continuous Improvement & Project Support
  5. Talent Mapping


We support our customers with their disability hiring targets, with a sustainable recruitment lifecycle designed specifically to support our disabled candidates into long term meaningful employment. We do this through:

  1. Recruitment and Placement
  2. Post Placement Support

Take the first step towards a more inclusive workforce today.

Reach out to our experts

Meet our Team

Alister Ong

Diversity, Equity and Inclusion
Client Solutions Lead

Alister is recognised regionally in Diversity and Inclusion, speaking in Australia, Indonesia, Myanmar, Philippines, Vietnam and Singapore.

Merging valuable experience with a strong background in Bachelors of Economics, Alister has been speaking in global organisations such as J.P Morgan, Bloomberg, Boehringer Ingelheim, LinkedIn, Uber, Sleek and many more, with the objective of making a positive growth by providing a robust Diversity and Inclusion Strategy through thought leadership and change management.

With a wealth of experience in both HR and as a caregiver, Jayden brings a unique perspective to the role of DE&I Sourcing Associate. His determination to create a positive impact in the community of persons with disabilities and those from diverse backgrounds makes him a valuable asset in engaging this untapped workforce and bringing economic value to the ecosystem we are building.

Jayden Yap

Diversity, Equity and Inclusion
Sourcing Associate

Looking to hire an inclusive workforce? Partner with our recruitment specialists.

Request a call back 

Success Stories

“When one finds a great company to work for, it changes life for the best. Page took into full account the adjustments that I needed to get my everyday work done (e.g. work devices and duties) that it made settling in very easy. I couldn't be anymore grateful for all the support and guidance given to me, thank you Page!”

Amelia Tan

Administrative Executive

“My colleagues are very welcoming such that I don’t hesitate to approach them when I have any issues. I am so grateful that I can pick up new skills at a pace that is comfortable for me. My team members constantly check on me to make sure that I am not too overwhelmed by work, and I truly appreciate that.”

Naren Sankar

Regional Content Editor

If you're a candidate looking for reasonable support, get in touch with our team at [email protected].

Company Culture: Reset • Refocus • Reshape
Find out more on how you can make your workplace culture more inclusive in our Company Culture Report.

Download the report

Rani Nandan

Diversity, Equity & Inclusion Director at PageGroup APAC

“Diversity, equity and inclusion are not just buzzwords, but necessary for any company to thrive. By embracing and valuing diversity, embedding equity and creating an inclusive environment, we unlock the full potential of our people to drive innovation, creativity, and success.

We, at PageGroup, have a unique opportunity to share inclusive hiring practices with our clients and influence their recruitment processes, thereby making a positive impact on the communities in which we operate.”

Read more about our DE&I policy at PageGroup

Creating the Inclusive Workplace of the Future

PageGroup - Your Ideal Recruiter for DE&I Hiring

At PageGroup, inclusion is at the heart of our culture, which puts our people first. We are proud of our reputation as an inclusive employer and committed to promoting ethical processes and behaviours for our customers and society as a whole.

At PageGroup, we have created an inclusive culture of trust and compassion and a working environment where all our people feel valued, have a voice, are heard, belong, feel comfortable being themselves, and can thrive. We have the following DE&I pillars where employees are actively engaged through workshops and activities.

Creating barrier-free opportunities for everyone to reach their potential

A flexible and welcoming workplace for parents and carers

Where everyone can be their true self regardless of sexual orientation or gender identity

Where a multicultural workforce thrives

Driving equality and fair opportunities for success regardless of gender

We are also actively engaged in promoting diversity, equity and inclusion through various initiatives such as Singtel Carnival, Purple Parade and being part of SBNoD (Singapore Business Network of Disabilities). These efforts aim to create a more inclusive workplace culture and society, where people from all walks of life, regardless of their backgrounds, have an equal opportunity to thrive and succeed.

As recognition for our DE&I efforts, we have become the first professional recruitment firm to achieve the Clear Assured Platinum Inclusion Standard.

Created by The Clear Company, an award-winning diversity, equity, and inclusion (DEI) consultancy based in the UK, this inclusion standard is an accreditation awarded to organisations that have fully integrated equity, diversity, and inclusion into all aspects of their operations.

Recruiters are critical in ensuring fair hiring practices, allowing businesses to establish legally compliant and equitable procedures, while attracting top talent. At PageGroup, comprehensive training is mandatory for recruitment consultants to reduce bias, creating inclusive job descriptions, shortlists, and interviewing practices. We offer all candidates reasonable accommodations at each step of the hiring process.

We specifically source for Professionals, Managers and Executives (PME candidates) from all career backgrounds and level of experience:

  • Career stages: Undergraduates, early career/fresh graduates, mid-career professionals
  • Key functions: Banking and Finance, Analytics, Computer Science, Information technology, Sustainability & ESG, Engineering & Manufacturing, Digital, HR, Marketing/Agency
  • Key skill sets: Data Analytics, Research & Development, Program/Project Management, Communications, Relationship Management

We work with organisations committed to inclusive hiring. No matter how well-versed companies are about making the workplace more inclusive, our experts will be able to advise organisations on the necessary resources, culture and environment required to nurture talents, and allowing them to excel

Guide to Understanding DE&I in the Workplace

Diversity, equity, and inclusion (DE&I) is crucial for any workplace. When coupled with an inclusive culture, a diverse workforce fosters creativity, innovation, and problem-solving.

A study conducted by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their respective national industry medians.

Additionally, employees from diverse backgrounds bring different perspectives and experiences that can lead to new and better ideas. DE&I policies also promote fairness and equity within the workplace, ensuring all employees are given equal opportunities to succeed. This can improve employee satisfaction and loyalty, resulting in lower turnover rates and higher productivity.

Furthermore, having a workplace culture that values diversity and inclusion can help attract and retain top talent, as employees are more likely to want to work for a company that aligns with their values and beliefs. Job seekers increasingly place more importance on a diverse workforce when considering job offers.

In fact, 59% of respondents in Singapore have asked or will consider asking about a company’s DE&I policy at job interviews, as reported in our Talent Trends 2022 survey report.

Overall, having diversity, equity, and inclusion in the workplace is not only the right thing to do, but it makes good business sense. It can lead to improved creativity and innovation, higher employee satisfaction and loyalty, and the ability to attract and retain top talent.

A company can start implementing DE&I policies by conducting a DE&I assessment to understand where they currently stand and identify areas for improvement. The evaluation can help the company set goals and create a plan for implementing DE&I policies. The company can also establish a DE&I committee or task force to oversee the implementation and ensure progress.

While there aren’t fixed steps to follow, there are some strategies companies can use to begin implementing diversity, equity, and inclusion (DE&I) policies into their organisation. The strategies include and are not limited to:

  • Set DE&I goals: Give each business unit leader formal accountability for achieving DE&I results in their part of the business. For instance, diversity results that focus on representation.
  • Integrate DE&I into crucial talent management processes: Embed DE&I into key talent management processes such as recruiting, performance management, and succession planning.
  • Train leaders and employees on DE&I: Provide training and development programmes to help leaders and employees develop the skills and mindset needed to work effectively in a diverse environment.
  • Foster a culture of psychological safety: Foster a culture of psychological safety by creating an environment where all employees feel valued, included and respected, and where diverse perspectives are encouraged and celebrated.

Reach out to our recruitment experts to find out more.

If a company already has existing DE&I policies, there are several ways to improve them. One approach to improve on them is to ensure that they are effective. You can find out the effectiveness by measuring employee sentiment to track inclusion efforts.

Another way to improve existing policies is to provide regular training and education on diversity, equity, and inclusion. This can help ensure that employees understand the importance of such policies.

It is also vital for companies to regularly review and update their diversity, equity, and inclusion policies to ensure they remain relevant and effective.

Overall, improving diversity, equity, and inclusion policies requires ongoing effort and commitment from the top leadership of the organisation. By measuring employee sentiment, providing training and education, and regularly reviewing and updating policies, companies can create a more inclusive and welcoming workplace for all employees.

This requires a thoughtful and comprehensive approach that involves gathering employee feedback and tracking progress over time. By doing so, organisations can identify areas for improvement and take action to create a more inclusive workplace. There are several methods that organisations can use to measure diversity, equity and inclusion policies in the workplace, such as:

To measure and track employee sentiment

  • Employee surveys and focus groups: Anonymous surveys are effective for gathering employee feedback that enables organisations to identify areas that require improvement, while focus groups also provide valuable insights and allow for more open-ended discussions, which can yield in-depth feedback.
  • Demographic data: Collect demographic data about the workforce can help organisations identify areas of underrepresentation and track progress in achieving diversity and inclusion goals.
  • Exit interviews: Conduct exit interviews with departing employees can provide valuable feedback on why they are leaving the organisation and any issues related to diversity and inclusion.

To measure diversity efforts

  • Hold leaders accountable: Create a DE&I scorecard for leadership teams and make DE&I hiring a key performance indicator. Companies can also evaluate their hiring practises such as having a diverse interview panel, and review how managers mentor and develop diverse talent.
  • Develop representation metrics: Companies can start by looking at the attrition rate of women vs. the rate of men, and between different ethnic groups to help them identify the departments that require more attention.

For more details, do reach out to our experts for further advice.

PageGroup supports our candidates in finding meaningful employment with our clients through a candidate-centric recruitment lifecycle designed to maximise the employability of PwD talents while meeting their support needs. A step-by-step candidacy walk-through includes:

  1. Profiling: During the initial stage, it is important to understand the candidate’s motivations and preferences, strengths and weaknesses, and most importantly, their support needs.
  2. CV Preparation: Depending on how ready the candidate’s CV is, we provide 1-on-1 coaching on how candidates can improve, tailor and format their CVs to the job they want to apply for.
  3. Interview: We offer pre-interview preparation to help anticipate common interview questions, and identify key strengths to highlight during the candidate’s job interview.
  4. Job Offer: We provide advice and guidance on job offer package details, ensuring that candidates receive the compensation and benefits that align with their qualifications and expectations. This also includes liaising with job coaches and occupational therapists to identify any necessary readjustments, such as job redesigning, flexible work arrangements and work accessibility.
  5. Post Placement: We help ensure that candidates are onboarded smoothly by having regular cadences with the candidate and the hiring manager for the first eight weeks of job placement.