A/HRC/17/40/Add.2 incidence of misunderstanding between the job seekers and the recruiting party”.12 Other fruitful initiatives include the organization of various workshops on how to, inter alia, handle grievances, create an inclusive workplace, manage diversity and understand assumptions. 47. According to information provided by the Tripartite Alliance, the promotional approach aimed at changing mindsets among employers, employees and the general public to adopt fair and equitable employment practices has had good results. For instance, whereas before 1999 the ethnic criterion was referred to in 34 per cent of job ads, there is almost no mention of it in job ads today. Likewise, the Tripartite Alliance argues that the language criteria used to be mentioned in 20 per cent of job ads before 2006 and that this percentage has now been reduced to 1 per cent.13 In addition, the media allegedly also examines the content of job advertisements and may refuse to publish them if they are not compliant with the Tripartite Guidelines on Fair Employment Practices. 48. Notwithstanding these achievements, the Special Rapporteur’s attention was drawn to the difficulties and negative stereotypes faced by members of the Indian and Malay communities in the field of employment. For instance, the Special Rapporteur received reports indicating that Indian individuals applying for professional positions had been dismissed because they were not regarded as being hard workers. He was also told that Malay individuals continue to be underrepresented in senior positions in critical institutions that should reflect the diversity of Singapore, such as the armed forces, the police and the judiciary. Perceived lack of loyalty from members of the Malay community would appear to explain why they remain unable to gain access to sensitive positions in these institutions. While guidelines, policies and practices leading to the underrepresentation of the Malay community in these institutions may have found some political legitimacy during the few years immediately following the independence of the country, the Special Rapporteur would like to encourage the authorities to urgently review all of them, so as not to perpetuate the views that Singaporean citizens of Malay background cannot be trusted. In a diverse society like Singapore, it is all the more important for the authorities to ensure sufficient representation of the ethnic minorities in all employment sectors. In addition, the Special Rapporteur would like to suggest that the authorities consider adopting legally binding provisions prohibiting discrimination of all kinds, including on the grounds of ethnic or national origin, in the field of employment. F. Migrant workers 1. Integrating recent migrants into Singaporean society 49. In order to satisfy the demands of a fast-growing economy and counter a declining birth rate and ageing population, the Government has supported a significant influx of foreign workers – both skilled and unskilled – over the last decades. These foreign workers, who represent today about one third of the workforce residing in Singapore, have undoubtedly contributed to the building and the prosperity of this young nation. Yet, their presence has also created challenges for the Singaporeans. The Special Rapporteur was told both by Government officials and civil society actors that the recent immigration of individuals coming mainly from China and India had led to some resentment in the 12 13 Ibid., p. 6. In 1999, the Tripartite Alliance for Fair Employment Practices issued the Tripartite Guidelines on Non-Discriminatory Job Advertisements. These guidelines were revised in 2006. Available from www.fairemployment.sg/assets/Files/documents/Publications%20-%20Nondiscriminatory%20job%20ads%20brochure.pdf. 15