FORTY-FIVE per cent of Malaysians consider themselves a minority at work because of factors such as ethnicity, nationality, religion, and disability, a survey finds.

Randstad, which revealed the results of its 9th annual Employer Brand Research in Malaysia conducted in January 2024, said another 12% of respondents also identified as minorities but did not disclose the reason.

When it comes to Gen Zers and millennials, Randstad, the world’s largest talent agency, reported that 56% of Gen Zers and 47% of millennials feel like minorities in their workplaces.

A significant factor contributing to these feelings is how their religious beliefs are perceived by their colleagues and employers.

The study, which surveyed 2,500 working adults in Malaysia, uncovered several key findings: 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 they are not receiving equal pay for equal work.

Randstad Malaysia country director Fahad Naeem said the survey revealed 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,” he said in a statement.

The survey also showed that 44% of respondents faced career growth obstacles, with minorities 26% more likely to experience these challenges.

Workers who consider themselves minorities may feel they are more likely to face career growth obstacles, as they see promotions, pay increments, and training opportunities going to non-minorities in their organisations, said Naeem.

“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 their assessments. Addressing these challenges will unlock their diverse workforce’s full potential, leading to a more engaged, innovative, and talent-rich workplace,” he added.

He emphasised the critical need for companies to implement strict anti-discrimination policies and ensure recognition is grounded in merit rather than the individual’s religious beliefs or identity.

Overlooked by employers

The survey also revealed that one in five Gen Xers do not feel that the best opportunities go to the most deserving employees in their careers. Gen Xers are also the least likely to think their employers provide equal pay for equal work.

Two in three Baby Boomers said their senior managers are fair when it comes to providing re-skilling and upskilling opportunities, compared to 52% of Gen Zers and Gen Xers.

On a national level, the differences between how the two genders view their employers are marginal, but the research reveals wider gaps in the manufacturing and technology industries.

In the manufacturing sector, one in four men feel they are not receiving equal pay for equal work, compared to 14% of women.

In the technology industry, 31% of women believe 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 the best opportunities go to the most deserving employees in their organisation, while only 12% of men hold the same belief.

The full research report can be accessed here. – September 4, 2024.