At CDL, having an inclusive culture is important forour business. We are committed to providing equal opportunities throughout employment, including the remuneration, recruitment, training and promotion of staff. CDL’s recruitment process adheres to the strict guidelines on non-discrimination and fairness, regardless of gender, ethnicity, religion, or age.

Gender Diversity

With women making up a significant 69% of CDL’s workforce, we have more females than males in both managerial* and non-managerial categories. In addition, 50% of Heads of Departments (HOD) at CDL Corporate Office are females as of end 2018, a 70% increase from 2017.

We have relatively equal pay and remuneration for female and male employees hired for CDL’s core operations in Singapore, where most of our Property Development and Asset Management business are based. In 2018, the average pay of female employees is 92.7% of the average pay of male employees in non-managerial positions. For managerial* positions, female employees were paid 141.1% of the average pay of male employees.




CDL Diversity and Inclusion Task Force

Recognising that creating and expanding opportunities for women are fundamental to CDL’s sustainable growth and beneficial to society at large, we established an internal CDL Diversity and Inclusion Task Force in 2017, to promote the awareness and adoption of diversity and inclusion within our workplace and the wider community. Under the leadership of our Group CEO, the Task Force is cochaired by the Sustainability and HR departments.

Women4Green Network

The Task Force complements the Women4Green network, Singapore’s first women network in support of sustainability, which CDL initiated at the opening of the Singapore Sustainability Academy on 5 June 2017. The network aims to inspire and empower women to adopt and champion the SDGs at home, at work and at play. More information about Women4Green and its programmes can be found on here.

Public Commitment to Women Empowerment

In 2017, our Group CEO joined over 1,600 leaders globally in pledging CDL’s support for the Women’s Empowerment Principles. Developed through a partnership between the UN Women and UN Global Compact, the principles offer practical guidance to the private sector on how to empower women in the workplace, marketplace and community.

Our Group CEO is also a member of the Diversity Action Committee Singapore (renamed as Council for Board Diversity), initiated by the Singapore Exchange, to advocate for an increase in women directors on listed company boards in Singapore for the sustainable competitiveness of companies and the economy.

* Including HODs and Vice-Presidents

CDL Group CEO Mr Sherman Kwek, who is a member of the SGX’s Diversity Action Committee (renamed as Council for Board Diversity from January 2019), with CDL’s key female management representatives.

From left to right: (Seated) Ms Catherine Loh, Head of Corporate Secretariat, Ms Yiong Yim Ming, Group Chief Financial Officer, Ms Yvonne Ong, CEO, Commercial, Ms Esther An, Chief Sustainability Officer, Ms Adeline Ong, Senior Vice President, Sales & Marketing. (Standing): Ms Sharifah Shakila Shah, Senior Vice President, Legal, Ms Sophia Dai, Deputy CEO, CDL China, Ms Belinda Lee, Head of Investor Relations & Corporate Communications, Ms Lee Mei Ling, Executive Vice President & Head, Property Development, Ms Ong Siew Toh, Senior Vice President, Group Accounts, Ms Tay Seok Cheng, Deputy Head, Property Development.

Global Recognition for Gender Equality

CDL’s efforts in advancing gender diversity at the workplace has led to its inclusion in the sector-neutral Bloomberg Gender-Equality Index (GEI) for 2018 and 2019. CDL is the only real estate management and development company in Singapore and one out of four Singapore companies to be listed on GEI 2019.

The reference index measures gender equality across internal company statistics, employee policies, external community support and engagement, and gender-conscious product offerings, to allow investors to make better-informed decisions and help companies better understand their own progress towards gender equality.

Age Diversity

CDL has a diversified workforce across all age groups. In 2018, 77% of new recruits were from the millennials (born in 1978 or later). About 49% of our current workforce now consists of millennials, injecting new ideas, enthusiasm, and energy to our organisation.


30 years old and below
Female: 11% | 45
Male: 3% | 11
Total: 14% | 56
31-40 years old
Female: 26% | 103
Male: 10% | 38
Total: 35% | 141
41-50 years old
Female: 19% | 74
Male: 9% | 37
Total: 28% | 111
51-60 years old
Female: 11% | 44
Male: 6% | 22
Total: 17% | 66
61 years old and above
Female: 3% | 10
Male: 4% | 16
Total: 7% | 26


30 years old and below
Female: 4% | 9
Male: 1% | 3
Total: 6% | 12
31-40 years old
Female: 22% | 48
Male: 11% | 23
Total: 33% | 71
41-50 years old
Female: 19% | 41
Male: 14% | 31
Total: 34% | 72
51-60 years old
Female: 13% | 27
Male: 7% | 16
Total: 20% | 43
61 years old and above
Female: 3% | 7
Male: 4% | 9
Total: 7% | 16


30 years old and below
Female: 19% | 36
Male: 4% | 8
Total: 24% | 44
31-40 years old
Female: 30% | 55
Male: 8% | 15
Total: 38% | 70
41-50 years old
Female: 18% | 33
Male: 3% | 6
Total: 21% | 39
51-60 years old
Female: 9% | 17
Male: 3% | 6
Total: 12% | 23
61 years old and above
Female: 2% | 3
Male: 4% | 7
Total: 5% | 10

Racial and Disability Inclusion

CDL embraces an inclusive workplace in our multi-racial workforce from diverse educational backgrounds. Our workforce is nonetheless heavier on the number of Chinese employees as a reflection of Singapore’s predominantly Chinese population. Where possible, we also provide fair employment opportunities for the less physically-abled. As of 2018, CDL has one wheel-chair bound employee who has been with the company for ten years.


Chinese: 373

Others: 27