Page 105 - The Ethics of ASEAN

Ethics of the ASEAN Human-Centric Workplace

Ethical Takeaways
By definition, when we are talking about the future of work, there can be no definitive ethical
“answer” about how it should be managed. However, our speakers all underline that ASEAN is
experiencing a particularly fast transformation of work ethics because of issues in machine
management of work and different values of youth in choosing how they want to work.
In terms of ethical types, the traditional virtue ethics of work are no longer adequate
to manage a free and fair workplace which relies more on rules-based and results-based
ethics. Our speakers also point out that the traditional virtues of work in ASEAN clash with
the virtue ethics of youth.
Le Hong Phuc leads off the discussion with a long-term statement on work as a
human development experience, reflecting the aspirational ethics of the ASEAN Human
Development Organisation. This represents a different ethic of work than a purely economic
view of humans as a means of production and supports ASEAN declarations about a people
centric workplace in the region. Phuc adds to this emerging ethical ideal a description of
ASEAN virtue ethics in three dimensions: freedom, leadership and change.
Nadiah Tan Abdullah, also of AHDO, takes the practical perspective of ASEAN work
ethics where the traditional values and behaviours of not speaking out against injustice or
disagreeing with hierarchy needs to change in favour of a rules-based human development
ethics of work. She underlines the need for professionals to raise awareness and ensure
ethical behaviour in the workplace by reinforcing the relationship between the region’s policy
and business practices.
Sizs Jerry brings to the discussion a very different perspective, that of a practicing
professional in community economic development working with indigenous tribes in Papua
Indonesia where her company has copper and gold mining operations. She describes
the rules-based ethics of the International Council for Mining and Metals which ensures
that these tribes have rights in decision-making and the company is required to respect
stakeholders, as well as the conservation of biodiversity and positive social impact.
Dato Palianapan explains the perspective of ASEAN Future Workforce Council
working with governments and companies, where different ethical sources create policy
contradictions. His example of policies which force people to work ever longer hours is
dysfunctional in the context of increased productivity by machines. The consequence is that
personal time and work-life balance for workers is sacrificed. He calls for governments and
companies to adopt results-based ethics to improve human outcomes.
Adrian Tan describes several cases where the management of work by algorithms
leads to unethical practices such as bias in human selection and creation of inhuman work
practices. He describes the growing attraction of gig work for youth because it offers
independence and flexibility. From his perspective as expert in the future of work at the
Singapore Institute of Human Resource Professionals, Adrian advocates for taking on new
ethical responsibilities for managing work.

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