5 Ways to Improve Your Diversity Score on COMPASS Today

Many employers only discover the Diversity criterion when an Employment Pass application falls short of the points needed under the COMPASS framework. If you are searching for ways to improve your diversity score on COMPASS, the useful starting point is to understand what the criterion actually measures and which parts of it you can influence through lawful, sensible workforce planning.

Who this applies to

COMPASS, the Complementarity Assessment Framework, applies to new Employment Pass applications and to renewals submitted to the Ministry of Manpower (MOM) under the Employment of Foreign Manpower Act. It does not apply to S Pass or Work Permit applications, which are governed by quota and levy. The Diversity criterion is one of four foreign-professional-and-firm-related criteria, and it applies to the employer rather than to the candidate.

It is relevant to HR managers, business owners, finance and operations leads, and anyone who files through MOM EP Online. It matters most for companies that already employ several professionals, managers and executives (PMETs) from one nationality, because that concentration is exactly what the criterion looks at.

Key rules and requirements in Singapore

COMPASS awards points across four criteria, and an applicant generally needs a total of 40 points to pass. Two criteria concern the candidate (Salary and Qualifications) and two concern the firm (Diversity and Support for Local Employment). Bonus points are available for occupations on the Shortage Occupation List and for firms that contribute to Singapore’s innovation or internationalisation goals.

Under the Diversity criterion, MOM compares the nationality of the candidate with the nationality mix of the firm’s existing PMETs. In broad terms, the smaller the share held by the candidate’s nationality, the more points the firm earns. A firm whose PMET team is dominated by one nationality will therefore earn fewer points when it hires yet another professional of that nationality. The exact bands and the treatment of smaller firms are set by MOM and have been updated over time, so confirm the current figures on the MOM website before relying on any number.

Two points are worth stating plainly. First, the criterion is not a quota and nothing in the Employment Act or the Employment of Foreign Manpower Act requires a firm to hire any particular nationality. Second, the Tripartite Guidelines on Fair Employment Practices still apply. Employers must select candidates on merit, so diversity planning should widen the talent pool considered, not exclude candidates on the basis of nationality.

Step-by-step process

The following five practical steps can help a firm improve its position on the Diversity criterion over time.

1. Map your current PMET nationality mix

Start with an internal headcount of PMETs by nationality, using the data that already feeds your CPF submissions and MOM records. Singapore Citizens and Permanent Residents count as separate groups in this exercise. Without this baseline you cannot tell whether a new hire will help or hurt.

2. Test each hire before you submit

MOM offers a self-assessment tool for COMPASS. Run the candidate through it, and consider how the points would change if the hire came from a different background. If the application is borderline, the firm-based criteria may be the only levers you still control.

3. Broaden sourcing channels

Many firms recruit through one referral network or one overseas partner, which tends to reproduce the same nationality profile. Advertising roles on Singapore and regional job platforms, working with accredited recruiters, and engaging local universities all widen the pool without changing your selection standards.

4. Plan hiring in sequence

Where several foreign hires are planned, the order matters. Submitting a candidate from an under-represented nationality first can improve the firm’s mix for later applications. This is a planning point, not a reason to delay critical hires.

5. Review before every renewal

Renewals are also assessed under COMPASS. Check the mix and the other criteria some months ahead of the renewal date, so that you have time to adjust or to prepare supporting information rather than reacting to a rejection.

Common mistakes to avoid

• Treating the Diversity score as the only lever. A weak Salary or Qualifications score can often be offset by strong points elsewhere, and bonus points may apply.
• Assuming that hiring one person from a new country fixes the score permanently. The share is recalculated as your headcount changes.
• Rejecting a strong candidate purely on nationality grounds. This can breach fair employment guidelines and the firm’s own HR policy.
• Using outdated thresholds copied from an old article or a forum post. COMPASS parameters are reviewed periodically.
• Leaving the Support for Local Employment criterion unexamined while concentrating on Diversity. Both are firm-based and both can be improved with planning.
• Filing without checking the figures declared in CPF records, since MOM draws on them when it assesses the firm.

Practical examples

Consider a Singapore software company with 20 PMETs, 12 of whom hold the same foreign nationality. The firm wants to hire a thirteenth professional of that nationality. Because that group already makes up a large share of its PMET team, the firm would earn few or no points under the Diversity criterion, and the application would depend heavily on salary and qualifications. If the firm can find an equally suitable candidate of a different nationality, the Diversity points may improve materially. If it cannot, it should be prepared to show strength elsewhere.

Now consider a small consultancy with an evenly spread team. Adding a candidate from any single nationality is unlikely to push one group above a high share, so the firm tends to score better on this criterion and can concentrate on offering a salary that meets the benchmark for the candidate’s age and sector.

These examples are illustrative only. Every application is assessed on its own facts, and approval is always at MOM’s discretion.

How Singapore Employment Agency can help

Singapore Employment Agency supports employers with work pass applications, renewals, appeals, HR compliance and immigration matters. We can review your PMET nationality mix, run COMPASS self-assessments for planned hires, advise on sequencing, and prepare submissions through MOM Work Pass Online. Where an application has been unsuccessful, we can also assess whether an appeal is realistic and what supporting information would strengthen it.

Frequently Asked Questions

Does the Diversity criterion apply to S Pass and Work Permit holders?

No. COMPASS applies to Employment Pass applications. S Pass and Work Permit applications are managed through quota, levy and qualifying salary requirements.

Can a firm meet the 40-point threshold with zero Diversity points?

It is possible in some cases, particularly where the candidate scores strongly on Salary and Qualifications or qualifies for bonus points. It is, however, a narrower path with less margin for error.

Do Singapore Citizens and Permanent Residents count in the nationality mix?

MOM looks at the nationality profile of the firm’s PMETs. Check the current MOM guidance for how each group is treated, as the details can be refined from time to time.

Is it lawful to choose a candidate because of nationality?

Selection should be based on skills, experience and fit. Widening your sourcing to reach a broader range of candidates is sound practice, but excluding applicants because of nationality is inconsistent with the Tripartite Guidelines on Fair Employment Practices.

How often do COMPASS requirements change?

MOM reviews the framework periodically, including salary benchmarks and scoring parameters. Always confirm the latest version before submitting.

Key takeaways

• The Diversity criterion is firm-based and looks at the nationality mix of your existing PMETs against the candidate’s nationality.
• It is one of four COMPASS criteria, and 40 points are generally required to pass.
• Map your current mix, test each hire with the MOM self-assessment, and plan the order of hires.
• Broaden sourcing channels, but keep selection merit-based and consistent with fair employment practices.
• Review the score before each renewal, not after a rejection.

Requirements may change, so always check the latest guidance from MOM, IRAS or ACRA, or consult a professional adviser.

If you would like to find out more about how Singapore Employment Agency can assist with your work pass and employment compliance requirements, please get in touch with the team at [email protected].

Yours sincerely,
The editorial team at Singapore Employment Agency

Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.