​APME Maintains Stable Hiring Outlook Amid Global Uncertainty in Q3 2025· The Net Employment Outlook for Q3 2025 in Asia Pacific and the Middle East (APME) is +28%, remaining the same as Q2 2025 and up 7 points from Q3 2024.· Employers in U.A.E. (+48%), India (+42%), and China (+28%) report the strongest Outlooks in the region, with U.A.E. also ranking first globally, beating the global average by 24 points.· The Information Technology sector leads hiring intentions (+38%), followed by Financials and Real Estate (+31%) and Industrials and Materials (+29%).· Larger organizations demonstrate the strongest hiring intentions, with companies of 5,000+ employees reporting the strongest Outlook (+39%).· More than 6 in 10 (63%) companies in APME report increasing their investment in task or process automation.​SINGAPORE (10 JUNE, 2025) – The latest ManpowerGroup Employment Outlook Survey reveals a strengthened hiring Outlook across APME for Q3 2025, with a Net Employment Outlook (NEO) of +28%. This remained the same compared to the previous quarter and represents an increase of 7 points year-over-year.​The Survey, which gathered data from over 12,434 employers across 10 APME countries and territories, indicates a stable and resilient labor market, where businesses remain committed to talent investment even amid global economic headwinds.​“Despite global trade headwinds, hiring sentiment across Asia Pacific and the Middle East remains firm. This consistency reflects employers’ cautious confidence in navigating a complex global landscape and underscores the region’s resilience, adaptability, and strategic focus on long-term growth. Notably, the U.A.E. leads the world in employment Outlook, exceeding the global average by 24 points—a testament to its economic agility, policy stability, and sustained investment in innovation and infrastructure,” said François Lançon, Regional President, Asia Pacific & Middle East, ManpowerGroup.​Besides employment Outlooks, the APME report also shed light on the main reasons for staffing increases and decreases. 40% of employers in the region cite company expansion as the top reason for staffing increases, followed by new ventures requiring new roles (30%), and tech advancements needing more expertise (30%). On the flip side, economic challenges (36%) and the need to adapt to market changes (30%) are the top reasons for workforce reductions.​The report also explores how an aging workforce, uncertainty, and automation are influencing HR strategies.· Hiring in the Face of Trade Uncertainty: Global trade uncertainty is shaping hiring decisions for 59% of companies in APME, with the impact particularly pronounced among employers within the Communication Services sector (65%), and the Transport, Logistics, and Automotive sector (65%).· Bracing for the Silver Shift: 54% of companies in APME report that workforce aging and the retirement of experienced talent are shaping their HR strategies—most notably in the Communication Services sector, where 65% report an impact, followed by the Transport, Logistics, and Automotive sector (61%).· APME Employers Gear Up for a Tech-Driven Future: More than 6 in 10 (63%) companies in APME report increasing their investment in task or process automation, with the IT sector (75%) leading the way. At the same time, 74% of employers expecting automation to bring the biggest changes to IT and data-focused roles over the next five years.Used internationally as a bellwether of labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire.​HIRING INTENTIONS BY REGIONAsia Pacific and the Middle East (APME):· U.A.E. leads global hiring confidence with an Outlook of +48%, followed by India (+42%).· The strongest Outlook globally for the Transport, Logistics, and Automotive (+64%), Energy and Utilities (+57%), Consumer Goods and Services (+50%) industry verticals were reported by employers in the U.A.E. Highest hiring intentions in the Financials and Real Estate industry vertical was reported by employers in India (+43%).​The Americas:· Employers in the Costa Rica (+41%), Brazil (+33%), and U.S. (+30%) reported the strongest hiring intentions across the regions for Q3.· However, Argentina reports the lowest global Outlook at +3%.· The strongest Outlooks globally for both the Healthcare and Life Sciences and Industrials and Materials industry verticals were reported by employers in Costa Rica (+62% and +47%, respectively).​Europe:· The Netherlands (+30%), Ireland (+29%), and Norway (+26%) report the strongest hiring intentions in the region.· The strongest Outlook globally for the IT industry are reported by employers in Norway (+60%), and Communication Services in the Czech Republic (+57%).To view the complete results for the Q3 2025 ManpowerGroup Employment Outlook Survey, including regional and country data, visit: www.manpowergroup.com.sg/meos-apme. The next survey will be released in September 2025 and will report hiring expectations for the fourth quarter of the year.​# # #​About the SurveyThe ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key labor market indicator. The Net Employment Outlook (NEO) is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.​Survey MethodologyThe methodology used to collect the data for the Employment Outlook has been digitized in 42 markets for the Q3 2025 report. Survey responses were collected in April 2025. The question asked and the respondent profile remains unchanged. Size of organization and sector are standardized across all countries and territories to allow international comparisons.​About ManpowerGroup ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions– creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th time – all confirming our position as the brand of choice for in-demand talent. For more information, visit www.manpowergroup.com, or follow us onLinkedIn, Facebook, and Bluesky.​Forward-Looking StatementsThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, and industries, economic uncertainty, and workforce trends. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties, and assumptions. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.

​Singapore Employers Show Resilience Amid Global Trade Uncertainty: Latest ManpowerGroup Employment Outlook Survey​Singapore’s Net Employment Outlook (NEO) for Q3 2025 stands at +24%, weakening by 3 points from Q2 2025 and strengthening by 4 points year-over-year.Across the sectors, the Healthcare and Life Sciences industry report the strongest Outlook of +43%, the strongest hiring sentiment in Singapore.Company expansion drives Q3 staffing increases in Singapore, with 43% reporting company expansion as the top reason for staffing increases.Global trade uncertainty is shaping hiring decisions for almost 7 in 10 (69%) companies in Singapore.More than 6 in 10 (64%) companies in Singapore report increasing their investment in task or process automation.​SINGAPORE (10 JUNE 2025) –Hiring sentiments in Singapore remain relatively steady, as employers demonstrate resilience amid global trade uncertainty, according to the latest ManpowerGroup Employment Outlook Survey.​Out of the 525 employers in Singapore surveyed about their hiring plans for the next quarter, 43% plan to hire,19% anticipate a decrease in their staffing levels, while 38% do not expect any change. The Net Employment Outlook (NEO), after seasonal adjustment, is +24%, weakening by 3 points from Q2 2025 and strengthening by 4 points when compared to the same time last year.Used internationally as a bellwether of economic and labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire.​Employers across all sectors report a positive Outlook, with the most competitive sector being Healthcare and Life Sciences, recording an NEO of +43%. Despite a 6-point decrease in hiring expectations since the previous quarter, the sector has remained among the top three most competitive sectors in Singapore since Q1 2025.​Employers in Singapore continue to cite company expansion (43%) as the primary driver of staffing increases, followed by the need for skills to stay competitive (30%). On the flip side, economic challenges (42%) and the need to adapt to market changes (30%) are the top reasons for workforce reductions.​“Employers in Singapore are showing resilience amid global trade uncertainty, maintaining a steady employment outlook of +24%. While the overall outlook has softened, a closer look reveals a more nuanced picture. Employers are holding on to their talent while strategically investing in future-proofing their workforces, adopting a wait-and-see approach to the global trade environment. This underscores a shift toward greater workforce agility—aligning talent investments with evolving market dynamics,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore.​Besides employment Outlooks, the Singapore report also explores how an aging workforce, uncertainty, and automation are influencing HR strategies.​Hiring in the Face of Trade Uncertainty: Global trade uncertainty is shaping hiring decisions for 69% of companies in Singapore, with the impact particularly pronounced among employers within the Transport, Logistics, and Automotive sector (81%).Bracing for the Silver Shift: 58%. of companies in Singapore report that workforce aging and the retirement of experienced talent are shaping their HR strategies—most notably in the Communication Services sector, where 76% report an impact.Singapore Employers Gear Up for a Tech-Driven Future:More than 6 in 10 (64%) companies in Singapore report increasing their investment in task or process automation, with the IT sector (74%) leading the way. At the same time, 80% of employers expecting automation to bring the biggest changes to IT and data-focused roles over the next five years.​Ms. Teo adds, “Singapore’s employers are demonstrating foresight—not merely reacting, but strategically preparing for the future of work. This is reflected in a dual focus: managing demographic shifts and accelerating investment in automation.”​Employment Outlooks Across the Asia Pacific​Leading globally with an Outlook of 29%, with modest improvements year-over-year.India (42%) leads regional confidence, ranking second globally, while China (28%) and Singapore (24%) continue to show solid hiring intentions.Hong Kong (8%) and Japan (15%) remain more cautious.​To view complete results for the Q3 2025 ManpowerGroup Employment Outlook Survey, visit: www.manpowergroup.com.sg/meos. The next survey will be released in September 2025 and will report hiring expectations for the fourth quarter of the year.​# # #​ABOUT THE SURVEYThe ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key labor market indicator. The Net Employment Outlook (NEO) is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.​SURVEY METHODOLOGYSurvey responses were collected from April 1-30, 2025. Size of organization and sector are standardized across all countries and territories to allow international comparisons.​FORWARD LOOKING STATEMENTSThis report contains forward-looking statements, including statements regarding labor demand in certain regions, countries and industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the U.S. Securities and Exchange Commission (SEC), including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2024, whose information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.​ABOUT MANPOWERGROUP SINGAPOREEstablished in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg​ABOUT MANPOWERGROUPManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th time – all confirming our position as the brand of choice for in-demand talent.

​SINGAPORE (24 JANUARY2025) – The 2025 ManpowerGroup's latest Talent Shortage Surveyreveals that nearly four in five employers in the Asia Pacific (APAC) region are struggling to find skilled talent, with 77% reporting difficulties. This marks a significant increase from 45% in 2014 and exceeds the global average of 74%, underscoring a growing concern for employers across diverse industries.​The survey, which gathered insights from 10,095 employers across APAC, indicates that the most difficult to find skills are IT & Data (32%), Engineering (27%), and Sales & Marketing (24%).​According to the report, the APAC IT sector was experiencing the highest level of talent scarcity, with 81% of employers in the APAC IT sector noting they are facing talent shortages.​Underscoring the need for skilled professionals as businesses increasingly rely on technology and digital transformation.​“The persistent talent shortages highlighted by this report suggests the talent shortage has become a structural feature of the regional labor market which employers must navigate, especially in the IT sector where the shortage is being most heavily realized,” said Mr François Lançon, Regional President of Asia Pacific & Middle East, ManpowerGroup.​“In a talent short market, employers must act quickly and decisively to secure the necessary skills for growth or commit to developing the talent they need internally through a targeted learning and development program,” Mr Lançon said. “At ManpowerGroup, we are committed to addressing the skills gap and upskilling talent at scale, we are investing in academies to prepare the workforce for future jobs.”​The report suggests the need for internal learning and development programs is being taken seriously with 35% of companies indicating they are focusing on upskilling and reskilling their current workforce to bridge skill gaps.​EMPLOYER RESPONSE TO TALENT SHORTAGES​The survey reveals organizations are taking multiple approaches to address talent scarcity:35% - Prioritizing upskilling and reskilling current employees30% - Increasing wages26% - Offering more schedule flexibility25% - Targeting new talent pools21% - Offering more location flexibility“As businesses navigate these ongoing talent challenges, it is more crucial than ever that industry leaders, governments and educational institutions collaborate to ensure that future generations are equipped with relevant skills,” Mr Lançon said.​For more information about ManpowerGroup's 2025 Talent Shortage Survey, please visit: www.manpowergroup.com.sg/apac-talent-shortage-2025​

​In 2025, 83% of employers in Singapore report difficulty finding the skilled talent they need, increasing 4% from 2024’s survey (79%). This figure has doubled since 2019 (41%). Employers in the Transport, Logistics, and Automotive sector face the most difficulty finding skilled talent (91%), followed by Communication Services (90%), and Information Technology (88%). SINGAPORE (23 JANUARY 2025) – Even as employers in Singapore maintain cautiously optimistic approach towards hiring in Q1 2025, rising talent shortages present a significant challenge to recruitment efforts, according to the latest ManpowerGroup Global Talent Shortage Survey. ​Despite a stable hiring demand (a Net Employment Outlook of +25%), 83% report difficulty finding the skilled talent they need in 2025, increasing 4% from 2024’s survey (79%). This figure has doubled since pre-COVID-19 (2019: 41%). ​To address the ongoing talent scarcity, employers in Singapore are focusing on three main actions, including upskilling & reskilling current employees (39%), increasing wages (28%), and targeting new talent pools (27%). ​“Singapore has long grappled with falling birth rates and a rapidly ageing population which cumulates in a shrinking workforce. Coupled with factors such as rapid technological advancements demanding specialized skills, and a widening gap between available skills and employer needs, talent shortage has seen a significant increase since 2019,” says Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. "This underscores the need for employers to adapt by investing in upskilling and targeting new talent pools to navigate talent scarcity and remain competitive.” ​Key Findings: Majority of sectors in Singapore see an increase in talent shortage in 2025: Employers in six of nine sectors report experiencing more talent scarcity than a year ago. Talent shortage most acute in Transport, Logistics, and Automotive sector: Those in the Transport, Logistics, and Automotive sector report the most difficulty finding skilled talent (91%), followed by Communication Services (90%), and Information Technology (88%). IT & Data skills continue to be the most difficult to find: The top three skills employers in Singapore report as the most difficult to find are IT & Data (38%), Engineering (28%), and Operations & Logistics (23%). Skills related to ESG and green economy remain in demand: Demand for Sustainability/Environmental skills and ESG Risk/Advisory/Governance skills form a collective 41%. Top skills demanded in 2025 Top skills demanded in 2024 1. IT & Data 2. Engineering 3. Operations & Logistics 4. Sustainability & Environmental 5. Sales & Marketing 6. ESG/Advisory Risk, & Governance 7. Human Resources 8. Manufacturing & Production 9. Administration & Office Support 10. Front Office & Customer-Facing 1. IT & Data 2. Engineering 3. Sustainability & Environmental 4. ESG/Advisory Risk, & Governance 5. Operations & Logistics 6. Sales & Marketing 7. Manufacturing & Production 8. Front Office & Customer-Facing 9. Administration & Office Support 10. Human Resources ​ “Within the Transport, Logistics, and Automotive sector, shifts in trade routes along with the normalization of shipments transiting Singapore drove hiring intentions to an all-time high in Q1 2025, leading to the increase in demand for talent with strong operations and logistics skills," says Ms. Teo. “Rapid advancements in technology create a constant demand for specialized IT and data skills. With more companies investing in emerging technologies such as AI and quantum computing, demand outpaces the ability of traditional education and training programs to keep up.” ​She further comments, "In line with growing demand for action to address climate change, skills related to sustainability and environmental is likely to continue remaining high as employers search for the talent they need to achieve their sustainability goals.” ​To view the full Singapore Findings of the 2025 Talent Shortage Survey, visit: www.manpowergroup.com.sg/talent-shortage-2025.

Singapore’s Labor Market a Source of Consistency Amid Uncertainties: Latest ManpowerGroup Employment Outlook Survey ​Singapore’s Net Employment Outlook (NEO) for Q1 2025 is +25%, weakening 4% compared to both Q4 2024 and year-over-year. Across the sectors, the Transport, Logistics, and Automotive industry report the strongest outlook of +67%, the strongest hiring sentiment in Singapore and globally. 74% of employers report having reached and are getting closer to gender equality, an improvement from 55% in 2024. 3 in 5 organizations (61%) are on track with their pay equity initiatives, improving 6% when compared to the same time last year. ​​SINGAPORE (10 DECEMBER 2024) – Hiring sentiments in Singapore remains relatively stable as employers maintain a cautiously optimistic approach, reveals the latest ManpowerGroup Employment Outlook Survey. ​Out of the 525 employers in Singapore surveyed about their hiring plans for the next quarter, 45% plan to hire, 20% anticipate a decrease in their staffing levels, while 34% do not expect any change. The Net Employment Outlook (NEO) after seasonal adjustment is +25%, weakening 4% from both last quarter and year-over-year. ​Used internationally as a bellwether of economic and labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire. ​Employers in eight of nine sectors expect to increase headcount, with the most competitive sector being Transport, Logistics, and Automotive. The sector records an NEO of +67%, rising 22% from the previous quarter and 26% since the first quarter of 2024. This places Singapore first globally for the sector, beating the global average by 43 points. In fact, Q1 2025 sees the highest NEO recorded in Singapore’s Transport, Logistics & Automotive sector since tracking began in Q1 2010. ​“Amid geopolitical tensions and uncertainties, Singapore's role as a safe and reliable hub in Asia is becoming increasingly important. Shifts in trade routes arising from geopolitical concerns as well as the normalization of shipments transiting Singapore are expected to drive job creation in the Transport, Logistics, and Automotive sector,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “Despite a slight slowdown in hiring intentions from the previous quarter, the local labor market remains resilient, serving as a source of stability and consistency during these uncertain times. Given that the survey was conducted in October 2024, just before the U.S. presential elections, employers are likely practicing cautious optimism."    ​Besides employment outlooks, the Singapore report also shed light on strategies and progress on diversity and inclusion, and more. ​More companies have reached and are getting closer to gender equality: 74% of employers report having reached and are getting closer to gender equality, an improvement from 55% in 2024. More organizations are on track with their pay equality initiatives: 3 in 5 organizations (61%) are on track with their pay equity initiatives, improving 6% when compared to the same time last year. Employers reveal top strategies they have in place that are helping drive progress in gender equality in recruitment and retention: These include effectively supporting employee well-being (43%), building trusting relationships with teams (43%), and measuring the use and impact of flexibility policies (41%). ​​Ms. Teo adds, “We're witnessing a positive shift in the corporate landscape, with more companies than ever committed to gender equality. Organizations recognize that diversity and inclusion are not just moral imperatives; they're also smart business strategies. By creating diverse and inclusive workplaces, organizations can unlock innovation, improve decision-making, and enhance their bottom line.” ​Employment Outlooks Across the Asia Pacific ​Hiring managers across the Asia-Pacific countries anticipate the second strongest regional Outlook (27%), remaining unchanged from the previous quarter, but decreased by 3 percentage points when compared to the same time last year. India (40%), China (29%), and Singapore (25%), continue to report the strongest Outlooks in the region.  The most cautious Outlooks were reported by employers in Hong Kong (6%). The strongest Outlook globally for the Transport, Logistics, and Automotive industry vertical was reported by employers in Singapore (67%). Employers in China reported the highest Outlooks for both Financials and Real Estate (53%, tied with employers in Belgium) and Healthcare and Life Sciences (47%). ​​To view complete results for the Q1 2025 ManpowerGroup Employment Outlook Survey, visit: www.manpowergroup.com.sg/meos. The next survey will be released in March 2025 and will report hiring expectations for the second quarter of the year. ​​​ABOUT THE SURVEY ​The ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity. ​​SURVEY METHODOLOGY ​The methodology used to collect NEO data has been digitized in 42 markets for the Q1 2025 report. Survey responses were collected from October 1-31, 2024. Both the questions asked, and the respondent profile remain unchanged. The size of the organization and sector are standardized across all countries and territories to allow international comparisons. ​​FORWARD LOOKING STATEMENTS ​This press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2023, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law. ​​ABOUT MANPOWERGROUP SINGAPORE ​Established in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg ​​ABOUT MANPOWERGROUP ​ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.

ManpowerGroup's Inaugural Global Talent Barometer Singapore Report: 41% Think of Changing Jobs, with 3 In 4 Confident of Securing New Roles​​SINGAPORE (12 NOVEMBER 2024) – ManpowerGroup today released its Global Talent Barometer, a robust new tool offering unparalleled insights into workforce sentiment across 16 countries.​The overall Global Talent Barometer score in Singapore of 66% was derived from three key indices: Well-Being (63%), Job Satisfaction (64%), and Confidence (73%). The report, which gathered data from 530 workers in Singapore between April 15 and May 10, 2024, reveals a complex landscape of employee well-being, job satisfaction, and confidence in the rapidly evolving world of work.​In Singapore, the workforce exhibits a unique duality, showing one of the highest likelihoods of changing jobs in the next six months (41% low job satisfaction) while simultaneously expressing the strongest confidence in their current skills to secure new roles (72%). ​“This dual nature presents a unique challenge and opportunity for businesses underscores the need for employers to foster positive work environments and continuous learning opportunities to retain top talent,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “By understanding and addressing the root causes of dissatisfaction and bridging the gap, organizations can both retain top talent and attract new talent to drive innovation in an increasingly competitive market.”`​​KEY SINGAPORE FINDINGS​Well-BeingNearly half (48%) of all employees grapple with daily stress, highlighting a critical well-being challenge for employers. People experiencing less daily stress are twice as likely to remain in their current roles, emphasizing the importance of stress management in talent retention strategies. Employees feel a sense of meaning and purpose in their work (75%), yet there’s room for improvement in company culture alignment, with 69% of employees feeling connected to their company’s vision and values. Job SatisfactionA significant retention risk looms, with 41% of all workers – and a staggering 53% of young professionals – considering a job change within six months, despite 64% expressing job satisfaction.While 69% trust their manager has their best interests in mind for career development, only 52% report they are unlikely to voluntarily leave in the next six months, indicating a potential disconnect between employees and leadership. Despite reporting higher well-being and work-life balance, 43% of hybrid workers are considering job changes, challenging conventional wisdom about flexible work arrangements. ConfidencePeople feel capable in their roles, with 73% expressing confidence in their skills. However, almost a quarter (21%) see a ceiling in their current workplace, citing insufficient opportunities for career goal achievement. This ceiling is most prominent among white collar workers, with 32% reporting a lack of opportunity within their organizations. Though 67% believe their organization offers chances to gain new skills, less than half say they’ve received skills training (44%) and mentoring (41%) in the past six months. One in four Gen X workers (26%) feel they lack opportunities to reach their career goals at their current organization. “Today’s employees seek more than just a stable paycheck; they yearn for meaningful work, personal growth, and a supportive work environment where they can contribute their talents,” Ms. Teo says. “Today’s workforce demands more. They want balance, growth, and a more human workplace. It’s up to us to listen and respond.”​​GLOBAL HIGHLIGHTSMexico stands out with 89% of workers finding high levels of meaning and purpose in their work, while The Netherlands leads in overall workforce well-being at 73%. Nordic countries Norway and Sweden demonstrate strong job security, with 80% and 71% of workers respectively feeling secure in their positions for the next six months. However, these nations also face challenges, with fewer perceived opportunities for development and promotion (48% in Norway and 53% in Sweden), and lower trust in managers (57% in Norway and 57% in Sweden). France records one of the lowest Well-Being Index scores at 61%, suggesting significant challenges in work-life balance and job satisfaction. The United States displays robust overall sentiment, achieving a Confidence Index of 79%, with 73% of workers feeling secure in their jobs over the next six months. The Global Talent Barometer introduces new metrics, including the Well-Being Index, Job Satisfaction Index, and Confidence Index, providing a holistic view of workforce sentiment globally. These innovative indices offer employers unprecedented tools to measure and understand employee sentiment, enabling more effective strategies for talent management and workplace improvement. ​To view the complete results of the 2024 Barometer, visit: https://www.manpowergroup.com.sg/global-talent-barometer-singapore​​ABOUT THE GLOBAL TALENT BAROMETERThe ManpowerGroup Global Talent Barometer measures worker well-being, job satisfaction, and confidence. around the world. The Talent Barometer leverages independent survey best-practices and statistically significant samples to create a powerful tool to better understand what workers want globally. The research aims to improve the future of work through deeper understanding of key drivers of workforce sentiment today.​METHODOLOGYSurvey responses were collected from 12,062 workers across 16 countries from April 15 to May 10, 2024. All the data is weighted to match the worker population in each country by gender, age and region, and all countries are weighted to be equal.​​COUNTRIES SURVEYEDAustralia, Canada, France, Germany, Italy, Japan, Mexico, The Netherlands, Norway, Poland, Singapore, Spain, Sweden, Switzerland, the United Kingdom, and the United States of America.​​FORWARD-LOOKING STATEMENTSThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries and industries, as well as economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the U.S. Securities and Exchange Commission (SEC), including the information under the heading “Risk Factors” in its Annual Report on Form 10-K for the year ended December 31, 2023, whose information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law. ​​ABOUT MANPOWERGROUP SINGAPOREEstablished in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg​​ABOUT MANPOWERGROUPManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.​

​Employers Gain Confidence in Q4 2024, with Businesses in Financials and Real Estate Leading the Way: Latest ManpowerGroup Employment Outlook Survey​Singapore’s Net Employment Outlook (NEO) for Q4 2024 is +29%, improving 9% from Q3 2024, but weakening 7% year-over-year.Across the sectors, the Financials and Real Estate industry report the strongest outlook of +64%, the strongest hiring sentiment in Singapore and globally.More than 7 in 10 Singapore employers believe they hold the power in negotiations. 92% of organizations in Singapore do not have the talent they need to meet their Environment, Social, and Governance (ESG) goals.Nearly half (47%) of companies in Singapore have formal LGBTQIA+ inclusion strategies, and another 25% are developing them.SINGAPORE (10 SEPTEMBER 2024) – Hiring sentiments in Singapore gain momentum as employers gain confidence, reveals the latest ManpowerGroup Employment Outlook Survey.​​Out of the 525 employers in Singapore surveyed about their hiring plans for the October to December period, 46% plan to hire, 17% anticipate a decrease in their staffing levels, while 36% do not expect any change. The Net Employment Outlook (NEO) after seasonal adjustment is +29%, growing 9% from last quarter, but weakening 7% year-over-year. ​Used internationally as a bellwether of economic and labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire.​Employers in eight of nine sectors expect to increase headcount, with the most competitive sector being Financials and Real Estate, with a NEO of +64%, rising 49% from last quarter and 18% since the fourth quarter of 2023.“The growing emphasis on quantum and artificial intelligence (AI) technologies within financial institutions is anticipated to fuel job creation in Singapore's Financials and Real Estate sector,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “Overall, the fourth quarter of 2024 signaled a gradual improvement in the labor market. That said, we are at a tipping point where the economy and job market could either move towards recovery or face a further slowdown. Given Singapore’s open economic landscape, it remains to be seen if hiring optimism will continue amid global uncertainties.”Hiring sentiments gain momentum as employers gain confidence in Q4 2024: Singapore’s NEO for Q4 is +29%, increasing 9% from Q3 2024, but down 7% year-over-year. While 8 out of 9 sectors report positive hiring outlooks, hiring sentiments are weaker in 3 sectors compared to Q3. Singapore’s Financials and Real Estate sector ranks first globally: The sector beats the global average NEO by 32 points, reporting an Outlook of +64%, an improvement of 49% from Q3 and 18% year-over-year. Besides employment outlooks, the report also shed light on Singapore employers’ sentiment on the Gen Z workforce, strategies for retention and diversity and inclusion, as well as the ESG skills gap.Balance of power still favors employers: More than 7 in 10 employers in Singapore believe they hold the power in negotiations. This includes matters regarding pay (75%), working location (78%), and flexible hours (68%).Singapore employers believe Gen Z employees feel stressed despite being supported in personal well-being: Even as 84% of employers believe Gen Z employees are supported in work-life balance and personal well-being, 69% perceive their Gen Z workforce as feeling stressed daily.Employers prioritize work-life balance as they focus on worker retention: As they focus on increasing worker retention, employers in Singapore are working to increase work-life balance (61%), train managers to better support workers (50%), and reduce worker stress (48%).Employers are implementing various measures to better support their LGBTQIA+ workforce: Top three measures include hiring to increase diverse representation (57%), implementing company-wide diversity education and training (56%), and implementing non-discrimination policies (53%).​"While employers may believe they hold the power in negotiations, as the competition for skilled talent intensifies, employers may need to rethink their negotiating tactics,” Ms. Teo says. “Employers who want to attract and retain skilled talent should be willing to demonstrate flexibility and a willingness to meet the needs of their employees so they can position themselves as employers of choice.” ​Employment Outlooks Across the Asia Pacific Hiring managers across the Asia Pacific countries anticipate the second strongest regional Outlook (27%), an increase from the previous quarter (+4%) but decreased when compared to the same time last year (-5%). India (37%), Singapore (29%), and China (27%) continue to report the strongest Outlooks in the region. The most cautious Outlooks were reported by employers in Hong Kong (8%). The strongest Outlook globally for the Financials & Real Estate (64%) industry vertical was reported by employers in Singapore. To view complete results for the fourth quarter 2024 ManpowerGroup Employment Outlook Survey, visit:www.manpowergroup.com.sg/meos. The next survey will be released in December and will report hiring intentions for the first quarter of 2025.​ABOUT THE SURVEY ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.​SURVEY METHODOLOGYThe ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.​FORWARD LOOKING STATEMENTSThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2023, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law. ​​ABOUT MANPOWERGROUP SINGAPOREEstablished in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg​​ABOUT MANPOWERGROUPManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.

​SINGAPORE (11 JUNE 2024) – Hiring sentiments in Singapore soften for the third consecutive quarter, but most sectors are still expecting to increase headcount, reveals the latest ManpowerGroup Employment Outlook Survey. ​​Out of the 525 employers in Singapore surveyed about their hiring plans for the July to September period, 44% plan to hire, 24% anticipate a decrease in their staffing levels, while 32% do not expect any change. The Net Employment Outlook (NEO) after seasonal adjustment is +20%, weakening 4 percentage points from last quarter and 14 percentage points year-over-year. ​​Used internationally as a bellwether of economic and labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire. Employers in eight of nine sectors expect to increase headcount, with the most competitive sector being Transport, Logistics & Automotive, with a NEO of +47%, rising by 22 percentage points from last quarter and 28 percentage points since the third quarter of 2023. Green initiatives driving domestic emission reduction are expected to boost job growth in Singapore's Transport, Logistics & Automotive sector,” comments Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “With investments flowing into the transition to electric vehicles (EV), companies are actively seeking skilled talent proficient in EV management and charging infrastructure navigation.” ​​Hiring Outlooks in Singapore dip for the third consecutive quarter: Singapore’s NEO for Q3 is +20%, weakening 4 percentage points from last quarter and 14 percentage points year-over-year. While 8 out of 9 sectors reported positive hiring outlooks, hiring sentiments are weaker in 6 sectors when compared to Q2. Hiring demand in Singapore to be led by the Transport, Logistics & Automotive sector: The sector reports a robust Outlook of +47%, improving by 22 percentage points from last quarter and 28 percentage points from this time last year. Notably, Singapore’s Transport, Logistics & Automotive’s Outlook ranks second globally, behind Ireland (+50%). Hiring dips in Financials & Real Estate sector: Hiring outlook declined 30 percentage points from the previous quarter, and 36 percentage points from the same time last year, resulting in a NEO of +15%. The weakest job market remains to be the Communication Services sector: Communication Services sector’s employers report a NEO of -33%, further weakening by 4 percentage points quarter-on-quarter and 64 percentage points year-over-year. Strong hiring demand in Asia Pacific region: Hiring managers across the region anticipate the second strongest regional Outlook (23%), a decline from both the previous quarter (-4%) and when compared year-over-year (-8%).   ​"The bulk of the dip in hiring sentiment can be attributed to companies making strategic moves to streamline their business and looking offshore to cut costs or fill the skills gap. As flexible working arrangements gain more traction in the country, more companies are likely to consider remote workers to fill the growing discrepancy between workers’ skills and the demands of available jobs,” says Ms. Teo. ​​Besides employment outlooks, the report also shed light on Singapore companies’ progress on the adoption of growing technologies such as Artificial Intelligence (AI), Generative AI and Machine Learning (ML), as well as engaging the next generation of workers. ​Majority of Singapore employers keeping up with tech advancements: More than half of Singapore employers say they have already adopted AI, including generative AI and ML. Another 1 in 5 expect to adopt AI in the next 12 months. Challenges of AI adoption: High cost of investment (42%), workers lacking the skills to use the technology effectively (36%), and concerns about privacy and regulations (35%), are key challenges cited by Singapore employers. Having better technology tools is the most effective way to engage the newer workforce: Employers report improving technology tools (78%) and an emphasis on wellbeing (78%) as the most effective ways to engage the newer generation and increase their productivity. ​“Adoption of growing technology is not only a business strategy, but also something HR needs to consider to keep today’s employees engaged,” Ms. Teo adds. “In light of today's talent shortage and rapid technological advancements, employers may find it beneficial to prioritize soft skills, particularly adaptability and learning agility, when making hiring decisions. Coupled with a focus on upskilling and reskilling initiatives, this approach can help bridge the skills gap and meet the evolving demands of the workforce.” ​​To view complete results for the ManpowerGroup Employment Outlook Survey, visit: www.manpowergroup.com.sg/meos. The next survey will be released in September and will report hiring intentions for the fourth quarter of 2024. ​​Read the Report​​ABOUT THE SURVEY ​The ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity. ​SURVEY METHODOLOGY ​The methodology used to collect NEO data has been digitized in 42 markets for the Q3 2024 report. Survey responses were collected from April 1-30, 2024. Both the questions asked, and the respondent profile remain unchanged. The size of the organization and sector are standardized across all countries and territories to allow international comparisons. ​​FORWARD LOOKING STATEMENTS ​This press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the SEC, including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2023, which information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law. ​​ABOUT MANPOWERGROUP SINGAPORE Established in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg ​​ABOUT MANPOWERGROUP ​ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.

Singapore (25 April 2024) –97% of Singaporeans say that meaning at work is important to them, and more than half of them (51%) are planning to take action to achieve it. Released today by job platform Jobs_that_makesense Asia, and global recruitment agency Manpower, the study polled largely working adults as well as a smaller group of tertiary students (33%) poised to enter the workforce.The report, titled: “The quest for meaning at work", is the very first Southeast Asia-focused research survey on the pursuit of meaning at work. The report explores the responses of 2,023 participants from six key Southeast Asian countries and aims to define what meaningful work means to today’s workforce. 494 in Singapore participated in this survey. When looking for a new job, nearly half of the Singapore respondents (48%) have identified salary and job stability as their top priorities. And one in three respondents said that maintaining a positive work-life balance is becoming increasingly important for professional fulfillment. Significantly, the pursuit of a high salary is not driven by the quest for material wealth but rather by the aim to provide comfort and security for one’s family.Unfortunately, the report shows that only one in five (20%) Singapore respondents is “very satisfied” with the level of purpose in their current role, demonstrating a significant opportunity for organizations who want to set themselves apart in the tight talent market.​SINGAPORE FINDINGS:97% of Singapore respondents indicated that having meaning at work was important to them. However, only one in five (20%) of Singapore respondents indicated they currently feel “very satisfied” with their current level of meaning at work.More than eight out of ten Singapore respondents agreed that enhancing working conditions with flexible hours, comprehensive health insurance and equal pay (82%), advocacy for Diversity, Equity, and Inclusion (DEI) and other social causes (65%), and creating more opportunities dedicated to Environmental, Social, and Governance (ESG) (56%) are actions organizations could implement to enhance their meaning at work.Limited availability of green and social-driven job opportunities (33%), the need to balance personal life responsibilities with professional aspirations (20%), and lack of skills and experience (15%) are the top three challenges Singapore respondents face in their quest for jobs with purpose.Seven in ten (73%) Singapore respondents indicated that they take into consideration the company’s reputation for social responsibility when deciding to work for them.SOUTHEAST ASIA FINDINGS:98% of participants surveyed from six key SEA countries indicated that having meaning at work was important to them. Only one in five (21%) of SEA respondents indicated they currently feel “very satisfied” with their current level of meaning at work.More than half of SEA respondents expect their companies to take a leading role in promoting sustainability initiatives. They also advocate for the creation of more positions dedicated to ESG responsibilities and the provision of learning programs for employees that focus on societal impact and sustainability. While the majority (86%) of SEA respondents believe that any job can contribute to the betterment of society and the planet, 53% of them are contemplating a career change to actively pursue this purpose. Impressively, 84% of those who have already made the transition report high levels of satisfaction. The significance of a company's reputation, particularly in social responsibility, has become a critical factor for job seekers. In fact, 77% of SEA respondents indicate that a company’s reputation in these areas significantly contributes to their decision to pursue employment with them. Respondents expect their companies and employers to balance improvements in workplace conditions with a commitment to broader societal well-being. More than seven out of ten respondents agreed enhancing working conditions with flexible hours, comprehensive health insurance and equal pay (74%), and advocacy for DEI and other social causes (72%) are actions organizations could implement to enhance their meaning at work.ManpowerGroup’s Country Manager for Singapore, Ms Linda Teo, said that the report’s insights will help employers in Singapore come up with better strategies to realign their business objectives to individual aspirations, setting the stage for a more inclusive and sustainable business model.“Whenever the topic of meaning at work is discussed, Gen Z usually comes to mind. However, the report shows that it’s not just Gen Z who wants to work in jobs that combine passion with purpose, but workers across different age groups.”Ms Teo added, “Notably, the report reveals that majority of Singapore believe that having more flexibility in their work improves their working conditions, giving them greater job fulfillment. Employers who have been slow to roll out flexible work arrangements should take note or risk falling behind in the race for talent.”​ABOUT THE METHODOLOGY The survey was conducted across six countries (Singapore, Malaysia, the Philippines, Indonesia, Vietnam, and Thailand), offering participants the choice to respond in English, Thai, or Vietnamese. A total of 2,023 individuals took part in the survey, which was administered in March 2024. Respondents represented diverse sectors and demographics, spanning from small to large organizations, encompassing both nonprofit and corporate sectors. The majority of participants hailed from the for-profit industry.​READ THE REPORT​DOWNLOAD PRESS RELEASE ​ABOUT JOBS_THAT_MAKESENSE ASIAJobs_that_makesense Asiaserves as the Southeast Asia arm of Jobs_that_makesense, a platform committed to nurturing careers that drive societal and environmental progress. Since its inception in 2020, Jobs_that_makesense has operated a job board facilitating access to opportunities within the green and social sectors. It also documents the local sector landscape and lists curriculum programs, empowering professionals to embark on purposeful careers. Over the past three years, Jobs_that_makesense has attracted over 2 million visitors annually, enabling them to explore diverse opportunities. Additionally, it has assisted more than 7,000 green and socially driven companies in connecting with talented individuals. For more information about Jobs_that_Makesense, visit www.jobsthatmakesense.asia.  ABOUT MANPOWERManpower®, part of the ManpowerGroup® (NYSE: MAN) family of companies, is a global leader in contingent staffing and permanent resourcing, providing companies with strategic and operational flexibility and creating talent at scale. Our talent agents and specialized recruiters leverage data-driven insights to assess, guide and place people into meaningful, sustainable employment, and our PowerSuite® tech platform enables assessment and matching to predict performance potential. Our Manpower MyPath® skilling program provides rapid skills development at scale with on-the-job training, market-based certifications, and coaching for roles in growth sectors. In this constantly shifting world, our flexible workforce solutions provide companies with the business agility needed to succeed. For more information about Manpower, visit www.manpower.com.sg

​Singapore (25 April 2024) - 98% of Southeast Asians (SEA) say that meaning at work is important to them and more than half (53%) of them are planning to take action to achieve it. Released today by job platform Jobs_that_makesense Asia, and global recruitment agency Manpower, the study polled largely working adults as well as a smaller group of tertiary students (17%) poised to enter the workforce.The report, titled: “The Quest for Meaning at Work", is the very first Southeast Asia-focused research survey on the pursuit of meaning at work. The report explores the responses of 2,023 participants from six key Southeast Asian countries and aims to define what meaningful work means to today’s workforce.When looking for a new job, nearly half of the respondents (45%) have identified salary and financial stability as their top priority. And one in three respondents said that maintaining a positive work-life balance is becoming increasingly important for professional fulfillment. Significantly, the pursuit of a high salary is not driven by the quest for material wealth but rather by the aim to provide comfort and security for one’s family.Unfortunately, the report shows only one in five (21%) of SEA respondents is “very satisfied” with the level of purpose in their current role, demonstrating a significant opportunity for organizations who want to set themselves apart in the tight talent market. SOUTHEAST ASIA (SEA) FINDINGS:98% of participants surveyed from six key SEA countries indicated that having meaning at work was important to them. Only one in five (21%) of SEA respondents indicated they currently feel “very satisfied” with their current level of meaning at work.More than half of SEA respondents expect their companies to take a leading role in promoting sustainability initiatives. They also advocate for the creation of more positions dedicated to Environmental, Social and Governance (ESG) responsibilities and the provision of learning programs for employees that focus on societal impact and sustainability.While the majority (86%) of SEA respondents believe that any job can contribute to the betterment of society and the planet, 53% of them are contemplating a career change to actively pursue this purpose. Impressively, 84% of those who have already made the transition report high levels of satisfaction.The significance of a company's reputation, particularly in social responsibility, has become a critical factor for job seekers. In fact, 77% of SEA respondents indicate that a company’s reputation in these areas significantly contributes to their decision to pursue employment with them.Respondents expect their companies and employers to balance improvements in workplace conditions with a commitment to broader societal well-being. More than seven out of ten respondents agreed enhancing working conditions with flexible hours, comprehensive health insurance and equal pay (74%), and advocacy for Diversity, Equity, and Inclusion (DEI) and other social causes (72%) are actions organizations could implement to enhance their meaning at work.  Jobs_that_makesense Asia CEO, Ms Léa Kleinsaid, over the past three years, we've witnessed a significant shift in this area.“We are seeing a distinct shift towards integrating sustainable practices into various job roles, which is a positive development.”  “To meet our region's sustainability targets by 2030, we must accelerate the momentum we are seeing in this space. The workforce is increasingly committed to sustainability and DEIB practices, necessitating the expansion of sustainability-driven roles and upskilling programs. By mainstreaming sustainability across all levels of companies, these positions will become the new norm, ensuring the success of the entire region," Ms Klein said.ManpowerGroup’s Regional President of Asia Pacific and Middle East, Mr Francois Lancon, said this research is closely aligned to ManpowerGroup’s vision that meaningful and sustainable employment has the power to change the world.  “It is encouraging to see the findings of this report align to our own core belief that meaningful work is a key driver of employee happiness, health and productivity,” Mr Lancon said.  “Today, as the acceleration of automation, a greater focus on ESG, and the emergence of generative AI reshapes industries and economies, organizations have more ability than ever to create opportunities for people to engage in purposeful and fulfilling work.”  “While Manpower is committed to identifying and building talent with the right skills to succeed in these new roles, business leaders must have the courage to create opportunities that deliver the type of meaning today’s workforce craves,” Mr Lancon said. ​READ THE REPORTDOWNLOAD PRESS RELEASE​ABOUT JOBS_THAT_MAKESENSE ASIAJobs_that_makesense Asiaserves as the Southeast Asia arm of Jobs_that_makesense, a platform committed to nurturing careers that drive societal and environmental progress. Since its inception in 2020, Jobs_that_makesense has operated a job board facilitating access to opportunities within the green and social sectors. It also documents the local sector landscape and lists curriculum programs, empowering professionals to embark on purposeful careers. Over the past three years, Jobs_that_makesense has attracted over 2 million visitors annually, enabling them to explore diverse opportunities. Additionally, it has assisted more than 7,000 green and socially driven companies in connecting with talented individuals. For more information about Jobs_that_Makesense, visit www.jobsthatmakesense.asia.ABOUT MANPOWERManpower®, part of the ManpowerGroup® (NYSE: MAN) family of companies, is a global leader in contingent staffing and permanent resourcing, providing companies with strategic and operational flexibility and creating talent at scale. Our talent agents and specialized recruiters leverage data-driven insights to assess, guide and place people into meaningful, sustainable employment, and our PowerSuite®tech platform enables assessment and matching to predict performance potential. Our Manpower MyPath®skilling program provides rapid skills development at scale with on-the-job training, market-based certifications, and coaching for roles in growth sectors. In this constantly shifting world, our flexible workforce solutions provide companies with the business agility needed to succeed. For more information about Manpower, visit www.manpower.com.sg