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Year: 2017

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AWARE Submission – Consultation on SEPs’ Top Concerns for the Future Economy

AWARE welcomes the public consultation to address the challenges of self-employed persons (SEPs). The global shift away from employment towards an informal economy is also playing out in Singapore. SEPs lack access to traditional employment benefits (e.g. employer CPF contributions, sick leave, healthcare). The rising proportion of these workers in the overall population challenges the assumptions underlying social support systems premised on consistent individual earnings from formal employment (e.g. CPF).

We urge particular attention to the circumstances of women, especially in low-income households, who are likely under-represented in official data and thinking around SEPs. According to the 2016 Labour Force Survey, almost 30% of SEPs are women, most of whom are degree holders and work as associate professionals and technicians. Women in general tend to take up flexible working arrangements in order to generate earnings while managing caregiving responsibilities.

However, there is reason to believe that the official data does not fully capture the number and experiences of women SEPs. Preliminary findings from our ongoing research into the work and caregiving experiences of low-income women indicate that many women are engaged in informal, ad-hoc and home-based work (e.g. sewing, making craft items) for an income. They tend to be omitted from official data because their work does not require a license, they are unregistered for tax purposes due to their low income, or some do not recognise what they are doing as “work”.

Below, we summarise the challenges women SEPs face and the recommendations to address them; further explanations can be found in the full document:

  • Inconsistent income – SEPs cannot always rely on a steady quantum of work and income. Women experience a gendered barrier when how much work they can do is significantly determined – and limited – by caregiving responsibilities – a problem especially acute for those doing informal work. Income support schemes may not be accessible to low-income SEPs.

Recommendation 1: Caregiver allowance

Recommendation 2: Review Workfare Income Supplement for SEPs

  • No CPF savings – SEPs with inconsistent incomes – especially where incomes are low – usually need the cash to support the day-to-day needs of their family, and find it difficult to confidently lock wealth away into an inaccessible format such as CPF. Yet, at the moment, CPF savings are critical for meeting basic needs in Singapore – housing, healthcare and financial resources for retirement.

Recommendation 3: CPF top-ups by the government

  • Limited access to parental and childcare leave – Currently, SEPs who can show a loss in income during parental leave period are eligible for government-paid parental leave. However, it is unclear if those who work in the informal sector qualify. For those with irregular or low incomes, quantifying and documenting the income loss may also be challenging. Similarly, the process to apply for childcare leave may be too onerous.

Recommendation 4: Parental allowance for all non-employee parents after childbirth

Recommendation 5: Study the accessibility of parental and childcare leave for SEPs

  • Protection from workplace harassment – Without formal ties to an institution, SEPs have less protection than traditional employees, for example when they are harassed by clients or customers. This may affect their safety and well-being in earning their livelihood.

Recommendation 6: Institutionalise awareness on and prevention of workplace harassment

Read the full document here.

Position Filled: Secretariat Manager for AWARE

We are no longer accepting applicants for this role.

We are looking for an experienced manager to manage the Secretariat of AWARE, including overseeing and managing fundraising, HR, volunteer and member management, financial management, and compliance. The Secretariat Manager will work closely with the Executive Director in the performance of her duties and will be supported by an administrative assistant. 

The Secretariat Manager will report to work 4 or 5 days a week, depending on their experience, and will have three direct reports.

Fundraising

  • Promote AWARE to donors and positively represent the organization in fund raising.
  • Spearhead research, submissions of donor proposals and reports, and cultivation of prospective donors, grantors and foundations.
  • Develop and implement funding strategies, prospects and projects based on AWARE’s needs, community issues, and resource opportunities to maximise funds raised for AWARE.
  • Plan and execute stewardship of AWARE’s donors.
  • Oversee the organisation of key events such as AWARE’s annual ball.
  • Research new revenue-generating opportunities to drive financial sustainability.
  • Plan and execute fundraising campaigns and events.

HR Management

    • Manage the recruitment, selection and hiring of new staff, consultants and volunteers.
    • Ensure that a career planning and performance management system is established and implemented for all staff.
    • Oversee all aspects of the HR function, including salary and benefits administration, recruitment and hiring processes, employee relations
    • Provide staff with orientation and updated guidelines 
    • Ensure that an effective training process is in place for staff, including training needs assessments, professional development plans, and monitoring the implementation of those plans. 

Volunteer and Membership Management

  • Oversee the recruitment and management of volunteers and members
  • Implement policies and practices that optimise AWARE’s use of volunteers
  • Implement policies and practices to engage, manage and increase AWARE’s members
  • Support staff to effectively manage volunteers

Accounts, Administration and Compliance

  • Oversee the management ofAWARE’s accounts and budget.
  • Assist the Executive Director with budget development and the implementation of the annual plan.
  • Oversee: i) compliance administration ; ii) running and maintenance of AWARE Centre;  and iii) administrative support for the board

Minimum Requirements:

♣ At least 5 years experience in a management role

♣ Established network of contacts and ability to engage and mobilise potential donors and volunteers

♣ Relevant experience in and adept at managing operations and people

♣ Experience in fundraising, marketing, sales, PR or communications

♣ Excellent communication skills, both verbally and in writing

♣ Proficient in managing budgets and the use of IT

♣ A good people person

♣ Committed to gender equality and the values of AWARE

Valued Experience

♣ Familiarity with AWARE’s work / constituency / organisation

♣ Human Resources experience

♣ Non Profit Management

How to Apply

Send a cover letter and your CV, including the names and contact numbers of two referees, to:

Corinna Lim, Executive Director of AWARE at ed@aware.org.sg

Application deadline: 16 February 2018

N.B. Only shortlisted applicants will be notified.

Position Filled: Secretariat Executive for AWARE

We are no longer accepting applicants for this role.

We are looking for an organised person with good communication and project management skills, to carry out AWARE’s fundraising strategies, and assist with HR, volunteer and member management.

Reporting to and working closely with the Fundraising/Secretariat Manager, the Executive is responsible for:

Fundraising:

∙ Implementation of AWARE’s fundraising strategies

∙ Planning and coordinating AWARE’s annual fundraising gala event and other donor events

∙ Updating and maintaining AWARE’s donor, volunteer and membership database

∙ Planning and executing outreach and updates to all donors

∙ Coordinating and assisting with preparation of fundraising applications and reports

∙ Liaising with donors

Volunteer, Membership and Intern Management:

∙ Implementation of Member and Volunteer Management strategies

∙ Liaising with members and volunteers

∙ Assist with recruitment, orientation, training and development of volunteers and interns

∙ Execution of volunteer and member management processes

∙ Retention of volunteers and members, including volunteer recognition, membership benefits and volunteer engagement.

 Other duties:

∙ Planning and organizing events and talks that may be of interest to AWARE’s constituents.

∙ Support for Secretariat Manager on HR and other Secretariat matters, as necessary.

Minimum Requirements

  • Relevant educational qualifications
  • Superb time management skills and ability to meet deadlines
  • Able to use initiative and judgment to solve problems independently
  • Strong project planning skills and highly creative, adaptable and a self starter
  • Excellent communication skills, both verbally and in writing
  • Comfortable to work with people from diverse backgrounds
  • Proficient with computers and MS office, especially Excel and Word
  • Committed to gender equality and the values of AWARE

Valued Experience

  • Familiarity with AWARE’s work
  • Project / event management experience
  • Familiarity with using online databases
  • Good eye for design and familiarity with use of photo-editing software

How to Apply

Send a cover letter and your CV, including the names and contact numbers of two referees, to:

Corinna Lim, Executive Director of AWARE at ed@aware.org.sg

Application deadline: 15 January 2018

N.B. Only shortlisted applicants will be notified.

 

Single parents need homes, too: Liya’s story

Single parents in Singapore grapple with a myriad of problems and restrictive rules when it comes to meeting a basic need – housing. Read more about our recommendations for how policies should be more inclusive of single parent families.

Below is Liya’s story on her experiences with applying for housing.

—-

Liya* is a 22-year-old unmarried mother of a young daughter. At 15 years old, Liya had to move out of her family home into a welfare home due to family violence. For three years, she stayed at the Welfare Home, and moved out once her case was closed. She tried to go back to living with her family, but had to leave again after three months as she did not get along with her step-father.

Liya then started renting from the private market and living with friends. She moved six times in five years, spending around $450-$550 on rental each month. She was in prison for some time in late 2016. After being released, Liya rented from the private market again, paying $550 in rent every month. Despite working, she eventually had to stop renting when she could no longer afford the rental fees. Her income and cash savings have been drained on rental, and necessities for her daughter.

Currently, Liya lives with a friend, but without her child on weekdays as her child’s childcare centre is too far away. Her daughter lives with a babysitter (who is also Liya’s friend) and her family on weekdays.

Liya has appealed to rent from HDB thrice, but was rejected. In the latest rejection letter, HDB stated that she does not qualify to rent because i. She does not meet the family nucleus requirement and ii. She is listed as a beneficiary of her late mother’s inheritance.

Here, HDB’s rejection of her appeal for housing is based on the assumption that Liya would have enough financial resources to afford private market solutions, but the situation is not as straightforward.

Liya’s mother passed away in 2016. The HDB flat that she co-owned with Liya’s step-father was supposed to be sold and the proceeds divided equally for her children. However, it has been more than a year since her passing and her step-father is still occupying the flat with his four children. His unwillingness to sell it prevents Liya from accessing her share of the inheritance. This means that Liya still does not have the financial resources for the private market.

Moreover, even if Liya does get money from the sale of the house, it will not be a large sum because her mother has ten children, and outstanding debts with the bank. Liya would also have to depend on this sum for all her daily expenses, her daughter, and on housing.

Liya’s predicament therefore raises questions about the way HDB exercises discretion. In particular, how does HDB determine if a single parent has other housing options? Liya’s case quite clearly demonstrates that she can no longer live with her family (her mother has passed away; she does not get along with her step-father), and that she cannot afford private market solutions. In their rejection, HDB also did not offer any alternative housing options for Liya and her child.  Liya is now in the process of making another appeal.

Said Liya, “It is so hard to find an affordable place for my daughter and I to stay together, and many landlords don’t allow babies to live in the units. I’ve already been rejected before but I really hope that HDB would be understanding of our situation.”

*Pseudonym

 

Caregiver allowance makes social and fiscal sense

This article was originally published in TODAY Voices on 14 December 2017. 

AWARE supports recent calls made in the media to provide family caregivers with a caregiver allowance.

Many women who leave the workforce for family caregiving during their prime working years do not have enough for retirement and healthcare needs. CPF is premised on individual earnings and does not support caregivers who perform unpaid labour for a substantial part of their lives. Voluntary transfers from the employed spouse are insufficient.

It is sometimes argued that this problem will be solved over time as younger women have higher levels of education compared to older generations. However, younger women continue to be disproportionately responsible for caregiving, at the expense of individual financial security. In 2016, 78% of prime working age women (25-55) outside the labour force were not working because of family responsibilities. Over 260,000 are outside the labour force for this reason, dwarfing the number of men (under 10,000).

Gender inequality clearly persists due to gender norms around care, despite women’s access to education. Among unemployed degree holders, four times as many women as men left their previous job due to family responsibilities. Within all educational strata, gender norms around care impact on women disproportionately.

Currently, the Silver Support scheme provides payouts for individuals in retirement age based on an assessment of lifetime CPF accumulation. It recognises that those unable to accumulate earnings require collective support, including those who left paid employment to provide the unpaid labour of caregiving. However, the Silver Support only provides up to $250 month, which is not sufficient to meet average monthly basic expenditures.

In contrast, a caregiver allowance would helpfully front-load the payout across the lifecourse, before an individual becomes old and impoverished. This would not only improve the welfare of the recipient, reducing anxieties about retirement, but would also help to reduce other potential costs. For example, an allowance would support earlier access to healthcare for those with little Medisave, which can avert more expensive treatment later.

We have also found that many divorced mothers experience housing instability, partly because they sacrifice paid work for caregiving and subsequently struggle to afford housing with low CPF balances. Material support for their caregiving work would help to avoid this outcome. Stable housing in turn facilitates access to work, children’s education, and positive relationships with local community, while housing instability generates negative social consequences that  impact beyond the affected individual.

A caregiver allowance should not pose an undue fiscal burden, because the recipients of such social investments – in cash or CPF credits – will have higher levels of savings accumulated at retirement. This will reduce their entitlement to Silver Support payouts and general need for financial support at a later stage in life. As it is, lack of timely support for caregivers is already costing society in terms of reduced economic participation in the labour market. We cannot afford to ignore this issue with the increased care needed for our rapidly ageing population.

Amendment to eligibility criteria of HDB’s ASSIST scheme

We’re glad to learn of a recent amendment to the eligibility criteria of HDB’s ASSIST scheme, which provides assistance for divorced or widowed parents of children below 16. Where previously it stated that “the parent must not have owned or disposed of a flat or private residential property after the date of divorce or separation or the demise of the spouse“, the condition has since been relaxed to say that “the parent must not have acquired any interest in an HDB flat or private residential property (except for their matrimonial flat/ property) after the date of divorce/ separation or demise of their spouse.”​

This change is a step in the right direction. Our in-depth research on single parents’ access to housing suggests that the previous conditions were too stringent, causing low uptake. As part of our recommendations in this study, we encouraged HDB to do more to increase not only the uptake but the scale of this priority scheme.

We hope that this amendment reflects plans to expand the scheme so that more single parents in need are assisted. 

Thank you for being the best part of our 2017!

It’s been a massive year for AWARE – and our supporters have been the best part of it! We brought Singapore’s gender equality issues to the international stage, mobilised impressive community support for single parents’ issues, and embarked on initiatives that will bring our services to all women. And we have our sights set on much more in 2018. Here’s what we’ve done this year.

The police announced that we’ll work with them on a training video on survivors’ experiences of sexual violence. We also contributed to #metoo, which saw more survivors calling SACC for support.

The online #metoo movement caused ripples on social media – and generated a spike in calls to our Sexual Assault Care Centre (SACC). Survivors bravely contributed their stories not only online, but also through our dialogue, #metoo, #nowwhat, which called for community action to end sexual violence. SACC was kept busy throughout the year: the police announced that we will be closely collaborating with them for a new training video to give officers a better idea of survivors’ experiences. Our community events, persistent media engagement on sexual violence, and research on the technology-use in sexual violence also drew public attention to the issue. We were delighted that support for the repeal of marital rape was affirmed by Parliamentarians during a debate on aspirations of women in Singapore. We continually engaged with MPs and parliamentarians through awareness-raising on women’s issues and look forward to more open discussions next year.  

Single parents led a movement to press for policy change through not one, but two petitions.

Over 8,000 supporters signed a public petition and 7 single parents led a parliamentary petition urging changes to single parents’ access to housing. We’re grateful to the single parents who have donated their time, effort and stories to keep this conversation alive. We’ve seen – through how our research, comics, stories, videos, and dialogue sessions were received – that society is ready to demand for changes to discriminatory policies against single parents. Small steps should also be celebrated: a recommendation raised in our report led to a change where HDB relaxed the conditions of their ASSIST scheme for single parents. Our advocacy on housing also led to more discussions in Parliament on single parents’ issues. With the support we’ve gotten, we’re nowhere near giving up!

We shaped UN gender equality experts’ recommendations for the Singapore government.

​A big win on the international stage: our NGO coalition report on women’s rights in Singapore heavily shaped the CEDAW Committee’s concluding observations for the Singapore government. The Committee’s recommendations were issued after a review process in Geneva where NGOs, including AWARE, engaged UN’s gender equality experts on local issues concerning violence survivors, older women, domestic workers, LBTQ women and sex workers. It was an exciting journey – and we look forward to stronger bonds with fellow human rights’ groups in the coming years!    

The Women’s Helpline has been strengthened to better support ALL women.

Generous contributions from our kind donors mean that next year onwards, our 25-year-old Women’s Helpline will actively reach out to more lower-income women, older women, ethnic minority women and young professionals! The Women’s Helpline also has a new look – and a new number – so now you can refer the women in your lives to 1800 777 5555 if they need support.  

300 lower-income women empowered through back-to-work support.

​Hundreds of women were supported through Building Dreams – our collaboration with Daughters Of Tomorrow (DOT) which provided women with back-to-work support, skills development, support groups, counselling and employment bridging  – and through the Eldercare Programme with DOT and JP Morgan – which​ trained and certified women as professional caregivers in the eldercare industry. We’re ​truly ​excited to further these collaborations t​hat ​economically empower more low​er​-income ​women in 2018.

W​e helmed numerous conversations calling for an end to gender-based violence.

Our survey on boys’ experiences of bullying and violence brought a perspective not often touched upon in conversations about gender-based violence. The year-end Let’s Unite campaign called for an end to violence against women, with dozens of supporters from organisations and groups, adding to change through collective action. Watch out for more events in the new year!  

We called for changes to laws, policies and practices to protect Muslim women and sexual violence survivors. 

We brought attention to the legal rights of sexual violence survivors through recommendations for the Criminal Procedure Code, and urged changes to the Administration of Muslim Law Act so as to robustly promote gender equality in Muslim law. Our push for greater state support for older women and their caregivers in our Budget recommendations was reiterated through the CEDAW Committee’s recommendations for the Singapore government as well! Keep tuning in to learn more about how we work with policy-makers. 

Over 2,000 professionals in Singapore trained to address harassment, unconscious bias and diversity and inclusion in the workplace.

Catalyse Consulting brought 55 workshops and panel discussions to educational institutions and corporates across all industries. We are happy to support and train employers to address workplace harassment, and adopt more inclusive practices in the workplace. We’re proud to have worked with our partners Bloomberg and TSMP Law Corporation to bring these conversations to the corporate world. 

We supported and enabled emerging gender equality groups in Singapore through Power: Women’s Fund for Change!

Singapore’s very first national women’s rights fund, the Power Fund, was launched this year to financially support emerging organisations and new initiatives that work with marginalised women and girls. We’re proud to have enabled stronger participation by up-and-coming women’s rights’ groups within civil society – and so excited to share more details about the recipients of this fund! Look out for more information in 2018.

Through all this, you’ve been behind us. A huge thank you for being a part of our journey. Only with community action – and your time, effort and donations – can we make real change for a fairer, more compassionate society.

So from all of us at AWARE, happy holidays and have a fantastic start to 2018!

Public forum on the prevalence of abuse and exploitation of domestic workers

 

Always on call: the prevalence of abuse and exploitation of domestic workers

There are approximately 243,000 migrant domestic workers in Singapore and by 2030, the government has projected that the numbers may rise to 300,000. What is the prevalence of exploitation and abuse among these women? The Singapore Ministry of Manpower says that the unique nature of live-in domestic work makes it difficult to legislate and regulate domestic work. What does this mean in terms of ensuring that they are given adequate labour protections and enjoy equal rights with all other workers? Drawing on a sample size of more than 700, we conducted a study among Indonesian and Filipino domestic workers to find out more about their well being, working and living conditions. Join us this Sunday 17 December at 130pm at the AWARE centre at to learn more about our study and what needs to be done to ensure that domestic workers are adequately protected.

Date: Sunday 17 December 2017
Time: 130pm to 330pm
Venue: AWARE Centre: 5 Dover Crescent, #01-22, 130005

To RSVP, email contact@home.org.sg

UN experts repeat call for laws to enshrine gender equality in Singapore

This post was originally published as a press release on 22 November 2017 and posted on the SG CEDAW Coalition website.

Image credit: Sayoni

The United Nations’ CEDAW committee has repeated its recommendation that Singapore include in its Constitution or laws a definition and prohibition of all forms of discrimination against women.

The Committee, comprising international experts, issued its recommendations in a document “Concluding Observations” on Tuesday 21 Nov following the discussions it had in Geneva in October with a delegation from the Singapore government. The recommendations are to guide Singapore in fulfilling its obligations under the women’s human rights treaty CEDAW (Convention for the Elimination of All Forms of Discrimination Against Women).

Emphasising the “crucial role of the legislative power in ensuring the full implementation” of CEDAW, the Committee urged Singapore’s Parliament to “take the necessary steps” to implement its recommendations.

A key call is for legislation to define and prohibit discrimination against women. In the previous CEDAW review in 2011, the Committee had called for the same change. It cited the 2014 Court of Appeal case of Lim Meng Suang, which ruled that the Constitution presently forbids only discrimination on grounds of “religion, race, descent or place of birth”.

The Committee formulates Concluding Observations following a thorough review process, taking into account information from various sources, including reports prepared by the State, other UN agencies and NGOs, as well as oral statements made by NGOs in Geneva on 23 October 2017. This was followed by a day-long “Constructive Dialogue” in Geneva on 25 October 2017, during which the Committee posed questions to and heard answers from the Singapore delegation.

Particular attention is also paid to ending gender-based violence against women, with the Committee highlighting the provision of gender-sensitivity training at all levels of the criminal justice system and the systematic collection of disaggregated data on such violence as among the key areas for the state’s immediate follow-up.

The Concluding Observations cover a range of topics relevant to gender equality, based on CEDAW articles. Their recommendations include:

  • Singapore is urged to eliminate the concept of “head of household” in all policy- and decision-making, and to promote equal sharing of family responsibilities.
  • Domestic workers should receive the same labour protections as other workers, including under the Employment Act, and restrictions on their changes of employer should be revised.
  • Marital immunity for rape should be abolished, as was also recommended in the 2011 Concluding Observations.
  • The Administration of Muslim Law Act should be reviewed to provide women with equal rights as men in marriage, divorce and inheritance, including through prohibiting polygamy.
  • Gender stereotypes, including in media coverage of politics, need to be combatted.
  • To tackle workplace harassment, the Government should ensure that all employers implement the Tripartite Advisory on Managing Workplace Harassment.
  • Disaggregated data on older women, including those belonging to vulnerable groups, should be collected and used to formulate policies and programmes which take into account their specific needs.
  • Lesbian, bisexual, transgender and intersex women should be protected against all forms of discrimination in law and in practice. Discriminatory stereotypes about them should be combatted through public education and in the media.
  • All foreign wives of citizens should have the long-term visit pass plus, ensuring their rights to work and access to healthcare subsidies. Criteria to obtain permanent residency should be transparent, and granted automatically to all qualified foreign spouses.
  • A concrete action plan to implement CEDAW and its recommendations should be adopted, in collaboration with civil society.

Said Malathi Das, Chair of the NGO Coalition which submitted a joint report on gender inequalities to the UN CEDAW Committee in October, “The Coalition is delighted that our report was thoroughly considered during the Singapore state review process, and that the Committee regarded our findings valuable.”

Stephanie Chok of migrant workers’ rights group, HOME, said, “Many migrant workers, especially women domestic workers, labour under slavery-like conditions. Not only does their marginalised status leave them vulnerable to abuse, justice remains elusive. Protection is limited and multiple obstacles exist to hinder effective redress. The Committee’s recommendations need to be taken seriously by the Singapore government if we truly appreciate their positive contributions to our country.”

Jean Chong, of LBT women’s rights group, Sayoni, said, “We are pleased that the Committee again expresses concern on the lived realities and discrimination faced by lesbian, bisexual, transgender and queer women living in Singapore. We call on the government to address state policies and laws that promotes discrimination and violence on LBTQ persons, and to find the courage to do what is right.”

NGOs also urge the Government to work closely with civil society to implement the recommendations.

Said Malathi Das, “Until the next review, the Coalition intends to work closely with our fellow NGOs to follow up on the recommendations, and invite the State to engage with us during this process. We hope that with more knowledge of the purpose and process of CEDAW, more NGOs will understand the need to work together to realise the promise of CEDAW for women in Singapore.”

Said Halijah Mohamad, vice-president of the Singapore Association of Women Lawyers, “We are pleased that the recommendations of the CEDAW committee reflected most of the  concerns in our coalition report. We hope the government will give the recommendations serious consideration and will collaborate and work with relevant NGOs to implement them.”