Year: 2023

Sickening crime by husbands isn’t wife-sharing, it’s rape arising from toxic masculinity

This op-ed was originally published in The Straits Times on 12 May 2023. 

News of last Friday’s sentencing of J, the leader of an abhorrent sexual violence ring involving at least six perpetrators and four survivors, dredged up the revulsion I felt when I first read about the case in 2022.

J and a group of other men conspired over eight years to methodically drug, rape and record their assault of the women in their lives, even distributing the footage online.

The complicated chronology of J and company’s machinations, charted elsewhere, has emphasised both the sickening degree of planning in this web of deception and the extensive sexual violence to which these women were subjected.

Yet while we would be right to feel outrage, it may be a more constructive and worthwhile exercise to reflect on what lessons these acts hold for a Singapore pledging to support women and protect them from sexual harm, after the Government accepted 25 recommendations in a White Paper on Women’s Development in 2022.

Lesson 1: Toxic masculinity is the bedrock for this house of horrors

First, this particular case provides a textbook example of toxic masculinity, in terms of both the perpetrators’ urge to assert power and control over their wives, and their related desire to flaunt said power and control to other men.

Research has closely associated sexual violence with toxic masculinity – a term describing how society often unhealthily equates manhood and male-ness with traits like dominance, strength, stoicism and aggression, and socialises young men and boys to embrace behaviours that demonstrate power.

Sometimes this can take the form of the dehumanisation of women, where women are treated as sexual objects or commodities to which men are entitled, rather than as equal partners in relationships or as individuals with their own desires and agency.

By drugging and assaulting their wives, as well as photographing these acts and distributing them online, the perpetrators also cultivated what Aware has called “a fantasy of female ignorance, helplessness and indignity”. Consider, for example, that in 2015 J wrote the following to a co-conspirator about their respective spouses: “Bet both of them still thinking they are their husband’s chaste and loyal wife”.

Putting aside the fact that chastity is an imaginary metric devised to legitimise the policing of women’s bodies, what seems to spark cruel delight in J is the victims’ illusion that their bodies were their own. This only excites a person whose own sense of self hinges greatly upon the relative lack of selfhood of those around him.

The perpetrators essentially see their wives as chattel: Another man, K, told J that K’s wife was “always yours”, as though she was his property to give.

Yet toxic masculinity doesn’t just provide a script for how men should behave with women. It also dictates how men relate to other men.

The camaraderie formed between the perpetrators was based on horrific acts of seeking out like-minded men on online forums, colluding to rape, disseminating their “spoils” to each other in the form of intimate images and the sharing of fantasies of further violence, including impregnating each others’ wives without their consent or knowledge.

In short, it was insufficient for each of them to violate women. Puffed up on self-perceived power, they needed an audience who would “get it” – a group of other men with the same toxic worldview, who would read their behaviour not as horrifyingly vicious acts of violence, but as statements of virility and manhood.

Here is also where a critical clarification is needed: When we say “masculinity”, we do not literally mean “men”. “Masculinity” refers not to physical persons but to a set of ideologically inflected norms which can be internalised and enforced by anyone regardless of gender identity, even if they have traditionally been associated with men.

Lesson 2: The ‘manosphere’ deserves our full concern

Second, for far too long have we ignored the paltry state of discourse among the various online communities centred on misogyny and the degradation of women on places like Sammyboy. These are the same online platforms on which J and his accomplices connected as early as 2010, when such aspects of the “manosphere” were in a relatively fledgling state.

Back then, one might have been forgiven for brushing such discourse off as mere online trolling – unsavoury but ultimately harmless.

But our lives have increasingly moved online, creating a greater propensity for technology-facilitated violence including deepfakes and digital voyeurism.

High-profile incidents like the murderous rampage by incel hero Elliot Rodger in 2014 also showcase the heightened propensity for online misogyny to spill over into physical violence. More recently, the rabid popularity of misogynist influencer Andrew Tate suggests more young men are being radicalised into toxic masculinity on TikTok and other social media platforms.

Aware’s research, with technology firm Quilt.AI, tells us that misogynist narratives are alive and well in the Singapore context, as victim blaming, confusion around consent, and misinformation about sexual violence continue to perpetuate in these forums.

The recently passed Online Safety (Miscellaneous Amendments) Act aims to target, among other types of harms, content that advocates or instructs on sexual violence or coercion, which would presumably include at least some of J and company’s posts on various platforms. That said, given that the Act’s scope does not encompass direct messaging functions such as SMS, MMS and DMs, it’s unclear exactly how many of their posts and messages would have been liable.

More importantly, while stronger moderation and regulation of online harms can stem violence propagated on the Internet, shutting down a forum like Sammyboy will not end misogyny for good, since users can gather elsewhere.

To undo the pernicious reach of the manosphere, we should also introduce to Singapore schools comprehensive sexuality education that actively debunks gender stereotypes, decries toxic masculinity and critically examines pornography.

Lesson 3: Don’t call it the ‘wife-sharing case’

Third, the way that this case has been popularly referred to as the “wife-sharing case” leaves something to be desired.

I am sympathetic to the usefulness of a snappy shorthand from court documents and the restrictions of headline-writing to make sure we’re all on the same page. After all, “inter-marital rape, voyeurism and non-consensual distribution of intimate images” can be a mouthful.

Yet the convenience of that tag belies the violence in this case of rape, and obscures the focus on the lack of consent. This was not some swinging, open marriage arrangement (which, to be clear, would be entirely non-violent as long as all parties consented), but rape of unconscious, unwitting women.

The public has heard only briefly from the survivors of this case, via their victim impact statements and what we do know is heartbreaking: The wives of J and K both described intense feelings of betrayal, and suicidal thoughts as well as the experience of feeling numb as a coping mechanism. These psychological responses frequently arise after an experience of profound trauma, and can persist for a very long time.

I hope that, however they choose to proceed from here, these women – and other survivors across Singapore – know that help is available, not least at Aware’s Sexual Assault Care Centre.

As soul-crushing as sexual violence can be, there is hope at the end of the tunnel, not just for individual survivors but for society at large – if we can identify it, call it out and fight it together.

Corinna Lim is the Executive Director of gender equality advocacy group AWARE.

[POSITION FILLED] We are hiring! Case Manager, CARE

This position has been filled and we are no longer accepting applications.

CARE (consisting of Women’s Care Centre and Sexual Assault Care Centre) is looking for a Case Manager to support survivors of sexual assault along their journeys of recovery and help CARE in its day-to-day operations as well as programme development. The role will entail primarily working with survivors of sexual violence and there will be a smaller caseload of other forms of abuse and violence. The role also requires supporting the CARE team in advocacy and project-based work.

If you are passionate about helping survivors reclaim control of their lives after experiencing trauma, join AWARE in its fight against sexual violence. 

Position: Case Manager
Department: CARE
Commitment: 2 years, full time (40 hours a week)
Salary: SGD$3,500 – 3,800
Location: Hybrid (remote and at the AWARE office)
Reporting to: Case Management Programme Manager

Job Description 

  • Provide high-quality and timely case management services to survivors of sexual violence who approach AWARE through various modes (calls, messages, walk-ins, referrals and other platforms)
  • Conduct intake interviews and case sessions to assess client needs, risk and protective factors
  • Explore the clients’ options and plan interventions to ensure their best interest. This includes but is not limited to: gathering and sharing relevant information, exploring options and accompanying them through the justice system, advocating for their rights, advocating for survivor-centric policies and procedures around sexual violence, etc.
  • Collaborate with the client to develop a safety and/or care plan that addresses the identified needs and concerns
  • Coordinate internal and/or external services and support aligned with the care plan created with the client. Internal services include counselling, legal clinic, accompaniment through the civil or criminal justice system, etc. External coordination may include liaising with other agencies and institutions (e.g. criminal and civil justice system, medical system, social service system)
  • Maintain casework documentation in a timely manner for reporting and analysis, such as but not limited to case assessment and case plan, work done, client feedback and correspondence with relevant parties
  • Provide support to other SACC services and programme development work, including but not limited to: covering for other case managers during assigned legal clinic hours; project management of SACC initiatives and programmes; creating and improving standard operating procedures for SACC
  • Committing to continual learning and service improvement through supervision, knowledge and case-sharing, and discussions on service and process standards

Requirements

  • Minimum two (2) years of case work experience in a social service agency
  • Experience with conducting group work is a plus
  • Educational qualifications in social work, counselling, psychology or related fields preferred, with trauma management credentials a bonus (training will be provided as needed)
  • Strong belief in gender equality and the values of AWARE. Experience or interest in empowering individuals through case advocacy is a plus
  • Fidelity to clients’ best interests through a strong commitment to confidentiality on client information, and a strong commitment to empowering clients with knowledge on their rights, options and potential challenges
  • Excellent interpersonal, empathy and communication skills in English (verbal and written) to connect with clients, consult with colleagues, and correspond with relevant parties
  • Good analytical skills and ability to work independently
  • Superb time-management skills and ability to meet deadlines
  • Strong project-planning skills: highly creative, adaptable and a self-starter
  • Proficiency with computers, Google Drive apps and MS Office, especially Excel and Word

You must read and acknowledge our Privacy Statement here.

Please note that due to the large number of applications, only shortlisted applicants will be contacted for an interview. If you have any questions about this position, please email careers@aware.org.sg.

19 May 2023: Half-day closure of Women’s Care Centre and Sexual Assault Care Centre

The Women’s Care Centre (WCC) and Sexual Assault Care Centre (SACC) will be temporarily closed from 10am to 2pm on Friday, 19 May 2023. Service will resume from 2pm onwards.

Our Workplace Harassment and Discrimination Advisory Helpline (6777 0318) will remain fully operational during this time.

If you have experienced sexual assault within the last 72 hours, you may refer to this page for suggested actions, or consider other resources:

  • Call the National Anti-Violence Helpline at 1800 777 0000. They operate 24/7 and will be able to provide support for any violence you are facing.
  • For emergencies, please call 999 for the police.
  • Call 1767 for the Samaritans of Singapore (SOS) if you have thoughts of hurting yourself, including thoughts of suicide.

We seek your kind understanding and patience during this temporary closure.

27 July 2023: Sexual Assault First Responder Training (Online Session)

“Are you sure that happened? Why didn’t you fight back? You should have known better.” These are some common responses survivors of sexual assault have heard, which may further their feelings of doubt, guilt and shame.

It is not always easy for survivors to tell someone about what happened; in fact, for some survivors, it can be especially daunting. So the way their loved ones respond becomes pivotal in their journey of recovery. First response that is sensitive to a survivor’s needs and choices is necessary in preventing re-victimisation.

This Sexual Assault First Responder Training helps familiarise participants with trauma reactions and symptoms to better contribute to a survivor’s well-being. In this workshop, we will share more on the following:

  • Definition of sexual assault and harassment
  • Recognising Singapore’s legal framework
  • Understanding consent
  • Understanding the impact of sexual assault and trauma on survivors
  • Role of a first responder
  • Providing support to survivors of sexual assault
  • Resources available for help
  • Key skills such as ensuring safety, active listening and empathy

We want this workshop to be accessible to everyone, and require your generous contribution to keep it running. While you are welcome to give any amount you wish, we suggest a minimum of $30 per person. No tax deduction will be provided. Note that Eventbrite requires a minimum contribution of $1. If for financial reasons you require a waiver of this minimum contribution, please email gec@aware.org.sg.

Note as well that we are unable to accommodate transfers and cancellations if participants are unable to attend after payment has been made.

Persons of all genders and nationalities are more than welcome to attend.

We strongly request that all participants commit to the full duration of the 3-hour workshop (there are breaks!) to ensure that everyone will get the opportunity to engage in interactive discussions and learn useful skills.

Date: Thursday, 27 July 2023

Time: 6 – 9PM

Venue: Online (Via Zoom). Please note this workshop will be online only (Singapore time). Participants will be emailed the Zoom link shortly before the session date. As a commitment to this training we will be asking all participants to turn on their video throughout the session.

Entry Fee: This event is contribute-what-you-can. Suggested contribution of $30 per person.

Register Here! 

28 June 2023: Sexual Assault First Responder Training (Online Session)

“Are you sure that happened? Why didn’t you fight back? You should have known better.” These are some common responses survivors of sexual assault have heard, which may further their feelings of doubt, guilt and shame.

It is not always easy for survivors to tell someone about what happened; in fact, for some survivors, it can be especially daunting. So the way their loved ones respond becomes pivotal in their journey of recovery. First response that is sensitive to a survivor’s needs and choices is necessary in preventing re-victimisation.

This Sexual Assault First Responder Training helps familiarise participants with trauma reactions and symptoms to better contribute to a survivor’s well-being. In this workshop, we will share more on the following:

  • Definition of sexual assault and harassment
  • Recognising Singapore’s legal framework
  • Understanding consent
  • Understanding the impact of sexual assault and trauma on survivors
  • Role of a first responder
  • Providing support to survivors of sexual assault
  • Resources available for help
  • Key skills such as ensuring safety, active listening and empathy

We want this workshop to be accessible to everyone, and require your generous contribution to keep it running. While you are welcome to give any amount you wish, we suggest a minimum of $30 per person. No tax deduction will be provided. Note that Eventbrite requires a minimum contribution of $1. If for financial reasons you require a waiver of this minimum contribution, please email gec@aware.org.sg.

Note as well that we are unable to accommodate transfers and cancellations if participants are unable to attend after payment has been made.

Persons of all genders and nationalities are more than welcome to attend.

We strongly request that all participants commit to the full duration of the 3-hour workshop (there are breaks!) to ensure that everyone will get the opportunity to engage in interactive discussions and learn useful skills.

Date: Wednesday, 28 June 2023

Time: 4 – 7PM

Venue: Online (Via Zoom). Please note this workshop will be online only (Singapore time). Participants will be emailed the Zoom link shortly before the session date. As a commitment to this training we will be asking all participants to turn on their video throughout the session.

Entry Fee: This event is contribute-what-you-can. Suggested contribution of $30 per person.

Register here!

Commentary: Turns out few understand maternity discrimination in Singapore

This op-ed was originally published in Channel NewsAsia on 14 May 2023. 

Long before anti-discrimination workplace legislation was mooted in Singapore, legal benefits and protections were already in place for working mothers: For example, the right to at least three months of maternity leave.

However, lest you take these protections as a sign of widespread progressive attitudes, consider this: Maternity discrimination is by far the most common form of discrimination seen by AWARE’s Workplace Harassment and Discrimination Advisory (WHDA).

Since its inception in 2019, WHDA has received 218 cases of maternity discrimination – from untoward job interview questions to wrongful dismissals, denial of bonuses and outright harassment. In 2022, such cases made up 85 per cent of the service’s entire discrimination caseload.

A peek at the online discourse around this issue is as telling as it is bleak. A wide swathe of Singapore’s netizens do not seem to think that maternity discrimination is unjust in the first place. They employ common narratives to dismiss and invalidate prejudices against pregnant women and mothers at the workplace.

This Mother’s Day weekend, let us unpack these narratives, in the hopes of doing away with insensitive and uninformed reactions for good.

ARGUMENT 1: WOMEN MUST ACCEPT THE REPERCUSSIONS OF DECIDING TO HAVE CHILDREN

Or, as one Facebook user put it: “No one put a gun to your head to get pregnant… (as a working mum,) be prepared to live a mediocre life with a mediocre job.”

Screengrab of an online comment. (Source: AWARE)

It’s true that in an ideal society, every individual should be able to freely decide whether and when to have children. Yet in our patriarchal world, that decision can have vastly different repercussions, predicated on gender.

The disproportionate burden of childcare means that women are often forced to choose between motherhood and career, constantly searching for a functional balance. On the other hand, men are typically able to have children and thrive in their careers without one compromising the other. Why is this trade-off presented to one gender and not the other?

In fact, for many men, fatherhood does not hurt their professional prospects – it enhances them. Research by US think tank Third Way discovered a “fatherhood bonus” whereby, all else being equal, fatherhood increases men’s earnings by over 6 per cent.

The reasons posited for this include both the material (for instance, men increasing their working hours upon fatherhood to provide for their families) and the imaginary (such as fathers being perceived by superiors to be more mature, committed and stable).

This lies in contrast to the fate that awaits new mums, frequently called the “motherhood penalty”: A drop in earnings due to spending fewer hours at work to take care of the child.

ARGUMENT 2: WORKING MUMS HURT A COMPANY’S BOTTOM LINE

This argument assumes that female workers having children is fundamentally bad for business: Not only do they take time off while pregnant, their divided attention also worsens performance. However, this premise is flawed.

First, we must remember that bearing and raising children, most of whom become workers and support the economy, is a vital contribution to Singapore’s growth. Countries like Japan show how perilous falling birth rates are to a nation’s survival.

Research also suggests that the cost of replacing unhappy workers outweighs the cost of providing maternity leave and other benefits. In California, 87 per cent of businesses found no increased costs from the state’s paid maternity leave programme, while 9 per cent enjoyed cost savings from reduced employee turnover and not having to pay for staff benefits.

Indeed, when employees feel cared for and free to use their leave entitlement, they are likely to be more productive and loyal to their employers. Companies worried about their bottom line should take note.

ARGUMENT 3: CHILDLESS COLLEAGUES ARE FORCED TO PICK UP THE SLACK

One Facebook commenter recounts a personal experience: “I have to do your job when you (are) on maternity leave. I was in that situation for close to one year, helping my two colleagues to cover their duty … I can’t rest well and I get no increment on it too.”

Screengrab of an online comment. (Source: AWARE)

It is not fair for colleagues to face abrupt increases to their workload when a colleague goes on maternity leave. But surely the fault in that situation lies not so much with the pregnant colleague, as with the employer who failed to ensure adequate cover for an employee who is merely exercising an entitlement.

With sufficient lead time and preparation, organisations should be able to ensure a smooth transition that prioritises both employee well-being and business needs, making up for a temporary absence without punishing the rest of their workforce.

Given their limited resources, small- and medium-size enterprises may find it challenging to adequately cover workers on maternity leave. This is where the Singapore government can provide additional support for them as part of its upcoming anti-discrimination legislation.

People take time off from work not just for childbearing, but also illness and injury, long-term health conditions and caregiving responsibilities. We all want compassion from our employers and colleagues during such times, and hope that, no matter our personal circumstances, we will not be perceived as less competent or dedicated.

ARGUMENT 4: AS A CHILDLESS WOMAN, MATERNITY DISCRIMINATION IS NOT MY PROBLEM

As one Facebook user argued, because maternity discrimination only affects a subset of women, it should not be considered as a serious gender discrimination issue. “As a voluntarily childfree woman,” she wrote, “I prioritise work and have experienced equality on merit (with) my male peers.”

Screengrab of an online comment. (Source: AWARE)

Unfortunately, many women in Singapore have not been so lucky as to enjoy a fair and merit-based professional history – whether or not they are mothers. Women are sometimes punished simply for their childbearing potential.

AWARE’s WHDA has seen clients who faced discriminatory attitudes despite not being pregnant or planning to be pregnant: For example, invasive questions during recruitment about whether they plan to get married or become pregnant. So maternity discrimination does affect childless women too, often directly.

ARGUMENT 5: STOP COMPLAINING, JUST QUIT AND FIND A NEW JOB

One Facebook user made this point: “Don’t like the job? Just throw letter and find a greener pasture out there … No one forces you to work on.”

Screengrab of an online comment. (Source: AWARE)

The problem with this argument is that, like Argument 1, it presents an individual solution, namely switching jobs, to the systemic problem of unfair societal attitudes towards mothers.

What’s more, putting the onus on people facing discrimination to retreat from injustice smacks of victim-blaming. Why are we not asking the perpetrators of discrimination to reform and make up for their wrong-doing?

Securing a new job is not so easy for those facing maternity discrimination. Many employers are hesitant to hire mothers or pregnant candidates, which can leave them stranded without income for an indeterminate amount of time.

Anna (not her real name), a client at AWARE’s WHDA, went through this very ordeal. After being wrongfully dismissed from her workplace after announcing her pregnancy, it took her months to find a new job, despite being a consistent high-performer. She eventually took a contract role that did not offer benefits: A far-from-ideal situation that she accepted in desperation.

The negative impact of maternity discrimination on mothers and future generations should not be overlooked. Studies in other countries have found that pregnancy discrimination is significantly associated with postpartum depression and poor socioemotional development in infants.

MISCONCEPTIONS BUSTED. NOW WHAT?

The beliefs that underlie maternity discrimination – that caregiving makes someone less committed to their job, and that physical conditions like pregnancy impinge on professional performance – underpin other forms of discrimination too, such as against people with disabilities and people with caregiving responsibilities.

Instead of forcing women and other groups of people to drop out of the workforce, we need to address discriminatory ideas at their root. We hope that Singapore’s upcoming anti-discrimination legislation will not only stamp out the most egregious behaviours at workplaces, but also inculcate fairer and more inclusive attitudes in society.

One of the big-ticket items announced in this year’s Budget was that paternity leave entitlements would be doubled from two to four weeks. This goes towards acknowledging that men can and should pull their weight at home, and that outside of childbearing and breastfeeding, nothing separates women from men in terms of parenting ability.

Of course, some hand-wringing followed this announcement about whether fathers would in fact forgo this entitlement, for fear of eliciting the very same discriminatory reactions historically reserved for mums.

All we can say to working dads is this: If you find yourself the recipient of prejudices around your decision to have kids and participate in their upbringing … feel free to use the above arguments to defend yourselves.

 

Sugidha Nithi is Director of Advocacy, Research and Communications at AWARE.

A Recap: Conversation with Rowena Chiu

Written by Victoria Jagger, intern, AWARE

On Friday, 14 April, AWARE hosted a conversation with sexual assault survivor and advocate Rowena Chiu, during her two-week visit to Singapore. A small group of AWARE staff, members and friends were invited to hear Chiu recount her journey, from experiencing sexual assault at the hands of disgraced film producer Harvey Weinstein while she served as his personal assistant, to coming forward publicly about those injustices as part of the MeToo movement.

For context: On 5 October 2017, The New York Times published a bombshell article exposing Weinstein’s decades of sexual harassment against women in Hollywood. This sparked the global MeToo movement, based on a phrase coined by Tarana Burke in 2006 to empower sexual violence victim-survivors to speak up in solidarity. MeToo had a significant impact in Singapore, too: The last quarter of 2017 saw a 79% increase in calls made to AWARE’s Sexual Assault Care Centre. Later, in 2022, the movie She Said, which portrayed the behind-the-scenes of the Times investigation into Weinstein, featured Rowena Chiu as a character.

Much of the discussion at the AWARE event, which was moderated by Sugidha Nithi, centred on Chiu’s experience of being silenced by a Non-Disclosure Agreement (NDA) after her assault was brought to the attention of others at Miramax, Weinstein’s company, in 1998. Though originally designed to protect Intellectual Property, Chiu explained, NDAs are a civil agreement whose practical uses include the covering up of workplace sexual misconduct.

In detail, Chiu recounted the speed at which the NDA was negotiated and the restrictive clauses it entailed. She said that for one, she was forced to hand over contact details of family, friends and colleagues to whom she had spoken about the incident, to Weinstein’s team, and that the NDA required her to defend Weinstein if any of those contacts let slip about what he had done to her. She was also barred from freely contacting professionals, including therapists, doctors and lawyers, for support.

In the face of this, Chiu and her colleague Zelda Perkins put up a fight. They had their own demands for the NDA: including requiring Weinstein to attend sex therapy, and mandating that future female assistants work in pairs around him, instead of on their own. These, together with a clause demanding that Weinstein report himself to Disney and resign if another NDA was signed within two years, were included in the NDA. Ultimately, though, Chiu and Perkins had no means to ensure these clauses were upheld.

The NDA came to represent, for them, the struggle to hold accountable powerful individuals who had the means to buy silence. “It sealed us into a black hole,” Chiu recalled. Yet in 2019, after nearly two decades, Chiu and Perkins bravely opted to speak out against Weinstein despite being bound by the NDA. Today, Perkins runs a not-for-profit organisation Can’t Buy My Silence, which is working to raise awareness about the operation of NDAs in the United Kingdom, United States and Canada.

Rowena Chiu (centre, red) at the AWARE Centre on 14 April 2023

Another topic Chiu addressed at length is the difficulty of speaking up after experiences of abuse. Speaking up allows victims to find solidarity and demand equality. It also raises public awareness around sexual misconduct in the workplace, prompting conversations about unacceptable behaviours and encouraging policy change. Speaking up comes in many different forms: for instance, telling a friend or therapist, writing an article or even speaking on national television. Part of the reason why Chiu is so passionate about speaking up, she explained, is that speaking up can be significantly harder for Asian women. This may be due to unyielding family values, a sense of shame and the desire to protect one’s reputation, which take on added weight in Asian cultures.

Chiu is living proof that these obstacles can be overcome and that there is no time limit on speaking out. To date, 116 women have come forward with allegations against Weinstein—and perhaps more will speak out when they are ready.

When asked by an AWARE attendee what the best way is to change systems of abuse, without hesitation Chiu replied: “Accountability for enablers”. She argued that a huge reason why powerful abusers like Weinstein are able to continue behaving poorly is because they operate within systems that permit it. Weinstein, for instance, had a network of accountants, lawyers and board members who enabled his behaviour. This enabling behaviour simultaneously rewards perpetrators’ misconduct and prevents victims from speaking out. Chiu reiterated that in order to dismantle systems of complicity, we need to create policy and legal structures which safeguard against abuse.

One audience member raised a question about backlash to the MeToo movement. In particular, they asked Chiu how she responds to the post-MeToo idea that “men cannot be alone with a woman or even hold a door open for them without being accused of misconduct”. Chiu’s response was plain and simple: “If you are a man who feels like you can’t be alone with a woman at work without having an NDA result, you need to go home and reconsider your life’s priorities.” She added that although asking for consent and respecting it is often made to seem outrageous, these are in fact reasonable asks between members of society.

The final discussion centred around what MeToo means to Chiu personally. She said that the movement isn’t just about responding to individual incidents of powerful older men preying on young vulnerable women—it is concerned with abusive power dynamics, which can affect all people across the gender spectrum. Thus, the MeToo movement exists to support and empower all victim-survivors.

Chiu called herself an ordinary woman, but she is using her voice to bring about extraordinary change. On behalf of AWARE, we thank her for sharing her insights into healing and empowerment after abuse.

Sexual Assault Care Centre closed 24 – 28 April 2023

For the week of 24 April 2023 (Monday, 24 April to Friday, 28 April), AWARE’s Sexual Assault Care Centre (SACC) will be closed. During this period, the SACC Helpline (6779 0282) will be inactive, and staff will not be responding to emails.

SACC will reopen on Tuesday, 2 May 2023, after the Labour Day holiday. Emails will be answered from 2 May onwards (please allow up to five working days for response to emails sent during the closure).

Both our Women’s Helpline (1800 777 5555) and our Workplace Harassment and Discrimination Advisory Helpline (6777 0318) will remain fully operational during this time.

If you have experienced sexual assault within the last 72 hours, you may refer to this page for suggested actions, or consider other resources:

  • Call the National Anti-Violence Helpline at 1800 777 0000. They operate 24/7 and will be able to provide support for any violence you are facing.
  • For emergencies, please call 999 for the police.
  • Call 1767 for the Samaritans of Singapore (SOS) if you have thoughts of hurting yourself, including thoughts of suicide.

We seek your kind understanding and patience during this period.

6 May 2023: AWARE’s 38th Annual General Meeting 2023

Join us at AWARE’s 38th Annual General Meeting (AGM) on Saturday, 6 May 2023, 2pm. It will be our first in-person AGM since 2019 and we can’t wait to see our members together once again.

We will present an update on our work over the past year, and take your questions, comments and suggestions. Please note that in order to pass any resolutions relating to changes in the constitution, we would need to reach a quorum of 10% of our current members at the AGM. Your attendance is crucial to ensure that we have the necessary numbers to make important decisions for the organisation.

Please see the Notice for the 38th Annual General Meeting.

After the meeting, we invite you to join us for a delicious tea from 4.30pm onwards where you can reconnect with old friends and make new acquaintances. For those who are new to AWARE, this is a chance to learn more about our community and for us to get to know you better.

If you are a current member, kindly RSVP your attendance for the AGM through Eventbrite.* Please note that if your membership has expired or is close to expiry, you will need to renew it to attend the AGM. Renewal can be done easily through our Membership Portal with your username and password.

If you have any questions or concerns, please don’t hesitate to contact Kane at membership@aware.org.sg.

Date: Saturday, 6 May 2023
Time: 2pm to 5.30pm
Venue: AWARE Centre (5 Dover Crescent, #01-22, Singapore 130005)

RSVP here!

*This event is open to current members, renewed members whose past membership lapsed no earlier than 6 May 2021, and new members who joined us as a member before 25 March 2023.