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Year: 2024

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Forum letter: Address the discrimination against single unwed mums first

I was frustrated to see single women being singled out as one major cause of Singapore’s falling fertility rate when there are myriad other factors affecting one’s decision to have children. (Rising share of singles is one main reason for Singapore’s great baby drought: Report, 9 June 2024)

These may range from the personal, like difficulties finding a suitable partner, to larger societal issues, such as the fear of facing workplace maternity discrimination and the climate crisis.

Beyond this group, however, there are mothers who do have children but for various reasons, remain unmarried and thus are perceived to have deviated from the “traditional family ideal”.

In addition to the absence of a partner who can share the financial and child-rearing load, single unwed mothers cannot access various resources under existing policies and schemes merely because of their marital status.

As they are not recognised as a family nucleus, unwed mothers have to jump through additional hoops to purchase public housing flats and do not qualify for several housing grants.

Further, they do not qualify for many tax reliefs that married couples enjoy, including the Working Mother’s Child Relief and Foreign Domestic Worker Levy Relief. This is compounded by their ineligibility for the Baby Bonus Cash Gift, which could significantly cushion the cost of raising a child alone.

One such mother whom we spoke to shared that without these benefits, she constantly worries about her family’s financial stability, even as a mid-career worker, and works multiple jobs to support them. Being ineligible for tax reliefs is especially burdensome for her as tax takes up a significant portion of her income, perhaps even greater than that of her married counterparts. The rising cost of living will only worsen her financial strain.

Why should these families be penalised just because life’s circumstances have led them to parenthood independent of marriage? Are they not also contributing to society, as well as the country’s fertility rate, and deserving of the same support as other “traditional” families?

If we truly want to “create a Singapore where all families are valued and supported”, as stated in the government’s “A Singapore Made for Families 2025″ Plan, much more needs to be done. We reiterate our recommendations for child-related benefits to be equalised regardless of parents’ marital status, and for unwed parents and their children to be recognised as a family nucleus under housing policies.

(397 words)

Lee Yoke Mun
Senior Project Executive, AWARE

Advancing Gender Equality in Singapore: Insights from the CEDAW Committee’s Concluding Observations from the 88th session

Gender equality is a fundamental human right, yet it remains a work in progress in many parts of the world, including Singapore. The United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) is a critical international treaty aimed at ending gender discrimination and promoting equality. 

Every few years, the CEDAW Committee reviews the progress of countries that have ratified the Convention, offering observations and recommendations to guide them towards greater gender equality. The Committee relies on the work and input of civil society organisations (CSOs) in each country to inform its assessment of the country’s situation and progress. This year, AWARE and 11 other CSOs were in Geneva to be a part of this process. 

Recently, the CEDAW Committee released its Concluding Observations for Singapore, providing a comprehensive roadmap for advancing gender equality in our nation. These recommendations, if implemented effectively, will drive significant progress towards ending gender discrimination and promoting equality for all women in Singapore.

Key Issues Highlighted by the CEDAW Committee

The Concluding Observations covered a broad range of issues, many of which were raised by AWARE in our report and in Geneva. Here we break down the key issues related to our areas of advocacy:

  1. Withdrawal of Reservations: The Committee strongly recommends that Singapore withdraw all remaining reservations to enable the full and effective implementation of the Convention. This would demonstrate a robust commitment to upholding women’s rights and allow for comprehensive enforcement of gender equality measures.
  2. Anti-Discrimination Protection: A clear and inclusive legal definition of discrimination against women is crucial, said the Committee, and urged the incorporation of such a definition into the Constitution or other appropriate legislation to cover both direct and indirect discrimination in the public and private spheres. AWARE advocated for the inclusion of such a protection in Article 12(2) of the Constitution.
  3. Combating Gender-Based Violence: The Committee called for the enactment of legislation that criminalises all forms of gender-based violence against women, including domestic and online violence, which should take into account the special protection needs of disadvantaged and marginalised groups of women.
  4. Addressing Employment Issues:
    The Committee recommended that Singapore’s workplace fairness legislation should also cover indirect discrimination, sexual harassment, and discrimination based on congenital and acquired disability, as well as against LBTI women.
  5. Recognising, Reducing and Redistributing Unpaid Care Work:
    The Committee recommended recognising, reducing, and redistributing the burden of unpaid care work on women by providing affordable childcare and eldercare services and incentives to balance work and family responsibilities. Unpaid care work disproportionately affects women’s economic opportunities and policies that support affordable care services are crucial for achieving gender equality in the workforce.
  6. Supporting Older Women:
    The Committee recommended that Singapore develop measures that address the health, economic, and emotional needs of older women to prevent poverty and isolation, and ensure the availability of affordable care services.
  7. Comprehensive Sexuality Education: The Committee emphasised as a priority the development and implementation of a comprehensive strategy for sexuality education at all educational levels. The curriculum should include gender equality, women’s rights, the harmful effects of gender-based violence, and age-appropriate information focusing on consent and responsible behaviour.
  8. Addressing Under-representation in Decision-Making: The adoption of temporary special measures, such as quotas and financial incentives, was strongly recommended to accelerate gender parity in leadership roles and enhance women’s representation in decision-making positions.

What Happens Next?

Following the release of the Concluding Observations, the Singapore government is expected to take several steps:

  • Dissemination: The government is asked to disseminate the Concluding Observations to its departments, parliament, and the judiciary, to ensure alignment and action across all levels of governance.
  • Interim Report: Within the next two years, the government is required to submit a written report to the CEDAW Committee on the progress in four critical areas: (i) strengthening protection against online gender-based violence against women, (ii) comprehensive sexuality education, (iii) protections in the workplace fairness legislation and (iv) women migrant domestic workers. These areas are expected to include the key recommendations of the Committee.
  • Next CEDAW Report: Singapore will present its seventh periodic CEDAW report in approximately six to eight years, which will report updates on the implementation of the recommendations in these Concluding Observations.

The Advocacy: Can’t Stop, Won’t Stop

At AWARE, we are committed to continuing our engagement with the government on these matters. The government has indicated a desire for regular engagement with CSOs, and we are encouraged by this commitment. 

The first post-CEDAW meeting between CSOs and the Singapore government is scheduled for September, where we will actively participate to advocate for the implementation of the Committee’s recommendations and to hold the government accountable to its obligations. In the meantime, our advocacy efforts will remain focused on key issues such as workplace fairness, gender-based violence, the rights of transnational families, older women and unwed mothers. Notably, we hosted an NGO forum on 20 July to further these discussions, and we plan to publish important research next year on transnational families and coercive control—issues that are deeply connected to the broader struggle for gender equality.

Advancing Women’s Rights in Singapore: A Post-CEDAW Event Recap

On July 20, 2024, five non-governmental organisations (NGOs) and ground-up initiatives collaborated to host an event titled “Advancing Women’s Rights in Singapore” to share insights and recommendations from Singapore’s participation in the 88th CEDAW Committee session.

Held at room2f, the event brought together over 70 attendees, including other local NGOs, their members and supporters.

Key Findings from the CEDAW Process

AWARE’s Executive Director, Corinna Lim, provided an overview of the United Nations’ Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), and its role in promoting women’s rights globally. 

She highlighted the significance of the CEDAW Committee’s review process as a platform for NGOs to raise crucial issues affecting women in Singapore.

A panel of representatives from various NGOs presented key findings from their shadow reports submitted to the CEDAW Committee. You can also watch each NGO’s address to the CEDAW committee below.

 

 

 

 

 

 

 

AWARE: Sugidha Nithiananthan, Director of Advocacy, Research and Communications, focused on issues affecting single, unmarried mothers, migrant spouses, and gender-based violence.

She emphasised the need for equal access to housing and child-related benefits for unwed mothers, redefining the concept of family, and removing the notion of illegitimacy.

For migrant spouses, AWARE called for independent long-term visit passes in cases of abuse, and clearer residency criteria. 

AWARE also advocated for expanding the definition of online harm, including financial violence, and comprehensive sexuality education.

Watch Corinna Lim’s CEDAW Committee address

Beyond the Hijab: Saza Faradilla highlighted inequalities in rights for Muslim women, particularly in areas of polygamy, divorce, and inheritance. 

She called for making polygamy illegal, aligning divorce rights with civil law, and ensuring equal inheritance rights. 

Saza also emphasised the importance of allowing Muslim women to choose between civil and Sharia courts for various legal matters.

Watch Saza Faradilla’s CEDAW Committee address

 

 

 

 

 

 

 

End-Female Genital Cutting Singapore: Rabby’a Hanna presented findings on the prevalence of female genital cutting (FGC) among Muslim girls and women, revealing that nearly 75% had been cut.

She noted the lack of standardisation and monitoring in the practice, which is not taught in medical schools. 

The group called for raising awareness, eliminating the practice, ensuring adequate healthcare for survivors, implementing legal measures, and collecting data on the prevalence of FGC.

Watch Rabby’a Hanna’s CEDAW Committee address

Humanitarian Organisation for Migration Economics (HOME): Jaya Anil Kumar, Senior Manager (Research and Advocacy), addressed the challenges faced by migrant domestic workers (MDWs). 

She discussed the employer-tied system, limited job mobility, gender-specific work requirements, medical surveillance, and restrictions on marriage to locals. 

HOME advocated for inclusion under the Employment Act and Work Injury Compensation Act, and emphasised the need for continuous rest days and education pathways for MDWs.

Watch Jaya Anil Kumar’s CEDAW Committee address

 

 

 

 

 

 

 

Sayoni: Anne Goh from Sayoni emphasised the importance of abolishing censorship in media and education and ensuring equality in employment, labour rights, health, and family law. 

She shared videos of the CEDAW Committee’s interventions and highlighted Sayoni’s evidence-based advocacy and community-informed research approach.

Watch Anne Goh’s CEDAW Committee address

Sayoni will be hosting a community panel specifically for LBTI women on 17 August 2024. Follow their socials for more details soon.

The afternoon concluded with a panel discussion where participants addressed questions from the audience.

The insights shared reaffirmed the commitment to addressing the challenges faced by women in Singapore, and outlined the path forward for advancing women’s rights.

 

 

 

 

 

 

 

Key points from the audience discussion included:

  • The need for more regular dialogue between NGOs and the government
  • Encouraging attendees to share what they learned at the event and inform others about the current gaps Singapore is facing in women’s rights
  • Ways the public can continue to support NGOs working in this area  (volunteer, share on social media, donate), and acknowledging that achieving change takes time

The event was a great example of the collective strength of NGOs united in their pursuit of gender equality, and the panellists underscored the necessity of sustained engagement with the government and the importance of individual advocacy in driving change. 

Forum: Critical need for comprehensive child protection policy to ensure students’ safety and well-being

This forum letter was first published in The Straits Times on June 19, 2024. 

Like many parents, I was horrified to read about a male teacher charged over child abuse materials allegedly in his possession (Male teacher charged over child abuse materials allegedly in his possession, June 10).

I wondered how long he had been teaching young people and if he had abused any of them, and whether any red flags had been missed over the years.

This troubling incident underscores the critical need for a comprehensive child protection policy (CPP) in all schools in Singapore. The gravity of this case goes beyond “staff misconduct”. Parents put their trust in schools to keep their children safe. Children are taught that teachers are safe adults they can trust. A case like this betrays that trust. When that trust is exploited, it can have a lasting impact on the lives of children and their families.

The Ministry of Social and Family Development has strengthened child protection protocols in domestic child abuse cases after the case of the five-year-old girl abused to death by her father. The Ministry of Education should similarly adopt a comprehensive CPP in educational institutions – such as those in the UK, Australia and the United Arab Emirates – to ensure the safety and well-being of our children.

A comprehensive CPP will encompass training for staff on measures to safeguard children, including rules on appropriate behaviour when working with children, and how to spot red flags and recognise inappropriate behaviours. It will also contain clear procedures on reporting mechanisms and how to respond to situations that arise. It will also mandate the need for stringent background checks of staff.

A CPP cultivates a culture of vigilance and accountability, thus minimising the risks to children. Such risks include abuse, bullying and online harms. When incidents occur, the complexities involved can be overwhelming for educators, who may not be sure how to address them effectively. The CPP guides them to handle such situations appropriately, with the child’s interests as the paramount factor.

Educational institutions have to be safe learning environments. The recent cases of incidents involving teachers serve as a stark reminder of the importance of, and urgent need for, a CPP in schools. We need to do better to safeguard our children.

Hana Alhadad
Senior Consultant
Aware

[CLOSED] Make Your Move: Sponsor AWARE’s 2024 Annual Ball!

The Ritz-Carlton, Millenia Singapore transforms into a scene of daring power plays on Saturday, 7 September, as we host our 12th annual Fundraising Ball. Our theme? Power/Play. 

This isn’t your average gala – it’s a catalyst for change, and you can be a game-changer for a gender-equal future. 

Here’s your chance to:

  • Get brand exposure and networking opportunities with an influential audience who share your passion for equality.
  • Publicly show your support for gender equality and your commitment to a powerful cause.

Here’s how you can make your power move:

  • Cash sponsorship: Invest in a more just future for women in Singapore.
  • In-kind donations: Take our silent auction and raffle to the next level. Donate exclusive experiences like private dinners or luxurious getaways. Think rare wines, bespoke jewellery, or coveted collectibles – the possibilities are endless.

Stand with us and create lasting change. Contact us at ball@aware.org.sg to see which sponsorship option is right for you.

And while you’re at it, help us spread the word! Share this post and join the power play to support gender equality!

7 Sept 2024: AWARE Ball – Power/Play

AWARE’s 2024 Annual Ball is back on Saturday, 7 September, and you’re invited to make your move! If all the world’s a stage and everyone are merely players, we ask: what will be your power play?

This year, we’re upping the ante and hosting the Ball at The Ritz-Carlton, Millenia Singapore, which means double the stakes and revelry. Leading the charge are our ever supreme hosts, Pam Oei and Siti K, along with crowd favourite Chestnuts who will return to capture and spoof existing power structures that contribute to gender inequality. Freshly on board with us is DJ Erin Khan to keep everyone grooving the night away — or in a zugzwang, except in this case, there are no bad dance moves!

When: Saturday, 7 September 2024, 6pm till late
Where: Grand Ballroom, The Ritz-Carlton, Millenia Singapore
Dress Theme: Royals and Rebels — We’re looking for daring and bold power moves. Ensembles that subvert conventions. A reclamation of power through fashion!

Book your table now | Donate

Why this year’s theme? We can’t tackle gender inequality without recognising the structures that exist to uphold those in power. This year has been especially difficult to witness, and much more harrowing for those experiencing and living through this moment. 2024 also happens to be the ultimate election year with more than 80 countries (including Singapore?) set to take to the polls. In bearing witness to these pivotal moments shaping our future, we’re putting up a grand display and asserting our power moves to deal the ultimate checkmate — a world where everyone is equal and free. Until then, we’ll continue to play in the face of power, blending humour and advocacy as a nod to resilience and change.

Why support Power/Play?

Our annual fundraising ball contributes to 20% of AWARE’s funds and keeps our work alive. This year, we aim to raise $750,000 to:

  • Fund our current support services, which help more than 5,000 women in need each year
  • Continue our advocacy work — some recent wins (to which we have contributed and celebrated) include increased parental leave, and improved legislation against family violence and workplace discrimination
  • Engage, develop and educate various communities with our training programmes to address sexual violence, workplace harassment and discrimination, and other pressing gender issues

How to join Power/Play?

Join in our revelry and support our work by booking tables and seats, or by making a donation:

  • Rook Table: $5,000 ($500 per seat)
  • Knight Table: $8,000 ($800 per seat)
  • Jester Table (with VIP gift, prosecco and wine): $12,000 ($1,200 per seat)
  • Queen Table (with VIP gift, champagne and wine, plus other exclusive perks): $20,000, table purchase only

Early birds (first 20 tables) receive an additional complimentary bottle of wine, so make sure to reserve your tables early! All table purchases and donations will enjoy a 250% tax deduction. In addition, the Tote Board will match 100% of what AWARE raises at the Ball this year.

P.S. We are also looking for cash or in-kind sponsors for our silent auction and raffle. Please join us as a sponsor or refer your friends to us by emailing us at ball@aware.org.sg. Thank you for being such an incredibly warm and generous supporter of AWARE. 

What will be your power play?

Book your table now | Donate

WHDA: A wrap-up of the past 5 years

We launched our Workplace Harassment and Discrimination Advisory (WHDA) service five years ago at AWARE to support individuals facing workplace harassment and discrimination. Our goal was not only to support affected parties but also to understand the barriers they encountered in seeking justice and to advocate for stronger legal protections.

Our research and advocacy efforts, informed by our experiences with WHDA, have been fruitful and contributed to the introduction of the Workplace Fairness legislation and the Tripartite Guidelines on Flexible Workplace Arrangement Requests. AWARE thus discontinued the WHDA service from June 1, 2024. 

Since September 2019, AWARE’s WHDA service has been a helpful resource for individuals in Singapore facing harassment or discrimination at work. 

The WHDA has provided free, confidential advice and has supported over 1,100 individuals since its launch in 2019. An overwhelming majority (89.7%) of clients from 2023 and 2024 who responded to our feedback form said they felt better informed about their options and next steps.

“Knowing there is someone to turn to for discussion and support in a safe and confidential environment is very emotionally and mentally comforting,” a client said of the services they received from WHDA. “Family members may not be in the best position or equipped to provide the necessary support.”

Nearly 90% of clients in the past two years also said they felt emotionally and practically supported by their case manager. 

One client said they really appreciated “the emotional support they gave me, their willingness to work with me, and their willingness to keep things confidential.” 

Over the past five years, of the 1,122 cases seen by WHDA, a majority involved maternity discrimination, followed by cases of workplace harassment and/or bullying and workplace sexual harassment.

Date range: September 2019–May 2024

The calls received by WHDA concerning discrimination against women with maternity and caregiving responsibilities included women who have lost job opportunities, were denied promotions and reasonable accommodations, and faced mistrust and suspicion because of their caregiving duties.

A 2022 study by AWARE and Milieu Insight found certain groups proved more vulnerable to discrimination at work than others: Persons with disabilities experienced discrimination at a significantly higher rate (78%) than persons without disabilities (50%), as did LGBTQ persons (68%) compared to those who did not identify as LGBTQ (56%), and those of minority race (89%) compared to those of majority race (44%). Compared to 53% of men, 58% of women had experienced at least one type of discrimination. 

According to an AWARE-Ipsos survey (2021), 40% of respondents had been subjected to some form of workplace sexual harassment within the previous five years. The actual number of cases in Singapore is difficult to estimate, as we know harassment is severely underreported: only 30 per cent of the victim-survivors in the AWARE-Ipsos survey went on to report their experiences.

The WHDA’s work has directly informed AWARE’s research and advocacy efforts. In recent years, we’ve seen many incremental positive changes. But more can always be done. 

Under the Protection from Harassment Act (POHA), it is possible for victims of workplace harassment to seek remedies against harassers. However, this requires a victim to file an official report against the harasser, and not all workers wish to pursue legally punitive action. Many simply want their employers to intervene to stop the harassment and provide a safe working environment, so they can just continue to do their jobs.

POHA does not place any obligation on employers to implement protective and preventive measures, which leaves victims in a position of vulnerability even if punitive action is taken. 

In the AWARE-Ipsos survey, we discovered that in two out of every five cases where reports were made, the harasser was reassigned or dismissed by the company; however, in another one out of every five cases, the harasser received no consequences despite evidence of harassment.

We recommended that the government introduce national legislation against workplace harassment, as well as regular anti-harassment training across industries and the universal adoption of grievance handling policies. 

With the Ministry of Manpower’s acceptance in August 2023 of the Tripartite Committee’s recommendations for the Workplace Fairness Legislation (WFL), and the recent Tripartite Guidelines on Flexible Workplace Arrangement Requests which come into effect on December, 1 2024, we are now a step closer to providing greater protection to workers. 

While it’s encouraging to see the progress thus far, the journey towards full legal protection continues. The current provisions of the WFL cover 95% of cases, with the protected characteristics prominently leaving out sexual orientation, gender identity, and expression (SOGIE). Furthermore, companies with fewer than 25 employees will be exempt from the legislation.

When we start talking about caregiving responsibilities, we frequently focus on women’s roles as mothers. However, in a rapidly ageing country like Singapore, women are expected to provide care to older members of their family too. 

While childcare is acknowledged in government policies—employers and the government share equal responsibility in paying for childcare leave—caring for older persons does not receive the same recognition, even though both childcare and eldercare result in similar labour outcomes, such as withdrawal from the labour force, for women. 

We will continue working to analyse client experiences so we can better highlight the prevalence of specific workplace harassment and discrimination issues. 

But while the WHDA service may be ending, AWARE’s commitment to fostering safe and fair workplaces remains. We will continue to monitor the impact of the new legislation and advocate for further improvements.

We extend a heartfelt thank you to everyone who utilised the WHDA service, our dedicated team, and our partners who supported this initiative. 

If you are currently experiencing workplace harassment or discrimination, please know that you are not alone. There are resources available to help. You can visit the Ministry of Manpower’s website for more information on workplace harassment: MOM Singapore Harassment, or reach out to our Women’s Helpline.

We remain committed to building a Singapore where everyone feels safe, respected, and valued at work.

Stop blaming single women for the declining birth rate

The Straits Times article, “Rising share of singles is one main reason for Singapore’s great baby drought: Report” on June 10, 2024, that seemingly blames single women for Singapore’s declining birth rates, represents a misguided and sexist narrative. 

The article quoted statistics from a study by the Singapore Department of Statistics (DOS), which focused on women who remain single juxtaposed against married women who had children, without considering the statistics on men who also remained single. This reveals a clear bias against women, implying they are the problem. 

By suggesting that women are solely responsible for marriage and procreation, both the study and the article unfairly reinforce the stereotype that women are too picky or should be following traditional societal norms to get married and have babies. 


Spoiler alert: Men also play a significant role in these dynamics.

Since when did Cupid only train its arrow on women? Men’s choices must be included for any meaningful analysis.

The study’s underlying implication—that the problem lies with women choosing not to marry— ignores the oft quoted concerns of younger people about having children in Singapore. These concerns include the high cost of living, particularly housing; the financial burden of childcare and education; the burden of childcare and domestic work; long-term environmental concerns; and personal and professional aspirations, given the finite number of hours in a day.

People who want children generally get married first because of social acceptance and the stigma of illegitimacy. However, with younger people’s concerns causing many of them to choose to stay child-free, the pressure of a biological clock pushing people to get married earlier is no longer there. This is the unexamined reason behind the stats in the DOS study.

We must do more to support people who want to or already have children: we need effective and actionable offerings such as equalising paid paternity leave, increasing paid childcare leave, and supporting employers in hiring covers for working parents on parental leave. 

But it also has to be asked: Has the problem gotten to a point now where it is severe enough for us to actually change course, drop conservative or traditional mindsets, and embrace a more inclusive society? Are we prepared to support and encourage those who want children, even if they are not married or heterosexual? 

For example, can we remove the restriction that only a married woman can use her eggs frozen through elective egg freezing (EEF)? Can we finally throw out the concept of illegitimacy? 

If we want to address our declining birth rate, we must think about the broader societal issues influencing the decision not to have children and preventing some people from having children, even when they want to. The study disappointingly missed the chance to explore the underlying causes and, worse, reinforces outdated stereotypes. 

In case we haven’t made it clear yet, the problem is not single women (or men, for that matter) — the problem is rooted in policies and the overall quality of life in Singapore. 

Even as we do, and must do, our best to support people to have children, we believe we may be past the point of reversing the declining birth rate, a view echoed by The Straits Times senior columnist Lin Suling. Singapore needs to prepare for the reality of an ageing population and be realistic about immigration and workforce policy. 

Recognising and supporting those who opt to remain child-free is also very important. These individuals are valued members of our society, and their decisions deserve recognition and respect. 

Ultimately, addressing Singapore’s declining birth rate and ensuring a sustainable future requires a comprehensive approach that moves beyond outdated gender biases and social norms. By creating a society that respects all choices, everyone—regardless of their personal decisions about parenthood—will feel valued and supported.

We’re Cyber Essentials-certified!

We are happy to announce that we have achieved the CSA Cyber Essentials Mark. This accomplishment is a testament to AWARE’s collective dedication to maintaining a secure and robust digital environment.

About the Cyber Essentials mark
The Cyber Essentials mark aims to enable organisations such as Small and Medium Enterprises (SMEs) to prioritise the cybersecurity measures needed to safeguard their systems and operations from common cyber-attacks. The Cyber Essentials mark also serves to recognise the organisations that have put in place good cyber hygiene measures.