MENU

MENU

Donate Now
Login

Year: 2025

home

2025 August closure dates for Women’s Care Centre and Sexual Assault Care Centre

The Women’s Care Centre (WCC) and Sexual Assault Care Centre (SACC) will be undergoing closure from 25 August to 29 August 2025.

Services for WCC and SACC will fully resume on Monday, 1 September 2025.

If you have experienced sexual assault within the last 72 hours, you may refer to this page for suggested actions.

If you require support, you may reach out to these alternatives:

  • National Anti-Violence Helpline (24-hour, for reporting of domestic and sexual violence): 1800 777 0000
  • Samaritans of Singapore (24-hour, for coping with self-harm or suicidal ideation):
  • IMH Mindline (24-hour, for mental health crisis): 1771
  • ComCare Helpline (7am-12am, to locate your nearest Family Service Centre): 1800 222 0000
  • Care Corner Helpline (10am-10pm, for emotional support for Mandarin speakers): 1800 3535 800
  • Community Justice Centre (Mon-Fri, 10am-12.30pm, 1.30pm-4pm, 20 minutes free legal information, walk ins only, first-come-first-serve basis)
  • Law Society Pro Bono Legal Clinic Services (Free legal information, appointments needed)
  • Police 999, Medical assistance 995 (If you or someone you know is in danger or has an emergency)

We seek your kind understanding and patience during this period.

Forum: Address housing needs of vulnerable groups

This forum letter was originally published in The Straits Times on 14 August 2025.

We are pleased that the Government is reviewing the age floor for singles buying Housing Board flats with a view to lowering it.

However, there remain those who, due to their life circumstances, find themselves ineligible or severely restricted from buying an HDB flat as singles.

This leaves them in precarious housing situations – often dependent on rental markets they cannot afford, or in temporary arrangements that hinder their ability to rebuild their lives.

Four groups merit urgent attention:

  • Unmarried single parents

Many are primary caregivers doing the heavy lifting of raising children alone, often with limited income and support. Yet because their children are considered “illegitimate” under current rules, they cannot form a recognised family nucleus with them, making it harder to secure a home.

  • Transnational parents of children who are Singaporeans or permanent residents

These are foreigners who are widowed, divorced, or separated parents who are the caregivers of their children. Despite the children’s right to grow up in Singapore, such parents can face significant obstacles in securing stable housing, leaving families in uncertainty.

  • Single survivors of domestic abuse

Leaving an abusive relationship is already an act of immense courage, but current housing rules can trap survivors in unsafe environments or force them into unstable arrangements that risk retraumatisation. Access to stable housing for this vulnerable group of people should be prioritised.

  • Young adults leaving residential care homes at 21

Unlike peers growing up with their parents, they lack the support, guidance, or safety net of a family home as they navigate adulthood. At this stage, many are financially precarious – still studying, serving national service, or working in jobs that do not pay very much. HDB could provide the option of affordable rental housing for such young adults to share, giving them a stable starting point in life.

The existing eligibility rules for singles do not adequately account for exceptional circumstances where housing is a basic necessity, not a lifestyle choice.

We need clearly defined, compassionate exceptions in HDB policy that recognise these groups as urgent cases, allowing them to qualify for public housing regardless of age or marital status.

Such provisions would not only address immediate shelter needs, but also prevent downstream social costs.

Ensuring that these vulnerable individuals have a secure roof over their heads is a measure of our collective humanity.

Sugidha Nithiananthan

Director, Advocacy and Research
Association of Women for Action and Research

It’s our 40th Anniversary and you’re invited to the Mother of All Balls!

AWARE’s Annual Ball is back on Saturday, 25 October 2025, and we’re throwing the Mother of All Balls!

This year, we take a nod to the subversiveness of literal and metaphorical subcultures, where life continues to grow and emerge in all circumstances through subtle, powerful Mothers. From individuals who have built and nurtured safe communities amidst violence, to the microcosm of underground networks that spring to life after decay, join us in this explosive celebration as we celebrate the legacy of countless women who have built AWARE into a potent and galvanising force for change. 

Date: Saturday, 25 October 2025, 6:15pm till late
Venue: Island Ballroom, Shangri-La, Orchard Singapore
Dress Themes:

  • Mother of All ____ (you decide!)
  • Hidden Element(s)
  • Ballsy

Celebrating with you in wit and style are our hosts, Pam Oei and Andrew Marko, alongside director Selena Tan and writer Joel Tan, who will be bringing a sharp and cheeky performance to the stage for AWARE’s big 4-0. Crowd favourite and DJ icon Aldrin Quek will also be back on board with slick tunes to end off the night in grand fashion.

Book your table now | Donate

Why support the Mother of All Balls?

The Ball contributes to 20% of AWARE’s funding and keeps our work alive. We aim to raise $1 million to support critical services for women, and drive research, advocacy and education for a safer, more gender equal Singapore. Every table, seat, and donation supports our work in:

  • Support services, which help more than 5,000 women in need each year.
  • 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.
  • Engagement, development, and education of various communities with our training programmes to address sexual violence, workplace harassment and discrimination, and other pressing gender issues.

How to join the Mother of All Balls?

Join the Ball and support our work by booking tables and seats, or by making a donation:

  • Catalyst Table: $5,400 (with two bottles of wine)
  • Ally Table: $8,400 (with two bottles of wine, complimentary raffle tickets)
  • Champion Table: $12,400 (with three bottles of wine, VIP door gift, complimentary raffle tickets)
  • Trailblazer Table: $24,000 (with three bottles of wine, 1 bottle of champagne, VIP door gift, other special perks)

Individual seats are available for Catalyst, Ally and Champion Tables.

Early birds (first 20 tables) will also receive an additional complimentary bottle of wine. [ALL REDEEMED]

All purchases and donations will enjoy a 250% tax deduction, and your contribution will be 100% matched by Tote Board. Show your support by making a donation of any amount via the following ways:

  • Give.Asia
  • Scan the QR code or PayNow to UEN S85SS0089B (ASSOCIATION OF W F A A R)

Looking for Cash or In-Kind Sponsors

We are looking for cash or in-kind sponsors for our Silent Auction and Raffle. If you would like to support as a sponsor or refer your friends, please contact Bevin at ball@aware.org.sg.

We are hiring! Admin Executive [FILLED]

Job title: Administrative Executive (Part-Time, 20 hours/week)
Reports to: Office Manager / Senior Management
Location: Hybrid (Singapore)
Salary: $1,500 – $1,700/month

AWARE is Singapore’s leading gender equality advocacy organisation. For nearly 40 years, we have worked to identify and eliminate gender barriers through research, advocacy, education, and support services, including the Sexual Assault Care Centre and Women’s Helpline.

We are looking for a highly organised, detail-orientated, and proactive administrative executive to support our daily operations. This role is critical in ensuring the smooth running of our office, assisting with HR processes, and maintaining an efficient and well-functioning work environment.

Key Responsibilities

General Administration

  • Oversee day-to-day office operations, including managing phone and email correspondence.
  • Organise and schedule internal and external meetings, appointments, and events.
  • Maintain electronic and physical filing systems, ensuring confidentiality and accuracy.
  • Draft and manage internal and external communications, reports, and official documents.
  • Support administrative tasks for ongoing projects and operational work.

Human Resources & Employee Support

  • Maintain and update employee records and HR databases.
  • Assist in recruitment processes, including posting job advertisements, scheduling interviews, and conducting reference checks.
  • Prepare HR-related documents such as contracts, promotion letters, and onboarding materials.
  • Manage work pass applications and renewals, tracking expiration dates.
  • Act as a point of contact for staff regarding administrative processes.
  • Provide logistical support for team activities, meetings, and events.

Office & Facilities Management

  • Ensure a safe and well-maintained office environment in compliance with health and safety regulations.
  • Liaise with contractors and service providers for repairs, maintenance, and upgrades.
  • Schedule and oversee routine maintenance activities, such as cleaning and electrical inspections.
  • Manage office equipment and supplies, ensuring timely repairs or replacements.
  • Coordinate with building management and external vendors on office facilities matters.

Why Join Us?

  • Be part of a mission-driven organisation that actively pushes for gender equality and social change.
  • Work in a supportive and inclusive team environment.
  • Flexible hybrid work arrangements.
  • Gain valuable experience in the non-profit sector while contributing to meaningful impact.

Who We Are Looking For

Qualifications & Experience

  • Diploma or degree in Business Administration, Nonprofit Management, or a related field.
  • 2-3 years of administrative experience, ideally within the non-profit, charity, or social sector.

Skills & Competencies

  • Strong organisational and time-management skills, with the ability to handle multiple responsibilities effectively.
  • Proficiency in Microsoft Office (Word, Excel, PowerPoint) and administrative tools.
  • Excellent written and verbal communication skills.
  • A proactive problem-solver with strong attention to detail.
  • Ability to work independently and as part of a collaborative team.

Personal Attributes

  • Commitment to AWARE’s mission and values, with an interest in social justice and gender equality.
  • Reliable, trustworthy, and able to handle sensitive information with discretion.
  • A positive and adaptable approach to work, with a willingness to learn.

How to Apply

To apply, please submit your CV and a short cover letter here.

Please note, only shortlisted applicants will be contacted for an interview. If you have any questions about this position, please email careers@aware.org.sg.

Committee of Supply Debates 2025: notes on gendered issues

AFTER THE VOTE: What will the new Parliament inherit?
By Adilah Rafey

As Singapore’s 15th Parliament reconvenes, it enters with a mix of continuity and change. A record 32% of MPs are women, and new NCMPs will bring fresh perspectives. 

Meanwhile, vocal figures like Louis Ng and Leong Mun Wai exit the chamber, leaving behind a legacy of pushing boundaries on issues from caregiving to cost of living.

But beyond who’s in the room, the bigger question is: what will they do with the work left behind?

Before Parliament dissolved, the Committee of Supply debates set out the government’s policy priorities, from welfare and caregiving to online harms and workplace fairness. 

This article highlights the moments that matter most to AWARE, especially where gender, care, and inclusion are concerned. Because behind every policy tweak is a deeper question: who still gets left out, and why?

MSF

This year’s Budget provisions highlighted MSF’s continued emphasis on a family-centric approach in delivering welfare and social services, reinforcing the longstanding norm in Singapore’s policymaking.

Singapore’s model ties support to one’s position within a family unit, a framework that underpins key initiatives like ComCare and ComLink+. While these programmes aim to uplift vulnerable households, this approach risks excluding those who don’t fit the traditional nuclear family structure, potentially leaving gaps in the social safety net.  

The opacity of ComCare’s eligibility criteria and relatively low level of assistance remain points of concern, as highlighted in our previous Budget 2025 article.

Its inflexibility to accommodate those who might fall outside of the strict bounds of the nuclear family unit, such as single parents, estranged spouses, or low-income singles, means many vulnerable persons are left without support.

While enhancements to ComLink+ aim to provide more holistic support for families in rental flats, the broader question persists: Does the family-centric approach best serve societal stability? 

The budget cuts which piqued our interest most spoke about how the gaps in our welfare system revolve, primarily, around people who do not fit neatly within the nuclear family system.  

ex-MP Louis Ng spoke about the need for more cash assistance to be provided for single unwed parents.

He told the evocative story of Emma, a single mother who was staying in a shelter with her daughter, back when single unwed parents were not eligible to buy or rent flats from HDBs.

While this discriminatory policy has been changed, single unweds are still unable to access the cash component of the Baby Bonus, Parenthood Tax Rebate and Working Mother’s Child Relief. 

We echo his calls to allow single unweds access to these lifelines. Certainly, the shift in allowing single parents to access public housing has not caused any significant increase in the demographic.

MP Gerald Giam underscored the immense sacrifices made by unpaid family caregivers, who often jeopardise their careers, savings, and well-being to support loved ones, saving the state an estimated $1.28 billion annually in elderly care costs.

While welcoming the increased Home Caregiving Grant, he argued that the current approach treats caregiving as a private burden rather than a shared societal responsibility.

Calling for systemic change, MP Giam proposed a tiered caregiver wage for those reducing work hours, CPF contributions to secure their retirement, and a national certification framework to recognise caregiving as skilled labour, ensuring better re-entry into the workforce.

He urged a shift from piecemeal relief to fair compensation, emphasising that valuing caregivers is key to preparing for Singapore’s ageing population.

MP Giam’s call for a caregiver wage tied to living wage standards that has both a cash and a CPF component (without the need for self-contribution), with the amount linked to the salaries of those providing the kind of care work involved, aligns with AWARE’s similar recommendations.

Payment levels can also be linked to the number of Activities of Daily Living (ADL) which each caregiver assists with, to recognise that caregivers need to invest greater resources into caring for care recipients who need help with more ADLs.

MDDI and Ministry of Law

This year, MDDI has outlined its priorities to “strengthen online safety, cybersecurity and digital resilience”. As part of its legislative efforts to Protect Singaporeans online, the “Safer Internet, Safer You” lineup includes an upcoming Online Safety (Relief and Accountability) Bill, and an upcoming Online Safety Commission.

This collaborative effort with the Ministry of Law sought public consultation, to which we submitted our recommendations, as expanded in this article. 

In short, the Online Safety Commission will be empowered to issue a direction notice to platforms to take down offensive content, including certain forms of technology-facilitated sexual violence (TFSV), hate speech and online harassment, and request platforms to provide information about perpetrators.

Using this information, victims of online harms can then sue perpetrators based on the new statutory torts to be created.

The budget cuts which piqued our interest included perspectives on online harms which applied a gender-informed and feminist lens in discussing online harms.

MP Nadia Ahmad Samdin spoke about the increasing seriousness and prevalence of online harms, but shifted the focus away from the accountability measures aimed at catching perpetrators, and spoke about the need for “timely assistance” to be provided to victims of online harms.

This echoes our calls for a survivor-centric lens to be applied. In tandem with the resources and effort being put towards building a dedicated agency and codifying statutory torts, we hope that even more will eventually be done to provide for victim-survivors of online harms such as Tech-Facilitated Sexual Violence.

AWARE recommends that the Online Safety Commission train its staff in trauma-informed responses to victim-survivors who may contact them, including a Code of Practice that sets out minimum standards of service and support to victim-survivors of sexual violence.

Beyond this, we hope to see a whole-of-government approach that expands subsidised victim support services to those who have encountered both technology-facilitated and non-tech-facilitated sexual violence. 

MOM

MOM’s key areas of focus in 2025 include “Fostering fair, inclusive and safe workplaces” through the enhancement of the Workfare Income Supplement by increasing the qualifying monthly income cap from $2,500 to $3,000 per year, as well as a 17% boost to WIS payments for various age ranges. 

Beyond this, resources are being channelled towards upskilling efforts and increasing employers’ compliance with existing policies through financial support to firms.

AWARE is highly encouraged by the Jobseeker Support Scheme (JSS), which will provide newly-retrenched workers with financial support of up to $6,000 over 6 months while undergoing training or searching for jobs.

We await reviews of and enhancements to the JSS, to see how effective the scheme has been in alleviating the challenges of those who have been retrenched. We also reiterate our calls for Singapore to adopt a living wage standard which allows workers to live with dignity.

Singapore has sufficient resources to meet minimum wage standards, as opposed to relying fully on PWM, which does not address the continued existence of a reliable pool of low-salary foreign workers that companies continue to have access to.

The budget cuts which caught our attention reflected the MOM’s goal of fostering “fair, inclusive and safe workplaces”: they talked about the need for labour rights to accommodate workers across the board, embracing diversity and recognising those who have been sidelined for too long.

ex-MP Louis Ng pushed for the TAFEP website to explicitly state that discrimination based on sexual orientation and gender identity is covered under the Tripartite Guidelines on Fair Employment Practices (TGFEP).

This is because Minister Tan See Leng confirmed in Parliament that discrimination based on sexual orientation and gender identity is covered under TGFEP, and the “position is now reflected in Hansard on the Parliament website but strangely, not on the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) website.”

We support ex-MP Ng’s call but also call for sexual orientation and gender identity (of all forms) to be recognised as protected characteristics under the Workplace Fairness Act. LGBTQ+ workers deserve to be as equally protected under the law as their cisgender and heterosexual colleagues.

It should be illegal for them to be discriminated against and harassed at the workplace due to their sexuality and gender identity. 

MP Rachel Ong highlighted the growing strain on caregivers, particularly single adults supporting elderly parents and parents of children with severe disabilities, as companies enforce return-to-office mandates.

For them, flexible work is not a perk but a critical necessity to sustain both employment and caregiving duties, with many forced to sacrifice career growth or exit the workforce entirely.

While progress has been made, such as the Tripartite guidelines on flexible work arrangements , these measures lack legal enforceability, leaving caregivers vulnerable to employer discretion.

MP Ong pressed the Government to strengthen safeguards, ensuring caregivers aren’t pushed out of jobs due to rigid workplace policies, and called for concrete steps to protect their workforce participation amid shifting work norms.

We echo MP Ong’s calls and repeat our call for Flexible Work Arrangements, as well as Reasonable Accommodations, to be enshrined as labour rights for similar reasons. 

Other noteworthy budget cuts

While this article can’t cover every ministry’s COS debate, we have noted some additional laudable budget cuts raised by MPs:

MP He Ting Ru emphasised a critical gap in our healthcare system: gender-informed medical research and treatment.

As noted in Parliament, men and women experience illnesses differently, from symptom presentation to drug response, yet many studies still default to male-centric data. Conditions like autoimmune disorders and mental health (e.g., PTSD) disproportionately affect women but remain under-researched.

While Singapore’s precision medicine strategy promises early detection and personalised care, it must actively address these disparities to ensure treatments are truly effective for all. This aligns with AWARE’s calls for gender-disaggregated data to support better health outcomes for women.

ex-MP Louis Ng called for an end to housing policies that discriminate against single unwed parents, questioning why they remain excluded from the Parenthood Provisional Housing Scheme (PPHS) while divorced or widowed single parents qualify. He stressed that forcing unwed parents to rely on costly and restrictive private rentals—where many landlords reject tenants with young children—adds unnecessary hardship.

Arguing that Singapore’s policies should support, not penalise, vulnerable families, Ng urged the government to remove the case-by-case approval system and grant single unwed parents equal access to PPHS, emphasising that inclusivity is long overdue in 2025. We cannot agree more with ex-MP Ng.

MP Sylvia Lim raised concerns over the stark disparity in delivery costs faced by foreign mothers married to Singaporean fathers, despite their children being Singaporean by birth, as compared to Singaporean mothers. At KK Hospital, non-resident mothers pay over $8,000 for normal deliveries—with $5,300 payable in cash—compared to Singaporeans who pay nothing out-of-pocket, and PRs who pay intermediate costs.

The gap widens for emergency C-sections, burdening lower-income citizen-foreign families even further and sending a discouraging signal amid Singapore’s 0.97 total fertility rate. MP Lim also highlighted the lack of a clear PR pathway for many foreign spouses, with 17% still on LTVPs after years of marriage.

She urged MOH to reassess these cost differentials, arguing they undermine efforts to support family formation and inclusivity. We strongly support this call.

NMP Razwana Begum emphasised the importance of tailored rehabilitation and reintegration programmes for former drug users, particularly women transitioning from custody, whose needs often differ from male offenders.

AWARE is pleased to note her call for the Ministry to outline specific measures to address female drug users’ unique challenges, strengthen community partnerships to reduce recidivism, and explore how social services and the public can support innovative halfway house initiatives to ensure smoother reintegration into society.

We are hiring! Research Executive [FILLED]

Position: Researcher (Executive/Snr Executive)
Department: Advocacy and Research (AR)
Salary range: SGD$3,500 – 4,000
Term: Full-time
Starting date: 1 August 2025

Are you interested in helping to change the society we live in, to further gender equality in Singapore? Do you enjoy doing research and analysis? Do you want to advocate for change? If so, then we are looking for you!

AWARE wants to hire an organised and efficient individual with good research, analysis and writing skills to join our Advocacy and Research team (AR). The AR department develops and implements AWARE’s strategies for advocacy for legal, policy and social change.

The Researcher will support the operations of the department by carrying out research and policy analysis to support AWARE’s engagement with decision-makers, the public, the media and other stakeholders on legal, policy and social reform. This is an exciting opportunity to be part of the cutting-edge work for equality and human rights which has been AWARE’s mission for nearly 40 years.

Reporting to the Director of AR, the Researcher will:

  • Carry out research, analysis and fact-finding in relation to laws, policies and practices to support AR’s policy advocacy activities, media work and long-term research projects
  • Supporting AWARE’s policy advocacy work through parliamentary monitoring
  • Assist in drafting and editing responses to advocacy documents including responses to government consultations, recommendations and position papers, and communications with policy-makers
  • Support the Communications Manager in implementing AWARE’s advocacy, research and communications plan as part of AWARE’s strategic plan, including press statements, op-eds, and media responses
  • Help build partnerships and alliances with key stakeholders in achieving AWARE’s goal of building a gender-equitable society
  • Participate actively as a member of AWARE’s advocacy team, e.g. through contribution to strategic and operational discussions, representing AWARE at relevant external events and meetings, and organising events related to research and advocacy goals

Preferred Candidate Profile

  • Singapore Citizen/Permanent Resident
  • Minimum of at least 2 years of related experience, ideally in public policy and research, in project coordination, conducting primary and secondary research and analysis
  • Relevant degree, preferably in sociology, economics, history, law, politics, or other public policy-related field
  • Excellent research and analysis skills, and understanding of gender-related policies
  • Excellent verbal and written communication skills in English; good communications skills in Malay, Tamil and/or Mandarin are a plus
  • Strong understanding of general political and policy environment in Singapore
  • Strong interpersonal skills and commitment to being a team player
  • Strong sense of initiative with good judgement to solve problems independently
  • Strong belief in gender equality, human rights and the values of AWARE

You must read and acknowledge our Privacy Statement here. Please also read our Data Protection Notice for Job Applicants.

Click here to submit your application.

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.

Exploring the intersections between gender, ageing and inequality at the Tsao Foundation panel

Sugidha Nithiananthan (second from the right) standing with fellow panelists at the Population Association of Singapore (PAS) 2025 Annual Meeting on 16 May. Photo courtesy of PAS.

This panel recap was written by the Population Association of Singapore, and was originally published on their website.

The Population Association of Singapore (PAS) held its third annual meeting from 15 to 16 May 2025 on the theme ‘Demography and Inequality: Intersecting Paths.’ As part of this conference, the Tsao Foundation, together with its partners from the Singapore Alliance for Women in Ageing (SAWA) hosted a panel on the theme ‘The Intersections between Gender, Ageing and Inequality’ on 16 May 2025.

The panel aimed to draw attention to how the intersection of gender and age throughout the life course results in gendered inequalities faced by women in old age; and the need for policies that recognise and address the intersection of gender, ageing and inequality.

Focusing on the intersection of gender and age at work, Dr Supriti Bezbaruah (on behalf of Ms Susana Harding, Senior Director, International Longevity Centre Singapore, Tsao Foundation) presented on ‘Ageing and Gender Intersectionality Evidence From a Cross-sectional Study of Mature and Older Singaporean Workers.’ Dr Bezbaruah used data from a survey of mature and older workers conducted by the Tsao Foundation in 2023-2024 that showed that female workers are significantly more likely to report age discrimination at work compared to males. Lower-income, older women (above 50 years) in particular, were most vulnerable to discrimination, underlining how intersections of age, gender and income can compound inequalities. However, no significant gender differences were found in selection and hiring practices. Gender was also not a significant factor influencing improvements in employment outcomes after training. Instead, other factors, such as perceptions of employability and informal learning had a greater impact on employment outcomes. The findings point to a two-fold approach to policy interventions. First, it is essential to address gender and age discrimination at work, through a combination of legislation, changes in workplace practices and cultures, and a focus on changing employer mindsets, among others. Second, training programmes must be paired with policies to address workplace discrimination. Furthermore, as training does not in itself guarantee better employment outcomes, there should be greater emphasis on encouraging informal learning and developing programmes that boost perceptions of ageing and employability. Interventions should focus on improving employment outcomes, not just completing training, which may require providing more tailored training programmes that address the specific needs of older women.

This was followed by a presentation by Ms Sugidha Nithiananthan, Director, Advocacy and Research, Association of Women for Action and Research (AWARE) on ‘The Lived Experience of Ageing Among Women: A Study on the Impact on Career, Financial Health and Mental Well-Being.’ The presentation outlined some of the main areas of concern of older women in Singapore, in response to the White Paper on Singapore Women’s Development. Ms Nithiananthan explained how the White Paper on Singapore Women’s Development, released in 2022 focused on younger women, and did not include targeted policies or initiatives for older women. In response, to understand older women’s concerns, SAWA held a series of focus group discussions with older women focusing on five core themes: workplace, caregiving, retirement adequacy, health and well-being, and community support and outreach. Based on the insights from the focus group discussions, SAWA presented a series of recommendations in each core area as outlined below.

While the first two presentations focused on the concerns of current cohorts of older women, Ms Koh Yan Ping, CEO, Singapore Council of Women’s Organisations (SCWO) turned the attention to the future, or ‘Tomorrow’s New Old: Singapore’s Future Cohort of Ageing.’ Ms Koh shared the findings of a study conducted by the SCWO on this group of individuals, in their 50s and turning 60-70 in 2030, who are part of the growing sandwich generation of Singaporeans who are simultaneously caring for parents and children. Considering their differing responsibilities and profiles (for instance, they are better educated than previous cohorts), their concerns and needs for old age are also different. The findings showed that Tomorrow’s New Old (TNOs) wished to retire and live independently but wished for more mental and emotional support in later age. They preferred flexible work arrangements and prioritised retirement preparedness and financial independence. Like the previous cohorts of older persons, they were also concerned about ageism at the workplace and wished to have more support and concerted action taken by employers. In terms of living arrangements and caregiving, the study found that TNOs were more open to community care facilities. Consequently, Ms Koh pointed out that policy interventions for the future cohorts of older persons would need to be different, with a greater emphasis on community support (such as community care facilities), support structures for mental and emotional wellbeing, and evolving workplace policies that offer older employees more flexible work arrangements and support for retirement preparedness.

The final presentation by Ms Sabariah Aris, Assistant Director of the PPIS Research & Engagement Department (RED), introduced another dimension to intersectionality through her session titled “Who Gets Left Behind? Understanding Inequality Through the Lens of Gender, Faith, and Ageing.” Ms Aris underscored the knowledge gap on the aspirations of Singapore Muslim women, which limits the development of targeted support initiatives for this group. Drawing on findings from PPIS’ Aspirations of Singapore Muslim Women Research, her presentation examined how the intersecting structures of gender, faith, and age produce cumulative disadvantage among Muslim women in Singapore. From early gendered expectations and caregiving responsibilities to cultural misrecognition and labour market exclusion, these factors intensify over time—culminating in economic insecurity, social isolation, and marginalisation in later life. The study challenges monolithic portrayals of Muslim women by highlighting their faith-aligned aspirations, professional aspirations, and desire for agency and recognition. The study also called for a life course and intersectional approach to social policy, as well as the need to design inclusive systems that reflect the diverse lived realities of those most at risk of being left behind.

The presentations were followed by a panel discussion and open Q&A. The panellists discussed the challenges faced by the ageing population, especially women, in the workplace, the impact of the Workplace Fairness Act and the Tripartite Guidelines on Flexible Work Arrangements (FWAs), and the impact of caregiving responsibilities, particularly for women, on their careers and income and retirement security. The panellists explored the stereotypes and biases that presented challenges for women in the workplace, the need for employers to understand and effectively administer requests for FWAs, the importance of employers embracing and modelling best practices in relation to encouraging both men and women to undertake caregiving responsibilities, including utilising their full paternity leave, what would best motivate employers to take action on ageism and sexism in the workplace, and the role of men in addressing gender inequalities, among other issues. The panel concluded with the observation that these challenges are myriad and complex, and employers need to understand the value brought to their businesses when they address issues of age and sex discrimination in the workplace, and finally, that research and data is needed that verifies this.

Forum: Men’s mental health deserves a seat at the table—including at AWARE

This forum letter was originally published in The Straits Times on 9 June 2025.

Written by Bharathi Manogaran.

Every June, Men’s Mental Health Month comes and goes with too little noise in Singapore. In a society where boys are still told to “man up” and tears are a sign of weakness, the mental health struggles of men remain largely invisible.

To truly achieve a more equitable society, we must be prepared to have difficult, necessary conversations, including those about men’s mental health.

As a social worker who has worked with male perpetrators of interpersonal harm, I have seen how unresolved trauma issues, depression and substance misuse often lie beneath violent behaviour. Global studies suggest that between 25% and 60% of male perpetrators may struggle with mental health disorders. While mental illness is never an excuse for violence, this data underscores the urgent need to integrate mental health support into violence-prevention strategies, especially for boys and men raised to repress emotion and avoid help-seeking.

From 2019 to 2023, the number of suicides among men in Singapore was significantly higher than among women. Boys are less likely to seek help than girls. Mental disorders are now the leading cause of disability and death among children aged 10 to 14, according to a May 2025 study in The Lancet Public Health. And yet, we still struggle to talk openly about men’s emotional well-being.

The Netflix docuseries Adolescence has powerfully reignited this conversation. The show reveals how early boys are taught to suppress emotions, fear vulnerability and measure success through dominance. This isn’t just “boys being boys”—it’s the early formation of a mental health crisis.

At AWARE, we believe that patriarchy hurts everyone, and if we are serious about dismantling it, we must challenge not just the power structures that oppress women, but also the rigid gender expectations that harm men. It is with this hope and knowledge that we have embarked on running workshops focusing on masculinity for young men; understanding that gender justice is not just for women, but for all who are harmed by oppressive gender norms, including men, queer and trans individuals, and marginalised boys.

This is not about shifting resources away from women. It’s about recognising how rigid gender norms affect everyone; and building a society where care, vulnerability and healing are seen not as signs of weakness, but as essential parts of being human.

Bharathi Manogaran is the Deputy Executive Director at AWARE.

Forum: Furthering cause of gender equality goes beyond statistics

This forum letter was originally published in The Straits Times on 27 May 2025.

Written by Sugidha Nithiananthan.

We congratulate all appointees to the new Cabinet announced by Prime Minister Lawrence Wong on May 21, and all successful candidates in the 2025 General Election.

Out of the 97 elected MPs, 31 are women, which, at 32 per cent, breaks the 30 per cent barrier for the first time. And 25 per cent – 10 out of 40 – of the latest slate of political office-holders are women. This is an increase of one woman from the previous line-up.

Increasing the representation of women in leadership roles is important because the belief is that female leaders will drive progress and reform towards gender equality. Yet, there are instances where women in power have not taken the opportunity to champion equality.

For example, former British prime minister Margaret Thatcher notably lacked female-friendly policies, and had no interest in childcare provision or positive action for women.

It is therefore important that while we strive for equal representation, such leaders should also espouse policies that reflect and promote gender equality.

Equal representation also matters from a legitimacy standpoint – those who govern should reflect the diversity of those they represent.

Furthering the cause of gender equality goes beyond statistics. It is about policies and outcomes. It is crucial for our refreshed set of leaders to deeply understand the root causes of gender inequality, so that they can actively challenge and transform them.

We need leaders, whatever their gender, who possess an understanding of the intersectionality of gender, race, age and class, and apply this lens when they engage with complex social issues such as reproductive rights, childcare policies, discrimination in the workplace and gender-based violence. These remain critical areas, and require continued and focused interventions.

Leadership on this front means partnering civil society to co-create inclusive policies, grounded in lived experiences and supported by gender-disaggregated data. By engaging communities directly and valuing the insights of those most affected – caregivers, survivors of violence and discrimination, low-income workers, and men navigating rigid gender roles – we can design systems that are more just, more inclusive, and more responsive to the needs of all.

We hope to see our new batch of leaders bring such an awareness and approach to their roles in Parliament and government, so that this truly translates to more equal policies for all.

Sugidha Nithiananthan is the Director of Advocacy and Research at AWARE.