Author: Comms Executive

What it takes to create more community awareness about gender-based violence: Insights from IDEVAW 2024 (4/4)

Sobikun Nahar, started Girls’ Night in 2018, where girls who could come together and talk about sexual violence, sexuality, relationships and other topics they find difficult to discuss in their community. The girls would deconstruct incidents that happened to them using applied drama, and act out how they would respond in the future.

As a community organiser at Beyond Social Services, Sobikun would take the experiences and thoughts that the girls discussed, anonymise them, and share them with people in their neighbourhoods. She’d ask neighbours to sign a pledge, to commit to learning how to create safe spaces in their community.

Tan Joo Hymn, Anupama Kannan, Sobikun Nahar and Izzaty Ishak talking about comprehensive sex education at IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Tan Joo Hymn, Anupama Kannan, Sobikun Nahar and Izzaty Ishak talking about comprehensive sex education at IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

Sobikun shared why she shares these girls’ stories at a panel at IDEVAW 2024—a full-day event on 30 November 2024 by AWARE where advocates and experts convened to talk about gender-based violence.

“Young girls, who are often the most vulnerable and the most at risk of harm, are completely essential to leading the change and are necessary to transform communities,” Sobikun said to the audience.“And often they are the least consulted, the least asked for, and they’re mainly being prescribed solutions.”

Beyond Social Services received 60 signatures from a neighbourhood initiative, and went on to train these neighbours on how to be active bystanders, and how to respond when a neighbour tells them they have experienced sexual assault.

Sobikun said that due to these conversations, girls, who ordinarily would not feel safe talking to boys about abuse or assault, learned that the boys in their neighbourhood would willingly talk about how they can provide support.

 

Sobikun Nahar, a community organiser at Beyond Social Services, showing a community pledge that neighbours signed, promising to create safe spaces for survivors of sexual assault. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Sobikun Nahar, a community organiser at Beyond Social Services, showing a community pledge that neighbours signed, promising to create safe spaces for survivors of sexual assault. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

While Sobikun creates community support with willing participants, Tan Joo Hymn, the programme director of Birds & Bees, AWARE’s comprehensive sex education (CSE) workshop, said she currently works with captive audiences. For the last three to four years, she has been teaching CSE in residential care homes. These homes impose a lot of restrictions on their clients, who she said feel forced to attend CSE.

“We can’t create a safe space,” Joo Hymn said at the panel. “The issue is how to create as safe a space as humanly possible in a space that is inherently unsafe.”

To tackle this issue, she said the programme must constantly evolve. She takes data from the responses she receives from residential care home clients, from boys, from vulnerable communities, and changes the programme to fit their needs. An interesting note she learned from teaching boys is that male gender expectations to perform prohibit them from being receptive to CSE.

“You’re either alpha or you get pummeled,” Joo Hymn said. The boys felt, “if I ask my girlfriend for consent, she’s going to think I’m damn lame, man. Just get on with it. Who the hell asks for consent in that situation?”

To address these male thoughts and norms, Anupama Kannan from United Women Singapore teaches ‘Boys Empowered,’ a CSE programme tailored to boys and men between 13 and 25 years old. Anupama and her programme team create safe spaces for boys to challenge gender stereotypes, and think about what healthy masculinity looks like.

“We start where the boys are, so we make a little bit of impact with the time we have,” Anupama said. She found it rewarding to see these boys understand why certain gender stereotypes were unhealthy. Yet, like Joo Hymn, she said she is limited by the amount of time she has with each class, and needs to refine the programme to meet these limitations.

Before the panel, IDEVAW 2024 attendees sat in focus group discussions to talk about CSE. In the morning, Devanantthan Tamilselvii, founder of Mental ACT hosted a discussion about how to foster healthy masculinity.

Male attendees talked about how there is a social cost for men when they attempt to be progressive. To break traditional masculine roles is to defy expectations and alienate themselves from their communities.

“I was really interested in hearing from the men on where they get their idea of masculinity,” ZY, an event attendee said.

Darren, a Yale-NUS College student, reflects on the barriers to providing comprehensive sex education in Singapore. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Darren, a Yale-NUS College student, reflects on the barriers to providing comprehensive sex education in Singapore. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

Knowing that it is difficult to enter male spaces to teach CSE effectively, attendees suggested that trainers need to meet young men in the community spaces that they are comfortable in. Ian, an attendee, suggested teaching trainers in judo, fishing, woodwork, and other traditionally male-dominated activities, on how to talk to their male clients about their emotions. These trainers have the opportunity to guide them through gender-informed perspectives.

ZY also attended our improv consent workshop, where instructor Prescott Gaylord taught attendees how to communicate consent. In one of his activities, attendees would engage in ‘Prescott says’ and one attendee would decide to say “no.” When they did, Prescott and the group would give a round of applause.

“Rejection can be a gift,” ZY learned from the exercise. “The person is trusting you enough to state their boundaries.”

Prescott gives all his attendees permission to replicate his training anytime, anywhere. His aim is for people to teach their community members that rejection is okay.

Joo Hymn intends to create and refine CSE programmes for vulnerable girls who have already experienced some form of violence. Before her panel, she hosted a focus group discussion with attendees on how they could create this programme.

Attendees raised that teaching parents CSE may be necessary, as they are the adults that will be responsible for answering their children’s questions. This could be the solution to addressing the time limitations of CSE programmes.

Darren, a Yale-NUS College (YNC) student, was one of the participants who attended the session. He works with Kingfishers for Consent, a YNC CSE programme, and noted that there were individuals from MOE and MSF who shared their opinions during the session. He said he enjoyed “learning more about their approaches to teaching consent in Singapore.”

What it takes to disrupt discrimination at work: Insights from IDEVAW 2024 (3/4)

By Athiyah Azeem

Are you automatically assigned more ‘submissive’ roles like taking notes or office housework? Dr. Annette S. Vincent asked this question to a group of people attending IDEVAW 2024—a full-day event on 30 November 2024 by AWARE where advocates and experts convened to talk about gender-based violence.

Many of the attendees, who were all femme-presenting, raised their hands. While someone who doesn’t experience this might think it is not a big deal, it is when it is a perpetual form of gender discrimination, Dr. Annette said; 20% of women report being made to do more office housework, like taking notes, than men. Dr. Annette calls this a microaggression.

Dr. Annette S. Vincent teaching the RAVEN approach to disrupting discrimination in the workplace. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Dr. Annette S. Vincent teaching the RAVEN approach to disrupting discrimination in the workplace. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

“The underlying factor is that it communicates harm and discrimination towards minorities in our community, causing psychological, emotional and sometimes physical harm,” Dr. Annette said. Ultimately, due to the cumulative stress these ‘small’ incidences cause, it has a big impact.

“Even a side remark at your workplace about women…in the long run, it does create a scar,” Sairino, a long-time AWARE volunteer who attended the workshop, said to an AWARE representative. She hopes to see more public awareness of the impact of microaggressions at work.

An event attendee asks Dr. Annette Vincent a question about microaggressions. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram)
An event attendee asks Dr. Annette Vincent a question about microaggressions. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram)

There are ways that we can disrupt microaggressions. Dr. Annette calls on survivors and bystanders to use the R.A.V.E.N. framework: where they can redirect the conversation to address the offending language directly; ask the offender probing questions so the offender understands what they did wrong; clarify the workplaces’ shared values like trust, diversity and inclusion; emphasise their own thoughts and feelings about the microaggression; and offer concrete steps on how the offender can change their behaviour moving forward.

For example, if someone interrupts their female colleague while they are speaking, you can redirect the conversation by saying, “Hey, she wasn’t done speaking. I’d like to hear what she was going to say.”

“If we have the power and privilege to interrupt microaggression, then we should call it out,” Dr. Annette said.

What it takes to stop domestic violence: Insights from IDEVAW 2024 (2/4)

By Athiyah Azeem. Lydia Ariani contributed to this article.

Faith Joyce Koh is a survivor of domestic violence. Her stepfather was a drunk, gambling womaniser who manipulated her, controlled her, and physically abused her. When she was 8 years old, he caned her so severely that her school reported it to the police.

Yet nothing came of it. Faith’s family members kept telling her to plead with thenot talk about the abuse to the police to not send her stepfather to prison, so she didn’t, and the police dropped the case. Her school counsellor got frustrated when Faith wouldn’t talk, so he stopped seeing her. Amid the pressure, Faith felt like it was somehow her fault that her stepfather caned her. She felt like she deserved it.

 

Viviene Sandhu, Clifford Law LLP and Pro Bono SG Ambassador for 2025; Faith Joyce Koh, a community intervention advocate; Grace Arthur, a social worker with Care Corner Project StART; and Li Li Tey, AWARE’s Helpline Programme Manager; talking about how to report domestic violence at IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Viviene Sandhu, Clifford Law LLP and Pro Bono SG Ambassador for 2025; Faith Joyce Koh, a community intervention advocate; Grace Arthur, a social worker with Care Corner Project StART; and Li Li Tey, AWARE’s Helpline Programme Manager; talking about how to report domestic violence at IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

 

Insights at a glance:

  • Faith Joyce Koh, a survivor of domestic violence, shared how she felt the police and her school failed to stop her stepfather from physically abusing her
  • In Faith’s case, the system placed the responsibility on her when she was 8-years-old to progress the case
  • There are now resources like the Domestic Violence Emergency Response Team (DVERT), a group of social workers who can issue emergency orders to perpetrators, which can include asking them to leave the household
  • Social workers like Grace Arthur from Care Corner Project StART provide long-term case management to survivors
  • Survivors can also file for Personal Protection Orders (PPOs), or file under the Protection from Harassment Act (POHA)

Faith told her story on a panel at IDEVAW 2024—a full-day event on 30 November 2024 by AWARE where advocates and experts convened to talk about gender-based violence.

“In my experience, everything and everyone failed me as a child,” Faith said to the audience. “My safety, my happiness and my joy were really deprioritised in everything.”

“It is very disheartening what has happened [in Faith’s case],” said Grace Arthur, a social worker for Care Corner Project StART. “Our hope is that such cases are not repeated.”

In Faith’s case, the system placed the responsibility of progressing the case on the survivor, who was only a primary school student then. There are now processes available to survivors where social workers can intervene.

Since April 2023, when police receive a report about family violence and ascertain that there are immediate safety concerns, they will activate the Domestic Violence Emergency Response Team, or DVERT, according to the Ministry of Social and Family Development or MSF.

The DVERT team, made of MSF social workers, can issue an emergency order to the perpetrator, which could involve asking them to not come near the survivor or temporarily leaving the household. They could place survivors in crisis shelters. Ultimately, they can refer the survivor to social service agencies like Care Corner, who can provide long-term case management.

Domestic violence is a multifaceted issue, Grace said. To address this, she said Care Corner social workers work with neighbours and friends to establish a safety plan. They also use a Continuum of Care structure, where they will provide care to their clients as they move through different stages of life.

Ultimately, when survivors feel conditioned to not have a voice, Faith said bystanders play an important role in taking action.

Li Li Tey, the moderator of the panel and AWARE’s Helpline Programme Manager, added that bystanders can call the National Anti-Violence and Sexual Harassment Helpline at 1800-777-0000 to report the incident. All callers’ identification is kept strictly confidential.

“The assurance is that, as a bystander, even if your report turns out to be a false alarm, you will not be liable,” Li Li said.

Viviene Sandhu, a lawyer at Clifford Law LLP and Pro Bono SG Ambassador of 2025, said there are now more resources available for survivors than before—and they are online. Since 2014, survivors are able to file for protection from harassment, unlawful stalking and false statements of fact under the Protection from Harassment Act or POHA.

Viviene also said survivors can file for Personal Protection Orders, which is a court order that tells the offender not to use violence against a family member. You can learn more about PPOs on our website.

“I always say: it takes a village,” Viviene said. She said survivors must first identify that they are being abused, then tell the people they trust about it. She encouraged people close to survivors to help them take steps toward filing for protection. Part of the process involves writing brief descriptions of the incident and the injuries the survivor sustained.

Grace said Care Corner Project StART helps survivors apply for PPOs, and provides counselling support.

The panel makes it clear that the onus for reporting domestic violence is often on the survivors. They need to advocate for themselves and document the abuses that happened to them to file for legal protection. Survivors can be retraumatised in the process. Documenting abuse can be even more difficult when the abuse they endured is not obvious to the human eye, like emotional and psychological abuse, and coercive control.

The conversations social workers, authorities and advocates may need to have going forward, is how we can make it easier and less traumatic for survivors to report domestic violence, get to a safe space, and to be believed.

What it takes to stop deepfake nudes: Insights from IDEVAW 2024 (1/4)

By Athiyah Azeem. Adilah Rafey and Racher Du contributed to this article.

Explicit nonconsensual deepfakes are making headlines right now.

Recently, news reported that male Singapore Sports School students created and circulated deepfake nudes of female students and teachers. Less than two weeks later, anonymous actors attempted to extort a Ministry of Health agency with explicit deepfakes of their staff, and extort 100 public servants, including five ministers, using “compromising” videos. News media reported all three incidents in November alone.

Sugidha Nithiananthan, Director of Advocacy and Research at AWARE, presenting data on tech-facilitated sexual violence at AWARE IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Sugidha Nithiananthan, Director of Advocacy and Research at AWARE, presenting data on tech-facilitated sexual violence at AWARE IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

Insights at a glance:

  • There is a rise in nonconsensual deepfake nudes and other types of tech-facilitated sexual violence
  • The people who use intimate images or create deepfake images to commit sexual violence are often the people you know
  • Developers are racing to implement guardrails in their AI to prevent it from creating deepfake nudes, but bad actors keep breaking these guardrails
  • The Ministry of Digital Development and Information is creating an agency that could quickly order takedowns of posts with TFSV without needing to make a police report. This could give survivors relief and agency
  • Comprehensive sex education and consent education can prevent future generations from committing TFSV

This isn’t new. Nonconsensual deepfake nudes are a type of Technology-Facilitated Sexual Violence, or TFSV, where perpetrators commit sexual violence online.

Every year, AWARE receives a sizable number of callers to our Sexual Assault Care Centre (SACC) helpline about TFSV. Out of 713 calls about sexual violence to SACC in 2023, 113 calls, or 16%, involved TFSV.

Sugidha Nithiananthan, AWARE’s Director of Advocacy and Research, presented what we’ve learnt from these calls at IDEVAW 2024—a full-day event on 30 November 2024 by AWARE where advocates and experts convened to talk about gender-based violence.

“A client’s ex-boyfriend used intimate images from when they were in a relationship to blackmail and harass her,” Sugidha said to the audience. “After they broke up, he continued to message her with death threats.”

This is an incident where the perpetrator committed both IBSA and CBSA. IBSA is Image-Based Sexual Abuse. Non-consensual deepfake nudes are a type of IBSA. CBSA is Contact-Based Sexual Abuse. CBSA includes online interactions that lead to sexual violence, sexually harassing messages or comments and cyberstalking.

In 2023, 25% of perpetrators committed both IBSA and CBSA—an increase from 16% in 2022 and 6% in 2021.

It is vital to understand that the people who commit TFSV are not strangers—81.4% of TFSV perpetrators are known to the survivors. They’re mostly acquaintances, or intimate partners and ex-partners.

“TFSV is not a niche form of violence that only affects a subset of people who choose to date online or live their lives on online and social media,” Sugidha said. “Digital technology is amazing but also adversely affecting women in gendered and sexualised ways.”

To understand the digital technology, chiefly AI, that is used to perpetuate IBSA, Mohan Kankanhalli, Director of NUS’ AI Institute, introduced us to how developers can tackle it.

“Anybody with the ability to click a mouse can actually create deepfakes. Which is scary,” Mohan said.

But developers can implement guardrails on their AI to prevent it from creating nudes. For one, they can make the AI refuse to create images when they receive a prompt that has keywords like ‘nude’ or ‘naked.’

Even then, perpetrators can input the keywords in unique ways, like ‘nude%’ or ‘&*nude’, and the AI would still recognise the word “nude” and generate an explicit image. So, Mohan said it is difficult to build keyword-based guardrails.

Watermarking technology could impose an unremovable brand on images to help survivors and authorities track which AI engine created it. But Mohan said this technology just isn’t there yet.

Right now, developers are working on machine unlearning, where they get the AI engine to forget how to generate a naked body in the first place.

After their presentations, Sugidha and Mohan joined Stefanie Thio, Chairperson of SG Her Empowerment, to talk about how to stop incidences of TFSV.

 

Mohan Kankanhalli, director of NUS AI Institute, Stefanie Thio, chairperson of SG Her Empowerment, and Sugidha Nithiananthan, director of advocacy and research, talking about tech-facilitated sexual violence at IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).
Mohan Kankanhalli, director of NUS AI Institute, Stefanie Thio, chairperson of SG Her Empowerment, and Sugidha Nithiananthan, director of advocacy and research, talking about tech-facilitated sexual violence at IDEVAW 2024. Photograph by Bernadette Xiao (@bernadette.xiao on Instagram).

SG Her Empowerment operates SHECARES@SCWO, a support centre for survivors of online harms. Stefanie said she was excited by a recent announcement by the Ministry of Digital Development and Information, who said they would create an agency to quickly take down online harms like intimate image abuse.

According to MDDI, this agency will allow victim-survivors to report abusive posts without needing to make a police report. This is important, as the criminal consequence of TFSV can stop survivors from making a report—especially when they know the perpetrator.

“What is important about this is not just how quick the takedown is, I think it is the sense of agency you give somebody who has been victimised,” Stefanie said. “It will signal to the community that these are bad actions.”

That said, Stefanie said that it is important for perpetrators to understand that what they are doing is wrong.

She introduced the idea of making a code of practice that schools can introduce to their students. This way, students understand and internalise that they should not commit or enable TFSV.

Sugidha and Stefanie talked about working together to create that code of practice.

On the developer side, Mohan said that having more women in tech will make TFSV more salient to tech companies and “get their due importance.” He said when tech companies prioritise creating better guardrails on their AI, it can help curb TFSV.

According to Sugidha, Stefanie and Mohan’s conversations, the technological solutions to TFSV are limited. As long as the technology exists on the internet, people will continue to use deepfake nude technology to commit IBSA to women they know.

And while it is true that putting images of yourself on social media increases your vulnerability to IBSA, TFSV does not just affect people with an online presence, Sugidha said. It is just a new way of perpetuating gender-based violence.

The reason why someone would commit TFSV, is often because they don’t respect the consent and autonomy of women and their bodies. Sugidha said it is important to teach people comprehensive sex education, including consent, gender stereotypes, gender-based violence and gender inequality, so future generations are less likely to commit TFSV.

You can read more about our TFSV findings in our press release.

MSF announces more infant and childcare places from 2025 and a new process for applying for childcare subsidies from 9 Dec 2024

AWARE welcomes the recent announcement by the Minister for Social and Family Development (MSF) Masagos Zulkifli, regarding improvements in accessibility for lower-income families seeking childcare subsidies.

Starting 9 Dec 2024, all lower-income families with a gross monthly household income of S$6,000 and below will qualify for the maximum amount of childcare subsidies available for their income tier. Furthermore, these families will be able to apply for the subsidies online, directly through the LifeSG app, allowing greater ease and accessibility in managing childcare support. 

These changes, along with the addition of nearly 40,000 new infant and childcare places between 2025 and 2029, represent a constructive step in addressing some long-standing challenges within our childcare system that have restricted access to childcare and, by extension, limited many parents’ ability to seek employment.

These updates respond to some of AWARE’s key advocacy points, namely that:

  • The shortage of subsidised childcare places needs to be addressed 
  • Low-income families should be afforded subsidies that enable their children to have free childcare 
  • The application process should be improved to reduce the high compliance cost for parents and the administrative cost for childcare centres in order to access the subsidies
  • There should be no pre-condition of work to be able to access full childcare subsidies

The burden of compliance has, in the past, discouraged some childcare operators from enrolling low-income children. As one operator shared with AWARE, the substantial paperwork required can often be a disincentive. For more on the complexities of accessing childcare subsidies and other barriers to working, see our report, “Why Are You Not Working?

The government’s plans are a very good step in the right direction, addressing the supply issue, easing the criteria for qualification for full subsidies and reducing the bureaucracy involved in applying for subsidies. 

AWARE celebrates the fact that the current “work first, then childcare” approach will be replaced with a needs-based approach from 9 Dec 2024, that allows low-income families to access full childcare subsidies without having to prove they work at least 56 hours per month. 

We believe that every child in Singapore should have the opportunity to thrive, regardless of their family’s financial situation. We urge further steps to ensure a more equitable future for all Singapore families.

Limited services and closures for Women’s Care Centre and Sexual Assault Care Centre

The AWARE centre will be closed from 23 December, 2024 to 1 January, 2025.

The Women’s Care Centre (WCC) and Sexual Assault Care Centre (SACC) will provide limited services from 16 December, 2024 to 22 December, 2024 and 2 January, 2025 to 10 January, 2025.

Details of the limited services and closure are as follows:

WCC and SACC:

  • 16 Dec, 2024 – 22 Dec, 2024: Helpline services are available from 10 a.m. to 3 p.m., Monday to Friday; no new clients will be accepted for our counselling, legal clinic and case management services during this time.
  • 23 Dec, 2024 – 1 Jan, 2025: Closure. No services will be available.
  • 2 Jan, 2025 – 10 Jan, 2025: Services will restart at a limited capacity. Helpline services are available from 10 a.m. to 3 p.m., Monday to Friday; no new clients will be accepted for our counselling, legal clinic and case management services during this time.

Normal services for WCC and SACC will fully resume on Monday, 13 January 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 Helpline (24-hour, for mental health crisis): 6389 2222
  • 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, recommended to queue ~1.5h before it opens as its services are on a first-come-first-serve basis)
  • Pro Bono SG (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. Thank you.

Better data enables stronger solutions for workplace discrimination

This op-ed was originally published in The Straits Times on 7 November 2024.

The Workplace Fairness Legislation (WFL) is expected to be tabled in 2024. In that context, accurate and meaningful data about workplaces is important and relevant to inform policymaking and legislation.

The Ministry of Manpower (MOM) released on Sept 24 its annual report on fair employment practices (FEP), based on a survey conducted in 2023, which aims to track the prevalence of workplace discrimination. The findings appear highly encouraging, as they suggest that discrimination has been decreasing over the years and that having formal procedures is effective in reducing some forms of workplace discrimination.

According to the FEP report, 6 per cent of employees experienced workplace discrimination in 2023. This was lower than in 2022 (8.2 per cent), 2021 (8.5 per cent) and 2018 (24.1 per cent). The report also showed that during the same period, there was a downtrend in the proportion of job seekers who faced discrimination.

However, a closer look at how data is collected and reported in the FEP report shows there are limits to the conclusions that can be drawn.

Not comprehensive enough

The FEP survey did not include discrimination based on family responsibilities (like caregiving), medical conditions, sexual orientation and indirect discrimination. By not measuring characteristics such as these, the incidences of discrimination reported are much less.

And while discrimination on the basis of gender identity and criminal history was measured, the report did not present this data in any meaningful way.

This means we do not have a more detailed picture of the types of discrimination experienced by employees.

The data is also not segmented and measured in a way that enables us to more meaningfully understand and address the actual trends in discrimination.

For example, by measuring discrimination only by age or race as a category and not by separating the respondents into age groups or races, we are not identifying whether there is a difference in the incidence of discrimination against some segments – such as older workers or minority races – compared with other segments, such as younger workers or the majority race. We are also not able to see the trend in such discrimination over the years.

Here’s an example: Take a sample size of 100 respondents, who each need to report whether they have noise complaints from living close to an airport. Seventy-four of them live beyond the range at which the loud sounds of planes can be heard (Group Far), but the remaining 26 reside within that (Group Near).

In 2022, 44 per cent of Group Far and 89 per cent of Group Near reported noise complaints from passing aircraft. Overall, the rate of complaints would be 55.7 per cent. In 2023, only 20 per cent of Group Far and 95 per cent of Group Near reported noise complaints from passing aircraft. Now the overall rate of complaints would be 39.5 per cent.

Without knowing the rates of reporting for the different groups, we would simply conclude that rates of noise complaints decreased, and that any interventions being made are working.

However, this trend is because there is a large number of people in Group Far, and their many reports cancelled out and overshadowed those from the smaller Group Near, which actually saw an increase of 6 percentage points in reports. Without this segregated information, we wouldn’t see that conditions are worsening for Group Near, and the need for solutions for this minority group would be overlooked.

The figures in this example are the exact rates of discrimination reported by the different races in the 2022 Aware-Milieu survey: Chinese reported discrimination by ethnicity at a rate of 44 per cent, while Indians (92 per cent) and Malays (85 per cent) reported it at an overall rate of 89 per cent.

Given that Chinese make up three-quarters of Singapore’s population, we can see that a decrease in rates of discrimination reported by this group might very well result in a skewed overall decrease, even if discrimination against minorities increased.

The FEP report shows a decrease of race-based discrimination from 2.6 per cent to 1.7 per cent. However, we do not know if this means that all races experienced less discrimination or if some races are, in fact, experiencing increasing rates of discrimination by race.

Lack of segmentation in the data not only obscures certain trends but also draws attention away from the roots of discrimination, which have to do with the broader systemic, social, economic and cultural realities of life in Singapore.

By comparison, the Aware-Milieu survey in 2022 of 1,000 respondents, nationally representative by age, gender and race, measured the segmented data, which showed that certain groups proved more vulnerable to discrimination at work than others.

Minority races experienced discrimination at a significantly higher rate (89 per cent) compared with those of the majority race (44 per cent); and 58 per cent of women had experienced at least one type of discrimination, compared with 53 per cent of men.

People with disabilities experienced discrimination at a significantly higher rate (78 per cent) than people without disabilities (50 per cent). And LGBTQ people experienced discrimination at a significantly higher rate (68 per cent) compared with those who did not identify as LGBTQ (56 per cent).

By not segmenting the data, the FEP report does not present a picture of which specific categories of people are experiencing higher rates of discrimination, and so we are unable to see the trends of discrimination for each of these categories.

Segmented data would help us to understand discrimination in the way it is actually being experienced by people and inform interventions that should be implemented.

Harassment is not measured

Harassment is a serious and prevalent problem among employees.

Aware’s Workplace Harassment and Discrimination Advisory service, which ran for almost five years from September 2019 to May 2024, found that of the 1,122 clients we served, 50 per cent reported either sexual harassment or other forms of harassment and bullying in the workplace.

Yet, the FEP survey did not measure the incidence of harassment in the workplace and the WFL is not expected to provide employees with protection against harassment.

While we have the Protection from Harassment Act, the onus is on the employees who suffer such abuse in the workplace because they have to take legal action against the harasser.

It should be the employer’s duty to provide a workplace free from discrimination and harassment. Aware maintains its strong recommendation that protection against harassment in the workplace should be legislated.

Correlation is not causation

One of the key findings from the FEP report was that having formal procedures to manage discrimination at work was effective in reducing the likelihood of experiencing age discrimination.

This conclusion was drawn using a statistical tool that showed a correlation between two things: the presence of formal reporting methods in an employee’s workplace, and the chances of an employee saying whether they have ever experienced age discrimination at work.

The correlation could be explained by the fact that more progressive workplaces tend to employ formal reporting systems, and they also tend to have lower incidences of reports of discrimination. Without better data, we can’t draw the conclusion that having formal reporting systems reduces the incidence of age discrimination in the workplace.

What would have been more useful data to collect for this purpose?

One example would be knowing whether the outcome of reporting an instance of discrimination was positive, and the extent to which the discrimination was resolved or addressed by such reporting.

Analysis of employee satisfaction from different formal procedures would also be helpful in evaluating and providing evidence about which procedures are more helpful than others.

What useful data can help us to achieve

Some of the best workplace discrimination studies in other countries have resulted in legislation and solutions which equipped workers, the government and employers with significant rights and protection to enable the identification and addressing of workplace discrimination. These measures include the setting up of commissions that oversee and monitor discrimination in the workplace in the US, South Korea, Australia, New Zealand, Britain and Sweden.

Aware repeats the call for such a commission to monitor compliance with the WFL and other forms of harassment and discrimination in Singapore.

The annual FEP report provides valuable insights on the landscape of workplace discrimination in Singapore, but has the potential to become an even more effective tool to deal with workplace discrimination and harassment.

With further data collection and segregation, we can paint a more detailed picture of our current workplaces and inform the direction of future policy and legislative intervention.

Sugidha Nithiananthan is AWARE’s Director of Advocacy and Research.

MOM replied to this op-ed via a forum letter to the Straits Times on 19 November 2024.

We are hiring! Communications Intern

Communications Intern Banner

Position: Communications Intern
Department: Communications Team
Citizenship: Singaporean/PR
Salary: $820
Duration: Minimum 6-month paid internship

AWARE, Singapore’s leading gender equality advocacy group, is hiring a media intern to join our communications team. In this role, you will support the communications team with content management and creation, as well as community and social media engagement. You’ll have the opportunity to learn from experienced professionals, work on impactful projects, and contribute to AWARE’s success.

What you’ll do:

  • Conduct an audit and develop strategic content for a new project focused on raising awareness about sexual violence.
  • Be part of the planning committee for our 40th anniversary celebrations in 2025.
  • Help build a research database to consolidate AWARE’s past, ongoing and upcoming research.
  • You will work closely with our research and advocacy team to write impactful, persuasive copy to further our advocacy work.
  • You will support the creation of engaging and informative content for various platforms (e.g., Facebook, Instagram, TikTok), including designing posts, writing stories, and creating videos.
  • Assist with other communication tasks as needed, such as event promotion, press releases, and internal communications.
  • Stay up-to-date on current trends and best practices in social media and fundraising communications.

Are you the one we’re looking for?

  • Current student or recent graduate who ideally has a bachelor’s degree in communications, journalism, or a related field
  • 1-2 years of experience in social media management and/or content writing (including fundraising)
  • Excellent written and verbal communication skills (English)
  • Strong understanding of social media platforms and best practices
  • Creativity, initiative, and the ability to work independently
  • Strong belief in gender equality and the values of AWARE

Bonus points if you have experience in:

  • Audience analysis and segmentation
  • Social media marketing (TikTok, Instagram)

To apply, please email your resume, cover letter and three examples of your work to comms.executive@aware.org.sg.

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.

Gendered biases hiding in plain sight

Gendered biases hiding in plain sight

Did you know women are 73% more likely than men to be injured in a car crash? According to a 2019 University of Virginia study, this is because car safety measures are built with mostly male anatomy in mind.

Car crash test dummies, first designed in 1976 and still in use today, were built to replicate a man’s height and build. And while female test dummies do exist today, they are mostly scaled down versions of the male ones and do not account for female anatomy, like breasts and wider hips. It took until 2022 to develop the world’s first female crash test dummy.

This is one of many subtle yet damning ways gendered biases exist in our society. Institutions favour men when they design products, services and public spaces. When women’s needs are left out in so many corners of their lives, it creates unfair burdens they have to endure. Here are a few more of these gendered biases hidden in plain sight.

Ever wondered why women have to wait longer for the loo? According to a 2017 Ghent University study, one of the reasons is that men’s restrooms can hold more people at once. This is because urinals take up less room than cubicles. Even if you allocate restroom space equally between men and women, fewer women than men can use the bathroom at the same time.

Men also spend an average of 60 secs in a public restroom, while women need 90 secs, researchers at Ghent University said. This is because women need to open and close the cubicle door twice and take time to undress and dress. The study reported that unisex toilets can reduce waiting times for women by one and a half to six minutes.

Do you find yourself reaching for your cardigan in the office? One reason is that the standard office temperature, set in the 1960s, was based on the metabolic rate of a 40-year-old man, according to a 2015 Nature Climate Change report. A 2021 Qatar University and University of Oxford assessment of office workers in Qatar, India and Japan found that women feel more uncomfortable than men in colder indoor environments.

Further research by a 2021 University of California, Berkeley study found out offices today tend to set lower temps to make up for poor air-conditioning systems, a process called overcooling. So when people overcool their offices, women bear the brunt of the discomfort.

According to popular media, when someone gets a heart attack, they clutch their chest. But women who are having a heart attack may not feel any chest pain at all. John Hopkins Medicine confirmed that while anyone can experience chest pains during a heart attack, women are more likely to experience silent symptoms like back pain, shortness of breath, and nausea. If the media only shows dramatic symptoms, people are less likely to spot a woman in serious cardiovascular trouble.

That said, the media reflects larger medical trends that focus on male anatomy and neglect female anatomy. Professor Carolyn Lam, director of Women’s Heart Health at the National Heart Centre Singapore, said the misdiagnosis of heart failure among women is long known. This is because the “yardstick” used to diagnose and treat heart failure is tailored to male bodies, and not female bodies. In fact, male bias is seen across all types of pre-clinical research.

The medical gendered bias also transcends species. For decades, researchers have used only male mice for their experiments, believing that female mice are harder to work with because of their fluctuating hormonal and reproductive cycles. But according to a 2022 Journal of the Biology of Sex Differences study, among other research articles in the past 10 years, the behaviours of female mice’s can actually be more stable than behaviours of male mice. Yet, many researchers today still only use male mice.

This introduces gendered bias to experimental outcomes—when researchers do not include both male and female mice, they cannot analyse their data to find different reactions between sexes. Different reactions between male and female mice may translate to different reactions between male and female humans.

Meanwhile, men are less likely to be diagnosed with mental health issues. The Anxiety and Depression Association of America said one in 10 men will experience anxiety and depression in their lifetime, yet less than half of them will seek treatment. This is not a surprise; when society teaches men to hide their pain, they’re less likely to ask for help.

It is clear: gender equality is not just a woman’s problem. It affects everyone and has a significant impact on our everyday lives. What other gendered biases have you noticed?