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AWARE played with power and won at our 12th Annual Ball

We played with power and won. At our 12th Annual Ball this year, our generous donors smashed an all-time fundraising record of $865,000 on 7 September, 2024. The Tote Board and the Government matched our funding with an additional $250,000, which means our Ball raised over $1.1 million for women’s rights and gender equality.

Siti “Bubble” K (left), AWARE’s Executive Director Corinna “Bubbles” Lim and Pam “Buttercup” Oei helmed the stage at AWARE’s 12th Annual Ball on 7 September 2024. Photograph by Wesley Loh / Memphis West Pictures.

Of course, we are not just here to raise funds — we are here to have a Ball. Every year, supporters of AWARE unite in a quest to dress their best, and this year’s theme was Royals and Rebels. That night, we saw Empress Dowager Cixi, Samsui women, politicians, and more.

“I support AWARE, because obviously I’m Frida Kahlo,” Ball supporter Dianne Rajaratnam said. She arrived in an iconic cosplay of Mexican feminist activist Frida Kahlo: in an indigenous huipil dress, a red rose flower crown, and a monobrow.

“On a more serious note, I support AWARE because I fundamentally believe the policies that AWARE is putting into place and fighting for [are] actually making Singapore a better place for women to be, and to live.”

“I’m a father of three girls, I want them to have equal opportunity in the world,” Ball supporter Simon Fiquet added. “and I think AWARE is helping to make that possible.”

AWARE Board President Aarathi Arumugam (left) and Dianna Rajaratnam posing at AWARE’s 12th Anniversary Ball on 7 September 2024. Photograph by Athiyah Azeem.
AWARE Board President Aarathi Arumugam (left) and Dianne Rajaratnam posing at AWARE’s 12th Anniversary Ball on 7 September 2024. Photograph by Athiyah Azeem.

To command this field of fashionable feminists, AWARE board president Aarathi Arumugam showed up as the queen of the ball herself: Ru Paul. In her first speech as president, standing on stage in a bald cap and a floral suit, Aarathi addressed why the category is: Power/Play.

“This year, we’ll be seeing more than 18 countries go to the polls, some with women as front runners, and where we tackle gender inequality every day,” Aarathi said. “We can’t do so without recognising the structures that exist to uphold those in power.”

Speaking of AWARE’s leaders: Executive Director Corinna Lim flew into the Ball as none other than Blossom, a Powerpuff Girl! She joined forces with Siti K and Pam Oei, or Bubbles and Buttercup, to fight for women’s rights.

On stage, Corinna recapped how she represented AWARE alongside 11 other NGOs at the United Nations Committee on the Elimination of All Forms of Discrimination Against Women, or CEDAW. In 15 minutes, these organisations stood in solidarity to raise the most urgent issues Singaporean women face today.

Seven other CEDAW representatives formed a Ball table. This included Anne Goh (below, centre), who represents Sayoni, an organisation that supports Lesbian, Bisexual, Transgender and Queer (LBTQ) women’s rights. She said opportunities to unite with AWARE with other NGOs are essential.

“LBTQ women’s rights are women’s rights,” Anne said. “NGOs should stand together in solidarity because we are all serving the same community.”

 

Anne Goh (centre), representative of Sayoni, clapping at AWARE’s 12th Anniversary Ball on 7 September 2024. Photograph by Khoo Yi Ting (@ytshoots).
Anne Goh (centre), representative of Sayoni, clapping at AWARE’s 12th Anniversary Ball on 7 September 2024. Photograph by Khoo Yi Ting (@ytshoots).

Many passionate individuals also stand in solidarity with AWARE to help women in need. For 23 years, Bharathi Manogaran helped survivors of abuse and violence as a social worker. She uses her extensive experience as a volunteer at AWARE, training people to be effective sexual assault first responders. And on stage that night, she announced she would be joining AWARE’s senior leadership team soon.

“I call on each and everyone of you to awaken the inner rebel in you. For we cannot do this work without you,” Bharathi said.

And the Ball heard our call. We asked attendees to raise their hands if they wanted to donate to help AWARE research masculinity norms in Singapore, and run consent education workshops. These projects are crucial: our masculinity research will inform future interventions. These can help reshape our perceptions of masculinity, so that we can work towards a more gender equal society. The consent workshops are dedicated to children and youth placed in residential homes for their protection, who have often experienced emotional, physical and sexual abuse. These workshops help them make informed decisions, support their peers, reclaim their agency and foster a culture of safety and respect.

Within seconds, we saw many hands fly up in the air. Together, they raised $18,500 to research masculinity, and $26,500 to run consent workshops. We thank our donors for this incredible display of solidarity.

Ball supporters raising their hands to donate to masculinity norms research and consent education for youths. Photograph by Wesley Loh / Memphis West Pictures.
Ball supporters raising their hands to donate to masculinity norms research and consent education for youths. Photograph by Wesley Loh / Memphis West Pictures.

Of course, no Ball is complete without congratulating our best dressed. Our best dressed group title belongs to the folks from digital marketing company, Xpointo Media, who truly played with power by dressing as human-sized playing cards. They dressed as a ten of hearts, a jack, a queen, a king and an ace — a royal flush.

Another group deserves an honourable mention for gracing the Ball together as Asian royalty.

We split the category for best dressed individuals into three themes. Wearing military uniform and high heel boots, Pink Dot organiser Harris Zaidi won the Most Subversive category. CEO of 1880 Singapore Jean Low wore a dress with text that read “Proud Feminist. We should all be feminists. The future is feminist!”, and clinched the Most Feminist category. Finally, by reusing Straits Times newspapers to construct and wear Elizabethan royal finery, Recyclopedia founder Robin Rheaume won the Most Creative category.

Honourable mentions go to Shyn Yee for arriving as Lady Jessica, a power player from Dune; Shawn and Emily as the Xianfeng Emperor and Empress Dowager Cixi, the last female empress of China; Michelle, Christine and Jeanette for arriving in politician glam; Melissa, Cherrylene and Lesley for posing as both the controversial Samsui Women mural, and as the mural’s artist Sean Dunston. You all captured the heart of being Royals and Rebels.

We cannot thank all 79 event partners and sponsors enough for donating an unprecedented amount of in-kind auction items, which fueled the Ball’s fundraising efforts. Over 60 volunteers poured a combined 400 hours of work, sweat and passion into making this night spectacular.

A special shoutout to Gold Sponsors KOP and KAH Motor as well as Wine Sponsor Cornerstone Wines who have been long-time supporters of AWARE. We couldn’t have pulled this off without you!

View the rest of the photos here.

Our fundraising campaign, “From Crisis to Change”, will continue to run online until the end of the year. If you would like to make a pledge, you can continue to do so via Give.Asia. To see how your contributions make a difference, we invite you to explore the 2023 Impact Report.

The Platform Workers Act is a Landmark Piece of Legislation — Here’s How It Can Go Further in Protecting Workers

A driver, who is a platform worker, pointing at his phone.

By Sugidha Nithiananthan and Adilah Rafey

AWARE commends the recently passed Platform Workers Act (PWA), which seeks to provide vital protections and rights for platform workers in the ride-hailing and delivery sectors. Under this Act, these Platform Workers (PWs) are recognised as a third legal class of workers, distinct from employees and self-employed workers.

This acknowledges the unique conditions platform workers experience in their work, which combines the flexibility of self-employment with a lack of autonomy over the terms of their work, similar to traditional employment.

The act provides long-overdue rights, such as the ability of workers to form Platform Work Associations, and crucial protections for retirement adequacy, work injury compensation and wage security. It is therefore no surprise that the Act was widely-supported across party lines and amongst Nominated Members of Parliament (NMPs).

Background

As of 2023, 3% of Singapore’s labour force works in some kind of platform work. When we expand the possible scope of platform work to include other forms of operator-based gig work, this figure increases to form close to 5% of the labour force.

Not only does platform work provide essential services which most of us rely on, but a large number of Singaporeans rely on platform work to make a living. While the PWA ensures that platform workers in ride-hailing and delivery sectors are afforded some of the rights that their counterparts in traditional employment enjoy, there are some areas where the PWA falls short.

Many are still not covered by the Act

The PWA’s definitions of “Platform Operators” and “Platform Workers” are wide enough to apply to a broad spectrum of platform workers. However, the Act then proceeds to limit it to only delivery and ride-hailing services.

Several parliamentarians echoed a concern that AWARE raised in the public consultation on this Act, which is that the Act excludes broad segments of platform workers, including those on platforms where the services are mostly provided by women.

Nominated Member of Parliament Usha Chandradas, referring to AWARE’s submission to the Ministry of Manpower in January 2024 on the platform workers legislation, emphasised this gendered lens during the Parliamentary debate on the PWA:

“Platform workers in the delivery and ride-hailing sectors tend to be male, whereas a greater proportion of workers in the areas of beauty and grooming, caregiving and cleaning services, tend to be female. Now, if we consider the framing of the Bill from this perspective, it appears that a good number of female platform workers may not be able to benefit from the protections offered by this new law.”

Platform Workers under the PWA can now receive employer’s CPF, compensation for injury under the Workmen’s Injury Compensation Act and be eligible for Workfare Income Supplement (subject to meeting the other criteria), and can form representative organisations (Platform Work Associations). Platform workers in the sectors not covered under the PWA deserve these protections just as much as delivery riders and ride-hailing drivers do.

In response to several queries across the board from all the parties and NMPs, Senior Minister of State, Ministry of Manpower Koh Poh Koon (SMOS Koh) said that the Ministry of Manpower “will certainly review the scope of the Act in the future as the platform landscape continues to evolve”. The plight of platform workers was recognised with the adoption of the PWA and we urge the Ministry of Manpower not to leave those left out of the PWA unprotected for much longer.

CPF contributions — risk of discrimination

CPF contributions will be mandatory for all born after 1995, while older workers can choose to opt-in. Those who choose not to opt-in will be required to continue to make their CPF MediSave contributions, but will not receive the PO’s contributions.

Most platform workers heavily rely on the take-home cash from their work, but also experience long-term precarity due to the lack of savings (including CPF) they are able to accrue from the job. As demonstrated by a 2023 DBS study, gig workers (which include platform workers) are the “most financially stretched” category of workers: with their expense-to-income ratio of 112% (compared to the median of 57%), they are effectively spending more than they earn. This means that many PWs may not actually be able to afford to opt-in.

For those who do opt-in or for whom CPF contributions are mandatory, this will result in a higher wage cost for the POs, who will have to make contributions to their PWs’ CPF accounts. This opens up the risk of discrimination by POs against such PWs.

In Parliament, MPs Pritam Singh, Louis Chua, Jamus Lim, Fahmi Aliman and NMP Ong Hua Han, amongst many others, brought up this issue of discrimination. In response, SMS Koh referred to market forces deterring POs from treating their workers unfairly.

Beyond relying on market forces or assurances from POs, it is important to ensure that the algorithms underpinning the platforms do not directly or inadvertently penalise PWs who are a higher wage cost to POs because of CPF contributions. AWARE recommends that the government implement guidelines for POs that mandate this requirement of the algorithms of these platforms.

AWARE also urges the government to consider requiring POs to compulsorily contribute their share of the CPF contributions for all their workers, including those who do not choose to opt-in. This will provide these financially-vulnerable PWs with much needed support for their housing and retirement needs and also remove the risk of discrimination by equalising the wage cost to the POs.

Wage security needed

Mr Ng (not his real name) is a platform worker who relies solely on his income from food delivery to support himself and his disabled family member, to whom he is the sole caregiver.

Mr Ng (whose story is highlighted by SG Riders, a grassroots network of food delivery riders) reports that he only receives $3 – $3.30 for jobs that would take close to one hour to complete on his Power-Assisted Bicycle. He has to work beyond midnight to make ends meet.

AWARE’s 2018 report “Why Are You Not Working?” revealed that many low-income mothers who perform caregiving duties are often only able to access employment through the gig economy because of the flexibility it provides. However, the low and unpredictable income typical of platform work entrenches them in a position of precarity and poverty. Platform workers deserve a reasonable level of wage security, and this was echoed by several parliamentarians, linking it to the Ministry of Manpower’s Local Qualifying Salary (LQS):

“I hope that we can pay a fair wage for our Platform Workers and ensure that they earn at least our minimum wage equivalent, the local qualifying salary.”

– Louis Chua (WP MP)

AWARE recommends that all platform workers should receive a minimum base fare guarantee, meaning a guaranteed amount that workers must receive for any given job. For starters, as recommended by several parliamentarians, this minimum base fare should be tied to the Local Qualifying Salary (LQS), and should progressively increase to a living wage standard, as echoed in parliament:

“Platform companies and platform work associations should work towards an appropriate minimum base fare, calculated with reference to [a] living wage.”

– Leong Mun Wai (PSP NCMP)

 

Protection against Harassment

According to several research studies across the world, women platform workers are more susceptible to abuse and harassment than their male counterparts. For example, a series of interviews conducted by the University of British Columbia showed that women platform workers often face sexual harassment and have few options for recourse when such incidents occur for fear of retaliation from customers and consequences from taking such action, which can range from lower ratings to being given fewer jobs as a result of reporting such incidents to the platform operators they work under.

Harassment is a serious form of abuse which affects the safety and well-being of the recipient of such harassment and AWARE recommends that platform workers should have legislative protection against harassment, whether from customers, the staff of platform operators or other platform workers on the same platform. The PWA does not contain such protection and the upcoming Workplace Fairness Legislation is not intended to include such protection for employees either. AWARE urges the government to introduce a new anti-harassment legislation which will protect all employees and platform workers.

Algorithmic Discrimination

In order to efficiently and adaptively allocate jobs to platform workers, platform operators often rely on algorithms which take into account many factors and use additional features, such as incentives, to adjust labour supply to customer demand. For example, they measure each worker’s “Acceptance Rate”, which refers to the percentage of orders accepted while online, and “Cancellation Rate” which refers to the percentage of orders cancelled after accepting, and these measures affect how jobs are offered to platform workers.

However, while algorithms are crucial to platform services and are efficient at maximising profits, there are many unintended effects which, when unregulated, often result in discriminatory labour practices.

As stated in AWARE’s submission to the Ministry of Manpower in January 2024, and which NMP Usha Chandradas highlighted as follows during the Parliamentary debate on the PWA:

“the design of these platforms can inadvertently result in gender imbalances being perpetuated. To put it another way, digital labour platforms are built using real world data, but we must not forget that the real world is itself full of biases and imbalances.[…] if workers have unpredictable caregiving responsibilities and need to suddenly cancel work assignments, because of these responsibilities, they may accordingly be penalised by platforms which operate by automatically allocating tasks to workers. Similarly, if ride-hail or delivery workers choose to decline jobs that take place late at night, or in areas where they feel it is unsafe to work, they lose out on potential job opportunities. […] Given that women still tend to take on the lion’s share of caregiving responsibilities in society, and given that women are also a group who may be exposed to higher levels of risks when working alone in remote areas, or late into the night – the overall outcome is a situation where gender pay imbalances continue to be perpetuated even in the realm of platform work.”

Beyond pay gaps which arise from the time flexibility and choices which women platform workers are more likely to exercise, algorithms may also inadvertently reproduce existing social biases against women through ratings systems, where women are more likely to be rated unfavourably by customers, affecting their access to jobs as a result of this.

AWARE therefore recommends that the government issue guidelines to platform operators that mandate that platforms must be designed in gender-sensitive ways.

AWARE also supports the suggestion by Nominated Member of Parliament Jean See, who recommended that algorithms be required to fulfil requirements set by AI Verify, which “apply standardised tests to validate their AI systems’ performance against internationally aligned AI ethics principles of transparency, explainability, repeatability, safety, security, robustness, fairness, data governance, accountability, human agency and oversight, inclusive growth, and societal and environmental well-being”. AWARE suggests that the government incorporate this requirement in guidelines for platform operators on the design of their platforms.

The PWA, in context

Notwithstanding these gaps and risks, the PWA is a huge step forward for some of these very vulnerable and unprotected class of workers. We hope that the rest of the workers on non-ride-hailing or delivery platforms, many of whom are primarily women, will not be left unprotected for long; no reason has been given as to why they could not be afforded the same protection.

Dive into Coercive Control: A Panel with Wild Rice

Dive Panel with Wild Rice

Wild Rice Dramaturg Joel Tan (left) hosted a panel discussion about coercive control on 15 September 2024 with play director Sim Yan Ying, AWARE Director of Advocacy, Research and Communications, Sugidha Nithiananthan, and survivor of coercive control, Devika Panicker. Photograph by Athiyah Azeem.

Local theatre company Wild Rice has been staging a play, Dive, that walked audiences through a difficult-to-detect form of abuse, coercive control, within an intimate partner relationship.

Laura Hayes, the playwright of Dive, was inspired to write the play after learning that some of her friends had experienced coercive control in their relationships—yet she hadn’t recognised the signs at the time. Coercive control is a crime in Laura’s home country, the United Kingdom, introduced under the 2015 Serious Crime Act.

On Sunday, 15 September 2024, Dive’s dramaturg Joel Tan moderated a panel discussion to talk about this insidious form of abuse with our Director of Advocacy and Research, Sugidha Nithiananthan, the director of the play, Sim Yan Ying, and one of AWARE’s advocates and a survivor of coercive control, Devika Panicker. AWARE is currently undertaking research on coercive control in Singapore.

Devika shared the journey of her relationship with a controlling partner who began by being very caring—to her and to the people around him. While she noticed some red flags after they began dating, she brushed them off as normal relationship issues. Unfortunately, things worsened over time.

“When I tried to raise certain issues, it was all deflected into my own shortcomings, my own incapabilities, attacks on my intelligence, attacks on my memory, my finances,” Devika recalled.

She said he would call her names, gaslight her, change the facts of an argument in order to undermine her confidence in herself, and lie about incidents that had happened. The abuse was happening so frequently that his insults started to feel normal to Devika. He also pressured her for money, saying that giving him money would show she was  “rooting for him”.

Coercive control is a pattern of controlling, threatening or oppressive behaviour by which the abuser dominates or subordinates someone, usually an intimate partner or a family member. The abuser can employ many tactics, such as isolating, degrading, exploiting, frightening, harming or punishing the survivor. It can also be accompanied by other forms of abuse, such as physical or sexual abuse.

According to Sugidha, an intimate partner relationship does not usually start this way.

“If somebody began on the first date by throwing or shattering a glass next to you, you’re probably not getting a second date,” Sugidha said.

She explained that coercive control often starts with ‘love bombing’, where the abuser showers their partner with affection and builds trust. Then the egregious, controlling behaviours begin, often leaving the survivors too drained to argue or too afraid to upset their abusive partners.

AWARE’s research indicates that many survivors do not realise they are victims of abuse, let alone victims of coercive control. When public understanding of abuse is primarily limited to physical or sexual violence, survivors and those around them may fail to recognise forms of abuse such as coercive control.

Sugidha explained, “Coercive control is also a relationship dynamic, making it difficult for survivors to recognise they are actually in an abusive relationship.”

Many survivors, like Devika, feel they are unable to leave until there is some tangible abuse such as physical violence.

“A part of me knew the only way I would break up with him and stay broken up and stay far away was if it led to some sort of physical violence, and I was right,” Devika said.

“I was relieved when he punched me.”

Last year, the Women’s Charter was amended to define family violence as physical, sexual and emotional or psychological abuse, with Minister of State Sun Xueling clarifying that coercive and controlling behaviour is now covered under this law.

But outside of the legal system, few know the term “coercive control”. Sugidha said plays like Dive help raise awareness about this form of abuse and can help survivors realise that they are being abused, so they can start thinking about what they can do to get help and support.

“If I had the vocabulary for it sooner, I do think I would have felt a little bit more empowered to [leave the relationship sooner], or at least talk to someone about what this is that I’m experiencing,” Devika said.

Sugidha shared that the safest option for friends and family of survivors who want to help them is to let the survivors know that they are there for them, so that the survivors know they can reach out to them for support if they need it. She added that direct intervention can sometimes be unsafe for the survivor, who might then face retribution from the abuser for the intervention.

Awareness about this often unseen form of abuse must be spread so that survivors can recognise it and seek help. AWARE will complete its research on coercive control and publish our report in 2025.

NDR 2024: Bold steps for families, but let’s not stop there

A father and mother interacting with their respective children.

This op-ed was originally published in The Straits Times on 23 August 2024.

Prime Minister Lawrence Wong’s first National Day Rally, where he mandated four weeks of paternity leave and introduced 10 weeks of shared parental leave, among other measures to ease the pressures of caregiving, was a breath of fresh air.

While there’s a lot to celebrate, there’s also room to ask: Why stop here?

Caregiving isn’t just a woman’s job

What struck most about PM Wong’s rally was that he didn’t frame this conversation around falling birth rates or Singapore’s total fertility rate (TFR). Instead, he shone a spotlight on women – their careers, their ambitions, and their rightful place in the workforce. It’s refreshing to see women’s needs front and centre, rather than as an afterthought to population statistics.

The recent Singapore Perspectives 2024 survey revealed that 40 per cent of women aged 21 to 34 don’t see marriage in their future, and this same group is 12 per cent less hopeful about having children compared with their male counterparts. Understanding the findings starts with recognising that women approach their careers with the same ambition as men.

The reality is, the status quo when it comes to half of our population – women – hasn’t worked for Singapore, nor for other countries grappling with declining TFRs. It’s high time we tackle the root of the problem and create a society where everyone can pursue their ambitions without compromising their personal lives.

PM Wong’s direct call for fathers to step up and share in the caregiving duties, and his recognition of women’s career ambitions, is a significant move. No longer are we just talking about birth rates – the conversation is now about families.

In a society where traditional gender roles have long dictated that men work and women care, fast-tracking to make paternity leave mandatory from April 1, 2025 and adding an additional 10 weeks of Shared Parental Leave sends a clear message to fathers and employers: this is the new norm.

PM Wong’s example of a Ministry of Finance colleague who was a young dad and took time off to care for his newborn in the midst of Budget preparations, is a smart, subtle nudge to show what can be achieved with the right measures in place.

Here’s another example. Nishant, a young father of one who returned to work after nine weeks of paternity leave, said that while he had expected fatherhood to be amazing, he has found that it is so much more. The connection he built with his one-year-old son during those early months gives him overwhelming feelings of love, protectiveness, and responsibility. The connection he has with his son is no less than the connection his son has with his mother.

A 2022 study by the National University of Singapore showed fathers who take two or more weeks of paternity leave can reduce stress on mothers, parental conflicts and children’s behaviour problems, more than those who took only one week of leave.

But here’s the thing: policy changes are only part of the puzzle. Employers need to not only allow but also actively encourage both fathers and mothers to take their leave. Until caregiving is actually a shared burden, young women will continue to think twice about starting a family. True gender equality isn’t just about changing policies; it’s about rethinking how we value the roles of both men and women in our society.

We can do more, surely

Sunday’s rally demonstrated how swiftly the government can enact significant changes when necessary. Maternity leave benefits for married and single mothers were equalised from January 1, 2024. But why did we stop there? If all mothers are equally in need, then unwed parents should also have access to the Parenthood Tax Rebate, Working Mother’s Child Relief, Handicapped Child Relief and Baby Bonus schemes.

These benefits aren’t luxuries—they’re necessities, and unwed mothers often need them even more than their married counterparts. Privileging the children of married mothers over those of unmarried mothers in the Baby Bonus schemes is entirely discriminatory to the children involved.

PM Wong’s talk of a refreshed Singapore dream—one that’s more adventurous and open—is promising. But this will only happen if the policies catch up.

Changing the criteria for tax rebates and Baby Bonus schemes to align with maternity leave benefits is a straightforward step. What remains to be seen is whether there’s the will to make it happen. We’re just asking for every family to have an equal start.

We hope Budget 2025 contains the news that these benefits will be equalised for all parents and all children here.

For the rest of us, we must champion equitable practices in our workplaces and communities that lead to thriving individuals and families. If we want a Singapore where everyone can genuinely succeed, then we must actively shape it—not only through policy but through the everyday choices we make.

Sugidha Nithi is AWARE’s director of Advocacy, Research and Communications.

(25th Nov 2023) Rise up against domestic violence with AWARE

To commemorate the International Day for the Elimination of Violence against Women and Girls and the 16 Days of Activism against Gender-Based Violence, we’re organising a full day of expert-led panels, sharing sessions and workshops.

Join us at the AWARE Centre on Saturday, 25 November to gain exclusive insights as we collectively work towards tackling the root of domestic violence. Check out the full programme below and register here

11:00 to 11:15 | Opening address by Lim Xiu Xuan, Deputy Director, CARE 

Xiu Xuan is the Deputy Director of AWARE’s Sexual Assault Care Centre and Women’s Care Centre. She has supported survivors of sexual violence through casework and advocacy. Additionally, Xiu Xuan has conducted workshops for social sector professionals and the broader community, focusing on trauma-informed responses to disclosures of sexual assault.

11:15 to 12:15 | In Plain Sight, a Panel Discussion

Join us for a compelling panel discussion that delves into the shadows, where sexual assault often hides. Laavanya Kathiravelu, Associate Professor at Nanyang Technological University and AWARE board member, will moderate a discussion with a diverse panel of experts.

Together, these experts will peel back the various layers of secrecy surrounding sexual assault. This discussion aims to expose the complexities that keep sexual assault hidden, from the complexities within families, communities, and workplaces to the unknown territory of under-reported incidents in places like religious institutions and the hidden world of chemsex among some queer youths.

We believe that by putting a light on these hidden circumstances and the causes that cloak them, attendees will be able to recognise, support, and refer victims to the treatment they require. Don’t miss out on this thought-provoking discussion as we work to uncover the hidden and develop a more supportive, informed community.

Panellists:

  • Cindy Ng-Tay

Cindy is a social worker by training with extensive experience working with low-income families and persons experiencing violence and abuse. Over the years, she has developed and executed programmes that aim to address poverty, violence, and abuse in families and the community.

Cindy is passionate about issues relating to early childhood trauma, poverty, income inequality, and social mobility. She is an active advocate for disadvantaged communities in Singapore, where she contributes commentaries to local publications. She is also passionate about good social work practice and has developed a standards framework to guide programmes and services and a competency framework to guide the development of Social Workers and Social Service Practitioners.

  • Shila Naidu

Shila is a Certified Clinical Trauma Specialist with an interest in working with individuals who are vulnerable and marginalised, such as those from the LGBTQ+ community, ethnic minorities, and people living with HIV. In addition to her work in private practice, Shila is also centre-manager at The Greenhouse, an inclusive, non-profit, trauma recovery centre for individuals struggling with substance use.

  • Devika Panicker

Devika, actor and volunteer spokesperson with AWARE’s Sexual Assault Care Centre, strives to dismantle the stigma surrounding survivors of sexual violence by sharing her personal experiences with sexual violence and insights on the lasting impact it has on victims, their families and society as a whole.

12:30 to 13:10 | Sharing Session: The Brotherhood

Meet representatives from Brotherhood, a groupwork programme by Thye Hwa Kwan Family Services. The programme engages men who have caused hurt as partners to be part of the solution to ending family violence and building a community to support the community.

In this short session, we will meet Principal Social Worker Ben Ang and a brother from the programme. The objective of this session is to inspire hope that people can change and to encourage including people who have caused harm as part of intervention strategies.

We hope you will join us to help create community collaborations that break the cycle of intergenerational family violence.

13:30 to 15:00 | Workshop: How to be an Active Bystander

Smart and sensitive bystander intervention can change a violent situation into a close call. But few of us know how to intervene effectively when someone around us is being harassed. In this workshop by Catalyse, you will gain a better understanding of harassment and the ability to evaluate live situations as they develop. You will also learn the five Ds of active bystanding: Delegate, Document, Dialogue, Distract and Direct.

Trainer

Chie Van Slobbe, Senior Consultant and Facilitator at Catalyse, is a highly experienced learning professional with a demonstrated history of delivering high impact and relevant learning solutions. With a strong background in development and delivery, Chie has honed her expertise in train-the- trainer programmes through her work as a master trainer for HSBC’s leadership programmes across 21 markets in the Asia Pacific region. She had a successful career in sales before transitioning into a learning and development role. Her work in diversity and inclusion, including the rollout of the Inclusive Leadership programme at Standard Chartered Bank, led her to volunteer at AWARE after moving to Singapore with her family.

Chie is a certified IECL Level 2 organisational coach, an accredited trainer for Everything DiSC, Facet 5, and a Human Centred Design Practitioner. She volunteers as a coach with Uplifters, supporting foreign domestic workers in Hong Kong and Singapore.

15:15 to 16:45 | Workshop: The Empathetic Listener’s Toolbox

An effective approach must provide safety, empathise, and listen. Which, while simple in theory, is not necessarily so simple in practise!

This session will build upon the skills you learned in SAFRT around empathy and listening. We will delve deeper into what these two important abilities need for us as responders and have the opportunity to practice in a safe and accountable environment.

Trainer

Rayann Condy is an experienced trainer and facilitator who coordinated the Aim for Zero initiative by AWARE. She is a facilitator for Sexual Assault First Responder Training (SAFRT). She was also a helpliner and legal clinic befriender. Rayann is also a certified intimacy coordinator and creates theatre and television sets that are safe and consent-informed.

REGISTER HERE

Dads are equal parents, not assistants to mums

This op-ed, penned by AWARE Executive Director Corinna Lim, was originally published in The Straits Times on 10 October 2023. 

Konstantin exemplifies what equal parenting commitment looks like.

When he and his wife had their first child 10 years ago, he was entitled to only three or four days of paternity leave, so he approached his company for four months of leave. The couple saw the first six months of their child’s life as an intensive caregiving period.

While he was prepared to take no-pay leave, the company agreed to give him four months of paid leave with a requirement to spend two hours each morning with his team, ensuring that work was on track. Konstantin readily agreed to this compromise.

His wife took two months of maternity leave, and when she returned to work, he spent four months at home looking after their daughter and doing two hours of work every morning.

As a result, Konstantin shares a strong bond with his daughter, and also with his second child. He believes that fathers should remain involved in raising their children beyond birth, emphasising that both parents share equal responsibility for the physical and psychological well-being of their children.

“Parents need to adopt this sense of responsibility for their children. It will feel like your responsibility only when you’ve had time to grow into the role of a parent,” he told me.

Konstantin’s children are now 10 and eight. He and his wife are in upper management roles. Both value being active parents, and have different parts of parenting they prefer to handle. He hates to shop for clothes, for example, so she takes care of that, as well as the children’s music classes and sporting activities. He handles all the school-related things like parent-teacher conferences and school associations, and both are confident about managing all aspects of looking after the kids. When one has to travel for work, the other stays home to look after the children.

Equal parenting can start any time

Philip (not his real name) is a stay-home father to a five-year-old son and a three-year-old daughter.

When his kids were born, he took his full entitlement of two weeks of paid paternity leave. But this short duration left him feeling like his wife’s “helpmate”. Instead of being a primary caregiver of the baby, he was merely an extra pair of hands to assist his wife and the confinement nanny.

Looking back, he views being around after the confinement nanny leaves as critical, and thinks that a second month of paternity leave is required for parents to adjust to parenthood.

A year ago, he left his job to be a stay-home dad when his kids were two and four years old. This was not easy as they kept looking for their mother whenever a challenge emerged. But with his wife’s encouragement, he developed the necessary knowledge and skills to take over caring for their children.

Now, he buys the groceries, manages the household and handles day-to-day school activities like homework and enrichment classes, while his wife plans the meals, organises holiday activities and keeps in touch with education-related matters.

He eagerly anticipates mastering the next domain – cooking. Philip’s story illustrates that while starting early has benefits, equal parenting can be embraced at any stage.

Not there yet

In my S R Nathan lecture series in 2021, I passionately argued that active fatherhood would be a transformative force for society. I envisioned a world where fathers were not mere bystanders but active co-parents from day one, sharing the joys and challenges of raising their children.

At that time, I pointed out the glaring disparity between maternity leave, which stood at a generous four months, and the paltry two weeks of paternity leave, perpetuating the notion that caregiving was primarily a mother’s responsibility.

Fast-forward to now, and the Government has recently amended the law to double paternity leave from two weeks to four weeks. It is undoubtedly progress, but true equality requires more.

Research from the Nordic countries has demonstrated that equal parenting policies foster egalitarian gender norms within families. These set the stage for a lifetime of shared responsibilities and mutual respect.

The examples of Konstantin and Philip show that there is no set formula for what active co-parenting looks like. It can look different for each couple as they divide the duties and responsibilities in the way that works best for them. The key is to give them the opportunity to take this on as a joint responsibility and find the balance that is right for them. That requires time and needs to begin when the child is born.

The desire for work-life balance is palpable among Singaporeans, particularly millennials. As the latest Straits Times survey shows, many prioritise family over career, signalling a societal shift in values.

Mindsets about gender roles and caregiving are changing. A 2023 survey by Indeed shows that almost one in two (47 per cent) workers in Singapore supports equal parental leave.

There is a growing and encouraging trend towards equal co-parenting, with many men viewing their roles quite differently, compared with their fathers. They understand that being a father means more than being a breadwinner – it means being an actively engaged co-parent, who feels equally responsible for the child’s upbringing.

The Singapore Government has approached paternity leave extensions cautiously, aligning them with societal readiness, especially that of employers. The current increase is commendable, but we must think ahead. Policymakers should announce plans for further extensions that lead ultimately to equal maternity and paternity leave. We would like to see this happen ideally within the next five years.

Equal partners

Konstantin’s and Philip’s stories show that men can do everything that women can do in childcare – perhaps except direct breastfeeding.

Both felt that parenting is not about gender but about learning caregiving skills and assuming responsibility for the child. Men are fully capable of nurturing, soothing and caring for their children. It is a matter of spending the time needed so that fathers can actively participate in their children’s upbringing and grow into their role as a parent, just like mothers do.

Caring for an infant is not easy, and there is a lot of sleep deprivation involved in the early months, but what these men discovered was that fatherhood has enriched their lives and helped them form strong bonds with their children.

There is scientific research to explain this bonding. Oxytocin, a hormone associated with greater engagement with the child, was found to increase in fathers just as much as in mothers in the transition to fatherhood and during the first six months of fatherhood. So this bonding is not exclusive to mothers.

Supportive workplace policies and culture

Derick, the father of a two-year-old son and a newborn, underwent a remarkable transformation. His first child’s birth coincided with a fortunate opportunity – his workplace offered him its extended 20 weeks of paid paternity leave.

Yet Derick hesitated, concerned about the impact on his career. Fortunately, he encountered “fatherhood champions” within his company who set the example by taking their full paternity leave. They made it feel safe for him to do the same.

Today, Derick says his decision to embrace fatherhood proved the best choice he has ever made. Now, he is on paternity leave again for his second child.

More companies globally are going beyond legally mandated maternity and paternity leave requirements in moving towards true gender equality. For example, Deutsche Bank, Goldman Sachs and, recently, Standard Chartered Bank offer equal maternity and paternity or parental leave to staff.

A company culture that promotes paternity leave can make a significant difference in encouraging fathers to take an active role in parenting, as Derick’s example shows. The civil service sets an exemplary precedent, with an impressive 84 per cent of fathers taking paternity leave compared with the general population’s average of 40 per cent between 2018 and 2020, according to a 2023 government response to a parliamentary question on paternity leave usage.

Shifting towards equal paternity and maternity leave and equal parenting also makes economic sense. As more women than men graduate from universities and have the potential to earn higher salaries, it is crucial to ensure that both partners have the opportunity to balance family and work. This benefits not only families but also the nation’s workforce and economy.

Men and women are ready for more equal co-parenting, and policymakers should be proactive in supporting their desires. These aspirations align with the country’s priority of higher fertility rates and a thriving workforce.

With Singapore’s fertility rate hitting an all-time low of 1.04 in 2022, we should not wait too long to equalise paternity leave.

A Recap: ‘For Good Reason’, A Panel on Workplace Accommodations

On August 17 2023, around 50 people attended a virtual event titled ‘For Good Reason: A Panel on Workplace Accommodations’ to discuss how companies can create policies to help all individuals thrive and how such inclusive measures in turn benefit the companies.

Organised by the Disabled People’s Association (DPA) and AWARE, the session was moderated by Anthea Ong, a mental health advocate, social entrepreneur, and former NMP. Joining her on the panel were AWARE Executive Director Corinna Lim; DPA Research and Policy Manager Max Soh; Head of DEI, APAC at Mediabrands, Dharesheni Nedumaran; and Yap Qian Yin, a business analyst and former Paralympian.

The panel discussion was contextualised within the Ministry of Manpower’s recent acceptance of the Tripartite Committee’s recommendations for the Workplace Fairness Legislation (WFL). The panellists acknowledged this as a step in the right direction, though they pointed out some remaining gaps which will still leave certain groups of workers vulnerable.

Notably, the WFL only outlines the right for employees to request reasonable accommodations for disabilities, of which there is a stringent definition. An upcoming Tripartite Advisory, which will have no legal authority, will be in charge of monitoring any other worker’s right to reasonable accommodations. The question arises: How can workplaces facilitate reasonable accommodation requests to get the best out of a company’s workforce?

The necessity of reasonable accommodations in the workplace

According to the International Labour Organisation, reasonable accommodations refer to ‘any modification or adjustment to a job or to a workplace that is reasonably practical to enable [employees] to have access to, participate in, or advance in employment’. 

The panellists had a robust discussion built upon this definition. From Max’s perspective, reasonable accommodations were “essential modifications for individuals, not just persons with disabilities, to do work effectively”. Sharing his experiences as a legally blind person, he emphasised that any individual could face different barriers that impede their work capabilities. 

Corinna further highlighted that it is not just people with disabilities who are affected. The AWARE director pointed out that the workplace has always been designed for men or those without caregiving responsibilities. Today, reasonable accommodations are key to supporting a wide range of workers, including people with disabilities, caregivers, pregnant women, and older people. It also includes adjustments or modifications to an employee’s role or work environment that can help meet their specific needs. 

Similar accommodations have been legislated, with Corinna pointing out that “people don’t think about them as reasonable accommodations, but that is what they are”. 

Reasonable accommodations benefit all

Reasonable accommodations are crucial to enabling an environment where employees can perform at their best, which ultimately benefits both employers and employees. For Qian Yin, COVID-19 enabled greater flexibility in the workplace, which she “benefitted greatly as a wheelchair user”. She detailed the importance of access to basic facilities, sharing that she almost turned down the offer from her existing employer due to the lack of a handicapped toilet in her building. As Dharesheni puts it, the point of reasonable accommodations is “to remove those barriers that prevent someone from working”, allowing organisations to have a diverse workforce and fully capitalise on the full extent of their employees capabilities. 

An employer who supports reasonable accommodations for their team is also able to exercise effective leadership to deliver better outputs for their company. As Anthea noted, at the core of business and leadership is for employers to “take care of the humans under their charge”. 

Reframing the narrative 

The panellists agreed that it is time to reframe reasonable accommodations as a gain rather than a cost, as a cornerstone of good leadership rather than overburdening employers. Oftentimes, conversations about reasonable accommodations are underlined by biassed assumptions that someone cannot do the job properly. To Max, the main point to drive home was that “reasonable accommodations are a useful tool; a reasonable accommodation, after all, is not special treatment. Rather, it is the removal of barriers to enable more efficient and productive workflows”.

Another common perceived cost of reasonable accommodations is the potential for abuse, where employees take advantage of employers with their requests. As the panellists discussed, the likelihood of abuse from the employee is slim; these individuals are already dealing with a lot, and there is little to suggest abuse. As Corinna puts it, this argument against reasonable accommodations is “a red herring”. 

A gentle approach forward

Employees can advocate for themselves gently yet powerfully. Qian Yin spoke about how she did not “put forward a half fight”; instead, she “put forward entirely what is required”. Corinna agreed, emphasising that employees should “take care of the question marks” so employers can better understand what is required to offer support. 

Gathering support from allies in the workplace can also aid in calling out resistance to reasonable accommodations. Qian Yin spoke about how she respectfully advocated for herself in the workplace, sharing her story with colleagues to build momentum towards “a louder voice to push” for a handicapped toilet. Her small victory spoke volumes about the power of sharing stories so workplaces can learn how to better support each other. 

From a mindset of resistance to one of support

There are a multitude of ways in which employers can support employees in requesting reasonable accommodations. An effective and visible action is to have an employment policy that can guide employees in making reasonable accommodation requests. This then facilitates an open conversation where employees can request and employers can negotiate.

Having conversations about reasonable accommodations should be an interactive process that culminates in a shared agreement. Dharesheni stated that employers can have a policy that tracks whether reasonable accommodations are effective for them. Anthea added that having open conversations does not mean a floodgate is being opened. Rather, it’s about operating from a mindset of diversity and inclusion instead of discrimination.

The panel considered the difficulties encountered in offering reasonable accommodations for individuals with invisible disabilities. Anthea acknowledged the challenges that employers may face in accommodating different needs. In response, Max emphasised that reasonable accommodations should be approached on a case-by-case basis in a manner that does not “compromise the nature or output of the work”. Flexibility in these conversations is essential to “human-centred” leadership that recognises the unique needs of each employee.

Max also highlighted that there are organisations that can support workplaces in implementing reasonable accommodations, such as funds and grants which can cover financial costs involved in providing reasonable accommodations. There are also considerable resources available from organisations such as AWARE and DPA so employers “don’t have to go in alone”. 

The next reasonable step

While legislating reasonable accommodation seems out of scope currently, the panel acknowledged that the next big fight will lie in legislating policy changes. In the meantime, the conversation certainly does not end here. We must continue to push as a community as we enter this new era of workplace fairness.

Temporary closure of Women’s Care Centre and Sexual Assault Care Centre

The Women’s Care Centre (WCC) and Sexual Assault Care Centre (SACC) will be temporarily closed from Monday, 28 August 2023 on Friday, 1 September 2023. During this period, all WCC and SACC services will be unavailable. Service will resume from Monday, 4 September onwards.

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

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

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, 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 temporary closure.

[POSITION FILLED] Executive, Communications and Marketing Executive, Catalyse

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

We are seeking someone who is skilled and motivated to join our team at Catalyse as an Executive for Communications and Marketing. Catalyse is the consulting and training branch of AWARE, Singapore’s leading gender equality non-profit organisation. As Communications and Marketing Executive, you will play a crucial role in our organisation’s marketing efforts and will report directly to our Director of Strategy, Cynthia Chan.

Here’s what you can expect as part of our team:

Meaningful impact: You will play an essential role in our mission to foster inclusive workplaces. Your work with us will directly influence the growth and development of Catalyse, which ultimately aims to make a positive difference in the corporate world.

Diverse experiences: You will have exposure to a wide range of industries and projects, allowing you to become more well-rounded professionally and develop a versatile skill set. Additionally, you’ll have ample networking opportunities with clients, partners, and industry professionals, creating valuable connections for your future career.

Hands-on learning: Working alongside our experts, you will actively participate in business development strategies, conduct research, create content and assist in the development of social media campaigns.

Job Responsibilities:

  • Content creation:
    • Develop engaging content for various marketing channels, including but not limited to social media, website and email outreach
  • Project management: 
    • Coordinate and manage marketing projects
    • Oversee campaigns, track project progress and work with various teams on projects
    • Manage and process invoices
  • Website & social media management: 
    • Manage and update website content, optimise and craft content for search engines (SEO) and perform search engine marketing analysis
    • Manage our social media channels and craft content to enhance brand awareness, engagement and reach
  • CRM (Customer Relationship Management):
    • Manage and maintain customer database, ensuring accurate and up-to-date information
    • Monitor customer interactions and communication and update records accordingly
  • Business Operations
    • Provide support for ongoing business operations
    • Work with other members of the team to help grow Catalyse 
    • Other tasks as determined by the Director of Strategy 

Skills and Qualifications:

  • Attention to detail and ability to initiate and complete projects with accuracy
  • Demonstrated commitment and dedication to achieving goals
  • Excellent communication skills, both written and verbal
  • Proficiency in tools such as Microsoft Excel, Word and Google Documents, etc.
  • Familiarity with graphic design software like Photoshop, Adobe Illustrator, Canva or similar programmes
  • Expert professional knowledge of online digital marketing strategies and social media platforms such as Facebook, LinkedIn, Instagram and others
  • Basic understanding of website management and content management systems (CMS), plus points if you have basic CSS/HTML knowledge
  • Ability to conduct research and analyse data for marketing decisions
  • Strong copywriting and editorial skills and the ability to craft effective calls to action
  • Creative mindset and ability to think outside the box
  • Familiarity with statistical analysis and financial statements
  • Strong organisational skills 
  • Reliability, responsiveness and openness to learning new skills and technologies

Salary range: $3,500 – $4,200, depending on experience.

Selection Process:

  • Skills Test: Candidates will be given a take-home assignment which will assess their copywriting skills, specifically in crafting effective calls to action.
  • Interview: Shortlisted candidates will be invited for an interview. The interview will include a 15-minute portfolio presentation followed by a 45-minute structured interview.

If you are passionate about communications and marketing and feel you meet the above criteria, we encourage you to apply for this exciting opportunity. Do note that only shortlisted candidates will be contacted for interviews.

If you are interested in learning more about the role, please email Cynthia at: cynthia.chan@catalyse.sg. For more information about Catalyse and the impactful work we do, please visit our website at catalyse.sg.