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“Older Women’s Responses to the White Paper on Singapore Women’s Development”: Report by Singapore Alliance for Women in Ageing

Being stereotyped as “slow” and “less productive” at the workplace. Facing financial strain due to rising caregiving and healthcare costs. Experiencing isolation and loneliness as a result of living alone.  

These were some of the concerns raised by older women in a series of focus group discussions conducted by the Singapore Alliance for Women in Ageing (SAWA) in 2022 and 2023. 

Established in 2018, SAWA consists of AWARE, Singapore Council of Women’s Organisations, Singapore Muslim Women’s Association (PPIS) and the Tsao Foundation, and aims to raise awareness about the gendered nature of ageing in Singapore. 

SAWA’s latest report, titled “Older Women’s Responses to the White Paper on Singapore Women’s Development”, is a follow-up to the alliance’s 2021 submission to the Government’s national review of women’s issues. Last year, SAWA celebrated the White Paper on Singapore Women’s Development as a signifier of the Government’s commitment towards achieving gender equality. However, SAWA noted the White Paper’s lack of focus on older women, observing that the proposed action plans were largely aimed at a younger demographic.

To better understand the needs and challenges of older women, SAWA conducted four focus group discussions between June 2022 and February 2023, each in one of Singapore’s official languages (English, Malay, Mandarin and Tamil). In total, 170 women aged 55 and above attended to discuss the challenges they faced navigating Singapore as older women. 

One topic that was widely discussed was age-based discrimination in the workplace. Many older women recounted that they had been offered fewer promotion opportunities and job responsibilities as they aged. This made them feel excluded and undervalued, thereby impeding their ability to actively participate in work. 

Other concerns that participants raised related to caregiving and its impact on their retirement adequacy, access to community support and health and wellbeing.

During the focus group discussions, participants were also encouraged to share ideas for the government to address these challenges. Some recommendations included: 

  • Strengthening policy protection for re-employed workers in terms of remuneration and standards of workplace practices;
  • Enhancing subsidies for caregiving, healthcare and consumables for both caregivers and care recipients;
  • Reviewing the criteria for healthcare and caregiving subsidies regularly in tandem with the population’s profile;
  • Providing information and signs in vernacular languages in all healthcare settings to minimise confusion and delays;
  • Developing more programmes and opportunities in schools to forge stronger inter-generational bonds and tackle stereotypes against older persons. 

Read about the detailed findings and recommendations in SAWA’s report here.

[Position filled] Helpline Programme Manager, CARE

Position: Helpline Programme Manager
Department: CARE
Commitment: Permanent full-time position with minimum commitment of 2 years
Salary range: SGD4,470 – SGD5,580
Starting date: Immediate
Work location: Hybrid

Are you passionate about making a meaningful impact on the lives of individuals in need? Do you have the
skills and experience to lead a dynamic team in providing crucial support services? If so, we have an
exciting opportunity for you. AWARE is a leading organisation committed to empowering women and addressing critical issues like abuse and violence. Our Women’s Care Centre and Sexual Assault Care Centre play a vital role in providing support and resources to those who need them most. We’re on the lookout for a First Response Operations Manager to lead our efforts and drive positive change in the community.

Job Description

● Leading with Purpose: Oversee first response channels, including helplines, chat service, emails, and walk-ins, ensuring efficient and effective service delivery. Your work will directly impact the well-being of victim-survivors of sexual assault.
● Innovation and Improvement: Develop and implement operational procedures and policies, making sure our services are consistently top-notch.
● Team Empowerment: Manage and inspire a dedicated team of volunteers and staff, fostering an
environment where everyone thrives.
● Data-Driven Impact: Use data insights to inform decision-making and contribute to strategic planning, helping us shape a brighter future.
● Advocacy and Networking: Explore advocacy opportunities to expand access to support services and engage with like-minded organisations.

Requirements

● Expertise: Ideally a social work degree and a minimum of five years in the social service sector.
● Experience: At least two years of experience in people and performance management.
● First Response: Proven track record in managing first response services in the abuse and violence field is a significant plus.
● Knowledge: Good knowledge of Singapore social service landscape and criminal justice system.
● Empathy and Compassion: Dealing with individuals in crisis or distress requires sensitivity, and we’re looking for someone who excels in this area.
● Leadership Skills: Lead a dedicated team with your strong leadership and team-building abilities,
● Tech-Savvy: Familiarity with various IT systems and tools.
● Problem Solving: Quick thinking and strong problem-solving skills in order to manage high-pressure situations effectively.
● Passion and Commitment: Be passionate about our mission and committed to gender- and trauma-informed practice.

Why Join Us:

● Meaningful Work: Make a real difference in the lives of individuals in need and contribute to a vital cause.
● Team Collaboration: Work with a dedicated team of professionals who share your passion.
● Professional Growth: AWARE will support your growth with training and development opportunities.
● Positive Work Environment: Join a workplace that values empathy, compassion, and making a difference.
● Competitive Compensation: We offer a competitive salary and benefits package.

Click here to submit your application.

Please ensure that you have read and acknowledge the Privacy Statement here.

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

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

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

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

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

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

Job Description 

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

Requirements

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

You must read and acknowledge our Privacy Statement here.

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

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

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

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

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

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

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

Commentary: Turns out few understand maternity discrimination in Singapore

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

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

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

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

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

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

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

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

Screengrab of an online comment. (Source: AWARE)

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

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

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

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

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

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

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

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

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

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

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

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

Screengrab of an online comment. (Source: AWARE)

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

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

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

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

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

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

Screengrab of an online comment. (Source: AWARE)

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

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

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

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

Screengrab of an online comment. (Source: AWARE)

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

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

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

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

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

MISCONCEPTIONS BUSTED. NOW WHAT?

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

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

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

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

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

 

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

Committee of Supply Debates 2023: Notes on gendered issues

Written by Victoria Jagger, AWARE intern

Following Deputy Prime Minister Lawrence Wong’s Budget speech on 14 February 2023, Parliament conducted the Committee of Supply (COS) debates. COS debates are an opportunity for Members of Parliament (MPs) to discuss and question each Ministry’s agenda for 2023.

AWARE’s research and advocacy team monitored the 661 Budget “cuts” that were presented, and identified the following as most pressing for gender equality in Singapore.

1. Enhancing support for working parents and caregivers

In an effort to meet the needs of working parents and caregivers, the Government is encouraging workplaces to adopt more flexible and supportive policies. This includes promoting equality in the workplace and encouraging equal sharing of caregiving responsibilities.

Various MPs debated initiatives under this policy, particularly the decision to increase government-paid paternity leave from two to four weeks. Minister Indranee Rajah explained that the increase aims to normalise fathers adopting greater parenting responsibilities.

Still, some MPs called for these efforts to be strengthened further. MP Louis Ng enquired about a roadmap to equalise paternity and maternity leave and stressed the need to work closely with the private sector to incentivise such change. Additionally, MP Louis Chua argued that more resources should be directed toward tackling deep societal, cultural and institutional issues that perpetuate gender stereotypes. He cited the Ministry of Manpower’s 2022 Labour Force statistics, which revealed that women made up 89% of caregivers who were outside of the labour force, indicating that Singapore is nowhere close to establishing the norm of equal shared responsibilities.

In response, the Minister reiterated the Government’s preference for encouraging fathers to take up paternity leave over equalising the amount of paternity and maternity leave. She cited the need for a shift in workplace culture, including the attitudes of supervisors and colleagues, as this plays an important role in empowering parents to take their leave.

Minister of State for Manpower Gan Siow Huang acknowledged that “we can do more to support caregivers, seniors and persons with disabilities to continue working or to re-enter the workforce”. Standardising flexible work arrangements (FWAs), such as working from home, adopting flexi hours and telecommuting are crucial to achieving this. This is because FWAs cater to the familial responsibilities that workers bear, allowing them to fulfil their roles in the workplace and household. The Government recognised that when done correctly, FWAs can increase productivity, increase long-term employee engagement and lower absenteeism and turnover. Thus, the Government plans to implement the Tripartite Guidelines on FWAs in 2024.

MPs Louis Ng and Louis Chua recommended legislating the Tripartite Guidelines, stating that there is no better time than now to lean into FWAs. While the Minister agreed that FWAs are a “sustainable way of providing more flexibility for workers, which is critical for caregivers of children and elderly”, she disagreed with the MPs’ proposal, describing a legalistic approach as inadequate.

MP Rachel Ong called for more support for caregivers (especially those caring for persons with severe disabilities) as well, in the form of FWAs and other measures. She cited the UK’s Carer’s Passport as a tool that has resulted in an uptrend in the number of working caregivers of elderly and children, and suggested that Singapore introduce a similar initiative. She also called upon the Government to provide more support preparing caregivers to re-enter the workforce, to reduce employer bias and to safeguard their retirement adequacy.

Additionally, MP Carrie Tan reiterated that more needs to be done to support the more than 210,000 Singaporeans who do full-time caregiving work, as they are the “backbone of our ageing care system”. She recommended providing an income supplement, known as “CareFare”, to stay-at-home caregivers who are not working and thus sacrificing their most productive earning years to support their families’ care needs. She called on the Minister of Health to scale up community solutions and referred to Japan’s time-banking system, where seniors can support each other by swapping services, e.g. helping to run errands and providing social companionship.

 

2. Supporting vulnerable workers

A significant focus of this year’s COS debates was the need to uplift vulnerable low-income workers.

This was in response to Deputy Prime Minister Wong’s Budget Speech, which announced that low-income platform workers aged 30 and below will be required to start making CPF contributions as of late 2024. Accordingly, MPs Hazel Poa, Saktiandi Supaat and Yeo Wan Ling sought clarification on whether transitional assistance would be provided to platform workers who earned less than $2,500 to help them manage the requirement to contribute to CPF.

Senior Minister of State Dr Koh Poh Koon responded that MOM intends to evenly phase in the additional CPF contributions across five years, at around 2.5% per year for platform workers and 3.5% per year for platform companies, so as not to drastically affect the take-home income of workers.

Importantly, MP Poa also enquired as to whether platform workers would be covered under the forthcoming Workplace Fairness legislation.

Minister of Manpower Tan See Leng clarified that platform workers will not be covered under the law, as a formal contractual relationship between an employee and employer is required. However, the Tripartite Guidelines on Fair Employment Practices will be amended to include discrimination against platform workers.

MPs also called upon MOM to better support PWDs in the workforce. MP Rachel Ong shared recent statistics that just 31.4% of working-age PWDs are employed. She asked what was being done to raise the retirement adequacy of this group, who often incur greater medical expenses than non-disabled persons. She suggested that more research concerning the job search experiences of PWDs be undertaken to identify and reduce barriers to accessing work.

3. Increasing financial assistance for vulnerable groups

Given the current climate of high inflation, many MPs stressed the need to increase the accessibility of financial assistance for low-income Singaporeans.

The Ministry of Social and Family Development’s (MSF) top-up of $300 million to the ComCare Endowment Fund was welcomed by various MPs, but several requested updates on the implementation of the scheme.

MP Seah Kian Peng asked when a review of the ComCare and Public Assistance Scheme was due, so as to ensure that the schemes aligned with the rising cost of living. Additionally, MP Leon Perera urged MSF to trial programmes that offer higher ComCare payments, and extend the duration of financial assistance to nine to 12 months—measures that might enable families to gain financial stability more quickly and relieve anxiety about meeting daily costs.

One group that is particularly vulnerable to financial insecurity is single unwed mothers, due to their role as sole breadwinners and caregivers for their families. Nominated MP Dr Shahira Abdullah enquired about MSF’s efforts to support this group as they are not offered the same level of social support provided to those in a “family nucleus”. Thus, she proposed extending the Baby Bonus Cash Gift, Working Mothers Child Relief and Parenthood Tax Rebates to unwed single mothers.

Minister for Social and Family Development Masagos Zulkifli responded that while he empathises with the challenges faced by single parents, MSF’s policies reflect the value our society places on parenthood within marriage.

All in all, it was heartening to see MPs voicing the needs of vulnerable groups and providing suggestions on how we can make Singapore a more inclusive and equal society.

Read AWARE’s response to the 2023 National Budget here.

25 March 2023: Fair For All — an all-day Open House at AWARE

Calling all members of the AWARE community—and anyone looking for ways to get more involved in gender equality work! We’re holding an all-day block party on Saturday, 25 March, and we hope to see you there.

Fair for All is a celebratory community event held by AWARE to commemorate International Women’s Day and the month of March. From morning ’til evening, we’re putting on an open house at the AWARE Centre in Dover Crescent, with free admission to all—including residents in the Dover community, and anyone who wants to know more about AWARE. Come trade pre-loved items at our “free market”, attend mini workshops centred on different facets of AWARE’s work, listen to a panel on the intersection of gender and climate activism, and visit booths featuring local makers and artisans.

This is a chill, entry-level way to get to know your friendly neighbourhood feminist organisation, and make some meaningful new connections.

Register your spot now!

The Singapore Really Really Free Market

Date: 25 March 2023

Time: 11am-4pm

What’s mine is yours! All goods and services at the Really Really Free Market are shared freely: Anyone with items or services to offer is welcome to set up a stall, and members of the public can browse to their hearts’ desire—no transactions required. AWARE is excited to put on this event in collaboration with Singapore Really Really Free Market (SRRFM), the Singapore chapter of the RRFM movement. RRFM aims to counteract capitalism in a non-reactionary way, by building a community based on sharing resources, caring for one another and improving the collective lives of all.

Please contact Shamima at volunteermanager@aware.org.sg if you are interested in running a table of your own. First come, first served.

“Is Recycling Women’s Work?” A panel discussion

Date: 25 March 2023

Time: 11.30am-12.30pm

Listen to three panellists—Woo Qi Yun (“The Weird and Wild”), Yasser Amin (Chief Stridy Officer) and Melissa Low (research Fellow at the NUS Centre for Nature-based Climate Solutions)—discuss the intersection of gender and climate action in Singapore.

5 Things You Get Wrong About Recycling

Date: 25 March 2023

Time: 12.45-1.30pm

Learn better ways to recycle through this short workshop conducted by Robin Rheaume—AWARE member, long-time zero-waste advocate and educator and the founder of Singapore resource Recyclopedia.sg.

Bystander Training by Catalyse

Date: 25 March 2023

Time: 2-3pm

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.

22 March 2023: Writing about Memory & Identity – Nonfiction Workshop with Balli Kaur Jaswal (Online, Growing Up Indian)

Banner for Balli Kaur Jaswal's writing workshop, conducted as part of Growing Up Indian's workshop series by AWARE.

Important note: This workshop is part of AWARE’s Growing Up Indian initiative to foreground the voices of Indian women in Singapore. It is therefore intended primarily for Indian women participants who have lived at least five years in Singapore. If you are not an Indian woman but are still interested in writing about the intersection of race and gender in Singapore, however, you may sign up. If you have questions about this, please email projects@aware.org.sg.

********

We all have a story to tell, but how do we go about writing it?

In AWARE’s 2022 anthology, What We Inherit, Indian women writers expressed their stories via the form of the personal essay. If you were inspired by those essays, or simply wish to learn how to reflect on your experience and write your own story as an Indian woman, this workshop is for you!

In this two-hour workshop, author Balli Kaur Jaswal (Sugarbread, Erotic Stories for Punjabi Widows) will guide you down memory lane to craft a new personal essay. Autobiographical writers construct narratives from their recollections of personal events. Memories serve as raw material, but creating a cohesive piece requires careful attention to the purpose and form of an essay. What are the challenges of navigating our roles as narrators, protagonists and characters in our own histories? Does hindsight provide more answers or questions? How have our individual identities been shaped by what has happened to us, and how do we bring these revelations to the page? Participants will engage in writing activities and peer feedback sessions to develop memoir essays about the intersections of identity and memory.

Please note this workshop will be online only (Singapore time). Participants will be emailed the Zoom link shortly before the session date, alongside some reading materials and other preparation instructions. We encourage participants to turn on their video throughout the session.

We want our workshops to be accessible to everyone, and require your generous contributions to make programmes like this possible. While you are welcome to give any amount you wish, we suggest a minimum of $15 per person. No tax deduction will be provided. Note that Eventbrite requires a minimum contribution of $1. If you require a waiver of this minimum contribution, please email media@aware.org.sg.

We are unable to accommodate transfers and cancellations if participants are unable to attend after payment has been made.

REGISTER NOW!

About the Facilitator

Balli Kaur Jaswal is the author of five novels, including Singapore Literature Prize finalist Sugarbread, and the international bestseller Erotic Stories for Punjabi Widows. Jaswal’s non-fiction has appeared in The New York Times, Harper’s Bazaar and Salon.com, among other publications. Currently a lecturer at Yale-NUS College, she is preparing for the release of her upcoming novel, Now You See Us.

[POSITION FILLED] Consultant, Business Development and Sales, Catalyse

We are no longer accepting applicants for this role.

Catalyse is the corporate consulting, training and advisory business unit of AWARE—Singapore’s leading gender equality advocacy group, dedicated to removing gender-based barriers through research, advocacy, education and support services. Whilst the main focus remains on gender equality, Catalyse’s work is expanded to include the wider spectrum of Diversity and Inclusion including culture, race, ethnicity and ability. Catalyse’s clients include local and multinational companies, public sector organisations and Institutes of Higher Learning. 

All profits generated by Catalyse go towards funding the charitable activities of AWARE.

Position: Consultant, Business Development and Sales
Commitment: Full time
Salary range: $5,800 – $7,300
Starting date: Immediate

Job Description

The Consultant, Business Development and Sales (CBD) will lead the sales and marketing activities of Catalyse. The Consultant will work closely with the Managing Director of Catalyse and focus on:

  • developing client relationships to generate new leads
  • closing deals that come through the enquiry pipeline
  • enhancing Catalyse’s revenue
  • building on Catalyse’s brand visibility

The ideal candidate will have at least seven years of sales experience, with a proven sales track record. They should have a keen interest in promoting diverse and inclusive workplaces and be comfortable selling to and working with larger/global companies.

Key Responsibilities

  • Develop and maintain a deep understanding of Catalyse’s services
  • Convert leads into sales opportunities and manage the sales process from start to finish
  • Achieve quarterly and annual sales targets
  • Oversee website and social media platform updates and content writing for Catalyse
  • Fine-tune sales materials, sales processes to facilitate sales processes
  • Work closely with the team to ensure happy client experience
  • Participate in ideating for new products
  • Develop long-term relationships with clients and serve as a trusted advisor
  • Develop and implement strategies to increase overall sales performance
  • Stay up-to-date on industry trends and competitor activity

Requirements

  • Passion for promoting diversity, inclusion and equality
  • At least seven years professional sales experience, preferably in professional services field
  • Proven track record of achieving or exceeding sales targets
  • Excellent communication, presentation, problem-solving and negotiation skills
  • Strong time-management and organisational skills
  • Comfortable working in a multicultural and diverse team
  • High level of client and stakeholder management skills
  • Ability to thrive in a fast-moving environment

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Please note that due to the large number of applications, only shortlisted applicants will be contacted for an interview.