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27 April 2023: Feminism for All workshop

What does it mean to call yourself a feminist? What are feminist ideologies and how can we apply them to our daily lives? What are the most expedient ways to fight for gender equality?

These questions might not always have neatly defined answers. After all, the ideas and the discourse around feminism can be complicated – especially when theory comes up against the complexities of reality.

Feminism For All is a workshop for anyone who wants a dedicated occasion to discuss, unpack and gain a better understanding of feminism. Whether you are curious to learn more about gender equality in the Singaporean context, or want to advance along your own feminist learning journey, this interactive workshop will provide an overview of the foundational principles behind the movement, outline how they inform AWARE’s work, and empower you to apply various feminist values to your daily life.

This hands-on, in-person masterclass led by AWARE members will have interactive segments, including small discussion groups and presentations.

Workshop outline:

  • Introduction to key terms
  • Brief history of feminism
  • Overview of core feminist concepts
  • Feminism in Singapore
  • AWARE’s work
  • Q&A

Date: Thursday, 27 April 2023
Time: 7.30-10pm
Venue: AWARE Centre (5 Dover Crescent, #01-22, S130005)
Fee: $15 (+ GST and Eventbrite fee). The entry fee for this event will go towards refreshments for all attendees.

Register here!

13 May 2023: Bridging Gaps, a workshop for school-leavers on consent and relationships

So you are aware of the importance of consent. But are you confident in your understanding of how consent works in real-life situations?

Many young people express concerns about being pressured into having sex. Do you share those concerns?

Young people also sometimes find themselves in the role of bystanders to incidents that don’t seem right. Do you know how to provide support as a bystander to a friend who needs it?

This interactive workshop for school-leavers (ages 17-25 years old) will address all these issues and more, through videos, case studies/scenarios and facilitated small-group discussions. Our experienced facilitators have equipped hundreds of students and adults with the skills they need to navigate the complicated worlds of sex, dating and relationships in Singapore. If you want to strengthen your knowledge of these topics, join us!

We’ll be covering:

  • Consent: not just textbook examples, but the grey areas in real life
  • Relationships: including signs of unhealthy relationships
  • Sexual assault: including some myth-busting
  • Bystander support: how you can keep yourselves and your friends safer

Date: Saturday, 13 May 2023
Time: 3.30-5.30pm
Venue: AWARE Centre (5 Dover Crescent, #01-22, S130005)
Fee: $5 (+ GST and Eventbrite fee)

 

Register here!

[Position Filled] Head of Advocacy, Research and Communications

We are no longer accepting applications for this position. 

AWARE is looking for a Head of Advocacy, Research and Communications (ARC) who will be responsible for leading AWARE’s Research and Advocacy agenda, managing the ARC team, implementing AWARE’s communications and community engagement activities to support AWARE’s advocacy agenda and brand, and building relationships with strategic partners and stakeholders.

The ideal candidate will be an excellent communicator, a skilled relationship builder, and a results-oriented leader, with a policy, research, advocacy and legal background. This person will be an inspiring team leader, a passionate feminist and an organised hands-on collaborator who gets things done.

Position: Head of Advocacy, Research and Communications
Department: Advocacy, Research and Communications
Salary range: SGD$6,300 – 8,500
Starting date: May 2023
Term: Full-time/Employment contract

Requirements

  • Singapore Citizen or PR
  • At least 10 years of research, advocacy, legal or policy experience (including experience in Singapore), preferably in relation to women’s or human rights issues
  • University degree in a related field
  • Track record of identifiable and measurable successes in managing research and/or advocacy projects, and ensuring high-quality deliverables
  • Broad knowledge of women’s rights issues in Singapore, with deep expertise and experience in any of AWARE’s core issues, such as violence against women, ageing and caregiving, workplace equality, or economic justice for low-income women
  • Recognised people-management experience, including supervising a team of talented professionals
  • Strong verbal and written communication skills
  • Good knowledge of CEDAW and/or a strong grounding in the principles of feminism
  • Personal characters including integrity and ethical behaviour; ability to be a team player; collaborative, adaptable and decisive nature

Job Description:

Advocacy and Research

1. Define the strategy for AWARE’s Research and Advocacy agenda, including annual and longer term plans. Ensure that the strategy includes clear goals and benchmarks, and that they align with the broad organisational priorities.

2. Lead and manage the ARC Team to deliver AWARE’s Research and Advocacy strategy within budget.

3. Oversee and manage the research carried out by AWARE ensuring that it is sound, robust and effective to further AWARE’s advocacy goals.

4. Actively engage in interpretation of research results including overseeing, writing and framing communication materials such as policy reports, press releases and other programme deliverables.

5. Lead the formulation and implementation of advocacy campaign strategies.

6. Oversee and manage the production of media materials, including position papers, op-eds and letters, and ensure these materials generate positive public opinion to address gender inequalities

7. Lead knowledge development and data management for key programme areas.

Communications, Community and Stakeholder Engagement

1. Lead the ARC team to implement AWARE’s Communications and Community Engagement activities to support the Research and Advocacy agenda and promote AWARE’s brand and other services.

2. Oversee the implementation of outreach programmes to key stakeholders and represent AWARE in the public arena.

3. Play a prominent role in AWARE’s outreach and networking. The ARC Head will work with the Executive Director (ED) on:

  • Identifying and networking with partner organisations
  • Engaging and building an external network of leading influencers, experts and stakeholders
  • Presenting AWARE’s research at conferences, workshops and other external forums
  • Build (where applicable) partnerships and positive relationships with governmental and other non-governmental organisations to achieve mutual goals.
  • Assist the ED to identify potential funding partners and help present high-quality proposals to potential sponsors for Research and Advocacy projects.

Organisational Leadership

1. Provide direction, coaching, appraisal and technical guidance to ARC team members, and support their professional and technical development.

2. Perform other management tasks as required of Heads of Department, including hiring, performance management, budgeting and resource planning.

3. The Head of ARC, together with the HODs of other departments and the ED, shall form the Senior Leadership Team (SLT) of AWARE. The SLT, led by the ED, shall:

  • Ensure a supportive and collaborative work environment within AWARE to meet AWARE’s goals
  • Build a cohesive staff team united around achieving AWARE’s strategic goals
  • Ensure inter-departmental cooperation to streamline workflow.

4. Represent the interests of ARC as a whole to the SLT and participate in the development and implementation of organisational policies, practices and procedures for AWARE.

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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 ed@aware.org.sg.

8 April 2023: Stories that Matter – Oral History Workshop with Mandakini Arora (Growing Up Indian)

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 in Singapore. If you are not an Indian woman but interested in recording oral histories of Indian women in Singapore, however, you may sign up. If you have questions about this, please email projects@aware.org.sg.

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To be human is to tell stories. Do you know a woman in Singapore whose life experiences you would like to bear witness to—whose stories you believe to be worthy of record?

In their introduction to the AWARE anthology What We Inherit: Growing Up Indian (2022), editors Shailey Hingorani and Varsha Sivaram write, “Indian women’s everyday lives… deserve to be witnessed in their own right.” Over the centuries, however, women’s experiences have been lost to the historical record. Even as history writing expanded from a record of great men and their exploits to include women and other marginalised groups, minority women’s histories have often been given short shrift.

Whether published in print, streamed as a podcast or delivered in yet another innovative medium, oral history—an organic mode of doing history by eliciting stories through interviews—can be an incredibly effective tool for validating the experiences of minority women. Join us for an interactive two-hour workshop with writer Mandakini Arora to explore the beauty and importance of oral history, and how best to engage in it in the Singapore context. As a participant, you will share your ideas on interesting interview subjects, brainstorm possible questions to ask of interviewees, and formulate an outline of your own oral history project. You too can be part of the great work of enriching our country’s archives and centering otherwise forgotten narratives.

Please note this workshop will take place in person. Participants will be emailed some reading materials and other preparation instructions beforehand.

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.

Date: Saturday, 8 April 2023

Time: 10AM – 12PM

Venue: AWARE Centre (5 Dover Crescent, #01-22, S130005)

Entry Fee: Contribute-what-you-can. Suggested contribution of $15 per person.

Register now!

About the Facilitator

Mandakini Arora edited Small Steps, Giant Leaps: A History of AWARE and the Women’s Movement in Singapore (AWARE, 2007) and Jean Marshall’s Pahang Letters, 1953–54: Sidelights on Malaya During the Emergency (Ethos Books, 2017). A historian with postgraduate degrees from Duke University and Jawaharlal Nehru University, Mandakini is completing a book on home, gender and identity based on oral history interviews with British women in Singapore.

AWARE responds to report by Tripartite Committee on Workplace Fairness; launches position paper calling for inclusion of sexual orientation among protected traits

This post was originally published as a press release on 7 March 2023.

7 March 2023 – Singapore’s upcoming Workplace Fairness legislation must explicitly define discrimination; include sexual orientation, gender identity and gender expression (SOGIE) in addition to other protected characteristics; and protect all workers against workplace harassment and bullying.

These were the primary recommendations made today in gender equality organisation AWARE’s response to the interim report by the Tripartite Committee on Workplace Fairness, released in February. The Tripartite Committee, which convened in July 2021 to review Singapore’s workplace fairness framework, put forward in the report its recommendations following consultations with workers, employers, human resource practitioners and non-governmental organisations.

AWARE’s position on workplace discrimination and further recommendations are also detailed in the group’s new position paper, titled “Beyond Fairness: A legal framework for anti-discrimination in the workplace”.

AWARE’s latest anti-discrimination advocacy follows the organisation’s 2022 launch of Singapore’s first comprehensive survey on workplace discrimination, conducted with market research company Milieu Insight, which found that around 1 in 2 workers in Singapore had experienced workplace discrimination in the previous five years. The survey was rolled out in the wake of Prime Minister Lee Hsien Loong’s announcement, at the 2021 National Day Rally, that Singapore would enshrine its Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) guidelines into law.

“Workplace discrimination is an issue that we have long kept in our cross hairs,” said AWARE Executive Director Corinna Lim, “especially since 2019, when our Workplace Harassment and Discrimination Advisory began providing specialised support to workers. International Women’s Day is a timely occasion to review the upcoming anti-discrimination legislation, considering the profound impact it has on working women, including mothers, and other marginalised persons.”

In “Beyond Fairness”, AWARE identified various limitations of Singapore’s current measures against workplace discrimination. Notably, existing TAFEP guidelines do not explicitly define discrimination and instead simply set out a list of dos and don’ts. This provides only limited guidance for factual situations involving discrimination not covered in the list. AWARE also observed that the grounds on which discrimination is prohibited, as listed by TAFEP’s website, are age, race, gender, religion, disability, marital status and family responsibilities; the list excludes characteristics such as sexual orientation. Excluding those characteristics may discourage employees from reporting discrimination on those grounds because they are unsure if what they experience constitutes proscribed conduct.

“We know from our 2022 workplace discrimination survey that under-reporting of discrimination is a grave problem,” said Ms Lim. “Half of all discrimination victims did not file official complaints; 30 per cent of these workers said that they hesitated because they did not trust authorities to take commensurate action. It is imperative, therefore, that the government remove every possible barrier to reporting, including any lingering confusion about what grounds are ‘valid’ for discrimination.”

In its interim report, the Tripartite Committee on Workplace Fairness recommended prohibiting workplace discrimination on the grounds of nationality, sex, pregnancy status, mental health conditions, in addition to the existing TAFEP grounds. It also suggested prohibiting retaliation against those who report cases of workplace discrimination or harassment; and requiring employers to put in place grievance handling processes. These recommendations were all lauded by AWARE.

“It was encouraging that the Tripartite Committee on Workplace Fairness’s report reflected some of the issues previously raised by AWARE and other advocates against workplace discrimination,” said Ms Lim. “Yet we were disappointed that the Committee failed to address a number of other pressing concerns—such as the glaring exclusion of sexual orientation, gender identity and gender expression from the list of protected characteristics. Can the Committee assure the most marginalised in our society that they will be protected by the upcoming legislation? We look forward to further consultation with the government in this arena.”

Meanwhile, AWARE’s further recommendations for the Workplace Fairness legislation, as detailed in “Beyond Fairness”, include: expanding its coverage to encompass gig workers, independent contractors and contract workers, in addition to employees; covering a wider range of protected characteristics; explicitly prohibiting a range of errant conduct; placing a positive obligation on employers to foster safe work environments for employees; and exempting victims of discrimination and harassment from having to attempt mediation before filing claims with the Employment Claims Tribunal.

Read the full “Beyond Fairness: A legal framework for anti-discrimination in the workplace” position paper here and the executive summary here. 

Read AWARE’s response to the Tripartite Committee on Workplace Fairness’s report.

23 May 2023: Birds & Bees, the Essentials – a Workshop for Parents

“I would highly recommend this excellent programme to all parents. It helps equip parents with valuable information and skill sets that lead to far-reaching benefits in our youths.”

— Dr Tan E-Ching, medical director of Hallmark Health

“I had not thought about the nuances of consent and being an ‘askable’ parent. It got me thinking… I loved how [the facilitators] were so sensitive and respectful, as this topic can be so turbulent for many people.”

— Nandini, parent and Birds & Bees participant

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Are you aware of what your child knows (and doesn’t know) about relationships and sex?

Are you avoiding such topics because “they’ve learnt about it in school already”?

Are you confident your child knows enough to handle difficult situations?

Birds & Bees: The Essentials is an experiential two-hour workshop that will equip you with the necessary information so you can plan conversations with your child on consent, relationships and sex. You never know: some of the tips may even help you and your child enjoy such conversations!

Note: This is a special, condensed version of our regular Birds & Bees workshop, which typically spans three sessions on multiple days. Learn more about Birds & Bees here.

During this workshop, you’ll learn more about:

  • Importance of parental communication (and some tips!)
  • Consent (we all know the black and white, but what about the grey areas?)
  • Sexual assault (facts vs. myths)

Date: Tuesday, 23 May 2023 (Note: This session was previously scheduled for 19 April, then postponed. We apologise for any inconvenience caused.)
Time: 7:30-9:30pm
Venue: AWARE Centre
Workshop Fee: $16.20 (+ GST and Eventbrite fee)

Register here!

Survey: After you sign up, you will be asked to complete a short pre-workshop survey about the age(s) and number of your children. This is so that parents with children of similar ages can be grouped together to that you will get the most out of the workshop.

Refunds and cancellations: Unfortunately we will not be offering refunds. In exceptional circumstances, you can attend the next run of the workshop if you write in to publiceducation@aware.org.sg in advance giving your reasons.

*If you would like to join the workshop but cannot make it at this time, please fill in the indication of interest form.

International Women’s Month 2023: AWARE partnerships and promotions

Another March, another exciting line-up of AWARE promotions for International Women’s Day! We’ve curated a diverse array of partnerships, exclusive offers and other ways for you to support local enterprises and AWARE at the same time. Keep checking this page throughout March for new additions. Happy browsing—and happy Women’s Month!

And if you’re looking for a free all-day activity, check out our 25 March open house, Fair for All!

Follow us on Facebook, Instagram, LinkedIn and Twitter to stay in the loop.

 

Jump to:

The Alkaff Mansion

Celebrate and toast to all the strong women in your life with exclusively curated IWD beverages by Alkaff Mansion’s Head Barista, Humaira, at Wildseed Cafe. From 6 – 12 March, 10% of the proceeds from International Women’s day beverages will be donated to AWARE. Reserve a table here!

Atico

Celebrate International Women’s Day by indulging in a delicious set lunch or high tea at Atico! For every purchase, $2 will be donated to support AWARE. Visit Atico to find out more.

Botanico

From 1 – 8 March, the Botanico offers a medley of International Women’s Day dining experiences—including female-exclusive privileges and dinners with 10% of proceeds going to AWARE. Reserve a table here.

California Republic

Join California Republic for a celebration that’s as hot as it is empowering this International Women’s Day. They’re #EmbracingEquity and putting a modern twist on the Tupperware Parties of the ’60s with an event that celebrates diversity, empowerment and female fabulosity—hosted by California Republic in conjunction with Hedonist, who’ll be showcasing their latest collection of tantalising toys and pleasure tools. Gather your tribe and dress to impress for an afternoon of free-flow bubbles and cocktails, paired with an exclusive brunch menu. Bring along those dance shoes and get ready to rock power songs that’ll leave you feeling like a boss. Fifteen per cent of proceeds from the afternoon will go towards AWARE.

Saturday, 11 March 2023

12pm – 3pm

RSVP to secure your table here.

FIRE

Until 31 March, savour a delicious lunch at FIRE! The restaurant will donate $2 to AWARE for every lunch set purchased. Book your table here.

FLNT

Until 31 March, savour a delicious lunch at FLNT! The restaurant will donate $2 to AWARE for every lunch set purchased. Reserve your place now!

The Garage

From 8 – 13 March, the Garage offers a medley of International Women’s Day dining experiences—including female-exclusive privileges and lunches and dinners with 5% of proceeds going to AWARE. Reserve a table here.

Ground Up Climbing

From 8 – 31 March, Ground Up Climbing will donate a dollar to AWARE for every single check-in at their gym! Visit their website here.

LANE EIGHT

LANE EIGHT is a Hong Kong-based brand that makes versatile and sustainable footwear for the everyday athlete. They combine performance, style and comfort that will take you from the gym to the office, on your craziest adventure and back again. They’re donating 5% of all HIIT Trainer shoe proceeds in the month of March to AWARE. Shop now!

MONTI

Discover the flavours of Italy through the eyes and palate of MONTI Culinary Associate Director, Chef Felix, who has travelled Italy, eating and learning from the best chefs and home cooks. Join MONTI for a convivial dinner inspired by honest home cooking and experience glorious Italian dishes made by the Italian mamme Conchetta, Elena and Francesca. On 13 – 14 March and 16 – 17 March, $5 for every customer will go to AWARE! Check out the menu here.

Neon Pigeon

Listen up, ladies: This International Women’s Day, Neon Pigeon is bringing the heat with Brunch, Booze and Battle. It’s time to show off your skills and bring your A-game, ’cause we’re talking ’90s girl bands, baby. Think killer beats, Queen B swagger and a whole lotta attitude. So round up your squad, channel your inner Spice Girls or Salt-N-Pepa, and come dressed to slay. And don’t forget to fuel up with classic ’90s cocktail favorites and Pigeon’s bomb-a$$ birdfeed. Fifteen per cent of proceeds will go to AWARE.

Saturday, 11 March

12pm – 4pm

Make a reservation here.

Studs and Stones Pte Ltd

Studs+Stones, a boutique jewellery brand focused on empowering women, has selected AWARE as its preferred charity for 2023. For IWD, they are launching a pearl reminder bracelet that celebrates individual journeys. Throughout 2023, $20 from each bracelet will be donated to AWARE for its work empowering low-income mothers! Get your bracelets here.

UNA at the Alkaff Mansion

In celebration of female empowerment, UNA at the Alkaff Mansion will donate 5% of all proceeds from every Wine Pairing Menu ordered in the month of March to AWARE. Check out the menu here.

WHITETREE Health and Beauty

On 6 March, join WHITETREE for an exciting make-up workshop with Gel Beauty and help support a great cause! Fifty per cent of ticket purchases will be donated to AWARE. Additionally, throughout the month of March, 5% of our herbal tea sales will also be donated to AWARE. Shop now!

Zorba the Greek Taverna

Zorba gives back in commemoration of International Women’s Day! Head on down to everyone’s favourite Greek taverna by the idyllic Singapore River to enjoy Hera’s Goblet, a delicious concoction of floral gin, blue pea syrup, fresh lemon juice and cream. A dollar from every sale of Hera’s Goblet goes to AWARE. Visit Zorba’s Instagram here.

Donate Your Gender Pay Gap 2023 Campaign: Frequently Asked Questions

Thursday, 2 March 2023 is Singapore’s Pay Gap Day. Taking inspiration from similar events elsewhere in the world, such as the United States’ Equal Pay Day, Pay Gap Day symbolises how far into 2023 the median woman in Singapore must work to earn (in addition to her 2022 earnings) what the median man earned in 2022. We commemorating this year’s Pay Gap Day with a Give.Asia fundraising campaign called “Donate Your Gender Pay Gap”! This month-long campaign aims to raise a total of $14,400.

Donate Your Gender Pay Gap here!

 

Curious about the context and methodology behind this campaign? We’ve compiled this short list of Frequently Asked Questions to help!

 

 

FAQ 1: What is Singapore’s gender pay gap, and what causes it?

Singapore’s unadjusted gap was 14.4% in 2020, which means that full-time female employees aged 25 to 54 earned $0.856 for every $1.00 earned by their male counterparts.

The unadjusted gap compares the median wages of all full-time working men to the median wages of all full-time working women, aged 25-54. It does not control for “gender differences in productive characteristics between men and women such as age, education, occupation, industry, years of work experience, discrimination, etc” (MOM). The unadjusted gap is important, therefore, because it reflects the over-representation of men in higher-paying occupations and sectors, and the over-representation of women in lower-paying ones, largely due to occupational segregation, imbalance in caregiving responsibilities and gender discrimination.

Conversely, the adjusted pay gap was 4.3% in 2020. The adjusted pay gap attempts to capture differences in pay between women and men performing the same work, by controlling for “human capital and labour market factors”, i.e. characteristics such as race and ethnicity, level of education, work experience. It therefore only measures differences along one dimension—different pay for equivalent work—without capturing the many other differences in men and women’s employment circumstances that produce inequality.

Over a lifetime, the impact of this pay gap is significant. The median amount that a working woman would lose out on over the course of a 40-year career is almost $240,000. This inequality has a bearing on women’s ability to meet their needs financially and avoid ageing into poverty. According to CPF statistics, only 56% female active CPF members who turned 55 in 2018 hit the Basic Retirement Sum of $83,000 in their Retirement Accounts, as compared to 67% of male members.

Read more about the differences between the adjusted and unadjusted pay gaps here.

 

FAQ 2: Why “Pay Gap Day”?

Pay Gap Day takes inspiration from similar events in various parts of the world, such as the United States’ Equal Pay Day. The National Committee on Pay Equity declared the first U.S. Equal Pay Day in 1996, and it is commemorated on 14 March this year. Additionally, the European Union and the United Nations each observe their own Equal Pay Day. However, the term “Equal Pay Day” suggests that women receive equal pay for equal work, which disregards the reality that many women do not have the opportunity to work in the same roles as men. Therefore, we chose to call it “Pay Gap Day”. This acknowledges the existence of a pay gap while highlighting the need for equal opportunities in the workforce.

FAQ 3: Why is 2 March Singapore’s Pay Gap Day?

We calculated Pay Gap Day based off the unadjusted gender pay gap of 14.4%. Here’s the maths:

Let’s say a man (M) makes $10,000 per annum, or roughly equivalent to $27.40 per day. In this scenario, a woman (W) makes $8,560 per annum or $23.45 per day.

While M would work 365 days to earn his $10,000, W would work $10,000/$23.45, or approximately 426 days, to make $10,000. That is 61 days more than M.

That extra 61 days means W has to work from 1 Jan, 2022 – 2 March, 2023 to earn the same amount as M who works from 1 Jan – 31 Dec, 2022.

 

FAQ 4: Why do some people think the gender pay gap is a myth?

Sadly, the gender pay gap does exist. The Ministry of Manpower publishes the latest figures for Singapore here.

Despite this readily available data, various misconceptions (often spread by so-called “male rights activists”) persist about the gender pay gap. For example, a 2021 study we performed with Quilt.AI found that some social media users in Singapore justify the pay gap by framing it as unofficial compensation for National Service. Elsewhere, the pay gap has been attributed in part to differences in “personality traits and skills, psychological attributes, and choices of field of study”. This erroneously imagines a natural tendency of women to prefer lesser-paying jobs, and overlooks the systemic ways in which society devalues work traditionally performed by women.

 

FAQ 5: How is AWARE working to eradicate the gender pay gap?

The gender pay gap is a multifaceted issue inseparable from wider gender inequalities in every aspect of work and society. Therefore, we tackle it in various ways, including by advocating for the government to:

  • Mandate that SGX-listed companies with more than 250 employees disclose pay gap data (disaggregated by gender and ethnicity) and the steps they are taking to address gaps
  • Legislate the right for all workers to request flexible work arrangements
  • Equalise maternity and paternity leave and make them mandatory
  • Ensure that the upcoming anti-discrimination legislation addresses bias at all stages of the employment pipeline, including recruitment, promotion and pay
  • Develop a labour framework on the rights and benefits of workers in non-standard forms of employment.
  • Make greater efforts to encourage men to share women’s caregiving responsibilities

We also advocate for employers to:

  • Stop indexing jobs by workers’ last-paid salaries, and instead index jobs by job scope
  • Promote pay transparency at every level of the organisation, no matter the size of the company
  • Invest in corporate training on Diversity, Equity and Inclusion (DEI) and unconscious bias

AWARE designates 2 March 2023 as Pay Gap Day, launches “Donate Your Gender Pay Gap” fundraising campaign appealing to male allies

This post was originally published as a press release on 2 March 2023.

2 March 2023 — To bring attention to wage inequality between genders, gender advocacy organisation AWARE has designated Thursday, 2 March 2023 as Singapore’s Pay Gap Day. Pay Gap Day symbolises how far into 2023 the median woman in Singapore must work to earn (in addition to her 2022 earnings) what the median man earned in 2022.

AWARE commemorated this year’s Pay Gap Day—which occurs during the International Women’s Month of March—by launching a fundraising campaign called “Donate Your Gender Pay Gap”. The month-long campaign is an appeal to male feminist allies in Singapore to help eradicate the wage gap, among myriad gendered inequalities, by contributing to AWARE’s research and advocacy, Workplace Harassment and Discrimination Advisory and other efforts to level the playing field for women.

“The median woman in Singapore has to work an extra 61 days to earn what the median man earns in one calendar year. That is a stark injustice,” said Ms Corinna Lim, AWARE’s Executive Director. “Through Pay Gap Day and our campaign, we urge men to take action towards gender equality. We frequently receive inquiries from male allies who share our frustration with gender-based injustices, asking how they can further support our cause. Our hope is that they participate in this endeavour and pledge their commitment to gender equality—not solely financially but symbolically.”

Pay Gap Day takes inspiration from similar events in various parts of the world, such as the United States’ Equal Pay Day, commemorated on 14 March this year. The European Union and the United Nations each observe their own Equal Pay Day.

Thursday, 2 March was named Singapore’s 2023 Pay Gap Day based on the nation’s most recent gender pay gap figures. The unadjusted gap was 14.4% in 2020, which means that resident women aged 25 to 54 working full-time earned $0.856 for every $1.00 earned by resident full-time men. The figure reflects the over-representation of men in higher-paying occupations and sectors, and the over-representation of women in lower-paying ones. This is largely due to occupational segregation, imbalance in caregiving responsibilities and gender discrimination.* This unadjusted gap has been narrowed only slightly in the last decade, and is higher than the OECD average of 12%.

Over a lifetime, the impact of this pay gap is significant. The median amount that a working woman would lose out on over the course of a 40-year career is almost $240,000.** This inequality has a bearing on women’s ability to meet their needs financially and avoid ageing into poverty. According to CPF statistics, only 56% female active CPF members who turned 55 in 2018 hit the Basic Retirement Sum (BRS) of $83,000 in their Retirement Accounts, as compared to 67% of male members.

Despite a wealth of data, various misconceptions persist about the gender pay gap. For example, a 2021 study by AWARE and Quilt.AI found that some social media users in Singapore seek to justify the pay gap by framing it as unofficial compensation for National Service. Elsewhere, the pay gap has been attributed in part to differences in “personality traits and skills, psychological attributes, and choices of field of study”. This erroneously imagines a natural tendency of women to prefer lesser-paying jobs, and overlooks the systemic ways in which society devalues work traditionally performed by women.

AWARE’s “Donate Your Gender Pay Gap” campaign, which is run on the Give.Asia platform, aims to raise a total of $14,400. While donations of all sizes and from all genders are welcome, men are encouraged to give $144, to represent the 14.4% unadjusted gender pay gap. The target would be reached with 100 male allies.

“The gender pay gap is a complex societal issue, and the solution does not solely lie at the feet of individuals,” said Ms Lim. “That’s why this is not just about donations. We hope that the larger impact of our Donate Your Pay Gap campaign will be an increased awareness about gender inequality at the workplace and beyond. Even so, individuals can make a difference in plenty of ways. We urge male allies to use Pay Gap Day, and the upcoming International Women’s Day, as an opportunity to create change however they can—whether by pushing for pay transparency within their own organisations, or alleviating their partners’ or female relatives’ burdens by taking on a larger share of domestic responsibilities.”

“As beneficiaries of a skewed system, it is always easier for men to justify outcomes than to address their root causes,” said Chirag Agarwal, a male AWARE member and co-founder of mental health and well-being start-up Talk Your Heart Out. “We like to attribute differences in pay to ‘market forces’ instead of sexism and discrimination. I hope this campaign helps male allies understand the systemic underpinnings of the gender pay gap, and leads to policy changes that close the gap.”

Other measures previously suggested by AWARE to narrow the pay gap include for companies to disclose pay data at all levels, disaggregated by gender and ethnicity, and to index jobs by scope instead of by workers’ last-paid salaries, which entrenches disparities.

Visit the “Donate Your Gender Pay Gap” campaign at give.asia/donateyourgenderpaygap.

* Singapore’s adjusted pay gap, which measures different pay for equivalent work—without capturing the other differences in men and women’s employment circumstances that produce inequality—was 4.3% in 2020.

** AWARE arrived at this figure based on median gross monthly income figures, differentiated by age and sex, published by the Ministry of Manpower at stats.mom.gov.sg/iMAS_PdfLibrary/mrsd_2020LabourfForce.pdf

 

Annex: How we identified Pay Gap Day

Say a man (M) makes $10,000 per annum, or roughly equivalent to $27.40 per day. In this scenario, a woman (W) would be making $8,560 per annum or $23.45 per day.

While M would work 365 days to earn his $10,000, W would work $10,000/$23.45, or approximately 426 days, to make $10,000. That is 61 days more than M.

That extra 61 days means W has to work from 1 Jan, 2022 – 2 March, 2023 to earn the same amount as M who works from 1 Jan – 31 Dec, 2022.