Author: AWARE Media

A Recap: Talking about human rights work with Nora Murat

written by Megan Tan, AWARE intern

On 23 May, AWARE had the pleasure of hosting Nora Murat, formerly regional director of the International Planned Parenthood Federation (IPPF)’s East and South East and Oceania Regional Office (ESEAOR).

IPPF ESEAOR comprises of 23 member associations that all deal with issues surrounding sexual health and family planning. The Federation is responsible for supporting these associations through various avenues, such as areas of strategic planning, programme development and operations. 

Nora joined AWARE staff and members—including AWARE president Margaret Thomas—and guests from a few other organisations (such as Power Fund recipients Daughters of Tomorrow and Project X) for a discussion about her years of work in the human rights field. Before coming to IPPF, Nora previously worked with the Asia Foundation and Sisters in Islam, and served as Executive Director of Amnesty International Malaysia.

Here are a few lessons she shared.

1. Compromise can be constructive

Nora got the ball rolling by reflecting that at times, she said, it is necessary for civil society groups to set aside differences as organisations and work with one another on urgent issues.

She recalled an incident where the IPPF was able to form a coalition with a Catholic organisation in the Philippines. In that case, IPPF and the other organisation agreed to work together on the issue of HIV, despite having very different views on LGBTQ rights.

2. Make your message relatable

One of the questions raised by attendees during the session was how to best communicate with different communities that might employ different language when talking about issues. For example, conservative Muslims may not be receptive to conversations about family planning if the issue was framed in a certain way.

Nora agreed that, generally speaking, conversations about reproductive health and family planning are tricky. “Language is so difficult,” she said. “We speak the same words but have different interpretations of them.”

If the goal is to address as wide a public as possible, she suggested that anchoring topics in practical, real-life concerns would make them easier to relate to than abstract or intangible concepts. One might, for example, bring up family planning by describing how having too many children would impact a family financially.

Having a “face” to put to a cause can help to make the cause easier to relate to, especially if that face is a person within the community. An insider may be more aware of the cultural myths and sensitivities surrounding an issue, and thus better placed to advise both sides. 

3. Work with the media, not against it

Nora also stressed the importance of engaging with journalists. Journalists need to understand clearly where an organisation is coming from, or they risk misinforming readers. Thus, holding trainings with journalists to educate them on the issues at hand, and how to report on them sensitively, is critical.

Social media also plays an important role in today’s advocacy, she noted, especially when it comes to sparking a conversation with younger demographics. Social media could also be an important tool in forming a network across different organisations. Organisations could even “work across causes” on social media, mobilising their combined forces in tandem.

However, one attendee pointed out that social media should not eclipse using other, traditional forms of media for advocacy. She recalled a campaign by her organisation in which they distributed zines. While social media posts might be buried in people’s feeds, she said, the organisation found that people did pay attention to the zines. Both Nora and the participant agreed there should be a balance of different formats and platforms.

The session concluded with an attendee asking Nora what kept her going, despite the overwhelming human rights issues facing the world today.

“The engagement that organisations are having with the youth,” Nora replied. “That gives me hope.”

“They don’t deserve to take so much away from me”—how survivors of child sexual abuse find hope, recovery

This post was originally published on Channel NewsAsia on 30 May 2019.

by Laika Jumabhoy, senior case manager at AWARE’s Sexual Assault Care Centre

We need to break down the barriers that hinder victims from revealing their abuses, says AWARE’s Laika Jumabhoy.

SINGAPORE: Recently, a Singapore-based Australian man was charged with 59 counts of child sexual abuse and producing pornographic material for more than 10 years. Five affected children were in Singapore. No police reports had been lodged against the man, the Singapore Police Force clarified on Friday (May 24).

The silence of these children echoes those of sexual violence survivors of all kinds.

At AWARE’s Sexual Assault Care Centre (SACC), survivors are not obliged to inform us whether they report their experiences or not—but of the cases known to us in 2018, only four in 10 lodged a police report.

Such tragedies, when they come to light, compel us to try harder to prevent child sexual crimes—a task that involves concerted effort on many fronts, such as comprehensive sexuality education.

But we also need to break down the barriers that hinder children from disclosing their experiences to their own family and friends. After all, without speaking up, child sexual abuse survivors cannot begin the long journey of recovery.

WHY DON’T CHILD ABUSE SURVIVORS SPEAK UP?

Tina*, now in her 30s, was a victim I saw at the centre some years ago. She was sexually abused many times by her sister’s husband and two family friends (whom she called “uncles”) for six years, starting before she turned seven.

In her recollection of the case, Tina recalled that “something bad” would happen at least once a week when her mother was at work and the perpetrators were tasked to look after her. The abuse she suffered included molest, digital penetration and rape.

Once, her mother saw her lifting up her dress while sitting on the family friend’s torso, something he had asked her to do a few times while she was a victim. Her mother slapped her and scolded her.

Tina shared that her mother’s reaction cemented her fear of not being believed about what she was going through. It suggested to her that she was at fault for her actions.

Feeling “tainted and dirty”, she began to blame herself, believing that she had invited the abuse by being “too friendly”. In school she acted out in trying to regain control over her life, playing truant and talking back to teachers, and gained a reputation as a “difficult child”.

Tina kept her abuse a secret until she met her husband a few years ago. Her husband’s believing, affirming and non-judgmental response encouraged her to seek professional help from SACC.

Shame, self-blame, betrayal, the fear of not being believed—or, if you are believed, being punished or held responsible for destabilising your family unit: These are common emotions for survivors of child sexual abuse.

Compounded with the practical or financial hold that perpetrators often have over children, they present a multitude of reasons why many victims, like Tina, carry their secrets with them well into adulthood.

SEXUAL GROOMING

On top of that, pedophiles confuse their victims through a deliberate process of sexual grooming.

A perpetrator begins by establishing a relationship of trust with the child and sometimes the child’s family, positioning himself as a source of support.

He becomes close by paying special attention to a child, buying gifts or playing “hugging” and “tickling” games, making them feel loved and safe.

At some point, he starts to blur the lines between care, love and sex to escalate his actions. He may begin to show his private parts, or induce a child to show his or hers.

Doing this over a period of time normalises the abuse and allows for the crime to increase in intensity. A perpetrator may also deliberately manipulate a child’s state of confusion and innocence by suggesting that he or she had agreed to the acts.

WHEN DISCLOSURE IS THWARTED

Many child sexual abuse survivors I have met had attempted to disclose the abuse to a trusted adult, starting with a “smaller incident” to test the adult’s reaction. But when reactions were dismissive or judgmental, victims ceased further disclosure altogether and clammed up.

Another survivor Sally*, who as a child was molested by her private tutor weekly for more than three years, remembers telling her teacher that her tutor had touched the area around her breasts.

Instead of responding with care and caution, the teacher questioned whether Sally was telling the truth and suggested that the contact might have been accidental.

This pushed Sally into silence. She eventually convinced her parents that she didn’t need any more tuition and could study with a friend. Only in her early 20s did she reveal what she endured to her two close friends.

Commonly held myths that trivialise sexual violence (such as “If the victim didn’t say anything, it must not have been that bad”) or victim-blame (“If the victim kept going back to the situation, he or she must have wanted it”) build an intimidating wall around the survivor that further discourages him or her from seeking help.

For example, they may feel they do not have the right to report because the abuse happened “only once”, or because it was non-penetrative—but abuse surely does not have cross that definitive physical line to have long-lasting psychological impact.

Also dangerous are attitudes that catastrophise sexual violence—e.g. “victims will never recover” or “victims will become perpetrators themselves”. Statements that confer stigma and shame can also push survivors into deeper silence, deterring them from seeking support or justice.

THE IMPORTANCE OF FIRST RESPONSE

A supportive, non-judgmental first response is pivotal in encouraging survivors to break their silence. If a child speaks up, listen and believe them. If you notice behavioural changes in a child, gently investigate.

Tina’s mother, for example, instead of chiding her daughter when she lifted up her dress with an adult, might have taken the child aside and asked if everything was okay.

When we see sexualised behaviour in children, we should seek to understand where it comes from instead of shutting the child down. Though first instincts might be to scold, with an educative intent, a more helpful, open approach to assure the child that sharing is welcome can make the sum difference.

Despite negative first responses from adults, what propelled Tina and Sally to eventually seek help was support from loved ones and friends. Both of them told us that it was incredibly powerful to be able to tell their stories uninterrupted, to be called “courageous and brave”, and to be assured of support through their difficult recovery journey.

ENABLING RECOVERY

A traumatic incident causes a rupture in our personal narrative. It can taint relatively positive, healthy and stable relationships because of negative and unhealthy emotions.

Recovery centres on increasing a survivor’s sense of safety, confidence and self-efficacy. Several key factors that can contribute to this:

  1. Taking decisive action – for example, entering therapy, forgiving the perpetrator, pursuing justice (e.g. with a police report), volunteering or helping others.
  2. Creating a constructive narrative – naming the abuse, understanding trauma’s impact and symptoms, moving away from assuming all blame.
  3. Cultivating resilience – being willing to work through trauma and not be defined by an incident.
  4. Building support systems – nurturing supportive, caring and safe relationships with family members, partners and friends.

Tina came to SACC hesitantly, feeling unworthy of love.

“So many things didn’t make sense,” she said.

“I couldn’t understand, and still can’t fully come to terms with, how these people—who were supposed to look after me—did things to me.”

Eventually, she saw value in her counselling sessions and in working towards recovery.

“My case manager really listened to me. She never judged me. She always reminded that it was not my fault. She let me take things at my own pace and didn’t give up on even when I got angry with her.”

“I needed to do this so that I can live a happy life with my husband. [The perpetrators] don’t deserve to take so much away from me.”

A Recap: Inclusive Workplaces – Calling Out Motherhood Bias

(L-R) Sher-li Torrey, Roslina Chai, Corinna Lim, Payal Pisal and Godelieve van Dooren

Written by Lim Ziqian, AWARE intern
Photographs by Megan Tan, AWARE intern

Being away from your child in order to provide for him. Seeking reprieve at home after a difficult day at the office, only to have to pacify a screaming toddler. Then choosing to do it all again tomorrow. Most working mothers are all too familiar with this heart-wrenching grind.

Balancing motherhood and work is already physically and emotionally gruelling—but throw in gender pay gaps, disrupted career mobility and family-unfriendly company policies, and the barriers for women who want to succeed both at home and at work rise even higher.

How can we make the workplace more egalitarian and less hostile to working mothers?

That was the overarching question that framed “Inclusive Workplaces – Calling Out Motherhood Bias”, a panel discussion on the evening of 24 May at Twitter’s Singapore headquarters. The panel was organised by Catalyse Consulting, the corporate advisory and training arm of AWARE, in partnership with human resources consulting firm Mercer, social enterprise Mums@Work and Twitter Singapore. The panel comprised a representative from each organisation, and was moderated by Roslina Chai, Managing Director of Catalyse.

Corinna Lim, Executive Director of AWARE, kicked off the panel discussion by describing the motherhood penalty, or “the price that career women pay when they try to combine motherhood and work” (detailed in this recent op-ed by AWARE’s Shailey Hingorani).

Executive Director of AWARE Corinna Lim

She discussed how workforce participation in Singapore steadily climbs and peaks for women in their late 20s. The figure then declines after women hit the age of 30 and, alarmingly, never picks up again.

A woman’s 30s are her prime childbearing years in Singapore. Indeed, important parenting years continue long after childbirth—for example, many mothers take career breaks to supervise their children during crucial exam periods such as PSLE. As one woman told Corinna, “I need to know that I did everything that I could for my child’s success.”

These women later find it difficult to re-penetrate the workforce. And the few who do manage to are paid significantly less than their male counterparts with equivalent qualifications. In fact, the wage gap between comparable male and female workers over a 40-year period was estimated to be a whopping $550,000—or the price of some HDB flats.

Godelieve van Dooren (who goes by G) from Mercer then spoke about the importance of policies that allow motherhood and work to intersect seamlessly. G mentioned that even though policies form the bedrock of how the workplace is structured, a company’s culture—i.e. whether colleagues are genuinely invested having working mothers on board, or whether the maternal presence is merely tokenistic—is equally, if not more, key to making motherhood work.

Contrary to popular notions, G said, the attitudes of peers provide the “biggest pressure” to shape trends, as opposed to the dictates of managers. G shared some anecdotes in which, despite the implementation of flexi-work policies, male colleagues had implied to her that she was “not pulling weight or not working hard enough” because of her family commitments.

Hence, while policies look good on paper, creating a collective consciousness at the office that genuinely empathises with working mothers is a prerequisite to having a truly egalitarian workplace.

Payal Pisal, a member of Twitter’s Parenthood Committee, then took her turn. She first recounted her own anxieties as a working mom—from opting for 7am shifts to drafting endless checklists for her nanny on the refrigerator. No matter how much she did, it never felt enough: “The guilt never goes away. It just keeps shifting.”

Twitter’s Payal Pisal, a member of the company’s Parenthood Committee

Thankfully, individuals and companies can each chip in to alleviate these worries. Payal said that the close-knit Parenthood Committee at Twitter was a source of comfort and solidarity in its members’ parenthood journeys. This helped cultivate a workplace where Payal felt motherhood was “respected” and “accepted” by managers and peers alike.

This cultural shift then helped to create an atmosphere that allowed Twitter’s family-friendly policies to be followed through—for instance, the company’s policy of up to 20 weeks of gender-neutral parental leave. #ShipMilk, another Twitter initiative, allows working mothers constantly on the go to ship breast milk back home to their babies.

Lastly, Sher-li Torrey spoke about founding Mums@Work in 2010. A career portal that supports working mothers in Singapore, Mums@Work lists job openings with flexible arrangements and is exclusive to mothers.

Mums@Work has evolved over the years in tandem with the dynamic needs of working mothers. The enterprise now also supports mothers in setting up their own businesses as mumpreneurs.

Sher-li acknowledged that she alone could not effect radical change in society, but that she hopes her enterprise will create opportunities and “[get] the employers to change their mindsets” about working mothers.

An audience member asks a question after the panel discussion

Finally, the panel discussion concluded with a Q&A and networking session.

Motherhood and work should not be mutually exclusive. Granted, Singapore has made laudable strides in levelling the playing field for working mothers. Evidently, however, more can be done to allow bright and ambitious mothers to truly have the best of both worlds.

Prioritise a child’s right to access quality childcare

This post was originally published on TODAY on 24 May 2019.

by Chong Ning Qian, Senior Research Executive, AWARE

In response to a parliamentary question on May 6 by Nominated Member of Parliament Walter Theseira, Mr Desmond Lee, Minister for Social and Family Development, revealed that each year from 2016 to 2018, there were applications by an average of 4,440 parents for ComCare childcare subsidies, and 86 per cent of them were approved on average.

These subsidies are for low-income families who are unable to afford childcare fees after receiving the Basic and Additional Subsidies provided by the Early Childhood Development Agency.

This suggests that every year, there are more than 3,700 children whose parents cannot afford to pay childcare fees even after receiving the Basic and Additional Subsidies. These subsidies together can go up to more than S$700, depending on the family’s income level and the mother’s employment status.

Before subsidies, monthly fees for full-time childcare can exceed S$1,000 in some centres — although those operating under the Government’s Anchor Operator and Partner Operator schemes have to cap them at S$700 and S$800 respectively.

While these subsidies are much needed by low-income families, findings from research by the Association of Women for Action and Research (Aware) in 2017 suggested that there were high compliance and administrative costs involved before this could happen.

Access to quality childcare and early childhood education should be the right of every child.

Research shows that high-quality early childhood education is good for children’s development, for example, in skill acquisition.

If we prioritised a child’s rights, parents should not have to jump through hoops to afford childcare.

Low-income families should automatically be able to receive subsidised childcare for free.

This is much more efficient and convenient compared with the current system, whereby:

  • First, to qualify for the maximum amounts, mothers must be working a minimum of 56 hours a month and provide proof of work. However, the type of work low-income mothers tend to do may not allow them to meet this requirement. For example, many of our respondents do informal, ad-hoc, home-based work. Producing proof of work may be difficult since they do not have employers, and the sporadic nature of their work may mean that they cannot meet the 56-hour mark every month.
  • Second, childcare operators incur high administrative costs. Those we interviewed reported that there is a fair amount of paperwork and back-and-forth with the Ministry of Social and Family Development (MSF), parents and social workers (if applicable), when appealing for more subsidies. One operator said that the extra paperwork involved is often a disincentive for operators to enrol low-income children.

Earlier this year, the MSF announced that childcare subsidies for non-working mothers looking for employment will be extended from three to six months. This is a positive sign as it reduces compliance and administrative costs.

We hope that this signals an eventual move to automatic free childcare for all low-income families.

We are hiring! Workplace Harassment and Discrimination Advisory (WHDA) Executive

AWARE’s Advocacy, Research & Communications (ARC) department is looking for a Workplace Harassment and Discrimination Advisory (WHDA) Executive.

WHDA is a new service by AWARE. It’s in its pilot phase currently and will be officially launched in August. This person will support those who have suffered discrimination and harassment at the workplace, with general advice on options available to them should they wish to lodge a complaint with their employer and/or relevant government authorities. The role also requires significant time spent supporting the ARC team in organising events, trainings, and project-based work.

Position: ARC Workplace Executive
Commitment: Full time, Monday to Friday
Starting date: 1 July 2019
Last day of application: 4 June 2019

Please apply here

(Read our privacy policy here.)

Job description:

  • Managing and ensuring adequate and timely response to people reaching out to the Workplace Harassment and Discrimination Advisory
  • Conducting intake interviews, client support and management of cases (case work), including providing and arranging for Women’s Care Centre services
  • Regular data management and filing for reporting and analysis, including creating and improving standard operating procedures for the Workplace Harassment and Discrimination Advisory
  • Identify and improve current processes for better case management and client experience of the Workplace Harassment and Discrimination Advisory
  • Provide support for advocacy, action and/or research
  • Organise and deliver worker’s rights trainings
  • Assist in promoting AWARE’s services and mission by organising and publicising events and liaising with external partners and stakeholders
  • Assist with the development, implementation and evaluation of community engagement strategies

Requirements:

  • Minimum of 2 years of related experience in client-facing or community work
  • Relevant educational qualifications, like social work, counselling, psychology or related field
  • Understanding of the Employment Act, workers’ rights is a plus but not essential
  • Excellent inter-personal, empathy and communication skills in English (verbal and written)
  • Good analytical skills
  • Excellent presentation skills
  • Proficient with computers and MS office, especially Excel and Word
  • Superb time-management and organisational skills
  • Strong project planning: highly creative, adaptable and a self-starter
  • Ability to work independently to manage projects
  • Competency to maintain positive and effective working relationships with a broad range of stakeholders
  • Experience or interest in supporting or empowering individuals
  • Strong belief in gender equality and the values of AWARE

If you have any questions about this position, please email careers@aware.org.sg.

 

Why are mothers penalised at work?

This post was originally published on TODAY on 15 May 2019.

by Shailey Hingorani, Head of Research and Advocacy, AWARE

On Mother’s Day last Sunday (May 12), many Singaporeans took their mums out for meals and showered them with messages of love and gratitude — fitting tributes to the women who bear us, raise us and sacrifice for us.

Perhaps a better tribute would be an examination of the challenges and injustices mothers face at work and addressing them as a society.

22 May 2019: AWARE Donor’s Party 2019

Thank you for being a warm and generous supporter of AWARE. Let us thank you in person as we celebrate the strides we have made towards gender equality together.

We are delighted to invite you to a cosy evening of dinner and drinks. You’ll connect with like-minded people and learn about how your donations have improved the lives of our community.

Whether you are passionate about advocating for low-income moms and single parents, energised by our Aim For Zero campaign, or curious about how we run our support services, come chat with us!

Bring your burning questions… and a friend who is interested in learning more about AWARE! Register early as spaces are limited.

RSVP at the link below, or write to Sharmi at volunteering@aware.org.sg if you have any food restrictions or queries.

To our regular donors, we are so looking forward to catching up with you very soon. For those of you who are new to us, we are excited to meet you!

Register here!

23 May 2019 Panel Discussion: Inclusive Workplaces – Calling Out Motherhood Bias

If it is true that Singapore’s greatest asset is its people, why is it then that Singaporean women in their prime are demoted at a higher rate than their male counterparts, with accompanying salary reduction?

It so happens that the majority of Singaporean women in their prime are mothers as well. On average, Singaporean women older than 30 are more likely to leave the workforce entirely or work part-time, and not necessarily by choice.

One reason that is commonly attributed to this phenomena is termed the “motherhood bias“, a form of gender-based discrimination in which employers and colleagues view mothers, or pregnant women, as less competent and less committed to their jobs.

The ensuing impact (overt or subtle) suffered by women in this position further exacerbates existing gender disparity as workers become parents in Singapore. Inflexible workplace policies for mothers, how performance appraisals are conducted, the interview processes and the unequal roles in parenting are some of the ways in which motherhood bias manifest.

Though Singapore has made clear strides towards gender equality, barriers remain to mothers working full time, working in sectors where they might earn higher pay – or even working at all. According to the Ministry of Manpower’s Labour Force Survey 2018, the vast majority of Singaporean women outside the labour force in their 30s (81%) and 40s (82%) were not looking for a job. This was largely due to family responsibilities – the most common reason cited by respondents in their 30s (56.5%) was childcare.

Let us reflect on the “cost” of the motherhood bias.

In March 2018, Manpower Minister Josephine Teo highlighted in Parliament that comparative to Singaporean men, fewer Singaporean women achieve retirement adequacy in terms of being able to meet their CPF Basic Retirement Sum. A 2018 report by McKinsey Global Institute (MGI) estimates that advancing gender equality could boost Singapore’s gross domestic product (GDP) by an additional US$20 billion, or 5%, by 2025.

Join us for a panel discussion on May 23rd, as we explore questions such as:

  • What kind of recruitment, remuneration and career progression policies can employers put in place to retain Singaporean mothers?
  • What needs to change to make it easier for Singaporean mothers to return to work?
  • What can mothers do to increase their likelihood of remaining in the workforce?
  • What practices have worked for organisations in other countries?

The panel will feature:

  • Corinna Lim, Executive Director at AWARE
  • Godelieve van Dooren , Partner at Mercer
  • Sher-li T, Founder at Mums@Work
  • Payal Pisal, Parenthood Committee member at Twitter
  • Panel Moderator: Roslina Chai, Managing Director at Catalyse Consulting

Aim For Zero: Dani’s story of workplace harassment

At a work meeting, Dani’s boss repeatedly propositioned her in a graphically sexual manner. After she rejected his advances, he continued to harass and bully her, until she finally left the company.

Today, she speaks up courageously, calling for zero tolerance for sexual harassment at workplaces everywhere.

AWARE’s Aim For Zero campaign is fighting for a society without sexual violence of all forms. At http://aimforzero.sg/employers, find a list of steps you can take at your company to stem harassment at the workplace.

Consider reaching out to Catalyse Consulting, AWARE’s corporate training division. Catalyse’s “Managing Workplace Harassment” workshop explores the grey areas of harassment in the workplace and facilitates discussion based on real-life scenarios. Email catalyse@catalyse.sg with any inquiries.

Lastly, if you or someone you know has experienced sexual violence and would like to seek support and advice, don’t hesitate to reach out to AWARE’s Sexual Assault Care Centre. Call 6779 0282 from Mon-Fri, 10am-10pm.