Close that workplace gender gap
BY Dr Theresa W. Devasahayam is Fellow and
Researcher-in-charge of Gender Studies at the Institute of Southeast Asian
Studies.
The world once again finds itself celebrating
International Women’s Day this Friday, March 8. There are many reasons to
celebrate women’s and girls’ achievements. One obvious achievement we can boast
about is that the gender gap in education has reversed in many parts of the
world, as now girls more than boys are more likely to enter college and
graduate.
While this is clearly progress for women – since
receiving an education signals empowerment as theoretically it puts women on an
equal playing field with men in enabling them to seek out wage work – gender
equality in education does not automatically translate into gender equality in
the workplace.
In fact, women still face persistent obstacles in
the workplace because this domain remains largely male-dominated.
Several reasons point to why the gender gap in the
workplace should be closed. The most obvious rationale is that closing the gap
in employment actually spurs GDP growth rates as well as improves economic
competitiveness and corporate performance.
Moreover, women bring a different approach to
social interactions in the workplace, says President of Harvard University Drew
Gilpin Faust.
PERSISTENT WAGE GAP
Making the workplace inclusive for women may be
achieved in several ways. Ensuring equal pay for equal work across the sexes is
one attempt at engendering gender equality.
In the United States, for example, in spite of the
wage gap closing from 62 per cent from 1979 to 82 per cent in 2011 for men and
women (according to data from the US Department of Labor and Bureau of Labor
Statistics published in October 2012), a gap still persists with older female
workers not being compensated as well as their younger counterparts.
In Southeast Asia also, men continue to earn more
than women. According to the World Economic Forum, several countries in the
region surpassed the average score of 0.64 documented for 135 countries in 2012
(with a score of 1 denoting gender equality). The Philippines (0.79), Thailand
(0.74), Malaysia (0.82) and Singapore (0.81) are examples. Others, however,
such as Indonesia and Vietnam fared relatively poorly in comparison with their
neighbours, scoring 0.67 and 0.68 respectively
Removing every shade of discrimination against
female employees in the area of promotion is also equally important. The
numbers of women in decision-making positions in corporations and businesses
continue to lag behind men because of the glass ceiling.
By removing the glass ceiling, which would have the
effect of not only being inclusive of women, diversity is also ensured and, in
turn, we may expect that the presence of women translates into better
governance.
LET HER KNOW MOTHERHOOD MATTERS
Also important is that creating an inclusive
workplace for women workers means there should be measures to ensure that women
are not penalised if they decide not to work for a short period, in order to
have or to look after their children.
This policy would have a twofold effect. Firstly,
it would signal to women that their skills in the workplace are always in
demand and it is acceptable for them to be mothers and workers at the same
time.
Secondly, in the face of falling fertility rates
across the world, a woman who decides to start a family should be fully aware
that her choice of leaving the workforce for a short spell would not be held
against her. She should be made to feel that her motherhood role is important
not only to herself and her immediate family, but also to wider society.
Making the workplace more inclusive to women would
include the provision of affordable childcare, especially in the case of
working mothers, since female employees are more likely than their male
counterparts to be saddled with the task of balancing family demands and
workplace commitments.
Having access to affordable childcare means that
the tensions of balancing home demands and workplace commitments would be
significantly minimised, if these women are able to ingeniously labour towards
integrating these two worlds.
If childcare is beyond the reach of the average
household, this would lead to a situation where it is most likely women will
choose not to enter the labour force, since they do not see gains in going out
to work. For many women, it is they who would opt instead to stay at home since
generally it is expected that they shoulder the burden of caring.
RETREAT FROM THE WORKPLACE
Mothers retreating from the workplace is a
universal and perennial phenomenon to which Singapore is no exception.
According to a report on labour force engagement in
Singapore published in 2011, 47.3 per cent of women as compared with 1.8 per
cent of men singled out “families responsibilities” (which includes housework,
childcare and care-giving to families/relatives) to be the reason for their
economic inactivity. In fact among the women, 25.5 per cent reported not
working because of childcare compared with 1.5 per cent of men.
Since motherhood is the main reason for women to
retreat from the workplace, this is more than enough reason to address this
concern and make it easier for women to return to work. In the world, the
Nordic countries have gained considerable success in wooing large numbers of
women back to the workforce. A combination of factors has led to this scenario,
according to the Global Gender Gap Report 2012.
These factors include policies enabling women to
combine work and family through better work-life balance and ensuring a shared
participation in childcare which involves greater involvement on the part of
the State; and the prevalence of a gender ideology which encourages gender
egalitarianism in the home front in terms of a more equitable distribution of
labour.
At a time of slow and uncertain economic growth,
there is enough justification for investing in women such that their
participation in the labour force can be optimised. For countries with more
robust economic forecasts, accelerating women’s participation in the labour
force indicates a commitment on the part of employers as well as governments to
ensure that the workplace continues to be inclusive.
As the Chinese proverb goes, women hold up half the
sky; so, ensuring that women are on an equal footing with men in the workplace
makes logical sense. But there should be no reason for women to feel pressured
to fit in and to behave like men, should they decide to participate in the
workforce. Rather as Christine Lagarde, Managing Director of the International
Monetary Fund (IMF) says: “We have to dare the difference and speak about it”.
MORE SUPPORT FOR WOMEN IN THE WORKPLACE
Grace Fu
Senior Minister of State for the Ministry of Information Communications and the
Arts, and the Ministry of Environment and Water Resources; Member of Parliament
for Yuhua; Chairman of the PAP Women’s Wing executive committee
Surveys have shown that gender ratio
equality in the workplace is maintained only at the entry level. As we move up
the corporate hierarchy, the number of women is significantly fewer than men.
Men are progressing faster and further than women. We are under-represented (3
to 8) in the senior leadership positions. Similarly, women only made up 7% of
boardroom positions in listed companies in Singapore.
Women are expected to undertake the
primary role in caring for the husband, children, and the parents. While we are
fortunate to have the support of domestic helpers, women are often expected to
make the career adjustments to suit the family circumstances. Many chose to
take a slower pace in their career or drop out of the workforce completely.
The younger generation are postponing
marriage and parenthood. With good education, women are excelling in the
workplace and enjoying financial independence and satisfaction from their jobs.
They are delaying the drudgery of a marriage if it means having to sacrifice
many of their lifestyle choices.
Women today do not wish to see
employers writing them off once a baby is on the way; neither do they wish to
rely solely on the promise that their spouses will provide for them for the
rest of their lives. They want a workplace where employers, recognizing the
multiple roles they play, manage their career with flexibility over their life
phases.
A female employee choosing to work
part-time when she is caring for a young child should not be excluded from
training opportunities nor future progression opportunities.
35 per cent of employers offer some
form of work-life arrangement. Women, especially those with children, want to
see more options such as more part-time work opportunities, flexible work hours
and tele-commuting arrangements.
For those wishing to re-enter the
workforce when their children are older, the government can provide training to
ease their transition back into the workplace.
Companies can also offer transition
arrangements where women re-entering the workforce do part-time work or take up
internships, before moving into full-time positions.
Singaporeans realising their Fullest
Potential
Foo Mee Har
Member of Parliament for West Coast; assistant
secretary of the PAP Women’s Wing executive committee
In my meetings with business leaders, I often hear
them lament that despite the availability of growth opportunities in Singapore,
the key constraint to realising these opportunities is neither capital nor
ideas, but the availability of talent. This dearth of talent has led
companies to curtail their expansion plans, with some even contemplating taking
their business offshore.
In the past, foreign workers and professionals have
augmented our local talent pool. However, there is a limit to how many
foreigners our society and infrastructure can accommodate. The government
has given the assurance that the share for foreign talent will be limited to
one third of the workforce.
As we approach this limit, it is more important
than ever to find ways to tap on the talents of every Singaporean. Furthermore,
Singapore has one of the fastest aging populations and one of the lowest birth
rates in the world. This highlights how critical it is for us to nurture
every citizen and bring out the best in our people.
Women
First, I would like to begin with a subject that is
close to my heart, and that is how we can better realise the full potential of
women in Singapore. Research has shown a clear link between gender equality and
a country’s economic strength. Indeed, Nordic countries that lead the
world in many indicators of gender equality rank amongst the strongest global
competitors with the highest standards of living.
The opportunity with women in Singapore was
recognised early on. Back in 1975,our former Prime Minister, Mr Lee Kuan Yew
said and I quote:“Societies which do not educate and use half their potential
because they are women, are those which will be the worse off. Those that do,
and face up to problems of new social and family relationships to help working wives
to bring up the next generation, are those most likely to provide better lives
for their people. We cannot not educate and use the energy and ability of our
women.”Unquote.
Singaporean women today have more opportunities
than in the past. We have seen more and more women leading in their respective
fields. However, we still have 58,000 women with university degrees not
working, 3 times more than that of men. And despite recent gains, women’s
labour force participation remains low at only 57% as compared to that of men
at 77%. Amongst women who work, few make it to leadership positions.
Women occupy only 27% of ‘executive’ level positions, and only 6% of
board positions in Singapore listed companies. Singapore only ranked 56th
amongst 134 countries in Global Gender Gap Index by World Economic Forum.
Sir, deploying more women in the workforce
contributes far beyond having more pairs of hands, or achieving egalitarian
ideals. Women bring unique talents, skill sets, life experiences and
perspectives to the workplace. There is a body of research which suggests
that companies with a strong women representation at board and top management
roles are also the companies that perform best.
The challenge of juggling family and work demands
is the key reason for low women representation in our workforce, as women
continue to be the primary caregiver. Close to 90% of women stop work due to
family responsibilities. Over the years, I have counselled many female
colleagues who struggle with the choice of staying at home or continue working,
usually after having children. They are typically at the prime of their
career potential. They feel a strong sense of guilt about not having
enough family time, yet they also feel a great sense of loss in giving up the
career they have built and the financial security that comes with it.
Juggling work and family can be a delicate balance. I remember my
days as a young mother, rushing home to see my sons during lunch break, was the
best reward of a working day, even when this usually meant a precious 15
minutes at home, before rushing back for the next meeting. Being away on
business trips was often a miserable experience.
In modern Singapore, women who choose to work,
should be supported so that they can work and take care of their families at
the same time. But in order for this to happen, they need ready access to
child and elder care services, they need their husbands as joint partners in
raising their families, and they also need employers and government to adopt family
friendly policies. We still have some way to go in providing these.
For example, despite the many discussions in this
house around flexi work arrangements, women here continue to struggle with the
painful choice between full time work or no work, as flexi and part time work
arrangements, including home based work, are not readily available. 61%
of women who are not working, have indicated they would work, if flexi and part
time arrangements were made available. Being one of the most highly connected
and technologically advanced countries in the world, Singapore has all the
natural levers to support flexi work. Not leveraging this to enable women
to stay in the workforce is truly a missed opportunity.
In addition, more can be done to help women to go
back to work, especially those in the lower income group, as this will mean
helping their families with extra income to lift living standards.
NTUC’s Back to Work programme, has helped 8,000
women return to the workforce, but there are still more than 235,000
economically inactive women between the prime ages of 25-54 that could be
re-inducted. I have met a number of female residents who are frustrated
at not being able to even land a job interview despite pursuing numerous
training programs. The reason is simply that employers are not confident
about their ability to adapt to the work environment and the pace of work,
especially with older women who have stopped work for some time. So in
many cases, the employer’s concerns have less to do with the applicant’s
relevant skills, and more about her fitting into the working environment.
Sir, taking inspiration from the successful Job
Credit Scheme, can we not consider a special grant to encourage employers to offer
re-induction to women returning to the workforce? Under this scheme, which I
will call the Re-entry Scheme for the purposes of this discussion, companies
can obtain grants from the government for a limited period of time, perhaps 3
to 6 months for hiring female returnees to the workplace. This is to ease the
re-induction of women into the workplace, by immersing themselves in the
operating rhythm and orientating themselves to the rigour of a new job.
The Re-entry Scheme will help offset the employer’s cost for on-the-job
training as well as any redesign of work arrangements necessary. Yes,
this will be an investment by the government, but this is an investment that is
completely targeted to developing the vocational skills of the worker for the
task she is already employed to do, rather than training given in the hope that
she will find a job. I would further recommend that this scheme be
extended to older workers for the same purposes.
Sir, the experience of other countries and our own
suggests that meaningful changes will not occur naturally. Instead, they
are the result of determined and sustained government interventions,
regulations and provisions. We have only seen a mere increase of 5
percentage points in women labour force participation in 20 years. In the
meantime, our fertility rate has slid to a historic low of 1.16. This
contrasts starkly with countries such as Norway, where gender equality and
female friendly employment policies make it easier for women to raise families
whilst enjoying successful careers and financial security. Norway’s women
labour participation is at a high of 80%, whilst the fertility rate a
respectable 1.96. Our lack of progress in this field is all the more
conspicuous when stacked up against our achievements and progress in many other
areas such as the economy, education, environment and heath.
What does it take to keep this issue at the top of
the political and social agenda, to drive it to resolute and urgent
action? Today, the issues highlighted are spread across government
agencies co-ordinated by an ‘office’ within MCYS, which itself oversees a wide
portfolio of concerns from social welfare, youth, sports, community bonding to
aging. Can women and family not be represented by a dedicated Ministry, as
in other countries such as Sweden, New Zealand and Malaysia. There should
be enhanced levels of resources, a strong mandate and authority to prescribe
and enforce, rather than to be left to the best efforts of the occasional
campaign or promotion by different agencies. The integration of work and family
is a national concern, and deserves to be addressed with the right policies,
and a comprehensive strategy. Society should be educated and stakeholders
should be given clear targets to aspire to.
Mr Deputy Speaker, Sir, it is time for us to give
this area the impetus it deserves. Our success in doing so will mean
higher household incomes, more fulfilling lives, and happier families.
And very likely, it will also mean more babies. And we will have
provided employers in Singapore an enlarged pool of talent who bring unique
skills. Sir, this is a win-win-win scenario for the country.
On gender equality - Students give
their views on gender equality in Singapore's society. Wed, Apr 15, 2009 The
Straits Times
Meritocracy should come first
WHILE gender equality is an important aspect of a
modern, developed society, it cannot and should not be at the expense of
meritocracy.
Which is why the Government should be commended on
how it has slowly but surely worked women into and up the rungs, rather than
indulge in popular appeal and appoint women to positions of power just to
achieve a semblance of equality.
There is a very practical benefit to that.
People know that the women who eventually make it
to the top have done so on their own merit, and deserve an even greater amount
of respect.
This is especially so in traditionally
male-dominated fields such as politics, where women are more susceptible to
being marginalised or dismissed.
So while Singapore has had to wait 44 years to
finally see a full-fledged woman minister in Government, be glad that she is
someone to be proud of.
He Zongying, 24, is a final-year business
management student at Singapore Management University.
________________________________________
No sign yet of full equality
US SECRETARY of State Hillary Clinton noted on
International Women's Day on March 8 that 'no nation in the world has yet
achieved full equality for women'.
I agree.
While Singapore women have equal access to
education and health care, they face unjust treatment in the workplace.
There are still instances where companies lay off
pregnant employees. And, for women in small and medium-sized enterprises
especially, they are pressured into cutting short their maternity leave because
there is no one to stand in for them at work.
Some even had to take no-pay maternity leave.
Advocacy group Aware receives three to five calls
each month from pregnant mothers who lose their jobs or are not given maternity
benefits.
The key to correcting gender inequality is thus to
mould the psyche of errant bosses though carrots (training) and sticks
(punishments).
Otherwise, Mrs Lim Hwee Hua's achievement is just a
sound-bite statistic.
Berton Lim, 21, is a first-year business
administration student at the National University of Singapore.
________________________________________
Freedom to choose one's role
WE SHOULD not read too much into the appointment of
Mrs Lim Hwee Hua as Singapore's first woman minister, or think that there was
no equal opportunity for women at all before this.
After all, men and women are each privileged in
different ways.
'Equality' is not the same as 'equity': the roles
that the two genders play in society need not be the exact same ones in order
for gender equity to exist.
By all means open up opportunities and offices to
both genders, but if women do not wish to participate in politics but would
rather be homemakers, why not let them?
Many of my female friends, who are capable and
intelligent individuals, have absolutely no interest in running the country.
Not that they couldn't if they were to try, but
they simply do not want to.
That does not make their future contributions less
meaningful or life less fair to them.
If that means a society with fewer women in
politics, that is not necessarily a loss.
Alexander Woon, 19, is a national serviceman.
________________________________________
Women's issues not only focus
AT THE risk of sounding like a wet blanket, I
really don't see what the big deal is - a minister is female, so what?
Perhaps it is just my gender-blindness acting up,
but I think the hullabaloo about the first woman minister seems quite
unnecessary.
Mrs Lim Hwee Hua's new appointment comes with an assortment
of responsibilities, and I'm not sure it is fair that she might now be seen as
the champion of Singaporean women's issues.
For instance, women may look to her to champion
decades-long issues such as fair remuneration and treatment of women in the
workplace, as well as better motherhood benefits, in the process overlooking
her other strengths.
These issues may not even be among the obligations
that come with her new portfolio.
Playing up her role as Singapore's first and only
woman minister will only put her under unfair scrutiny, as hefty expectations
are placed upon her.
Instead, we should be objective and allow Mrs Lim
to ease into her new role, and decide for herself how to use her strengths to
best represent the people.
Liana Tang, 24, graduated with honours in biology
from NUS.
________________________________________
A source of inspiration
IT IS high time that Singapore has a woman
minister. I believe now it's time for women to take centre stage and take on
greater, more prominent roles in society.
Women have already broken the glass ceiling in
multinational companies and government bodies. Now they seem to have done so in
politics, too. Mrs Lim Hwee Hua inspires me, as a woman, to stump up the guts
and plump for a career in politics.
I had aimed to be a doctor, but now, why not aim
higher and bring change to Singapore through politics? My female friends and I
agree that as long as we have the knowledge, talent and experience, we would be
given equal opportunities in any field.
Benazir Parvin, 20, is a Pre-University 2 arts
student at Millennia Institute.
________________________________________
Don't just look at politics
THE starkly imbalanced gender ratio in local
politics is not a good indicator of whether or not there is gender equality in
Singapore.
During my junior college days, I remember seeing
almost the same number of female student leaders in office as their male
counterparts, if not more. Yet this does not translate to more female
politicians.
It seems that my peers of the fairer sex are far
more apathetic towards politics or daunted by its pressures. They perceive
being a politician as having to work inordinately long hours and being in
constant public scrutiny. Our political history reaffirms this. Politics has
largely remained the domain of males. We should look to other professions if we
want to find out if women have indeed made it.
Nicholas Lim, 20, has a place at Nanyang
Technological University's Nanyang Business School.
This article was first published in The Straits
Times.
