Difference between revisions of "Women"
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| − | == Definitions and Scope == | + | ==Definitions and Scope== |
| + | Gender inequality is a pervasive issue even in a first world country like Singapore which is seemingly progressive. This may arise from different prejudices or distorted views of women, like the perception that women are weaker or the sexualisation and objectification of women. This then manifests itself in discrimination in different domains like education and employment opportunities (especially in male-dominated sectors), sexual harassment, reproductive health, unequal distribution of household work, et cetera. Hence, public attitudes as well as structural changes have to be tackled in order to effectively eliminate gender inequality. | ||
| + | ===Target Population: Women=== | ||
| + | There are different subgroups in this broad population of women, which includes but is not limited to: | ||
| − | + | - Single mothers | |
| − | + | ||
| + | - Victims of abuse (e.g. sexual, domestic, etc) | ||
| + | |||
| + | Women as a broad population may also face indirect prejudice on a day-to-day basis, which can arise in problems like catcalling, feeling unsafe in public, etc. | ||
| + | |||
| + | These categories can also overlap with other marginalised groups, like low-income families, those with intellectual or mental disabilities, racial minority groups and so on, which create even more unique and varied problems that result from this intersection. | ||
===Client Segments=== | ===Client Segments=== | ||
| Line 15: | Line 23: | ||
===Size of Target Population=== | ===Size of Target Population=== | ||
| − | + | The current female population in Singapore is about 2.9 million. According to AWARE, 1 in 10 women in Singapore experience lifetime physical violence by a male. | |
| − | |||
==Desired impact for target group== | ==Desired impact for target group== | ||
| Line 23: | Line 30: | ||
‘Equal Space, Equal Voice and Equal Worth’ for women in Singapore (SCWO) | ‘Equal Space, Equal Voice and Equal Worth’ for women in Singapore (SCWO) | ||
| − | == Needs of | + | ==Needs of women== |
| + | With reference to the White Paper On Singapore Women's Development, the Government has outlined a few key areas of concerns brought up during the Conversations on Singapore Women’s Development sessions in 2022. The following areas were | ||
| + | '''Area 1''': Equal Opportunities in the Workplace | ||
| + | '''Area 2''': Recognition and Support for Caregivers | ||
| − | + | '''Area 3''': Protection against Violence and Harm | |
| − | + | '''Area 4''': Other Support Measures for Women | |
| − | + | '''Area 5''': Mindset Shifts | |
| − | |||
| − | ' | + | [https://www.scwo.org.sg/wp-content/uploads/2022/03/White-Paper-on-Singapore-Womens-Development.pdf White Paper on Singapore Women's Development] |
| + | ---- | ||
| + | ====Need for Equal Workplace Opportunities==== | ||
'''Gaps and Their Causes''' | '''Gaps and Their Causes''' | ||
| + | In a survey conducted by Singapore Chinese Chamber of Commerce and Industry (SCCCI) in 2020, 4 in 10 women in Singapore face sex discrimination at work compared with 1 in 10 men. However, only 12% of those who faced gender discrimination made reports. This may be due to the fear of nobody believing them, the impact on future work opportunities and their reputation. | ||
| + | |||
| + | At work, some women continue to face glass ceilings and obstacles due to stereotypes. Workplace discrimination also manifests as biases in interactions with customers, suppliers and in networks, gender being a consideration for promotions, a pay gap for the same rank or job, and greater barriers in career advancement. | ||
| + | |||
| + | '''Existing Resources''' | ||
| + | AWARE has a Workplace Harassment and Discrimination Advisory, which is a free service providing advice and support (both practical and emotional) to individuals facing discrimination or harassment at the workplace. WHDA will guide women through their various options, internal or external — including approaching their company’s HR or the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP), or filing a mediation request with the Tripartite Alliance for Dispute Management (TADM). | ||
'''Possible Solutions''' | '''Possible Solutions''' | ||
| + | '''Develop career mentorship, networking opportunities and training programmes for women at work and re-entering the workforce''' | ||
| + | |||
| + | SCWO's BoardAgender initiative Mentoring Programme | ||
| + | National University Of Singapore Women In Business Mentorship Programme | ||
| + | |||
| + | National University Of Singapore Women In Tech | ||
---- | ---- | ||
| − | + | <br /> | |
| + | |||
| + | ---- | ||
| − | + | ====Need for Greater Support and Recognition for Caregivers==== | |
'''Gaps and Their Causes''' | '''Gaps and Their Causes''' | ||
| + | |||
| + | COVID-19 has shone a spotlight on persistent discrepancies in gender roles at home, with women shouldering a disproportionately higher load. | ||
| + | |||
| + | '''Existing Resources''' | ||
'''Possible Solutions''' | '''Possible Solutions''' | ||
| Line 57: | Line 86: | ||
---- | ---- | ||
| − | ==== Need for | + | ====Need for Protection Against Violence and Harm==== |
| + | |||
| + | '''Gaps and Their Causes''' | ||
| + | |||
| + | Incidents of violence and harm against women are less common in society at large, a single incident is still one too many. | ||
'''Existing Resources''' | '''Existing Resources''' | ||
| − | + | https://www.babes.org.sg/ | |
| + | |||
| + | https://safeplace.org.sg/ | ||
'''Possible Solutions''' | '''Possible Solutions''' | ||
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---- | ---- | ||
| − | ==== Need for | + | ====Need for Other Support Measures for Women (Elective Egg Freezing)==== |
'''Existing Resources''' | '''Existing Resources''' | ||
| Line 75: | Line 110: | ||
'''Possible Solutions''' | '''Possible Solutions''' | ||
| − | ---- | + | ----<br /> |
| − | + | ====Need for Greater Support for Unsupported Pregnancies==== | |
| − | ==== Need for | ||
'''Existing Resources''' | '''Existing Resources''' | ||
| Line 98: | Line 132: | ||
http://www.ufamily.org.sg/wps/portal/ufamily/home | http://www.ufamily.org.sg/wps/portal/ufamily/home | ||
| − | === Persian Permudi Islam Singapura (PPIS)=== | + | ===Persian Permudi Islam Singapura (PPIS)=== |
aka Singapore Muslim Women's Association | aka Singapore Muslim Women's Association | ||
Latest revision as of 09:32, 1 November 2022
Contents
- 1 Definitions and Scope
- 2 Desired impact for target group
- 3 Needs of women
- 4 Resource Directory
- 4.1 Association of Women for Action and Research (AWARE)
- 4.2 NTUC Women and Family Unit
- 4.3 Persian Permudi Islam Singapura (PPIS)
- 4.4 People's Association's Women's Integration Network
- 4.5 Singapore Council of Women's Organisations(SCWO)
- 4.6 Singapore Association of Women Lawyers (SAWL)
- 4.7 Soroptimist Garden City
Definitions and Scope
Gender inequality is a pervasive issue even in a first world country like Singapore which is seemingly progressive. This may arise from different prejudices or distorted views of women, like the perception that women are weaker or the sexualisation and objectification of women. This then manifests itself in discrimination in different domains like education and employment opportunities (especially in male-dominated sectors), sexual harassment, reproductive health, unequal distribution of household work, et cetera. Hence, public attitudes as well as structural changes have to be tackled in order to effectively eliminate gender inequality.
Target Population: Women
There are different subgroups in this broad population of women, which includes but is not limited to:
- Single mothers
- Victims of abuse (e.g. sexual, domestic, etc)
Women as a broad population may also face indirect prejudice on a day-to-day basis, which can arise in problems like catcalling, feeling unsafe in public, etc.
These categories can also overlap with other marginalised groups, like low-income families, those with intellectual or mental disabilities, racial minority groups and so on, which create even more unique and varied problems that result from this intersection.
Client Segments
Page to Divorce
Page to Single Parents
Page to Sexual Violence
Size of Target Population
The current female population in Singapore is about 2.9 million. According to AWARE, 1 in 10 women in Singapore experience lifetime physical violence by a male.
Desired impact for target group
A society where there is gender equality (Aware)
‘Equal Space, Equal Voice and Equal Worth’ for women in Singapore (SCWO)
Needs of women
With reference to the White Paper On Singapore Women's Development, the Government has outlined a few key areas of concerns brought up during the Conversations on Singapore Women’s Development sessions in 2022. The following areas were
Area 1: Equal Opportunities in the Workplace
Area 2: Recognition and Support for Caregivers
Area 3: Protection against Violence and Harm
Area 4: Other Support Measures for Women
Area 5: Mindset Shifts
White Paper on Singapore Women's Development
Need for Equal Workplace Opportunities
Gaps and Their Causes
In a survey conducted by Singapore Chinese Chamber of Commerce and Industry (SCCCI) in 2020, 4 in 10 women in Singapore face sex discrimination at work compared with 1 in 10 men. However, only 12% of those who faced gender discrimination made reports. This may be due to the fear of nobody believing them, the impact on future work opportunities and their reputation.
At work, some women continue to face glass ceilings and obstacles due to stereotypes. Workplace discrimination also manifests as biases in interactions with customers, suppliers and in networks, gender being a consideration for promotions, a pay gap for the same rank or job, and greater barriers in career advancement.
Existing Resources
AWARE has a Workplace Harassment and Discrimination Advisory, which is a free service providing advice and support (both practical and emotional) to individuals facing discrimination or harassment at the workplace. WHDA will guide women through their various options, internal or external — including approaching their company’s HR or the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP), or filing a mediation request with the Tripartite Alliance for Dispute Management (TADM). Possible Solutions
Develop career mentorship, networking opportunities and training programmes for women at work and re-entering the workforce
SCWO's BoardAgender initiative Mentoring Programme
National University Of Singapore Women In Business Mentorship Programme
National University Of Singapore Women In Tech
Need for Greater Support and Recognition for Caregivers
Gaps and Their Causes
COVID-19 has shone a spotlight on persistent discrepancies in gender roles at home, with women shouldering a disproportionately higher load.
Existing Resources
Possible Solutions
Need for Protection Against Violence and Harm
Gaps and Their Causes
Incidents of violence and harm against women are less common in society at large, a single incident is still one too many.
Existing Resources
Possible Solutions
Need for Other Support Measures for Women (Elective Egg Freezing)
Existing Resources
Gaps and Their Causes
Possible Solutions
Need for Greater Support for Unsupported Pregnancies
Existing Resources
Gaps and Their Causes
Possible Solutions
Resource Directory
See SCWO list http://www.scwo.org.sg/get-involved/be-a-member/our-members-by-category/
Association of Women for Action and Research (AWARE)
NTUC Women and Family Unit
http://www.ufamily.org.sg/wps/portal/ufamily/home
Persian Permudi Islam Singapura (PPIS)
aka Singapore Muslim Women's Association
People's Association's Women's Integration Network
https://www.pa.gov.sg/Our_Network/Grassroots_Organisations/Womens_Integration_Network_Council