Gender Inequality In Singapore Case Study

1323 Words 6 Pages
In many countries, women are paid less than men with equal qualifications and equal working hours. Furthermore, some companies also have “glass ceilings” that prevent women from ascending the corporate hierarchy. From Figure 1, Singapore is not an exception. This study aims to investigate the reasons why gender inequality persists in Singapore’s work force, the resultant consequences and the possible solutions to ameliorate the current situation.
In 2011, the Ministry of Manpower (MOM) predicted that men earn 30% more than women in blue collar industries, even with the same qualifications and working hours. Disparity in income between genders can cause a myriad of problems.
In Singapore, one’s income is directly proportional to one’s Central
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Women are presumed to be the primary caretaker of the family. This is because in the past gender roles were demarcated. Men were the sole breadwinner of the family, whereas women were in charge of household chores and bringing up the children. Gender roles still remain traditional in Singapore . From Chart 1 , almost half of females – who are not working – do not work because of family responsibilities, compared to only 2.6% of males. Since women shouldered more of the responsibility at home in the past, they are often expected to make career adjustments – either work at a slower pace or stop working – for their family. This can adversely affect their productivity and their career progression opportunities, which in turn affects the salary they earn. Additionally, the notion of distinct gender roles is reinforced by the limited paternity leave (one week), compared to sixteen weeks of maternity leave. Government policies also exacerbate the problem of gender inequality, by reinforcing gender …show more content…
It is appealing to think that a quota should be implemented in Singapore as well. However, researchers have found that after implementing the quota in Norway, many women in the boardroom lacked experience, affecting companies’ performance . This is undesirable because women could be promoted because of their gender instead of their capabilities, affecting companies and causing positive discrimination . That would definitely go against Singapore’s belief in meritocracy, and would be a step in the wrong direction.
Studies have shown that gender-diverse boardrooms make better decisions compared with monolithically male ones . Instead of imposing quotas, the Ministry of Manpower could find ways to inform companies about the benefits of having a mixed boardroom. Once employers recognise the importance of having women in the boardroom as well as the positive outcomes of doing so, they would subsequently shatter any gender ceilings and promote worthy female candidates. This is much better than having inexperienced women in higher levels of the corporate ladder, as any mistakes could prove

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