Examining Gender Equality Data in Singapore: A Call for Transparency

In the pursuit of positive change, data is an invaluable tool. However, its effectiveness hinges on responsible use. A recent Ipsos report on gender equality in Singapore has raised concerns, particularly regarding the timing of its release coinciding with International Women's Day. While headlines highlight that nearly half of Singaporeans believe progress has gone too far, a closer look reveals a potential bias in data presentation.

My background in quantitative analysis, synthesis of data and statistics instilled the importance of critically examining data and its underlying assumptions. Unfortunately, the Ipsos report offers limited insights into the rationale behind these findings. This lack of context paints an incomplete and potentially misleading picture of Singapore's gender equality landscape.

A Cause for Pause:

The most prominent finding is that 62% of Singaporeans feel that “When it comes to giving women equal rights with men in Singapore we’ve done enough" Further analysis reveals a gender gap within this statistic: 68% of men agree compared to 55% of women.

This disparity suggests potential bias in how the data was presented.

Key Questions for Consideration:

1.??? Understanding the Landscape:?Do Singaporeans have a clear understanding of the current state of gender equality in Singapore?

2.??? Data Comprehensiveness:?Did the agency explore alternative data sources that might provide a more holistic picture than the headline shocker they presented?

Beyond the Headlines: Unveiling the Reality

To provide context, let's consider some additional statistics:

·?????? Gender Pay Gap:?Though slowly narrowing, MOM reports a 14.3% pay gap (adjusted to 6% for human capital factors), though this adjustment takes into account women undertaking more part-time work (often for family care) or being concentrated in lower-paying sectors like healthcare and retail (MOM, March 2024).

·?????? Unpaid Work Burden:?The average Singaporean woman spends 4 hours 20 minutes daily on unpaid domestic work, even with many having domestic help at home, whilst men do on average less than 60 minutes a day unpaid work in the home (ILO, March 2022). ?Ipsos own survey in May 2021 details far more of the uneven breakdown of labour at home and chores taken on by each gender.

·?Global Ranking:?Singapore falls behind the Philippines in the World Economic Forum's 2023 gender gap rankings at 0.74.

·?Violence and Financial Security:?11% of women report experiencing domestic violence (with likely underreporting), and women face a 17% gender retirement savings gap (Marsh McLennan, 2023).

·?Political and Corporate Representation:?Women hold only 29% of political seats and 22% of board positions in Singapore's top 100 companies (as of 2024).

·?Workplace Discrimination:?70% of women agree that gender discrimination against women exists in the workplace (YouGov, March 2022).

Moving Forward: Transparency and Action

Singapore's diverse population presents a complex equality landscape, where race and social inequities also play a role and shouldn’t be deprioritised in favour of gender equality. However while more advanced than some regional markets, achieving true gender equality in Singapore remains a work in progress. This latest data, without proper context, risks creating a false sense of security that the task is complete.

To bridge the gap between perception and reality, increased transparency regarding the current state of affairs is crucial. Many countries require companies to report pay gaps on specific dates, allowing employees to compare their salaries with male counterparts though this is not yet implemented in Singapore, so the onus is on the business to self-report if they wish to do so.

While SGX mandates sustainability and diversity disclosures in annual reports for those listing, and ambition for women being 30% of board members by 2030 this ?is voluntary and seems a very long way away, so further action might be necessary.

The incoming anti-discrimination protections based on gender in law are a significant step forward ( anticipated to be enshrined in Q3,2024). At least 40% of women have reported experiencing discrimination at work in the last 5 years, so these protections will provide them with a legal avenue to complain and report. This will send a strong message and provide legal recourse for those who experience discrimination in the workplace.

Educational programs about gender equality and more inclusive reporting of data can help challenge traditional stereotypes and promote respectful attitudes towards all genders. These programs should target both men and women, starting in schools but continuing across all age groups.

By fostering a data-driven conversation grounded in reality and comprehensive data reviews, we can work towards a more equitable future for all Singaporeans.