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Year: 2023

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[Position filled] Communications Manager

We are no longer accepting applications for this position. 

AWARE is looking for a Communications Manager who is strategic, responsible, creative, analytical and well-versed in feminism and social justice topics.

As the leader of our small communications team, you will manage all public-facing platforms under the AWARE banner, including websites, social media accounts, EDMs, monthly newsletters, Eventbrite, research reports, printed collateral and more. You will also coordinate all media engagement, both local and international, undertaken by representatives of the organisation. Using these various communications tools, you will amplify AWARE’s advocacy messages to the public, the media and our diverse community of members, donors and clients. While housed officially under AWARE’s Advocacy, Research and Communications department, the Communications Manager works closely with all departments in AWARE (including the Fundraising team, CARE support services team and more), as well as leadership, to fulfil the organisation’s various needs.

The communications manager plays an integral part in AWARE’s functions and enjoys the privilege of stewarding a venerable civil society organisation through the exciting political landscape of Singapore. While the job involves a set of key responsibilities that need to be fulfilled, there is also scope for independent goal-setting and conceptualisation of new, creative projects. It is therefore a deeply rewarding, fast-paced role that rewards innovation, intellectual rigour, energy and passion in equal measure. If you are a media practitioner interested in making a tangible difference to the state of gender equality in Singapore, this is your opportunity.

Position: Communications Manager (Full-time; five-day work week)
Department: Advocacy, Research and Communications (ARC)
Starting date: 1 July 2023
Salary: $4,470 to $6,250

Job Description

  • Enhance the AWARE brand through proactive maintenance of the AWARE website, monthly newsletters, Annual Report and other regular communication with constituents.
  • Manage AWARE’s social media presence (Facebook, Instagram, Twitter, LinkedIn) for the sake of effective advocacy, public education and organisational needs, e.g. event publicity. This involves working with team members to produce meaningful content (both organic and paid), via copywriting, graphic design, photography and/or video that aligns with advocacy and overall AWARE goals. Occasionally respond to relevant news stories with topical commentary (in the form of longer-form statements) foregrounding a gender-informed, trauma-informed perspective.
  • Engage media to advance AWARE’s advocacy goals, e.g. by writing press releases, responding to media queries, pitching commentaries, etc. Occasionally front media opportunities as an AWARE spokesperson. Monitor all media mentions. Develop working relationships with journalists.
  • Facilitate interviews with all AWARE spokespersons, ensuring that all research and advocacy points are presented accurately and effectively. As part of case advocacy services, work with individual CARE clients in a trauma-informed way to advise and assist them with their personal media engagement objectives.
  • Collaborate with AWARE’s various departments and external partners to conceptualise and execute communications materials, events and campaigns, including fundraising campaigns at certain key points in the year.
  • Support and occasionally lead the running of AWARE events for various demographics (public or otherwise), both online and in person.
  • Support and occasionally lead other projects that relate to AWARE’s advocacy goals, in media such as books, theatre, film and/or audio.
  • Manage communications staff, interns, volunteers, contractors and other partners in various capacities throughout the year.

Requirements

  • A diploma/degree in Marketing, Communications, Media, English Literature or Gender Studies is preferred
  • At least five years’ experience in one or more of the following: editorial and journalism, digital marketing, social media management, PR and communications
  • Impeccable writing and editing skills in English, and extreme attention to detail. As it is your responsibility to ensure that all content is publication-ready, you will possess a keen editorial sense, with an ear for clean, sharp, impactful copy. You should be able to grasp the political implications of communications decisions and modulate tone, angle and strategy accordingly
  • Working knowledge of Facebook, Twitter, LinkedIn and Instagram (and associated tools), Google Workspace, Google Ads, Google Analytics, WordPress and email marketing services such as MailChimp and SendInBlue
  • Ability to work independently and also manage people where necessary
  • High levels of organisation and ability to toggle between multiple projects at once
  • Proficiency with visual design and editing software, such as Canva, Adobe CC or others
  • Strong familiarity with key concepts relating to contemporary feminism
  • Strong familiarity with Singapore’s media and social media landscape, particularly as pertains to civil society, and ideally a network of contacts at media outlets

You must read and acknowledge our Privacy Statement here.

Please note that due to the large number of applications, only shortlisted applicants will be contacted for an interview. If you have any questions about this position, please email careers@aware.org.sg.

[Position filled] AWARE Ball Project Coordinator (Six-month contract)

We are no longer accepting applications for this position. 

AWARE’s Fundraising team is looking for a Ball Project Coordinator for its annual fundraising gala in October 2023.

The Ball Project Coordinator will join AWARE’s dynamic fundraising team to plan and execute the AWARE Ball, from the initial conception of the event to its successful completion. This role requires excellent event-planning skills, along with the ability to work closely with the team and external vendors within tight deadlines, to ensure a successful, enjoyable event that meets organisational goals and expectations.

We are looking for someone who is creative, knows how to run a smooth large-scale event, is comfortable at handling the nitty gritty of logistics and is able to build relationships with our sponsors. They should be savvy, hands-on, excel at multitasking and balancing big-picture concerns such as fundraising strategy with details such as décor and menu selection. You will be a part of the organising team that raises the funds necessary for AWARE to operate its services and advance its mission of promoting women’s rights and gender equality.

More information about the previous 2022 Ball can be found here.

Position: Ball Project Coordinator
Contract Period: June to November 2023 (6 months) with first two months being part-time (80%) and final month being part-time (50%)
Salary: $5,000 a month at full-time rate

 

Job description

Support the Fundraising team in the planning and execution of the annual AWARE Ball:

  • Maintain project timelines, budgets and contingency plans
  • Assist in conceptualising event, including design and event communications work
  • Coordinate in-kind sponsorships for auction and lucky dips; coordinate with partners, corporate sponsors and performers
  • Arrange event logistics including transportation of collaterals, gifts and in-kind items, venue set-up, entertainment schedule to ensure that the event runs smoothly
  • Prepare event-related materials and recruit and train volunteers for the event
  • Evaluate the event’s success and prepare post-event reports to improve on future Balls
  • Support Ball Committee’s progress and organise meetings to ensure productive outcomes
  • Execute other operational and administrative tasks to ensure a successful event

Requirements

  • Strong project management and event-planning skills: highly creative, adaptable, a self-starter, able to work independently
  • Relevant experience in managing logistics and people
  • Excellent written and verbal communication skills
  • Proficiency with Google Suite, especially Google Docs and Sheets
  • Superb time-management and organisational skills
  • Competency in maintaining positive and effective working relationships with a broad range of stakeholders
  • Strong belief in gender equality and the values of AWARE

You must read and acknowledge our Privacy Statement here.

Please note that due to the large number of applications, only shortlisted applicants will be contacted for an interview. If you have any questions about this position, please email careers@aware.org.sg.

Mediation can be counterproductive for victims of workplace discrimination

This letter was originally published in TODAY on 2 April 2023.

The Ministry of Manpower (MOM)’s response to Aware’s recommendations on the upcoming workplace fairness legislation bears further review.

Aware made our recommendations after the Tripartite Committee on Workplace Fairness released its interim report on the legislation on Feb 13.

One of our key suggestions was that victims of discrimination and harassment who have experienced severe psychological distress should be exempt from going through mediation before they bring their case to the Employment Claims Tribunal.

In its response, MOM maintained that a mediation-first approach has worked well so far, and would continue to prevent a litigious culture.

While this premise is laudable in theory, our experiences at Aware’s Workplace Harassment and Discrimination Advisory (WHDA) tell us that it is not always borne out in reality.

Mediation is not a one-size-fits-all solution to harassment and discrimination.

The mediation process as it stands is not trauma-informed: It does not take into account the (often severe) distress experienced by victims of workplace harassment and discrimination.

Multiple WHDA clients have reported feeling retraumatised during the process, hampering their ability to argue their case clearly and effectively.

One client, who was sexually harassed by her employer and then wrongfully dismissed, felt unable to respond to the mediator without breaking down emotionally.

Victims like these should be able to apply for an exemption from mediation, instead of being made to experience their trauma all over again.

Mediation can even be counterproductive. Multiple WHDA clients have been subject to yelling, threats and intimidation, and name-calling during their mediation with their former employers.

These victims were reportedly not provided any emotional support or intervention. One client had to endure this distress while heavily pregnant.

If mediation must be made mandatory, victims should at least be able to request a separate room from their employer.

This form of mediation is also known as “shuttle mediation”, where the mediator would go back and forth between the rooms during the process.

This way, victims do not have to risk facing aggressive behaviour from their employers.

Accommodations like these can at least save victims the ordeal of having to encounter their abusers in the flesh.

Given the above, we believe that a mandatory mediation-first approach leads to procedural dissatisfaction and increased distress for victims.

During this public consultation phase of the legislation, we urge the Government to reconsider our recommendation for selective exemptions from mediation.

Apoorva Shukla is an executive at the Association of Women for Action and Research’s (Aware) Workplace Harassment and Discrimination Advisory.

Workplace fairness proposals could be fairer

This op-ed was originally published in The Straits Times on 22 March 2023.

When we think of workplace fairness, we most likely imagine a work environment where everyone has an equal chance to succeed, and where employees are given the same opportunities and resources, regardless of their personal characteristics.

But this ideal environment is a far cry from the reality of Singapore today, where – as a 2022 national survey by the Association of Women for Action and Research (Aware) and Milieu Insight found – 55 per cent of workers had experienced at least one form of discrimination in the previous five years, including on the grounds of race, age and gender.

Anti-discrimination in the workplace is in the spotlight after a list of proposals was recently unveiled for the planned Workplace Fairness Legislation, set to be introduced in 2024.

In its interim report on the Bill, the Tripartite Committee on Workplace Fairness (TCWF) said it proposes to ban discrimination related to five key characteristics: age; nationality; sex, marital status, pregnancy status, and caregiving responsibilities; race, religion and language; as well as disability and mental health conditions.

However, as feminists and long-time anti-discrimination advocates, Aware has repeatedly called for universal protection for all workers, against all forms of discrimination. This is in contrast to the Government’s targeting of specific characteristics to protect against discrimination at work.

Though their objectives are the same, these approaches can look quite different in practice. We examine them in greater depth – and make the case for why protecting women, and other vulnerable persons, at work rightfully means protecting everybody.

The targeted approach to workplace fairness

While the universal approach to workplace fairness aims to ensure equal access for everyone, the targeted approach aims to meet the needs of specific population groups. It involves ensuring that unfair advantages cannot creep into hiring, promotion and other employment decisions, by having policies preventing this such as salary bands, blind recruiting, extension of flexible work arrangements to caregivers and provision of dependant care leave for those with dependants.

The strength of this targeted approach is that it can be tailored to the different needs of different groups. The main drawback is that targeting specific communities through policy can result in them being viewed as a special group with unique perks – leading to further hostility against them.

For instance, the right to request flexible working for parents of young children was introduced in the United Kingdom in 2003. Yet, it caused those parents to be seen as workers with benefits and perks others did not have.

A 2009 Equality and Human Rights Commission report found that employers sometimes even denied parents flexible work arrangements for fear of increasing resentment among other workers. And a 2011 report on flexible work described the “belief that flexible working is only of benefit to parents and carers and consequently for women” as they did most of the caring role. Some workers were concerned that working flexibly would therefore “harm their career prospects”.

How did the UK government tackle this problem? With a universal approach to workplace fairness.

The right to request flexible working was gradually opened up to other workers, starting with caregivers in 2007 and parents of older children in 2009, and eventually all in 2014. The opening up of the benefit meant that parents, particularly mothers, were less singled out as receiving benefits.

The universal approach to workplace fairness

Under the universal strategy, “fairness” focuses on protected activities, rather than protected characteristics. When organisations, for example, extend their leave policies to all workers, and not just those with family responsibilities, the protected activity in this case is time off. This recognises that, after all, mothers are not the only workers who need time off from work throughout the year.

There are circumstances that call for either targeted or universal approaches, and they need not be mutually exclusive. Some may find that universal policies afford less flexibility, providing a “one-size-fits all” programme. Yet, the approach also has a number of advantages. For one, it does not require policymakers to get caught up in defining protected characteristics and running the risk of entrenching fixed notions of, for example, “gender” or “disability” in law.

Also, the universal approach doesn’t inadvertently stigmatise any one group, and so attempts to sidestep the potentially destructive effects of identity politics. It avoids exacerbating the resentment that, for example, many working mothers assisted by Aware’s Workplace Harassment and Discrimination Advisory have faced from colleagues when they need to leave work early to tend to sick children, or store personal items such as breast pumps in the office.

This is why feminist groups like Aware have historically advocated for the right for all employees to request flexible work arrangements in Singapore, too. While working mothers, typically saddled disproportionately with childcare responsibilities, may have the most pressing need for such flexibility, the right grants everyone the same benefits.

The positive knock-on effects of protecting women in the workplace ultimately protect everyone. Similarly, while workers with mobility issues might have the most urgent needs for automatic doors or ramps, those office features ultimately are useful and convenient for everyone.

To most effectively increase workplace fairness in the long run, therefore, legislators and employers would do well to look beyond targeted approaches, and instead craft fairness policies that are universal by default.

Thinking outside the box

Other components, too, contribute to successful workplace fairness interventions, and workers’ perception that they belong to organisations that truly value them.

Take information. Are organisational changes, policies, work plans and strategies – information that should be available to all – readily accessible, or are they unevenly available, such as to some managers and leaders but not others? Lack of transparency and access to information fuels resentment and suspicion, which can lead to people quitting their jobs.

Another aspect of fairness is recognition. Are all employee contributions consistently recognised in the same manner? Or are there notable discrepancies in, for example, promotions and performance bonuses?

Safety at work also contributes to fairness: not just physical safety, but psychological safety. Fair workplaces create a culture where it is safe to speak out about workplace concerns, challenges or conflicts.

Similarly, all employees should be encouraged to apply for internal (and external) opportunities for which they believe themselves qualified. A system that encourages peer recommendations – not just top-down managerial ones – can democratise access to opportunity.

Why this matters to everyone in society

For employers, it is important to know that perceptions of fairness are the core driver of retention, engagement and performance in a workforce. They determine if employees will make an extra effort to achieve organisational goals or team objectives, or if they will slide into the professional apathy known as “quiet quitting” – or worse, resignation. A 2022 study found that perceptions of employee fairness around the world increased employee retention by 27 per cent, and performance by 26 per cent.

Clearly, Singapore’s workplace fairness Act should be comprehensive. Yet if Singapore does choose to take the targeted approach, it should still cover as many groups of workers as possible – instead of excluding certain communities by leaving, for example, sexual orientation, gender identity and gender expression off its list of protected characteristics.

We have a long way to go to undo the corrosive effects of unfair treatment in the workplace, and establish truly fair and equal workplaces here – for women, LGBTQ+ persons and everyone.

Corinna Lim is executive director of Aware.

27 April 2023: Feminism for All workshop

What does it mean to call yourself a feminist? What are feminist ideologies and how can we apply them to our daily lives? What are the most expedient ways to fight for gender equality?

These questions might not always have neatly defined answers. After all, the ideas and the discourse around feminism can be complicated – especially when theory comes up against the complexities of reality.

Feminism For All is a workshop for anyone who wants a dedicated occasion to discuss, unpack and gain a better understanding of feminism. Whether you are curious to learn more about gender equality in the Singaporean context, or want to advance along your own feminist learning journey, this interactive workshop will provide an overview of the foundational principles behind the movement, outline how they inform AWARE’s work, and empower you to apply various feminist values to your daily life.

This hands-on, in-person masterclass led by AWARE members will have interactive segments, including small discussion groups and presentations.

Workshop outline:

  • Introduction to key terms
  • Brief history of feminism
  • Overview of core feminist concepts
  • Feminism in Singapore
  • AWARE’s work
  • Q&A

Date: Thursday, 27 April 2023
Time: 7.30-10pm
Venue: AWARE Centre (5 Dover Crescent, #01-22, S130005)
Fee: $15 (+ GST and Eventbrite fee). The entry fee for this event will go towards refreshments for all attendees.

Register here!

13 May 2023: Bridging Gaps, a workshop for school-leavers on consent and relationships

So you are aware of the importance of consent. But are you confident in your understanding of how consent works in real-life situations?

Many young people express concerns about being pressured into having sex. Do you share those concerns?

Young people also sometimes find themselves in the role of bystanders to incidents that don’t seem right. Do you know how to provide support as a bystander to a friend who needs it?

This interactive workshop for school-leavers (ages 17-25 years old) will address all these issues and more, through videos, case studies/scenarios and facilitated small-group discussions. Our experienced facilitators have equipped hundreds of students and adults with the skills they need to navigate the complicated worlds of sex, dating and relationships in Singapore. If you want to strengthen your knowledge of these topics, join us!

We’ll be covering:

  • Consent: not just textbook examples, but the grey areas in real life
  • Relationships: including signs of unhealthy relationships
  • Sexual assault: including some myth-busting
  • Bystander support: how you can keep yourselves and your friends safer

Date: Saturday, 13 May 2023
Time: 3.30-5.30pm
Venue: AWARE Centre (5 Dover Crescent, #01-22, S130005)
Fee: $5 (+ GST and Eventbrite fee)

 

Register here!

[Position Filled] Head of Advocacy, Research and Communications

We are no longer accepting applications for this position. 

AWARE is looking for a Head of Advocacy, Research and Communications (ARC) who will be responsible for leading AWARE’s Research and Advocacy agenda, managing the ARC team, implementing AWARE’s communications and community engagement activities to support AWARE’s advocacy agenda and brand, and building relationships with strategic partners and stakeholders.

The ideal candidate will be an excellent communicator, a skilled relationship builder, and a results-oriented leader, with a policy, research, advocacy and legal background. This person will be an inspiring team leader, a passionate feminist and an organised hands-on collaborator who gets things done.

Position: Head of Advocacy, Research and Communications
Department: Advocacy, Research and Communications
Salary range: SGD$6,300 – 8,500
Starting date: May 2023
Term: Full-time/Employment contract

Requirements

  • Singapore Citizen or PR
  • At least 10 years of research, advocacy, legal or policy experience (including experience in Singapore), preferably in relation to women’s or human rights issues
  • University degree in a related field
  • Track record of identifiable and measurable successes in managing research and/or advocacy projects, and ensuring high-quality deliverables
  • Broad knowledge of women’s rights issues in Singapore, with deep expertise and experience in any of AWARE’s core issues, such as violence against women, ageing and caregiving, workplace equality, or economic justice for low-income women
  • Recognised people-management experience, including supervising a team of talented professionals
  • Strong verbal and written communication skills
  • Good knowledge of CEDAW and/or a strong grounding in the principles of feminism
  • Personal characters including integrity and ethical behaviour; ability to be a team player; collaborative, adaptable and decisive nature

Job Description:

Advocacy and Research

1. Define the strategy for AWARE’s Research and Advocacy agenda, including annual and longer term plans. Ensure that the strategy includes clear goals and benchmarks, and that they align with the broad organisational priorities.

2. Lead and manage the ARC Team to deliver AWARE’s Research and Advocacy strategy within budget.

3. Oversee and manage the research carried out by AWARE ensuring that it is sound, robust and effective to further AWARE’s advocacy goals.

4. Actively engage in interpretation of research results including overseeing, writing and framing communication materials such as policy reports, press releases and other programme deliverables.

5. Lead the formulation and implementation of advocacy campaign strategies.

6. Oversee and manage the production of media materials, including position papers, op-eds and letters, and ensure these materials generate positive public opinion to address gender inequalities

7. Lead knowledge development and data management for key programme areas.

Communications, Community and Stakeholder Engagement

1. Lead the ARC team to implement AWARE’s Communications and Community Engagement activities to support the Research and Advocacy agenda and promote AWARE’s brand and other services.

2. Oversee the implementation of outreach programmes to key stakeholders and represent AWARE in the public arena.

3. Play a prominent role in AWARE’s outreach and networking. The ARC Head will work with the Executive Director (ED) on:

  • Identifying and networking with partner organisations
  • Engaging and building an external network of leading influencers, experts and stakeholders
  • Presenting AWARE’s research at conferences, workshops and other external forums
  • Build (where applicable) partnerships and positive relationships with governmental and other non-governmental organisations to achieve mutual goals.
  • Assist the ED to identify potential funding partners and help present high-quality proposals to potential sponsors for Research and Advocacy projects.

Organisational Leadership

1. Provide direction, coaching, appraisal and technical guidance to ARC team members, and support their professional and technical development.

2. Perform other management tasks as required of Heads of Department, including hiring, performance management, budgeting and resource planning.

3. The Head of ARC, together with the HODs of other departments and the ED, shall form the Senior Leadership Team (SLT) of AWARE. The SLT, led by the ED, shall:

  • Ensure a supportive and collaborative work environment within AWARE to meet AWARE’s goals
  • Build a cohesive staff team united around achieving AWARE’s strategic goals
  • Ensure inter-departmental cooperation to streamline workflow.

4. Represent the interests of ARC as a whole to the SLT and participate in the development and implementation of organisational policies, practices and procedures for AWARE.

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You must read and acknowledge our Privacy Statement here.

Please note that due to the large number of applications, only shortlisted applicants will be contacted for an interview. If you have any questions about this position, please email ed@aware.org.sg.

Committee of Supply Debates 2023: Notes on gendered issues

Written by Victoria Jagger, AWARE intern

Following Deputy Prime Minister Lawrence Wong’s Budget speech on 14 February 2023, Parliament conducted the Committee of Supply (COS) debates. COS debates are an opportunity for Members of Parliament (MPs) to discuss and question each Ministry’s agenda for 2023.

AWARE’s research and advocacy team monitored the 661 Budget “cuts” that were presented, and identified the following as most pressing for gender equality in Singapore.

1. Enhancing support for working parents and caregivers

In an effort to meet the needs of working parents and caregivers, the Government is encouraging workplaces to adopt more flexible and supportive policies. This includes promoting equality in the workplace and encouraging equal sharing of caregiving responsibilities.

Various MPs debated initiatives under this policy, particularly the decision to increase government-paid paternity leave from two to four weeks. Minister Indranee Rajah explained that the increase aims to normalise fathers adopting greater parenting responsibilities.

Still, some MPs called for these efforts to be strengthened further. MP Louis Ng enquired about a roadmap to equalise paternity and maternity leave and stressed the need to work closely with the private sector to incentivise such change. Additionally, MP Louis Chua argued that more resources should be directed toward tackling deep societal, cultural and institutional issues that perpetuate gender stereotypes. He cited the Ministry of Manpower’s 2022 Labour Force statistics, which revealed that women made up 89% of caregivers who were outside of the labour force, indicating that Singapore is nowhere close to establishing the norm of equal shared responsibilities.

In response, the Minister reiterated the Government’s preference for encouraging fathers to take up paternity leave over equalising the amount of paternity and maternity leave. She cited the need for a shift in workplace culture, including the attitudes of supervisors and colleagues, as this plays an important role in empowering parents to take their leave.

Minister of State for Manpower Gan Siow Huang acknowledged that “we can do more to support caregivers, seniors and persons with disabilities to continue working or to re-enter the workforce”. Standardising flexible work arrangements (FWAs), such as working from home, adopting flexi hours and telecommuting are crucial to achieving this. This is because FWAs cater to the familial responsibilities that workers bear, allowing them to fulfil their roles in the workplace and household. The Government recognised that when done correctly, FWAs can increase productivity, increase long-term employee engagement and lower absenteeism and turnover. Thus, the Government plans to implement the Tripartite Guidelines on FWAs in 2024.

MPs Louis Ng and Louis Chua recommended legislating the Tripartite Guidelines, stating that there is no better time than now to lean into FWAs. While the Minister agreed that FWAs are a “sustainable way of providing more flexibility for workers, which is critical for caregivers of children and elderly”, she disagreed with the MPs’ proposal, describing a legalistic approach as inadequate.

MP Rachel Ong called for more support for caregivers (especially those caring for persons with severe disabilities) as well, in the form of FWAs and other measures. She cited the UK’s Carer’s Passport as a tool that has resulted in an uptrend in the number of working caregivers of elderly and children, and suggested that Singapore introduce a similar initiative. She also called upon the Government to provide more support preparing caregivers to re-enter the workforce, to reduce employer bias and to safeguard their retirement adequacy.

Additionally, MP Carrie Tan reiterated that more needs to be done to support the more than 210,000 Singaporeans who do full-time caregiving work, as they are the “backbone of our ageing care system”. She recommended providing an income supplement, known as “CareFare”, to stay-at-home caregivers who are not working and thus sacrificing their most productive earning years to support their families’ care needs. She called on the Minister of Health to scale up community solutions and referred to Japan’s time-banking system, where seniors can support each other by swapping services, e.g. helping to run errands and providing social companionship.

 

2. Supporting vulnerable workers

A significant focus of this year’s COS debates was the need to uplift vulnerable low-income workers.

This was in response to Deputy Prime Minister Wong’s Budget Speech, which announced that low-income platform workers aged 30 and below will be required to start making CPF contributions as of late 2024. Accordingly, MPs Hazel Poa, Saktiandi Supaat and Yeo Wan Ling sought clarification on whether transitional assistance would be provided to platform workers who earned less than $2,500 to help them manage the requirement to contribute to CPF.

Senior Minister of State Dr Koh Poh Koon responded that MOM intends to evenly phase in the additional CPF contributions across five years, at around 2.5% per year for platform workers and 3.5% per year for platform companies, so as not to drastically affect the take-home income of workers.

Importantly, MP Poa also enquired as to whether platform workers would be covered under the forthcoming Workplace Fairness legislation.

Minister of Manpower Tan See Leng clarified that platform workers will not be covered under the law, as a formal contractual relationship between an employee and employer is required. However, the Tripartite Guidelines on Fair Employment Practices will be amended to include discrimination against platform workers.

MPs also called upon MOM to better support PWDs in the workforce. MP Rachel Ong shared recent statistics that just 31.4% of working-age PWDs are employed. She asked what was being done to raise the retirement adequacy of this group, who often incur greater medical expenses than non-disabled persons. She suggested that more research concerning the job search experiences of PWDs be undertaken to identify and reduce barriers to accessing work.

3. Increasing financial assistance for vulnerable groups

Given the current climate of high inflation, many MPs stressed the need to increase the accessibility of financial assistance for low-income Singaporeans.

The Ministry of Social and Family Development’s (MSF) top-up of $300 million to the ComCare Endowment Fund was welcomed by various MPs, but several requested updates on the implementation of the scheme.

MP Seah Kian Peng asked when a review of the ComCare and Public Assistance Scheme was due, so as to ensure that the schemes aligned with the rising cost of living. Additionally, MP Leon Perera urged MSF to trial programmes that offer higher ComCare payments, and extend the duration of financial assistance to nine to 12 months—measures that might enable families to gain financial stability more quickly and relieve anxiety about meeting daily costs.

One group that is particularly vulnerable to financial insecurity is single unwed mothers, due to their role as sole breadwinners and caregivers for their families. Nominated MP Dr Shahira Abdullah enquired about MSF’s efforts to support this group as they are not offered the same level of social support provided to those in a “family nucleus”. Thus, she proposed extending the Baby Bonus Cash Gift, Working Mothers Child Relief and Parenthood Tax Rebates to unwed single mothers.

Minister for Social and Family Development Masagos Zulkifli responded that while he empathises with the challenges faced by single parents, MSF’s policies reflect the value our society places on parenthood within marriage.

All in all, it was heartening to see MPs voicing the needs of vulnerable groups and providing suggestions on how we can make Singapore a more inclusive and equal society.

Read AWARE’s response to the 2023 National Budget here.

8 April 2023: Stories that Matter – Oral History Workshop with Mandakini Arora (Growing Up Indian)

Important note: This workshop is part of AWARE’s Growing Up Indian initiative to foreground the voices of Indian women in Singapore. It is therefore intended primarily for Indian women participants in Singapore. If you are not an Indian woman but interested in recording oral histories of Indian women in Singapore, however, you may sign up. If you have questions about this, please email projects@aware.org.sg.

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To be human is to tell stories. Do you know a woman in Singapore whose life experiences you would like to bear witness to—whose stories you believe to be worthy of record?

In their introduction to the AWARE anthology What We Inherit: Growing Up Indian (2022), editors Shailey Hingorani and Varsha Sivaram write, “Indian women’s everyday lives… deserve to be witnessed in their own right.” Over the centuries, however, women’s experiences have been lost to the historical record. Even as history writing expanded from a record of great men and their exploits to include women and other marginalised groups, minority women’s histories have often been given short shrift.

Whether published in print, streamed as a podcast or delivered in yet another innovative medium, oral history—an organic mode of doing history by eliciting stories through interviews—can be an incredibly effective tool for validating the experiences of minority women. Join us for an interactive two-hour workshop with writer Mandakini Arora to explore the beauty and importance of oral history, and how best to engage in it in the Singapore context. As a participant, you will share your ideas on interesting interview subjects, brainstorm possible questions to ask of interviewees, and formulate an outline of your own oral history project. You too can be part of the great work of enriching our country’s archives and centering otherwise forgotten narratives.

Please note this workshop will take place in person. Participants will be emailed some reading materials and other preparation instructions beforehand.

We want our workshops to be accessible to everyone, and require your generous contributions to make programmes like this possible. While you are welcome to give any amount you wish, we suggest a minimum of $15 per person. No tax deduction will be provided. Note that Eventbrite requires a minimum contribution of $1. If you require a waiver of this minimum contribution, please email media@aware.org.sg.

We are unable to accommodate transfers and cancellations if participants are unable to attend after payment has been made.

Date: Saturday, 8 April 2023

Time: 10AM – 12PM

Venue: AWARE Centre (5 Dover Crescent, #01-22, S130005)

Entry Fee: Contribute-what-you-can. Suggested contribution of $15 per person.

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About the Facilitator

Mandakini Arora edited Small Steps, Giant Leaps: A History of AWARE and the Women’s Movement in Singapore (AWARE, 2007) and Jean Marshall’s Pahang Letters, 1953–54: Sidelights on Malaya During the Emergency (Ethos Books, 2017). A historian with postgraduate degrees from Duke University and Jawaharlal Nehru University, Mandakini is completing a book on home, gender and identity based on oral history interviews with British women in Singapore.