The Quest for Parity: Why Women Are Underrepresented in Singapore's Government and Corporate Boardrooms

Introduction

The representation of women in Singapore's government and corporate boardrooms is notably low. This article delves into the various factors contributing to this underrepresentation, including direct discrimination, cultural and societal norms, and institutional biases. By understanding these factors, we can work towards creating a more inclusive environment for women in leadership roles.

Direct Discrimination

The journey towards gender equality in Singapore's educational sphere has been marked with obstacles. For instance, women were initially restricted in their opportunities to advance in the medical field. The National University of Singapore had a quota on female medical students, which was only lifted in 2003. This historical quota system created significant barriers for women in the healthcare sector, limiting their numbers in decision-making roles and lower their chances of attaining higher educational achievements.

In the realm of the civil service, another form of discrimination was evident. Female civil servants were not granted the same medical benefits as their male counterparts until 2005. This inequality undermined the value of women in the workplace and discouraged them from pursuing careers in the civil service, thereby perpetuating a gender gap in this traditionally male-dominated field.

Dual Responsibilities and Career Interruptions

A common challenge faced by women in the workforce is the unequal sharing of family care and domestic responsibilities. According to a survey, women are more likely to cite housework, childcare, and caregiving as reasons for not entering the workforce, while men are more likely to cite health issues, education, or taking breaks. This imbalance results in career interruptions for women, which can significantly undermine their career progression. Lack of stability and consistent employment opportunities hinder women's ability to accumulate the necessary experience and competencies required for top leadership positions.

Undervaluing Women

Even when women have the same qualifications and working hours, they often earn less than their male counterparts. In blue-collar industries, such as law, this wage gap is even more pronounced. Female lawyers and legal officers, for example, earn less compared to their male colleagues. This disparity perpetuates the undervaluation of women's contributions and perpetuates the gender wage gap.

Patriarchal Attitudes in Politics

The political landscape in Singapore has been influenced by deeply rooted patriarchal attitudes. These views are evident in the lack of gender-inclusive policies and the underrepresentation of female leaders. The book 'Men in White' (2009), written by a prominent figure in Singapore's political history, former Minister Mentor Lee Kuan Yew, fails to address gender equality or discuss the achievements of notable female politicians. Lee, who continues to hold influence, often openly expresses sexist views and emphasizes the traditional roles of women. His son, the current Prime Minister Lee Hsien Loong, has been criticized for not including a single female minister in his cabinets, despite their political significance. Such attitudes not only reflect a general lack of progress in gender equality but also contribute to the underrepresentation of women in key leadership roles.

Trickle-Down Gender Imbalances

The Singapore government's efforts to promote gender equality have been unevenly distributed, resulting in a "trickle-down" effect of gender imbalances. Prior to 1981, the scarcity of women achieving the prestigious Presidency Scholars status was stark, and even when numbers improved, the gender gap persisted. These scholarships represent the highest level of educational achievement, which is crucial for driving the administrative elite. The underrepresentation of women in these programs has perpetuated a cycle of underrepresentation in later life, leading to fewer women in government and corporate leadership positions.

Conclusion

Addressing the underrepresentation of women in Singapore's government and corporate boardrooms requires a multifaceted approach. Efforts should focus on eliminating direct and institutionalized discrimination, promoting gender equality in education and the workforce, and challenging patriarchal attitudes. By implementing inclusive policies and fostering a culture that values diversity, Singapore can work towards achieving gender parity and creating a more equitable society.