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Key Areas of Support

Equal Opportunities in the Workplace

With improving educational profile and facilitative workplace practices (e.g. flexible work arrangements), the resident employment rate of females aged 25 to 64 trended upwards from 71.8% in 2015 to 78.0% in 2025. With women comprising an increasing share of Singapore’s resident labour force, the need for workplaces that foster societal values of fairness, inclusivity and progress becomes more salient.

Woman leaving house on the way to work (Cartoon)

When comparing men and women with similar characteristics in age, education, occupation, industry, and usual hours worked, the adjusted gender pay gap [1] stands at 6.0% in 2023. Aside from occupational differences, the gender pay gap in Singapore is also affected by other factors such as the effects of parenthood and caregiving responsibilities, which women tend to shoulder more than men, as well as workplace discrimination. Addressing the gender pay gap therefore requires a multi-pronged approach.

In order to reflect the broader vision of creating workplaces that support both professional growth and personal responsibilities, MOM set up an Alliance for Action on Work Life Harmony in 2021 to co-create tangible solutions to improve family-friendly workplace practices. Moreover, the Government continues to work closely with the business and HR community on initiatives that will contribute to reducing the gender pay gap, and removing barriers that hinder women’s career progress.

Singapore also champions merit-based board gender diversity.
Board diversity enhances governance and organisational performance.

Since 2013, the proportion of women board directors appointed to the Top 100 SGX-listed companies has more than tripled to 25.5% (as at 30 June 2025). Women’s boardroom contributions also serve as a powerful lead-in to broader diversity, and the importance of equal opportunities in the workplace for every individual to pursue their aspirations, regardless of gender.

Women entrepreneurs collaborating

Footnote
[1] Refers to adjusted median gender pay gap of full-time resident employees aged 25 to 54.

The Workplace Fairness Act, passed in Parliament in January 2025, prohibits workplace discrimination based on sex, marital status, pregnancy status and caregiving responsibilities, amongst other protected characteristics.  

The Workplace Fairness (Dispute Resolution) Bill, passed in Parliament in November 2025, provides a framework for workers to seek amicable and expeditious redress for workplace discrimination. 

Implemented in Dec 2024, the Tripartite Guidelines on Flexible Work Arrangement Requests (TG-FWAR) aims to help employers and employees navigate discussions about flexible work arrangements and arrive at mutually beneficial arrangements.

Since 2018, Workforce Singapore (WSG) and the National Trades Union Congress’ Employment and Employability Institute (e2i) have provided support to all jobseekers, including women at different levels, and those looking to return to the workforce.

WSG has also consolidated its career services and programmes for job-seeking women under the herCareer initiative. This initiative lists the resources available for female jobseekers looking to re-join the workforce such as physical and virtual career events as well as employment facilitation and reskilling programmes like Career Conversion Programmes and the Mid-Career Pathways Programme.  

The Council for Board Diversity (CBD) was reconstituted from the former Diversity Action Committee in 2019. The MSF-established initiative encourages a sustained increase in the number of women directors on the boards of the top 100 SGX-listed companies, Statutory Boards and top 100 Institutions of a Public Character (IPCs). CBD also spearheads efforts to encourage organisations on their journey of leveraging board diversity for business value.

Find out more about CBD’s efforts in growing the proportion of women board directors at Singapore’s largest institutions.

From 2022, listed companies are required to maintain a board diversity policy that addresses gender, skills and experience, and other relevant aspects. Listed companies are also required to disclose their board diversity policy, including targets, plans and progress towards achieving the targets.  

In 2023, the Singapore Exchange Regulation (SGX RegCo) introduced a nine-year cap on independent director tenure to promote board independence and accelerate renewal, which increases opportunities for board diversity. 

In addition, the Corporate Governance Advisory Committee (CGAC) has recommended good practices to guide listed companies towards improved board diversity, such as using a variety of channels to identify a broader range of suitable candidates (including qualified women).  

 

The Enabling Employment Credit (EEC) is a wage offset scheme introduced in 2021 to support the employment of persons with disabilities (PwDs). Payouts are made automatically to employers based on their regular monthly CPF contributions for local employees who are PwDs.

Employers can receive greater support for hiring PwDs who have not been working for at least 6 months for the first 9 months of employment.