Key Areas of Support

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 70.5% in 2014 to 78.3% in 2024. With women comprising an ever-increasing share of Singapore’s resident labour force, the need for workplaces that foster societal values of fairness, inclusivity and progress becomes more salient.

When comparing men and women with similar characteristics in age, education, occupation, industry, and usual hours worked, the adjusted gender pay gap 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 had 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. This is due to belief in equal opportunities in leadership and because board diversity enhances governance and organisational performance.

Since concerted advocacy commenced in 2013, the proportion of women board directors appointed to the Top 100 SGX-listed companies has more than tripled to 25.1% (as at end-2024). 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.