Why there is still a gender pay gap in Singapore
January 14, 2020
Associate Professor Jessica Pan (NUS Department of Economics), in an editorial in The Straits Times, explains some of the reasons behind the gender pay gap in Singapore. This editorial follows a recent study conducted by A/P Pan and the Ministry of Manpower, which found that the median pay of women was 16.3% lower than that of men in 2018; the figure is reduced to 6.0% after adjusting for factors such as age, education, hours worked, occupation, and industry.
A/P Pan states that the most significant of these other factors is occupation – there are pay differences because men and women tend to be in different jobs due to their different choices in education and career. For example, women remain primary caregivers within the household, which leads to them gravitating towards lower-paying jobs that offer shorter or more flexible hours. Another reason could be due to a difference in preferences – women may prefer less competitive jobs or more people-oriented jobs.
Meanwhile, the 6.0% adjusted pay gap is likely due to family responsibilities and persistent gender norms. Being seen as the primary caregiver, women experience a loss in work experience and slower career progression post-motherhood since they are likely to leave the workforce or switch to more lower-paying occupations in order to juggle family and work. The increasingly competitive education system also pushes parents, especially mothers, to divert more resources to childcare.
A/P Pan believes that a change in social norms can help both men and women achieve greater parity in their work and family responsibilities, and thus alleviate the gender pay gap. As such, it is important that both men and women have access to flexible work arrangements without worrying about stigma and workplace sanctions. The government can also play a signifncant role by improving the childcare landscape and encouraging workplace flexibility.
Read the article here.