Rising prominence of women in businesses

In recent years, we have borne witness to the rising trend of women joining or returning to the workforce, with an increasing number gaining prominence due to their entrepreneurial stints. Slowly, but surely, Singaporean women are finding it second nature to balance both their traditional and modern-day roles in the economy, against the backdrop of the entrenched patriarchal and Confucian temperament of Singapore society.

While there is no silver bullet to wooing more women back into the workforce or encouraging entrepreneurial pursuits of women, the Government’s comprehensive strategies such as flexible working options, innovative recruitment and job matching services as well as increasing childcare support have yielded positive results. Opportunities for women have increased and progressively, private sector organisations have come to recognise the comparative advantages which women bring to the table, believed to have stemmed from specific gender traits such as empathy and personal touch. This prospect is cause for cheer, but there remains much more to be done. In certain business organisations and industries, the proverbial glass ceiling appears to have survived the paradigm shift, continuing to impede the career progression of some working women.

To catalyse the emergence of more women entrepreneurs and propel more women into senior level positions, businesses must be prepared to regard the economic empowerment of women a worthy goal in itself and do away with the glass ceiling, notwithstanding any paternalistic convention.

Particularly, the onus is on the HR personnel to ensure that all company policies and programmes are not discriminatory against female employees, and that this corporate philosophy permeates all levels and all activities, such as hiring, compensation and terminations. Therein lies the long-standing fact that many companies are intrinsically concerned about the void expected to be left behind by female employees going on maternity leave. In this respect, HR personnel have an imperative role to play in tackling this stigma against married female employees and addressing this major employer concern.

HR managers should take the lead in the company, devising plans delineating what could be done to cope with the lack of manpower, in a forward-looking manner. Solutions such as temporary placements and telecommuting arrangements for female employees should be in the pipeline prior to their maternity leave. With all bases covered, companies will have fewer qualms regarding the employment of married women.

Recently, the Association of Women for Action and Research (AWARE) has called for paternal leave to be legislated and maternal leave to be made transferable from the mother to the father. If this appeal is heeded, it would demonstrate that the Government is willing to be at the forefront of championing women’s rights. A trickle-down effect at the business level will likely follow, diminishing negative gender stereotypes and effecting the long-awaited change required in the employment landscape of women.

In summary, with Singaporean women becoming more highly educated and skilled, it is of paramount importance that organisations proactively spearhead efficacious policies to retain and empower their female talents.

Annie yap

Managing Director, AYP Associates

+       Email: annie.yap@aypassociates.com