Sex discrimination against men

[rushifa666]

Until the first rape case of course

 

[LITTLEREDDOT]

Forum: Gender bias hindering brother’s job search​

APR 19, 2023

Recently, my elder brother applied to be a bus attendant at a private school bus transport company. The job basically entails ensuring the safety of the children on board by making sure they stay seated and fasten their seatbelts, and guiding them when they board and alight from the bus.
To his surprise, he was told by the company that only women were eligible for the job. The reason given was that parents were more comfortable with women interacting with their children.
My brother also responded to an advertisement for staff in a doctor’s clinic, and was told female applicants were preferred. The same happened when he responded to an ad for bookshop assistants.
Such gender discrimination in hiring should not be allowed. Job-seekers should be assessed solely on their level of competence to do the job.

Teo Kok Seah

 

[LexLuthor]

Forum: Gender bias hindering brother’s job search​

APR 19, 2023

Recently, my elder brother applied to be a bus attendant at a private school bus transport company. The job basically entails ensuring the safety of the children on board by making sure they stay seated and fasten their seatbelts, and guiding them when they board and alight from the bus.
To his surprise, he was told by the company that only women were eligible for the job. The reason given was that parents were more comfortable with women interacting with their children.
My brother also responded to an advertisement for staff in a doctor’s clinic, and was told female applicants were preferred. The same happened when he responded to an ad for bookshop assistants.
Such gender discrimination in hiring should not be allowed. Job-seekers should be assessed solely on their level of competence to do the job.

Teo Kok Seah

Only men are allowed to serve NS. But women also never complain.

 

[LITTLEREDDOT]

48% of S’poreans believe promoting women’s equality has become discrimination against men: Ipsos study​

Around half of Singaporeans also fear speaking up for women's rights, the study found.
By Jonathan Yee - 7 Mar 2024

Women’s equality has gone too far, say 48% of Singaporeans in Ipsos study​

Almost half of Singaporeans polled for an Ipsos study believe that promoting women’s equality has gone so far that it discriminates against men.
Gen Z men are also more likely to hold this sentiment compared to Baby Boomers, Gen X, and Millennial men.
The study, which polled around 500 Singaporeans aged between 21 and 74 years, also found that the majority had no preference when it comes to the gender of their political leaders.

Ipsos study finds 48% of Singaporeans believe women’s equality has led to discrimination against men​

The Ipsos study for International Women’s Day was released on Thursday (7 March) and conducted together with the Global Institute for Women’s Leadership at King’s College London.
The study polled around 24,000 people across 31 countries, which includes about 500 Singaporeans.
Around two-thirds of Singaporeans — 62% — believe things have gone far enough when it comes to giving women equal rights with men in Singapore.

Source: Ipsos
68% of men polled felt this way, compared to 55% of women.
Ipsos also noted an “emerging sense of concern” in Singapore regarding the impact of gender equality on men.

This was borne in 48% of Singaporeans feeling things have gone the other way when it comes to promoting women’s equality into discrimination against men.
Singapore sits on the high end of the countries polled — 79% of people in Thailand feel this way, followed by 67% in India.

Source: Ipsos
IPSOS noted that 57% of Singaporean men have this sentiment, compared to 39% of women.

Fear of speaking up for women’s rights noted among 48% of Singaporeans​

48% of Singaporeans also said they were scared to speak out for equal rights for women as they fear reprisal. Of these, 51% of women agree compared to 45% of men.

Source: Ipsos
“More than half (58%) of Singaporeans also agree that men are being expected to do too much to support equality,” Ipsos said.

Gen Z more likely to think women’s equality has gone too far​

The study found that Gen Z males are more likely to think that women’s equality has gone too far, compared to Baby Boomers and Gen X.

Source: Ipsos
Gen Z women, on the other hand, are less likely to think this, although the sentiment does not differ significantly between Gen X, Millennial, and Gen Z women.
Where inclusion in politics is concerned, 27% of Singaporeans would prefer a male political leader. However, just 7% would opt for a female political leader.

That said, 63% had no preference for either gender.

Source: Ipsos
Most Singaporeans also agree that both genders are equally competent in areas such as being honest and ethical, getting the economy on track, ensuring ethnic minorities are treated fairly, and benefiting those who are less advantaged.
Most believe male politicians tend to excel better in fighting crime, defending national security, and getting the economy on track.
Meanwhile, respondents tend to see female politicians as upholding fair treatment of women, uplifting the less advantaged, and treating those LGBT+ identities fairly.

Half have no preference when it comes to gender of boss​

Though 36% of respondents demonstrated a tendency to favour male bosses over female bosses (10%), the majority (51%) were neutral about the gender of their bosses.
Singaporeans were also mostly in agreement that both male and female leaders can create a financially successful and innovative company.
However, 16% think males are better, while only 8% believe females are better.
Katharine Zhou, Country Manager for Ipsos in Singapore, said there could be an unconscious bias when associating certain roles and capabilities between genders.
This is even though most have no preferences over their boss’ gender.

Sentiment warrants “further examination”​

Ms Zhou said it was “revealing” to see that most believe women’s rights in Singapore had gone far enough.
However, there is a “significant” gender difference in these perceptions, she said.
The sentiment espoused by 48% of respondents over women’s equality efforts discriminating against men also warranted further examination, she added, calling the result “notable”.
“It is also interesting to note the apprehension among Singaporeans about advocating for gender equality,” she said.
“This could be attributed to various socio-cultural factors and shows us that while we have made progress, there is still work to be done.”
She advocated for a more comprehensive dialogue on gender equality that “transcends familiar arguments” into an increased appreciation for emerging sentiments as found in the study.

 

[LITTLEREDDOT]

New SME programme to support women entrepreneurs in financing, networking​

OCBC head of global commercial banking Linus Goh (centre) with Ms Sharon Lim (left) of 3D fashion design platform Browzwear and Ms Didi Gan, founder of medtech start-up N&E Innovations. PHOTO: OCBC BANK

Rosalind Ang

MAR 08, 2024

SINGAPORE - The good news is: The number of women-owned firms among new small and medium-sized enterprises (SMEs) has been increasing over the past five years. But the not-so-good news is: These companies are registering lower growth on average.
To help propel the growth of such companies, OCBC is launching a new programme that offers women entrepreneurs loans of up to $100,000 within the first two years of their start-ups’ incorporation, with no processing fees.
Participants can also attend educational workshops, and have opportunities to network and be mentored by their successful peers.
The OCBC Women Entrepreneurs Programme, which will be rolled out in April, is the first programme dedicated to women entrepreneurs by a Singapore bank, OCBC said in a statement on March 8.
The scheme is expected to benefit women-owned SMEs that OCBC works with – which make up 25 per cent of the more than 100,000 SMEs that OCBC works with.
Based on OCBC’s data, SMEs founded by women accounted for 23 per cent of newly incorporated businesses in 2018 and grew to 30 per cent in 2023.
“In 2023, women-owned SMEs made up half of the new businesses in education and retail, and over a third of new businesses in healthcare, business services and food and beverage.”

In general, women-owned SMEs registered lower growth of 20 per cent to 30 per cent in sales turnover within the first three years of operations, said OCBC, adding that those who tapped financing were able to bridge the gap.
Singapore’s economy and local businesses’ performances are determined not just by how firms fare in the domestic economy, but also how they fare in the regional economy, said Mr Linus Goh, OCBC’s head of global commercial banking.
“Therefore, it’s important to be able to put into place something that empowers women entrepreneurs to go beyond the borders of Singapore,” he said.

Mr Goh added: “Even in a developed market like Singapore, women-owned SMEs account for only about 30 per cent of all businesses here. We are committed to partnering women entrepreneurs to overcome the challenges they encounter so that they can accelerate the growth and realise their business ambitions.”
Women entrepreneurs juggle many responsibilities, including those outside of work – they often have to solve the problems at home, said Ms Sharon Lim, chairwoman of 3D fashion design platform Browzwear. OCBC had worked on financing solutions for her company.
“There are also some people in other countries who tend not to want to speak to female leaders,” she said, adding that OCBC’s new programme, with its focus on providing networking opportunities, will help level the playing field.
Browzwear, founded in 1999 in Singapore, helps streamline processes in the fashion industry by creating digital samples of apparel designs for fashion brands, using advanced 3D visualisation.
Ms Didi Gan, founder of medtech start-up N&E Innovations, said it was tough to secure financing in the early days of her business.
“The journey I had trying to raise funds as a woman entrepreneur wasn’t easy. Finding suitable talent and scaling up our business were also challenges we had to address,” she said. Her company has secured a green financing loan from OCBC.
N&E Innovations is a medtech company founded in 2020 during the Covid-19 pandemic. It innovated an antimicrobial agent derived from cashew and banana food waste that can be applied on different surfaces to destroy bacteria and prevent them from reappearing. The company plans to expand to two other key regions and scale up production to meet growing market demands.
The OCBC Women Entrepreneurs Programme builds on a similar initiative managed by OCBC Indonesia.
Since the launch in 2020, OCBC Indonesia has supported about 1,400 women entrepreneurs running micro, small and medium-sized enterprises under its Women Warriors Programme with over $300 million in loans disbursed.
The programme will also be launched in Malaysia and Hong Kong in the future.

 

[LITTLEREDDOT]

Forum: Divorced fathers should have better access to their children​

Jun 20, 2024

Families celebrated Father’s Day on June 16, but we must also remember divorced fathers who continue to play a role in their children’s lives, as far as they are permitted to.
After a divorce, the parents face many challenges. One common difficulty fathers whom I have assisted as a family lawyer face is access to their children. The emotional pain does not end when the divorce is finalised. It continues and is often reflected in fathers being deprived of their time with their children to build an emotional bond with them.
It is difficult to find a workable solution to these divorced fathers’ child access problems unless both parents are able to co-parent and place the needs and wishes of the children above theirs.
Court processes and other mechanisms such as supervised access and the involvement of child representatives and parenting co-ordinators who the Family Justice Courts often appoint do not always help. Many fathers eventually have no other option but to give up their battle to continue a relationship with their children after divorce.
As today’s fathers are very involved in raising their children together with the mothers, the default position of mothers getting sole care and control in having the children live with them and caring for them daily must change.
Like joint custody, parents should be given joint care and control of their children upon divorce.
I am not suggesting children spend equal time with each parent as this will cause many administrative difficulties. The concept of joint care and control will drive home the message that the children are those of both parents and are entitled to spend time with them.

Children of divorce have the right to and want to have both parents’ love and support and for them to be present in their lives.

Rajan Chettiar

 

[worcer]

Send women to become nurses... and caretakers for old folks home...

 

[mojito]

Many bros here support woman entrepreneurs, mirite?

 

[LITTLEREDDOT]

Men on flexi-work more likely than women to feel overlooked for promotions: Survey​

The SG Her Empowerment organised panel discussions on July 22 to discuss the gender differences in adoption of flexible work arrangements. PHOTO: SG HER EMPOWERMENT

Joanna Seow
Assistant Business Editor

Jul 23, 2024

SINGAPORE – Men who have taken up flexible work arrangements are more likely than women to feel they have been overlooked for promotions, a new survey has found.
More than a third – 36 per cent – of the men here on flexi-work said they had experienced this, compared with 27 per cent of the women on flexi-work.
Equity and fairness are a concern for employers as well, with 31 per cent of business leaders who offered flexi-work saying that one negative effect of flexi-work in their companies’ experience was unfair allocation of development and advancement opportunities.
Among parents, about 20 per cent of men reported receiving backlash from their supervisor or senior management for taking parental leave, compared with about 10 per cent of women.
These were among the findings from a survey conducted by non-profit organisation SG Her Empowerment (SHE), in collaboration with market research firm Milieu Insight.
A total of 1,200 Singapore resident workers – including 510 business leaders – were polled in May and June 2024.
“Having flexible work arrangements does not automatically equate to take-up rates because of deeply ingrained gender mindsets that impact norms, behaviours and choices at work,” noted SHE in the survey report published on July 22.

“For instance, women who use these policies may be disadvantaged as they are seen as less committed or ambitious, while men who seek flexibility may face the stigma for stepping away from traditional breadwinner roles.”
The survey found that 35 per cent of respondents felt that fathers or men should be the breadwinners of their family, while 3 per cent chose mothers or women. The majority said both parties could play the role.
These findings were consistent across generations, noted SHE in its report.

When asked who should take a step back from their career if family circumstances require it, 27 per cent of respondents chose mothers or women, while only 4 per cent chose fathers or men; the rest said the responsibility should be shared equally.
Flexi-work arrangements came into the spotlight earlier in 2024, when the Government announced new tripartite guidelines making it compulsory from Dec 1 for employers to fairly consider formal requests for such arrangements.
Panellists at an event by SHE on July 22 discussed the survey findings and suggested ways for more men, women and employers to adopt flexi-work arrangements as the norm.
National Trades Union Congress assistant secretary-general Yeo Wan Ling, who is the director of NTUC’s U Women and Family and U SME units, recommended that companies shift to outcomes-based performance appraisals so that people who take parental leave or use flexi-work arrangements are not disadvantaged.
Bosses can also check in with subordinates more frequently throughout the year, as this can reduce the impact of face-time – of which people working remotely are likely to have less – on appraisals, she said during one of the panel discussions at the event at NTUC Centre.

“We need to look at helping workplaces transform to become more equitable in terms of compensation and promotions,” she told more than 100 people in the audience, who included senior managers, human resources professionals and members of community organisations.
Some of the panellists also highlighted the need to make flexi-work the norm, so that men can be more comfortable bringing up their caregiving responsibilities at work.
Ms Ong Ai Hua, deputy secretary (family and society) at the Ministry of Social and Family Development, said that it would be helpful for men to have more role models of other men taking leave, and to hear from male colleagues who take on more caregiving duties at home about how they worked out arrangements with their supervisors.
Although the food and beverage industry is not typically known for providing flexible work arrangements, panellists Mustaffa Kamal, co-founder and chief executive of F&B group The Black Hole Group, and Bernadette Giam, director of corporate affairs and human resources at Creative Eateries, another F&B group, spoke about how their companies have offered greater flexibility to their staff.
Mr Mustaffa said his company started planning the schedules of its 150 or so operational employees a month in advance, instead of a week in advance, to give them more certainty when it comes to planning family commitments.
“Spending family time and making sure that family affairs at home are stable would put you in the right state of mind to come to work and be able to contribute in an optimal manner,” said Mr Mustaffa.
Ms Giam noted that higher costs may seem inevitable, such as in having to deal with more variability when employing casual workers to cover the shifts of regular workers who are on reduced hours, and in having to pay managers more for dealing with more people and for implementing new frameworks for staff to follow.
But there is a cost to not trying to retain employees, she said.
This was also borne out in the SHE survey, which found that close to one in five workers currently on flexi-work said that if their employers stopped offering the flexibility, they would quit or look for another job that was more flexible.
SHE chairwoman Stefanie Yuen Thio said at the event that improving flexibility for workers is important for Singapore as its economy relies on people and the skills they bring to the workforce.
“Our one resource is something that’s going to be less tap-able if we continue to let these gender mindsets rule the day,” she said.

 

[LITTLEREDDOT]

‘I didn’t have the confidence’: New S’pore initiative helps women return to work in tech sector​

Ms Lidya Salim (left), a corporate sales account manager at Google Cloud, and Ms Kanchana Gupta, global resource management lead at NCS Group, are both career returnees. ST PHOTO: SHINTARO TAY
Sharon Salim
Business Correspondent

Nov 18, 2024

SINGAPORE – Women looking to return to work in the technology sector after a career break will now get help from a new government programme called Relaunch.
The Infocomm Media Development Authority (IMDA) initiative focuses on four areas: providing structured programmes such as coding and AI-related courses, career integration support system such as personalised resumes, guidance from mentors and connecting women with networking and employment opportunities.
“We do have people who have had to return to a workforce that is fast moving and really challenges them to perform to the rising expectations,” said Minister for Digital Development and Information Josephine Teo on Nov 18.
She announced the launch of the programme at an event to mark the fifth anniversary of the SG Women in Tech initiative at Marriott Tangs Plaza Hotel.
She added that with rapid advancements in technology, professionals returning from hiatus often face a steep learning curve.
A tie-up between SG Women in Tech and NTUC Learning Hub, the Relaunch initiative has pulled together 23 companies that have committed their resources.
Ant International Foundation, Amazon, LinkedIn and Rakuten are among the firms providing resources such as training, mentoring and hiring opportunities.

Ms Lidya Salim, who returned to work in November 2021, told The Straits Times at the event about how she battled depression and suffered the loss of self-confidence during a two-year career break to care for her young children.
She was previously a business director at a tech marketing agency and referred to herself as a high achiever.
“By the one-year mark, I already felt very restless. I was starting to worry whether I was still relevant. Then you start comparing to the people around you, for example, realising that your friends around you are getting promoted,” she said.

She now works as a corporate sales account manager at Google Cloud.
Noting Ms Salim’s inspiring journey in returning to work, Mrs Teo highlighted that it was a SG Women in Tech event that got her noticed, which eventually helped her to receive the support she needed.
“Because arising from that, her network expanded. She had support not just from her husband and her family, but she also had tremendous encouragement from within this network.”
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Ms Kanchana Gupta, a career returnee herself, believes that having a mentor is a great moral booster. She founded mentoring platform vLookUp.ai in September 2021.
As part of Relaunch, a mentoring programme by vLookUp.ai and the Singapore Computer Society will enable 20 mentors to be paired with women returning to work, offering guidance and support unique to their career goals.
“When women take a career break, the first thing that gets hit is their confidence level,” she said.
Mrs Teo highlighted the rise in Singapore tech companies offering initiatives to support women, which has increased from 31 per cent in 2020 to 56 per cent in 2023.
She cited IT firm Tata Consultancy Services, which she said is launching a scheme called Rebegin Singapore in 2025 to hire 50 returning women in tech.

Minister for Digital Development and Information Josephine Teo highlighted the rise in Singapore tech companies offering initiatives to support women. ST PHOTO: SHINTARO TAY
Ms Alia Kalistiani, who works in Oppo’s digital marketing team, had to overcome feelings of inadequacy after an eight-year hiatus to care for her children.
“I have been away from the job market and have not been in touch with the industry. I didn’t have the confidence and questioned if my skills were still relevant,” she said.
The turning point came when she learnt about the Mendaki Women At Work programme, a targeted initiative to help Muslim women re-enter the workforce. She believes that such programmes are beneficial as it provides work returnees with a dedicated support system and assistance.
“Through these programmes, you will learn that you’re not alone in this journey,” she said.
According to IMDA’s October report on Singapore’s Digital Economy, demand for tech talent remains strong despite a more cautious hiring outlook in the tech sector in Singapore and around the world. In addition, overall tech employment makes up 5 per cent of total employment in Singapore.

 

[bigozt]

How many GI Jane got wet cheebye in this pic?