The self-serving interests of women's rights movements

[LITTLEREDDOT]

Quotes:
"More needs to be done...."
"More can be done..."

If no one resists them, the women's rights movement will want everything.

Quote: "... including women such as Dr Maggie Lim and Ms Constance Goh, who advanced women's reproductive health, or Ms Checha Davies and Madam Che Zahara, who championed women's rights."

Huh, who are they? What have they contributed to Singapore? Contributing to women's rights is not the same as contributing to the whole of society. Typical myopic and self-serving interest.

Quote: "As we honour and remember the prominent women in Singapore's past,..."
Have not seen many, if any, prominent women in SG's past. Do not include female ministers and President Halimah Yacob. They were fielded by the PAP to meet the gender quota. Do not think for a moment that they become ministers and President on merit.

Forum: Don't stop at street names, work on changing policies and social norms to improve gender equality​

Sep 25, 2021

The recent announcement by Prime Minister Lee Hsien Loong that a garden at Dhoby Ghaut Green will be dedicated to the women of Singapore came amid news of more policy changes and programmes to support women (Concrete proposals to tackle women's issues in the works, Sept 19).
Naming public spaces after women is a symbolic gesture of appreciation for women's efforts. It increases public consciousness of women's professional and cultural successes, which will inform and inspire future generations of girls and women.
I look forward to more public education that centres on women as an integral part of Singapore's narrative, including women such as Dr Maggie Lim and Ms Constance Goh, who advanced women's reproductive health, or Ms Checha Davies and Madam Che Zahara, who championed women's rights.
This must continue far beyond the Year of Celebrating SG Women.
More needs to be done to materially improve gender equality and equity in Singapore.
There are three ways to make a more immediate and tangible difference: introducing and strengthening legislation, changing societal norms and getting men to be more involved in the pursuit of gender equality.

Legislation can help, for example, by improving the wages of low-skilled workers in sectors with a high concentration of women, such as in food and beverage, and retail; introducing a temporary gender quota on the composition of company boards (to be lifted after the equal gender representation has been achieved); eradicating maternity discrimination; and making the criminal justice system more sensitive to survivors of sexual assault.
More emotional and financial support can be given to caregivers, who tend to be primarily female.
More can be done on a societal level to eradicate misogyny and re-evaluate traditional gender roles, perhaps through comprehensive sexuality education incorporating lessons about gender roles and dynamics.
Male advocates should be part of the discussion and fight for gender equality.
As we honour and remember the prominent women in Singapore's past, we should also turn our attention towards the women of today and tomorrow.

Khaing Su Wai
Communications executive
Association of Women for Action and Research

 

[JohnTan]

introducing a temporary gender quota on the composition of company boards (to be lifted after the equal gender representation has been achieved);

Like the jiuhu temporary system of quotas of moslem bumi for company directors. It's been temporary for like 50 years, where most of the bumi directors are retards who don't know shit and most of the actual work are done by the non-moslem staff.

 

[LITTLEREDDOT]

The women's right movement claim that it is male chauvinism and old boy network that is the cause of the under-representation of women on the board of directors.

There could be a reason why women are under-represented: it is because the shareholders have been finding women to be less competent in running organisations.

By introducing a quota, SG will become like Malaysia where there is a quota for bumiputras to be represented in companies.

And if there is a woman on the board, the first question is whether she is there on merit or she was reluctantly put there to meet some quota or to keep the women's rights movement happy.

 

[LITTLEREDDOT]

Another one-sided argument.
Men also faced workplace microaggressions from women.
Men who worked in female-dominated industries like modelling, hair-dressing, cosmetics, fashion etc. have to put up with women's bitchiness, gossiping, pettiness, micro-management, temperament, snide remarks etc.

Male models earn far less than female models. Why isn't AWARE championing for male models to be paid the same as female models?

Forum: Tackle workplace microaggressions​

SEP 24, 2021

I refer to the article "Concrete proposals to tackle women's issues in the works" (Sept 19).
As a working mother who homeschools two toddlers with her husband, I have been grateful for a supervisor who supported flexible working hours, even before working from home was a mainstay. It not only gave me the opportunity to return to work as a medical educator, but also laid the foundation for my return to front-line work against Covid-19 when there was a shortage of healthcare workers.
I am encouraged to hear about a nationwide effort to address protection from hiring prejudices, improvements in childcare arrangements to support working mothers, and support for caregivers.
But I would also suggest the need to provide support for something that gets less attention - helping women overcome microaggressions in the workplace.
Microaggressions are forms of everyday slights, indignities and put-downs which signal disrespect and reflect inequality.
These include having one's abilities in one's areas of expertise challenged as well as demeaning remarks in a private or public space. Research shows that the majority of women face microaggressions at the workplace.

Individual microaggressions can seem small. This makes it challenging to report the person responsible for them, especially if he is in a more senior position.
However, when repeated over time, microaggressions have harmful effects on one's experience, physical health and psychological well-being. A report found that women who face microaggressions are three times more likely to regularly think about leaving their jobs.
As someone who has regularly been the only woman in a roomful of men in senior positions, I have been on the receiving end of both explicit and subtle microaggressions at work.
While culture cannot be changed overnight, I believe that helping employees, male and female, understand examples of microaggressions and how to respond to them, would help shift culture in the right direction.
Empowering employees to identify microaggressions, encouraging timely and strategic dialogue on the topic, and providing legitimate channels of redress without fear of backlash would build a culture of greater inclusivity, psychological safety and productivity for all.

Tam Wai Jia (Dr)

 

[Boliao]

In my over two decades of career, truly amazing and professional female do not cry or scream unfairness, only those who don't have the calibre blame it on gender. I've seen too many companies make unrepairable mistakes to their business due to incompetent decisions when they hire female to meet gender quota.

 

[laksaboy]

They are just a small part of the entire spectrum of libtard activism.

Other parts: LGBT, ethnic and religious minorities, migrant workers, refugees, animal rights/welfare, anti-carbon climate cultists, advocates for a big centralized govt etc.

They operate as a grand whole.

 

[borom]

Want to be equal-serve NS like in Israel .
Actually women are doing better than men in many areas eg marketing, PR, communications ect2

 

[LITTLEREDDOT]

Cherry-picking. Only want to be board members.
How about pushing for more women to be: construction workers, drivers, technicians etc?

Mentoring aspiring women directors to be board-ready​

Ms Raen Lim (left) and her BoardAgender mentor Joy Tan. ST PHOTO: DESMOND FOO
Chin Soo Fang
Senior Correspondent

APR 6, 2022, 7:15 PM SGT

SINGAPORE - Board members must remember to leave their gender at the door because whether man or woman, each member shares the same responsibilities and risks that come with the job.
This was a word of advice Ms Raen Lim received when she joined the board mentoring programme by BoardAgender.
BoardAgender is an initiative of the Singapore Council of Women’s Organisations (SCWO) to advance more women into board roles - be it in corporate or not-for-profit organisations - and enhance board diversity.
Though Ms Lim, 44, who is group vice-president of US software company Splunk Inc, has not joined any board yet, she is taking the advice of her mentor, veteran lawyer Joy Tan, to be selective about the boards she serves on.
"That totally made sense because it is a huge commitment and responsibility to be a board director, and in order to be an effective board director, I must be able to add constructive value," she said.
Ms Lim is one of the pioneers in the programme, which started last year. She signed up for it as she felt that the path to directorship is not clear, and a lot depends on one's connections.
The programme has allowed her to widen her network with the guest speakers and fellow mentees from diverse backgrounds.

Mentors are experienced directors who were invited to the programme by BoardAgender after an assessment.
Ms Lim's one-on-one mentorship journey with Ms Tan was also useful as they worked together on where her passion lies, and the unique values she can bring to the table.
This helps to narrow down on the types of boards she should put herself up for. She hopes to serve on non-profit boards that work with youth, and commercial boards that are looking for tech talent.

Both mentor and mentee have decided to continue with the mentorship journey though their programme ended last December.
Ms Lim also hopes to pay it forward by becoming a mentor one day.
Ms Tan, 51, co-head of commercial & corporate disputes and corporate governance practices of WongPartnership LLP, sits on several boards for corporate and non-profit organisations.
Her advice to aspiring women directors is to look to add value, challenge constructively, and to support passionately. They should also develop their networks for the long term as their career is a marathon and not a sprint.
On her corporate board journey since 2015, she said: "It's been a challenging and rewarding journey. As a woman director, there is sometimes an unavoidable experience of the 'old boys' club', but that is fortunately changing, with greater awareness of the need for board diversity."

Ms Georgette Tan, 61, president of United Women Singapore and chair of BoardAgender, said the programme is kept small and tight to 10 mentor-mentees pairs so that it is highly focused and engaged.
Six "enlightened men" stepped up to be mentors last year, and she is looking forward to having more "male allies" on the programme, she said.
The board mentoring 2022 programme has opened for applications. Aspiring women directors can sign up on its website by April 24, with an application fee of $500.
Mentees can participate in a series of events and workshops covering peer-to-peer discussions, and sharing by senior board members and professional organisations, from July to December this year.
This will give them insights into the qualities, skills and experiences that are most sought after in candidates for directorships, and how they can demonstrate that they are board-ready, including tactics to navigate the board selection process.
They will also learn about the challenges and responsibilities of board directors, including practical knowledge of governance issues in companies and not-for-profits.
BoardAgender will also work with like-minded partners, including the Council for Board Diversity, to further efforts to increase women's representation on boards.
Board diversity is one of the key issues raised in the White Paper on Singapore Women's Development, which was endorsed on Tuesday (April 5).
It noted that steps taken include the revised Singapore Exchange Listing Rules and Practice Guidance to the Code of Corporate Governance to support greater board diversity, including gender diversity.
The Council for Board Diversity will also lead efforts to increase women's representation on boards.

The White Paper also proposed developing career mentorship, networking opportunities and training programmes for women. BoardAgender's mentoring programme for aspiring women directors is one such programme to help women achieve their professional development goals.
Nominated MP Janet Ang, who serves on the Council for Board Diversity, told Parliament at the White Paper's debate on Tuesday: "Board diversity is a business imperative for organisations' sustainability and resilience.
"Women on boards is only but one aspect of diversity but a very visible one. Investors and employees are increasingly looking to put their money with companies that show up on the radar of diversity, inclusion and sustainability."
She noted that the top 100 largest companies listed on Singapore Exchange have made progress from having 7.5 per cent women on boards in 2013 to 19.7 per cent as at Jan 1.
Statutory boards have also heeded the call for more balanced gender representation on boards, improving from 23 per cent in 2018 to 30 per cent by end-2021, while the top 100 Institutions of Public Character have close to 30 per cent of their boards represented by women.
However, she highlighted, compared to developed markets where women hold 25.8 per cent of board director positions, Singapore lags behind at close to 20 per cent.
Mr Masagos Zulkifli, Minister for Social and Family Development, said in Parliament on Tuesday that his ministry will continue a multi-stakeholder approach to address underlying root causes when it comes to board diversity.
For instance, the Council for Board Diversity, which the ministry established in 2019, will continue working to raise public awareness of the importance of women on boards and help corporates develop a pipeline of board-ready women.
"This would be more effective than setting mandatory quotas, which does not address root causes of the issue that have to do with culture and traditions," he said.

 

[tanwahtiu]

The women's right movement claim that it is male chauvinism and old boy network that is the cause of the under-representation of women on the board of directors.

There could be a reason why women are under-represented: it is because the shareholders have been finding women to be less competent in running organisations.

By introducing a quota, SG will become like Malaysia where there is a quota for bumiputras to be represented in companies.

And if there is a woman on the board, the first question is whether she is there on merit or she was reluctantly put there to meet some quota or to keep the women's rights movement happy.

Women are over represented in whore shops, porn site, magazines KTV, fuck shop....

They have their industries, why complaining?

 

[laksaboy]

Feminazis rebel against God and/or male authority. And they are useful idiots for some wicked people who wish to destroy the family unit.

And you see many of those fools virtue signalling every 8th of March.

 

[LITTLEREDDOT]

So women should become heads not on merit, but because of the woke movement to put a certain number of women in leadership positions?

More women should head S’pore universities, organisations: Ex-MP​

The only woman heading an autonomous university here is Singapore Management University president Lily Kong. ST PHOTO: KUA CHEE SIONG

Ng Wei Kai

Jan 16, 2023

SINGAPORE - There should be more women leading Singapore’s universities and other organisations, said former MP and academic Intan Azura Mokhtar.
Speaking at a panel discussion titled The New Social Compact And Policy Implications For Work, Dr Intan, an associate professor at the Singapore Institute of Technology, said: “In our six autonomous universities, there is only one female university president...
“What about other female academics we have? They are competent and capable, but why do we not have them in the senior management of our universities?”
The only woman heading an autonomous university in Singapore is Professor Lily Kong, who is the president of the Singapore Management University.
Dr Intan added that men also dominate board seats as well as senior management and leadership positions in organisations, and this was something that Singapore should look at changing.
The panel discussion was part of the Singapore Perspectives 2023 conference organised by the Institute of Policy Studies (IPS) and moderated by its deputy director for research and senior research fellow, Dr Gillian Koh.
The other panel speakers were NTUC director and MP Yeo Wan Ling, and consultancy firm Stewardship Asia Centre’s chief executive officer, Mr Rajeev Peshawaria.

It was held at the Sands Expo and Convention Centre on Monday.
One way to get disadvantaged groups into leadership positions is to nurture what Dr Intan calls an inclusive and representative meritocracy.
She said: “Meritocracy is a principle that creates fair opportunities for all, but there is also evidence that it can entrench privilege and inequality.”
She added that rewarding people based on their academic achievements alone can unintentionally reward them for their circumstances, such as their social connections and capital.
A meritocracy which is inclusive and representative should look past previous academic achievement and embrace diversity, as well as look at the circumstances that people have lived through which may have diminished their opportunities, she said.
Replying to a question from the audience about whether government scholarships, such as the prestigious Public Service Commission (PSC) scholarships, should review their selection processes to be more inclusive, Dr Intan and Ms Yeo said the PSC has come a long way and now offers scholarships to candidates from a wider section of academic backgrounds.

 

[Singapore Dancing Spirit]

Root cause of this problem in the society
Feminine GAYS who are submissive to Women leadership

Cisgendered PM honoring a woman president as his leader.

 

[LITTLEREDDOT]

Don't hear the women's rights movement fighting for the privilege of doing national service.

Denmark calls for mandatory military service for women​

The move can help Denmark meet its requirements under its Nato membership. PHOTO: AFP
UPDATED

JAN 26, 2023, 11:38 PM SGT

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COPENHAGEN – Denmark plans compulsory military conscription for women, as the Nordic country seeks to significantly boost the size of its armed forces.
The move can help Denmark meet its requirements under its Nato membership.
It would also be “beneficial” for the military if it had more women employed, Danish Defence Minister and Deputy Prime Minister Jakob Ellemann-Jensen said in an interview with broadcaster TV2.
Currently, women can join on a voluntary basis while men generally are required to serve if they are called on under a lottery system.
The new measure has the backing of several women’s organisations and comes as Denmark, like the rest of Europe, provides increasing levels of support to Ukraine in the war to oust Russia from the country.
The Defence Minister announced the plan as his office published the conclusions of a biannual report by the North Atlantic Treaty Organisation, which criticised Denmark for failing to invest enough in its military, mainly on land and at sea.
The ministry stopped short of publishing the full report, which it has done in previous years. It cited the “current security policy situation and Russia’s aggression”.

The report was conducted before Denmark last month said it wants to increase defence spending by 4.5 billion kroner (S$865 million) to reach 2 per cent of gross domestic product in 2030, three years earlier than planned previously.
Denmark last week decided to give Ukraine its new French-made heavy artillery system, a total of 19 self-propelled guns of the Caesar class. The donation was the centre of debate in the Nordic nation due to fears that it might leave Denmark’s own defence vulnerable.
Mr Ellemann-Jensen has said Denmark for now has no plans to donate its Leopard tanks to Ukraine. BLOOMBERG

 

[LITTLEREDDOT]

Forum: Root for best leaders, regardless of gender​

6 Feb 2023

I am bemused by Insight editor Lin Suling’s column, “Jacinda Ardern – We could use more women leaders like her” (Jan 20).
While she rightfully calls the former New Zealand prime minister brave, empathetic and astute, it is questionable that these attributes abide solely in women leaders. Are we not perpetuating biologically deterministic theories about the sexes by linking character traits with gender?
Ms Lin’s admittedly “short account of female political power” praised women leaders for being inspirational, selfless, sincere communicators, action-oriented, empathetic, practical and inclusive. However, in my 30 years of working life, I have come across women leaders who do not exemplify these qualities. While we decry historically male-dominated gender biases, has the pendulum now swung the other way?
If so, we should then move away from the outmoded belief that stellar leadership qualities are the sole preserve of a single gender.
We would perhaps do better to root for the best leaders, regardless of gender, who possess desirable qualities.
We could instead strive for diversity in leadership, rather than reinforce the trope that different genders are programmed differently. Which gender makes better leaders is a plain red herring.

Amos Wu Pom Hin

 

[laksaboy]

Forum: Root for best leaders, regardless of gender​

6 Feb 2023

I am bemused by Insight editor Lin Suling’s column, “Jacinda Ardern – We could use more women leaders like her” (Jan 20).
While she rightfully calls the former New Zealand prime minister brave, empathetic and astute, it is questionable that these attributes abide solely in women leaders. Are we not perpetuating biologically deterministic theories about the sexes by linking character traits with gender?
Ms Lin’s admittedly “short account of female political power” praised women leaders for being inspirational, selfless, sincere communicators, action-oriented, empathetic, practical and inclusive. However, in my 30 years of working life, I have come across women leaders who do not exemplify these qualities. While we decry historically male-dominated gender biases, has the pendulum now swung the other way?
If so, we should then move away from the outmoded belief that stellar leadership qualities are the sole preserve of a single gender.
We would perhaps do better to root for the best leaders, regardless of gender, who possess desirable qualities.
We could instead strive for diversity in leadership, rather than reinforce the trope that different genders are programmed differently. Which gender makes better leaders is a plain red herring.

Amos Wu Pom Hin

Li Suling is a feminazi, what did you expect her to say? See who she hangs out with, and the soundbites which follow.

 

[LITTLEREDDOT]

More women on governing boards in Singapore, but progress slower in listed companies​

President Halimah Yacob (left) and Minister of State for Social and Family Development Sun Xueling, at a fireside chat on Aug 31. ST PHOTO: GIN TAY

Claire Huang
Business Correspondent

AUG 31, 2023

SINGAPORE – The number of women sitting on the boards of listed companies, statutory boards and institutions of public character (IPCs) has risen, but representation in Singapore’s top 100 listed companies continues to lag behind.
Women’s participation on boards of the top 100 listed companies rose to 22.7 per cent as at June 2023, from 15.2 per cent as at December 2018, mid-year data from the Council for Board Diversity showed.
While the proportion is heading towards the voluntary target of 25 per cent by 2025, 13 of the 100 primary-listed companies continue to be led by all-male boards.
In the public sector, the proportion of women having a board seat at statutory boards in Singapore hit 32 per cent in June 2023. Statutory boards were the first of the three sectors to hit their voluntary target of 30 per cent in 2022.
The third sector – the 100 largest IPCs here – continues to be just under its target of 30 per cent, with 29.5 per cent of board seats held by women.
The council said regulatory guidance in the revised Code of Governance for Charities and IPCs, which takes effect from the financial year beginning on or after Jan 1, 2024, is expected to drive succession planning and board diversity consideration.
President Halimah Yacob has called on companies and charities to draw on board diversity to navigate uncertain and complex times.

She added that a company could otherwise miss out on harnessing talent as a competitive edge, and a non-profit risks losing its connection to the communities it serves.
“Women’s participation on boards is also a barometer of the extent our society values the contributions of women and whether these contributions are viewed as being equal to those by men,” said Madam Halimah, who is the council’s patron.
She made the point during a 30-minute chat with Ms Sun Xueling, Minister of State for Social and Family Development and Home Affairs, at the council’s fifth anniversary event and forum held at Shangri-La Singapore on Thursday.

In terms of breadth, statutory boards have the highest female representation on boards among the three sectors. Almost 60 per cent of statutory boards have achieved women’s participation on boards of at least 30 per cent or more.
For the top 100 IPCs, it is 52 per cent, while it is 28 per cent for the top 100 companies.
When it comes to boards chaired by women, it is 20 per cent for statutory boards, 18 per cent for the top 100 IPCs and 9 per cent for the top 100 companies.
The proportion of women in board leadership roles among the top 100 companies rose to 23 per cent in June, up from 14 per cent in December 2018.

Singapore’s 22.7 per cent for women’s participation on boards of the top 100 listed companies is behind comparative figures in countries such as Norway, where it is 43.1 per cent.
Some countries without quotas or minimum requirements in listing rules – like Singapore – are doing better. New Zealand has a women’s participation rate of 36.5 per cent and the US is at 33.3 per cent.
Speaking at Thursday’s event, Mr Loh Boon Chye, the council’s co-chair and chief executive of the Singapore Exchange (SGX) Group, said that gender, as the most visible form of diversity, offers a powerful and accessible lead-in to conversations on broader diversity.
“Boards with diverse competencies and backgrounds that suit the ambition and development of the organisation provide themselves an edge when addressing a range of issues,” he said.
Mrs Mildred Tan, the council’s co-chair and the chairman of Tote Board Singapore, said the findings showed that there is more widespread recognition of the benefits of board diversity, and efforts can now go beyond advocating a rise in women board directors to their taking on leadership roles within boards.
“At present, only 9 per cent of boards at top 100 companies are chaired by women, and women sit on less than a quarter of all audit, nominating and remuneration committees.
“There is plenty of anecdotal evidence that boards with women in leadership positions are more likely to harness diversity as a business imperative,” she said.
The event, which is the council’s new outreach programme to encourage Singapore’s board diversity, was attended by 160 board chairpersons and women board directors representing top 100 companies on the SGX, statutory boards and the nation’s 100 largest IPCs.
The 17 members of the council, formed in 2019, comprise corporate leaders and professionals in the private and public sectors who are appointed by the minister for social and family development.

 

[LITTLEREDDOT]

Women on S’pore boards: Going beyond numbers or ‘tokenism’​

Loh Boon Chye

The proportion of women who sit on boards of the biggest 100 companies on Singapore Exchange has tripled in the last decade. ST PHOTO: LIM YAOHUI

NOV 27, 2023

SINGAPORE – Men typically outnumber women in boardrooms, but it was women who collectively made their presence felt at the recent Council for Board Diversity forum attended by 160 directors of listed companies, statutory boards and institutions of a public character (IPCs).
Around 80 per cent of those who attended were women. Add an all-women line-up of speakers, including then President Halimah Yacob, and the forum was easily a showcase of Singapore’s female talent.
Indeed, latest figures from the council – which I co-chair with Mrs Mildred Tan, who also chairs the Tote Board Singapore – show that a record number of women are entering the boardroom.
The proportion of women who sit on the boards of the biggest 100 companies on the Singapore Exchange (SGX) has tripled in the last decade, from a mere 7.5 per cent in 2013 to today’s 22.7 per cent.
Demonstrating their unique position in exemplifying board diversity, statutory boards are at 32 per cent, having made swift progress from 23.3 per cent in 2018. And at the 100 largest IPCs, women hold 29.5 per cent of board positions.
With the longer-term ambition of achieving greater gender balance on boards, far more work must be done in advancing board diversity. The Council for Board Diversity, the Corporate Governance Council, SGX, as well as the Public Service Division and Charity Council, have all supported developments in this regard.
Recent amendments to SGX disclosure rules and the code of governance for charities and IPCs placing emphasis on succession planning and diversity in board composition both give diversity a strong boost.

Real diversity, not tokenism​

I’ve been asked a number of times: Wouldn’t it be faster to set a quota? Yes, it would – but quotas can also be met with perfunctory appointments that fuel chatter on tokenism.
Certainly, no capable woman (or man) wants insinuations that their board seat is because of chromosomes rather than capabilities.
There is no one-size-fits-all solution to accelerating progress in women’s representation on boards. Norway was the first to introduce a 40 per cent gender quota on the boards of listed companies in 2005. In the European Union, every stock-listed company needs to have at least 40 per cent female non-executive directors by mid-2026.

Here in Asia, Malaysia and Hong Kong require publicly traded firms to have at least one woman director.
Rather than quotas, some jurisdictions set reporting obligations and aspirational targets. Britain, for instance, saw sustained progress in women’s participation on boards when it introduced targets as a business-led initiative, and has only now piled on pressure by requiring listed companies to meet a 40 per cent minimum, or, in accordance with listing rules, explain why they have fallen short.
In Singapore, the Council for Board Diversity has voluntary targets for the immediate term: top 100 listed companies – 25 per cent by 2025, 30 per cent by 2030; statutory boards – 30 per cent, a target achieved in 2022; 100 largest IPCs – 30 per cent as soon as possible.
In the case of listed companies, revised SGX listing rules requiring companies to disclose their board diversity policy, with targets, plans and timelines, as well as progress, are bolstering Singapore’s business-led, voluntary approach.

The intent is to encourage organisations on their journey of board diversity without being too prescriptive. By embracing diversity organically, they will naturally put more effort into ensuring a culture that values and maximises the contributions of all, as opposed to if diversity is simply a result of unthinking compliance.
Madam Halimah, our first female Speaker and president, articulated Singapore’s approach best during her fireside chat at the forum: “We are not asking for soft options such as, ‘you must have X number of women’.
“We want a situation where you look at the requirements – experience, skill sets and capabilities – of the board or company, and then you look for women in addition to men who can perform them.
“Diversity does not have to compromise meritocracy. Appointments are very much on one’s own merits. But reflect diversity in the selection process and give opportunities to those who are most able to do the job.”
Of course, supply (the quantity of diverse board-ready candidates) must be met by demand (the willingness and ability of boards to appoint these candidates). Focusing solely on developing the pipeline, or only on stimulating growth opportunities for diversity, is addressing only part of the board diversity equation.
To this end, the Council for Board Diversity has introduced the CBD Circle, a new outreach programme to advance board diversity.
Initial activities include thought leadership and networking opportunities for a sharing of boardroom perspectives, to enliven discourse and to bridge board-decision makers with board-ready candidates. Our recent forum is the circle’s most prominent event to date.

Harnessing the diversity advantage​

Philosophical views and moral imperative aside, the spirit of increasing board diversity lies in its ability to improve objectivity, address complex issues and enhance innovation.
This was the message that came through during the forum’s all-women panel, put together precisely to highlight Singapore’s strong talent pool of women who have risen to the highest rungs of leadership in their fields.
Among them were Professor Cheong Koon Hean (chairman, Centre for Liveable Cities), Ms Chew Gek Khim (executive chairman, The Straits Trading Company), Ms Geraldine Chin (chairman and managing director, ExxonMobil Asia Pacific), Ms Euleen Goh (chairman, Sats) and Ms Diaan-Yi Lin (senior partner, McKinsey & Company).
Diversity, they all agreed, must be viewed in its broadest sense – beyond and in addition to inherent attributes such as gender and race. It is a combination of diverse perspectives, skills and experiences that enhance an organisation’s sense-making of opportunities and risks.
In Ms Goh’s words: “Boards need as big a radar screen as possible.”
As a chief executive and a board practitioner myself, I could not agree more. I’ve seen first-hand how cognitive diversity broadens market insight, open new doors to networks and opportunities and drives effective strategies.
But getting the “right” diversity into any room is only the beginning. Inclusion is what puts diverse perspectives to work.
This was a salient point raised by the panel. Boards, especially their chairs, must create an environment where ideas are respected, valued and debated, ensuring that decisions are informed by a range of viewpoints.
Singapore needs diversity to flourish. Both because it’s a social tenet that we hold dear, and for the competitive advantage it brings us on the world stage. Statistics on board composition are a valuable indicator of progress, but we cannot be all-consumed by the chase for numbers.

In tandem with efforts designed to meet targets or expectations, we need to build an environment that unlocks diversity’s potential.
Gender diversity is the first important step.
Let me borrow from Ms Goh again: “I’m all for all diversity. But there’s a reason for gender diversity – it’s the most visible reflection of a company’s culture and values. It’s the first step in demonstrating that diversity, equity and inclusion are upheld as values by an organisation.”

• The writer is the co-chair of the Council for Board Diversity and chief executive of the Singapore Exchange Group.

 

[bobby]

In the place totally unfair when men expose their nipples it is acceptable whereas women nipples are sacred….why ?

 

[laksaboy]

It's all communism. They all follow the same formula.

They have a designated [oppressed class], and a designated [oppressor]. Then agitate towards a 'revolution' to 'liberate' the [oppressed class] from the [oppressor].

Oppressed class can be defined by them to be women, minorities, LGBT, migrants, the 'working class', the handicapped, animals, the planet (environment), reactionaries etc.

All done to tear down society, history and culture, then build their communist 'utopia' on top of it.

Don't fall for it.

 

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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.