Ensuring Gender Equality in the Modern Workplace

By Ken Tan

In recent years, Singapore has made significant strides in closing the gender gap, but there is still much work to be done to ensure that gender equality becomes the standard across all workplaces. According to the World Economic Forum’s Global Gender Gap Report 2024, Singapore has improved its ranking for gender equality, moving from 51st in 2023 to 48th globally. However, the country still faces challenges in closing the gender gap across various sectors, particularly in economic participation and leadership roles.

While more women are assuming leadership positions, women in Singapore still make up only 30% of senior management roles as of 2024, according to the Singapore Board Diversity Report by PwC. Furthermore, the gender pay gap remains a concern, with women in Singapore earning about 14.3% less than men in similar roles, as reported by the Ministry of Manpower in 2024.

These advancements are certainly promising, but the reality is that achieving true gender equality in the workplace requires ongoing effort and action. It’s not just about closing the gap on pay or leadership roles, it’s about creating a genuinely inclusive environment where all employees, regardless of gender, can thrive. Studies have shown that businesses with diverse leadership teams not only foster greater innovation but also drive more impactful diversity, equity, and inclusion (DEI) strategies, resulting in stronger organisational growth.

As we move forward, employers in Singapore must recognise that gender equality is not just a social or moral issue but a powerful business strategy. Gender diversity is also about enhancing economic performance, competitiveness, and organizational resilience. A McKinsey & Company 2024 study also reported that diverse teams outperform homogeneous teams in decision-making and innovation, with diverse teams being 1.7 times more likely to innovate and anticipate market trends.

Why Gender Equality is Important

The importance of gender equality in the workplace cannot be overstated. Numerous studies have demonstrated the tangible benefits that gender diversity brings to an organisation. McKinsey’s research, for example, highlights that companies with higher levels of gender diversity in their leadership teams are more likely to outperform their peers on profitability and value creation. This is because gender-diverse teams bring different perspectives, encourage creative problem-solving, and ultimately make more well-rounded and informed decisions. By leveraging the strengths and insights of all employees, regardless of gender, companies are better equipped to navigate challenges and seize opportunities.

Gender diversity has also been shown to improve workplace culture and employee satisfaction. A diverse and inclusive environment allows employees to feel valued and heard, which in turn boosts morale, enhances collaboration, and reduces turnover. A recent study revealed that workplaces in gender-balanced workplaces have higher employee satisfaction and commitment than those with more females or more males in the workplace.

Furthermore, gender equality is a critical factor in attracting and retaining top talent. In a rapidly evolving job market, where the best candidates are increasingly prioritising company culture and values, businesses that are known for their commitment to diversity and inclusion hold a significant competitive advantage. This is particularly important in Singapore’s context, where a growing number of women are entering the workforce and seeking opportunities to climb the corporate ladder. By providing equal opportunities for all employees, employers ensure that they are tapping into the full potential of their workforce.

What Employers Can Do

While the benefits of gender equality are clear, the question remains: what can employers do to ensure gender equality is a lived reality within their organisations?

Lead by Example: Set the Tone at the Top
Change starts at the top. For any gender equality initiative to succeed, leadership must actively champion and model inclusive behaviours. Employers should ensure that gender diversity is a priority in their corporate strategy, and this should be reflected in their policies, recruitment practices, and day-to-day operations. A company’s leaders should demonstrate an unwavering commitment to fostering an inclusive culture where all employees, regardless of gender, feel they have an equal opportunity to succeed.

Promote Equal Opportunities in Hiring and Promotions
One of the most important steps towards achieving gender equality is ensuring equal access to opportunities. Employers must eliminate any unconscious biases that might impact hiring and promotion decisions. For example, companies should ensure that job descriptions are free from gendered language that might deter female candidates from applying. Implementing blind recruitment processes, where the names and genders of candidates are anonymised, can help mitigate bias and ensure that the best candidates are selected based on their skills and experience, rather than their gender.

Establish Transparent Pay Structures
The gender pay gap is a well-documented issue that persists in many workplaces. While Singapore has made progress in narrowing this gap, employers must continue to ensure that women and men are compensated equally for equal work. One way to achieve this is by establishing transparent pay structures that allow employees to see how compensation is determined. Regularly conducting pay audits can help identify any discrepancies and provide a framework for addressing them. Companies that are committed to closing the gender pay gap will foster trust among their employees and reinforce their commitment to gender equality.

Encourage Work-Life Balance and Flexible Work Arrangements
Gender equality is not only about hiring practices or pay equity; it’s also about creating a supportive work environment where all employees can thrive. Employers should actively promote policies that support work-life balance, such as flexible working hours, remote work options, and parental leave policies. Research has shown that women are more likely to take on caregiving responsibilities at home, which can sometimes limit their career advancement opportunities. By providing flexible work arrangements, employers can help ensure that both men and women have the ability to balance their professional and personal lives, enabling them to remain engaged and productive in the workplace.

Create a Safe and Supportive Environment
Employers must also take steps to create a workplace where all employees feel safe, respected, and valued. This includes addressing issues such as harassment, discrimination, and gender-based violence. A zero-tolerance policy towards harassment and clear procedures for reporting incidents of discrimination or misconduct are essential. Furthermore, companies should foster a culture of respect and inclusivity, where all employees feel empowered to voice their concerns without fear of retaliation. Training programs on unconscious bias and diversity awareness can also help employees understand how their behaviours might impact others and encourage more inclusive actions.

Measure Progress and Hold Accountability
Gender equality is not a one-time initiative but an ongoing commitment. Employers should regularly assess their gender diversity efforts and measure progress against clear objectives. This can include tracking gender representation at different levels of the organisation, monitoring the success of diversity and inclusion initiatives, and conducting employee surveys to gauge satisfaction with the work environment. Holding leadership and managers accountable for gender equality targets can ensure that progress is made consistently and that the company’s commitment to gender equality is maintained.

The time for employers to act on gender equality is now. In a rapidly evolving global economy, businesses that embrace diversity and inclusion will not only enhance their organisational culture but also improve their financial performance and competitiveness. Employers in Singapore must recognise that gender equality is not just a legal or social issue, but it is a business imperative that drives innovation, talent retention, and long-term success.

By leading with purpose, promoting equal opportunities, and fostering a supportive and inclusive environment, employers can build a workplace where gender equality is the norm. This not only benefits employees but also positions businesses to thrive in a competitive and dynamic market. Gender equality is the smart thing to do for the future of our workplaces and our economy.

Ken Tan is Head of Sales, PERSOLKELLY Singapore