Female workers cite lack of flexible work arrangements as reason for quitting careers after starting families
Organisations in Singapore see close to equal numbers of females and males when workers first start their careers in their 20s.
However, McKinsey Global Institute (MGI) observes that as they progress in their careers, more women than men tend to permanently leave their careers in their 30s and beyond – most likely after starting families.
MGI's observation on the causes behind the gender gap is supported by its findings: in Singapore, four in 10 female professionals cite starting a family as a major factor in their decision to leave their full-time careers.
Employers’ lack of flexible work arrangements also does not help – only 47% of firms offer them.
This is an “unusual” trend for an advanced economy, as elsewhere, the gap tends to shrink when women re-enter the workforce in their 40s.
Yet, compared to countries in the region, Singapore has done well in promoting diversity in the workplace.
However, more needs to be done. Besides halting their careers, women are also least represented in high-growth industries, such as information and communications. The exception being in the finance and insurance sector where both genders are fairly represented.
The challenge in closing the gender gap in Singapore thus lies in keeping “women working, working full-time and working in sectors they can earn higher pay”, said Oliver Tonby, McKinsey’s Southeast Asia managing partner.
Singapore firms should invest in promoting gender equality in the workplace as efforts can lead to a massive pay off.
According to the report, the city’s economy stands to grow an additional $26 billion by 2025 simply by boosting female participation in the workforce.
As such, MGI recommended several measures to promote gender equality in Singapore’s workplaces, reported Channel Newsasia.
Employers can do more to help women juggle between family and work, including having more flexible work options and programs to encourage them to re-enter the workforce. Childcare leave options should also be more gender-balanced.
Companies can also identify wage gaps and create programs to close them. This incentivises women to remain in the workplace. To hold employers accountable for any pay gaps, MGI recommends that the government establishes and equal remuneration clause for both genders.
