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The Business Times: EDIS manages CSR like a business
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The Business Times: EDIS manages CSR like a business

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For many, CSR (corporate social responsibility) has been an extracurricular activity, almost cosmetic in the way it sits outside the realm of real business. However, companies such as Economic Development Innovations Singapore (EDIS) are exceptions, given the way it manages its business – which is collaborative, sustained and in-depth.

EDIS is an international economic development company which undertakes the development and management of integrated industrial and urban areas.

Leveraging on its experience in Singapore, EDIS provides strategic advice to other countries. Innate to its business is the need for a long-term, strategic view, flexibility, and a nimble attitude, which it applies to CSR. Read more.

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ChannelNewsAsia: New film project to unearth stories about Singaporeans from the 1970s to the 1990s

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15 films by 15 local filmmakers inspired by real-life stories of good from the ground. This homegrown project combining film and philanthropy is looking to crowdsource support through the Stories of Us Fund. The Community Foundation of Singapore is proud to manage the Stories of Us Fund with films curated by Daniel Yun and supported by the National Volunteer & Philanthropy Centre (NVPC).  We can’t wait to see how these untold stories will unfold. Read more.

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Stories Of Impact

Leading youths-at-risk through a pandemic

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For charities working with youths-at-risk, engaging youths in positive activities, developing trusted relationships with social workers, and structured programmes are vital keys to success. Charities have traditionally relied heavily on face-to-face or group engagements to deliver these activities…

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Three rising economic identities of women

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The world is far from being equal and fair for women, and the Covid-19 crisis has amplified this disparity.

As the global Covid-19 vaccine roll-out promises light at the end of the tunnel, the world is still accounting for the pandemic’s disproportionate impact on women and, consequently, the sacrifices they have made during this time – whether it is at work or at home.

Singapore recognises this and has declared 2021 as the Year of Celebrating SG Women. Meanwhile, this year’s theme for International Women’s Day on March 8 is “Women in leadership: Achieving an equal future in a Covid-19 world”.

How can we enshrine women’s economic value through permanent action, thus forging a new dawn for working women post-pandemic?

The world is far from being equal and fair for women, and the crisis has amplified this disparity. Women form 39 per cent of global employment but account for 54 per cent of overall job losses, according to McKinsey Global Institute. Covid-19 has also made women’s jobs 1.8 times more vulnerable than men’s jobs.

In a Deloitte Global survey that polled 400 working women across nine countries, nearly 82 per cent said they had been adversely impacted by the pandemic – largely due to shouldering more caregiving/homeschooling responsibilities. Of these, nearly 70 per cent were concerned about career progression.

Yet the fundamental human right of gender parity presents a critical economic opportunity. Righting the imbalance will help increase women’s economic participation and foster a more inclusive economy, which can drive sustainable development worldwide. This could mean adding US$13 trillion (S$17.3 trillion) to global gross domestic product (GDP) in 2030, according to McKinsey. But if nothing is done, global GDP growth could fall by US$1 trillion in 2030.

To counter this disparity and create an equal future for women, corporate and government policies must support women’s full economic participation. To do this, we should recognise three formidable identities of women: as worker, consumer and investor.

Women as workers

When schools in the United States resumed last September and instituted home- based learning, 80 per cent of the 1.1 million job-leavers were women. In December, women lost 156,000 jobs while men gained 16,000. To top it off, one in four women in the US is considering leaving the workplace due to challenges created by Covid-19, according to a joint report by McKinsey and LeanIn.org.

If issues are not addressed now, there would be fewer women leaders in the future.

Suffice it to say, there is still no equal pay for equal work. Singapore women still earned 6 per cent less than their male peers for doing the same work, according to a January 2020 report by Ministry of Manpower researchers Eileen Lin and Grace Gan and National University of Singapore economist Jessica Pan.

This is despite more women having higher educational attainment and increased workforce participation. Researchers attributed this difference to caregiving, a role that usually falls on women. Time taken off work leads to gaps in work experience, which affects career progression and earnings.

The gender pay gap was also due to women being more prevalent in sectors such as hospitality and healthcare having lower pay, compared with male-dominated occupations such as doctors and science, technology, engineering and mathematics professionals with typically higher pay.

Company and national policies should be designed to retain women workers. They should include tools for women to work remotely, retrain if necessary, maintain work- life balance as well as paid-leave policies that encompass childcare and eldercare.

In Singapore, a change in whole-of-nation/society mindset to share domestic responsibilities more equally is underway, with incentives for firms to adopt flexible work arrangements and increase paid paternity leave. This is significant, given the deep-rooted Asian mindset of gender stereotypes, and could pave the way for other Asian nations to follow.

Women as consumers

By 2030, 100 million more women will enter the global workforce, according to Frost & Sullivan’s Global Mega Trends to 2030.

This means that economic and financial power will shift significantly towards women. In fact, a Nielsen study showed that women are set to control 75 per cent of discretionary spending by 2028. Not only do they shop for themselves, they generally are in charge of household purchases. And if they like a brand, 85 per cent of women will remain loyal to it, Nielsen reported in 2018.

Yet media campaigns have been found lacking. In a 2018 study by Omnicom Media Group that surveyed 1,000 people, 39 per cent felt that advertising did not represent all genders accurately and 30 per cent said that brands misrepresented them and their gender.

Meanwhile, advertisements in Singapore were six times more likely to show women doing housework than men, and men were 32 per cent more likely to be featured in lead roles, according to a 2018-2020 study by Aware and marketing consultancy R3 of 200 television ads from Singapore’s top 100 advertisers.

Companies that pay heed to their messaging are duly rewarded. At Unilever, non-discriminatory advertising created 37 per cent more brand impact and a 28 per cent increase in purchase intent, a 2019 study by market researcher Kantar showed.

Upmarket exercise equipment company Peloton found this out the hard way. In November 2019, it released a 30-second video that showed a husband giving his wife a Peloton stationary bike. Critics slammed it for being sexist, tone-deaf and even dystopian. The backlash may have contributed to Peloton’s 15 per cent stock drop in three days, or about US$1.5 billion loss in market value. Peloton stood by its ad and insisted that the plunge was unrelated.

Companies that target the female audience should also track the percentage of women in managerial positions as well as on their boards. After all, companies with greater gender diversity were 25 per cent more likely to outperform their competition, McKinsey found in a 2020 report.

Women as investors

According to Boston Consulting Group, women are adding US$5 trillion per year to their assets globally and female-owned assets are likely to reach US$93 trillion by 2023. When making investment decisions, the study also found that while men mainly focused on an asset’s track record, women also considered environmental, social, and governance factors and preferred those that created positive impact as well.

Men were more willing to invest in speculative stocks that they believed would make money more quickly, but women preferred funds with a consistent record and diversified their investments, according to Warwick Business School’s 2018 study of 2,800 British men and women. The result of women’s more deliberative approach: Their returns were nearly 2 per cent higher than that of men’s, Warwick found.

As women accumulate more wealth, they are also challenging traditional notions of philanthropy. In the US, 93 per cent of high-net worth women gave money to charitable causes, compared with 87 per cent of men, according to the 2018 US Trust Study of High Net Worth Philanthropy.

Whereas donations used to be attributed to their husbands or made anonymously, women are becoming more visible on the philanthropic scene as they carve their own identities as a philanthropist, as seen in the case of Mrs Melinda Gates and Ms Priscilla Chan.

Women are also more inclined to give collectively and this has led to a proliferation of giving circles, where donors pool and decide together the allocation of proceeds. They also prefer to give to causes supporting girls and women, which they feel is most effective in addressing other societal issues, the Trust Study found.

Pre-Covid-19, the World Economic Forum estimated it would take 257 years to close the gender gap. Even as the world continues to grapple with the crisis, it is even more paramount now to take a gender lens in socio-economic policies with women playing a pivotal role in the post-pandemic economic recovery.

Trina Liang-Lin is Singapore’s newly appointed representative to the Group of Twenty for Women’s Economic Representation. She is past president of UN Women Singapore and the Financial Women’s Association, past vice-president of the Singapore Council of Women’s Organisations and past co-chair of BoardAgender.

Trina serves on the Board of the Community Foundation of Singapore since 1 September 2018.

Credit: The Straits Times © Singapore Press Holdings Limited. Permission required for reproduction.

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Opinion

Four critical gaps in improving employability for all

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A person in a wheelchair with much to give. A stay-at-home mum who misses working. An ex-offender who yearns for a second chance. A senior forced to retire early. These are some examples of people who want to work. They believe they can contribute to society. They also deserve the basic right to work and should not be denied from doing so.

Yet, many of them face difficulties in securing decent jobs. In recent years, the gig economy opened up opportunities for individuals facing barriers to traditional employment or those who need flexibility. However, gig work comes with its own set of challenges, such as unstable income and a lack of employment benefits.

Through our years on the ground partnering with local charities, social service agencies and research organisations, we at CFS have identified four groups – ex-inmates, persons with disabilities (PWDs), seniors, and women – that face challenges in securing gainful employment due to bias, unfair practices, or lack of accessibility. This, in turn, can lock them and their families in a vicious cycle of hardship. 

Employment needs to become more inclusive and provide fair opportunities to everyone. In Singapore, workplace anti-discrimination guidelines are being enshrined into law, but there is still more work to be done. This is where philanthropy can make a significant difference. At CFS, we connect donors with charities and programmes that uplift the employability of marginalised people.

We work with charities that build awareness of individual and structural barriers in the workplace and advocate for change. They are also empowering disenfranchised job seekers by providing skills training, job matching, mentoring and more. Read on to learn about the realities faced by disadvantaged people and how you can help.

Building Disability-Inclusive Workplaces 

About 15 per cent of the global population, or over one billion individuals, have a disability. This makes persons with disabilities (PWDs) one of the world’s biggest minority groups (World Bank, 2023). In Singapore, only 30 per cent of PWDs of working age are employed. The government hopes to raise this figure to 40 per cent by 2030 (The Straits Times, 17 August 2022). Barriers include the prevailing bias that disabled people are less productive and troublesome to accommodate in the workplace.  

Organisations like the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and SG Enable, an agency for disability, are striving to change attitudes and help employers create disability-friendly workplaces. Companies are also encouraged to open up work-from-home opportunities to those who are less mobile. Hiring more PWDs and giving them meaningful careers will translate to overall gains in labour force productivity for Singapore going forward.  

Attracting Female Talent to Close the Gender Gap 

Better education and changes in attitudes towards gender-based roles have paved the way for more women to have careers. Between 2012 and 2021, Singapore’s female labour force participation grew from 57.7 per cent to 64.2 per cent. However, it still remains lower than men’s at 77.2 per cent (Statista). 

The gender gap emerges when women enter their 30s. This is typically the age when they assume more care responsibilities (Ministry of Manpower, 2022). Women continue to bear the brunt of caregiving and domestic responsibilities while juggling work. The gap, unfortunately, widens over time. Taking time off work can complicate re-entry into the workplace, creating knock-on effects throughout a women’s career. 

Yet, there is a clear business imperative to leveraging female talent. Gender diversity benefits companies as women often contribute different skills and perspectives, boosting growth, innovation, and productivity (International Monetary Fund, 2018).

While a growing number of organisations are waking up to this, there is much more room for female-friendly recruitment and retention practices. This includes flexible working arrangements, opportunities for progression and leadership, and help for mothers returning to work.

Reintegrating Ex-offenders into the Economy  

Ex-offenders are among the most marginalised and stigmatised people in our community. They face unique challenges in finding and sustaining gainful employment. Just 53 per cent of ex-offenders found jobs three months after their release – a figure that has stayed stagnant between 2017 and 2019 (Ministry of Home Affairs, 2020).

One reason is that ex-offenders who spend long periods in jail may not have the skills that are in demand, such as digital expertise. Moreover, with their limited social networks, they tend to be disconnected from market trends, knowledge of training opportunities and subsidies. That instantly puts them on a weaker footing.

Progress has been made through the Ministry of Home Affairs’ Employment Preparation Scheme, which allows ex-offenders to attend training and educational activities outside of prison during their sentences. But more can be done to help ex-offenders avoid a vicious circle. Without good jobs and long-term employment prospects, it will be harder for ex-offenders to rebuild their lives, placing them at a high risk of reoffending. 

Addressing Age-Based Employment Discrimination  

Three in four workers in Singapore do not intend to retire before 65 (The Straits Times, 3 July 2022). For many older people, working provides income and purpose and bolsters their physical and mental well-being.

Despite this, age was cited as the top reason for prejudice towards older jobseekers in a Ministry of Manpower survey (Today, 23 March 2022). Older people are stereotyped as “slow” and “less trainable”. Some may be less educated, putting them at risk of being displaced by technology. Employers may prefer to train younger employees, who are seen as having more room to grow.

The issue is especially pressing as Singapore is fast becoming a super-aged society. While upcoming anti-discrimination laws will help, companies should also take the lead and build a multigenerational workforce. Older workers bring experience and a diversity of views to the table, which will be a source of strength.  

How You Can Help

With your generosity, you could help fund programmes that improve the employability of disadvantaged Singaporeans struggling to find work. As a cause-neutral philanthropic advisor, CFS is well-placed to help you navigate the various programmes available and tailor a giving plan based on your goals and interests. 

Efforts to address barriers to employment fall into three broad areas:

  • Development of skillsets (educational, technical/vocational training, and soft skills development) 
  • Exposure to career pathways (employer engagement and career support) 
  • Encouraging sustainable careers (getting supervisors and colleagues to accommodate marginalised individuals)

The simplest and most cost-effective way to help fund different programmes that tackle employability is by setting up a donor-advised fund (DAF). An individual, a beneficiary of a will, a trust, or a family office can set up a DAF. CFS will handle all fund administration and leverage our experience and network to ensure your giving is targeted, accountable and impactful.  

As a donor, you will save on legal expenses and enjoy upfront tax deductions at the prevailing rate on eligible donations. Donors will also receive regular statements tracking incoming donations to their DAF and outgoing disbursements to charities. CFS has an established track record when it comes to setting up DAFs. CFS is the first to bring in DAFs into Singapore and is currently the largest provider with over 220 DAFs and Community Impact Funds.  

If you would like to begin your giving journey with CFS, do get in touch with us.

References

International Monetary Fund. (28 November 2018). Economic Gains from Gender Inclusion: Even Greater than You Thoughthttps://www.imf.org/en/Blogs/Articles/2018/11/28/blog-economic-gains-from-gender-inclusion-even-greater-than-you-thought

Ministry of Home Affairs. (14 October 2020). Written Reply to Parliamentary Question on the Employment Rate of Ex-offenders, by Mr K Shanmugam, Minister for Home Affairs and Minister for Law. https://www.mha.gov.sg/mediaroom/parliamentary/written-reply-to-parliamentary-question-on-the-employment-rate-of-ex-offenders-by-mr-k-shanmugam-minister-for-home-affairs-and-minister-for-law/ 

Ministry of Manpower. (1 December 2022). Summary Table: Labour Force. https://stats.mom.gov.sg/Pages/Labour-Force-Summary-Table.aspx 

Statista. Labor force participation rate of women in Singapore from 2012 to 2021. https://www.statista.com/statistics/951113/singapore-female-labor-force-participation-rate/

The Straits Times. (17 August 2022). Singapore aims to have 40% of working-age persons with disabilities employed by 2030. https://www.straitstimes.com/singapore/singapore-aims-to-have-40-per-cent-of-working-age-persons-with-disabilities-employed-by-2030

The Straits Times. (3 July 2022). 3 in 4 older workers don’t intend to retire before 65; reasons include staying active, having purpose. https://www.straitstimes.com/singapore/jobs/3-in-4-older-workers-dont-intend-to-retire-before-65-reasons-include-staying-active-having-purpose 

Today. (23 March 2022). Discrimination against workers and jobseekers declined, but ageism still prevalent: MOM survey. https://www.todayonline.com/singapore/discrimination-workers-jobseekers-declined-ageism-prevalent-mom-survey-1851551

World Bank. (3 April 2023). Disability Inclusion.
https://www.worldbank.org/en/topic/disability#:~:text=Persons%20with%20disabilities%2C%20on%20average,outcomes%20than%20persons%20without%20disabilities.&text=Results-,One%20billion%20people%2C%20or%2015%25%20of%20the%20world’s%20population%2C,is%20higher%20for%20developing%20countries.

 

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The competition was organised by City Harvest Community Services Association and received support from FUN! Fund, a Community Impact Fund jointly established by the Community Foundation of Singapore and the Agency for Integrated Care, with the aim of addressing social isolation among the elderly.

Senior Minister of State, Ministry of Communications and Information & Ministry of National Development Mr Tan Kiat How attended the event. He encouraged the elderly to stay physically and mentally well, as well as urging them to participate in community activities and enjoy their golden years together.

Learn more about FUN! Fund at https://www.cf.org.sg/fun-fund/.

 

The programme provides the children with a non-threatening platform to connect with peers and have positive conversations. In addition, it exposes them to different people who can assist to broaden their perspectives.

L.S., a volunteer with the Reading Odyssey programme @ Spooner Road

中心“常胜将军”胡锦盛:比赛限时反应要快

现年92岁的胡锦盛是最年长的参赛者。自2017年退休后,他几乎每天都到活跃乐龄中心报到,从此爱上了玩拉密,每次可玩上三个小时,在中心是“常胜将军”。

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