Latest news with #SGHerEmpowerment
CNA
29-05-2025
- General
- CNA
Survivors of online harms not getting the support they need: SG Her Empowerment survey
A new study by non-profit organisation SG Her Empowerment (SHE), which surveyed 25 survivors of online harms, has found that they are not getting the support they need. The survivors cited complex legal systems, delayed platform responses and societal stigma. SHE is calling for a system that allows survivors to report to a central agency, and for harmful content to be taken down quickly. Kate Low reports.
AsiaOne
29-05-2025
- AsiaOne
Flashbacks, panic attacks: Ten years on, cyberbullying survivor shares his trauma, Singapore News
When pupils graduate from primary schools, they leave behind some friends and familiar faces and carry with them memories of years spend playing, studying and bonding. For Zane (not his real name) that was not the case. He was alone. In Primary 4 and 6, his classmates labelled him a "black sheep", spreading negativity about him on social media platforms like X, formerly known as Twitter, and WhatsApp. In school, some bullies even extorted money from Zane, pushing him down a staircase when he attempted to stand up for himself. He tried reaching out to parents and teachers for assistance, but either they brushed it off or did not believe him. "I was just there, alone," Zane told SG Her Empowerment (SHE), adding that he would cry and suppress his emotions. SHE, an independent non-profit organisation that strives to empower girls and women, also has an online harms support centre SHECares@SCWO that aims to provide assistance to victims of online harm. Zane was distraught and unaware of what was happening at the time, he said. "From then on, I didn't really attach myself to anyone." The four 'recurring fractures' of online harms Zane, now 22, was one of the 25 people between age 18 and 45 interviewed by SHE on the toll on survivors of online harms. The study was published on Thursday (May 29). The study, which took place in October 2024, saw survivors reporting that they have faced at least one among the following: image-based sexual assault, online sexual harassment, cyberbullying and harassment, cancel campaigns and impersonation. These experiences have led to four "recurring fractures" in how survivors are harmed and how they seek help, according to SHE. Survivors tend to suffer lasting psychological effects, such as panic attacks, anxiety and even suicidal ideation, the study said. They also struggle to find a platform to express their concerns, or simply find the process of reporting to authorities too intimidating, SHE said. Anonymity is also an issue — bullies and perpetrators cannot be easily identified, and survivors may struggle to find a way to resolve their circumstances. Some may even bear the brunt of the blame despite being a victim, according to SHE, especially for cases of sexual harassment. "These aren't just harms happening behind screens… It's real harm to real people, and it's complex and evolving," SHE research director Natalie Chia said on Thursday. 'We need a whole-of-society effort' Chia, along with SHE, have called for urgent reforms to help survivors of online harms. Survivors should regain agency through clear, accessible support options that they can follow step-by-step without requiring authorities to step in, according to SHE. Social media platforms should be made to respond in a "timely and transparent manner" to cases of online harm, with transparent processes, faster content removal and consequences of repeat offenders. The veil of anonymity also needs to go, as survivors shared that perpetrators used anonymous or throwaway accounts to attack them. SHE chairperson Stefanie Yuen Thio also shared that survivors of online harms are left "feeling traumatised and frustrated by a lack of agency… we need a whole-of-society effort". "That means each of us must rethink what we consider 'normal' online behaviour," Yuen said. "If we don't challenge these norms now, online harms won't just be normalised — they'll be entrenched." First steps to healing Zane's torment did not end with his primary school graduation. During his time in polytechnic, he was doxxed on Twitter because of a misunderstanding he had with the perpetrator, causing him to have a post-traumatic reaction. He had a friend who supported him at the time, helping him to resolve the situation, but pressures resurfaced when he began National Service. "(In) army... I had a few flashbacks... panic attacks... even though (what happened had) no relation to my primary school incident... the memory just flooded back in," he explained in an interview with SHE. He sought a psychiatrist's help during his time in the army, where he was told he had been bottling up his emotions, causing them to come out in ways he could not control. This all stemmed from the bullying he experienced as a child in primary school, the psychiatrist told him. "She (said) a kid to undergo through that experience, (it was) traumatic for (me) to just bottle it up," Zane recalled. He has understood the importance of confiding with a person he trusts, and has found that person in a friend who he has known for 10 years. Zane also shared his thoughts on his experience, commenting that we may tend to be more conservative in an Asian society. "(Online harms) really can affect like our lives as a whole," he told AsiaOne. "To you, it may be a small thing, but to me, it might be my whole life… try to understand the victim's perspective. Hear them out." He hopes that he can open up to his friends and family in the future, although more so to his friends for now. Zane added: "Because honestly, I'm kind of starting the healing process now — just recently." SHE's online harms support centre, SHECares@SCWO, is contactable via phone at 8001-01-4616 or via WhatsApp at 6571 4400. Samaritans of Singapore: 1800-221-4444 Singapore Association for Mental Health: 1800-283-7019 Care Corner Counselling Centre (Mandarin): 1800-353-5800 Institute of Mental Health's Mental Health Helpline: 6389-2222 Silver Ribbon: 6386-1928 Shan You Counselling Centre (Mandarin): 6741-0078 Fei Yue's Online Counselling Service: Tinkle Friend (for primary school children): 1800-2744-788 [[nid:713522]] khooyihang@
CNA
27-04-2025
- Business
- CNA
Ways for women: How you can push for equity – not just equality – at the office for a healthier work life
The words equity and equality may seem interchangeable but they mean different things. Equality in the workplace means staff are treated fairly, regardless of age, gender and race. Equity is about addressing individual needs and characteristics, to ensure fair access to resources and achieve balanced outcomes. Women need more advocacy in these areas: Flexibility, equal opportunity, and equity for female employees who are caregivers. According to a 2022 Quality of Life survey by the National Council of Social Service, women make up 60 per cent of caregivers in Singapore. Flexibility is essential for balancing work and caregiving responsibilities. A 2022 Ministry of Manpower report found that over 260,000 women were not able to work due to caregiving responsibilities. In response to this, independent non-profit SG Her Empowerment (SHE) created several initiatives to support women through community engagements and partnerships. Its chief operating officer How Kay Lii, said that if, and when, these women returned to the workforce, they faced challenges with balancing work and family responsibilities, gender bias and workplace discrimination, lack of access and opportunities, as well as lack of flexible work arrangements. These led to them getting passed over for promotions, leadership opportunities, or networking opportunities to help them navigate the job market. The organisation runs SHE Supports, an initiative which empowers women as they return to work, thorough mentoring services, legal clinics and career workshops. HOW COMPANIES CAN DO MORE FOR WOMEN In Singapore, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has new policies in place that will help. The Tripartite Guidelines on Flexible Work Arrangement (FWA), which started in December 2024, support a flexible work arrangement that is beneficial for companies and employees, for a healthy workforce. Karen Kim, CEO of Human Managed, a data and AI platform service, said employers should recognise that flexibility extends beyond where work is done. 'It's about how employees add value and contribute.' Flexibility should include diverse roles that allow employees to contribute based on their skills and passions, beyond job titles, education and experience, Kim added. Women's caregiving responsibilities often cause them to face setbacks in career progression. Sher-li Torrey, founder of Mums@Work, a career portal, pointed out that these women are frequently overlooked for promotions or new opportunities. 'The hiring process still trends towards 'current experienced workers' as opposed to those with career gaps due to caregiving reasons.' She added that companies can implement return-to-work programmes and initiatives for women who have taken career breaks, helping them reintegrate into the workforce. In addition, having a corporate mindset more open to flexibility in policies on transparency for promotions and pay will lead to inclusivity for women who are caregivers. Wong Meilin, partner and CEO of public relations agency Milk & Honey PR, said the main causes of disparity in the workplace lies in a combination of deeply ingrained societal norms and challenges in the traditional organisational structure. 'Gender roles remain influenced by traditional expectations. So while women in Singapore enter the workforce, societal pressures around caregiving and familial roles have not changed significantly even today.' While manpower guidelines from TAFEP and company policies can help advance workplace equity, women themselves must also do their part. There are ways to advocate for your female co-workers – here's what every woman can do. 1. SPEAK UP AND SPEAK OUT AT MEETINGS In a meeting, women tend to gravitate toward either end of the table or the room. A 2014 study in the American Political Science Review also found that women get less airtime in group discussions where there are other men in similar or higher levels. They also get interrupted a lot by men. Women in senior positions interrupt other women too but less than men. If a woman is interrupted, interject and say: 'Oh, I'd like to hear more of that before we move on.' If a co-worker runs away with a woman's idea, speak out and say: 'Great idea and thanks to Debbie for bringing it out.' If a female co-worker is struggling to be heard, say: 'I'd love to hear what you think, Ashley.' 'The most powerful way for women is to amplify the voices of those who may not always be heard,' said Wong. 'Whether it's women, or co-workers with disabilities, lending your voice in meetings creates opportunities for them to be heard and get heard.' 2. CHAMPION A FEMALE COLLEAGUE'S ACHIEVEMENTS Women tend to be shy about their achievements for fear of being labelled 'self-promoting'. They often credit their own achievements as 'getting lucky' or 'getting help from others'. Contrast this with men who will attribute their achievements to their personal skill and innate qualities. As a result, women and their contributions go unnoticed. If a female co-worker's initiative is a success, compliment her and highlight the achievement like this: 'Nina was in charge for our latest product launch and it generated a lot of sales, and even garnered the most social media engagement of all our launches.' Celebrate successes and achievements so that women get the credit they deserve and do not feel embarrassed or feel the need to play small to be accepted or recognised. 3. OFFER REAL, PRACTICAL HELP Create designated spaces for women in the workplace. For women returning after maternity leave, some may require practical support like nursing rooms or refrigerator space. Rachel Lee, 39, a retail executive, said having a quiet space was useful when she returned to work after having her third child. 'When I was working at a mall, there were designated nursing rooms but there may be none in an industrial building.' Her colleagues cleared a small meeting room and taped the clear windows for privacy so she could express her breast milk. They even cleared the office fridge and made space for her to store her breast milk. This helped her feel accepted. SHE's How added: 'As a mother of young children myself, having had the support of my colleagues and bosses when I returned to work after maternity was absolutely crucial to my transition.' 4. NORMALISE FLEXIBLE ARRANGEMENTS AND MAKE IT COMPANY CULTURE Even as flexible work arrangements are getting common, there is still some stigma towards those requesting it. Have open conversations with female co-workers who ask for such arrangements. Most women need it for medical appointments for their elderly parents or when their children fall sick. How said: 'Open, non-judgmental conversations about caregiving and work-life balance normalises discussions about family responsibilities and the mental load women may face.' One way a woman can plan ahead for these arrangements is to create a working schedule or a shared calendar and update it monthly or weekly. Run through any changes to ensure your colleagues are aware. This way, you can support your colleagues' schedules without any surprises or resentment. Similarly, when you require flexible days, those are also reflected on the schedule. Having a mentor in the workplace is paramount for women climbing the corporate ladder. According to a Forbes article, employees who have mentors are promoted five times more often than those without. They are more confident in their abilities and are likely to stay in the company. Sharing experiences helps women see things from a unique perspective. The Singapore Muslim Women's Association (PPIS), a non-profit which focuses on community services for Muslim women, found that women feel empowered to succeed in their jobs if they have strong female role models. They also saw that coaching and mentorship programmes helped fellow aspiring entrepreneurs succeed if they had successful women business owners guide them. So when you see a project or an initiative which your colleague is suitable for, put her name down. Raise her hand for it.
