A pay raise is not only a recognition of an employee's hard work and dedication but also a crucial factor in ensuring financial stability and well-being. Beyond the immediate increase in income, a pay raise can boost morale, motivation, and job satisfaction. It signifies that the organisation values the employee's contributions and is invested in their growth and success. 65% of women in Singapore have never requested a salary increase, according to newly released data from Indeed. 

Indeed's Promoting Women for Better Work report also revealed that 44% of female employees in Singapore express discomfort when it comes to requesting a salary increase, and only one-third (32%) of women in Singapore have actually made such a request, compared to a global average of 43 per cent. 

Additionally, over half (59%) of female workers in Singapore feel that their base salary is insufficient. When asked why they haven't sought a raise, nearly half of respondents (48%) cited fear of negative repercussions. 

However, despite this reluctance, 76 per cent of those who did request a raise received some form of compensation increase. According to Indeed’s Promoting Women for Better Work report, female workers across all countries are more likely to perceive the gender pay gap as a nationwide issue rather than one specific to their organisation or sector. 

In Singapore, 37% of respondents view the gender pay gap as primarily a nationwide problem, compared to 24% who see it as an issue within their own organisations and 28% who perceive it within their sectors. 

Additionally, a majority of female workers in Singapore (57%) believe that women need to exert more effort than men to receive recognition for their accomplishments, closely mirroring the global average of 61%. 

Regarding the timeline for addressing the pay gap, only 30% of respondents in Singapore are optimistic that the issue can be resolved within the next five years. Instead, half of the respondents (50%) view a timeline of fifty years as a more realistic option for closing the gender pay gap in Singapore. 

In terms of career progression, women in Singapore share similar sentiments with the global average, with 43% believing that men find it easier to advance in their careers than women. A significant percentage attribute this perception to societal sexism or unconscious bias (56%), as well as caregiver responsibilities (54% compared to 43% globally). 

Additionally, female workers in Singapore express greater discomfort in asking for a promotion, with 39% feeling uneasy compared to the global average of 35%.In Singapore, women find the most job satisfaction in factors such as a positive work culture (82%), work-life balance (82%), and job security (79%). 

When considering strategies for creating a welcoming working environment, Singaporean women prioritise certain diversity, equity, and inclusion tactics more than their global counterparts. 

Specifically, 40% of women in Singapore advocate for the establishment of a diversity and inclusion task force, compared to the global average of 24%. Similarly, 40% support the appointment of a dedicated diversity, equity, and inclusion lead, surpassing the global average of 28%.

“The study found that women worldwide face similar workplace challenges, including pay, work-life balance, job security, and company culture. Achieving gender parity requires significant work in three key categories: salary and compensation, career progression, and well-being,” said Nishita Lalvani, Marketing Director, Indeed, India and SEA.   

“Women in Singapore hold similar views to the global average regarding many aspects analysed in this report. Where Singaporean women differ slightly to their counterparts elsewhere is on aspects around the working environment. Employers in our region need to understand how highly female employees value a positive work culture, work-life balance and job security. Understanding these factors and implementing them will be the first step in helping improve the job satisfaction of this key demographic,” added Lalvani.