Work Life Balance for Singaporean Women

Source: Robert Half
http://www.roberthalf.com.sg/portal/site/rh-sg/menuitem.b0a52206b89cee97e7dfed10c3809fa0/?vgnextoid=164b7052d3571210VgnVCM1000005e80fd0aRCRD&vgnextchannel=6dff20fa5e38f110VgnVCM1000003041fd0aRCRD

Highlights:
* Work-life balance the top priority (59%) for female accounting and finance professionals

* 68% of participants expect to progress their career in the next five years

However, 45% do not think they will reach a senior management position, such as a Directorship, within finance and accounting

* Only 49% of participants claim their organisations have a formal equal opportunities/ diversity policy

Singapore, 21 May 2009 – Female accounting and finance professionals in Singapore today have strong aspirations to move up the corporate ladder; however, obstacles still line their paths in an environment where fair and equal opportunities for women are not yet entirely entrenched. Work-life balance is importantly also the top priority for women and the key to attracting and retaining female talent in this increasingly challenging environment.

These are the conclusions of Singapore’s first detailed survey of women within the finance and accounting profession in Singapore, jointly launched by the Association of Chartered Certified Accountants (“ACCA”) and Robert Half Singapore (“Robert Half”). Conducted in March 2009, the survey polled over 700 female finance and accounting professionals across all age groups from a wide range of organisation type, size and industry sector.

The survey found that many women in accounting and finance in Singapore see themselves as career mobile and hold ambitions to develop beyond their current role. When asked where they see themselves in five years, 68% expect to advance their careers, with 32% saying in a new role with their current employer and an even higher 36% citing a senior position in a different firm. The majority of the respondents from the 35 years or younger (44%) age group expect to move on to a more senior role with a different employer, suggesting that younger female workers in general have higher job mobility and are strongly motivated to advance their careers.

However, against the backdrop of a highly mobile female workforce, the survey found that support for female workers in career development and leadership development is currently not forthcoming in many organisations. 27% of respondents claim they do not receive any training support from their companies, with those from the 36 to 45 years age group receiving less support than their peers. During the last 12 months, 64% of respondents had not attended a leadership course and those employed by smaller organisations were less likely to do so than their counterparts in larger firms.

Correspondingly, a significant number of female employees (45%) do not think they will reach a senior management position, such as a Directorship, within finance and accounting. Indeed, 39% of the respondents said their Board of Directors do not have any female representation, with approximately one third (31%) citing that only 1-20% of their board members were female directors. Reasons for this imbalance allude largely to existing gender inequality within their organisations, with comments such as “Such positions are usually given to men” or “There are very few women at the top management levels and these continued to be male oriented”.

The lack of equal opportunities for women is also underscored by the fact that only 49% of participants claim their organisations have a formal equal opportunities/diversity policy. Much obviously still has to be improved on this front, as a sizable 32% do not have such a policy in place, while 21% of respondents are simply unaware if it even exists in their organisations. When asked where an equal opportunities policy would have the greatest impact, 30% said on organisation culture, while a combined 28% saw it as a tool to attract and retain both new and current female employees.

Lastly, but very importantly, even in today’s challenging economic market, female employees are clearly still seeking more balance and flexibility in their lives and the relationship between work and family commitments. According to the survey, work-life balance is the top priority (59%) for female accounting and finance professionals, with respondents ranking flexible hours (61%) and the ability to work from home (51%) as the top flexible benefits that organisations needed to offer to attract and retain female employees. So important is it that the majority of respondents (53%) would leave their current job for one that offered an improved work-life balance, even if it means less pay.

However, contrary to their desire to enjoy an improved work-life balance, an overwhelming 74% of respondents said they are now working longer hours compared to a year ago. The main reasons cited were increased responsibilities (34%) and an increase in workload (24%). Seven percent cited organisation growth which could imply that while business is growing, extra resources are not being brought in to cope with the growth. On average, female accounting and finance professionals work 46.1 hours with those who are married without children working the most number of hours (46.4 hours per week) and those married with children working the least number (45.8 hours).

Mr Tim Hird, Managing Director, Robert Half, comments, “The results of our survey underscore the challenges that female professionals face in Singapore. While women continue to seek greater career advancements, barriers to progression evidently still remain in the workplace today. With Singapore still facing a shortage of skilled professionals despite the weak job market, it is more important than ever that organisations put in place practices to ensure that the funnel of female employees moving up the corporate ladder continues, or risk losing valuable members of the team.

Corporate leaders need to start planning for the eventual market recovery and understand the implications of a talent shortage as we emerge from the recession. Removing these barriers and improving access to flexible benefits is the first step in ensuring that top female talent are not just brought into the workforce, but most importantly, retained.”

Concludes Mrs Penelope Phoon-Cohen, Country Head, ACCA Singapore, “With better education possibilities and career opportunities, women have made a difference to the workplace in the last 50 years and now play an integral part in today’s workforce. As the advancement of women continues in Singapore, it is crucial to understand and ensure that gender equality and fair opportunities exist for female employees. Today, the world is facing unprecedented circumstances. Bringing to the table their unique characteristics and qualifications, women, like their male counterparts, play an important role in tackling the challenges of an increasingly complex economic landscape, and in rebuilding confidence to move businesses forward into the future.”