Addressing the gender pay gap is easier said than done as there are too many factors at play.
For starters, different companies have different approaches to how they allocate pay and promote staff.
For eg. some MNCs pay all their staff at the same position the same pay, regardless of their work experience. However, most companies do not assess pay in this manner and it will be difficult to ensure that all companies comply to suggestions or guidelines unless a law is officially passed regarding the issue.
The issue at hand is how we can mitigate variables and factors that inevitably result in a gender pay gap, such as childbearing and childcare. It will take many years to mitigate the current gap as it’s not easy to shift mindsets within a short frame of time. Even if fathers are more willing to pick up a greater responsibility in childcare and rearing, mothers tend to have a longer downtime as they are the ones physically bearing and birthing the child, not to mention that they play a huge role in breastfeeding (if they choose to do so). Even if the Government chooses to allow fathers to share more weeks of their wives, parental leave, most mothers are likely to choose to take the leave instead of their spouses as they are more likely to require it.
Nevertheless, we can continue to study the countries that have been successful in minimizing the gender pay gap and aim to emulate what they have done.
Some measures to help include re-entry programmes for women who wish to re-enter the workforce after a few years away.
TLDR: it’s difficult or practically impossible to eliminate the gender pay gap but Singapore can take steps to mitigate the differences by educating our citizens and encouraging more fathers to take a more active role in childrearing and childcare.