UPR Sexual Rights Database

Stakeholder Summary:
Para 12) JS3 stated that although section 377A of the Penal Code, criminalising consensual sexual behaviour between adult males, had not been enforced since the last universal periodic review of Singapore in 2016, its continued existence permitted the institutionalisation of discriminatory policies against not just gay men, but the whole lesbian, gay, bisexual and transgender (LGBT+) community.
Para 40) JS4 stated that the stigma of being LGBTQ, associated with Penal Code Section 377A and media censorship, was a contributing factor in the failure to report or seek help when abused.

National Report:
Para 16) The Inter-Ministry Committee on the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) monitors the implementation of Singapore’s CEDAW obligations. The CEDAW Committee considered Singapore’s fifth periodic report (CEDAW/C/SGP/5) in 2017. In 2020, Singapore launched the Conversations on Singapore Women’s Development, a national conversation series to gather feedback from thousands of Singaporeans on issues concerning women at home, at work, in schools, and in the community. The Conversations will culminate in a White Paper to be submitted to Parliament in 2021, with recommendations and a roadmap to further advance women’s protection, interests, and development in Singapore. Para 17) Increasing participation. Singapore actively supports women’s participation in politics and in public service. In 2017, Singapore’s first female President, Halimah Yacob, took office. In 2020, 28 out of 95 Members of Parliament (29%) were women, greater than the Inter-Parliamentary Union’s world average of 24.5%. Currently, we have nine women out of 37 political office-holders. Women also make up 53% of the Public Service (as of 2019). The Council for Board Diversity, formed in January 2019, promotes greater representation of women on boards of listed companies, statutory boards, and non-profit organisations.
Para 18) Support for women in the society and family. Many women continue to shoulder many household and caregiving responsibilities. We have continued to enhance measures to promote sharing of domestic and family responsibilities, such as flexible work arrangements (FWAs). From 2018 to 2020, we committed more than S$200 million (US$152 million) in financial grants and developed practical guides to support employers in implementing and sustaining FWAs. Since 2017, fathers have enjoyed two weeks of paid paternity leave and can share up to four weeks of their spouses’ maternity leave. Under the national movement, “Dads for Life”, we have rolled out initiatives, such as “Dads@School”, to promote active fathering. Since 2017, single mothers also enjoy the same infant care and childcare subsidies and maternity leave as married mothers.
Para 19) Islamic law is applied for certain religious and personal matters pertaining to Muslims in Singapore. The application of Islamic law in Singapore takes into account evolving societal contexts and norms. For instance, in May 2019, the fatwa (religious ruling) on joint tenancy was revised to recognise joint tenancy contracts as religiously valid, without the need for additional documents to effect the right of survivorship. This protects Muslim widows, in particular, from financial distress and uncertainty.
Para 122) … Taking stock of our progress against international measures, Singapore ranks: … (f) 12th for gender equality in the 2019 UN Gender Inequality Index.

UN Compilation:
Para 21) The Independent Expert on older persons noted that although the Constitution guaranteed equality for all persons, it did not explicitly recognize equality on the basis of sex.
Para 75) The Independent Expert on older persons noted the persistence of patriarchal attitudes and deep-rooted stereotypes regarding the roles and responsibilities of women and men within the family and in society at large. She stated that such stereotypes were not only a root cause of violence against women in the private and public spheres, but also placed women in a disadvantaged position, including in the labour market.
Para 82) [CEDAW] remained concerned that women continued to be underrepresented in ministerial posts, the judiciary, the police and the diplomatic service, in particular at decision-making levels.
Para 83) The ILO Committee of Experts on the Application of Conventions and Recommendations noted that in 2017 the median gross monthly salary of women employed in the same occupational category as men was systematically lower than that of men, except for clerical support workers, among whom it was slightly higher.

Stakeholder Summary:
Para 107) MARUAH stated that women in Singapore were still under-represented politically and in the workforce, and recommended that the Government actively push for gender parity.
Para 108) JS4 stated that Singapore did not have any policies that prohibited gender-based discrimination at the workplace.
Para 109) JS6 stated that women were paid less than men for similar work performed, and that sectors where women were concentrated were often lowly-paid. Gender discrimination and the gender wage gap affected women’s retirement savings.