1.
Getting to Equal 2017
Singapore data
Accenture Research
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2.
IWD 2017: GETTING TO EQUAL II
HOW TO READ THE DATA
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Our country results are divided into three parts:
1. Pay Gap - broken down by cause
2. Scenarios for Improvement
3. Key Survey Data
Pay Gap
The causes of the gender pay gap as a percentage of the
total pay gap
• Tertiary Education – lack of tertiary education
• Employment – no participation in workforce
• Industry – work in low paid (rather than high paid
industry)
• Level – lower participation in senior roles at companies
• Hours Worked – working shorter hours (i.e. part-time)
• Unexplained – other unexplained contributing factors
Scenarios for Improvement
Once in work there are a number of factors that affect
how much people are paid.
• 2015 The Hidden Pay Gap: The ‘as-is’, today
• 2030 Baseline: Our baseline, what happens if current
trends continue. This is what we measure our ‘what if’
scenarios against.
• Digital Fluency
• Digital Fluency + Career Strategy
• Digital Fluency + Tech Immersion
• Digital Fluency + Career Strategy + Tech Immersion
The Hidden Pay Gap
• Our model accounts for the lower proportion of women in
paid employment by calculating the ‘Hidden Pay Gap’.
• Using this measure means men earn $258 for every $100
women earn globally (compared with $140 if lower female
participation is ignored).

3.
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Global

4.
PAY GAP BURNING PLATFORM: SUMMARY
50%
2080
Women are underrepresented in the global workforce – just 50% of working
age women are active in the labour force, compared with 76% of men.
$258
The hidden pay gap: when we consider that women out of work earn zero,
for every $100 a woman earns today, a man earns $258.
On current trends, the pay gap won’t close until 2080 in developed markets,
and 2168 in developing markets.
2044
The pay gap could close by 2044, or by 2066 in developing markets,
by activating three equalizers.
$140
The pay gap: on average, men in paid employment today earn
$140 for every $100 a woman in paid employment earns.
Global

5.
THREE POWERFUL EQUALIZERS CAN HELP WOMEN
ADVANCE AND CLOSE THE PAY GAP
Digital Fluency
[The extent to which people use digital
technologies to connect, learn, work]
• Gets nearly 100 million women into
work worldwide
• Reduces the worldwide pay gap by
21% by 2030
• Adds $1.9 trillion to women’s income
worldwide
Tech Immersion
[The opportunity to acquire greater
tech and stronger digital skills]
• Helps women secure jobs in
higher paid sectors and advance
• Reduces the worldwide pay gap
by an additional 5% by 2030
• Adds $500 billion to women’s
income by 2030 when combined
with other equalizers
Career Strategy
[The need for women to aim high,
make informed choices and manage
their careers proactively]
• Reduces the worldwide pay gap
by an additional 9% by 2030
• Adds $1.5 trillion to women’s
income worldwide when combined
with digital fluency
The potential impact is dramatic: Combining these three equalizers would reduce
the pay gap by 35% worldwide and add $3.9 trillion to women’s income by 2030
SUMMARY
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Global

6.
Cumulative
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For every dollar a man earns a woman earns:
developed
markets
77 cents
developing
markets
55 cents
globally
60 cents
Developing
Developed
Global
Women
Men (extra)
$ earned by a man for every $100 earned by a woman in 2030
DIGITAL FLUENCY, CAREER STRATEGY
AND TECH IMMERSIONA
$100
$100
$100
+$105
+$35
+$126
Combining these three equalizers would close the pay gap by
35% worldwide and add $3.9 trillion to women’s income by 2030
Average pay premium of men over women:
105%
globally
35%
developed
markets
126%
developing
markets
%moreearnedbymenthanbywomen
78%
year20800
Baseline
%moreearnedbymenthanbywomen
182%
21680 year
Baseline
DEVELOPINGDEVELOPED
2044
Cumulative
2066
Average earnings for
a woman in 2030:
Developed: $42,032
Developing: $3,103
Global: $10,891
Cumulative impact
(% change from
baseline)
:
$3.0 Trillion (+48%)
$0.8 Trillion (+40%)
$3.9 Trillion (+42%)
Age of a girl
born today
when pay gap
closes:
Developed27 45
Developing49 67
Global44 62
Age of class of
2020* when pay
gap closes:
* Those graduating from university in 2020, aged 21
$205
$226
$135
Global

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Singapore

8.
THE PAY GAP: SINGAPORE
The causes of the gender pay gap as a percentage of
the total pay gap:
13%
47%10%
18%
12%
Tertiary Education Employment Industry
Level Hours Worked Unexplained
• Almost half of the pay gap in Singapore is driven by a
lack of women in paid employment (47% employment)
• A further 18% of the gap can be attributed to women
working fewer hours than men
• A lack of tertiary education accounts for 13% of the pay
gap
• One tenth of the pay gap is driven by women working
in lower paid positions than men in the workforce (10%
level)
Key Takeaways
Gender Pay Gap in the Singapore: 68%
% that men earn more than women in 2015
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Singapore
Verified DK 17Feb17

9.
9
Developing
Developed
Singapore
Women
Men (extra)
$ earned by a man for every $100 earned by a woman in 2030
2030 BASELINE: CURRENT TRENDS
$100
$100
$100
+$61
+$60
+$164
2030 Baseline: Current
trends (No
Interventions)
This is our baseline i.e. we
look at what happens to the
hidden pay gap and to
women’s pay if the current
trend continues without any
changes. It’s the baseline
against which we measure
the impact of our ‘What if...’
scenarios.
How much more men are paid than women:
61%
Singapore
60%
developed
markets
164%
developing
markets
* Those graduating from university in 2020, aged 21
Age when Class of 2020* sees pay equality:
73
Singapore
81
developed
markets
169
developing
markets
Average earnings for a
woman in 2030:
$32,631
$161
$160
$264
%moreearnedbymenthanbywomen
68%
20720 year
Baseline
Singapore
Verified DK 17Feb17

10.
10
Developing
Developed
Singapore
Women
Men (extra)
$ earned by a man for every $100 earned by a woman in 2030
DIGITAL FLUENCY + CAREER
STRATEGY + TECH IMMERSION
$100
$100
$100
+$53
+$35
+$126
Average pay premium of men over women:
53%
Singapore
35%
developed
markets
126%
developing
markets
* Those graduating from university in 2020, aged 21
Age of class of 2020* when pay gap closes:
42
Singapore
45
developed
markets
67
developing
markets
Average earnings for a
woman in 2030:
$39,040
Cumulative impact
(% change from
baseline)
$15.9 Billion (+26%)
Cumulative
This scenario combines all
three of the factors to show
the potential for them to
accelerate the closing of the
gender pay gap.
$153
$135
$226
%moreearnedbymenthanbywomen
68%
20720 year
Baseline
Digital Fluency
2041
Cumulative
Digital Fluency +
Tech Immersion
Singapore
Verified DK 17Feb17

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Undergraduates

12.
GETTING TO EQUAL 2017
Global
• Women graduating from university in developed markets in 2020 could be the first generation to
close the gender pay gap in their professional lifetimes.
• Within decades, today's young women could close the pay gap by accumulating digital skills and taking
advantage of support from employers, academia and governments.
• With these changes, the pay gap in developed markets could close by 2044, shortening the time to
pay parity by 36 years. In developing markets, changes could cut more than 100 years off the time
to reach pay parity, achieving it by 2066 instead of 2168.
• Women need to apply three accelerators, combined with support from business, government and
academia, to help them close the gender pay gap: digital fluency, career strategy and technology
immersion to advance as quickly as men at work.
• Women are usually responsible for unpaid work such as child care and housekeeping. This “hidden pay
gap” increases the economic inequities between men and women: for every $100 a woman earns, a
man earns $258.

13.
UNDERGRADUATES: WOMEN
FALLING BEHIND EARLY ON
Female undergraduates benefit from digital in
similar ways to women advancing in the workplace:
• Studying: 57% of women found digital makes it easier to
study with fellow students (51% for males)
• Access to Jobs: 55% of women indicated better access
to job opportunities (51% for males)
• Balancing School and Life: 56% of women said digital
makes balancing personal and educational life easier vs
52% of men
• Working from Home: 54% of women have used digital to
work form home (48% for males)
Graduating with less digital experience and lower career aspirations (e.g. 51% of male undergrads
aspire to be in a leadership position vs 41% of females) may impact women’s pay and advancement.
But male undergrads men are more likely to make
choices that will further their careers:
• New Digital Skills: 53% of male undergrads are
continuously learning new skills, vs 44% of females
• Adopting New Technology: 63% of male undergrads
adopt new tech fast, vs. 45% of female undergraduates
• Coding and Computing: 83% of undergraduate men
have taken a computing or coding module vs. 68% of
women undergraduates
• Career choice: Undergraduate males are nearly two
times more likely to choose an area where they believe
they will make the most money
Young women are failing to seize the opportunity to advance quickly offered by digital,
despite spending more time online than their male peers
Global

14.
MALE UNDERGRADS ARE MORE ACTIVELY
MANAGING THEIR FUTURE CAREERS
Male Female
Associate a successful leader with being female 23% 21%
Believe 'glass ceiling' is a myth 59% 28%
Believe men are generally paid more for the same role 39% 42%
Believe it’s possible to have a successful career and a fulfilling personal life 31% 45%
Aspire to be in a leadership position 56% 45%
Have a mentor 70% 46%
Willing to allow work and personal life to ‘blur’ 56% 39%
Considered the availability of jobs before deciding on field of study 70% 73%
Money is a factor in deciding field of study 47% 36%
Want to work for a Digital / IT / Technology company 38% 24%
Adopt new technologies fast 77% 44%
Have taken a computing /coding module 84% 71%
Continuously learning new digital skills 52% 37%
Have upskilled in digital technologies 35% 24%
Digital
Capability
Gender
assumptions
Career
Aspirations
Data verified by RLN: 6 Jan
Singapore

15.
• The gender pay gap is an economic and competitive imperative, and closing it requires collaboration from
business, government and academia. At the same time, women must embrace lifelong learning, taking full
advantage of digital and tech opportunities at their universities and work.
• Business leaders must understand the dynamics that are attracting non-working women back into the
workforce – it’s an economic imperative
‒ These working environments — with an emphasis on flexible working empowered by digital, mentorship programs,
lifelong learning and training, and transparency and benchmarking around salaries — are remarkably consistent across
industries
• Colleges and universities must raise awareness with women undergrads about the impact of course
choices on future pay and advancement.
• In developed markets, governments can encourage educators to make their STEM subjects more
appealing and accessible to young women, at every grade level
• Additionally, governments can do more to provide high-speed internet access
‒ Getting this service to as many communities as possible — especially in developing markets — will do more to get
women working than any single action
THE ROLE OF WOMEN, BUSINESS, GOVERNMENT AND
ACADEMIA
CONCLUSION
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