Employment Relations

Introduction

The nature of this report is to compare the equality of employment relations in Singapore. In this report, we will be touching on the gender issues faced by the employees. Are women being treated differently in the workforce simply due to the impression that they are not as competent as their male counterparts? How are women being treated in the workforce and what is the government doing to counteract these gender discriminatory issues?

Firstly, this report will discuss the issues of gender equity through the use of statistical data and journals from various sources to compare and contrast between the equality of the past and the present. Secondly, we will be touching on the measures and implementation taken by the government to counteract these gender discriminations and fitting these actions to the three appropriate approaches to equity.

Lastly, this report will seek to agree or disagree with regards to equality in Singapore and it is hopeful that through this report, we would be able to come up with a conclusion to support our statement of equitability.

Approaches to Equity

What constitutes equity? Equity means to reward talent regardless of gender, race and religion. Fairness and equity should also prevent large wage disparities, long-term unemployment, high rates of injury and illness at work and a growing number of the working poor (Petzall, Abbott and Timo 2007). The three approaches of equity are economic rationalism, civil libertarianism and social justice.

Economic rationalism is a philosophy that emphasizes the primacy of the market in the organization of society, where the overriding objective is to achieve an efficient and profitable economy. Proponents of economic rationalism argue that individuals should be free to make choices without external controls.

The next approach to equity is social justice.

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