Women’s groups share their Budget 2025 wishlist: Healthcare, careers and inclusivity

Inclusivity, cost-of-living concerns, and job opportunities are key issues on this year’s Budget 2025 agenda. But what about measures to support women in the workforce? We hear from members of women’s groups who attended a pre-Budget engagement session held by the Singapore Council of Women’s Organisations last week.

Subsidised mammograms for younger women

Aarathi Arumugam, president, Aware

My personal interest is in healthcare – basic things like mammograms for women under 50. Right now, you can’t get a subsidy for a mammogram unless you’re 50 or older. However, we’re now being told that preventive measures should start much earlier. So if subsidies don’t apply, what are women supposed to do between the ages of 35 and 50?

Another key issue is healthcare support for women starting businesses. Many leave corporate jobs to pursue entrepreneurship or gig work, but the problem is that when they leave formal employment, their third-party insurance lapses, and there’s no affordable way to cover themselves independently. 

For small businesses, third-party insurance is very expensive, making it difficult for them to rely on external funding for coverage.

More support for freelancers and contract workers

Sia Sheau Chwen, president, The Federation of Business and Professional Women

There is a growing number of freelancers – whether by choice or necessity – as many organisations are opting for contract workers instead of full-time employees.

I’ve been a freelancer for the past 15 years, and I hope the government will review the support and subsidies available. Sometimes, eligibility for these subsidies depends on where you live. For example, I moved back in with my parents, who own a landed property, which excluded me from certain benefits.

The government places significant focus on childbearing and maintaining a sustainable birth rate. However, Singapore is also an ageing society. Many of us, myself included, have moved back in with our parents to help care for them. Some people leave full-time jobs to take on more flexible caregiving responsibilities, further contributing to the rise in freelancing.

Upskilling opportunities for women migrant workers

Claudine Lim, chair of Aidha

Singapore relies heavily on domestic helpers, and we’re fortunate that the government has established a framework allowing these women to work here. However, we must also ensure they have opportunities to sustain themselves when they return home.

Upskilling is crucial – not just in financial literacy but also in caregiving skills. With an ageing population and a rise in disabilities, we need caregivers with specialised training, including mental health support. 

However, accessing such training remains a challenge. More support is needed, especially since the primary beneficiaries of these skills are here in Singapore.

Helping women entrepreneurs succeed

Casherine Goh, vice-chairperson, Young Women’s Leadership Connection

As part of the younger generation, I’m speaking in a personal capacity, drawing from topics that matter to my community. There is a strong emphasis on upskilling for young professionals, particularly in future-proofing leadership skills. Many young women are considering entrepreneurship – not just for flexibility but also for empowerment.

Young women leaders want to take control of their futures, but what support systems exist to help them succeed? That’s a key area of focus.

Another major issue is structured learning. SkillsFuture enhances accessibility, but time remains the biggest barrier. Many people struggle to fit training into their schedules. Is there a better way to structure learning and upskilling to align with future career needs?

Helping working mothers thrive at work

Sher-li Torrey, founder of Mums@Work

The government has made significant efforts to support working mothers and those returning to the workforce. However, it is employers who often struggle to implement these policies fairly and integrate them into their best practices.

To improve this, there could be:

• Training support for HR teams – Helping them adopt a more strategic approach to HR by developing schemes that retain women in the workforce.
• Grants and training for managers – Equipping them to better support mothers returning to work.
• Financial support for manager training – Enabling them to manage more diverse teams with flexible work arrangements that benefit women caregivers.