• The gender pay gap is significant in Singapore. Overall, many aspects currently work in favour of men compared to women.
  • Women earn 42% less than men, with the pay gap varying across job levels - which correlates to responsibility.
  • Women feel less fairly compensated, informed, and confident in negotiations than men.
  • Women report slower job leveling progress and fewer significant pay increases than men in the same roles.
  • Women more likely to actively seek new jobs in coming year.
  • Women lead in both the highest and the no-pay increase brackets.
The following data are based on Singapore respondents and the Singapore dollar.

Total compensation

There’s an overall significant pay gap between genders.
The median total compensation for women is 42% lower than men’s.
Men’s average years of design experience (7.47 years) is almost double that of women (3.86 years).

Levels and experience

Individual contributor track
Management track
Years of experience - design vs total
Across the different levels, the pay gaps mostly favour men - which correlates to responsibility.
The pay gap at most IC and management levels favours men, with women earning 11-21% less than men.
Interestingly, the pay gap at the Junior IC level favours women, with men earning 11% less than women. There’s too little data point at the Director level to inform any trend.
Other than the Junior IC level, most male respondents have slightly more years of experience.
Men are over-represented in senior roles with many more years of experience accumulated. The experience premium seems to directly translate into significantly higher compensation levels for men.


Men are more likely to negotiate.
Men are more likely to negotiate their current total compensation than women, with 61% of men negotiating compared to 51% of women.


Men feel more fairly compensated and confident in negotiating, while women seek job changes.
Men tend to feel slightly more fairly compensated for their effort and role and level compared to women.
Men also have a higher awareness of the market rate compared to women.
Men feel more confident and informed to negotiate their next offer compared to women.
Women are slightly more likely to actively try to switch jobs or change companies in the coming year compared to men.

Levelling progress

There’s a higher rate of formal progress in job levelling in the past year for men.
62% of men have made formal progress regarding job leveling in their career compared to last year, while 52% of women report the same.

Pay increase

Women lead in both the highest and the no-pay increase brackets.
More men increased their pay in the 0.1-5% and 11-15% brackets, whilst women performed better in the other pay increase brackets (More than 20%, 16-20%, and 6-10%).
A slightly higher percentage of women reported no increase compared to men.


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