‘Hakim’s “Preference Theory” (2006)

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In the 21st century, women are seen enjoying equal opportunities to education, employment and housing just like the men. Women are now free to make choices based on their personal preferences (Hakim 2006). Where a century ago, women were often excluded from those civil rights which most men enjoyed, and most women never attained the status of full legal adults (Anker 1997). It is a fact that more women are joining the labour force as a result of equal opportunities revolution. However, sex discrimination still remains as one of the key factors to explain gender differentials in workplace. In Singapore, women participation in the labour force has increased significantly over the past few decades. In Singapore, female participation rate has increased from 28.2% in 1970 to 56.5% in 2010 (Singapore Department of Statistics 2011). However, the increase is still lower than that of men. Research from the Ministry of Manpower (MOM) in 2000, shows that women generally attract lower wages jobs and end up with lower level positions in the organization, and have a tendency to be employed in different occupations from men, which result in pay gap differences. Hakim’s preference theory (2006) was set out to seek for an explanation and prediction in women’s choices regarding work and family life. It also attempts to explain how these choices made causes work gender differentials. In this theory, Hakim commented that women in affluent modern societies have more freedom in making their choices between family and work life as a result of the five historical changes which occurred in the late 20th century and women make choices based on their personal preferences (Hakim 2006, p.287). Women’s heterogeneity in their preferences and priorities creates conflict between career and family orientations, interests between groups of women and is the main cause of women’s variable
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