ANNUAL REPORT 2019 • iv. Access to employment and livelihood Female inmates highlighted the barriers to employment for exconvicts. While they applauded the Prisons Department for providing vocational training for inmates inside the prison, they were concerned about the difficulties in securing employment or a decent job because many employers refuse to hire individuals with criminal records. Hence, they suggested that the government look into ways of improving job placements for former inmates as well as provide them with small grants for business start-ups. This will enable them to secure a livelihood utilising the skills they acquired through the prison’s vocational training programme. v. Gender-based stigma against female offenders While the stigma of incarceration presents challenges to both male and female offenders in their paths to reintegration, female inmates felt that the social stigma attached to them was greater compared to male offenders. In addition, female offenders who commit drug-related offences tend to face double stigma of being a drug user and having a record of incarceration, with some being disowned by their families. Such stigmatisation makes it more difficult for female ex-offenders to re-integrate into family and community. Hence, specialised programmes and mental healthcare for female inmates, particularly those with history of substance abuse should be included as part of the prison’s rehabilitation and social integration programmes. SUHAKAM welcomes the Prison Department’s initiative to provide a ‘halfway house’ that acts as a temporary home for newly released exoffenders who do not have families or were rejected by their families. The halfway house also provides emotional support to assist former offenders to re-integrate into the community. Nevertheless, SUHAKAM notes that currently there are only 13 halfway houses throughout Malaysia, including Sabah and Sarawak. This is inadequate to accommodate the large number of prisoners released each year. SUHAKAM recommends that the government work with various stakeholders to expand the number of halfway houses as well as to CHAPTER 1 • To reduce the pay gap between women and men in all sectors by promoting an equal pay structure that takes into consideration work experience of all workers, irrespective of their gender. To ensure equitable distribution of workload by all organisations. 29