Race and racism remain sensitive topics in Singapore. While there is good intention and progress, incidents persistently highlight the pressing need for further urgent action. From landlords discriminating based on skin colour, race, or ethnicity, to employers rejecting applicants due to their race or religion, or even instances of adults instilling fear in children about certain minorities, racism still permeates too many aspects of our society, including schools and workplaces.
In this article, we delve into the roots of racism in Singapore, with a particular focus on the Malay community, the region’s original inhabitants. We then explore the impact of racism in the workplace and strategies to initiate meaningful discussions around this issue.
Colonial roots: tracing the origins of race concepts
The concept of race emerged during European colonisation to justify expansion. To comprehend racism’s current state, it is essential to examine how European imperial powers constructed race in Singapore.
During British colonialism, the diverse Malay-speaking population was categorised as a singular Malay race, driven by the European belief in race as a scientific category for population management and utility (Saat 2020).
Stamford Raffles upheld British supremacy, treating colonial natives as subjects to be ruled. The colonial infrastructure was designed to produce commodities for the European market, aligned with colonial capitalism.
Syed Hussein Alatas, in The Myth of the Lazy Native (1977), traces the origins of negative stereotypes towards Malays, highlighting how their perceived reluctance to participate in colonial enterprise and capitalism labelled them as ‘lazy’.
These racial ideas persisted beyond British rule in post-colonial Singapore. These attitudes became ingrained in Singaporean society, policies, and nation-building. Notably, the government promoted Confucian values as the Chinese national philosophy (Tan 2012). There have also been recurring instances of discriminatory comments in Singapore mainstream media with interviewees quoted saying things like “I believe the mentality of Malays has changed. They are more focused on education now. They have learned from the Chinese, who emphasise education.”
Such narratives, depicting Malays in terms of perceived lack of success, limited participation in the workforce and socioeconomic achievements have been far ingrained, with a negative and deep influence in Singaporean workplaces.
How does racism manifest in Singaporean workplaces?
Unfortunately, today, many studies point to different ethnic groups having a very different experience at their workplace. According to a 2022 study conducted by AWARE, 45% in Singapore reported experiencing racial discrimination in the workplace. Among these respondents, 92% of Indians and 85% of Malays felt discriminated against, while 44% of Chinese individuals reported the same.
Other studies highlight the prevalence of discrimination during the job application process. The Lee Kuan Yew School of Public Policy study comparing racial harmony from 2013 and 2018, for example, looked at the perceived importance of job applicants’ race. 34.6% of Chinese respondents felt that race was sometimes important to hiring, whilst 21.5% of Malays and 15.9% of Indians felt the same. Sadly, the study even pointed at a rise in perceived discrimination between 2013 and 2018.
Today, discrimination is still pervasive in the modern Singapore workplace. According to PWC’s Hopes and Fears 2021 which gathered the views of over 2,000 workers in Singapore, 17% of respondents felt discriminated against on the basis of race and/or ethnicity. Another survey done by BlackBox, in the same year, has it that 28% have personally experienced racial discrimination at work, and more than half (51%) have witnessed it happening to someone else!
Regrettably, despite so much evidence, many still choose not to report or take action against discrimination. In a 2021 Singapore government report on fair employment practices, it was revealed that 80% of respondents did not seek help after experiencing discrimination. Among this 80%:
- 18.9% expressed concerns about being marginalised at work,
- 15.4% felt the incident was not serious enough to warrant action,
- 15.0% feared negative consequences for their career or future prospects.
What is currently being done?
An organisation named TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices) was established in Singapore in 2006 with the purpose of promoting fair and responsible employment practices.
TAFEP has published guidelines outlining fair employment practices that employers are expected to adhere to. These guidelines cover various aspects, including recruitment, remuneration, grievance handling, workplace harmony, and more.
To combat workplace discrimination, TAFEP has put forth a series of 20 recommendations. One significant recommendation emphasises the need for new legislation to prohibit workplace discrimination based on factors such as race, religion, language, nationality, and other characteristics.
Next, we’re hoping for binding laws specifically addressing workplace discrimination in our country.
How can we help, individually?
Racism is a sensitive issue that often creates discomfort, leading many to avoid addressing it altogether. Here are a few tips, hoping to encourage more individuals to speak up. A good open discussion is often the initial stride towards acting and fostering progress, so:
- Approach with an open mind: recognise that racism is often unintentional and influenced by societal factors. Approach conversations assuming that the person is not knowingly supporting racism.
- Start with questions: Begin by asking questions to gauge their comfort level and understanding of racism in Singapore.
- Understand their perspective: Consider point 1 and seek to comprehend their current beliefs about race and where these ideas originate, such as their education or media exposure.
- Avoid a holier-than-thou attitude: Acknowledge that racism is a systemic issue that affects everyone, including racial minorities who may have unknowingly participated in or benefited from oppressive systems. This understanding is crucial in present times.
Summary and reflection
This writeup has certain limitations worth acknowledging. It relies on broad generalisations about race and fails to deconstruct racial categories, potentially perpetuating existing understandings of race.
We acknowledge the historical erasure of diversity among Malay groups due to British colonialism, but do not explore the ongoing complexities of diversity and its practical implications for racial relations in Singapore. For instance, our article does not address Chinese privilege and its impact on Malay or Indian communities. Neither does it cover the Pinkerton Syndrome – or perceived tendency of some Asian people to discriminate in favour of white people.
Nonetheless, it is my hope the above facts and reflections contributed another step towards breaking the chains of racism in Singapore further and providing you with actionable tips and steps for change.
