There is no escaping the fact that racism exists in pockets in Singapore. Several recent occurrences have uncovered this reality, which has long been obscured by claims made by politicians and regular citizens alike: that racial harmony is the local social order. Regardless of the significant shallowness of the supposed racial harmony in society, racism should be recognised as no more than irrational prejudices against immediate differences in physical appearances such as skin colour rather than negative attitudes based on knowledge of cultural differences.
Singapore is a multiracial society consisting of four main races: 74.1% Chinese, 13.4% Malay, 9.2% Indians, and 3.3% Others (Singapore Department of Statistics, 2010). Racism in Singapore has been present since it gained its independence in 1965 with the aim of making Singapore a multi-racial country. However, racism in Singapore has only revived widespread attention in recent years- especially during the current pandemic. Racism is still a prominent problem in citizens’ lives. Singapore’s government has also been in denial that there is a clear bias and prejudice against the minority races, be it academically or in our workforces.
Dr. Peter Chew, Senior Lecturer in Psychology at James Cook University in Singapore, led a study released in 2019 that looked at the effects of race on hiring decisions in a simulated recruiting decision task. A total of 171 Singaporean Chinese undergraduates were divided into nine groups at random and instructed to analyse a job applicant's resume. Academic credentials (strong, average, or weak) and race were all different on the resumes (White, Chinese, or Malay). The participants were given the responsibility of evaluating the candidates' warmth, competence, and qualifications as depicted in their resumes, and then recommending a monthly pay for the job applicant. Malay applicants were regarded as less competent, less appropriate for the position, and suggested a lower compensation than equally qualified Chinese applicants, according to the study. This effect was discovered independent of academic qualifications. Chinese participants, on the other hand, regarded White applicants as similarly competent, more fit for the position, and requested a greater compensation than equally qualified Chinese applicants.
It is clear that racism is experienced not only in daily lives but in the workforce too. Should citizens, who are affected by racism, bite the bullet and tolerate it or take action?
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