In Singapore, the uttering of words with the deliberate intention of wounding the racial feelings of a person is an offence under Section 298 of the Penal Code, punishable with imprisonment of up to three years, a fine, or both. 

Yet, uses of racial slurs continue, particularly against members of the Indian ethnic minority.  

Every time such an incident makes it to national news, I feel a sense of violation and betrayal. As a member of this minority group, I do not need to be on the receiving end of racialised hate to experience, indirectly, the hurt and rejection inflicted upon the actual victims for the way they look.

Members of dominant groups often perceive conversations about these events to be difficult, sensitive and high-risk. As such, it is common for the collective response that follows such incidents to be for everyone — including the victim — to behave as though nothing has happened, and carry on with no acknowledgment of the injustice that transpired. 

But what if we all didn’t pretend to be unaffected and indifferent to such events? 

On my own part, it would certainly make me feel less alienated to know that my friends and co-workers do not condone racialised hate or discrimination. 

Rather than avoiding discussion of such incidents, tackling them directly opens up space for healthy and meaningful exchange of perspectives, enabling individuals from dominant and marginalised groups alike to confront their inhibitions and create a shared climate that is psychologically safe, whether in a professional or social setting. 

Here are three action points for supporting those negatively impacted by the use of racial slurs and other mistreatment. 

EDUCATE YOURSELF 

Upon witnessing the use of racial slurs towards members of one’s community or receiving racial slurs directly, the lack of intervention or action from others can often lead to members of under-represented groups feeling alienated or even betrayed. 

Therefore, it’s important for each of us to first educate ourselves on the experiences and challenges faced by marginalised groups (such as Malay Muslims and/or the LGBT+ community) routinely affected by racial slurs and other forms of hate speech. 

Practice empathy by asking yourself these simple questions: “How would I feel if someone spoke to me that way? What would I need from those around me in order to feel less alone?” 

Seeking out articles, podcasts or op-eds by members of marginalised communities can also help with perspective taking. These self-education efforts will help us to “model” supportive behaviours that centre victims in such incidents, rather than our personal sense of comfort. 

BREAK THE SILENCE 

Well-intentioned individuals may wish to speak up, but may be incapacitated by the fear of saying something wrong or overstepping sensitive boundaries — “What if I offend them by bringing it up? What if not being a minority means that it’s not my place to speak up?” 

In such scenarios, a simple acknowledgment of the incident would get the ball rolling.

By initiating the conversation and sharing feelings of vulnerability with friends and colleagues of different identities and backgrounds, we can encourage each other to face our inhibitions and to openly show support and empathy. 

In any conversation regarding incidents of racial discrimination and hate speech, the focus should be on affirming the experiences and perspectives of our friends and co-workers from victimised communities, and showing respect and appreciation for them as valued members of society and the workplace. 

BE REAL 

Trying to follow conventional tips and guidelines on what to say to friends and colleagues from marginalised groups can feel “fake” and contrived. “Is it weird if I ask ‘How are you’?” you may wonder. “Am I forcing it?” 

Hence, it is very important that we be authentic in our interactions — that is, to present ourselves authentically and thoughtfully. But how do we do this?

Rather than worrying about what would be the “appropriate” language to use, focus on being open and genuine. Rather than striving to be right or wrong, strive to place the hurt individual’s perspective and needs at the forefront. 

When our words, thoughts, actions and non-verbal gestures are in sync with one another, we will be able to convey the message of solidarity and appreciation to our co-worker successfully. 

Finally, it’s critical to remember that each person may differ in their support needs. 

For some, simple acknowledgment and reassurance may be enough; others may prefer to focus on work or other topics as a productive distraction or coping mechanism. 

Some may find an open conversation with their friends and colleagues more suitable, to help them navigate complex emotions and thoughts.

Placing the focus on those who have been hurt or negatively impacted ensures that we show support and allyship without being overbearing, and provide them the time and space they need to heal and restore. 

ABOUT THE AUTHOR:

Tania Nagpaul is a senior lecturer in the Human Resource Management Programme at the S R Nathan School of Human Development at the Singapore University of Social Sciences. She is interested in uncovering the psychological underpinnings of social phenomena and is a strong advocate for diverse and inclusive workplaces.