Blackface in 2024: When will apologies stop being enough?
There are already two incidents of blackface in Singapore in 2024, which shows that lessons have not been learned.
Another blackface incident, another apology.
This time, UOL Group is in the spotlight after a video surfaced showing attendees at its dinner and dance event in blackface, afro wigs, and retro costumes. The response?
A familiar refrain: “We sincerely apologise for any offence caused.”
As I read this, I couldn’t help but feel disheartened—not just as a journalist covering DEI, but as a parent raising a two-year-old daughter in a world where such incidents still occur.
How do I explain to her one day that, despite all the strides we claim to have made, some people still see this as acceptable behaviour?
This isn’t the first time we’ve seen blackface in Singapore, nor the first time an apology has been offered without meaningful action.
Isn’t it time we demand more? Isn’t it time we ask whether governments and regulatory bodies should hold organisations accountable for these failures?
Understanding Blackface: The weight of history
Blackface is not just an innocent costume choice; it’s a symbol of systemic racism and oppression. Originating in 19th-century American minstrel shows, blackface caricatured Black individuals as inferior, perpetuating harmful stereotypes and justifying their exclusion from society.
Today, it remains a stark reminder of that dehumanisation. A 2022 study found that exposure to blackface in contemporary settings reinforces implicit biases and racial prejudice. This is not just about history—it’s about the present-day consequences of failing to educate ourselves.
For Singapore, a multicultural society priding itself on harmony, these incidents are a glaring contradiction. How can we celebrate diversity while allowing such insensitivity to persist?
Why do apologies fall short?
An apology may be a start, but it’s not a solution. Here’s why:
No accountability: UOL’s statement failed to clarify whether those involved were employees or if any disciplinary action would be taken. Without consequences, what prevents this from happening again?
Repetition of incidents: This is not an isolated event. From Raffles Institution’s controversies to NETS painting blackface on an actor for an ad, the pattern is clear: apologies are not changing behavior.
Damage to trust: When organisations handle such incidents poorly, it erodes trust—not just with affected communities but with employees, partners, and customers who expect better.
Is it time for government intervention?
If apologies and internal policies are insufficient, perhaps it’s time for regulatory bodies to step in. Could legislation impose fines or mandatory training for companies involved in racist incidents?
Consider this: In the UK, the Equality Act 2010 holds organisations accountable for discriminatory practices, enabling affected individuals to seek recourse. Singapore, too, could explore similar frameworks, like the Workplace Fairness Bill which has yet to pass, tailored to its unique multicultural context.
Such measures would signal that diversity and inclusion aren’t just moral imperatives—they’re non-negotiable societal standards.
Questions organisations need to ask
For UOL and others, this is a wake-up call. The incident raises critical questions:
Where are the preventive measures? Are employees trained to understand cultural sensitivity and unconscious bias?
How robust are your DEI policies? Are they merely checkbox exercises, or do they actively guide company culture?
What steps will you take now? Beyond apologising, what tangible actions will you implement to prevent this from recurring?
Actionable suggestions
Educate employees at all levels on cultural sensitivity, the history of racism, and the impact of blackface. A 2023 report by McKinsey (link below) found that companies with robust DEI training saw a 32% reduction in discriminatory incidents.
Establish clear guidelines with consequences for racist or insensitive behavior. Transparency about these policies builds trust.
Conduct regular reviews of company events, communications, and policies to ensure alignment with DEI principles.
Partner with cultural organisations and advocacy groups to foster understanding and dialogue around diversity.
Ensure leaders model inclusive behavior and are held accountable for fostering a respectful workplace.
A personal reflection
As a journalist and parent, I can’t help but think about the world we’re building for the next generation.
My daughter, just two years old, will one day look to us—her parents, her community, her leaders—to understand what it means to live in a society that values respect and inclusion.
What message are we sending her when such incidents are dismissed with a perfunctory apology? What future are we creating when companies fail to see the harm their actions perpetuate?
A call to action
To my audience of tech and media experts, business leaders, marketers, and DEI advocates:
How can we, in our respective industries, set higher standards for accountability and inclusivity?
What systems can we implement to ensure these incidents become relics of the past?
And how do we use our platforms to educate and inspire change?
Let’s move beyond performative apologies. Let’s demand action, accountability, and systemic change.
Resources for further education
Books: So You Want to Talk About Race by Ijeoma Oluo
Reports: McKinsey’s 2023 DEI Insights Report
Online courses: Harvard’s Implicit Bias Training