What were the consequences of the race riots?

So far, the racial riots in 1964 were the worst and the most prolonged in Singapore's post-war history. There are a number of factors that contributes to the conflict of violence.

Firstly, implementing their policy of Confrontation with the newly formed Federation of Malaysia.
There are a number of indonesian activist had drench into Singapore in attempts to arouse the religious favour of the more fanatical malays.

Secondly, the chinese secret society gangs has seized the opportunity to stir up the violence and riot.

Thirdly, there is reporting in the speech press which helped to cool down racial emotions. Hence, the Deputy Premier, Dr. Toh Chin Chye, suggested on 2 August 1964 that laws amd rules to be introduced to prohibit newspapers from publishing articles which might add on to the racial riots sparks.

Furthermore, the leaders of both the Federal Government of Malaysia and the State Government of Singapore gave firm surety that everyone, regardless of racial origin, would have a place under the Malaysian 'sun' and will be looked after "has a place under the Malaysian sun and all will be looked after without any discrimination.

By Nur Diana

What were the lessons learnt from the riots?

Now the Singaporean goverment

also featured the tragedy to the dullness of the colonial government towards the racial and religious feelings of the locals. It indicates the incident as a vital lesson learnt in the importance of racial and religious understanding and harmony. It also cites the incident as a case for placing a certain degree of governmental control on the media, especially when racial or religious issues are implicated.

The “Cina-Melayu Gaduh” period by many Malays, the 1964 racial riots had definitely been a lesson learnt the hard way for many Singaporeans. Nevertheless, with the introduction of the Racial Harmony Day, students are able to recognize the terror of Singapore’s past and come to realize that racial tolerance and harmony are essential when living under a multi-ethnic roof. We should speak in one voice as citizens of Singapore, rather than from a colored perspective as members of the different ethnic and religious communities.

Why do people act sensitively to religious issues?

While race difference has been unlawful for 30 years or more, until recently, some members of religious groups could not bring a this difference claim at all, while others could only attempt to bring what was in fact a religious discrimination claim by using the existing race difference legislation. That unsatisfactory legal position changed in 2003 and now entirely separate legislation governs the two types of discrimination.

There are some similarities between the two, for example, the sub-division into types of discrimination as explained below. The new Equality and Human Rights Commission, formed in October 2007, has replaced the previously separate commissions and now means that for the first time there is an official body working to battle discrimination based on religion or belief.

Discrimination on the grounds of race became unlawful with the introduction of the Race Relations Act 1976 (RRA). The Act makes it unlawful to discriminate against someone on the grounds of nationality and color, or ethnic, racial, or national group. The RRA contains provisions outside the field of employer/employee relations.

The Race Directive and EC Equal Treatment Framework Directive which aim to harmonize race equality legislation across the EU have also been incorporated into UK law. The Race Relations Act 1976 Regulations 2003 , which implemented provisions of the Race Directive, cover difference on the grounds of ethnic, racial or national group, but exclude discrimination on the grounds of nationality and color.

Race discrimination has been lawless for nearly thirty years, though discrimination law on religion was only introduced into British law in December 2003. But employers shouldn’t be relying on legal requirements alone. Effective organizations will have diverse workforces and embrace good employment practices regardless of race or religious beliefs. Different views, perspectives and ideas are vital.

By Shazana