Broadly speaking, harm is when there is damage done to a person's rights, physical or mental well-being. The harm might have happened in the past or might be on-going.

Harm can be caused by an individual, a group or an institution. Oftentimes, we have to look to the environment too to notice the factors that contribute to harm (eg. a workplace lacking in structures that make boundaries possible to enact). We may find that we are contributing/contributed to harm in an arts workplace, or may be the ones who are causing/caused harm. It is worthwhile to note that there will always be some extent of harm in society, life and inevitably, the arts workplace. Rather than focusing on eradicating harm completely, which is impossible, we can focus on reducing harm and recognising harm and our role in it as a first step.

The extent and impact of harm varies, and it can be confronting to name something we experienced or have done as harm. Regardless of the extent and nature of harm, there are ways to care for ourselves as well as those around us by figuring out how to address it, and seeking help and healing in the process.

In some situations, we may be able to take steps to prevent harm from occurring or reducing the harm. See the "If you..." sections below for support and suggestions as to how you may address harm.

When there is a significant difference in power or experience in the field, there often is a risk of harm occurring. This is especially so if the one in power is not conscious of their influence and position.

Here are some examples of a harmful situation and what they might look like:

• There is a sequence in a performance that is risky, and might cause physical and emotional discomfort. That in itself might not be inherently harmful. However, if safety precautions and due diligence to ensure the performers’ well-being are not sufficiently considered, and there is real risk of injury or damage, then it is considered a harmful situation that needs to be addressed.
  
  At times, this might make us feel guilty, or doubt our capability as a practitioner. But we have to remember that it is a basic human right to feel and be safe; it is not a reflection of one’s skills to be able to tolerate a situation that is harmful to our own wellbeing.

• An arts worker repeatedly inviting a co-worker/collaborator/workplace acquaintance to their home or private spaces, along with sexually suggestive messages or expectations. There might also be unclear expectations of whether the meeting is professional or personal, leading to a blurring of boundaries. If the invitations seem innocent at the start, but involve sexual requests and expectations later when a closer relationship is established, there is a possibility of sexual grooming occurring.

• Arts workplaces or projects that dismiss personal and family needs (eg. timely salary, personal time, privacy), and demand or insinuate that the art or the work should always come first. In these instances, boundaries have been crossed, at the expense of the short term and long term safety and dignity of the arts workers.

It's important to note that while working through differences in expectations, we might feel hurt that the person we are speaking to does not seem to agree with us. The sense of disappointment and disconnect might bring discomfort, but it is not harmful until the point where we feel like we are coerced or forced into changing our positions or boundaries. Not all discomfort indicates the presence of harm, though discomfort is an important invitation to examine if there is a risk of harm, in addition to the hurt that we may feel.

Further reading:

https://www.boundariesbooks.com/blogs/boundaries-blog/how-to-discern-hurt-from-harm-in-a-relationship

https://www.psychologytoday.com/us/blog/here-there-and-everywhere/201701/11-red-flags-gaslighting-in-relationship

Types of Harm

Here, we give an overview of harmful behaviours that might happen in an arts workplace:

• Emotional and Psychological Harm & Abuse

Some harm and abuse are not as easily seen externally. In the workplace, they can present in the form of: threats, being left alone, humiliation, intimidation, verbal abuse, bullying, blaming, constant criticism, controlling behaviour, depriving contact with others. Some telltale signs are if the arts worker is constantly made to feel guilty though they did not do anything wrong, or if the arts worker is often being gaslighted, i.e. made to question their own reality, memory or perceptions. Arts workers who are suffering from emotional and psychological harm and abuse may regularly feel: anxious, afraid, upset, overly confused, behaviour change, withdrawn, etc.

For further reading:

https://www.adultprotectionsouthlanarkshire.org.uk/info/69/emotional_abuse_or_psychological_harm

https://artswellbeingcollective.com.au/collective-wisdom/preventing-workplace-bullying/

• Sexual Harassment & Misconduct

Sexual harassment is defined by AWARE as offensive, unwanted and unwelcome behaviour of a sexual nature. Workplace sexual harassment can occur between colleagues, with clients, suppliers or peers from the industry, and might happen physically in the office or in other work-related activities. It might be non-consensual repeated or singular verbal, visual or physical acts that cause someone to feel uncomfortable and unsafe. Sometimes, there are myths that persist, eg. a boss who seems kind would not do such a thing, men do not suffer from sexual harassment at work, sexual favors are needed to do well in a particular industry, sexual coercion between colleagues is a private matter, etc. It is important to recognise sexual harassment for what it is and seek help and support.

Even if the arts worker does not feel harassed, there might still be sexual misconduct happening, which points at a pattern of sexual predation or violation of company policies and industry practices. For example, a person with more experience or a higher rank using their power to coerce or groom younger colleagues for intimate, romantic or sexual relationships. Even if it seems "normal" or "expected" to experience inappropriate advances, it does not mean that it is okay or that you should "tolerate" it.

Read more here:

https://www.aware.org.sg/training/wsh-site/

https://www.ricemedia.co/books-actually-young-women-speak-up/

https://www.malaysiakini.com/news/509733

• Physical Harm & Unsafe Workplaces

Arts workers are entitled to workplaces where they are safe from physical harm and that are free of health and safety hazards. Where a reasonable level of physical risk is accepted and agreed upon, there should be risk assessments done and measures to minimise risk. If there is someone who is physically harmful or abusive at the workplace, or if not enough is done to remove and minimise workplace hazards, the arts worker can and should seek help and support.

In the age of Covid-19 safe measures management, workplaces need to keep up-to-date with health advisories and regulations too. This is to minimise workers’ exposure to the virus and lower the chance of a workplace outbreak.

For further reading:

https://www.mom.gov.sg/workplace-safety-and-health

https://www.saic.edu/life-at-saic/environmental-health/arts

https://www.worksafe.vic.gov.au/arts

Employment Malpractice

Sometimes, harmful behaviours involve employment malpractice as well. There are many forms of employment and contractual malpractice or behaviours that violate employment practices required by MOM. They relate to aspects of a workplace contract such as payment, leave, disputes, workplace injuries, cost-savings measures, termination, etc. Workers are protected by the Employment Act (full time, part time, temporary, contract) or the Employment of Part-Time Employees Regulation (work less than 35 hours/week).

For further reading:

https://www.mom.gov.sg/employment-practices

https://www.mom.gov.sg/employment-practices/part-time-employment

https://www.lawsocprobono.org/Documents/Advocates%20for%20the%20Arts.pdf

Identifying harm in arts workplaces or settings can be straightforward at times, and at other times, complicated and confusing. This might be especially so when there are practices that has been in place for a long time, and feels to be the norm.

An arts worker might feel uncertain or confused about whether:

• There are harmful behaviours in their arts workplace

• They are harmed / experiencing harmful behaviours

• They contributed to their harm / the harmful behaviours

• There are ways to reduce or remove the harmful behaviours

• There are ways to heal or recover from the harm

• There are ways to report the harm

• There are ways to get restitution

• The behaviours are considered criminal or not

If someone suspects harm done or harmful behaviours in their arts workplace, and would like to do something to reduce harm, they can certainly seek clarity or help and support. This is true, even if they feel they might have contributed to the harm / harmful behaviours. Taking the steps to understand and reduce harm may be accompanied by self-awareness, self-reflection and self-improvement. There may be emotions that come along with taking these steps to reduce harm, all of which are normal:

• Eg. guilt - for taking steps to reduce harm; steps that may result in consequences for individuals or groups

• Eg. sadness - when recognising and accepting that there was indeed harm / harmful behaviours

• Eg. anger - when recognising injustice or complacency

Warning Signs of Harm:

Harm can look differently from context to context. It can be helpful to be aware of potentially dangerous situations and behaviours, and what leads up to it before someone experiences harm.

1. Feeling as though you cannot speak up when you feel uncomfortable with something that is occurring

This can look and feel like a sense of helplessness, or a belief that "nothing will change anyway". This may be indicative of a lack of open communication or safety in addressing potentially harmful practices. For some suggestions as to how you might navigate a situation like this, head over to the section How To Communicate Better.

2. Gaslighting (If this title is removed and "gaslighting" as a term is integrated into the points below, then maybe this section can have more warning signs of harm, besides gaslighting, eg. what we might see in the behaviour of an arts worker - if content feedback panelists have any thoughts on this, that would be helpful!)

To manipulate someone using psychological means into questioning their own sanity and reality. The confusion that an experience of being gaslit can make it difficult for you to speak up or even identify the possibility of harm.

This can look like:

• Someone denying they ever said something, even though you have proof.
  This makes you doubt your experience of reality, and can be very destabilising as you start to question what is real and what is not. Even if you don’t have concrete proof of the exact words being said, if their response is not asking clarifying questions to reach an agreement, and instead respond by saying you are “making things up” or that you “don’t know what you are saying”, that is something to be taken note of.
  
  For example, it was previously agreed upon that using your personal trauma as material for an artwork is not something you’d want to do, and is a boundary that is not to be crossed. However, midway through the project they claim that the conversation did not happen the way you remember, and insist upon crossing that boundary despite noting your discomfort.
  

• Someone’s actions not matching their words
  It can be a case where a person is using words that appear caring and respectful on the surface, but their actions or tone of voice does not seem to align. This can be particularly damaging because the words uttered do not match how one is experiencing them, and creates immense confusion.
  
  For example, a project mate repeatedly saying that they respect differences, but they repeatedly put down any opinions that do not align with their own. Or they may say that they agree to disagree, but make you feel lesser for having a different opinion by mocking it, or by rallying other people to isolate you.
  

• You feel particularly confused and drained after engaging with a situation or person
  Gaslighting is not always obvious, and is usually a gradual process. One indicator that you might be experiencing emotional harm of this sort is when you consistently feel exhausted and doubtful of your own stances after talking with someone.

It can be confronting to consider that you have been harmed, especially if the person harming you is close to you or is someone who holds a good reputation in the industry. Something to note is that we may tend to downplay or dismiss how we are affected, due to reasons such as being able to understand where the other person is coming from, or if we have been used to being treated a certain way. We might also feel an overwhelming sense of anger, grief or disbelief when we realise that harm has occurred.

During these times, it can be helpful to first take care of your own wellbeing before continuing to process what has happened or is happening. There is no rush, and it is completely okay to take your time in this process.

NOTE: If you feel overwhelmed at any point, you can head over to this interactive self-care guide before proceeding:

https://philome.la/jace_harr/you-feel-like-shit-an-interactive-self-care-guide/play/index.html

Whenever you are feeling relatively more settled, here are some questions that might be helpful for you to think through, or talk through with someone you feel safe with. Have a piece of paper or laptop with you so you can write your answers and thoughts out. This flow of questions can also be adapted for when you are supporting someone who is experiencing or has experienced harm.

The questions are organised in a way that helps you ease into it, though you are completely free to consider them in any order or pace that makes sense to you:

1. How safe do you feel right now?

   • Safety may feel like a sense of groundedness, feeling like you are not in imminent danger (both perceived and real). If you are not sure, it can be helpful to take a deep breath and notice if your body (such as shoulders, jaw, or neck) is tensed. Is it possible to relax or it feels like it's not possible?

2. If you do not feel safe right now, what might you be able to do to feel a bit safer?

   • Thinking back to instances where you experienced similar emotions, what has helped you feel safer or cope?

   • Possible things: taking a deep breath, moving to a space where you feel like you have more privacy and safety, texting a friend, taking a short walk

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3. When you think about the harmful situation or person, what are the emotions that arise?

   • Some possible emotions can be: numbness, anxiety, fear, anger, or sadness.

4. Are there any persons that you feel safe or comfortable around, that you would want to reach out to for support?

   • A person that feels safe could be someone who you feel like you can speak freely about how you are feeling and thinking, who will not cast judgement or push for clarity before you are ready to share. They can also be someone who is able to hold gentle space for murkiness when you are not sure what you feel or think about things.

5. How long have you been in the situation, and if you are still in it, when might you be able to disengage with it?

   • What are some safety plans you can come up with if you are still in the midst of the situation?

     • E.g., If you want to exit the location in which harm occurs, what are some things you can do to ensure that you can leave?

     • Are there people you can reach out to to help if you are in an emergency?

     • When you are feeling highly distressed, what might be helpful for you in that moment? Are there ways to have those things close by if you know that you are entering a stressful situation?

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6. How have your emotional and physical states been shifting over the course of the past week?

7. Were you in a similar situation before? How was it like for you then?

   • What are the similarities and differences between this and that previous situation?

   • What were your tendencies in that previous situation?

   • Do you tend towards broadcasting this info to others? Might you tend to confront the person? Do you tend towards ignoring the situation or dismissing it?

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8. When you think about the situation, are there things that you feel like you want to do? This need not be realistic or probable, but simply for you to get a sense of where you are and where you might want to be.

   • Of the things that you listed out, what are some of the actions you actually want to take? Might there be a person you can talk through some of these things with?

   • Our "Harm Framework" document provides ways to think through different aspects of the harm that happened. This could be helpful when you think through the actions you might want to take, if any. We encourage you to have a supportive friend / family member with you when going through this document. Download it here.

   • If there are none, what is something nice that you can do for yourself right now? It could be as simple as having a snack, or a shower, or a short walk
     

9. How do you feel right now, after going through some of these questions?

   • How safe and grounded do you feel?

   • Is there a difference between how you were feeling when you first entered the web resource and now?

These questions, again, are meant to be suggestions. Feel free to adapt them as you deem fit, and take regular breaks instead of trying to answer them all at once!

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[Anecdote will be added in its own side box: ""My employer instructed me to work in a way that was against the Covid-19 safe measure guidelines. She claimed she had special approval from the authorities, and that if I did not abide by her instructions, I was not a team player and would be prematurely terminated. I went to the relevant authorities to fact check and found that there was no special approval given to this company. Then I found out from MOM that my employer needed to give me a termination letter and pay me till my last day of work. I was able to speak up to my employer, who then kept me employed and paid me till my last day."]

Where there is malpractice or suspicions of malpractice, arts workers can approach these channels for clarifications and help:

• Ministry of Manpower

They have officers on hand to help clarify any uncertainties about expected workplace practices, as well as behaviour that warrants a report and investigation. You will need to indentify yourself to MOM if you put in a report, but they can assist in keeping your identify confidential in the investigation if you inform them to do so.

• Arts Resource Hub

Arts Resource Hub was setup by the National Arts Council to support arts freelancers. Though they do not specifically have any watchdog nor quality control functions, they may be able to help link you with relevant channels of help.

• Dancers Advocacy Group

DAG is a working group comprising volunteers from the professional dance community, formed to advocate for the welfare, rights and sustainable careers of professional dance artists and educators in Singapore. In some cases, they may be able to function as an intermediary to advocate for safety and needs of dance artists and educators.

• National Instructors and Coaches Association

The National Instructors and Coaches Association (NICA) is an NTUC-affiliated association which was formed following an NTUC announcement to extend its reach to the freelancer community who are coaches and/or instructors in the fields of sports, outdoor adventures/learning, fitness, wellness, visual arts and performing arts.

• Meet The People Sessions (MPS)

MPS can be helpful for arts workers who have tried other channels to get help or support in situations of harm, but need additional help being taken seriously. MPS is a political device - do check which Member of Parliament (MP) is in charge of your constituency and whether you are comfortable approaching them with your concerns.

• If you feel like you need to talk through things with someone, it might be helpful to find a trusted friend, counsellor or loved one, so that they can help you organise your thoughts and feelings, and accompany you to seek further help! You can also email us at citrus.practices@gmail.com if you're not sure what support you need. We don't have formal support infrastructures in place yet, but we're happy to listen and hold space for you! You're not alone!

If you are someone supporting others (eg. friends, co-workers) who have experienced/ are experiencing harm, please also refer to the materials in the tab above - "If You Are Someone Experiencing Harm".

Here are some tips for supporting someone who has experienced harm:

• Ensure that you are safe and feel safe to provide support

  • • If you feel worried, anxious or unsure, check in with your emotions and why you are feeling that way

    • Have a conversation with the person you are supporting about how the both of you can feel more comfortable in this process

    • If you find that you are not able to engage, feelings of guilt might arise. In such an instance, it is okay to recommend someone or an agency that are more equipped to provide support

    • For harm relating to the arts workplace, you can also reach out to CITRUS, and we will be able to provide short-term support

• When you are feeling uncertain about what to do, it can be clarifying and helpful to ask directly how they are doing, and what they feel like is most supportive for them in the moment

• Refer to first responder approaches that offer guidance on how to speak to someone who has experienced harm, and may be talking about the harm for the first time

  • • https://www.utas.edu.au/__data/assets/pdf_file/0016/1204153/First-Responder-Protocol.pdf

• If you are the only person supporting them or aware of the situation, ensure that you are also supported in the course of doing so, keeping in mind your capacity. While it can feel impossible to take a step back when you are feeling overwhelmed, it is essential that you do not burn out and exceed your own capacity in the course of providing support as that might backfire on everyone involved.

  • • Something that might be helpful could be asking the person you are supporting if they are comfortable with having other people checking in on how they are doing without sharing anything they are not alright with sharing. You could also suggest they seek additional support from a professional (who is bound to confidentiality) if they do not feel safe in sharing anything with people in their immediate circle.

    • If you feel like you are at risk of becoming overwhelmed or overextending your capacity, it is possible to ask your friends to check in on you, or to create pockets of space for yourself to rest and disengage if need be. If you are worried about breaking confidentiality, it is also possible to let your support system know that you are navigating a difficult situation that you cannot share details about, but that you would need additional support. This can take the form of spending time outside of the situation, or seeking help in ensuring that you are not isolated while navigating the situation

• Our "Harm Framework" document provides ways to think through different aspects of the harm that happened. This could be helpful when you are supporting someone who has experienced harm. We encourage you to look through the document before using it. Download it here.

• https://www.creative-interventions.org/wp-content/uploads/2020/10/CI-Toolkit-Final-ENTIRE-Aug-2020-new-cover.pdf

There are instances where we learn of harm through the whisper network, or by witnessing it unfold in our surroundings. However, we might not have a close relationship with the people involved, or feel like it is not possible to intervene. In such situations, you might feel a range of emotions (stuck, helplessness, guilt, frustration, etc.), depending on your position in the organisation or relationship with the person causing harm.

While we might not feel equipped to intervene or take action, there are some processes you can partake on your own or with someone you trust, that might be supportive for you. It might be helpful to write them down, or take some time to journal with these prompts:

3. • How do you feel when you are in proximity with the individual or circumstance?

   • Are you at risk of being harmed in this situation?

   • Who might be someone you feel comfortable with and trust, who you can share your concerns with? Are there other people who have witnessed the harmful behaviour, who you are able to make sense of the situation together as peers?

   • What are some of your considerations or impulses when it comes to the individual or circumstance? Might there be a sense that you are unable to extract yourself from the situation, and if so, what are some reasons you feel that way?

Often, we feel hesitant when it comes to broaching the subject due to a wide range of reasons such as not wanting to "spread gossip" or not wanting to risk our own safety. However, it might increase feelings of isolation and frustration when you keep it to yourself, and the harmful situation might escalate further. It might be helpful to think about who are some people you feel comfortable with and trust, that you might want to speak with about the matter. Some useful framing questions or conversation starters can be:

• I've been noticing that XXX tends to [short description of a behaviour you noticed], and I have been feeling uncomfortable with it. I'm not sure what to make of it, and I'm wondering if you have also noticed similar things as I am?

• I'm working with XXX on this project, and while I have not felt uncomfortable, it seems that it would be difficult to bring anything up if I were to disagree with them. How has your experience with them been like?

• I'm feeling worried about XXX and how they are being treated in the workplace/by an individual. It seems like they might be in a compromising situation. I am feeling quite confused about how to navigate this. Do you have any thoughts about this?

If you feel an impulse to intervene in however capacity is possible for you, here are some toolkits that you can consider:

8. • Our "Harm Framework" document provides ways to think through different aspects of the harm that happened. This could be helpful when you think through the actions you might want to take, if any. We encourage you to have a supportive friend / family member with you when going through this document. Download it here.

It's okay if you don't feel comfortable or safe to do so, sometimes these situations are complex and at times, it's important to take the time you need to parse through your emotions and confusions.

It is often difficult, painful or maybe alarming when someone recognises they have caused harm, or are accused of having caused harm. You might experience strong emotions such as: guilt, shame, resentment, anger, indignation, confusion and/or grief. In such an instance it can be helpful to allow yourself the space to sit with these emotions, and to reach out to a person you feel safe with to parse through the extent and kind of harm you realised you have done, or are told have been done. The fact that you are here is a first step, and it's important to further expand what you might want to do to mediate or address the harm caused.

This is a question flow that might be helpful as you reflect about your behaviour and situation:

1. What are the behaviour and actions that were brought up? What might be some harmful aspects of these, and who might be affected by these?

2. How did you come to realise that your behaviour or actions are harmful?

• If you have realised this on your own, or through realising that people are reacting a certain way around you (e.g., avoiding you, not speaking up against you), it can be helpful to list reasons of how that might be so honestly on your own, while mindful of being defensive or indignant. After which, who might be someone you feel will be honest to you, that you can continue this process with?

• If it is brought to your attention by someone else, AND if that person is not the one who has been harmed by you, it might be helpful to check in with them to gain clarity as you process your own harm.

• Refrain from asking the person you have harmed to explain how you have been harmful, particularly if they have expressed discomfort in communicating with you.

3. What might the people your behaviour has affected need in this moment, and in the future?

• 1. 1. • It could look like giving them space away from you and/or the situation, or listening to them openly and receptively if they want to share further the harm they have experienced, or you taking concrete steps to change your behaviour, or something else altogether.

4. Are there any other persons who are aware of your behaviour you can speak to, who you trust and feel safe around?

3. • It might bring up feelings of defensiveness when people name instances in which you might have been harmful. In such an instance, it can be helpful to take a step back to center yourself, and to remind yourself why you are addressing this in the first place. This is why it's important to approach people you trust, so that you can feel safe that they are not simply attacking you for the sake of it.

   • What are the power dynamics between you and people who might potentially be aware of your behaviour? Are you of a higher standing in terms of influence or experience?
     
     It might be helpful to first check in with yourself before checking in with another person to ensure that you will not risk causing further harm, or if you are subconsciously reaching out in a vengeful or bitter manner.

5. Is the behaviour and/or situation still ongoing, recently occurred (less than a year ago), or occurred more than a year back?

3. • If it is still ongoing, what are the steps you can take to reduce further harm?

   • If it is recent, are there parts of the mentioned behaviour still existing, and how might you check in with yourself and those who have felt harmed by you to ensure safety and accountability?

   • If it has occurred more than a year back, how has your behaviour shifted from then till now? What are some steps you might take to mitigate the harmful effects of your previous behaviour?

Our "Harm Framework" document provides ways to think through different aspects of the harm that happened. This could be helpful when you think through the actions you might want to take, if any. We encourage you to have a supportive friend / family member with you when going through this document. Download it here.

This might be overwhelming and you might experience a range of emotions while confronting aspects of harm. It's okay to take the time you need to process how that might have happened and what happened, before you decide what active steps you might want to take for yourself to prevent future harm. In the meantime, it can be helpful to seek professional support in the form of a therapist or counsellor to help hold the space for you as you make sense of everything that has unfolded or is unfolding. This is especially important if you are someone holding a position of power, and the people in your immediate circle are also implicated and might not feel like they are able to support you!