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APAC Edition
27th May 2024
 
THE HOT STORY
Toxic culture and cover-ups: Inside Australia's Department of Parliamentary Services
The Department of Parliamentary Services (DPS) in Australia, responsible for governing Parliament House, is facing accusations of a toxic culture, cover-ups, and the silencing of dissent. The department has been granted extraordinary isolation from scrutiny, exempt from freedom of information laws. Despite recent revelations about the boss of the department, secretary Rob Stefanic, having a relationship with his deputy secretary, Cate Saunders, little has changed within the department. Efforts to bring about changes are lacking, and the department receives hundreds of millions of dollars in taxpayer funds annually. The DPS is accused of cultural problems that stretch back years, with a chilling effect on reporting misconduct. The department's opaque nature allows deep-seated problems to fester. The relationship between Stefanic and Saunders was widely known within DPS, but details about its disclosure and management remain undisclosed. The government has refused to release any details about Saunders' departure from the public service. The DPS and the presiding officers have sought advice from the Australian Public Service Commissioner, who confirmed that all processes were followed.
WORKPLACE
Nine CEO acknowledges allegations of inappropriate behaviour
Mike Sneesby, CEO of Australian media company Nine, has acknowledged "serious" claims of "alleged inappropriate behaviour" at the network. In an internal email to all staff, Sneesby announced a review of the company's concentration of power and discussed broader cultural issues. He denied ever asking staff to sign non-disclosure agreements after making a complaint. An external firm will conduct an independent review of the behaviours and concentration of power within Nine's television newsrooms. Staff are encouraged to report issues via an external complaint line or to Nine's executive group. The email also mentioned the provision of a helpline for emotional or psychological support. The review comes in response to recent reports detailing alleged failings of leadership in television news.
Companies in India inc. offer health and wellness options to workers
Several companies in India Inc. now offer a variety of health and wellness options to their workers. From yoga classes and running clubs to meditation sessions and strength training, employees have access to a range of activities to improve their well-being. In addition, there are in-house cricket leagues, regular hikes, healthy food options, and on-site doctors and insurance. A survey found that almost 64% of the Indian workforce does not exercise regularly, highlighting the importance of these initiatives. With the aim of promoting a healthier lifestyle, companies are taking steps to prioritise the health and wellness of their employees.
WORKFORCE
Thailand's employment drops 0.1% in Q1
Thailand's employment rate dropped by 0.1% in the first quarter, mainly due to a decrease in farm jobs. Agricultural employment saw a decline of over 5.7% during the off-season, while non-farm jobs grew by 2.2%, driven by tourism. The hotel and restaurant sector experienced a significant rise of 10.6% in jobs, attributed to over 9.3m foreign tourist arrivals. The jobless rate increased from 0.81% to 1.01% in the January-March period. However, Thailand's definition of unemployment is narrow and does not account for the country's unofficial economy. The total workforce decreased from 40.7m to 40.2m in the first quarter. "The figures do not catch Thailand's significant unofficial economy," says an analyst.
Australian workers embrace multigenerational workforce
Australians from four different generations are working together in the same workforce, embracing the challenges and benefits of a multigenerational environment. The age disparity in workplaces spans from Baby Boomers to Gen Z, with each generation bringing their own communication styles and preferences. While there may be initial resistance to change, workers have learned to adapt and embrace new technologies. The Adelaide office of Medibank serves as an example of this multigenerational workforce. The company recognises the value of diversity and encourages collaboration among employees of different ages. Good managers understand the importance of building a culture where people feel valued and can learn from each other. The challenges of generational differences are being addressed through open communication and skill sharing. Despite stereotypes, individuals are recognised for their unique skills and experiences rather than being defined by their generation. As the workforce continues to evolve, with people living longer and the nature of work changing, the presence of multiple generations in the workplace is becoming more common and beneficial.
Employees at Indira Canteens demand job security and social benefits
Employees at Indira Canteens, including cooks, are advocating for job security and social benefits. Despite providing affordable and nutritious meals to the underprivileged, the workers lack employment stability and social security. They have presented their concerns to speaker UT Khader, who has assured them that he will address the issue promptly. Indira Canteen workers Jaya Poojari, Anand Poojari, Abdul Razak, and Chandravathi submitted a memorandum to the speaker, highlighting their plight. They emphasised the need for social security, especially during the Covid-19 pandemic when they worked tirelessly without availing holidays. Social activist Ashiq Kukkaje has called for immediate solutions from the government, as this issue affects hundreds of workers across the state. Speaker UT Khader has agreed to look into the matter. The Indira Canteen concept, initiated by CM Siddaramaiah, has been praised for its impact on feeding the hungry and poor, but the workers themselves are in need of support and security.
Japan's lay judge system faces challenges as number of appointed judges decreases
As Japan marks the 15th anniversary of its lay judge system, Supreme Court documents reveal a decrease in appointed judges and longer trials. The system, which involves citizens participating in serious criminal cases alongside professional judges, faces challenges in encouraging people to become lay judges and improving trial efficiency. Since its introduction in 2009, over 124,000 citizens have been selected as lay judges. However, the number of appointments has been declining, with 5,940 in 2022 and 6,324 in 2023. The decline may be due to fewer cases involving lay judges. Trial lengths have also increased, reaching an average of 13.2 months in 2023. The withdrawal rate from lay judge duty has risen to the high 60% range.
LEGAL
Scandal involving ghost employees threatens Philippine central bank
A controversy involving ghost employees at the Philippine central bank threatens to destabilise the monetary authority. The Bangko Sentral ng Pilipinas is looking into reports that two members of its rate-setting panel have people on their payroll who do not work for the central bank. The central bank is facing potential vacancies in its Monetary Board as the inquiry nears completion. The controversy places the reputation of the central bank and its policy-making body under scrutiny. The ghost employees will be removed from the bank's payrolls and asked to return salaries dating back several years. The fate of the two policy board members rests on President Ferdinand Marcos Jr. The president may remove any Monetary Board member for various reasons. Monetary Board members serve a term of six years and require the concurrence of at least four members for decisions.
CORPORATE
Goldman Sachs establish regional HQ in Saudi Arabia
Goldman Sachs has become the first Wall Street bank to comply with Saudi Arabia's new regulations for foreign firms. The investment bank has received a license from the kingdom's Ministry of Investment to set up its regional headquarters in Riyadh. The move is part of Saudi Arabia's efforts to limit "economic leakage" and ensure that firms have a substantial presence in the country. Under the new rules, firms must have a regional base in Saudi Arabia with at least 15 employees or risk losing business with government entities. While more than 400 global companies have obtained regional HQ licenses, banks have been more hesitant. Crown Prince Mohammed bin Salman's drive to attract international investment has led to loosened restrictions, but limited options for housing, schooling, and entertainment have made foreign executives reluctant to live in the country.
TECHNOLOGY
IBM envisions future of AI with small language models
IBM foresees a future where small language models (SLMs) will make AI more accessible to organisations. Paul Burton, general manager of Asia-Pacific for IBM, believes that investing in technology, strategy, and business process optimisation is crucial for companies to capitalise on the transformative power of AI. Spending on AI systems in the region is predicted to reach $49.2bn in 2026. Large language models (LLMs) offer immense capabilities but require high energy consumption and cost. This limitation led to the emergence of SLMs, which offer an alternative at a lower cost. SLMs democratise AI by allowing more amateurs and institutions to study, train, and improve their models. IBM Watsonx Granite models, with 13bn parameters, are an example of SLMs that organisations can leverage. SLMs find applications in various industries, from healthcare to wealth management. IBM expects more examples and applications to emerge in the next 6-12 months. Mr Burton emphasises the need for more investment in complementary technologies and strategies to fully leverage digital infrastructure. He also highlights the importance of education and skills in Thailand's journey to become a trillion-dollar economy.
Remarkable women in AI
Miriam Vogel, CEO of EqualAI and chair of the National AI Advisory Committee, shares her journey in AI and her mission to reduce bias and promote responsible AI governance. Vogel's background in law and policy addressing bias and systematic harms led her to lead EqualAI. She emphasises the importance of women's voices in AI development and encourages women to become AI-literate. Vogel highlights the need for greater AI literacy, standardised measures to evaluate AI systems, and responsible AI development. She also emphasizes the role of investors in pushing for responsible AI. Vogel's insights shed light on the challenges and opportunities in the evolving field of AI.
TRAINING & DEVELOPMENT
Corporate houses joining forces with higher education institutions to generate trained human resources
Corporate houses in India are increasingly establishing education divisions and partnering with higher education institutions (HEIs) to address the need for trained human resources. These collaborations aim to offer industry-specific training and introduce job-centric courses to improve the employability of graduates. However, the cost of these initiatives raises concerns about accessibility and equity. While industry involvement can provide job readiness, HEIs must also prioritise knowledge creation and balanced education. The competency of teachers and students should align with industry expectations, and industry experts can contribute to specialised training programs. The financial aspects of industry-run courses should be funded by the industry itself to ensure inclusivity. HEIs should retain their core curriculum while offering additional industry-specific modules. The collaboration between academia and industry should focus on enhancing students' skills and abilities. It is crucial to strengthen the higher education system without burdening students with additional costs. By striking a balance between industry needs and academic excellence, HEIs can produce job-ready graduates without compromising on knowledge creation.
 


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