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Nationalism is far more than just the language we speak—it's about the values we uphold, the actions we take, and the contributions we make to our nation. It’s disheartening when my patriotism is questioned simply because I choose to communicate in a language other than Bahasa, with remarks like, “You’re Indonesian, right? So why don’t you speak Bahasa?” Being Indonesian isn’t defined by the language we use but by our deep love for our country and our unwavering dedication to its progress. We must challenge the outdated notion that equates nationalism with language alone. As we strive toward 'Indonesia Emas 2045,' a future where Indonesia is a leading global power, we need to embrace a broader perspective. This includes recognizing that diversity can be a strength, not a weakness. To achieve this vision, we must cultivate an open mindset that values progress over conformity. For my part, I’m committed to empowering the next generation of Indonesians, helping them develop the strength and clarity to know what they stand for and what they’re willing to fight for in life. A strong, self-aware youth is essential for our nation’s future. This is my contribution to Indonesia—a commitment to nurturing a resilient, forward-thinking generation that will lead us into a brighter future. So, I ask you, what have you done to shape the future of our beloved country? How are you contributing to the vision of a prosperous and thriving Indonesia? Let’s reflect on our roles and consider how we can do even more. Happy 79th Independence Day, Indonesia! Together, let’s continue to strive for greatness, building a nation we can all be proud of! “What are your wishes for this 79th Independence Day?” #Happy7thIndependenceDay #Indonesia79 #Merdek #nationalism #loveIndonesia

In today's globalised society, the amalgamation of cultures is an undeniable reality. As we become more interconnected, we often find ourselves caught in a dilemma. We all grapple with the subtle yet pervasive pressure to conform to trends. The consequences of this conformity often result in the erosion of native & cultural identities. In a powerful display of cultural pride, New Zealand's youngest MP, Hana-Rawhiti Maipi-Clarke, recently performed the traditional Māori haka during her parliamentary speech. At just 21 years old, Maipi-Clarke has become a symbol of the importance of owning and celebrating one's cultural identity in today's globalised landscape. The significance of this act lies not just in the performance itself, but in the broader message it conveys. By unapologetically embracing her native culture, the young MP sends a powerful signal to a world drowning in conformity. Let us be inspired by her example to embrace our own cultures, promoting an environment where diversity is celebrated, and individuals feel empowered to express their heritage proudly. #culture #cultureandheritage #native #nativehana #mentalhealth #mentalhealthmatters #mentalwellness

Perfect example of Inclusion! 😍 Today I joined with my colleague Anna-Maija Korko ”Monimuotoisuusaamiainen: Miten saavutetaan ja houkutellaan monimuotoinen hakijajoukko?”(*) organized by FIBS and Includia Leadership. The word monimuotoisuus means diversity. As a non-Finn the word monimuotoisuus is quite monimutkainen, which means complicated. I’m eager to study Finnish, I’m eager to integrate in Finland. And it is challenging. With the encouragement of Tiina Halmari I try to include myself by participating in interesting DEI events in Finnish. With the calculated risk of missing 30 % of the content. Now and then something magic is happening. People (like Greta Andersson or Jonna Louvrier (she/her)) or organizations (like FIBS or Includia Leadership) notice your effort and do an extra effort to include you. Today all slides were in Finnish and English. It helped me to focus on the spoken Finnish presentation and above all I felt included. This is a perfect example of Inclusion! Thanks a lot for this! And thank you Piia Pentti (she/they) for your company, I highly appreciate it! See you around! (*) "Diversity breakfast: How to reach and attract a diverse group of applicants?"  #equality #diversity #inclusion #ikea #wearebettertogether

While the context of Diversity, Equity, and Inclusion (DEI) may vary from one country to another, including Malaysia, there are certain myths that can be more prevalent in specific cultural or organisational settings. Here are 8 common myths about DEI in Malaysia. Do you agree? Are there more? Share in the comments!

Random 2am thoughts: I saw a post from one of my connections here in LinkedIn, stating that Asians have a "Toxic" work culture of promoting hierarchical culture because we want to be called "mam" "sir" or "doctor". I wanted to just scroll down but the last statement was, "Don't be mad if I will just call you by your first name", and that just prompted me to share these thoughts. Our organization recently embraced the ‘Culture Wizard’ tool, a platform fostering cultural awareness. I’m privileged to contribute to this initiative, crafting activities that spark conversations around cultural dimensions. The “Hierarchy” dimension stands out, especially relevant to the Philippines—a country where hierarchical structures are not just prevalent but still celebrated. Practices in cultures like this include the use of honorifics such as “mam,” “sir,” and “doctor,”. This is a testament to our value system, where politeness and respect are important; which also influences how we communicate and interact with one another. I believe that this system of addressing individuals (using honorifics such as mam sir or doctor) is not inherently negative; rather, it is a cultural norm that signifies politeness and respect. Whether such practices need to change depends on the context and the evolving cultural dynamics. In some professional and social settings, maintaining these formalities can be seen as a way of upholding traditional values. However, in other contexts, especially in more modern or international environments, there may be a move towards more egalitarian ways of interaction. Ultimately, the appropriateness of these customs can be determined by the preferences of the people involved and the specific cultural environment they are operating in. It’s also important to consider that cultures are dynamic and can adapt over time to new norms and values. If there’s a collective desire for change towards a less formal mode of address, it could be gradually implemented while still respecting the cultural heritage of the Philippines. So to end this, I believe labeling these cultural practices as ‘toxic’ may lack sensitivity, considering the complexity of cultural nuances. We should approach such matters with a well-informed perspective that acknowledges and respects the diverse traditions and customs that shape societal interactions. P. S. I call some of my closest friends at work "Mam" and "Sir" when we're in the office but call them "sis" or "friend" outside. 😊

While the context of Diversity, Equity, and Inclusion (DEI) may vary from one country to another, including Malaysia, there are certain myths that can be prevalent in specific cultural or organizational settings. Here are 8 common myths about DEI in Malaysia. Agree or disagree? Share your own experiences in the comments below!

👬𝗖𝗿𝗮𝗰𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗖𝗼𝗱𝗲 𝗼𝗳 "𝗝𝗲𝗼𝗻𝗴" 𝗶𝗻 𝗞𝗼𝗿𝗲𝗮𝗻 𝗖𝘂𝗹𝘁𝘂𝗿𝗲👭⁠ ⁠ "Jeong" (정) is a complex, untranslatable term deeply rooted in Korean culture. It embodies a profound sense of connection, affection, and solidarity. Understanding "jeong" is key to grasping the intricate social fabric of Korea. It's a force that binds people together, creating a sense of unity and belonging that goes beyond mere acquaintanceship. If your potential business partner believe that you do not have “jeong”, there is a high risk of losing that business.⁠ ⁠ 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗕𝗼𝗻𝗱𝗶𝗻𝗴: "Jeong" describes the deep emotional bonds between individuals, often transcending words. It's the warmth felt in longstanding friendships, familial ties, and even among colleagues.⁠ ⁠ 𝗦𝗵𝗮𝗿𝗲𝗱 𝗛𝗶𝘀𝘁𝗼𝗿𝘆: It thrives on shared experiences, creating an unspoken understanding. Whether it's enduring challenges together or celebrating triumphs, "jeong" strengthens as individuals share history.⁠ ⁠ 𝗥𝗲𝗰𝗶𝗽𝗿𝗼𝗰𝗶𝘁𝘆: "Jeong" is reciprocal. It's not just about receiving; it's equally about giving. Acts of kindness, support, and consideration contribute to the growth of "jeong."⁠ ⁠ 𝗟𝗼𝗻𝗴-𝗹𝗮𝘀𝘁𝗶𝗻𝗴 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀: Unlike fleeting emotions, "jeong" endures. It's the force behind relationships that withstand the test of time, evolving and deepening as individuals navigate life's journey together.⁠ ⁠ 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗚𝗹𝘂𝗲: Beyond personal relationships, "jeong" extends to the collective, serving as a cultural glue. It connects people to their roots, fostering a sense of belonging within the larger Korean community.⁠ ⁠ 𝗘𝘅𝗽𝗿𝗲𝘀𝘀𝗶𝗼𝗻𝘀 𝗼𝗳 𝗖𝗮𝗿𝗲: Acts of care, even in small gestures, embody "jeong." It's reflected in the comfort of sharing a meal, offering a listening ear, or supporting someone during challenging times.⁠ ⁠ AKBC runs “Fundamentals of doing business in Korea” training to help our stakeholders better understand the nuances of doing business in Korea. Contact info@akbc.com.au if you have a delegation going to Korea. 🇦🇺🇰🇷⁠ ⁠ #AKBC #AustraliaKoreaBusinessCouncil #AKBCtraining⁠

RETHINKING THE YOUNG THAI GENERATION   The perception of Thailand’s Gen Z often includes stereotypes such as frustration, weak interpersonal skills, and challenging behavior. Our recent poll, in partnership with Marketbuzzz and the Mindexchange aimed to truly understand this generation.   The findings challenge common assumptions:   Happiness and Optimism: ·      Thai Zers (Gen Z) exhibit higher levels of happiness compared to other generations. ·      Despite the challenges posed by the Covid period, they remain optimistic about the future. Awareness of Global Issues: ·      Gen Z sees the world’s problems and their impact on the country with clarity. ·      They attribute many of these challenges to actions taken by previous generations. Balancing Independence and Respect: ·      While valuing independence and freedom, they are not inherently rebellious. ·      Their desire for autonomy coexists with respect for societal norms. We present a glimpse of our findings here. For more in-depth insights, feel free to reach out to Jerome at jerome@stamina-asia.com or Pattama at pattama@stamina-asia.com.

"Kia mihia te whenua, te tangata whenua, me te reo ake o te whenua"—May the land, its people, and its indigenous language be acknowledged. "Ko Kerry tōku ingoa. He tangata Tiriti ahau. Toitū Te Tiriti, mō ngā mokopuna," —my name is Kerry, and I am tangata Tiriti. Long stand Te Tiriti o Waitangi, for our grandchildren’s benefit. This declaration is a statement of respect and an ongoing, deeply personal commitment for me. As a business leader in Aotearoa New Zealand, I recognise the profound importance of honoring Te Tiriti o Waitangi. This commitment is reflected in my daily actions and advocacy for the beauty of te ao Māori, its language, culture, and rights. # Why This Commitment Matters To Me I believe acknowledging Te Tiriti o Waitangi is essential for fostering a society that respects and recognises the unique position Māori hold as the indigenous people of Aotearoa New Zealand and signatories to Te Tiriti, ensuring their rights and traditions are preserved and celebrated. These are my two pledges: 1. To support the revitalisation of Te Reo and Te Ao Māori in any way I can. 2. To promote an inclusive and diverse society where those, particularly within under-represented communities, feel seen, heard, and respected. # What This Means Personally To me, being tangata Tiriti means more than just acknowledging historically significant commitments, an expansive worldview, or a beautiful language. It is about actively participating in the journey towards equity and justice for Māori. It involves continuous learning, listening, and engaging with Māori communities to better understand their perspectives and needs. My commitment to this cause is a promise to future generations—"mō ngā mokopuna"—to ensure they inherit a thriving society. # The Path Forward As business leaders in Aotearoa New Zealand, how might we incorporate these values into our everyday operations and strategies? 1) Cultural Intelligencd Training: Implement training programs that educate employees about Te Tiriti o Waitangi, Māori culture, and language. 2) Language Promotion: Encourage the use of Te Reo Māori in the workplace, through bilingual signage, communication, and events. 3) Community Engagement: Foster partnerships with Māori communities to support local initiatives and projects. 4) Policy Development: Ensure that company policies reflect a commitment to Te Tiriti o Waitangi and the principles of equity and inclusion. Let us strive for open hearts and right actions, standing nurtured on our lands, strong and confident in our differences, yet united by a shared vision to create a thriving future for generations to come. Kia kaha. Kia māia. Kia manawanui! #KiaMihia | #TangataTiriti | #TeTiriti | #Māori | #TeReoMāori | #IndigenousRights | #CulturalCommitment | #DiversityAndInclusion | #Equity | #CulturalIntelligence | #LanguagePromotion | #CommunityEngagement | #PolicyDevelopment | #FutureGenerations | #ThrivingSociety | #KiaKaha | #KiaMāia | #KiaManawanui