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Singapore's Race Relations: Reflecting on Progress - Are We There Yet? . In a fascinating exploration of Singapore's past, a speech by the nation's first Chief Minister, David Saul Marshall, sheds light on the complex dynamics of race relations in the early years. Marshall, a prominent figure from the 1950s, was a Sephardic Jew from Baghdad who became an influential lawyer, politician, and diplomat. His reflections on race relations then prompted a critical question: How far have we come regarding racial harmony, and what obstacles remain? . Marshall's speech, delivered at Raffles Institution in 1954, is a stark reminder of a different era. Yet, it also uncannily echoes the experiences of many ethnic minorities today. His earliest memory of being conscious of his race was a taunt from his local Singapore-born classmates1. Fast forward to today, and we see similar micro-aggressions endured by minority communities. . Moreover, Marshall's shock at discovering segregated standard rooms for teachers at his school is a testament to the physical manifestation of racial segregation. This raises an uncomfortable question: Are there subtle forms of segregation still prevalent in our society today? . Additionally, Marshall's struggle to find employment due to his ethnicity resonates with the experiences of many today. Despite being a qualified lawyer, he faced barriers to employment at legal firms. This brings us to the question: Are we doing enough to ensure equal opportunity for all races in our professional fields? . Marshall's dream was for a Singapore where 'illogical discriminations of race' no longer existed. Almost seven decades later, we are forced to confront the reality: Have we truly made significant strides toward this vision? Or are we still grappling with the same issues, albeit in different forms? . _______________________ 😉 I am Jack ✅ I am a retired accredited tax advisor and a senior leader in Blair Singer Training Academy authorised to teach Blair’s signature sales, team development, and personal development programs in Asia. Blair is the Former Rich Dad Advisor for Robert Kiyosaki, the author of Rich Dad Poor Dad. . Like this post and Want to see more? 🔔 Ring it on my Profile 👍 Follow #jackhmwong 🔝 Connect with me . #facilitation #publicspeaking #ed ucation

I'm personally uplifted to see so many of Australia's best leaders come together as one, regardless of their differences, political or otherwise. The Australian culture is unique and precious - and like all cultures, vulnerable to divisive social media and hatred. Only through deliberate prosocial collaboration will we maintain a reasonable degree of social justice. THE PLEDGE We are leaders from diverse industries and professions across Australia. We cherish the Australian way of life; one which celebrates acceptance, cultural diversity and the values of a modern tolerant democracy. Over the last seven weeks, a 482% rise in antisemitic incidents has swept Australia’s shores. We have been alarmed at the offensive language, vandalism and harassment occurring on our streets, university campuses and outside public Australian landmarks including the Sydney Opera House, Flinders Street Station and Parliament. We are unequivocal in our resolve that racism in all its forms is deplorable and abhorrent. Whether directed towards Jewish Australians, Muslim Australians, Asian Australians, Indigenous Australians or any other minority, we will not tolerate such conduct in our workplaces and firmly reject it in our communities. To our Jewish employees, business partners, customers and all who are affected, we acknowledge the heightened feelings of threat being felt by your community right now and affirm your right to physical and psychological safety. All Australians are entitled to be treated with respect, free from offensive, hostile and intimidating behaviour. We stand against antisemitism, Islamophobia and any form of racism in our workplaces, hiring practices and business dealings. Together, we are united in our support of an Australia where all citizens are treated with respect, inclusivity and dignity. #endhate

Happy Independence Day to the American friends here in my network. It's just ticked over to the 4th of July in parts of your country, so I thought to get the jump on it. While it is not a holiday we observe here in Australia, I do feel like it is important to celebrate, reflect, and champion the ideals of freedom and acceptance - as well as the importance of coming together as a nation through our joint independence. Independence is more than just a historical milestone; it’s a continuous journey towards self-determination, freedom, and progress. It reminds us to value our rights and responsibilities, to cherish our diverse cultures, and to strive for a society where everyone feels included and empowered. In Australia, we are privileged to live in a vibrant, multicultural society where the spirit of independence is reflected in our everyday lives. It's a reminder of our commitment to democracy, equality, and the ongoing pursuit of social justice for all. As we think about our own history and the progress we’ve made, let’s also recognise the work that still needs to be done to ensure every Australian enjoys the freedoms and opportunities that come with true independence. Today is a special day. Let us use today as a catalyst to celebrate and embrace independence as a nation, and also embrace our USA families as they come together as a nation to reflect and commemorate this important day in the yearly calendar. #IndependenceDay #Freedom #Inclusion #Diversity #Australia

The Hong Kong Chief Executive, John Lee, delivered his second Policy Address on 25 October 2023 (2023 Hong Kong Policy Address), titled “A Vibrant Economy for a Caring Community”, centered around the overarching objectives of boosting the economy, fostering development, improving the well-being of the people of Hong Kong and promoting youth development. For more information please follow the link: https://cutt.ly/RwErwmQF #newsletter #Charltonslaw #policy #policyaddress

Part 3A : Part 3: Chapter 3: The Embrace of Change It was a period of listening, of genuine attempts to understand the other side’s perspective. The government, taking cues from these grassroots movements, began to implement more inclusive policies. These aimed not only at easing the economic strain perceived by the original residents but also at ensuring that the immigrants could integrate more smoothly into the fabric of New Zealand society. Local initiatives flourished, from mentorship programs pairing long-standing Kiwis with new arrivals, to community service projects designed to address local issues collectively. These efforts were underpinned by a shared recognition that the strength of New Zealand lay in its community’s cohesion and mutual respect. As the nation navigated through these changes, a new culture of inclusivity and openness began to emerge. The initial resistance softened into acceptance, and with time, enthusiasm. The narrative of New Zealand was being rewritten, enriched by the diversity of its people and their shared commitment to a common future. The embrace of change was not immediate, nor was it always easy. But through a series of small steps, conversations, and shared experiences, the people of New Zealand began to see that their nation’s identity was not being diluted but expanded. They realized that the true essence of their country lay in its ability to adapt, to welcome, and to grow—together.

I’m a firm believer that politics is the last thing that should be dragged onto this turgid website, and a firmer believer that the Voice is not political. It is much simpler, and much more important than politics - it asks us to consider what it is to be Australian. Modern Australia struggles with a singular identity. The last (white) one we had is woefully outdated. It persists perhaps for a lack of convenient alternatives - and convenience should not be a consideration. We should lean into the wonderful, complex ambiguity of the Australian people. It is a good and rich problem to have, for a country that is 52% first and second generation; that has had 20% of its population has arrive in the last decade. We don’t need to lean on older models of nationhood and citizenship to solve this - they make sense for the Frances and the Japans and the United States-es, and so on. We can build our own, proportionate sense of galvanised identity, as and when we need it. Whether born, naturalised or hopeful; whether you live here or overseas; a core element of belonging to Australia must be the recognition that to be the current bearers of culture, in a place that has at least 60,000 years of continuous civilisation, is one of the single great privileges available to anyone on this planet. That, with a good grace we probably didn't earn, the First Nations people in this country welcomed us to take a role in such a dynamic, ongoing culture, should be as profound as it is humbling. This may be the single common thing that an Australian identity requires: a sense of pride in our collective history that isn’t afraid to recognise fault, and a willingness to build a collective future on that same principle - that we are strong enough to recognise our failures as well as our achievements; that we are resolute in expunging past evil, as much as we are committed to future good. The Voice is a rare opportunity for a country to take pride in itself, and to collectively construct something fairer, and greater, and more welcoming. I hope we take that opportunity as a nation. I hope we vote Yes.

This 👇, 💯%! Equity is the frequently missing key component of any EDI/DEI approach. Even if we are all offered the same opportunities, it doesn't mean we are all equally capable of seizing those opportunities. Factors such as our environment, socio-economic background, health (or lack thereof), caring responsibilities, etc., can be incredibly limiting/debilitating. What are you doing, as an employer/recruiter, to ensure such common barriers to advancement are removed - so that all candidates/employees are given a fair chance at success..? Interestingly, all the above issues/challenges tend to more significantly impact women and historically marginalised communities. We know this, in the EDI community - but progress is still slow in addressing the disparity.

We love the word 'fair' in Australia. 'Fair enough'; 'fair dinkum, 'fair suck/shake of the sauce bottle', 'Advance Australia Fair...." Indeed, ‘fair go’ is one of the most pervasive and enduring values expressed in Australian cultural and political discourse. However, in Australia, we have a problem. We equate fairness with equality. But fairness needs equity. Treating people equally doesn't achieve fairness if people aren't starting from the same place. Equality doesn't recognise that some people face barriers in their lives that others don't through no fault of their own. And where there isn't a level playing field, then treating everyone the same perpetuates inequality. Equity, on the other hand, is about fairness and justice in providing opportunities and resources based on individual or group needs and circumstances. It acknowledges that people have varying starting points and challenges and aims to level the playing field by allocating resources and opportunities accordingly. The goal of equity is to ensure that everyone has a fair shot at success and that disparities in outcomes are addressed by addressing the underlying inequalities. Achieving equity often requires recognising and adjusting for existing disparities to ensure that individuals or groups have equal opportunities to thrive. Access our DEI expertise here: https://lnkd.in/gSX3TvbN

📣 Splitting a country into regions or administrative divisions is a highly political decision! That's why they are often confusing and structured differently for each country. 🇸🇬 A good illustration of this is the council distribution in Singapore. Since 2001, Singapore has been divided into 5 administrative areas called Community Development Councils (CDC). The council boundaries follow those of existing political divisions. The role of each council is to manage community programs to promote social cohesion within local communities. Due to its political boundary association, the divisions are modified before each election every 5 years! Countries like Belgium or France merge or split into communes for political reasons, but redesigning the whole coverage so often is uncommon. #locationintelligence #administrativeboundaries #territorymapping

NATIONAL DIVERSITY & INCLUSION AWARDS 2024 The only dedicated awards to celebrate D&I progress in Ireland   IDA Ireland – Ireland’s Foreign Direct Investment (FDI) agency – is the proud sponsor of the award that recognises the efforts of an organisation to improve participation in the workplace for people who are disadvantaged or marginalised in some way. IDA Ireland is an established leader in D&I and proud holder of prestigious #InvestorsinDiversity Silver - Ireland’s premier D&I accreditation.   Maintaining the integrity and impartiality of the awards means that IDA Ireland is not able to enter the awards and have no involvement in the judging process.   All 11 award categories are OPEN NOW for entries/nominations - free to enter - from individuals, groups, businesses and organisations from all sectors that are contributing to progress. Full details/Enter or Nominate here - www.NDIawards.ie (Closing Date - 20 October 2022)   Further information and queries, email: awards@irishcentrefordiversity.ie   #diversityandinclusion #celebratediversity #diversityawards #diversityevents