67% of Philippine Companies Offer LGBTQIA+ Benefits, Signalling Strong Diversity Progress

Here are some of the key findings from the survey

– 62% of employees are aware of employee resource groups focused on diversity and inclusion
– 50% of respondents state that their organisations have diversity training programs
– 51% of respondents state that their organisations support work-life balance with flexible work hours and remote work options
– 67% of workplaces offer special benefits for LGBTQIA+ employees
– 58% of respondents say their organisation is responsive or highly responsive to feedback on diversity issues

Manila, Philippines, July 22, 2024 – (ACN Newswire) – In today’s globalised economy, Diversity and Inclusion (D&I) play a crucial role in driving innovation and competitiveness in the workplace. A recent survey by foundit, a leading talent platform, highlights significant progress and exciting opportunities in D&I practices across Philippine organisations.

The survey unveils a promising landscape in the Philippines’ corporate environment, with a majority of respondents reporting that their organisations offer special benefits for LGBTQIA+ employees and have employee resource groups focused on diversity and inclusion. These findings point to the substantial strides Philippine workplaces have made in harnessing the proven benefits of diverse teams, such as enhanced innovation, improved decision-making, and stronger financial performance.

Diversity, Equity, and Inclusion (DEI) have become critical focus areas for organisations worldwide. DEI initiatives aim to create workplaces that reflect the broader society, ensure fair treatment and access to opportunities for all employees, and foster an environment where everyone feels valued and empowered to contribute.

As businesses increasingly recognise the benefits of diverse teams, understanding the current state of DEI practices is crucial.

The survey, conducted as part of foundit’s ongoing commitment to fostering diverse and inclusive work environments, highlights the alignment between organisational intentions and implemented actions regarding diversity initiatives in the Philippines.

While 50% of employees report that their organisations have diversity training programs in place, there’s still room for growth, as 35% of respondents are not at all familiar with the concept of diversity hiring. Encouragingly, 58% feel their organisation is responsive or highly responsive to feedback on diversity issues.

These findings suggest a strong commitment to diversity in principle and significant progress in implementation, with exciting opportunities to further enhance diversity initiatives.

Sekhar Garisa, CEO of foundit, commented on the findings: “The Philippines is demonstrating remarkable progress in creating inclusive workplaces. It is particularly encouraging to see that 67% of companies offer special benefits for LGBTQIA+ employees, showcasing a deep commitment to inclusivity. This positions the Philippines as a leader in the region for LGBTQIA+ workplace support.

The high awareness of employee resource groups and the prevalence of diversity training programs indicate that Philippine businesses are taking concrete steps towards fostering inclusive environments. As we move forward, there’s a fantastic opportunity to build on this foundation, particularly in areas such as diversity hiring awareness and expanding training programs. Organisations that continue to invest in these areas will not only create more inclusive workplaces but also unlock new levels of innovation and competitiveness in the global market.”

Key findings from the survey include:

LGBTQIA+ Support: 67% of respondents report that their workplace supports LGBTQIA+ employees with special benefits, including healthcare coverage, family and relationship benefits, mental health support, and training and education benefits.
Diversity Awareness and Definition: While 35% of respondents are not at all familiar with the concept of diversity hiring, among those familiar with the concept, 62% define workplace diversity comprehensively, including actively seeking diverse individuals, creating an inclusive environment, embracing a diversity mindset, and complying with anti-discrimination laws.
Organisational Commitment: 50% of respondents believe their workplace is highly or extremely committed to hiring a diverse team, while 24% perceive a moderate commitment, and 9% report no commitment at all.
Training Needs and Effectiveness: 50% of respondents state that their organisations have diversity training programs, with 46% having mandatory programs. In terms of effectiveness, 30% reported becoming fully aware from training, while 27% saw no increase in awareness.
Recruitment Practices: Respondents report that organisations are adopting various initiatives to ensure equal opportunities. These include conducting interviews in diversity-friendly spaces (18%), inviting applications from diverse communities (15%), consistent commitment to diversity hiring goals (14%), and regular reviews to update hiring processes to mitigate bias (14%).
Provisions for Applicants with Disabilities: Respondents state that organisations offer specific accommodations, such as accessible online application processes (17%), accessible interview venues (16%), and additional time allowances for assessments if needed (16%).
Work-Life Balance: 51% of respondents state that their organisations have policies in place to support work-life balance with flexible work hours and remote work options, particularly for women with caregiving responsibilities.
Employee Resource Groups: 62% of respondents are aware of employee resource groups focused on diversity and inclusion within their organisations, with 49% finding these groups highly or extremely valuable.
Peer Support and Networking: 42% of respondents state that their organisations frequently or always facilitate peer support and networking opportunities for diverse groups, 25% say they sometimes do so, and 14% report that their organisations rarely or never provide these opportunities.
Responsiveness to Feedback: 58% of respondents perceive that their organisations are responsive or highly responsive to feedback on diversity issues, highlighting a positive trend in organisational communication and action on diversity-related concerns.

“These findings showcase the Philippines as an emerging leader in corporate diversity and inclusion,” Garisa added. ” As we look ahead, there’s an exciting opportunity for Philippine businesses to leverage this strong foundation in workplace equality and lead the way for inclusive workplaces across the region.”

The survey was conducted as part of TRIUMPH, Asia’s leading virtual career fair for diversity, demonstrating foundit’s commitment to promoting inclusive workplaces.

As organisations navigate the evolving landscape of workplace diversity, this survey serves as a crucial benchmark, offering insights into current practices and highlighting areas for future focus and improvement. By leveraging their strengths and addressing opportunities for growth, companies can create even more inclusive and successful workplaces.

About foundit – APAC & Middle East

foundit, formerly Monster (APAC & ME) is a leading talent platform offering comprehensive employment solutions to recruiters and job seekers across APAC & ME. In addition to a powerful AI-powered job search, foundit offers e-learning, assessments, and services related to resume creation, interview preparation, and professional networking. Since its inception, the company has assisted over 90 million job seekers across 18 countries in upskilling and connecting them with the right job opportunities. foundit is now also the Official Talent Partner of the Badminton World Federation across 20 key world tour events.

Over the last two decades, the company has been a leader in the world of recruitment solutions and has recently launched a cutting-edge solution to give recruiters access to passive candidates in addition to active ones. With the use of advanced technology, foundit is seeking to efficiently bridge the talent gap across industry verticals, experience levels, and geographies.

Today, foundit is committed to enabling and connecting the right talent with the right opportunities by harnessing the power of deep tech to sharpen hyper-personalised job searches and offer precision hiring.

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Malaysian CropLife & Public Health Association Calls for Action Against Illegal Pesticides

SELANGOR, Malaysia, July 18, 2024 – (ACN Newswire) – The Malaysian CropLife & Public Health Association (MCPA), a national association representing the plant science and public health industries of Malaysia, calls for action against illegal pesticides after the tragic poisoning incidents of two young boys and the hospitalization of a teenager upon consumption of rat poison-laced snacks, as reported in the media. These heartbreaking events underscore the urgent need for stringent measures against the use and sale of illegal pesticides.

“The use of illegal and unregistered pesticides poses significant risks not just to public health but also to the environment and economies. We strongly condemn the use of such products,” said Ms. Marie Goh Chooi Fong, Associate Director, Malaysian CropLife & Public Health Association (MCPA).

“Furthermore, the proliferation of unregistered and illegal pesticides through online platforms is a growing concern. We urge the authorities to intensify efforts to govern the online sale of pesticides. Ensuring that all pesticides sold online are properly registered and comply with safety standards is crucial to prevent further tragedies,” she added.

Pesticides are some of the most tested and regulated products in the world. Likewise, in Malaysia, the pesticide industry is rigorously regulated by the Pesticides Board (PB) of the Department of Agriculture (DOA). Only pesticides that comply with stringent safety, toxicology, bio-efficacy, and other standards are approved by PB for sale. MCPA members, as registrants, strictly adhere to the Act, rules, and guidelines provided by PB to ensure safety while supporting national needs, including food security. Additionally, MCPA members adhere to the International Code of Conduct on Pesticides Management (ICOC) by the Food and Agriculture Organization (FAO) of the United Nations (UN).

MCPA and its members have been actively promoting Good Agriculture Practice (GAP) and stewardship programs for decades. These stewardship programs include educating users and promoting practices that encourage the responsible, safe and efficient use of pesticides. This is undertaken within the context of promoting an Integrated Pest Management (IPM) strategy and forms an important part of the industry’s life-cycle approach to product stewardship. MCPA also partners with the food value chain and government agencies to ensure food safety.

MCPA remains committed to supporting farmers and advancing the use of innovative agricultural technologies for a safe, affordable and secure food supply.

About Malaysian CropLife & Public Health Association (MCPA)

MCPA is a non-profit trade association, the voice of the plant science and public health industry in Malaysia. We advocate a safe, secure food supply, and our vision is food security enabled by innovative agriculture. MCPA is one of the 15 national associations under CropLife Asia, based in Singapore. For more information, visit us at www.mcpa.org.my.

For more information please contact:
Marie Goh Chooi Fong
Associate Director
Malaysian CropLife & Public Health Association (MCPA)
marie@mcpa.org.my

foundit Survey: 52% of Singaporean organisations show responsiveness to diversity issues, highlighting key growth opportunities

SINGAPORE, July 15, 2024 – (ACN Newswire) – In today’s globalised economy, Diversity and Inclusion (D&I) play a crucial role in driving innovation and competitiveness in the workplace. A recent survey by foundit, a leading talent platform, highlights both progress and areas for growth in D&I practices across Singaporean organisations.

The survey uncovers notable opportunities in Singapore’s corporate environment, with a significant number of respondents claiming that their organisations do not have a diversity training program and some respondents still getting familiar with the concept of diversity hiring. However, a substantial segment of employees believe their workplace is committed to hiring diverse teams. These findings point to opportunities for Singaporean workplaces to better harness the proven benefits of diverse teams, such as enhanced innovation, improved decision-making, and stronger financial performance.

As businesses increasingly recognise the benefits of diverse teams, understanding the current state of DEI practices is crucial.

The survey, conducted as part of foundit’s ongoing commitment to fostering diverse and inclusive work environments, highlights an opportunity to better align organisational intentions and implemented actions regarding diversity initiatives.

While 36% of employees believe their workplace is highly or extremely committed to diversity hiring, 48% of respondents claim their organisations do not have diversity training programs in place. Additionally, 26% of respondents are not at all familiar with the concept of diversity hiring, while 52% feel their organisation is responsive or highly responsive to feedback on diversity issues.

These findings suggest a commitment to diversity in principle, but there are opportunities to improve the implementation of effective diversity initiatives.

Sekhar Garisa, CEO of foundit, commented on the findings: “Our survey reveals that Singapore is at a crucial juncture in its journey towards truly inclusive workplaces. It’s encouraging to see that over a third of organisations are highly committed to diversity hiring, laying down a strong foundation for progress. However, there is a clear opportunity for growth, particularly in implementing effective training programs and raising awareness about diversity concepts.

The fact that 52% of respondents feel their organisations are responsive to diversity feedback is a positive sign. Nevertheless, with 48% of companies yet to establish diversity training programs, there is a great opportunity to enhance their diversity efforts. Singaporean businesses that seize this opportunity to implement comprehensive DEI strategies will not only create more inclusive environments but also gain a competitive edge in innovation and attracting talent.”

Key findings from the survey include:

Diversity Awareness and Definition: 26% of respondents are not at all familiar with the concept of diversity hiring. Among those familiar with the concept, 56% define workplace diversity comprehensively. This includes actively seeking diverse individuals, creating an inclusive environment, embracing a diversity mindset, and complying with anti-discrimination laws.
Organisational Commitment: 36% of respondents believe their workplace is highly or extremely committed to hiring a diverse team, while 20% perceive a moderate commitment, and 10% report no commitment at all.
Training Needs and Effectiveness: 48% of respondents state that their organisations do not have diversity trainingprograms. Among those that do offer training, 36% claim they have mandatory programs, while 16% state they were offered non-mandatory options. Regarding effectiveness, 21% reported significant awareness gains from training, while 30% saw no increase in awareness.
Recruitment Practices: Respondents report that organisations are adopting various initiatives to ensure equal opportunities. These include conducting interviews in diversity-friendly spaces (16%), inviting applications from diverse communities (15%), providing anti-bias training (14%), and consistently committing to diversity hiring goals (13%).
Provisions for Applicants with Disabilities: Respondents state that organisations offer specific accommodations for persons with disabilities, such as accessible online application processes (17%), accessible interview venues (16%), and additional time allowances for assessments if needed (16%).
Work-Life Balance: 36% of respondents believe their organisations have policies in place to support work-life balance, particularly for women with caregiving responsibilities, offering them flexible work hours and remote work options.
Employee Resource Groups: 53% of respondents are aware of employee resource groups focused on diversity and inclusion within their organisations, with 41% finding these groups highly or extremely valuable.
Peer Support and Networking: 20% of respondents state that their organisations frequently facilitate peer support and networking opportunities for diverse groups, 27% say they sometimes do so, and 22% report that their organisations rarely or never provide these opportunities.
Responsiveness to Feedback: 52% of respondents perceive that their organisations are responsive or highly responsiveto feedback on diversity issues, highlighting a positive trend in organisational communication and action on diversity-related concerns.

“These findings paint a nuanced picture of diversity and inclusion in Singapore’s corporate landscape,” Garisa added. “While we see promising signs of commitment and awareness from organisations, the real opportunity for organisations is to take the next step to implement these initiatives. At foundit, we’re committed to supporting organisations in this journey, helping them harness the full potential of diverse teams to drive innovation and success in Singapore’s dynamic business environment.”

The survey was conducted as part of TRIUMPH, Asia’s leading virtual career fair for diversity, further demonstrating foundit’s commitment to promoting inclusive workplaces.

As organisations navigate the evolving landscape of workplace diversity, this survey serves as a crucial benchmark, offering insights into current practices and highlighting areas for future focus and improvement. By addressing these gaps, companies can create more inclusive and successful workplaces.

About foundit – APAC & Middle East

For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Malaysian companies have significant scope to promote diversity at the workplace – according to a foundit survey

KUALA LUMPUR, July 4, 2024 – (ACN Newswire) – In today’s globalised economy, Diversity and Inclusion (D&I) play a crucial role in driving innovation and competitiveness in the workplace. However, a recent survey by foundit, a leading talent platform, highlights areas for growth in D&I practices across Malaysian organisations.

The survey uncovers notable opportunities in Malaysia’s corporate environment with a significant number of respondents claiming that their organisations do not have a diversity training program and some respondents still getting familiar with the concept of diversity hiring. However a substantial segment of employees believe their workplace is highly committed to hiring diverse teams. These findings point to opportunities for Malaysian workplaces to better harness the proven benefits of diverse teams, such as enhanced innovation, improved decision-making, and stronger financial performance.

As businesses increasingly recognise the benefits of diverse teams – including enhanced innovation, improved decision-making, and better financial performance – understanding the current state of DEI practices is crucial.

While 32% of employees believe their workplace is highly committed to diversity hiring, 49% respondents claim their organisations do not have diversity training programs in place. Additionally, 28% of respondents are not familiar with the concept of diversity hiring, while 29% feel their organisation is responsive to feedback on diversity issues.

These findings suggest a commitment to diversity in principle, but there are opportunities to improve the implementation of effective diversity initiatives.

Sekhar Garisa, CEO of foundit, commented on the findings: “It is imperative that companies set clear goals with respect to diversity and inclusion and build a more comprehensive plan to achieve them. Some immediate, practical steps include cultural sensitivity training for all employees, mentorship programs to support underrepresented groups, and promoting flexible working arrangements to accommodate various needs.

It’s also crucial to recognise that diversity cannot exist without inclusion making it important to have policies that ensure everyone feels part of the team. Ensuring diverse leadership at the top also sets a positive tone for the entire organisation. By focusing on these actions, Malaysian businesses can create more inclusive workplaces, spark innovation, and boost their global competitiveness.”

Key findings from the survey include:

Diversity Awareness and Definition: 28% of respondents are completely unfamiliar with the concept of diversity hiring. Among those familiar with the concept, 49% define workplace diversity as being inclusive of all backgrounds, experiences, and perspectives, showing a nuanced understanding of the concept.
Organisational Commitment: While 32% of respondents believe their workplace is highly committed to hiring a diverse team, 25% perceive a moderate commitment, and 12% report no commitment at all.
Training Needs and Effectiveness: 49% of respondents state that their organisations do not have diversity trainingprograms. Of those that do offer training, 29% claim they have mandatory programs, while 22% state they were offered non-mandatory options. In terms of effectiveness, 22% report significant awareness gains from training, while 31% saw no increase in awareness.
Recruitment Practices: Respondents report that organisations are adopting various initiatives to ensure equal opportunities. These include inviting applications from diverse communities (17%), conducting interviews in diversity-friendly spaces (16%), using diverse hiring panels (13%), and regularly updating hiring processes to reduce bias (12%). Additionally, 9% organisations provide training for hiring managers to combat unconscious bias.
Provisions for Applicants with Disabilities: Respondents state that organisations offer various accommodations, such as accessible interview venues (14%), accessible online application processes (16%), and additional time allowances for assessments if needed (10%).
Work-Life Balance: 36% of respondents believe their organisations have policies in place to support work-life balance, particularly for women with caregiving responsibilities or differently-abled individuals.
Employee Resource Groups: 47% of respondents are aware of employee resource groups focused on diversity and inclusion within their organisations, with 28% finding these groups highly valuable.
Peer Support and Networking: 29% respondents state that their organisations sometimes facilitate peer support and networking opportunities for diverse groups, 20% say they rarely or never do so, and 19% report that their organisations provide these opportunities frequently.
Responsiveness to Feedback: 29% of respondents perceive that their organisations are responsive to feedback on diversity issues, highlighting an opportunity for improved communication and action on diversity-related concerns.

“These findings underscore the importance of not just implementing diversity initiatives, but ensuring they are effective and meaningful,” Garisa added. “At foundit, we believe that embracing diversity is not only a moral imperative but also a strategic advantage in today’s global marketplace.”

The survey was conducted as part of TRIUMPH, Asia’s leading virtual career fair for diversity, further demonstrating foundit’s commitment to promoting inclusive workplaces.

As organisations navigate the evolving landscape of workplace diversity, this survey serves as a crucial benchmark, offering insights into current practices and highlighting areas for future focus and improvement. By addressing these gaps, companies can create more inclusive and successful workplaces.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

MSG Officials: Papua Is Stable and Conducive Overall

JAKARTA, June 20, 2024 – (ACN Newswire) – The Melanesian Spearhead Group (MSG) team, led by Director General Leonard Louma and Executive Advisor Christopher Nisbert, emphasized that Papua is stable, and conducive overall. Economic and social activities are well and normal. The statement was released after MSG officials visited the Land of Cenderawasih, as Papua is known, traveling overland from Port Moresby, Papua New Guinea (PNG) to Jayapura on Monday, 17 June.

Vice President Ma'ruf Amin (left) waves to residents in the Malawei Fishing Village, Sorong Manoi District, Sorong City, West Papua, on Thursday (6 June 2024). The government set a target to build 350 houses for indigenous Papuan fishers in 2014, but only 40 houses have been completed due to technical constraints, including environmental impact assessments (AMDAL permits). Therefore, the remaining houses will be completed in 2024/2025. (ANTARA FOTO/Olha Mulalinda/Spt.) — Vice President Ma’ruf Amin waves to residents in the Malawei Fishing Village, Sorong Manoi District, Sorong City, West Papua, on 6 June 2024. The Indonesian government targeted building 350 houses for indigenous Papuan fishers in 2014, but only 40 houses have been completed due to technical constraints, including environmental impact assessments (AMDAL permits). The remaining houses will be completed in 2024/25.(ANTARA FOTO/Olha Mulalinda/Spt.)

Usman Kansong, Head of the Public Communication Task Force for Papua Welfare, appreciated the MSG team’s visit. “This is a positive step, and I would like to express my appreciation for MSG because its two leaders were able to witness the real conditions in Bumi Cenderawasih, and various developments that the government has undertaken in Papua,” he said in Jakarta on Tuesday, 18 June.

During their visit, both Leonard Louma and Christopher Nisbert agreed that Indonesia could serve as a good example of how a country manages its borders. These best practices could be emulated in border areas in the MSG region. They also believe that Indonesia’s role in the ASEAN region will be crucial and beneficial for MSG member countries, providing various advantages and benefits in multiple fields.

Specifically, Leonard Louma revealed that he would promote cooperation in the plantation sector within MSG that involves Indonesia, including a vanilla plantation program in Vanuatu and the Solomon Islands. Therefore, he believes it is necessary to create an economic corridor in the form of an MSG vanilla association to strengthen the vanilla commodity in the region.

Indonesia’s involvement is crucial because it is believed to help open the ASEAN market. This is highly beneficial as MSG is working to build communication and involve Indonesia regionally. During his visit, Leonard Louma also discussed the potential for cooperation in education between MSG and Indonesia, suggesting that student and faculty exchanges can be realized soon.

Separately, Senior Advisor Theo Litaay of the Presidential Staff Office deemed the MSG leaders visit to Indonesia a significant breakthrough that benefits the region across various economic, socio-cultural, and political sectors. “Such regional cooperation will expand economic growth towards the Pacific. The region will benefit from economic growth in Southeast Asia as a driver for development. That is from a regional perspective,” he said.

Leonard Louma and Christopher Nisbert, with their entourage, arrived in Indonesia from Port Moresby via overland journey to the Skouw-Wutung border on Monday, 17 June. They arrived at the border post around 10:00 AM local time, accompanied by Indonesian Consul General Tangkuman Alexander, and left the post with Representatives of the Border Affairs and Cooperation Agency of Papua Province as they continued their journey to the city of Jayapura, observing developments in Papua.

Both MSG leaders attended the MSG Security Strategy (MSG SS) on Wednesday, 19 June, in Jakarta, organized by the Indonesian Ministry of Foreign Affairs. The MSG SS aims to gather various input from Non-Governmental Organizations (NGOs), including civil society, regarding key priorities in addressing security challenges in the region.

* Note: The Melanesian Spearhead Group is an intergovernmental organization, composed of the four Melanesian states of Fiji, Papua New Guinea, Solomon Islands and Vanuatu, and the Kanak and Socialist National Liberation Front of New Caledonia. In June 2015, Indonesia was recognized as an associate member.

For more information, please contact the Directorate General of Public Information and Communication, Usman Kansong (+62 81 678 5320), or visit https://infopublik.id for up-to-the-minute news.

New CropLife Asia and EU-ASEAN Business Council Report Highlights Pathways for Sustainable Agriculture in Southeast Asia

SINGAPORE, June 14, 2024 – (ACN Newswire) – CropLife Asia and the EU-ASEAN Business Council have jointly released a report on the sustainability of food systems in ASEAN. The report titled “Report on ASEAN Food Systems Sustainability,” draws on discussions from the first ASEAN Food Systems Sustainability Workshop that was held in Jakarta in November 2023. This report provides an analysis of the current challenges and opportunities facing agriculture and crop production in Southeast Asia, underscoring the need for region-specific solutions in light of global sustainability trends.

“This report is a call to action for countries in Southeast Asia to ensure national agricultural strategies address national needs and realities,” said Dr. Siang Hee Tan, Executive Director, CropLife Asia. “Realizing safe, secure and sustainable regional food systems requires balancing increased productivity with environmental protection and economic viability for our smallholder farmers. We can and must work together to make certain Southeast Asia’s smallholders have access to innovative technologies enabling greater food production with fewer natural resources and less impact to the world around us.”

The report sheds light on the effects of rising population growth and food demand in Southeast Asia. The region is expected to have nearly 30 million more people in 2030 compared to the European Union. This projection highlights the need for innovative approaches that help provide a reliable and affordable food supply. Another key finding from the report is the growing climate change impact to the region’s agricultural sector including lower yields, increased risks from extreme weather events and the continued spread of pests and diseases. The region’s unique tropical climate as well as soil condition further contributes to these agricultural challenges.

“We live in a world where food security, improving the nutritional value of the food we produce, and raising rural incomes are all of increasing importance and are all equally key sustainability measures. And, we have to do this whilst also taking care of and protecting our natural environment. As this report highlights, these things can be done together, in balance,” said Chris Humphrey, Executive Director, EU-ASEAN Business Council.

The report also provides insight into the key crop export landscape in ASEAN and how the stringent agricultural and environmental policies of the EU Green Deal could hinder productivity and sustainability in the region. Additionally, the report emphasizes the role and relevance in the region of agricultural innovations including digital solutions for food distribution, training farmers in efficient farming techniques and the use of gene-editing and crop protection technologies.

The full report can be accessed on CropLife Asia’s website through the following link: https://www.croplifeasia.org/wp-content/uploads/2024/06/Report-on-ASEAN-Food-Systems-Sustainability-FINAL-2024.pdf

About CropLife Asia

CropLife Asia is a non-profit society and the regional organization of CropLife International, the voice of the global plant science industry. We advocate a safe, secure food supply, and our vision is food security enabled by innovative agriculture. CropLife Asia supports the work of 15 member associations across the continent and is led by six member companies and one associate member company at the forefront of crop protection, seeds and/or biotechnology research and development. For more information, visit us at www.croplifeasia.org.

About EU-ASEAN Business Council

The EU-ASEAN Business Council (EU-ABC) is the primary voice for European businesses within the ASEAN region and is the only organisation that operates in the intersection of the private and public sectors between ASEAN and Europe. We are formally recognised by both the European Commission, and we are an accredited entity under Annex 2 of the ASEAN Charter.

Independent of both bodies, the Council has been established to help promote the interests of European businesses operating within ASEAN and to advocate for changes in policies and regulations which would help promote trade and investment between Europe and the ASEAN region. As such, the Council works on a sectorial and cross-industry basis to help improve the investment and trading conditions for European businesses in the ASEAN region through influencing policy and decision makers throughout the region and in the EU, as well as acting as a platform for the exchange of information and ideas amongst its members and regional players within the ASEAN region

For more information please contact:
Duke Hipp
Director, Public Affairs & Strategic Partnerships
CropLife Asia
duke.hipp@croplifeasia.org

Indonesia’s Collaboration on Treating Water Management

JAKARTA, May 22, 2024 – (ACN Newswire) –Water is the source of life. Its role is very essential for human life and the people’s development in a country. The development of water infrastructure is considered to play an important role in achieving this target.

The floating solar power plant (PLTS) in the Cirata Reservoir, West Java, Indonesia

In front of the heads of state present at the 10th World Water Forum (WWF) High Level Meeting (HLM) in Nusa Dua, Bali, Monday (May 20), Indonesian President Joko Widodo highlighted the achievements of his administration in building and strengthening domestic water infrastructure.

“In the last 10 years, Indonesia has strengthened its water infrastructure by building 42 dams; 1.18 million hectares of irrigation networks; and 2,156 kilometers of flood control and coastal protection; as well as rehabilitating 4.3 million hectares of irrigation networks,” the president noted in his opening speech.

The head of state then emphasized the important role of water, which is also utilized for a floating solar power plant (PLTS) in the Cirata Reservoir, West Java, as the largest floating PLTS in Southeast Asia.

He conveyed that the role of water is very central to human life as the World Bank research estimating that water shortages could slow down economic growth by up to six percent by 2050.

“Water scarcity can also trigger war and can be a source of disaster. Too much water or too little water can both be a problem for the world,” he remarked.

Hence, the 10th WWF is highly strategic to revitalize real action and joint commitment in realizing integrated water resources management.

The need to preserve local wisdom to treat water as a cultural value inherited from our ancestors is also important.

Widodo explained that the Subak irrigation system in Bali Province is a form of such local wisdom.

The water resources have important cultural value for Indonesian people, with the Subak irrigation system in Bali being practiced since the 11th century and recognized as a world cultural heritage.

Water for the community is the glory of God while highlighting the spiritual and cultural value of water that should be managed together. This is in line with the World Water Forum’s current theme of “Water for Shared Prosperity” which can be interpreted into three basic principles.

The principles are avoiding competition, prioritizing equality and inclusive cooperation, and supporting peace and shared prosperity. “All three can only be realized with one keyword, that is collaboration,” Jokowi stated.

Collaboration is actually needed to improve water quality and preserve its availability, amidst the threat of a water crisis. Not only the government, private sector, and academics, water management also needs to involve the younger generation.

The young generation could make a real contribution to maintaining the security and sustainability of water resources. The simplest ways were keeping plastic waste out of the ocean and saving water usage, said Cinta Laura, the Communications Ambassador for the 10th WWF, at the Media Center in Bali Nusa Dua Convention Center (BNDCC), Bali, on Monday, 20 May.

“Everyone’s involvement in water resources protection and conservation will bring a positive impact on the environment and of course the climate,” she said.

The youths could also help water preservation by spreading positive information about clean water conservation and disaster mitigation through various communication channels.

Water preservation and conservation from waste is a shared responsibility to ensure water sustainability for future generations.

Hence, the participation of all parties is needed to ensure water sustainability.

The 10th World Water Forum is taking place in Nusa Dua Bali from 18 to 25 May under the theme “Water for Shared Prosperity” and six sub-themes, namely Water Security and Prosperity, Water for Humans and Nature, Disaster Risk Reduction and Management, Governance, Cooperation and Hydro-diplomacy, Sustainable Water Finance, and Knowledge and Innovation.

Visit:
Official website: https://worldwaterforum.org
Instagram: https://www.instagram.com/worldwaterforum10/
Twitter|X: https://twitter.com/WWaterForum10
YouTube: https://www.youtube.com/@10thWorldWaterForum/
Facebook: https://www.facebook.com/wwf10/

Please contact:
Director General, Public Information and Communications, Ministry of Communications & Informatics (KOMINFO), Usman Kansong, t: +62 81 678 5320, e: humas@mail.kominfo.go.id
For daily WWF news and information, please visit https://infopublik.id.

Indonesia calls for global action on sustainable water management at the 10th World Water Forum

JAKARTA, May 21, 2024 – (ACN Newswire) – Indonesia invites heads of state attending the 10th World Water Forum in Bali to take action to actualize inclusive and sustainable water management.

“This (forum) is meant to reaffirm our commitment and formulate concrete actions related to inclusive and sustainable water management,” President Joko Widodo (Jokowi) remarked at his opening on the forum’s High-Level Meeting on Monday.

At least four initiatives were proposed by Indonesia that are expected to be put forward in the forum’s first-ever ministerial declaration on May 21. These initiatives are World Lake Day, the establishment of a Center of Excellence on Water and Climate Resilience, integrated water resources management on small islands, and fundraising for water projects.

Water plays a critical role in human life and might be referred to as “the next oil” in the future, noting that water shortages could slow down economic growth by up to six percent by 2050.

Indonesia has been striving to strengthen its water infrastructure by constructing 42 dams and developing 1.18 million hectares of irrigation networks in the last decade. The country rehabilitated irrigation networks covering an area of 4.3 million hectares and developed 2,156 kilometers of flood control and coastal protection structures.

The government also utilizes the water surface in Cirata dam for the floating power plant in West Java Province.

“However, all these efforts are not enough. We can expect even more complicated issues related to water and sanitation in the future. We need to make similar efforts at the global level by involving countries, private actors, and civil society,” Widodo stated.

Indonesia’s effort is in line with the statement of the President of the World Water Council (WWC), Loic Fauchon, who invited the world community as the water warriors to achieve water security and solve world water problems.

“Be water warriors together. I want to call for the obligation to take care of nature and provide water for each other,” Fauchon said in his speech at the opening ceremony of World Water Forum’s 10th High-Level Meeting.

There are at least six efforts that WWC promotes to tackle water issues such as promoting water supply security policies at all levels, committing to changing behavior in achieving water sobriety, prioritizing the design and implementation of nature-based solutions for basins, admitting the right to water to national constitutions, Laws and local regulations.

Participating in the “Money for Water” Coalition, and ensuring more active, decentralized governance based on multilateral cooperation on water issues is also needed to tackle water issues.

“We need you, we want new ideas to write the future of water,” Fauchon remarked.

Indonesia hosts the 10th World Water Forum themed “Water for Shared Prosperity” held on 18-25 May 2024.

The High-Level Meeting was attended by world leaders, including Tajikistan Prime Minister (PM) Qohir Rasulzoda, President of Sri Lanka Ranil Wickremesinghe, President of Fiji Ratu Wiliame Maivalili Katonivere, Deputy Prime Minister of Malaysia Dato Sri Haji Fadillah Bin Haji Yusof, and Deputy Prime Minister of Papua New Guinea John Rosso.

The other attendees comprised President of the World Water Council (WWC) Loïc Fauchon; United Nations (UN) General Assembly President Dennis Francis; former Hungarian president Janos Ader; French special envoy Barbara Pompili; and Dutch special envoy Meike van Ginneken.

BEAST (Bengkel Animasi Digital Arts & Creative Festival) 2024 goes back to Bandung

BANDUNG, INDONESIA, May 20, 2024 – (ACN Newswire) – Bengkel Animasi is collaborating with the Ministry of Industry and the Ministry of Communication and Information to organize BEAST (Bengkel Animasi Digital Arts & Creative Festival) 2024, on Saturday, 25th May in the City of Bandung.

Bengkel Animasi is collaborating with the Ministry of Industry of Indonesia (Kementerian Perindustrian Republik Indonesia) and Ministry of Communication and Information of Indonesia (Kementerian Komunikasi dan Informatika Republik Indonesia) in organizing Bengkel Animasi Digital Art & Creative Festival (BEAST) 2024, on Saturday, 25th May 2024, at Holiday Inn Pasteur, Bandung — Bengkel Animasi is collaborating with the Ministry of Industry and Ministry of Communication and Information to organize BEAST 2024 (Bengkel Animasi Digital Arts & Creative Festival) on May 25.

BEAST 2024 is back post-pandemic to be held on-site and is intended to become a place for all of the digital arts and creative industry stakeholders to exchange information and create collaboration, ranging from animation & games companies, professionals, educational institutions, students and government representatives.

BEAST 2024 is presenting speakers from the Animation, Comics, Games, Illustration and Intellectual Property industry: Ronny Gani (CEO of Bengkel Animasi & Senior Animator on Avengers, Pacific Rim, Transformers), Shieny Aprilia (CEO of Agate International), Daryl Wilson (CEO of Kumata Animation Studio), Anintyas Wening (Operational Manager of Brown Bag Films Bali), and Bryan Valenza (Exclusive Color Artist at Marvel Entertainment).

These professionals will share their experiences from their career journeys working in established international companies. This will help increase the audiences’ knowledge and perspective in developing their business and skills.

Ronny Gani, CEO and Co-founder Bengkel Animasi explains, “Digital Art and Creative industry has experience a significant growth within the last few years. A lot of local companies question whether to create their own products or to provide services for international clients. Through BEAST, we want to synergize all of the industry stakeholders, especially for the business and human resources. We hope that the industry growth can be more optimal, and most importantly, human and talent resources regeneration can take forth on to the youth in becoming future professionals that are able to compete internationally. That is the motivation for us in Bengkel Animasi, a company that focuses in developing the future talents, through multiple programs; training centers, events organization, and 3D animation service provider.”

Daryl Wilson, CEO of Kumata Studio and the chairman of AINAKI (Asosiasi Industri Animasi Indonesia), who is also going to be one of the speaker at BEAST 2024, explains: “Indonesia will experience a significant increase of demographic within the next 10-15 years, and will require a lot of new opportunities. Given the nature of its production that requires a lot of human resources, animation industry will be able to create huge new jobs and opportunities, while also creates new Intellectual Property (IP) products and provides animation service production to domestic and international markets.

AINAKI is supporting Bengkel Animasi with their BEAST events, as it will create networking opportunities amongst the stake holders. Based on AINAKI’s research, there was a 26% growth within the last 6 years, whereas the amount of animation studios are increasing more than 200% in each year. Therefore, AINAKI is committed to collaborate with more entities in order to grow the animation sector in accomplishing Indonesia Emas that is set out by the government.”

Anintyas Wening, Operational Manager of Brown Bag Films Bali, who is also a speaker at BEAST 2024 says, “Brown Bag Films Bali believes that BEAST has a significant impact in the growth of Indonesia’s animation industry. We are looking forward in sharing our experience and insights at the event in order to provide knowledge and strengthening the animation ecosystem in Indonesia.”

BEAST 2024 registration is available at: bit.ly/beast2024bgd

Malaysian Retail Sector Sees a 173% Growth in Hiring: foundit Insights Tracker

KUALA LUMPUR, May 9, 2024 – (ACN Newswire) – foundit (formerly Monster APAC & ME), one of the leading talent platforms, today published the foundit Insights Tracker (fit) for March 2024, formerly published as Monster Employment Index (MEI). According to the tracker, e-recruitment in Malaysia has grown impressively by 8% over the past year.

Additionally, the tracker recorded a 5% increase over the past six months, with the index rising to 84 in March 2024 from 78 in March 2023. The tracker showed a slight increase month over month, with an index of 83 in February. These encouraging figures imply that the labour market is improving gradually but steadily and that demand for online jobs will continue to increase in the upcoming months.

Commenting on Malaysia’s job trends for March 2024, Sekhar Garisa, CEO, foundit, said, “The job market in Malaysia has displayed remarkable resilience, showing consistent growth over the past year, reflecting a positive shift in the labour market. The job seekers community of Malaysia have also shown an affinity towards choosing job roles that align with social and environmental values. The retail sector also witnessed substantial growth in hiring for green job role particularly looking for individuals with specialised, high-demand skill sets. With this in mind, it is imperative that job seekers stay up-to-date with industry requirements and focus on building skills that are in demand.”

Retail Sector Top the Charts, while Oil & Gas and BFSI Industries Witness a Drop in Hiring Activity

The fit reveals that the Retail industry continued to dominate the job market in March 2024, with a YoY increase of 173%. The industry’s increased adoption of sustainable solutions has been key in driving hiring demand. Further, the growth is largely seen in e-commerce fuelled by the increasing consumer inclination toward online shopping and the positive impact of tourism-related activities. Engineering, Construction, and Real Estate and Hospitality industries saw a YoY increase in hiring demand in March 2024 with a 76% rise in hiring in the construction and real estate sector, driven by an uptick in warehousing, industrial needs, and the suitable business environment. While the hospitality sector saw a 75% increase driven by the strategic collaborations within the airline sector.

Among others, Logistic, Courier/Freight/Transportation, Shipping/Marine (+75%) demonstrated exceptional growth, with a noteworthy 56% increase over the last six months. Similarly, Advertising, Market Research, Public Relations, Media and Entertainment (+33%) sector along with IT, Telecom/ISP, BPO/ITES (+11%) sector saw a double-digit annual increase in hiring. The latter sector saw a significant upturn, noticing a 12% increase over the last month. The Oil and Gas (-16%) and BFSI (-10%) sectors were the only sectors to mark a subsequent drop annually. However, both sectors rebounded with impressive growth of 5% and 18% respectively over the last month.

Engineering/Production, Real Estate, and Sales & Business Development Lead the Way in Hiring Trends

In terms of functional roles, Engineering/Production and Real Estate saw the most significant demand in March’24 with a growth of 73% YoY, followed by Sales & Business Development, which registered a consecutive uptick in hiring demand of 66% YoY. The Marketing & Communications job roles (particularly, in the retail sector) also saw an increase in hiring employees with skills around content and data analytics, showcasing growth of 59% YoY. With the opening of various manufacturing facilities across Malaysia, the demand for engineering graduates would increase. As the migrant crisis in the country rises, commercial housing requirements would provide employment to many.

Furthermore, HR & Admin (+42%) roles saw substantial gains annually, driven by extensive training and development initiatives within organizations. Also, Software, Hardware & Telecom (+14%), Purchase/ Logistics/ Supply Chain (+10%) and Customer Service (+5%) roles registered an increase in hiring demand annually in March’24. While the latter saw a significant drop of 16% over the last month. Annual data for March 2024 indicates a notable decline in Hospitality & Travel (-11%) and Finance & Accounts (-3%) positions. This drop is attributed to shifting demands for novel roles across various sectors.

The foundit Insights Tracker is a comprehensive monthly analysis of online job posting activity conducted by foundit. Based on a real-time review of millions of employer job opportunities culled from a large, representative selection of online career outlets, the foundit Insights Tracker (FIT) presents a snapshot of employer online recruitment activity nationwide.  

Period for the report 

The period considered for the foundit Insights Tracker (fit) data is March 2023 vs March 2024

About foundit – APAC & Middle East 

foundit, formerly Monster (APAC & ME), is a leading talent platform offering comprehensive employment solutions to recruiters and job seekers across APAC & ME. Since its inception, the company has assisted over 75 million registered users across 18 countries in finding jobs, upskilling, and connecting with the right opportunities. Over the last two decades, the company has been a catalyst in the world of recruitment solutions with advanced technology, seeking to efficiently bridge the talent gap across industry verticals, experience levels, and geographies. Today, foundit is committed to enabling and connecting the right talent with the right opportunities by harnessing the power of deep tech to sharpen hyper-personalized job searches, and precision hiring. foundit strongly believes that a job title doesn’t define one’s potential and leverages technology to dig deeper to curate opportunities central to the needs and aspirations of each user.

Contact:  
Namrata Sharma
Namrata.sharma@adfactorspr.com
+6581383034