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Lite Blogs Travel & Tourism World News

Herd immunity in Asia To Revive Travel Industry

Asia’s Tourism, travel and hospitality sectors will witness a boom in next few months. Herd immunity in Asia will catalyze comeback of travel industry … reports Asian Lite Newsdesk

Nandan Nilekani, the co-founder of Infosys, said Asia’s economic recovery is not far away, provided the pace of vaccination is increased so the region arrives at a herd immunity.

Speaking during a virtual session at the World Government Summit Dialogues (WGS Dialogues), moderated by Samir Saran, President of the Observer Research Foundation, Nilekani explained how said Asian economies will recover quicker from the COVID-19 pandemic, than most other continents after their leading role in the healthcare industry’s response to the virus, as it plays a leading role in building digital infrastructure.

“The recovery will come from the consumers. I see a burst of consumption across the region, and that’s very good news in terms of creating economic opportunities and boosting consumer confidence,” he said.

“Many of the industries that were laid low by the pandemic, like travel, tourism and hospitality will start seeing a quick recovery in the coming months. If we can distribute vaccines throughout Asia as quickly as possible, we will be able to achieve community immunity that precedes any new mutations in the virus. This step will enable everyone to return to normal life and revitalize travel and tourism.”

The InfoSys co-founder identified the globalization of services as an area of priority for governments, if they are to lead their nations forwards. “The pandemic may have put some kind of limits on the globalization of goods, because some governments have wanted to put trade barriers between nations. But the globalization of services has accelerated, it’s an area where governments will have to invest.”

Nilekani went on to say that, as the geopolitics of technology shifts rapidly, the key for Asian countries is to invest in more in strategic digital architecture. “One of the things we’ve learned in the last 20 years is that if you don’t plan your digital infrastructure properly, you will see winner-take-all and monopoly models emerging. Countries around the world – US, China, Australia, India, are dealing with this now. But you need a digital architecture which creates innovation, competition, interoperability.”

He added: “We are seeing some kind of splinter-net, or the Balkanization of the internet, because the internet has become so critical for nations, whether in the delivery of services, free speech, pop elections – it’s become the case that nations cannot sit quietly.

“You will see more variations of the internet based on a country’s profile and government. In Asia, the key is in realizing that the internet is Balkanizing, and coming up with a tech strategy that allows us to use the best from everywhere and that doesn’t lock us into a political approach, and creating a no lock-in system.”

As a solution, Nilekani referred to the Indian approach to providing a digital infrastructure that helps democratize the Internet, for the benefit of individuals and businesses.  “India’s built a digital infrastructure to create a more democratized internet and this has learnings for the whole world. In India, our whole data empowerment architecture is fundamentally profound because it allows individuals and business to use their own data for their benefit which automatically goes against the aggregation of data in one platform.

“If you look at what’s happening around the world, for example, in China, the challenge where Alipay was unable to go through with its IPO, and now they’re putting in more regulations that online lending platforms should put up 30% of the capital on loans, all this is basically to ensure there’s a link between origination of credit and provider of credit.”

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Business Lifestyle Lite Blogs

Danube Home Unveils Ramadan E-Catalogue

The theme of the Danube Home Ramadan 2021 e-catalogue is ‘Celebration begins at home’

Ramadan is around the corner and the celebration begins at home. It was a doubly exciting day for the region’s leading one-stop-shop for all home needs, Danube Home, as they launched their all-new Ramadan 2021 e-catalogue at their all-new and improved megastore in Al Barsha.

Mr.Adel Sajan, Managing Director Danube Group, Mr.Shubhojit Mahalanobis, Director, Danube Home & Hospitality, and Mr.Sayed Habib, Director Business Development, Franchise and E-Commerce, Danube Home addressed the media and other esteemed guests virtually.

The theme of the Danube Home Ramadan 2021 e-catalogue is ‘Celebration begins at home’. The e-catalogue reveals a truly spectacular collection of products that is sure to ring in the Ramadan celebration at home. It is also loaded with well put together design ideas that you can use as inspiration when designing your home. The e-catalogue is linked to the e-commerce interface which means you can simply click on the product you’d like to learn more about and shop for it online with just a few clicks.

“This Ramadan, we wanted to focus on the importance of family and celebrating with loved ones in the place we call home. We feel that the last year has taught us the importance of family and brotherhood and the joy that comes from sharing. Through our carefully curated collection, we hope to inspire people to celebrate the joy of being home with those they love. We have put together a catalogue that is filled with design inspiration for everyone and the integration with our e-commerce interface makes shopping on-the-go even easier”, said Mr.Adel Sajan.

The Ramadan 2021 e-catalogue virtual launch was the perfect occasion to showcase the completely fresh and revamped look of the store. Proving yet again that one should always be prepared and one step ahead at all times, Danube Home, has completely upgraded the look of their megastore to appeal to the changing consumer buying behavior. While product quality and pricing are of utmost importance to customers, the in-store experience is also just as vital.

“Our operations team and the visual merchandising team have worked with a laser focus approach and immense planning to come up with a store layout that is sure to impress our shoppers. The new layout has been designed keeping in mind the entire customer journey through our store and is packed with design inspiration for customers at varied price points”, says Mr.Sayed Habib.

The Danube Home store is now divided into different zones to facilitate a better customer journey through the store. The 1st floor of the store features conceptual layouts with the most trending designs of the season that customers can draw inspiration from when designing their own home, while the 2nd floor is dedicated to value home purchases or budget buys with one of the key highlights being the apartment concept that showcases well-designed Studios, 1bhks and 2bhks with the option to purchase entire looks at unbeatable prices.

The other zones include the Customized Zone where you can purchase customizable cabinets, beds, modular wardrobes, and vanity cabinets, Sleep Zone where you can find premium as well as pocket-friendly mattresses, the Design and Develop Zone for those who wish to redesign or renovate their home interiors by an expert team of professionals who provide customized design solutions, the BCCW and Flooring Zone where you can find everything you could need in terms of carpets, curtains, blinds, wallpapers, and flooring solutions, and the Cash and Carry Zone where you can find home décor, home furnishing, and utility products for your living room, dining room or bedroom.

Other zones include the Best Prices Zone where you can find unbelievable deals on different furniture items, Relaxation Zone where you can find massage chairs with intelligent voice control, bar units, and bar chairs. There’s also a Kids Zone where you can find smartly designed furniture for kids and an Office Zone where you can find affordable office desks and chairs.

“We have also introduced our most in-demand, pocket-friendly, online exclusive products too in the store. Customers can find a three-seater sofa starting from AED 399 in multiple sizes and color choices, 3 piece bedroom set starting from AED 799, and queen size bed starting from AED 499 too”, added Mr.Habib.

“The decision to completely revamp the look of our megastore is a very strategic one. The new in-store arrangement is designed keeping the customer and their needs in mind. With cleverly laid out conceptual displays showcasing the potential that different spaces in a home holds, strikes as inspiration to customers who wish to design their home. Value Home zones invite customers in owing to the affordability aspect. Every element of the new store design and layout is meant to make the shopping experience a breeze for customers,” says Mr.Shubhojit Mahalanobis, Director of Retail & Hospitality, Danube Home. 

Visit the Danube Home megastore at Al Barsha for a new and improved shopping experience and be sure to scan the QR code below or visit  https://view.publitas.com/danube-home/decor-catalog-2021/​ to check out the Ramadan 2021 e-catalogue!

READ MORE: Danube Home launches ‘My Garden 2021’ E-Catalogue

READ MORE: Campaign to tackle female mentorship shortage in PR

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-Top News Arab News Lite Blogs

‘Saudi Female Business Leaders To Break The Jinx’

  92% of global and 80% of Saudi female leaders say we are still a long way from gender diverse boards and management teams. … A special report by Arab Daily Newsdesk

 KPMG’s Female Leaders Outlook 2020 is being published in Saudi Arabia for the first time. The survey, conducted in 2020, covers 675 female leaders from 52 countries, including 25 from Saudi Arabia.

Kholoud Mousa, Partner & Head of Inclusion and Diversity, KPMG in Saudi Arabia

The initial results of the survey were released in October 2020 at the Women 20 Summit (W20) — the official G20 engagement group on women which took place in Saudi Arabia. The W20 communique that was produced in Saudi Arabia had two main focuses: gender-centric measures to speed up the economic recovery and measures for the long-term economic empowerment of women. The KPMG report delves into corporate gender equality and inclusive leadership – also underpinned by the W20 communique.

The report takes additional insights from interviews with senior female executives in the Kingdom holding leadership roles in banking, family business and other sectors.

 “The Female Leaders Outlook survey offers compelling insights into how women in leadership positions view the competitive business landscape today,” said Kholoud Mousa, Partner & Head of Inclusion and Diversity, KPMG in Saudi Arabia commented. “Our research shows that female leaders generally are very well positioned with strong emotional intelligence, excellent communication skills and a focus on sustainable growth and living.”

 “COVID-19 is an accelerator for digitalization and has ignited change in many areas; therefore, it could be seen as a catalyst for gender diversity, especially in the mid- to long-term,” she stated.

Indeed, 47% of Saudi female leaders do not expect Covid-19 to slow down progress on diversity and inclusion though one third are still not sure about the pandemic’s impact on progress.

In the survey, female leaders cited several key steps that can be taken to turn Covid-19 crisis into opportunity for women. Using remote work as a way to bring more women into the work force was a key area of opportunity, and 23% of Saudi female leaders (double the global figure) saw quotas for female leadership as a factor for future success.

Looking broadly at the economy, the KPMG survey found 66% of female leaders in Saudi Arabia and more than half (58%) of global respondents remain confident or very confident about their companies’ growth prospects over the next three years.

A significant majority of global female leaders (79%) and female leaders in Saudi Arabia (81%) stated that their company’s digital transformation projects have been accelerated during the Covid-19 crisis.

“New technology and innovation will be the driver for growth. Hence, it is a good time for female leaders to become involved and shape the future”, Mousa noted.

Notably, 73% of the respondents believe that females are likely to be their successor in the Kingdom, versus 53% internationally. This fact indicates a positive future for gender equality in the Saudi workforce and will go a long way in fending off some of the headwinds gender equality is facing as a result of the Covid-19 crisis.

“Looking ahead, the survey shows that Saudi female leaders have clearly defined objectives for their companies and are keenly aware of the present and future challenges.” Mousa concluded.

READ MORE: IWD: She is Arab Hosts Webinar on Mental Health

READ MORE: Campaign to tackle female mentorship shortage in PR

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Arab News Woman World News

VFS Global Celebrates Intl. Women’s Day

VFS Global switches to an all-female staff in honor of International Women’s Day … reports Asian Lite News

To commemorate women for their resilience and achievements and their incredible contribution in building a sustainable world, VFS Global operations at the Al Hada Visa Application Centre in Riyadh was managed by all-female staff on the International Women’s Day.

As part of the unique initiative, a women-only team handled visa applications for 28 countries including, Canada, the United Kingdom and countries falling under the Schengen zone. In addition, female team members took control of security, operated control rooms as well as transported passports to respective embassies/missions.

 “VFS Global is proud to support International Women’s Day,” said Sumanth Kapoor, Business Head – KSA & Bahrain, VFS Global. “We are having an all-female work day at Al Hada centre to honor the social, economic and cultural achievements of women in Saudi Arabia and across the world. The day also marks a call to action for accelerating women’s equality, so we are committing to empowering our teams with actionable steps for personal, professional and organizational success in the Kingdom and beyond.”

In line with Saudi vision for women empowerment, VFS Global has enhanced its Inclusion and Diversity framework. Its efforts have culminated in 40% of its existing workforce in Saudi Arabia being female, 90% of which are Saudi nationals. Other female staff members belong to the Philippines, Ethiopia, India, Pakistan, Bangladesh, Sri Lanka, Kyrgyzstan, Morocco, Palestine and Yemen. Worldwide, VFS Global has a ratio of 58% women across all its operations in more than 140 countries.

VFS Global is the world’s largest outsourcing and technology services specialist for governments and diplomatic missions worldwide. With 3490 Application Centres, operations in 143 countries across five continents and over 227 million applications processed (since inception in 2001) as on 31 January 2021, VFS Global is the trusted partner of 64 client governments. The company manages non-judgmental and administrative tasks related to applications for visa, passport and consular services for its client governments, enabling them to focus entirely on the critical task of assessment.

VFS Global is majority owned by the global investment organisation EQT. The Swiss-based Kuoni and Hugentobler Foundation holds a minority stake in VFS Global. EQT is a global investment organisation with offices in Europe, North America and Asia-Pacific and with a 25-year track-record of consistent investment performance across multiple geographies, sectors, and strategies. EQT AB Group is listed on the Nasdaq Stockholm stock exchange. EQT manages and advises a range of specialized investment funds and other investment vehicles that invest across the world with the mission to generate attractive returns and future-proof companies. EQT funds’ investors do not influence portfolio companies’ decision making or strategies. Nor do they have access to private and confidential business assets or client and customer data.

READ MORE: The Benefits Of Inclusive Work Culture

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Lite Blogs UAE News Woman

SPECIAL: The Benefits Of Inclusive Work Culture

Sukanya Chakraborty, Head – Corporate Communications & CSR in VFS Global, writes on the benefits of an inclusive work culture … A special for Asian Lite International

2020 has been a watershed year for individuals, businesses and communities at large, disrupting entire systems of functioning. From a D&I lens, working women particularly have faced the pressures of managing their careers alongside a curtailed or non-existent support system at the home front for months on end. However, VFS Global has been committed to implementing Equal Opportunity policies and procedures that have benefited our women employees over several years.

Sukanya Chakraborty, Head – Corporate Communications & CSR in VFS Global

Workplace diversity goals are sometimes not met when there is a gap or disconnect between organisational policies that support diversity, and the daily work-life behaviours of staff. To bring more synergies between policies and practice, it is important to develop a culture that appreciates and acknowledges diversity – this is the first step to creating an inclusive work culture where everyone can work with confidence with higher productivity levels.

Women returning to work after maternity period often face challenges such as derailed career growth, flexibility in the initial days, lack of accessible childcare facilities, and managing manager and team members’ perceptions. Ways in which organisations can ensure these challenges are addressed may include:

1. Preparing managers and work force to embrace some of these life events and support their women colleagues. This could be part of employee on-boarding or training programs / workshops. For example, today many organizations have a separate life-events team that supports employees during such periods.

Leaders must encourage managers to engage in regular discussions with employees about the demands they face at work and in life. These coaching conversations help employees reintegrate and reengage at work — but only when employees feel like their manager truly cares about them as a person. Managers need the right development, tools and resources to individualize their approach with each team member and to facilitate ongoing employee check-ins that deepen relationships and build trust.

Women

2. Build a robust transition plan to ease some of the responsibilities of women in their maternity journey. The best organizations maintain accountability, incentivize exceptional performance and promote long-term career success — while simultaneously supporting working moms through life’s ups and downs.

3. People practices and workplace amenities wherever possible must support women. It’s up to leaders to ensure their work culture consistently accommodates employees, especially as mothers resume work responsibilities. Doing so not only meets employees’ desire for, but also promotes business success.

 4. Continuous communication, training or support if required, of women during their maternity leave period. Some say that the only constant in parenting is change. Similarly, the transition back to work is rife with change — and that journey will look different for everyone. The only way organizations can understand and cater to each woman’s unique and evolving needs and preferences is through frequent, transparent communication.

Taking the lead on Diversity and Inclusion

Our global operations include employees from over 130 nationalities. With such a diverse workforce, it is important for us to have an inclusive learning and development programmes that helps foster a culture based more on meritocracy than on gender. As a process, all our employees (men and women), including those returning from breaks, are required to certify and re-certify periodically in the visa application processes for specific governments they work for. Employees in a customer-facing roles are deputed on the floor only after clearing the assessments and obtaining certification/ re-certification.

That said, we will be taking things a step further with the launch of the VFS Global Women’s Network in 2021 under a senior leader who has had precious experience in being part of several D&I initiatives. This network is aimed at the personal and professional development of women, enabling them to build valuable connections to further their growth.

Last year, with most of our employees working remotely, we introduced ‘Learn From Home’ programme – a series of sessions that encouraged our staff to sharpen their professional and personal skills. Three key initiatives were taken up in 2020 that focussed on women, such as Women in Leadership (focussed on challenges and roadblocks that women face, sharing of success stories and strategies with close to 600 participants), ‘Brand YOU’ – focussed on various aspects of presentation, grooming, and building a brand at the workplace, and ‘Family Learning Month’ where families of employees were encouraged to attend. This was attended by over 3,400 participants from across the world and topics included wholistic well-being, health & wellness week and book review sessions among others.

With such a high proportion of people taking or witnessing the return to work experience we had a chance to explore what works and what we can do better to help those returning to work.

READ MORE: DAMAC Celebrates Women’s Day

READ MORE: Kamala to join Quad summit with Biden

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Arab News Business Woman

DAMAC Celebrates Women’s Day

DAMAC interviewed some star women staffers in their Customer Relations Management department who spoke about their career growth and how the company has provided a supportive environment for women to succeed

On the occasion of International Women’s Day, DAMAC employees participated in the International Women’s Day “Choose To Challenge” campaign. All employees were invited to share images of themselves on social media holding up their hand in a pledge to champion gender equality and balance.

International Women’s Day – “Choose To Challenge” campaign at DAMAC

DAMAC interviewed some star women staffers in their Customer Relations Management department who spoke about their career growth and how the company has provided a supportive environment for women to succeed.

Along with these events All women staffers were treated to a gift bag and personal message of appreciation and support from DAMAC Chairman Hussain Sajwani.

Lubna Khlaifat, Customer Relations Manager at DAMAC

DAMAC Properties has been at the forefront of the Middle East’s luxury real estate market since 2002, delivering award-winning residential, commercial and leisure properties across the region, including the UAE, Saudi Arabia, Qatar, Jordan, Lebanon, and Oman, as well as the United Kingdom. Since then, the company has delivered over 30,000 homes. Joining forces with some of the world’s most eminent fashion and lifestyle brands, DAMAC has brought new and exciting living concepts to the market in collaborations that include a golf course by Tiger Woods Design, managed by The Trump Organization, and luxury homes in association with Versace, Just Cavalli, Rotana, Paramount Hotels & Resorts, Rotana and Radisson Hotel Group. With a consistent vision, and strong momentum, DAMAC Properties is building the next generation of Middle Eastern luxury living.
DAMAC places a great emphasis on philanthropy and corporate social responsibility. As such, the Hussain Sajwani – DAMAC Foundation, a joint initiative between DAMAC Group and its Chairman, Hussain Sajwani, is supporting the One Million Arab Coders Initiative. The programme was launched by Vice President and Prime Minister of the UAE, and Ruler of Dubai, His Highness Sheikh Mohammed bin Rashid Al Maktoum, and is focused on creating an empowered society through learning and skills development.

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Food Interview Lite Blogs

PATAKA: Explosion Of Magical Flavours In London

Chef Manmeet Singh Bali of Pataka London meets Asian Lite’s FnB columnist Riccha Grrover

Pataka means Firework in Hindi. A meal from here is surely an explosion of flavours. The restaurant calls itself INDIAN 2.0. Pataka is founded by deeply passionate restaurateurs and hoteliers who have built and operated award winning hotels & restaurants around the world. Among them, they have a Michelin Star, a restaurant on Conde Nast’s Top 100, worked in award winning locations globally, TripAdvisor No.1’s, and a few more. But for now they are hiding in their ‘bright kitchen, cooking up an authentically updated Indian experience for discerning diners and delivering them with style and care. 

MANMEET SINGH BALI

They call themselves a food-tech startup. In conversation with Chef Manmeet Singh Bali on Pataka and it’s ‘mindfully modern Indian’ cuisine. 

RICCHA GRROVER– What does PATAKA as a concept stand for? 

MANMEET SINGH BALI – We started with a simple concept – make Modern Indian food accessible to all. We use timeless recipes, updated methods and modern mindfully sourced ingredients to create hand crafted dishes that cater to native and foreign palates alike.

RG– What does the cuisine of your restaurant take inspiration from and what part of India is the menu representative of?

MSB– India is magical with its varieties of cuisine. Pataka means Firework in Hindi. To us it is an explosion of flavour. And for our ever evolving menu, inspiration can come from all corners of India.

RG- What can diners expect when they order a meal from PATAKA? What are the top 5 dishes that you would recommend a first time customer to try?

Riccha

MSB- Our menu is designed where a majority of our dishes are modern interpretations of traditional dishes, without any pretence or fuss associated with it. While we have the Traditional fare like Butter Kulcha on the menu, we also have a Truffle Pecorino Kulcha. The Tandoori Spiced Baby Chicken comes with a uniquely spiced Chili Chutney. The Grilled Kasundi Tiger Prawns are gently flavored and extremely juicy. The all time favorites like Butter Chicken and Dal Makhani exist on the menu, but then we push the envelope by serving a Kheema Pau in a buttery Yorkshire pudding.

RG– Do you Cater to dietary requirements?

MSB- We do cater to varied dietary requirements. There are dishes that can be made vegan or vegetarian. We have the option on some dishes to cater to allergens. So we will definitely attempt to ensure guest satisfaction.

RG- What would be the challenges for FnB business brands in a post covid world in your view? What challenges face you personally as a chef serving customers at home and not in a restaurant space?

MSB– We have designed our menu and packaging to be delivery first. Our food holds and packaging plays a good part in ensuring food remains the way we intend it to, from the kitchen. Delivery and in-restaurant service is very different. A restaurants presentation can make the food incredibly appealing. All of that is moot in delivery.

Without the ability to invite a guest to have a complete dining experience at a physical space, we really need to ensure that our food does the talking. Things will be different when the world opens up, and we hope to wow guests with a very differentiated Indian experience.

RG- Did you always want to be a chef or dabble into the profession? What words of inspiration would you give to budding chefs and aspiring foodpreneurs?  

MSB-To be very honest , I never thought about getting into hotels / Kitchen. Though I liked working with my mum and grandmother in the kitchen. As a child growing up I used to work with the members in the religious community Kitchens (Gurdwaras) for religious functions and weddings . I was very much interested in the kitchen garden back home . It is only after joining the hotel school I got attracted to hotel kitchens . I think the key factor was invocation, discipline, uniform. 

The suggestion to new chefs and business owners is that to be mindful and realistic that Professional cooking isn’t easy . Although the skill aren’t hard to learn . One has to start finding the happiness , satisfaction and fulfilment in continuously serving  somebody something good to eat that satiates and it’s good to note this! 

RG– Tell us about your concept of bright kitchen. 

MANMEET SINGH BALI

MSB- We work with existing restaurants and their kitchens to create our product. Hence its not in a trailer parked out of town, but has the potential to be customer facing. We call it a bright kitchen, as it really helps shine some light for restaurants that are otherwise struggling in these pandemic times. We try and add a new dimension to them, an additional revenue stream and try and improve everyones profitability.

The menu is eclectic, the packaging is on point, the flavours are extraordinary, the service delivery is impeccable, attention to detail is delightful, the portion sizes are just right Infact generous, the presentation considering its a home delivered meal is charming and the whole meal experience is certainly to write home about! An absolute must try! 

As the brand rightfully says, indeed when it comes to Pataka’s menu offering there is “Some unique. Some familiar. Everything Reimagined.” 

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Arab News UAE News Woman

Campaign to tackle female mentorship shortage in PR

PRCA MENA, Global Women in PR MENA co-launch C to tackle female mentorship shortage in PR … reports Arab Daily Newsdesk. The free-for-all mentorship programme seeks to help young women break the professional barriers that hold them back. The programme is backed by an impressive partner ecosystem, including Google, GEMS Education, Volkswagen, Twitter, Arab International Women’s Forum, She Is Arab, and more

A campaign to break the glass ceilings in one of the best career choices. In a bid to tackle the career progression challenges faced by women in the PR sector, PRCA MENA and Global Women in PR MENA have co-launched Taa Marbouta — a unique, women-to-women mentorship programme and campaign. 

Taa-Marbouta_Pins-

The programme, which is free for all aspiring PR women, has been designed to not only support young women to succeed in the industry, but also change the narrative on mentorship as a predominantly male-dominated undertaking to an equally female-oriented role.

Young women in PR and related fields are encouraged to apply via the Taa Marbouta page, hosted on the PRCA MENA website. The programme is also calling for senior women in PR and related industries to apply as mentors through the same avenue.

The cause has been brought to life with the unveiling of the programme’s unique logo, which was adapted from the Arabic letter taa marbouta, which is used to transform masculine words to feminine ones.

Taa Marbouta is completely free for any aspiring women working in the PR industry and they are encouraged to apply through the PRCA MENA site: https://prca.mena.global/taa-marbouta

The programme was launched during a live virtual event, which featured its class of impressive Original Inductees — the name given to the founding women mentors — who have all committed to the cause free of charge. These include senior female figures from Dubai Media Office, Google, Twitter, GEMS Education, Volkswagen, The COO Network, She Is Arab, Arab International Women’s Forum, and Memac Ogilvy — the programme’s founding partner and communications agency. The mentors will offer a range of important services beyond a typical mentoring programme to support today’s unique challenges faced by women. These include mental and emotional support — helping to deal with working from home and being less visible in the workplace; capability and skills building to combat new industry challenges; guidance on how to articulate more loudly and clearly in a male-dominated setting; and more.

The event also included an address from its Guest of Honour, Her Execellency Dr. Nawal Al-Hosany, the UAE’s Permanent Representative to IRENA, who said in a video message: “This programme is crucial and could really spark a turning point. Currently, there are still far too few women in boardrooms and senior management roles… rectifying this requires a collective effort.”

Bridging the senior gender gap

Women

Even now, when women make up two thirds of the workforce in the public relations industry, more than half of all senior positions and management roles are taken up by men. This has led to a distinct lack of mentor-mentee relationships between women, drastically reducing the number of support avenues and opportunities for progression available to them. More than two-thirds of women claim that increased senior female mentorship is the most important thing to help young women progress further in the PR industry, according to Global Women in PR’s annual survey.

Taa Marbouta has its roots in the history of the word ‘mentor’ itself, being inherently masculine in both practice and language. The programme therefore takes its name from the letter used to denote feminine words in the Arabic language — symbolic of the change Taa Marbouta aims to effect on the narrative that mentorship is a male-dominated undertaking.

Tackling a universal issue

“We are incredibly excited to see our vision taking shape and are encouraged by the amount of support we have already received,” said Rachel Dunn, Global Women in PR MENA Board Member. “The truth is that this isn’t an industry or even a region-specific problem — it’s a universal and historical one — which is why seeing so many people come together to support the cause is so inspiring. In a way, that’s what Taa Marbouta is all about: bringing people together and bridging the divide.”

More than 12 mentors from globally renowned companies have been inducted into the programme so far, with the first group being hand-picked for their philosophies, commitment to the industry, and leadership qualities, as well as their dedication to supporting young female professionals in ways senior men cannot.

“Mentor bias is everywhere. In every industry, in every boardroom, and even in language,” commented Hayley Clements, General Manager, PRCA MENA. “We want to reset the narrative entirely and where better to start than with bright, young talent? Placing them alongside some of the most brilliant and inspiring women in our region will provide an opportunity for professionals at large to reassess modern mentorship, transform their definitions of success, and create new career opportunities with the backing of other women.”

Patou Nuytemans, Outgoing Chief Executive, Memac Ogilvy, said, “I firmly believe in women championing women. Our challenges and perspectives are unique, and we therefore need to support each other in ways others can’t. Sometimes this gets forgotten, but programmes like this remind us of how critical it is to breaking the professional barriers that hold women back. I am proud of our involvement in this programme and I hope it can be a moment of change in the PR industry as well as the wider marketing and communications industry.”

Taa Marbouta is completely free for any aspiring women working in the PR industry and they are encouraged to apply through the PRCA MENA site: https://prca.mena.global/taa-marbouta/.

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Arts & Culture Community Lite Blogs

SPECIAL: HALF-LIFE OF A HUMAN

Our life, our existence, and our careers are like enriched uranium. The tragedy, however, is that when we reach our half-life state, most of us do not notice the fact. Other people come to learn of it before we do …. Writes, Niranjan Gidwani, Director and Former CEO of Eros Group Dubai

Life, careers, the genuine way to live an ethically balanced existence, and the radioactive nature of nuclear fuel – all have very interesting similarities.

Niranjan Gidwani, Director and Former CEO of Eros Group Dubai

Consider the very nature of nuclear fuel. Its value is at its peak when in an enriched state. Then it goes into a state called ‘half-life’ and begins to lose energy. After attaining this state, the decay of the nuclear fuel becomes exponential. Thus, at its half-life, much of its utility is over and it becomes what is known as ‘spent fuel’. At that state, it is an environmental liability.

Our life, our existence, and our careers are like enriched uranium. The tragedy, however, is that when we reach our half-life state, most of us do not notice the fact. Other people come to learn of it before we do.

The interesting aspect of all this is that the time to reach half-life in many areas of our life, including our careers, is shrinking. There was a time when many of us reached their half-life only in their mid-forties. That has been reduced by at least 5-7 years if we look at any area of our existence today.

The problem is that, by the time we reach the half-life state, it is too late to re-enrich our radioactive state. The process of re-energizing must happen much before a person hits the peak.

If you prefix ‘new’ to any randomly picked word, the result will be a term that stands for a more progressed state. New manager. New friend. New movie. New learning. New skill. New city. New physical and mental health. New hobby. New car. New sport. Renewed ethics. We could go on and on.

Before we consider how best to do that, let us first ask ourselves: what is the telltale sign that one is closing in on one’s half-life? The answer is inherent in the ability to answer another question: “What is new and different about myself that I can think of in the last six months that went by?”

Children walking in street during Covid 19 surge in the US

Now take the word ‘new’, and look at every other single word in the dictionary. If you prefix ‘new’ to any randomly picked word, the result will be a term that stands for a more progressed state. New manager. New friend. New movie. New learning. New skill. New city. New physical and mental health. New hobby. New car. New sport. Renewed ethics. We could go on and on. If we step back and periodically ask ourselves what was new in the last six months, a few of these ‘new things’ should jump out of the mind to indicate that we are still in a state of enrichment.

The Covid and post-covid environment has shown us how millions of lives can turn upside down in a matter of days. How many of us have used this phase to make a conscious effort to de-clutter our thinking. How many of us have re-aligned ourselves towards more meaningful causes.

How often, and for how long in our individual lives will we do things contrary to the simple truths.

Coming back to the ability to answer the ‘what is new and different in the last half year?’ question, one has to go a step further. Our radioactive state is of no value unless it converts itself to usable energy. By the laws of nature, usability always takes place outside the element that contains energy. In other words, we must create meaningful value for someone else.

Almost everyone, at a subconscious level, lives and exists with the belief that whatever new needs to be done, has to be done necessarily with our physical looks, our career re-skilling, material comforts, and generating returns on our financial and material assets. Not realizing that, the only asset that we truly possess to look after all our assets is our own existence. At a deeper level.

There is usually a gap between knowing and doing; let’s call it the ‘know-do’ gap. As the world around us is becoming more complex and demanding, the know-do latency is shrinking. As  humans we need to be cognizant of this and make sure our radioactivity is never past its half-life. The danger is, when it does get past, we may sadly be the last to know.

Age, as they say, is only a number in the mind. Regardless of our age, at a more holistic level of existence, how many of us have become “spent fuel”, and therefore, an environmental liability?

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Amarjit Joins advisory board of QS IGAUGE in India

Amarjit Singh, the chief executive of India Business Group, has joined the international advisory board of the global education experts, QS IGAUGE – India’s first nationwide education rating system … reports Asian Lite News

Amarjit Singh, a lawyer, and recognised thought-leader on India-UK business, said he was delighted to be invited to join the advisory board.

Amarjit Singh, the chief executive of India Business Group

QS IGAUGE is a subsidiary of UK based QS Quacquarelli Symonds. It is a world leader in rankings, ratings, and analytics services. QS plays a key role in providing insights to the global higher education sector. QS’s mission is to enable motivated people anywhere in the world to fulfil their potential through educational achievement, international mobility, and career development.

QS IGAUGE is a private sector initiative to rate universities, colleges, and schools in India to promote international excellence. It brings together the global expertise, experience of QS, along with deep local knowledge of luminaries from Indian education.

“QS IGAUGE is the epitome of setting high standards in education, and it is an honour to be invited to join its advisory board. Indians are passionate about education, and we are taught from the moment we can walk that education is all-important. What QS IGAUGE does is to showcase the best of the best when it comes to education around the world, and if I can play a small role in advising institutions, I am truly humbled.”, said Singh.

Last July, India unveiled its new national educational policy. For the first time, the government will allow the top 100 universities in the world to open campuses in India.

“This is really an inspirational move,” said the IBG CEO. He also added “India and the UK already have established links through a centuries old common and shared history, common and shared culture and common laws. But here is the thing. The world-wide pandemic has limited global movement, and that will continue for some years to come. It is a big opportunity for anyone who is willing to grasp it.

Singh also added, “What the Indian government has said to the world is this; come and set up campuses here and you will have the benefit of accessing the finest brains in the world. For UK universities, this is an opportunity to maximise links. They can teach in India, and the world class universities will offer exchange programmes between Indian and British students.”

Currently, 18 UK universities are ranked in the top 100 of QS World University Rankings, among them is the University of Southampton where Singh is its special adviser for India.

“We are delighted that Amarjit has accepted our invitation to join our board of advisers,” said Dr Ashwin Fernandes, CEO, and Director of QS IGAUGE.

 “What he brings is an expertise in law and international relations,” he added. “He has been mentoring various global organisations on a range of issues including business strategy, market research, international business development and contractual matters.

“Not only that, Amarjit, has been offering business advisory services and unrivalled expertise in introducing and partnering British and Indian businesses. I know he will be an asset to us. As an organisation contributing to the knowledge space in India, we have ambitious plans to engage with higher education institutions and students with some key initiatives in collaboration with Amarjit. I am really excited to have him as part of the QS IGAUGE Advisory board”.

Singh’s appointment comes just four weeks (6 February 2021) after the UK government published its international education strategy to promote global educational links. Launched by the education and international trade secretaries, the strategy states, “Tens of thousands of students will be able to undertake study and work placements across the world through the new Turing scheme.

The scheme will be backed by over £100 million, providing funding for around 35,000 students in universities, colleges and schools to go on placements overseas, starting in September 2021, and we expect to see similar numbers of students coming to the UK in return.”

The IBG chief executive believes the British government’s strategy will be a game changer in India-UK educational relations. He said that “What this strategy tells us is that the UK is open for education. What India’s new education policy tells us is that India is open for education. This is a true win-win.”

“Working with QS IGAUGE can only create opportunities and strengthen existing partnerships by providing that stamp of quality which mark out the best schools, colleges and universities in the world.”, concluded Singh.

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