FEATURES

How Diversity and Inclusion Drive Business Excellence

 |  Tuesday, 05 September 2023 11:35  |  Published in FEATURES

By Hanim Zulaikha Zulkifli

 

In today's rapidly evolving business landscape, diversity and inclusion have emerged as strategic imperatives for companies worldwide. Once considered optional, these principles are now recognised as essential drivers of productivity, innovation, and overall organisational success. Vaishana Vasuthavan sits down with Malaysian Business Online, where she sheds light on the transformative power of diversity and inclusion and offers insights into their implementation in various organisational settings.

Vaishana is the Founder of VV Consulting Group and leads a versatile team providing HR, and Business consultancy to diverse clients like JP Morgan, Mindvalley, and NTT. With over 13 years in the industry focusing on HR, Technology and Business, Vaishana is a recognised HR Consultant and Entrepreneur.

Diversity and Inclusion: Global Trend or Competitive Advantage?

According to a CNBC Workforce Survey in 2021, nearly 80% of workers prefer to be part of a company that values diversity, equity, and inclusion. This shift in sentiment has prompted around 40% of surveyed workers to notice their companies making strides towards creating more inclusive workplaces. Embracing diversity is no longer just a moral obligation but a strategic advantage.

Organisations are embracing cultural diversity to stay competitive in the international market. This approach allows companies to access knowledge from diverse perspectives, tailor their services to different cultural backgrounds, and effectively tap into various ethnic markets. Diverse teams enable multifaceted problem-solving, surpass stakeholders' expectations, and facilitate international expansion.

A diverse workforce facilitates effective communication with consumers and clients, increasing customer satisfaction. Vaishana, over 13 years in Human Resources, mentions examples of successful diversity practices that have spurred creativity and innovation. These practices include talent management across diverse backgrounds, initiatives like impact hiring with specific yearly objectives, and investing in programs supporting women in technology. Providing leadership opportunities for female employees, ensuring female representation on the board, and implementing fair salary grading and benefits contribute to a more inclusive work environment.

Tailoring Diversity Strategies for SMEs: What are the Challenges and Solutions?

Creating inclusive workplaces requires unique strategies for SMEs due to their smaller scale and closer-knit employee base. Nurturing an environment that values diversity and inclusivity is crucial, even with limited resources. Encouraging open communication, acknowledging employees' capabilities, and offering flexibility are integral aspects of building an empathetic and supportive culture. Leaders can delegate tasks to team members based on their strengths, promoting empowerment and enhancing overall team performance. 

According to Vaishana it is best that an inclusive workplace involves creating a culture that welcomes individuals from different backgrounds and underrepresented groups. Collaborating with multicultural associations can broaden the talent pool and increase exposure to marginalised groups. Anonymised resumes can mitigate biases during hiring, ensuring equal opportunities for all applicants.

Moreover, employee development plays a pivotal role in fostering an inclusive culture. Encouraging diversity of thought leads to creative problem-solving and innovative solutions, and based on what Vaishana shares, employee development promotes cross-cultural understanding, improves marketing strategies, and provides a broader skill base for international expansion.

Implementing diversity and inclusion initiatives can encounter obstacles, including communication issues and misunderstandings due to cultural differences. Vaishana suggests creating initiatives to learn about other cultures and implementing tools for cross-cultural understanding. Another important note is embracing generational diversity, as demonstrated by successful approaches such as reverse mentoring and inclusive decision-making.

With the rise of remote work, maintaining diversity and inclusion efforts requires proactive measures. Recognising cultural holidays and promoting awareness of diverse perspectives in remote settings is crucial. Vaishana underscores the importance of raising awareness and understanding among remote employees, ensuring they feel valued and engaged.

Other than that, to promote diversity, technology plays a pivotal role through blind hiring processes that eliminate unconscious bias. Artificial Intelligence (AI) can automate recruitment processes, ensuring fairness and equal opportunities for candidates. Real-world examples, like The Body Shop's hiring practices, demonstrate how technology can support inclusive hiring.

As employee and customer expectations evolve, innovative approaches become paramount. Vaishana emphasises the importance of diverse hiring, inclusive policies, and collaborations to drive diversity and inclusion forward. By focusing on employee development, partnerships, and technological advancements, organisations can create an equitable and inclusive workplace that thrives in the future.

 

 

Kiddocare: Revolutionising the Childcare Industry

 |  Tuesday, 11 July 2023 10:05  |  Published in FEATURES

By Hanim Zulaikha Zulkifli

 

In an exclusive interview with Nadira Yusoff the Founder and CEO of Kiddocare, Malaysian Business Online, delve into the challenges working mothers face and the innovative solutions Kiddocare provides. Nadira, a mompreneur and engineer, shared her vision of using technology to bridge the gap in the childcare industry and empower women to pursue their careers while ensuring quality care for children.

 

One of the main challenges working mothers face, including Nadira, is finding suitable and reliable childcare that meets their requirements. Flexible timing, duration, and location are essential for moms who work long hours, including during public holidays. Recognising that childcare restrained women from joining or staying in the workforce, Nadira addressed this matter by creating reliable and flexible solutions.

 

In 2018, Nadira, already an entrepreneur and engineer with several technology businesses, conceptualised the idea of using technology to build a platform that would make a difference for women. The objective is to provide job opportunities by training caregivers in childcare, enabling them to support women who are looking to start their own businesses or pursue professional careers while still having time for themselves.

 

 

Babysitting Service App

Kiddocare strives to provide a trusted platform that connects parents with reliable care services accessible at any time, anywhere and on demand. What makes Kiddocare different is its commitment to delivering top-notch caring services through certified and qualified caregivers. Nadira emphasised that the quality of care stems from the act of caring itself, which is why Kiddocare takes the liberty to provide training, assessing, and conducting security background checks for all caregivers associated with the company.

 

Kiddocare Academy

Recognising the pressure and commitment of caregiving, Kiddocare focuses on equipping caregivers with a holistic range of services to ensure they can meet parents' expectations. Caregivers undergo an onboarding process conducted by the Kiddocare Academy, ensuring they are qualified to provide the utmost care services for children. The platform also supports parents through standard operating procedures, updating features, and convenient customer services.

 

Continuous improvement is a priority for Kiddocare, with a dedicated team that provides ongoing customer support and ensures caregivers enhance their service levels. Nadira believes in leveraging technology to efficiently solve obstacles in the childcare system, improving the quality of caregiving services and focusing on child development and character building.

 

 

Kiddocarer

Parents have praised the flexibility, reliability, and quality care provided by Kiddocare, empowering working mothers to balance their careers and care for their children effectively. The platform has also enabled stay-at-home moms to re-enter the workforce or become entrepreneurs, highlighting the diverse opportunities available through Kiddocare.

 

The success stories extend beyond the parents themselves. Kiddocare's caregivers, known as Kiddocarers, have experienced life-changing opportunities through the platform. Khodijah Mat Edek, a Kiddocarer for three years, started as a single mother looking for part-time work with flexible hours. Through Kiddocare, she found a safe and fulfilling career and gained valuable experience and training in caring for special children.

 

Nur Aqilah Bt Mohd Rozey, another Kiddocarer, was retrenched from being a kindergarten teacher due to school closures during the COVID-19 pandemic. Joining Kiddocare provided her with a stable income and an opportunity to contribute to the childcare industry, aligning with her previous experience as a kindergarten teacher.

 

As the CEO of Kiddocare, Nadira Yusof has faced various challenges. Balancing personal and professional life while scaling the business is demanding, but she remains committed to providing prompt services without compromising quality. Technology development and fundraising activities are essential to Kiddocare's growth as they strive to meet the increasing demand for their services.

 

 

Rigorous Selection Process

Nadira believes that supporting and encouraging Kiddocarers is essential for providing the best possible care to children. Kiddocare carefully selects caregivers who share their values of compassion, patience, and dedication. The company offers training programs covering child development, safety procedures, effective communication, and tailored courses to meet specific needs. Flexible working hours are provided to accommodate the caregivers' preferences and convenience, fostering a positive working environment and career progression.

 

Kiddocare's impact extends beyond individual careers. By highlighting the economic value of caregiving, Kiddocare aims to change the narrative and promote gender and socioeconomic equality. Providing affordable and dependable caregiving support enables women to concentrate on their careers, balancing their caregiving responsibilities effectively. By investing in quality care and support, the platform contributes to the future productivity and competitiveness of the country.

 

 

Care Economy Forum

Kiddocare actively engages with stakeholders through events such as the Care Economy Forum to raise awareness about the caregiving situation in Malaysia. By co-organising this forum with AVPN and UN Women, Kiddocare brings together policymakers, investors, corporate companies, and associations to discuss professionalising caregiving jobs and supporting career progression. The forum also highlights success stories through various channels, aiming to gain government support and foster policies that improve the well-being of caregivers.

 

Kiddocare is revolutionising the childcare industry by empowering women, providing job opportunities, and enhancing the quality of caregiving services. Through their innovative platform, they are reshaping the narrative around care, recognising its social and economic importance. By integrating care into economic policies, Kiddocare strives to create a brighter future for caregivers and the nation.

 

For more information on Kiddocare and the inspiring stories of their caregivers, visit their website and social media platforms.

Age, Chronic Diseases, and Influenza: A Deadly Combination!

 |  Thursday, 06 July 2023 10:51  |  Published in FEATURES

As we know, advancing age makes us more susceptible to infectious diseases. The risk of developing severe disease is higher in the presence of non-communicable diseases (NCDs), also known as chronic diseases such as diabetes, heart disease, stroke, or chronic lung disease.

This was an important observation made during the time of the COVID-19 pandemic. Similar to COVID-19, older persons are at a higher risk of developing severe influenza, also known as the flu.

Influenza is a contagious respiratory illness caused by influenza viruses that infect the nose, throat, and lungs. Your body’s first response to influenza infection is known as acute inflammation occurring at the site of infection to limit or get rid of the virus.

If this response is insufficient, then a more complex immune response occurs at both the site of infection and in the entire body. This response is necessary to fight off infections, however, sometimes with influenza, this response might be excessive and here is where the DANGER lies.

Approximately 90% of influenza-related deaths and 50-70% of influenza-related hospitalizations occur among those aged 65 years and older.[i] Despite this, there are some important gaps that surround influenza.

The Immunise4Life secretariat recently ran a poll on social media to see just how ‘flu-ent’ (pun-intended) the older folk are on influenza. The 518 respondents had at least one chronic disease.

We found that many did not fully grasp the severity of influenza:

  • 48% are wrong about the ability of influenza to cause serious complications.
  • 50% did not know that up to 85% of influenza-related deaths occurred in people aged 65 years and older.
  • 57% did not realise influenza can trigger a heart attack or stroke even without a history of heart disease.

 

Given the knowledge gaps, this article presents three experts to set the record straight. There is, Professor Dr Tan Maw Pin, consultant geriatrician, President of the Malaysian Society of Geriatric Medicine (MSGM) and member of Malaysian Influenza Working Group (MIWG). Then there is Dr Aslannif Roslan, Internal Medicine Specialist and Cardiologist from Institut Jantung Negara (IJN), and Associate Professor Dr Lim Lee Ling, Head of the Diabetes Care Unit and Senior Consultant Endocrinologist, University of Malaya Medical Centre.


Q1: Why are older persons at greater risk of developing severe complications from influenza?

Prof Dr Tan: There are changes that occur in the immune system that leads to a decline in the ability of the body to fight off infections such as influenza; this is known as immunosenescence. Besides this, there is something known as inflammaging which is a chronic low-grade, non-infectious inflammation. This reaction could aggravate existing medical problems or lead to strokes and heart attacks.

 

Q2: What are the long-term effects in older persons after influenza infection?

Prof Tan: Older persons who take to their beds for a few days lose muscle far quicker than younger people. We call this deconditioning. This may lead to an increased risk of falls and reduced mobility after a bout of influenza. Many of these older persons then struggle to regain their pre-illness physical condition.

 

Q3: Do you recommend the flu vaccination for older persons? If so, why?

Prof Tan: Yes, the annual influenza vaccination is recommended for individuals aged ≥ 60 years, particularly those with chronic medical conditions or residing in aged care facilities (ACFs).

 

 

[i] Influenza death and hospitalisations https://www.cdc.gov/flu/spotlights/2018-2019/hopitalization-rates-older.html


Page 2 of 26

About Us

  • Malaysian Business Online is daily news portal by

     

    AMANIE MEDIA SDN. BHD.

    Level 13A-2, Menara Tokio Marine Life, 189, Jalan Tun Razak, 50400 Kuala Lumpur, Malaysia. 

     

    Phone: (+60)3 2161 0301  |  Email : This email address is being protected from spambots. You need JavaScript enabled to view it.

     

    Facebook Twitter Instagram