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According to CNCB, nearly 80% of workers report they want to work for a company that values diversity, equity and inclusion. Therefore, organizations must grasp the essence of creating such an environment. Despite efforts to build successful diverse teams, creating an inclusive environment remains a challenge for many companies. With Exchange Theatre, organizations can address sensitive topics such as cultural dynamics, performance appraisal and equity in the workplace. In this article, I will pull back the curtains and share an “on-set” experience of an Exchange Theatre session facilitated by Cultural Impact and KL Shakespeare. And... action! Exchange Theatre at Woman Leadership Conference Cultural Impact, in collaboration with KL Shakespeare, is actively driving change through Exchange Theatre. Together, they have helped many organizations, teams, institutions and individuals exchange views on sensitive issues. This was also the case last Tuesday during the Woman Leadership Conference held at the Asia School of Business. As an intern at Cultural Impact, I had the unique opportunity to participate in this impactful event and see my colleagues in action during the Exchange Theatre session. I am excited to share my first-hand experience as a spectator of this interactive theatrical performance. The topic of the session was Give equity a chance and consisted of three different parts: Part 1: Watch As the lights dimmed, the actors embarked on stage. The scenario evolved around three managers brainstorming to generate more traffic to their property roadshow. Amy, though not in a higher position, naturally took the lead of the meeting. She strongly supported the ideas of her colleague Micheal, praising his presentation skills and assigning him additional responsibilities. Conversely, whenever Katherine, the third manager, attempted to share her ideas, she faced interruptions, dismissiveness, or even mockery. Part 2: Discuss After watching this problematic scene, we were invited to discuss and debate, based on what we just witnessed. When questioned about the plausibility of this scenario, the audience emphatically responded with a resounding "YES," affirming this situation is likely happening in real-life. Together, we pointed out that Katherine must feel left out, embarrassed and dismissed. Some specifically pointed out the lack of opportunity for Katherine to contribute to the conversation: “She must not feel safe sharing her ideas when she is constantly interrupted”. Others mentioned Katherine needs to stand her ground by stating: “She should speak up” and “she needs to be more confident in herself”. "The session ignited meaningful conversations about cultural dynamics and equity in the workplace." These comments led to some disagreement. One spectator shared her opinion about treating diverse individuals: “I believe everyone is different and we need to respect that. Micheal is very good at presenting ideas and getting everyone’s attention. However, Katherine needs more space to share her ideas as she will not demand this space herself. I don’t think it is fair to just tell her to speak up”. Others backed this up by stating that it is not always easy to speak up: “In some organizations it is not okay to show disagreement with your peers or boss being present” and “Katherine could be embarrassed as her colleague makes fun of her ideas in front of others”. The exchange of views revealed the silent struggles faced by individuals like Katherine, who, due to cultural differences, personality or organizational hierarchies, find it challenging to express themselves freely. Part 3: Play In the final part of the session, the actors performed the same scene. The audience had the power to pause the scene at any time, step on stage, and try to influence the outcome. In our attempts to step into the shoes of Amy, Michael, and Katherine, we learned that genuine understanding demands empathy, active listening and a willingness to challenge assumptions. Moreover, interacting with the actors on stage offered a unique opportunity for self-reflection. "In our attempts to step into the shoes of Amy, Michael, and Katherine, we learned that genuine understanding requires not only empathy and active listening but also a willingness to challenge assumptions and norms." By actively participating in the scene, the participants gained insights into the challenges and emotions of the characters they were embodying. It created a safe yet dynamic space for exploration and reflection, which ignited meaningful conversations amongst both the participants on stage and the spectators in the audience. By engaging in these conversations, we worked towards a mutual understanding of an inclusive workplace that recognizes the value of every individual. A successful workplace relies on inclusivity Through this Exchange Theatre session, I came to understand that achieving equity in the workplace demands more than just acknowledging its importance. It necessitates a genuine effort to dismantle ingrained patterns and biases. It calls for open conversations that honour diverse perspectives, and it requires a commitment to actively listen and learn. Would you like to host an Exchange Theatre session to spark impactful discussions and set the first step in fostering a diverse and inclusive work environment? Reach out to us using the button below. [Contact us] Did you find this article interesting? Stay up to date on our latest events and initiatives by subscribing to our newsletter. [Subscribe to our newsletter]

In a world that is becoming increasingly diverse, the need for inclusion and effective collaboration has never been greater. Companies like Dutch Lady Milk Industries Berhad (DLMI), part of FrieslandCampina, understand the importance of fostering a workplace where foreign and local employees come together as one cohesive team. To address this challenge and promote inclusivity, DLMI embarked on a unique journey that involved an interactive workshop in collaboration between Cultural Impact and Kuala Lumpur Shakespeare Players (KLSP). This workshop session promotes self-expression and empathy-building, playing a pivotal role in strengthening trust, transparency, connection, and vulnerability within their team. The Power of Inclusion Our team-building session is a dynamic and transformative workshop that uses the performing arts to provoke introspection and facilitate dialogue. It provides a safe and creative platform for individuals to express their emotions, thoughts, and perspectives. For DLMI, it served as the perfect medium to delve into the intricacies of non-verbal communication and cultural differences, ultimately fostering a more inclusive work environment, especially because most of the employees consist of Dutch and Malaysians. Through the session, we observed that the employees were engaged, and shared about their different approach to collaboration. Trust Trust is the cornerstone of any successful team. Through various activities and scenarios, team members had the opportunity to see how trust is built, eroded, and rebuilt. This newfound awareness laid the foundation for a deeper level of trust within the team. Transparency Transparent communication is key to overcoming misunderstandings and fostering an inclusive environment. The workshop encouraged participants to express themselves openly, without the constraints of traditional communication. By portraying their thoughts and feelings through theatrical activity such as one called “Image Theatre”, employees gained insight into the power of transparent expression and its impact on their colleagues. Connection In a diverse organisation like DLMI, building connections can be a challenge. We manage to help the participants to better understand how their peers from different backgrounds express themselves non-verbally. This insight allowed for more profound connections to be forged, transcending cultural barriers. Vulnerability Inclusion necessitates vulnerability – the willingness to share one's true self and experiences. The workshop session created a safe space for employees to embrace vulnerability by expressing their emotions and thoughts through interactive activities. This newfound vulnerability encouraged open dialogue and empathy among team members. Conclusion: DLMI's journey with us exemplifies the power of the interactive arts in promoting inclusion and collaboration. In a world where diversity is an asset, companies must actively seek ways to bridge cultural gaps and foster a sense of belonging among their employees. Our workshop session does not only serve as an informative event which is most of the time one-sided, but it is rather a transformative experience that enables teams to connect on a deeper level, understand one another better, providing a platform to speak up and work together more effectively. As DLMI continues on its path toward inclusive collaboration, their experience with us serves as a reminder that embracing diversity and promoting inclusivity are not just goals but ongoing journeys that lead to stronger, more resilient, and more successful teams. For more information; contact us via marietseng@culturalimpact.org or take a look at our LinkedIn page and send us a message!

Source: Asma Abdullah, Today's Manager, Singapore Institute of Management, Aug-Sept.1999, page 33-34. To communicate clearly across cultures, we have to learn to understand the deep-seated values, beliefs and assumptions of our own culture and those of the other cultures as well. The way we interpret a given message is often influenced by the learned and unstated assumptions that we have acquired in our process of growing up in a particular culture. As an example, Malaysians who visit a restaurant with the name "Banana Leaf" in Guangzhou China might expect to be served with some Indian makan (spread) of rice, mutton curry, fried fish and papadam. However, they may be surprised when what they are given to eat are several Asian dishes served on porcelain plates, and the only banana leaves they see are the large banana plants painted along the walls as part of the house decor! This is one of the flaws in communicating across cultures: what we encode in our culture of orientation may not always be similarly decoded in another culture. As the saying goes, "One man's meat is another man's poison". A message conveyed may often be interpreted in ninny different ways. The accuracy with what is meant depends on how we encode the message and on what the receiver has previously learned to attach to the message that we are transmitting. Such is the case in the recent international blunder when a foreign politician came to Kuala Lumpur to preach his message of democracy and liberty and to highlight a rhetoric which has become somewhat synonymous with his own government's political agenda. It is clear that Malaysians regard benevolent authoritarianism and democratic civilities in not quite the same way as the visiting politician. In addition, while Malaysians are used to foreign criticisms of their ways of doing things. they certainly do not expect those who are "house guests" to articulate their critical points of view so openly. Such behaviour is certainly out of context, out of place and in- deed out of sync. A person who fails to read the hidden nuances, sensitivities and social context is seen as having no social finesse and grace which is tantamount to poor breeding. Hence, the Malaysian out- burst of emotions and name-calling through the print and electronic media was laced with the phrase "kurang ajar" (literally, "not well-bred"). In conveying a message - whether it is complimentary or constructive - in a way that will be accurately interpreted, we need to know who the recipients are - their background culture and experience. After all it has been said that effective communication is an act of the receiver. The measure of communication effectiveness in any form is in the response we get, not the intent with which it was sent. We have to encode the message according to the symbols and values of the recipient's culture as they will be decoding our message and deciding how to respond to or act upon it. For example, the phrase kurang ajar may not be decoded by another culture in the same way as in Malay culture. To a Malay, it may mean that our Ma and Pa have not done their job of educating us, in a Kita-We culture, while to those who are brought up in an Aku-I culture it may mean something different. Say What You mean Behaviour that we perceive as despicable in Malaysian culture may nor be viewed in the same way in a culture that promotes a "telling it like it is" kind of communication style as found in Aku of I-oriented culture. In fact being "kurang ajar" may be tolerated and even encouraged in cultures where speaking up is an undisputed right of an individual. To "say what you mean and mean what you say" is indeed a valued trait for those programmed from an early age to formulate and express opinions. In this instance, what we have is an example of the misunderstanding and negative feelings that can result when symbols encoded in a culture which values individual ruggedness, equality, openness and forthrightness are decoded in a Kita or We culture which is more group oriented, face saving and hierarchical in nature. Of course, this will not be the last of our communication breakdowns with those who are not familiar with our values and unstated assumptions. There will be more as long as people in one culture assume that what they intend to say will be accurately interpreted by recipients in another culture, especially when they decode the behaviour of a person from the other culture based on their own values and assumptions. For the ordinary person or anyone for that matter, communication is not an easy process. We have the tendency to begin with a mindset of stereotypes, prejudices and judgements, especially when communicating across cultures. When there is difficulty in understanding, we do not perceive that "we" are the problem; we think that it is the "other" who is at fault. So how do we respond to this situation, knowing that communicating across cultures is now taking centre stage under the impact of media globalization, Internet connections and case in face-to-face and virtual connections? There are no magic recipes, but one thing is for sure: we can start by developing our own version of cultural literacy, as it is now a valued human currency across cultures. What this means is that we have to strive to become equally conversant not only with our own commonly used symbols, rituals, values and codes in communicating, but also with the symbols, rituals, values and codes that belong to people who are not like us. We have to learn to understand the deep-seated values, beliefs and assumptions of our own culture and that of other cultures as well. The more similar the values, beliefs and assumptions are between the sending and receiving cultures, the better the chances are of intercultural understanding; the more different they are, the more likely it is that communication will result in misunderstanding. This task is not simple, because these values and assumptions are often not written in bold print. They are never so clearly stated until someone seemingly "breaks" an implicit and sacred law. As we build our cultural literacy, we will be better able to accurately interpret the messages we receive from people of other cultures and be less surprised if the Banana Leaf restaurant in another country serves us something we do not expect. In addition to improving our fluency in culture, we also have to develop our ability to effectively encode the message we send to people from other cultures. This we do by framing them in a way that will enable the recipients from another culture to decode our messages accurately. Communicating with people who are not like us begins with empathy, restraining ourselves from evaluating them based on our own form of collective programming. By having a clear understanding that values and behaviours are not always universally interpreted (especially those that relate to human rights, democratic institutions, participative involvement, authoritarianism and empowerment, etc), we are taking one sure step towards over-coming our cultural ignorance or, at its worst, arrogance - the two traps that can get us into the "hot soup" of intercultural and even international misunderstanding. The next time we decide to be critical of an idea or action of a person programmed in another culture, be sure to encode the message in a way that the receiver will decode it the way it is supposed to be received. However, if the receiver from another culture decodes it differently and feels offended with what we had encoded, then we have not communicated it the way we had intended it to be received. In this case, it is better that we keep our mouth shut and appear a fool than to open our mouth and prove it.

What does it mean to be inclusive? Diversity and Inclusion have become buzzwords in today's conversations about workplace culture and society at large. But what lies beneath the surface of these terms? Why is inclusion so vital, and what does it truly entail? Living in a multi-racial society like Malaysia, where inclusion is imperative for society to progress and thrive, these are pertinent questions. Bring forth effort and dedication for inclusion At its core, inclusion is about understanding culture, embracing every point of view, and welcoming diversity in its various forms, including diverse abilities and sexual orientations. It's not merely a matter of political correctness; it addresses a fundamental human need—the need to feel included. It isn't just a concept; it's a profound way of connecting with others. It means taking the time to grasp the unique contexts and backgrounds of individuals. It's about creating an environment where everyone feels safe enough to be vulnerable, express their perspectives, and find common ground. To illustrate the importance of this, let's consider the personal experience of Marie, the founder of Cultural Impact using the social media platform, Clubhouse. While it aimed to be a safe space for sharing ideas, it fell short of being truly inclusive due to stringent rules that discouraged Marie from participating in the conversation. This serves as a stark reminder that achieving genuine inclusion is an ongoing journey that requires openness. Genuine Conversations There are several ways to foster inclusion in our workplaces and communities, and one of them is through Genuine Conversations. The foundation of inclusion lies in open and honest dialogue. Encourage team members, colleagues, and peers to share their experiences and viewpoints. Through these conversations, you can gain valuable insights into the challenges people face and the opportunities for growth and understanding. Collaboration Another way to promote inclusion is through Collaboration. True inclusion thrives when individuals from diverse backgrounds come together to collaborate. Embrace cross-functional teams and projects that bring together a variety of skills, experiences, and perspectives. This diversity can lead to innovative solutions and a stronger sense of unity. Curiosity Curiosity is also a way to nurture inclusion. Foster a culture of curiosity where individuals actively seek to learn about others. Encourage exploration of different cultures, identities, and viewpoints. By doing so, you'll expand your understanding and promote inclusivity. In conclusion, diversity may be a fact of life, but inclusion is the result of intentional effort. It's about recognizing that every person has a unique story and voice that deserves to be heard. By engaging in genuine conversations, promoting collaboration, and nurturing curiosity, we can move beyond the buzzwords and truly embody the spirit of inclusion in our workplaces and communities. Remember, the journey towards inclusion is ongoing, and it's our collective responsibility to make it a reality in our lives.

Soul of Odyssey An international collaboration between KLSP and Hiroshi Koike Bridge Project of Japan. 𝐒𝐎𝐔𝐋 𝐨𝐟 𝐎𝐝𝐲𝐬𝐬𝐞𝐲 will weave different performative practices, traditions and elements–dialogue, storytelling, movement, dance, live videos, live music, songs, and chants–to create for the audience a multimedia, multisensory experience. Actors will speak in Bahasa Melayu, Chinese, English and Japanese. Based on the Greek classic by Homer, this work devises and reimagines the hero’s journey and his attempts to rise from the ashes of war, chaos, and battles with deities. It questions and explores how human beings react to forces perceived to be out of their control. Directed by: 𝐇𝐢𝐫𝐨𝐬𝐡𝐢 𝐊𝐨𝐢𝐤𝐞 Music composed and performed by: 𝐒𝐚𝐧𝐭𝐨𝐬𝐡 𝐋𝐨𝐠𝐚𝐧𝐝𝐫𝐚𝐧 Featuring: (Japan) 𝐈𝐦𝐚𝐢 𝐉𝐢𝐧𝐲𝐚 (Malaysia) 𝐋𝐢𝐦 𝐒𝐨𝐨𝐧 𝐇𝐞𝐧𝐠, 𝐋𝐞𝐞 𝐒𝐰𝐞𝐞 𝐊𝐞𝐨𝐧𝐠, 𝐋𝐞𝐞 𝐒𝐰𝐞𝐞 𝐒𝐞𝐧𝐠, 𝐀𝐝𝐥𝐚𝐧 𝐒𝐚𝐢𝐫𝐢𝐧, 𝐒𝐞𝐧𝐠 𝐒𝐨𝐨 𝐌𝐢𝐧𝐠, 𝐍𝐮𝐫𝐮𝐥 𝐒𝐨𝐟𝐢𝐚, 𝐉𝐚𝐦𝐞𝐬 𝐊𝐚𝐧 𝐚𝐧𝐝 𝐓𝐢𝐧 𝐑𝐚𝐦𝐚𝐧 Dates & Times 𝟐𝟔 𝐎𝐜𝐭𝐨𝐛𝐞𝐫 @𝟏𝟏.𝟎𝟎𝐚𝐦 (for school bookings only) 𝟐𝟕 & 𝟐𝟖 𝐎𝐜𝐭𝐨𝐛𝐞𝐫 @𝟖.𝟎𝟎𝐩𝐦 (public shows) 𝟐𝟖 & 𝟐𝟗 𝐎𝐜𝐭𝐨𝐛𝐞𝐫 @𝟑.𝟎𝟎𝐩𝐦 (public shows) Venue: 𝐁𝐥𝐚𝐜𝐤 𝐁𝐨𝐱, Damansara Performing Arts Centre - DPAC For more info, click on this link. SHORT+SWEET Malaysia 2023 Unveils the World of Mini-Masterpieces Hello, film enthusiasts and cultural connoisseurs! Get ready to embark on an exhilarating journey into the world of cinema, where storytelling knows no boundaries and creativity knows no limits. The stage is set, the curtain is about to rise, and the Short + Sweet Malaysia Festival 2023: Film is ready to take you on a cinematic rollercoaster like never before. A Cinematic Extravaganza SHORT+SWEET Malaysia 2023 is set to enthrall audiences with more than 90 new works in the film category alone. It's a diverse palette of storytelling, exploring a multitude of themes, emotions, and genres. Whether you're a fan of heartwarming dramas, spine-tingling thrillers, or belly-aching comedies, you'll find it all here. And the best part? You get to be the first to view these captivating creations, as only new works are accepted. In the world of SHORT+SWEET, brevity is an art form. Each film is a concise masterpiece that delivers its message swiftly and powerfully. These short films are like the espresso shots of cinema, packing a punch that lingers long after the credits roll. And here's the icing on the cake – you get to vote for your favorite film! It's not just about watching; it's about participating and celebrating creativity. Ticket Information - Regular Ticket: RM24 per person - Group Ticket: RM240 for a group of 11 - All tickets are free seating Mark your calendars for this extraordinary cinematic feast: - Dates: 30th September & 1st October 2023 - Venue: Indicine, KLPAC As the lights dim and the films roll, get ready to be captivated, entertained, and moved. Join in celebrating the 16th season of SHORT+SWEET Malaysia, where the world of mini-masterpieces awaits! For more information and ticket bookings, click here. Forkbeard: A Viking Musical Odyssey Join the audience on a thrilling musical odyssey, transporting them back to the Viking world of 1000 AD. They can anticipate witnessing sword fights and romance, Viking warships and witches, all within a narrative grounded in true events that left an indelible mark on European history. The story being told, however, transcends the boundaries of history. It unfolds as a strikingly familiar human drama featuring two kings facing insurmountable odds, replete with tears and laughter, love and faith. Yet, at every twist and turn, they must contend with opposing forces of betrayal, greed, ambition, and revenge. Audiences will become fully immersed in the hauntingly beautiful set design, which whisks them away to the misty forests of Scandinavia. Here, they will enter an exotic world inhabited by Odin, Freja, and Thor, and bear witness to Viking trials and triumphs in a truly unique and unforgettable theatre performance. This captivating saga is brought to life by a talented all-Malaysian cast of 21 individuals, under the guidance of an award-winning artistic team consisting of Aida Redza, Dominic Luk, and Karam Tabba. These young talents pour their hearts into their performances, delivering stirring ballads, war chants, and laments with boundless energy and passion, all accompanied by a live band and inspiring orchestral arrangements by Penang's own Vince de Leon. Ticket Information - Regular Ticket: RM89 per person -Viking (VIP) Ticket: RM120 per person - Group Ticket: RM445 for a group of 5 and get free 1 ticket/ Mark your calendars for this extraordinary musical odyssey: - Dates: 27th October, 28th October and 29th October - Venue: Pentas 1, KLPAC For more info, click on this link.

At Cultural Impact, we've always believed in the transformative power of cultural understanding and collaboration. Today, we're thrilled to introduce our new vision and mission, which define our commitment to creating a world where cultural awareness drives success, not just for individuals and organizations, but for global peace and harmony. Our Vision: Fostering Global Peace and Harmony Through Cultural Understanding "To create a world where cultural understanding and collaboration drive success and progress for individuals and organizations, fostering global peace and harmony." This vision is more than just words; it's a call to action. We envision a world where differences are not barriers, but bridges to innovation and growth. A world where individuals and organizations thrive by embracing diversity, where cultural competencies are at the heart of progress, and where global harmony is not an aspiration but a reality. Our Mission: Enhancing Global Collaboration for Outstanding Team Performance "We partner with multinational organizations to enhance global collaboration. Through innovative methodologies, we support our clients to develop the competencies and inclusive mindsets for outstanding team performance." Our mission reflects our commitment to making our vision a reality. We are dedicated to collaborating with multinational organizations to facilitate global teamwork that transcends borders. Through innovative approaches and methodologies, we empower our clients to develop the competencies and inclusive mindsets required for exceptional team performance. The 3 Cs of Cultural Impact At Cultural Impact, our journey is guided by three core values: Co-creation, Compassion, and Curiosity. These values define who we are and shape our approach to creating a more inclusive and harmonious world. 1. Co-creation: Collaboration for Transformation Co-creation is the practical fusion of diverse perspectives, driving innovative solutions through collaboration. It represents our commitment to inclusive teamwork, where every voice contributes to success. 2. Compassion: Empathy in Action Compassion is our foundation. It means understanding, valuing, and positively impacting the lives of those we serve. It guides our interactions and fosters a culture of empathy. 3. Curiosity: Igniting Innovation Curiosity fuels our passion for growth. It encourages exploration, challenges the status quo, and drives us to create effective solutions through continuous learning. These core values embody our commitment to a world where cultural understanding and collaboration bring progress and peace. Why Our Vision, Mission and Values Matter In today's interconnected world, success is not limited to individual achievement or isolated organizations; it's about collective progress and global harmony. Our new vision and mission underscore our role as catalysts for this transformation. By fostering cultural understanding, we enable organizations to unlock the full potential of their diverse teams. We believe that diverse perspectives, when harnessed effectively, drive innovation and excellence. Moreover, they contribute to the larger tapestry of global peace and harmony. At Cultural Impact, we see our work as a contribution to something greater—a more inclusive, collaborative, and harmonious world. We invite you to join us on this journey towards our new vision and mission. Together, we can create a world where cultural understanding and collaboration not only drive success but also shape a brighter, more harmonious future. Together, we can make a lasting impact on individuals, organizations, and the world.

Importance of Mental Health In the wake of a world-altering pandemic, the dialogue surrounding mental health has gained unprecedented momentum. This once-taboo topic has become impossible to ignore. Mental health not only affects individuals but also leaves a profound impact on colleagues and entire organisations. Despite increasing awareness, many still shy away from sharing their struggles, fearing potential consequences such as being treated differently or viewed as weak and incompetent. Nevertheless, addressing mental health is crucial for fostering a productive and harmonious workplace. Prioritising Mental Health in an Inclusive Workplace A work environment that actively promotes diversity and inclusion must also prioritise mental health. When employees feel they can be their authentic selves without fear of judgement or discrimination, they are more likely to thrive personally and professionally. Mental health support creates a sense of belonging, allowing people from various backgrounds to feel valued and appreciated for who they are. Theatre as a Tool for Mental Health Awareness Recently, Cultural Impact worked with the Kuala Lumpur Shakespeare Players to stage an Exchange Theatre show to explore the impact of mental health on individuals and corporations. By shedding light on the challenges that many face but are hesitant to speak about, this production encouraged audiences to reflect on the importance of embracing vulnerability as part of a more inclusive culture as well as delve into how to make things better. Through the lens of theatre, the show highlighted the power of storytelling and improvisation to spark meaningful conversations about mental health. Creating Safe Spaces & Inclusive Leadership To foster an inclusive work environment, organisations must create a safe space for employees to express vulnerability without judgement. Inclusive leadership plays a pivotal role in building trust among team members. When leaders openly acknowledge their own struggles and encourage open dialogue about mental health, they set a positive example for others to follow. A safe space encourages employees to share their challenges and seek support without fear of repercussions, ultimately benefiting both individual well-being and overall team dynamics. The Power of Cultural Empathy Cultural Impact philosophy revolves around empathy and understanding. Embracing diversity entails recognizing that every individual brings unique perspectives and experiences to the table. By actively practising empathy, colleagues and leaders can develop a deeper understanding of the challenges faced by their peers, making it easier to support one another through difficult times. Cultural empathy builds bridges and strengthens the sense of community within the organisation. Breaking Internal Barriers to Vulnerability Although creating an inclusive and supportive space is essential, individuals may still face internal barriers to vulnerability. The fear of being perceived as weak or the pressure to conform to societal norms can prevent individuals from openly discussing their mental health struggles. Organisations can break down these barriers through mental health awareness initiatives as well as coaching and training programs offered by Cultural Impact. By emphasising that vulnerability is a strength, not a weakness, organisations can promote a culture that embraces openness and authenticity. Fostering a Healthier and Happier Workforce As organisations strive to create a more inclusive and compassionate culture, it is vital to remember that allowing people to be vulnerable is a stepping stone towards creating a healthier and happier workforce. By fostering a culture that encourages open dialogue, empathy, and support, we can build a more resilient and united community that embraces all its members, irrespective of their struggles. Together, we can elevate mental health as a cornerstone of office safety initiatives and create a positive cultural impact that resonates far beyond the workplace. Written by Farah Rani 15/8/2023

In today's fast-paced and demanding work environments, the importance of mental health and well-being cannot be overstated. Organizations worldwide are recognizing the need to create spaces where open conversations about mental health are normalized, and employees are empowered to seek support when needed. One noteworthy initiative that has garnered attention is the initiative from Accenture Southeast Asia in conducting the SEA Mental Health Ally Conference. The program utilized the innovative Exchange Theatre to address mental health challenges in the workplace. The Impact of Exchange Theater The best way to represent reality is through art, and the saying that art imitates life holds dearly for the KLSP team. Through Exchange Theatre, we are able to facilitate the exchange of perspectives on sensitive topics and encourage communication with the audience through providing them a safe platform in sharing their opinions. The Exchange Theatre employs the arts as a means of expression, enabling individuals to engage with complex emotional subjects in a more approachable and relatable manner. At the SEA Mental Health Ally Conference held on the 26th of July, the Exchange Theater's production titled 'I'm Fine' took center stage. Through poignant narratives and creative scenarios, 'I'm Fine' conveyed the struggles, challenges, and ways to overcome the issue of mental well-being within the context of the workplace. Normalizing Conversations on Mental Health One of the significant achievements of the Exchange Theater initiative is its role in normalizing conversations about mental health and well-being in the workplace. Often, discussing mental health can be daunting due to societal stigmas and personal reservations. However, initiatives like the Exchange Theater provide a safe and non-threatening environment for individuals to engage in open dialogues. By weaving narratives that resonate with employees' experiences, the Exchange Theater breaks down barriers and encourages a more empathetic and understanding workplace culture. As we continue to navigate the evolving landscape of work, it is initiatives like these that serve as beacons of hope, illuminating the path toward a more compassionate and inclusive future for employees everywhere. Cultural Impact continues to fight for a more empathetic and inclusive workplace culture, advocating for initiatives like the Exchange Theatre that normalize conversations about mental health and empower individuals to engage in open dialogues without fear of stigma or judgment. Currently, we are advocating the importance of having team psychology safety in an organisation. Visit our LinkedIn to get updates on the sessions we have conducted. Written by Naim Ramin 14/8/2023

Bird Call KL Shakespeare Players (KLSP) Presents: A Puppet Making Workshop In collaboration with School of Improvisation, Acting and Puppetry Arts (SIAPA) Theatre, and artist-sculptor, William Koong and KL Shakespeare Players (KLSP) will be creating a giant bird puppet specially for BIRD CALL, a celebration of live puppetry and interactive theatre which will premiere at Yayasan Sime Darby Arts Festival, YSDAF 2023 on Day 1 (19th August) and Day 2 (20th August) at KLPAC. Focusing specifically on native Malaysian birds and using only upcycled and recycled materials, BIRD CALL tells an inspiring story of a tiny voice that became the loudest one heard. It begins with a story of a beautiful land filled with life, birds flying free, trees, shrubs and plants greening everything. Then the exploitation, and eventually the destruction and pollution. The birds are forced out of their habitats. The performance will also be accompanied by some 20 medium sized puppets. Besides the performance, there will also be Bird Making workshops at 11:00AM same day for children and parents (separate session in the studio). For more information and to secure your tickets, click here.

Article by Asma Abdullah PhD was published on June 29 2018 in The Malay Mail Research by scholars (namelmasuk kandang kambing memgembek, masuk kandang kerbau menguak often cites Malaysia as a country with the highest sc ore on power distance. Those who are familiar with the concept know that members who come from large power distance cultures accept hierarchical relationships and unequal distribution of power, roles, and resources as legitimate. Members regard inequalities in power as normal and accept “their place” in the system for the sake of harmony. Subordinates, followers, and employees acknowledge the authority of their leaders, managers, and bosses and tolerate a centralised structure and autocratic leadership. Besides Malaysia, other countries that are similarly grouped as having large scores in power distance include Thailand, Philippines, India, and Mexico. On the other hand, cultures with low scores in power distance believe that power is shared and well dispersed. Superiors and subordinates regard one another as equal in power. Often there are laws to ensure that those with power do not take advantage of those without. Countries with low power distance scores and are less hierarchical include Austria, Germany, Scandinavian countries and New Zealand. Cultural dimensions on leadership As a Malaysian of Malay origin, the large scores in power distance would mean that hierarchy is an important cultural dimension in our way of life. The Malay cultural values are based on the assumption that relationships are not always equal between those who are older and younger. We are expected to show respect for our elders at home, towards our leaders in politics and superiors at the workplace as it is part of our adat and adab of politeness, good manners, courtesy and tata tertib among others. There is a dependency and paternalistic relationship between subordinate-superior, which is nurtured and strengthened. When carried to the extreme, this cultural dimension and values can lead us to total obedience and a non-critical attitude towards our elders and superiors. Though there are many young Malays who are becoming more outspoken and challenging towards their elders they have to be cautious when expressing dissent and alternative viewpoints openly. Indeed it can be a challenge for our Malay leaders to observe a democratic and participative leadership style. With the recent outcomes of GE14 of May 9, the adverse consequence of the cultural dimension of hierarchy has to be put under a microscope. It has to be analysed and reviewed in the context of local leadership practices for the benefit of those who want to lead and be lead. While much has been written about the “must have” and “must do” about leadership on the political landscape, the time has come for those in positions of power to transform themselves. They have to do some cultural surgery by discarding what is no longer appropriate and strengthening what is considered as good practice. Like many of us who are observers of our political landscape, it is because of hierarchy and a too much respect for elders that we are not able to give honest and direct feedback to those in positions of power. We are reluctant to articulate a point of view that may not be palatable to those in positions of power and authority. It is because of wanting to preserve the good name of those in authority that we tolerate poor leadership and bad governance. It is because of the fear of being single out as a deviant and losing one’s position and status that we avoid raising a contrarian viewpoint with our senior elders. When the dimension of hierarchy and its accompanying values are carried to the extreme, we will have a situation where apathy, reluctance, and unwillingness to state the truth will reign. Being critical can cause one to lose status and power. On the other hand, those in positions of power too may not feel compelled to act on the feedback from their juniors believing that the latter do not have the right and experience to do so. In moving forward, leaders in our Malaysia Baharu may have to do some introspection and locate new ways of expressing their power and influence in order to receive the respect they deserve from others. While we look to Japan and other Western and Nordic countries as sources of inspiration and to emulate in terms of development and progress, those in positions of power and authority have to model the way. They have to find what their followers/subordinates want and give their blessings for embarking on any new initiative. Only then would they be able to persuade and influence others to get things done. Local research Based on research on local leadership, Malays believe that leaders who have the common/small man approach will earn more brownie points than those who come across as arrogant, crude kasar and crass. They believe strongly in leaders who are able to berdiri sama tinggi, duduk sama rendah (aspire to be like one of us) and are comfortable with people at all levels of society. In addition, the saying of masuk kandang kambing memgembek, masuk kandang kerbau menguak(be able to adapt to different cultural contexts) can provide some guidance on how to lead in the local setting. More important is for them to demonstrate the values of solidarity, humility and modesty in their behaviours — those who can model the behaviours of turun padang dan mesra rakyat (go down to the field and obtain grassroots level support) To demonstrate these values we want our leaders to downplay their achieved status symbols (like titles, degrees, awards, and honorifics), and material wealth (like houses, cars, planes, art collections, luxury items, pieces of jewellery, handbags, clothes, “trophy” wives) for fear of creating the wrong impression. We want our leaders to abhor corruption, cronyism, and rent-seeking activities that have made our politicians, civil servants and royal families the butt of conversation, especially in social media. We want leaders who value differing opinions and champion discussions, dialogues and discourses and promote a climate of openness, vibrant exchange of ideas among followers and not tell them that they are biadap (ill mannered) and ta’ sopan (rude). We want our leaders to develop and nurture talent and human capital recognising that they would not be in power forever (concern for the future cadre of leaders). We want leaders to have a moral compass, an inner conscience to deter them from committing a crime, a corrupt act, and dishonest move. Gone are the days of “father knows best” and saya makan garam dulu (I am more experienced than you). The saying jangan lawan tauke (do not fight with your boss) should no longer be the mantra of those who are in positions of power, authority and leadership. The leaders we want in Malaysia Baharu are those who truly adhere to the local sayings of "saperti ular menyesur akar tidakan hilang bisa nya" (remain the way we are no matter what the situation is like) and "ikut resmi padi makin berisi makin menunduk, bukan resmi lalang makin besar makin menjulang" (one who has real substance and remain low key-ed). Both statements show how important to have leaders who are exemplary role models in all aspects of behaviour and character in the way they conduct themselves and relate with others. They have to initiate new ways and lay down pathways for doing things, which are in the best interests of all. This change of mindset has to be initiated right now in our homes, our schools, workplaces and higher institutions of learning in order to instil a culture where new ideas are embraced and celebrated through open and difficult conversations.