Latest news with #ThomasMathew
The Star
10-08-2025
- Business
- The Star
A region on the move
AS the fifth-largest economy in the world right now, Asean's digital economy alone is expected to hit US$1 trillion (RM4.265 trillion) by 2030, with emerging sectors like fintech, green tech, artificial intelligence (AI) and agritech creating demand for skilled talent across the region. Yet, current mobility systems in Asean are not keeping up with the demand, especially for mid-skilled workers, TVET (technical and vocational education and training) graduates and those graduating in growing industries. 'The talent landscape is shifting fast. By 2030, over 60 million young people will enter Asean's workforce,' says TalentCorp Group chief executive officer Thomas Mathew at the preview of the Asean Youth Mobility Compendium recently. 'That's not just a statistic, it's a generation looking for purpose, skills, and pathways. 'The problem? Most of our crossborder mobility still centres on low-skilled roles. 'Meanwhile, demand is exploding in high-value areas, and we're not moving talent there fast enough. We must change that pace.' Asean's strength lies in its interdependence, he adds. 'Think about the electronics and electrical sector. Malaysia, Vietnam and Singapore each play different roles but together they power a regional value chain. 'If talent could move as freely as goods, imagine the shared expertise, the speed of innovation, the mutual benefit.' That is why the agency, along with the Asia School of Business, has developed the Asean Youth Mobility Compendium, to identify and offer potential solutions to structural barriers to youth mobility such as visa restrictions, lack of crossborder credential recognition, and fragmented policies. Despite the strong economic case, former Bangi MP Ong Kian Ming acknowledges that youth mobility has not yet become a top-tier policy concern. 'But this does not have to be the case,' he says. While leaders often cite Asean's collective GDP and market potential, there is little focus on the region's youth workforce. 'I think that is something we can change and add into the conversation, because I think that will be of interest to the stakeholders that we want to reach out to, whether it's international investors or people who want to penetrate the market within Asean,' Ong says. Don't be scared of brain drain Experts say that Malaysia is actually in a good position to champion a new model of regional talent exchange; one that is built on regional trust, collaboration and 'brain circulation'. 'Malaysia can be one of the key countries that can spearhead this kind of mobility thinking and implementation. 'We would be in a very good position to be able to spur and also work with other countries in the region, especially those that are on a similar development scale to us, to really grow the talent pipeline and talent pool in Asean,' says Ong. Or as Asia School of Business associate economics professor Dr Melati Nungsari put it, 'We are in a sweet spot within Asean', in terms of economic development, as we can benefit from both sending people outward and receiving people from other countries. But despite the advantages, Malaysia continues to treat mobility with caution, due to a long-held fear of 'brain drain', says Melati. 'I was trying to advocate for Asean basically like a European Union-style system, where you can work and do an internship wherever you want within Asean. 'But people are saying, oh, what if we lose all of our skilled talents to other countries? I don't think that's the right way to think about it,' she says. Brain drain will always exist because moving for a job as a concept has existed for thousands of years, she says, so the key is to build a Malaysia that people want to come back to. Instead of seeing outward mobility as a drain on national talent, she says, we should think about it as a form of circulating talent while building their capacity. 'So it's more about creating a Malaysia that people want to stay in rather than preventing people from moving out. 'The point is you build people, you don't restrict people. 'You should go get more experience and then hopefully come back,' she says. Ong says Malaysia is well-placed to spearhead a youth mobility movement within Asean. — KAMARUL ARIFFIN/The Star Brain drain will always exist, so instead of fearing it, we should work to build a Malaysia people want to return to, says Melati. Passport for the privileged? Outward mobility may elicit fears of brain drain, but inward mobility gets people worrying about their country being flooded by unskilled migrants, says Ong. So there is a need to focus on the skilled portion of the youth workforce to 'sell' this from a political perspective, he adds. 'The three areas that I think our focus should be on would be, firstly, financial services, given the fact that crossborder digital payments are growing very quickly, and that ecosystem is something that we can invest in. 'The second area would be in higher education in terms of students and academics as well, and the third one would be in the smart manufacturing ecosystem, specifically the electronics and electrical area, which is growing very important from a global supply chain perspective.' But to expand mobility, it's not just about opening doors but also making sure more people can walk through them. 'Mobility should not become a passport for the privileged,' reminds Malaysian Employers Federation vice-president Mohd Farid Shah Mohd Basir. Most crossborder mobility currently tends to benefit youths from urban, middle-to-upper-class backgrounds who have more access to such opportunities, creating a silent gap between the haves and have-nots. 'Most of my peers studied abroad, especially in the UK, and backpacking across Europe was the norm for them, but for many Malaysian local graduates like myself, even a short trip to Jakarta for our final semester farewell is seen as a once-in-a-lifetime experience of going outside Malaysia. 'And that gap in exposure and mobility is real and it's quite often unspoken,' shares a Malaysian graduate who attended the preview. If Asean is to truly unlock the potential of its youth workforce, the freedom to learn, work, and grow across borders must be made accessible and not just aspirational.
Time of India
25-07-2025
- Health
- Time of India
Toothpaste & balms can affect brain health: Doctors
1 2 3 4 Nagpur: In a shocking link between everyday hygiene products and neurological health, doctors and neuroscientists raised fresh concerns about ingredients commonly found in toothpaste, balms, and essential oil-based products that may silently impact the brain over time. Observations made during World Brain Week prompted researchers to highlight the potential neurotoxic effects of substances such as camphor, menthol, and eucalyptus — common components found in daily-use products. Experts suggest checking labels and avoiding the overuse of strong aromatic products. "Many of these ingredients can cross the blood–brain barrier via the buccal mucosa, bypassing liver metabolism," said Dr Thomas Mathew, vice dean at St John's Medical College, Bengaluru. "Repeated exposure, especially every 24 to 48 hours, can lead to a phenomenon called chemical kindling, where brain neurons become hyperexcitable, possibly triggering seizures, migraines, or other neuropsychiatric disorders," Mathew said. Patients with unexplained headaches, seizures, anxiety, and even depression showed improvement simply by switching their toothpaste or stopping the use of certain balms, revealed Padma Shri Dr Chandrashekhar Meshram, trustee of the World Federation of Neurology. "These are not allergic reactions but neurostimulation effects. We've seen cluster headaches and migraines vanish within days of stopping using particular brands," he added. A landmark case series published recently in The International Journal of Head and Face Pain also documented cluster headaches linked to toothpaste use, which resolved upon discontinuation of a particular brand. Experimental studies in zebrafish showed that even brief exposure to toothpaste triggered aggression, anxiety, and hyperactivity, suggesting potential impact on the brain. "The concern is not that these products affect everyone, but that they could be contributing to unexplained neurological symptoms in susceptible individuals," said Dr Meshram. "We need collaborative research and funding to explore safe alternatives like water or saline-based oral hygiene products." The spotlight also fell on oral health as a window to brain health. New studies linked gum disease and poor dental hygiene with higher risks of Alzheimer's, Parkinson's, and even stroke. "Regular flossing was associated with up to 22% reduction in ischemic stroke risk," noted Dr S Sen, a researcher from the US. As evidence grows, neurologists are urging both the public and policymakers to consider the hidden neuro-health impacts of seemingly benign daily products, and to explore safer, inert alternatives. THE BRAIN & BALM CONNECTION Common balms and hair oils may contain brain-stimulating chemicals Some toothpaste ingredients can trigger headaches, seizures, and anxiety A zebrafish study showed toothpaste exposure causes hyperactivity and aggression Oral health and gum disease may increase the risk of stroke and Alzheimer's Experts urge consumers to check labels and avoid the overuse of strong aromatic products
The Star
26-04-2025
- Business
- The Star
Flex marks the spot?
'DO I have to die in the office to go to heaven?' Hafiz, 27, who declines to give his full name, instantly sneers when asked about the new push to return fully to the office that his company is implementing. Hafiz works in digital marketing, first entering the job market amid the shift towards remote work or working from home (WFH) mode during the Covid-19 pandemic in 2020, and now struggles to adjust to returning to the office full-time. Especially when, he contends, he can do his job perfectly fine from anywhere and at any time. 'Everything can be done through the Internet now, right?' But working trends show the opposite, as many companies around the world are now pushing for workers to return to the office (RTO). HR media platform People Matters Global reported in June 2024 that more than half of the workers in Malaysia said their employers expect them to be in the office more frequently. And the percentage of employees in Malaysia facing the call to RTO is 17% higher than the global average. Experts say this is due to concerns about productivity, better teamwork, and fostering company culture. However, they note that WFH is not going to fully go away, as many employees, especially the younger generation, still greatly prioritise work flexibility. Instead, the experts observe that the labour market may be moving towards a more hybrid model as a compromise. The government has also signalled a legislative shift with the introduction of amendments to the Employment Act 1955 that allow employees to formally request for flexible work arrangements due to caregiving responsibilities for children or aged parents. Recalibration, not retreat Human resources agency TalentCorp's group chief executive officer Thomas Mathew says they have observed a shift back to working from the office, but adds that many are also moving towards a hybrid model. 'I would describe this shift as a recalibration, not a retreat. Many organisations are moving towards hybrid models, that is, balancing physical collaboration with flexible hours or locations. 'Remote work is not vanishing, rather it's becoming more deliberate,' he tells the Sunday Star . Malaysia HR Forum co-founder Arulkumar Singaraveloo adds that this recalibration is more about companies re-adapting their workplace strategies to a post-pandemic world. A 2024 survey by the Malay-sian Employers Federation (MEF) titled 'Flexible Working Arrangement: Assessing Practices and Perspectives of Private Sector Employers in Malaysia' indicated that 70.5% of companies that took part in the survey have implemented some form of hybrid work models, with some providing flexibility in working hours and others offering flexibility in the workplace. 'Flexible working arrangements (FWA) will continue to be practised, especially with the introduction of FWAs in the Employment Act 1955 with effect from Jan 1, 2024. 'But on-site work remains the norm for many employers,' says MEF president Datuk Dr Syed Hussain Syed Husman. Speaking on the findings of the MEF survey, Mathew says it suggests that companies are tailoring flexibility to meet sectoral needs rather than completely abandoning FWA. Many Malaysian employers shy away from full remote work as they believe it leads to decreased productivity, says Syed Hussain. 'They struggle to monitor employee performance effectively when employees are on remote work and working from home.' Employers have also stated that worksite interactions can foster better teamwork and mentorship, and inculcate workplace culture more effectively, he says. They believe that 'remote work and WFH will, in the long run, weaken employee engagement and loyalty, making it harder to maintain a strong organisational culture,' he says. There are also some concerns about cybersecurity and data confidentiality risks with remote work, especially if employees use personal devices, he adds. Not just a 'nice to have' perk However, Syed Hussain warns that this push for RTO may lead to higher attrition rates and reduced innovation among younger employees. 'Younger workers increasingly demand flexibility. The reluctance to embrace remote and WFH risks alienating top talents. 'Employees who experienced remote work and WFH often view full office mandates as a step backward, leading to higher attrition. 'Younger candidates openly reject traditional office setups, forcing some firms to relax policies for early career roles,' says Syed Hussain. Syed Hussain: 'MEF believes that implementation of remote and hybrid work should be flexible and tailored to individual organisational context, rather than adopting a one-size-fits-all policy.' Mathew says survey data shows that nearly half of Gen Z (49%) and millennials (47%) in Malaysia would rather resign than accept inflexible, office-bound work models. At the same time, he says, Malaysian workers are clocking longer hours at 17% above the global average. 'It is clear that people want flexibility, but not at the expense of balance,' he says. But it's not just younger workers like millennials and Gen Z who value work flexibility; Arulkumar says this is also true among dual-income households and working parents. 'For many, flexibility is no longer viewed as a 'nice to have' perk but a fundamental job requirement. 'Reduced commuting time, better work-life balance, and greater control over one's schedule have led to higher satisfaction levels, particularly among employees with caregiving responsibilities. 'Balancing operational needs with individual flexibility will be crucial for talent retention moving forward,' says Arulkumar. There is a growing resistance to inflexible mandates, he adds, and those in high demand or mobile professions are willing to resign or decline offers from companies that do not accommodate their work-life expectations. This is especially true in sectors driven by intellectual or digital output, says Arulkumar, as performance in these industries are usually measured by results and deliverables rather than visibility at the office. 'Forcing physical presence in such sectors may backfire, as these professionals often have multiple job options and value autonomy over structure,' he says. Hafiz could become one such example; his company issued an RTO mandate last year, and he has been searching for a suitable new job for the last few months. 'It's quite mixed,' he says, in terms of employers offering work flexibility, 'but I really want to find a WFH job.' It is not just Gen Z that cares about flexible working arrangements; some dual-income households and working parents also value flexibility with their work, says Arulkumar. — IZZRAFIQ ALIAS/The Star 'Isn't it normal to work from office?' Hafiz's job is online-based, so his work can be done remotely, but Syed Hussain says some jobs simply require the workers' physical presence at the workplace, such as in manufacturing, retail, and customer service. Arulkumar also adds that legacy industries like banking or those with a hierarchical or compliance-heavy environment are most likely to want workers back in the office too. Employees do understand the concerns of their employers; 28-year-old Yvonne Chong works in accounting and her company has mandated RTO since 2022. 'Isn't working from an office normal? My job also requires me to handle sensitive numbers sometimes for our clients, so of course, I have to do the work on site. 'I don't mind having to go back to the office because I understand why they're asking for it for my job,' she says. The different situations for various jobs mean that there cannot be a one-size-fits-all approach to remote work, says Syed Hussain. 'MEF advocates a balanced approach that considers both employer and employee needs on the subject of remote work and WFH. 'MEF believes that implementation of remote and hybrid work should be flexible and tailored to individual organisational context, rather than adopting a one-size-fits-all policy,' he says. TalentCorp's conversations with employers have also reinforced that the future of work is hybrid by design. 'That is why under Budget 2025, the government has introduced an additional 50% tax deduction on costs related to implementing FWA. 'This is a one-time incentive, available from Jan 1, 2025, to Dec 31, 2027, and demonstrates a commitment to supporting this transformation at scale,' says Mathew. Arulkumar also says he believes the hybrid model will dominate the future of work in Malaysia, a sentiment which Mathew says is reinforced by TalentCorp's conversations with employers in the country. 'Remote and hybrid work models are here to stay. 'The question now is how we adapt these models to drive productivity, equity, and national competitiveness,' says Mathew.
