Latest news with #meritocracy
Arab News
3 days ago
- Business
- Arab News
Pakistan's finance chief stresses apolitical funding approach in meeting with World Bank officials
KARACHI: Pakistan's Finance Minister Muhammad Aurangzeb on Friday called for a merit-based approach to global development financing, urging international lenders to rise above political considerations during a meeting with incoming and outgoing World Bank country directors in Islamabad. The meeting followed weeks of diplomatic friction between nuclear-armed rivals India and Pakistan, which escalated into a four-day military standoff involving fighter jets, missiles, drones and artillery fire. Amid the tensions, Indian authorities lobbied the International Monetary Fund (IMF) to halt the disbursement of a $1 billion tranche to Pakistan, saying the funds could finance Islamabad's military activities. IMF officials later dismissed the concerns, emphasizing the disbursement mechanisms ensured transparency and that IMF support was intended to stabilize developing economies' balance of payments, with the funds directed to central banks rather than governments. 'The Minister ... highlighted the recent successful completion of the International Monetary Fund (IMF) review and the subsequent $1 billion disbursement under the Extended Fund Facility (EFF), along with additional resources made available through the Resilience and Sustainability Facility (RSF),' said a statement circulated by the finance ministry after the meeting. 'He noted that development finance must be guided by merit and objective assessment, rising above political considerations to ensure sustainable progress,' it added. Aurangzeb also praised the World Bank's longstanding support for Pakistan's economy, especially in times of fiscal stress, and reiterated Islamabad's commitment to deepening collaboration with the institution. He extended a warm welcome to Bolormaa Amgaabazar, the new World Bank Country Director for Pakistan, while commending her predecessor, Najy Benhassine, for his contributions during his tenure. A key point of discussion was the World Bank's 10-year Country Partnership Framework (CPF), a strategic agreement designed to guide development cooperation through targeted investments in Pakistan's critical sectors. The CPF, finalized during Benhassine's tenure, will now be overseen by Amgaabazar and aims to unlock $20 billion for the country. Aurangzeb highlighted the importance of effective implementation of the framework to fully leverage the Bank's institutional, technical and financial support. The meeting reaffirmed mutual commitment to strengthening Pakistan's economic resilience and advancing inclusive development through strategic partnerships, the finance ministry said.
Free Malaysia Today
7 days ago
- Politics
- Free Malaysia Today
Public roles not ‘political souvenirs', think tank tells PM
Prime Minister Anwar Ibrahim said on Saturday that political appointments made by a government to qualified individuals do not constitute an abuse of power. PETALING JAYA : A think tank today cautioned that Prime Minister Anwar Ibrahim's justification of political appointments as rewards for party service sends a dangerous message. In a statement, the Institute for Democracy and Economic Affairs (IDEAS) said the prime minister was effectively saying that public roles could be handed out 'like political souvenirs rather than earned through merit and competence'. 'Political appointments are not favours to be exchanged. They are positions of public trust that carry real responsibility. 'Whether or not appointees come from political backgrounds, all such appointments must be based on merit, integrity, and professional experience. 'Only through a transparent and performance-driven process can we ensure that our public institutions are led by individuals who can serve the people effectively,' its CEO Aira Azhari said. Speaking at the PKR national congress on Saturday, Anwar said political appointments made by a government to qualified individuals did not constitute an abuse of power. He said such appointments were a 'reward' that individuals deserved for their service and contributions to the success of the political party that eventually formed the government. Umno Youth chief Dr Akmal Saleh praised Anwar for his remarks, saying on Sunday that the government finally 'understood' Barisan Nasional's way of doing things. However, IDEAS said that state-owned enterprises carried significant fiscal risk, and that even a handful of poorly governed institutions could cause serious economic damage. It said appointing capable, ethical, and experienced directors was not just good practice, but an economic necessity. 'While there are political realities the prime minister must deal with, transparency, accountability and good governance are not principles that can be compromised,' Aira said.
Khaleej Times
22-05-2025
- Business
- Khaleej Times
You don't have to do it all: The case against multitasking at work
As stated in last week's column, the advancement of personal technology and its use in most of our daily lives for our work is the bare minimum. Beyond being taken for granted, it's also forgotten — how could it not be, when the job was found online? An Internet connection and sufficient tech in hand to even think about starting a job, the effort of everything we don't do anymore — snail mail, relying on phone calls before email, cutting the cord outside of official work hours, commuting — we allowed all that additional effort to be claimed by managers. Tasks and responsibilities became more intensive, the pay and hours got worse, and when you're on shift, you're struggling to keep up with the bare minimum. You can't put effort into it because you're still trying to find your footing. Though oftentimes a lack of communication confidence can hold us back — it's held me back talking to my boss sometimes — there has to be a line of respect and responsibility. When I clock in, it is because THEY need ME. This is an EXCHANGE of goods and services, I did not become a bear chained to the ground that must dance whenever my master says so, because if I can so easily lose my job and income, they can lose their employees and reputation. This gets to the overall decline in the value of merit and the much more overt importance of personal relationships and social dynamics to sustain hiring and promotional practices. Though many places are better for the average worker — I would argue the vast majority of employers, offices, companies and modern cities that need workers to call them home — the horror stories rise to the top, and so there must be constant focus on improving the material conditions of that worker. How do we do this? Am I going to solve the ethical dilemma that is the international supply chain that upholds the economy in this column? No, but we can all start moving with a little more awareness of how much we have at our fingertips, and that we should take pride in the end of multitasking. In some ways, this would be a move to an 'abundance mindset'. With work, there are multiple tasks; see how many tools you already have to use on those tasks. Keep in mind, tasks, not problems. We have too much at our fingertips with the Internet and technology for mistakes to not stem from a specific source. And when I make a mistake, it's always been from trying to split my focus. Lack of communication, too many lines of communication, unresolved language barriers, embarrassment, shame, all these things draw our mental energy away from our focus. Our focus, our labour, our time, our money. Even beyond work, I have been stressed planning for a job interview while editing my CV for a different job application, and then despite my lack of mistakes, I have felt terrible anxiety over a mistake I might have made because I didn't give myself that time for another proofread. Me, a journalist with a graduate degree in the craft. So, stay upfront. Stand by your work and say, 'I'm busy, send me an email', or 'Sorry, I just saw this message. I was working on task ABC, but now you and task XYZ have my full and undivided attention'.
The Independent
21-05-2025
- Business
- The Independent
Why it's so hard for young people to get a job right now – and what needs to change
For generations, young people have been told the path to opportunity is clear. Study hard, get a degree, and success will follow. This promise – central to the idea of 'meritocracy' – has shaped the aspirations and investments of millions (though in reality, access to university and employment is also shaped by factors like family income, schooling and geography). Today, however, many graduates in the UK and elsewhere are struggling to land a job – and it's a problem which extends far beyond finding roles that match their qualifications. In some cases, graduates are being turned down for roles in supermarkets or warehouses – not because they're unqualified, but because they're seen as overqualified, too risky or surplus to requirements. In terms of the UK economy, this isn't just a problem of job shortages. It signals a deeper breakdown in the social contract – the long-held promise that education leads to opportunity. And it exposes how the connection between learning and labour is coming undone. As the focus of employers, higher education providers and the state has shifted towards the notion of 'employability' – the skills and attitudes that help people get and keep jobs – labour markets have become highly competitive and spoilt for choice. At the same time, it's worth remembering that while employment remains a key concern, the value of education extends far further – shaping personal growth and civic engagement, for example. Employability places the burden squarely on young people to become work-ready while ignoring the wider barriers they face. These include hiring algorithms, labour market saturation as graduate numbers remain high while vacancies dry up, and uneven access to opportunity. Even with degrees and internships, many young people are finding themselves locked out of meaningful work. Research I undertook with colleagues on education-to-work transitions shows how graduates often invest heavily in becoming employable through a mix of soft skills, adaptability and professionalism. But these efforts now rarely guarantee a job. Instead, graduates frequently enter a labour market that is both oversaturated and under-responsive. Over the past two decades, the number of graduates in the UK has grown sharply. This surge has intensified competition, pushing many into roles below their qualification level. The UK government's Get Britain Working white paper recognises this disconnect. It also highlights the legacy effects of the COVID pandemic, especially among young people aged 16–24 who are not in education, employment or training (Neets) – of which there are now estimated to be 987,000, and rising. But while the government's proposed youth guarantee scheme offers basic training and apprenticeships, it does little for those already in the labour market. What's blocking the way? Despite the emphasis on developing skills, many young people – both graduates and non-graduates – struggle to progress in the labour market. For example, the number of entry-level roles in retail, hospitality and logistics is shrinking due to rising costs, automation and algorithmic hiring systems that privilege some over others. Recent increases to employer national insurance contributions and the national minimum wage are putting pressure on payrolls, reducing already limited opportunities for young people. This highlights the limits of the popular narrative that effort always leads to reward. The idea that young people just need to try harder collapses under the weight of such constraints. Businesses are also facing tight margins, as well as the problems that come with high staff turnover due to a lack of career development opportunities, as rising costs make it harder to invest in staff. But our research shows that even highly motivated graduates – those who network, gain skills, take internships and are adaptable – can struggle to get a foot in the door. The UK employment rights bill, which is making its way through parliament, is designed to curb exploitative labour market practices. But professional bodies and trade associations warn that some employers may respond by cutting staff and reducing flexible work. While reforms such as reframing the purpose of Jobcentres are critical in making unemployment seem unattractive, they are likely to fall short of creating sustained opportunities. Policy paradox All of this reveals a paradox. In trying to clamp down on job precarity, the UK government may be shutting young people out of the entry points they need, skilled or otherwise. Well-intentioned policies such as the youth guarantee and employment rights bill risk failure when the labour market often rewards privilege over merit. Today's labour market can penalise young people twice over. First, they're expected to be employable with the right skillset. Yet even when they are, many find the door shut. In my view, the way forward is to create new, accessible roles that reflect a broader duty of care on the part of employers, universities and policymakers. This includes building skills pathways along the lines of the Youth Futures Foundation programme, which works in deprived areas to create pathways that connect young people with support and jobs. It also means embedding hiring practices that ensure a closer focus on someone's potential, such as blind recruitment or diverse hiring panels. Incentivising employers to hire and value young talent could be transformative, as could forging partnerships between universities and industry which focus on building the skills needed for employment. Government initiatives such as the Trailblazers scheme, which identifies young people at risk of falling out of education or employment, are a good start. But they could be more effective alongside a combination of digital tools that bring together mobile apps for tracking career progress, a skills dashboard, and AI career advice. Restoring the social contract means sharing responsibility. Our research finds that employers should regularly review how they assess talent and design career pathways. Universities should collaborate with industry to ensure graduate skills align with employer expectations. And the government must address deep-seated inequalities shaped by region, class, race and institutional prestige. Ignoring these issues mean they will continue to largely dictate who gets in, who gets ahead, and who gets left out. A collective responsibility ensures that education is recognised not just as a route to employment, but as a cornerstone of a fair, thoughtful and inclusive society.
Free Malaysia Today
17-05-2025
- Business
- Free Malaysia Today
Govt's GLC appointments still based on loyalty, not merit, says Dr M
Dr Mahathir Mohamad said Malaysia was once viewed as a model nation, with appointments largely based on capability. KUALA LUMPUR : Former prime minister Dr Mahathir Mohamad has voiced concern over what he sees as a continued lack of meritocracy in appointments to government-linked companies (GLCs). Mahathir, who served as Malaysia's fourth and seventh prime minister, said political loyalty often outweighs ability in the selection of candidates for key positions. 'There's a lot of official interference in Malaysia. If someone is not pro-government, they don't get the job. If they support the government, they do. It's not about merit,' he told FMT in an interview. Reflecting on his time in office, Mahathir said Malaysia was once regarded as a model country, where appointments were largely based on ability. Data from watchdog site Pantau Kuasa shows that Mahathir's second stint as prime minister (2018–2020) saw the fewest political appointments among the last five federal administrations — 86 in total, comprising 13 to GLCs and 73 to federal statutory bodies (FSBs). Prime Minister Anwar Ibrahim's current government has made 95 such appointments, 16 to GLCs and 79 to FSBs, the second-lowest tally. In contrast, Najib Razak's administration recorded 301 political appointments between 2016 and May 2018, the highest number, comprising 32 to GLCs and 269 to FSBs. Mahathir conceded that even during his administration, appointments were not entirely merit-based, as racial balance had to be factored in. When asked whether meritocracy was applied within the Bumiputera community during his tenure, Mahathir said opportunities were given to capable individuals, but the results varied. 'Some did well, but even if you choose the best people, you cannot be certain they're going to succeed,' he said. Earlier this year, Mahathir said that while affirmative action under the New Economic Policy (NEP) remains relevant, it should eventually be phased out. He said some Bumiputeras had found success as entrepreneurs, but many failed due to entrenched mindsets not suited to the demands of running a business. Still, he expressed hope that Bumiputeras would make use of the policy's provisions, while they remain in place, to bridge socio-economic gaps with other communities. The NEP, introduced in 1971 by then prime minister Abdul Razak Hussein, was aimed at addressing economic disparities among ethnic groups through affirmative action programmes favouring the Bumiputeras.
