AS Malaysia moves towards a developed nation, the area that needs to viewed strategically is the future of work.

In the context of technological changes and the desire for meaningful work, it is vital to build a platform of common good that respects talents and abilities, irrespective of ethnicity and religion.

Towards this end, one has to respect diversity, especially in Malaysia where it should be regarded as strength than a threat against certain political, economic or religious power.

To move in this direction, it vital for organisations to build the necessary foundation of diversity at government link companies, private businesses and the civil service.

There is a need for inclusion policies, making the basis for inclusion training.

Inclusion training refers to training employees to better work with others of differing abilities, backgrounds, nationalities, genders, etc.

It is often referred to as diversity and inclusion training. It emphasises being inclusive of all types of employees and explains the benefits of doing so.

This can be in the form of training to increase awareness of unintentional biases, or it could be in the form of teaching skills to better interact with others who come from different backgrounds with differing perspectives.

The overall goal is to have an inclusive workplace.

Employers who are progressive often implement inclusion training as a way to combat the risk of discrimination and harassment.

It can have additional benefits of improving awareness, increasing workplace morale and improving productivity. This is in line with the Geneva convention on harassment and violence at workplace.

Topics that may be part of an inclusion training programme are: unconscious or implicit bias, communication skills, cultural sensitivities and stereotyping, value systems, discrimination, cultural identities and potential sources of conflict, along with cultural competency, civility and sensitivity, invisible disabilities, anti-bullying or anti-harassment, conflict management modelling and legal ramifications.

Searching through my own years of experience as a HR practitioner in the manufacturing and hospitality industry in Malaysia, I seen discriminatory practices when comes to training.

For example, production workers in certain small and medium size industry seldom get the opportunity for training because if production operators get allowances for attending training that would result in loss for the company or the loss of productivity.

It is assumed that workers would be more interested to attend training than working. In these organisations, foreign workers do not attend trainings because they are perceived as a commodity or cog in the machine that cannot be spared for a minute on training.

They are not registered under HRDF. There is tendency to distinguish between foreign and Malaysian workers. 

All these discriminatory practices do not serve the common good, because talent is narrowed down merely to management staff or Malaysian workers.

There are also ethnic and racial prejudices by categorising ethnic groups in their areas of competency.

Therefore, it is time for GLCs, private businesses and civil servants embark on a progressive drive towards the future of work by embracing inclusion policies and inclusion training.

By doing so, we are building the necessary foundation in enhancing human capital development that values abilities and talents. The future of work starts with inclusive policies. – July 31, 2019.

* Ronald Benjamin is secretary for the Association for Community and Dialogue.

* This is the opinion of the writer or publication and does not necessarily represent the views of The Malaysian Insight. Article may be edited for brevity and clarity.