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The Diplomat
a day ago
- Politics
- The Diplomat
Mahathir Mohamad, the Father of Modern Malaysia, at 100
Mahathir reshaped Malaysia's politics and modernized its economy. He is also the source of many of the contradictions that continue to define the country today. Dr. Mahathir Mohamad, who turned 100 on July 10, stands as a political titan who casts a long shadow over Malaysia's modern history. A physician from a modest background, he joined politics in the 1960s, and thereby embarked on an extraordinary trajectory. Mahathir was the founding father of modern Malaysia, its most enduring political figure, and, arguably, the architect of many of the contradictions that continue to define – and divide – the country. From his first stint as prime minister from 1981 until 2003, and again in a stunning political comeback from 2018 to 2020, Mahathir reshaped Malaysia's economy, identity, and politics. His legacy is both vertiginous and deeply contested. Central to Mahathir's worldview is the 'Malay Dilemma,' an idea that he articulated in his 1970 book of the same name. Drawing from colonial narratives – notably those later critiqued by sociologist Syed Hussein Alatas in his study 'The Myth of The Lazy Native' – Mahathir internalized and reinterpreted British stereotypes of the 'lazy' or 'nonchalant' Malay. Rather than rejecting these views outright, he reframed them as an urgent national problem: the Malays, the 'sons of the soil,' were being left behind by the economically dominant Chinese minority, highlighting that the traditions of 'forced marriage of the unfit' and 'inbreeding' which, according to Mahathir, had produced 'a much greater percentage of human failures among the Malay as compared with other races.' This book aimed to explain the ethnic tensions between Malays and Chinese during the politically orchestrated ethnic riots of May 1969. In a preface to a new edition of 'The Malay Dilemma' published in 2008, Mahathir revised his view over the extent to which hereditary factors had contributed to the socio-economic status of the Malay, but the idea continues to haunt the Malaysian national psyche to the present. Mahathir's diagnosis of Malay social pathologies laid the groundwork for Malaysia's affirmative action policies, most notably the New Economic Policy (NEP), which privileged Malays in areas ranging from education to business and the civil service. Under Mahathir, these policies were not only expanded but entrenched in the country's corporate, social, and political cultures. During this time, Mahathir's management of the economy was widely praised. He prioritized fiscal discipline, maintained a relatively open market, focused on infrastructure development, and actively encouraged foreign direct investment. These efforts contributed to a consistent annual growth rate of around 6-7 percent during most of his tenure. His rule also cultivated a new confident Malay urban elite, who benefited greatly from his state-sponsored contracts and quotas. But in doing so, he also locked the Malay community into a framework of entitlement and dependency. What began as protectionism morphed into institutionalized favoritism, with political patronage and crony capitalism feeding a system that ultimately undermined the very self-reliance Mahathir hoped to instill. While intended to uplift the Malay majority, these policies deepened Malaysia's racial fractures. By encoding ethnic identity into economic opportunity, Mahathir's policies helped formalize a structural racial divide that persists today. Each election cycle has seen politicians – especially those from the dominant Malay parties – doubling down on the rhetoric of racial entitlement and fear. Instead of fostering national cohesion, the policies seeded mistrust and resentment between communities. Ironically, in his later years, Mahathir seemed to recognize the limitations and unintended consequences of this strategy. In his last term, he tried to reform the system, acknowledging that the quota-based policies no longer gave Malays a real advantage. But rather than blaming the outdated structures he helped build, Mahathir often turned his criticism inward, accusing the Malay community of complacency and failure to seize the opportunities offered to them. Paradoxically, the father of Malay empowerment chastised his own people for not thriving within the very system he contributed to designing. During his brief second term as prime minister, Mahathir took bold steps to tackle corruption, a move many saw as a long-overdue attempt to redeem his legacy. He appointed Latheefa Koya, a respected human rights lawyer and fierce critic of institutional corruption, to head Malaysia's anti-graft agency. Yet, skeptics questioned the sincerity of these reforms. The infamous 1MDB scandal, which exploded under Prime Minister Najib Razak's 2009-2018 tenure, is a symptom of the system that was created during Mahathir's earlier tenure: the building of the new United Malays National Organization (UMNO) and a Malay elite. His critics accused him of using anti-corruption efforts selectively, targeting rivals rather than genuinely dismantling the structures that enabled graft. In 2018, Mahathir's return to power against all odds was historical. At 93, he led the opposition coalition to an unexpected victory, toppling UMNO, the party he once led, for the first time since the country's independence. It was a masterclass in political reinvention: from autocratic strongman to democratic savior. Mahathir managed the impossible feat of rewriting his legacy in real time. But his second act ended in chaos. Misreading the fragile alliances that brought him back to power, Mahathir resigned in 2020, believing, as he often had before, that the nation would call him back to stabilize the government. Instead, his former deputy, Muhyiddin Yassin, seized the moment and formed a new coalition without him. This miscalculation echoed an earlier one. In the late 1990s, Mahathir dismissed Anwar Ibrahim, then his heir apparent, triggering a political crisis that would shape Malaysia for two decades. Mahathir underestimated his allies both times and paid the price. In his last attempt to run for an election, Mahathir's newly formed party, the Parti Pejuang Tanah Air (Homeland Fighter's Party) or Pejuang, had disastrous results; all candidates, including Mahathir, performed so poorly that they lost their election deposits. Mahathir now refers to himself, often sarcastically, as a 'dictator' who resigned twice. His long career has made him both a living relic and a reference point for a generation of strongmen. His friendships with controversial figures like Fidel Castro and Robert Mugabe, and admiration for figures such as Nelson Mandela, whose first political campaign he quietly funded, paint a portrait of a leader who was adept at operating on both the world stage and in the maze of domestic politics. Today, as global politics witnesses a resurgence of autocrats claiming democratic legitimacy, Mahathir offers a cautionary tale. His criticisms of leaders like Donald Trump are laced with irony, given his own long flirtation with authoritarianism. And yet, unlike many of his peers, Mahathir walked away, not once, but twice, from power. Whether that was courage, hubris, or simply miscalculation is a question my academic colleagues will debate. But there's no denying his impact. Mahathir built Malaysia's modern foundation, and created its political fault lines. Understanding his career is not just about understanding one man's journey, but the story of an entire nation navigating the promises and perils of leadership, identity, and ambition.
Straits Times
10-07-2025
- Business
- Straits Times
New Career Health SG initiative launched to support both S'pore workers and employers
Sign up now: Get ST's newsletters delivered to your inbox Manpower Minister Tan See Leng said he hopes people will actively manage their career health, just like their physical health. SINGAPORE – A new national initiative, Career Health SG, was launched on July 10 to support workers in accessing the right mix of training and on-the-job learning, so they can make informed and decisive career moves aligned with their aspirations. A new one-stop website, also called Career Health SG, was also unveiled. It offers both workers and employers an overview of the available support measures that can help them with career and workforce planning. The initiative was announced by Minister for Manpower Tan See Leng during the inaugural Career Health Summit 2025 at the Suntec Singapore Convention and Exhibition Centre, attended by more than 500 business leaders and human resources practitioners. The two-day summit, jointly organised by Workforce Singapore (WSG) and the Singapore Business Federation, seeks to have employers and experts exchange ideas on building a workforce that stays strong amid uncertainty. Dr Tan said employers play a vital role in building a healthier workforce, as they are best placed to identify the skills that warrant investment through employee training. He also called for employers to move to a skills-first approach in recognising and deploying talent, rather than fixating on formal qualifications. 'This will allow businesses to unlock even wider talent pools to stay ahead of the competition.' Top stories Swipe. Select. Stay informed. Business S'pore to launch new grant for companies, expand support for workers amid US tariff uncertainties Singapore HDB flats less attainable in 2024 compared with 2022: Report Asia Dr Mahathir at 100: Still haunted by the Malay Dilemma Sport No pain, no gain for Singapore's water polo teams at the world championships World 'Do some homework': 6 key exchanges between US Senator Duckworth and S'pore envoy nominee Sinha World Trump's ambassador nominee to Singapore Anjani Sinha has a rough day at Senate hearing Multimedia 60 objects to mark SG60: Which is your favourite? Business Fresh grads should 'stay calm' in job search, uptick in hiring seen: Tan See Leng A Ministry of Manpower (MOM) study found employers who embraced skills-first practices saw faster hiring, more diverse hires and improved employee performance, he added. He also said employers who wished to invest in workers' career health but did not know how to start by following these three steps. First, assess skills gaps or jobs at risk. Next, chart a plan to help uplift workers' skills, and then execute the plan through structured progression pathways and skills-first approaches, he added. Dr Tan said MOM will introduce more resources to help employers assess the skills readiness of their workforce, identify suitable training interventions, as well as opportunities for job redesign to optimise the skills of their employees later in 2025. Meanwhile, workers will get to connect with career coaches under WSG's career coaching programme Polaris to chart their career journey, and find out more about schemes that can help them overhaul their skill sets. Dr Tan, a trained medical doctor, said: 'Ultimately, my vision is for career health to be the new normal – it should be as central to our entire career journey, our lives and businesses as physical health is. 'Something that is readily discussed and actively managed by all.' The new Career Health SG website can be found at WSG chief executive Dilys Boey told The Straits Times the new initiative goes beyond merely aggregating existing schemes via the website. She said the goal is to drive a cultural shift, where employers transform their business operations and workforce, and workers take ownership of their careers. New digital tools will also be launched under the Career Health SG banner in the near future, including one that helps employers take stock of the skills their workers possess, she added. One employer on board with the initiative is home-grown in-flight caterer Sats. Chief human capital officer Tan Chee Wei told reporters it is important to create fulfilling jobs with tasks that workers find meaningful, and help them discover a greater purpose, such as contributing to Singapore's status as a leading air hub. In a keynote address, Harvard Business School professor Joseph Fuller, who studies workforce transformation, spoke about the importance for businesses to help their workers ensure their career health. He said data out of the US shows that on average, 41 per cent of an average person's work will be displaced by artificial intelligence. Data also shows that employers are looking for a more diverse skill set when hiring for roles that are more affected by AI, and this underscores the need for employers to support worker training. Prof Fuller told ST that Career Health SG and related measures in Singapore are 'easily the most sophisticated, ambitious national intervention that I am familiar with in this area'. The sophistication lies in not just providing employer incentives, but helping workers understand what skills are needed for their desired jobs, as well as supporting career shifts for the employed rather than just those who are out of jobs. But Prof Fuller noted that employers, especially smaller ones, may remain cautious about diverting scarce resources away from daily operations. Both employers and workers also do not always act in their self-interest, he said. People 'often assume that (continuing) what they do now has no cost and doing something additional has a cost, and so they are inclined to try to avoid the added cost', he added.
Straits Times
10-07-2025
- Business
- Straits Times
Fresh grads should ‘stay calm' in job search, uptick in hiring seen: Tan See Leng
Sign up now: Get ST's newsletters delivered to your inbox The employment rate for the 2025 graduating cohort was 51.9 per cent in June, which is 4 per cent higher than the June 2024 rate. SINGAPORE – Fresh graduates should press on with their job search even if the future appears uncertain, said Minister for Manpower Tan See Leng. The employment rate for the 2025 graduating cohort was 51.9 per cent in June, he said, which is 4 per cent higher than the June 2024 rate. 'I would really appeal to graduates and parents to stay calm. We have taken a more granular and careful look at the data on jobs and graduate employment this year. While it is still early days... we do see some silver lining in the data,' Dr Tan told a Singapore Economic Resilience Taskforce press conference on July 10. 'If you compare June 2025 with June 2024, actually, the employment rates have gone up,' he added, noting that many graduates may still be in the early phases of their job hunts. 'Rest assured, the Government, our tripartite partners, will continue to support you and walk every step with you.' Dr Tan, who is also the Second Minister for Trade and Industry, also urged businesses to invest in young graduates who will be future leaders of the workforce. He added that the number of entry-level vacancies in Singapore has remained steady. Top stories Swipe. Select. Stay informed. Business S'pore to launch new grant for companies, expand support for workers amid US tariff uncertainties Singapore HDB flats less attainable in 2024 compared with 2022: Report Asia Dr Mahathir at 100: Still haunted by the Malay Dilemma Sport No pain, no gain for Singapore's water polo teams at the world championships World 'Do some homework': 6 key exchanges between US Senator Duckworth and S'pore envoy nominee Sinha World Trump's ambassador nominee to Singapore Anjani Sinha has a rough day at Senate hearing Multimedia 60 objects to mark SG60: Which is your favourite? Within the public service, there were around 2,400 immediately available entry-level jobs, spanning across roles like engineers and software developers, Dr Tan said. Graduates can learn more about these opportunities at the public service career fair in August, the Careers@Gov job portal, or social media, he added. More broadly, employers in the health and social care industries, as well as the sustainability sector, were looking to grow their headcounts. This comes on top of a hiring push in teaching, technology, financial and insurance services, as well as professional services. Closer attention has been given to young job seekers during this time of global uncertainty, said NTUC secretary-general Ng Chee Meng. He said they face four main challenges when looking to enter the labour market: A skills gap, where they would need to acquire technical or soft skills. An expectation gap, where employers and job seekers have different expectations on matters like work-life balance. An opportunity gap, as global instability and artificial intelligence could change the nature and availability of jobs. An experience gap, where some employers may prefer candidates with prior industry experience for entry-level jobs. The experience gap puts first-time job seekers at a disadvantage, as they need a job to gain experience, but may not be able to get a job without work experience, Mr Ng said. Considering this, he urged young graduates to keep an open mind. 'As Minister Tan has highlighted, the labour market remains resilient today. There are job opportunities for our young,' he said. 'We do encourage our young workers, our youth to keep an open mind, consider all the different possibilities and the job offers available, even when they may not feel that the job checks every box. These jobs can open the first doors to experience, networks and potentially new directions,' he added. (From left) Singapore National Employers Federation president Tan Hee Teck, Minister Tan See Leng, NTUC Secretary-General Ng Chee Meng, Deputy Prime Minister Gan Kim Yong, Singapore Business Federation chairman Teo Siong Seng and Minister Josephine Teo at a press conference on July 10. ST PHOTO: GIN TAY On the labour movement's part, Mr Ng said he is looking to scale up the NTUC Youth Excel programme, which offers job search, skills training, networking and mentorship opportunities. Around 12,000 youth have benefited from the initiative since its launch in 2017. He also asked youth to consider signing up for a NTUC Starter membership, which provides access to career programmes that includes one-on-one mentorship. These add to a slate of measures targeted at entrants to the workforce as well as current workers. Earlier in the day, a national initiative, Career Health SG , was launched to support workers in accessing the right mix of training and on-the-job learning. A new one-stop website, Career Health SG, was also unveiled. It offers both workers and employers an overview of the available support measures, to help with career and workforce planning.
Straits Times
10-07-2025
- Business
- Straits Times
PAP appoints new heads of backbench parliamentary committees
Sign up now: Get ST's newsletters delivered to your inbox SINGAPORE – A fresh slate of 12 MPs will head the PAP's backbench committees that scrutinise government policy. The People's Action Party announced the makeup of its government parliamentary committees (GPCs) for the 15th term of Parliament on its website on July 10. None of the chairpersons from the previous term continued in their roles. In 2020, three did so. Mr Alex Yam will head the Culture, Community and Youth GPC while Mr Yip Hon Weng will chair the Defence and Foreign Affairs GPC. Mr Sharael Taha will be chair for Digital Development and Information while Mr Darryl David will chair Education. Mr Saktiandi Supaat, who was formerly the chair for Transport, will now head Finance and Trade and Industry, while also serving as deputy chair for Manpower. Ms Mariam Jaafar will chair Health while Ms Yeo Wan Ling will chair Manpower. Top stories Swipe. Select. Stay informed. Business S'pore to launch new grant for companies, expand support for workers amid US tariff uncertainties Singapore HDB flats less attainable in 2024 compared with 2022: Report Asia Dr Mahathir at 100: Still haunted by the Malay Dilemma Sport No pain, no gain for Singapore's water polo teams at the world championships World 'Do some homework': 6 key exchanges between US Senator Duckworth and S'pore envoy nominee Sinha World Trump's ambassador nominee to Singapore Anjani Sinha has a rough day at Senate hearing Multimedia 60 objects to mark SG60: Which is your favourite? Business Fresh grads should 'stay calm' in job search, uptick in hiring seen: Tan See Leng Mr Vikram Nair moves from chair of Defence and Foreign Affairs to become its deputy, while taking on chair for Home Affairs and Law. Mr Henry Kwek takes the National Development portfolio while Mr Xie Yao Quan takes Social and Family Development. Ms Poh Li San, who was deputy chair for Sustainability and the Environment, will take on the role of chair. Ms Tin Pei Ling will chair Transport, relinquishing her role for Digital Development and Information. All but Mr Nair, Mr Saktiandi and Ms Tin had never led a GPC before. The 19 rookie MPs fresh from the May 3 poll who were not appointed to political office were put into GPCs. These committees, first set up in 1987, bring together PAP backbenchers to look at government policy and serve as an additional feedback channel. They are broadly mapped to the existing ministries of the day and generally serve through a whole parliamentary term. The 15th term of Parliament, comprising MPs elected at the May 3 polls, opens on Sept 5. The announcement follows changes to the PAP backbench triggered by the general election and subsequent Cabinet reshuffle. Six of the 12 GPC chairpersons from the previous term of Parliament either retired or will take on political office. GPC chair for Culture Community and Youth Mr Sitoh Yih Pin and his counterpart for Health Dr Tan Wu Meng retired from politics. Ms Cheryl Chan, who headed the GPC for National Development and Mr Louis Ng, who did so for Sustainability and the Environment, also did not stand for election. Two will leave the backbench. Mr Desmond Choo, who chaired the GPC for Manpower, was promoted to Minister of State for Defence. Mr Zhulkarnain Abdul Rahim, who chaired the GPC for Home Affairs and Law will become Minister of State for Foreign Affairs and Social and Family Development. He was also a member of the GPC for Defence and Foreign Affairs.
Straits Times
10-07-2025
- Entertainment
- Straits Times
Influencing without the influencers: How fashion and lifestyle brands are taking back social media
Ms Sarah Tang, a content strategist for the homeware brand Dusen Dusen, edits a video at the company's studio in Brooklyn on June 26. NEW YORK – Ms Sarah Tang did not set out to be internet famous. The 28-year-old does not sing, dance or share outfit-of-the-day videos. She does not post about her personal life, offer career or dating advice, or share finance tips. She does not have an agent or a manager, and she is not flying off to brand-sponsored retreats in coastal cities. Her TikTok following is modest. Still, Ms Tang is often recognised, particularly on the J train in New York City, for her appearances in TikTok video ads by buzzy brands targeting Gen Z and millennials. 'I started feeling really anxious about things like falling asleep on the subway or just like looking really grumpy,' she said. 'I'm not, like, anonymous anymore.' She is what some in the fashion and lifestyle industries call a brand or in-house content creator. Unlike influencers, who are typically paid to promote products on their own channels, Ms Tang's job is to produce short videos that emulate influencer-style content like room tours, vlogs and get-ready-with-me snippets on brands' own social accounts. Her videos can generate thousands of views. The goal of Ms Tang and others like her is to make ads feel like anything but ads. The brand's voice is embedded in the content, as are its products, but there is no overt pitch or the awkward energy of a sponsored partnership. The videos are seemingly unpolished, even if they may have been meticulously planned. And, in many cases, viewers may not even realise they are being marketed to. Ms Sarah Tang makes videos that feel more like the typical content produced by influencers, rather than traditional advertising. PHOTO: HIROKO MASUIKE/NYTIMES This approach, which has existed on some level for quite some time, is part of a growing shift in social media marketing. Rather than investing in work from external influencers or celebrity ambassadors, many fashion, beauty and lifestyle companies are turning their cameras inwards, enlisting their own employees to be the faces of the brand, while striving to make it feel more casual than that. Top stories Swipe. Select. Stay informed. Business S'pore to launch new grant for companies, expand support for workers amid US tariff uncertainties Singapore Proposed new law protecting Singaporeans' genetic data to be strengthened: Ong Ye Kung Asia Dr Mahathir at 100: Still haunted by the Malay Dilemma Singapore HDB flats less attainable in 2024 compared with 2022: Report World 'Do some homework': 6 key exchanges between US Senator Duckworth and S'pore envoy nominee Sinha World Trump's ambassador nominee to Singapore Anjani Sinha has a rough day at Senate hearing Multimedia 60 objects to mark SG60: Which is your favourite? Singapore NDP 2025: Diamond formations, 'multi-axis' fly-past to headline parade's aerial display Brands including LVMH-owned Loewe, accessories brand Mejuri and Danish fashion label Ganni have adopted the format, often showing behind-the-scenes moments of building the brand and photo shoots on social media. Vogue magazine, soda brand Poppi and clothing and homeware brand Damson Madder regularly feature lo-fi office content starring staff. At luggage brand Baboon To The Moon, in-house creators film vlogs and sit-down interviews with the brand's designers. This kind of behind-the-scenes content is a clear departure from the glossy, heavily produced campaigns that typically fill Instagram feeds, brand websites and fashion magazines. Dr Jonah Berger, a marketing professor at the Wharton School of Business and author of Contagious: Why Things Catch On, said this off-the-cuff content is appealing because it offers viewers a rare glimpse behind the curtain. That insider perspective gives people a sense of social value or currency, making them more engaged and more likely to share the content. This approach also helps solve what marketeers call the content problem, according to Mr Anthony Svirskis, chief executive of creator marketing company Tribe. In the past, a brand might have produced a few polished ads a year for TV or print. Now, with dozens of social platforms, each demanding its own stream of content, brands need a constant flow of posts. Influencers and in-house creators help meet this demand. For some brands, it is not just about volume, but also the tone. The hard-sell of traditional advertising can feel out of sync with how young people want to be engaged. In-house creators offer something more casual and more human. 'I find all of advertising to be embarrassing,' said Ms Ellen Van Dusen, founder of homeware brand Dusen Dusen. 'Part of it is because this business is so personal. It just feels embarrassing to ask people to buy my stuff. I always think like, 'Oh god, all my friends are going to see this.'' Ms Ellen van Dusen, founder of homeware brand Dusen Dusen, at the company's studio in Brooklyn. Ms van Dusen originally handled her brand's social media accounts on her own, mixing her actual life with the brand she was creating. PHOTO: HIROKO MASUIKE/NYTIMES The Dusen Dusen line was born because Ms van Dusen could not find decor in stores that matched her colourful, irreverent aesthetic. When she started the label, she took on the role of a one-woman marketing team, treating the brand's Instagram like a personal account. She documented her print design process, decorated her studio in real time and posted photos from her wedding, snapshots of her dog, Snips, and eventually of her child. Early on, she realised that that kind of intimate, offbeat content resonated with her customers. When it came to TikTok, a platform she described as hard to 'wrap my head around', Ms van Dusen brought in Ms Tang in 2023. Several of Ms Tang's videos had taken off during her time as the in-house content creator for Baboon To The Moon. On any given day, Ms Tang arrives at Dusen Dusen's studio in the Clinton Hill neighbourhood of Brooklyn, checks in with Ms van Dusen about upcoming launches or sample sales and then maps out video concepts tied to the calendar. Her style leans towards deadpan humour, and she films, edits and posts the content. These days, Ms Tang is more protective of her boundaries. She no longer films from her home or includes her friends in videos . She works strictly from the brand's office, which includes a staged set with couches, a kitchen and even a made-up bed designed to resemble a lived-in apartment. (It is where she once filmed an 'apartment tour'.) She is unsure how long she will keep lending her face to brands, describing the work as 'taxing'. Moving forward, she says, she is interested in working only with brands she feels aligned with , noting that she could not be an in-house creator for a large corporation ; she appreciates that Dusen Dusen's team is small and that the business is self-funded. 'There's a point where I'm going to age out of the attention economy,' she said. But for now, 'when I'm on camera for the brand, I am the brand'. NYTIMES
