Encourage non-bumiputra to join civil service
K Balan<br>Kuala LumpurPublished: Dec 20, 2000 12:02 AM | Updated: Jan 29, 2008 10:21 AM
The recent debate on vision schools has caused a great discomfort to a certain community that is apparently confused and does not have a clear overall picture on the issue.
It must be laudable that the government still insists on moving ahead with the plan despite objection from certain education groups. The government has plans to do the same in the universities, especially in the hostels to encourage integration of students of different races.
While these plans will eventually result in better interracial relationship towards the creation of a Bangsa Malaysia, the government should also look at other areas where similar integration plans can be implemented. In fact, the government should look within first.
In the private sector, a majority of companies have employees of various races, in proportion to the ratio of races in the country. The same cannot be said for the employees in the civil service. There is a lack of non-bumiputras in almost every government department and other privatised agencies. Is it because non-bumiputras are not attracted to join the civil service or because of the quota imposed?
The situation was entirely different in the 1960s through 1980s, when there was a substantial number of non-bumiputras in the civil service, especially in Jabatan Telekom, Jabatan Kerja Raya, Lembaga Letrik Negara, Keretapi Tanah Melayu and post offices.
I am currently working in a company owned by a bumiputra with a substantial number of non-bumiputra directors and shareholders. The management is headed by a non-Malay who is assisted by a Malay. Malays and non-Malays complete the rest of the management team line-up.
I feel that the working relationship among employees of various races has been excellent from the top management all the way to the rank and file. We are almost a family, a phrase often used by our managing director. No doubt that this has contributed immensely to the success of the company.
The government should find ways to encourage more non-bumiputras to join the civil service. The race composition in the civil service should reflect that of the country. It should take the cue from the private sector and multinational companies that do not discriminate in terms of employment and are proven to be successful.
Maybe this could be the one of the solutions to promote national integration.
Incidentally, the performance of bumiputras in the private sector is as good as their non-bumiputra colleagues. They perform admirably when stretched in a competitive and multiracial environment where they are exposed to a different work culture from that of civil service.
It must be laudable that the government still insists on moving ahead with the plan despite objection from certain education groups. The government has plans to do the same in the universities, especially in the hostels to encourage integration of students of different races.
While these plans will eventually result in better interracial relationship towards the creation of a Bangsa Malaysia, the government should also look at other areas where similar integration plans can be implemented. In fact, the government should look within first.
In the private sector, a majority of companies have employees of various races, in proportion to the ratio of races in the country. The same cannot be said for the employees in the civil service. There is a lack of non-bumiputras in almost every government department and other privatised agencies. Is it because non-bumiputras are not attracted to join the civil service or because of the quota imposed?
The situation was entirely different in the 1960s through 1980s, when there was a substantial number of non-bumiputras in the civil service, especially in Jabatan Telekom, Jabatan Kerja Raya, Lembaga Letrik Negara, Keretapi Tanah Melayu and post offices.
I am currently working in a company owned by a bumiputra with a substantial number of non-bumiputra directors and shareholders. The management is headed by a non-Malay who is assisted by a Malay. Malays and non-Malays complete the rest of the management team line-up.
I feel that the working relationship among employees of various races has been excellent from the top management all the way to the rank and file. We are almost a family, a phrase often used by our managing director. No doubt that this has contributed immensely to the success of the company.
The government should find ways to encourage more non-bumiputras to join the civil service. The race composition in the civil service should reflect that of the country. It should take the cue from the private sector and multinational companies that do not discriminate in terms of employment and are proven to be successful.
Maybe this could be the one of the solutions to promote national integration.
Incidentally, the performance of bumiputras in the private sector is as good as their non-bumiputra colleagues. They perform admirably when stretched in a competitive and multiracial environment where they are exposed to a different work culture from that of civil service.
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