November 2018 by Lazy Faire

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Alberta School of Business

NOVEMBER 18’ CELEBRATING Diversity

STUDENT SPOTLIGHT Irah Amiruddin

T H O U G H T V S T H O U G H T >>

E X T E R N A L R E L AT I O N S >>

M I S C E L L A N E O U S >>

For and against the race and gender quotas of hiring.

Meet Marni Panas, an AHS interim lead for diversity and inclusion.

Conversations on culture.

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Table of Contents

CONTENTS SOCIAL STUDIES Indigenous Inclusion - Have we done enough? FASHION What’s in? Where? Business wear around the world; how diversity influences fashion FYI LGBTQIA+ programs/services offered on campus THOUGHT VS. THOUGHT For and against race/gender hiring quotas STUDENT SPOTLIGHT Irah Amiruddin EXTERNAL RELATIONS Marni Panas CLUBS CORNER AIESEC EVENTS THIS MONTH BTM Talent Mash and Edge Case Competition GUEST ARTICLE Afflatus Hijab - Fashion week LF REVIEWS Hotpot LAZY CHAT Thom Oguntoyinbo

BSA Wellness Initiative: Lumosity Conversations on Culture

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Editor’s Note

ith the end of the semester just around the corner, the month of November brings us a time to reflect on our pending goals, and also a time to celebrate our achievements! At Lazy Faire, we are proud to be celebrating a very important aspect of the Alberta School of Business and within the greater business community...diversity! That’s why the theme for this month is Celebrating Diversity! Our community thrives on cooperation, and collaboration from individuals of all different backgrounds and experiences. These diverse experiences help to make the business community more vibrant and rich with new thoughts and innovative ideas that challenge

the way we see the world and all that we can achieve. This month’s issue will feature stories of business owners establishing companies in niche markets, students who have embraced multiple cultures through their travels, and prevalent issues society still faces today. This month, we are also proud to launch the Lazy Faire x BSA Wellness Initiative, where a feature article is written in collaboration of both clubs to help showcase some wellness tools that all students can use! We hope this issue will provide interesting perspectives on the exciting business community that we work and grow in. Read on!

Rodvie Barnachea

RODVIE BARNACHEA Editor-in-Chief

Haya Masri HAYA MASRI Editor-in-Chief

CONTRIBUTORS

VALERIE LEOW VP Editorial

DYLAN WEE Photographer

DENISE NGUYEN Writer

JOANNA FADDOUL VP Art & Design

KATIE FITZGERALD VP Editorial

AUSTIN YEE Photographer

TYLER KEFFER Writer

SHANNON WONG Designer

ELIZABETH JUN VP Marketing

DIANE JEON Photographer & Writer

CLEO WILLIAMS Writer

MELANIA ANTOSZKO Designer

ERICA WEE Social Media Director

ERICA HU Photographer

RACHITA CHUGH Writer

LEIRE DOMENECH Designer

WYATT LYNDS Writer

ALYSSA RICIOPPO Designer

ALEX HO Suits LF Director & Photographer

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CLEO WILLIAMS Writer

My name is Cleo and if I had to describe myself in five words they would be creative, excitable, passionate, honest and ambitious. My favourite hobby is online shopping. The best study spot on campus is the desks on the second floor of Cameron. My favourite movie quote is when Vin Diesel says “This is Brazil!” in Fast Five. I joined Lazy Faire because I love writing and wanted to contribute to a business club.

RODVIE BARNACHEA Editor-in-Chief

1. Describe yourself in five words. Loving. Humorous. Religious. Writer. Baboy. 2. What’s your favourite hobby? Lifting heavy stuff and putting it down. 3. Best study spot on campus? Rutherford North, main floor. 4. What’s your favourite movie quote? “Do you know what the best part of today was? I got the chance to fall in love with you all over again.” - Shrek to Fiona 5. Why did you join Lazy Faire? My parents have owned a Filipino restaurant since I was in kindergarten. I’ve been writing since I was in grade two. I thought that a club that married both business and writing was perfect for me. The idea of creators collaborating and publishing their ideas was something I wanted to be a part of. The team members I’ve met and have become friends with, the people I’ve interviewed and read about, and the articles I’ve written have truly been a blessing for my undergraduate career. I’m now in my second year with Lazy Faire, and the experience has been far more than I hoped for.

Meet the Team

MELANIA ANTOSZKO Designer

Hello! My name is Melania Antoszko and I’m an energetic, positive, easygoing, motivated finance student. I joined Lazy Faire because I wanted to be a part of a student run magazine and to work on my graphic design skills. When I’m not busy studying at Rutherford (my favorite library) you can find me trying out the newest and best restaurants in Edmonton. I don’t have a favorite movie quote, but I would say anything from Mama Mia is golden.

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Social Studies

Indigenous Inclusion Indigenous peoples of Canada have endured a significant amount of hardship and unjust treatment ever since Christopher Columbus’s iconic arrival and “claim” of North America over 500 years ago. These hardships include the mistreatment incurred from residential schools, land claims, and European ignorance, which left a large scar on the entire nation of Indigenous peoples, leaving many to wonder if this scar will ever truly heal. In recent history, there have been more attempts at Indigenous inclusion in hopes of a brighter future.

The Canadian government and many institutions in Canada have laid down the first stepping stones of a long path of accommodation, recognition, and apologies with the Indigenous peoples of Canada. These stepping stones include educational programs, governmental promises, and increased access to opportunities. Top-ranked Canadian universities, including the University of British Columbia, the University of Alberta, and the University of Toronto, offer Indigenous and Native studies courses. These courses ultimately serve as a way to recognize and provide education on the culture, language, and customs of the Indigenous peoples. Additionally, Prime Minister Trudeau has promised a reconstruction of the legal boundaries that are currently hindering Indigenous peoples, such as granting bands with more rights to self-determination, approving previously deprived rights to Indigenous peoples, and cleaning up the mess left behind from the Indian Act. These promises from our current Prime Minister are large steps towards accommodation, recognition, and inclusion of the Indigenous peoples.

Written by Wyatt Lynds

Lastly, access to opportunities for Indigenous peoples, specifically in the business sector, has been steadily increasing in recent years. Businesses are creating more opportunities for Indigenous peoples in order to establish a healthy relationship with the Indigenous community, in hopes of developing future business relations. Additionally, many Canadian businesses are constantly attempting to establish a diverse workforce, which, in turn, creates more job opportunities for Indigenous peoples.

Have we done enough?

This recent effort to fix past mistakes made towards Indigenous peoples is but a small step in a long journey. Nevertheless, it is a start, and something that all Canadians can be proud of. The fact that the leader of the Canadian government made promises to help Indigenous peoples with self-governance is vital to this movement of inclusion and recognition, as it proves that steps are being taken. Currently, we have still not done enough to include Indigenous peoples in society, but we have definitely made strides towards full inclusion. If the Canadian government, businesses, and all of us as Canadians continue to work on becoming more open minded and accommodating, maybe one day we will finally be able to celebrate the full-inclusion of Indigenous peoples in broader Canadian society.

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Fashion

What’s “In” Where? With the growing interconnectedness of the fashion world, it’s becoming increasingly normal for our everyday taste to take on a global flavour; after all, people all around the world are tuning in to the same fashion shows. Whether this be business wear or casual wear, there is more media coverage and more access to international fashion than ever before. With this access comes an influx of fashion inspiration, along with interesting adaptations of global trends within each country. Something that the majority of places have in common is that comfortable clothing is becoming more and more popular. As opposed to fashions of the past — particularly women’s, which featured waist cinching and movement restricting dresses — people are now turning towards light fabrics and loose silhouettes. Based on the 2018 Fall/Winter trend forecast in Vogue India, two must-have styles are pyjama dressing and oversized outerwear. Browsing through a gallery of street style photos from the Fashion Forward Dubai event points in the same direction. Men and women dressed in comfortable pyjama-style silk trousers, and large, yet structured, coats give off a relaxed sense of professionalism.

The obsession with laid-back dressing is shared worldwide. Photos from the Fashion in Japan blog showcase women in flowing maxi-skirts with oversized tops and men in wide leg trousers with baggy t-shirts, while Canadians were prompted to wear large sweaters and big coats this winter by Elle Canada Magazine. In France, the trend has taken to easy layering and pieces inspired by the eras of the 60s and the 80s. Furthermore, sandals from the German brand Birkenstock became internationally coveted years ago for their comfort and simple looks, and have continued to be popular.

Other than being comfortable, specific trends have been popping up around the world. Based on the 2018 Pinterest Trend Report, which collects the most popular fashion pins from each country, there are a number of styles that have been making their mark in specific corners of the world. In Argentina, men’s leather jackets and women’s evening wear jumpsuits are having their moment, likewise with leopard print and white boots in Australia.

But the effect of diversity on fashion doesn’t end with the sharing of casual trends; it also inspires those at the industry’s forefront. The iconic Tabi boot by Belgian designer Martin Margiela, for example, acquired its hooved design from the 15th century Japanese cotton socks called tabi that separated the big toe from the rest, in order to be worn with thong sandals. Written by Cleo Williams

The impact of being exposed to different cultures can also be seen in the diversification of models. Runway shows are becoming increasingly diverse, making room for different perspectives of beauty from all around the world. No matter how we look at it, fashion is a global activity and it’s starting to connect us all more than it ever has.

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FYI

LGBTQ+ Resources on Campus Identifying as anything other than the “cis-het” (an abbreviation for “cisgender and heterosexual”) normative can be challenging. Especially in a corporate setting, it now becomes no small feat. This normative, which permeates nearly every aspect of our society, socializes most of us into automatically assuming that everyone identifies as their biological sex, and are only attracted to those of the opposite sex. While cisgender and heterosexual individuals undoubtedly make up the statistical majority of the world’s population, the fact that non “cis-het” conforming individuals lie in the minority – although it still remains hard to determine a concrete percentage number of these individuals from just studies alone – doesn’t mean that they should be ignored by society. We’ve come a long way as a society in addressing these issues according to the changing times, but with the remaining presence of gendered toys, labelled bathrooms, and even the common first question on each application or survey asking if one’s gender is either male or female, it is apparent that we still have a long way to go. The following is a list of some of the resources available to students, ranging from educational websites meant to provide a basic understanding of gender and sexual diversity, to a list of support groups and services on campus.

The Landing

A not-for-profit service that promotes and supports gender and sexual diversity. They run awareness campaigns and educational sessions, offer peer mentorship and referrals for students, have regularly scheduled drop-in sessions, and recruit volunteers to staff said drop-in sessions. Dropin hours are from 10am – 4 pm on Mondays to Thursdays in SUB 0-68a.

OUTreach

A social group for both members of the LGBTQ+ community and its allies (non-LGBTQ+ individuals who are supportive of LGBTQ+ individuals) with weekly meetings every Tuesday at 5pm in Athabasca Hall. Meetings involve discussions, peer education, and events like tie-dye or card game night.

Peer Support Centre

Located in SUB 2-707, the Peer Support Centre is a service offered through the Students’ Union that provides students with a “free, confidential, and non-judgmental place to talk to someone for support”. Volunteers are trained in peer support, crisis management, and information and resource distribution within a safe space.

Counselling and Clinical Services

Offers accessible psychological and psychiatric services to U of A students to improve personal, social, and academic well-being. Found in SUB 2-600, they also supervise and train graduate students in psychology.

Sexual Assault Centre

SUB 2-705 houses the Sexual Assault centre, a safe place on campus for students impacted by sexual assault, sexual harassment, relationship violence, stalking, etc. Unconditional support, confidentiality, and respect for each individual – along with advocacy for sexual violence – are their ultimate priorities.

University Health Centre

The University Health Centre can be found in SUB 2-200, and offers a variety of services, such as sexual health services, immunizations, obstetrics and gynecology services, and more. Most of its services operate on a drop-in basis, with the exception of some with limited appointments available.

All Gender Washrooms

On the UAlberta Campus Map, single use, all-gender washrooms for transgender, non-binary, or gender non-conforming individuals can easily be located by selecting the “All-Gender Washrooms” option under “Quick Finds”.

Name and Gender Changes

The Office of the Registrar provides one-on-one consultations with students on name and gender changes in the University system.

Gender Inclusive Housing in Residence

A housing option that assigns students a unit, regardless of their sex, gender, gender identity, or gender expression.

Protective Services

Calls regarding either general information or specific complaints are taken 24/7 via the following phone number: (780)-492-5050. The sexual and gender minority liaison officer, in particular can be contacted at: steven.buonsante@ ualberta.ca.

Genderbread: www.genderbread.org

Not technically on campus… But a good online resource nonetheless that breaks down the complex concepts of anatomical sex, gender identity, gender expression, and attraction into “bite-sized” pieces. It features articles, blog posts, essays, charts, and diagrams that break down and explain the components of gender and sexuality. Written by Valerie Leow

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Thought vs. Thought

thought vs. thought

race/gender quotas: YAY or nay If there wasn’t an obvious societal issue, there wouldn’t be a need for quotas in the first place. They are there to break up the monopoly of certain backgrounds. This doesn’t mean that racial quotas exist to discriminate against groups, but rather, quotas strive to make an environment more inclusive. Racial and gender quotas are especially helpful for when there is an obvious imbalance of minorities in the workplace. Quotas must be executed carefully. It must be at a number where it doesn’t under nor overrepresent a certain population. If the quota number is too low, it becomes obvious that the “diversity” of a board is contrived and inauthentic, forcing the minority to act as the token member.

There have been cases that proved the profound impact of quotas. The Rooney Rule of 2003, for example, required teams to interview minority candidates for coaching positions. With this policy established, the number of visible minorities working as head coaches rose from 6% to 25%. In this scenario, people of colour were able to rise to the opportunity. More importantly, the hiring of these coaches demonstrated that people of colour were just as qualified as white coaches, when given the opportunity.

Written by Denise Nguyen

Many feel that encouraging a 50/50 split based on gender identity is discriminatory — but, in saying that, does that not mean that they are giving some sort of acknowledgment to the preexisting bias in the workforce? “They cherry-pick women over men who may be better for this job,” some may complain. Or, “he only got hired because he’s black!” Feeling oppressed under policies that encourage gender parity or racial equality sounds a bit privileged, doesn’t it? Companies are aware of the image that they present when they hire off of gender, colour, ethnicity, and so on. That’s why they don’t. In an ideal world, everybody is hired for their qualifications. After all, there is a law that prevents employers from using race and/ or gender identity as a means of discrimination. But it is the way in which many of us are raised in an ethnocentric world that prevents us from even being able to have that chance to step in for the interview in the first place. Women, stereotypically thought to be more gentle in nature, are shown to be less confident in their applications, sometimes even preventing them completely from applying. Names that are foreign to the tongue are less likely to have callbacks on their resumes. A lot of minorities are intimidated by the daunting fact they may become the token, or that they won’t get the same respect as their peers in this endless cycle of subtle prejudice. The qualified applicants exist, but not all of them take the opportunity. The quotas urge them to do just that. Obviously, quotas will not fix all the parity issues overnight. However, no company is going to risk their performance or lower their standards to achieve equality. But with more representation in the higher ranks, certain segments of the population will have that sort of encouragement to flourish in their respective field. A start of a healthier cycle. If your physical image is already the default image of success, you don’t need another blue shell from Mario Kart to get first place.

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Thought vs. Thought

thought vs. thought

race/gender quotas: yay or NAY There has been a lot of talk in recent years regarding the hiring practices of employers – and for good reason. Whether that be gender or race inequalities, these forms of discrimination remain prominent in today’s workforce. Such practices that continue to persist with some employers are simply not consistent with the standards that society has today. Essentially, this means that, for example, even if a woman has better credentials, she may get pushed behind a male successor in terms of employment, promotion, pay, or all of the above. To combat this, the hiring practices and standards of today, in which we are trying to reach, is that we now strive for equal race and gender diversity. Although we are leaning towards the hiring of people based on race and gender to reach hiring quotas, I believe there is a better answer, and, as such, reconsideration of the proposed hiring practices should take place. In no way do I condone the current hiring practices that some employers may follow, but rather the idea that people should be looked at based on what they can bring to the table, which is more positive for everyone concerned. With that being said, the current system is not always perfect or fair, but neither is hiring people on the same basis that we are actively trying to prevent. What this means is, the current practices of hiring are unfair because they may discriminate against one’s gender or race, and possibly result in an individual not getting the position on that basis. But at the same time, it’s not fair to hire one simply because they are of a certain race or gender. The point being made is that someone should be hired and paid based on experience, and possibly other attributes, which may complement the position at hand. Specifically, the focus should not only be on their credentials, but their personality as well.

Written by Tyler Keffer

For example, an employee in a sales position is ideally an extrovert with good communication skills, because they can speak more meaningfully and comfortably. Therefore, they may be more likely to make a sale, or multiple sales, more quickly. This is not dependent on a person’s gender or race; rather, it should be more dependent on whether the personality and training of the candidate is a good fit for the position, and whether they meet the necessary qualifications to do the job efficiently.

It is quite demeaning to be hired for a position only because an individual was of a certain race, or identified as a certain gender, and didn’t actually meet the job criteria. Not only that, but people within the department may be resentful if their new colleague were handed their position solely based on set hiring practices, versus having earned it due to possessing the necessary expertise. People want to know that they were hired for the position because they earned it, due to the fact that they had the proper credentials, not because the employer needed to reach diversity quotas. Admittedly, it is difficult for an anti-discriminatory policy, where we focus more on credentials and personality, to be implemented, because that requires employers who do follow discriminatory hiring practices to change to a more realistic consideration that conforms with the standards of today. However, rather than having a set of rules govern hiring practices, like the use of quotas would create, with enough thought and consideration, it is definitely possible to reach a much higher level of fairness in the workforce for everyone.

Going through that experience, I knew that I didn’t want other people going through what I felt. I thought, “I need to help people.”

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Irah Amiruddin Irah Amiruddin is a second-year business student who has recently called Canada home. From her life in Malaysia and battles with depression, to her extracurricular activities pertaining to her interests, Irah discusses how all of these instances shaped her overall perspective on the world. Lazy Faire Magazine had the opportunity to interview Irah to receive insight on her experiences, and to get a glimpse of what’s next. Q: You’re an international student. How has it been different living here in Canada? A: I really do feel like coming here gives me new opportunities. Back home, I don’t really get the chance to be who I am because it is dependent on the mentality in Malaysia. Here, it's more open; I’m more free to be myself, and say what I think, instead of keeping quiet for whatever I feel. In Malaysia, to speak English, they view me as being too proud, with not speaking the native tongue. That’s difficult for me, since English is the language I best express myself in. I can’t express myself fully if I can’t use the language I’m most comfortable with. Q: What are the barriers in Malaysia that don’t allow you to be who you are? A: The age barrier is definitely a big thing. I can’t just go up to my uncle and say I don’t like the things that he likes. He can take offense and say, “I’m older. I’m right. You have to respect me.” But here, if I’m just talking to a lecturer and I don’t agree with what they’re saying, I can just tell them, and that’s it. Then bigger conversations come from it. Q: Talking about the organizations you’ve dealt with (e.g. Multiplying Equality, UNICEF, and NEW), why do you do them? A: I’m at that point where I want to do different things. For Multiplying Equality, it’s about the social Written by Rodvie Barnachea

Student Spotlight

issues I’m interested in — with homelessness, for example. It’s something that I’ve been interested in since I volunteered at a soup kitchen. I thought, “how can somebody be living without a house, since it’s been a luxury my whole life?” So I just feel like if somebody doesn’t have something I have, then it’s my responsibility to share it. Even to just help, you get to the point where you’re comfortable with it. For UNICEF, it’s more broad. When I was a part of it, it was about working with children, and I wanted to transfer what I knew to them. NEW is about female empowerment, and I feel like that’s something I’m interested in. In Malaysia, female empowerment isn’t a thing. To get married you have to learn how to clean and cook. Here it’s more open. Q: When you’re interested in something, why do you always go for it? A: Most of the time, I force myself. It’s comfortable to sit at home and do nothing, to think “my voice is not going to be heard,” or “equality is never going to happen”. But, by doing that, I’m admitting that I’m losing. I don’t ever want to admit defeat. I do this because I want to see a difference. I want to be a part of that difference. This isn’t someone’s problem. It’s everyone’s problem. I’ve been thinking about jobs recently. I’m an Entrepreneurship Major and I’ve been thinking about doing something non-profit. I want to open up a business someday that can benefit the homeless community or benefit the environment somehow. It’s an option for me, but it’s not set yet. Q: Out of all the experiences you’ve had, which has changed you the most? A: When I was in Malaysia, I was battling depression in high school. After I recovered, I knew I developed myself. “I know I’m not the only person in the world.” “I’m not the only person with problems, since everybody does.” Going through that experience, I knew that I didn’t want other people going through what I felt. I thought, “I need to help people.” I was at that phase where I was stable and I could actually help people. From then on, I knew I wanted to help people. By coming here, I’ve developed myself in the sense that I won’t shut myself down if someone rejects me. I’ll try harder. Now I’m voicing my opinions more.

Photograph by Dylan Wee

External relations Marni Panas, CCIP™ Interim Lead, Diversity and Inclusion – Alberta Health Services

Marni Panas is a transgender woman, a parent, and a Canadian Certified Inclusion Professional (CCIP™). As the Interim Lead of the D&I (Diversity and Inclusion) team at Alberta Health Services (AHS), Marni is committed to creating safe and inclusive spaces for all. Her involvement and contributions extend far beyond AHS, however. She has also worked with the government at all departments and levels, health institutions, educational institutions, corrections and law enforcement, and several private organizations. Marni received the Human Rights award from the John Humphrey Centre for Peace and Human Rights in 2014 and was named Global News Woman of Vision for May 2018. She also played an instrumental role in writing gender identity and gender expression into Alberta’s Human Rights Act. In 2017, Marni was also part of a committee that drafted the apology Prime Minister Justin Trudeau delivered in the House of Commons to the LGBTQ2S+ community. This month Lazy Faire had the opportunity to sit down with Marni to learn more about her role at AHS and the importance of Diversity and Inclusion in organizations.

Written by Rachita Chugh

Photo Provided

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1. Thank you for sitting down with us. Can you tell us a little bit more about yourself and what you do? I am an interim lead for Diversity and Inclusion with Alberta Health Services. Our work involves creating a safe and inclusive environment for our colleagues, patients and families, volunteers, physicians, and students. Our work is about ensuring that everyone has the same opportunities for success. As an open transgender woman who transitioned later in life, I recognize that people face many barriers in bringing their whole selves to work, and D&I is about removing them. 2.

What do you like most about your job?

I love the people that I work with. I believe that everybody is in this work to create a better existence for all of Alberta. Being Canada’s largest healthcare provider, AHS has the opportunity to impact change beyond the walls of our building and the borders of our province. This work is as close as you can get to being a clinician and impacting people’s lives without being a healthcare provider.

External Relations

4. What have been some of the greatest highlights of your career in D&I (or AHS in general)? We’ve been able to build D&I into our core strategy which has helped us impact change throughout the entire organization. Personally, I was able to embed protection for gender identity and gender expression into the Human Rights Act and actually changed legislation. However, the greatest reward I’ve received is the feedback from people all over the organization. People often tell me that the work we do enabled them to come out at work or celebrate their faith at work – that’s what feeds my passion for this work. 5. You’re dedicated to promoting inclusivity for more than 108,000 people – you’re a champion for D&I in the community. What’re some of the obstacles and challenges you’ve encountered in your role?

Initially, the challenge was to build a business case for D&I – talking about why D&I matters and how it impacts the organization. That message varies according to the audience. For example, with executive leadership it was about determining the return on investment of D&I, and for the medical team it was showing the positive impact D&I has on patient and family experience. Currently, the obstacle (or rather opportunity) has been to meet the demand of our people. So 3. What does a typical workday for you many people want to do better and are seeking look like? our guidance and support. I view this as a The typical workday doesn’t exist! Some reflection of how far we’ve come in just a few years. days I’m presenting to teams throughout the What is the next goal for Marni Panas? organization on topics like Unconscious Bias or 6. Intergenerational Relationships. Other days I provide consulting services to teams within AHS I wanted to take on more leadership roles, and and other public and private organizations who I’ve been fortunate enough to do so this year! wish to embed inclusion into their everyday work. In my journey, I’ve also learnt to follow the road I work with senior and executive leadership, as wherever it leads you. I do believe that there well as other stakeholders to further expand our are many great things ahead, but my ultimate work. Lastly, our team develops various resources goal is to ensure that everybody feels as whole to arm our people with the right tools to make and safe in their career, as I’ve felt in mine. If their workplaces more inclusive and provide the everyone felt the way I did, I can’t imagine what best care and services to patients and families. we’d accomplish for the health of our province.

If you’ve hung around the Business Lounge on campus, chances are you’ve probably noticed a very lively office by the corner tables filled with busy students chatting. The office belongs to AIESEC, an internationallyrecognized youth organization whose goals go beyond their office doors. To find out what they’re all about, Lazy Faire sat down with AIESEC’s President-Elect, Bill Huang.

Written by Denise Nguyen

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What is AIESEC? Founded in 1948, AIESEC’s mission as a youth-led organization is to find peace and fulfillment within humankind potential. “Whether it’s peace or fulfillment for the world, or for yourself — it’s our goal,” Huang explains. “How we do it is by facilitating leadership development through cultural exchanges.”

Clubs Corner

From the nature of AIESEC’s services, Huang sees AIESEC not as a club, but more of an organization. “For example, as a business student, if you wanted to experience an organization, AIESEC is a reflection of that. You can be running for a leadership position, managing a small team, or become the president of a small company.” To add onto their impressive biography, AIESEC and the United Nations work in liaison. In 2015, AIESEC created a campaign based on the UN’s Sustainable Development Goals, named “Youth 4 Global Goals”, encouraging individuals to work towards the goals the UN aims to achieve.

How can students get involved? What are some of your goals for the coming 2019 year?

Although their office is in the Business building, AIESEC is interdisciplinary: the team is made out of students all around campus. Students are recruited as members of AIESEC every school semester, and can find opportunities under different portfolios and tasks. “I encourage people who are unsure about what they want to explore AIESEC, because you can learn so much out of it,” Huang suggests.

As President-Elect, Huang wants to see internal growth with his team: “Because we are non-profit, how do we motivate the members to really believe in what we’re doing and continue to excel at it? My role is to motivate these members to see how much they can grow with our organization.”

As for the services AIESEC provides, there are three different programs: Global Volunteer, Global Entrepreneurship, and Global Talent. Students are able to look at the AIESEC website to find opportunities under these portfolios, and AIESEC will help look for what suits them best. Opportunities “In terms of external engagement, we’d like to become more established. We’re the only AIESEC vary in responsibility and length, from short-term chapter in Edmonton, and we should be accessible volunteering to year-long internships abroad. to all the youth in the city. It starts off with forming relationship with faculties, then other campuses, and then our alumni, businesses, and even the city.”

What makes AIESEC different from other clubs?

For more information, stop by the AIESEC office or check out their website: https://www.aiesec.ca

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Events this Month

events this month BTM TALENT MASH "The Business Technology Management (BTM) Talent Mash is an opportunity for students from all faculties to get exposure and to learn more about the business of technology and Management Information Systems (MIS) Major. The BTM Talent Mash was designed to connect employers with students and to spread awareness about the BTM program. From keynotes about relevant issues such as Block Chain and AI to breakout sessions to learn new skills for professional development, the BTM Conference aims to show students the significance of technology in the modern workplace. The BTM Talent Mash also includes a career fair. In attendance are organizations such as EY, Deloitte, AimCo, DevFacto and many more. This is the perfect opportunity to mix and mingle with professionals working in the industry, as well as build relationships for the future. The BTM Talent Mash is hosted by Information Technology Association Canada (ITAC) in universities across Canada and is now in its sixth year. At the University of Alberta, the BTM Talent Mash is hosted in partnership with Management Information Systems Club at the University of Alberta. With this partnership, an event was created to discuss topics and skills that sought after at the national level, in addition to discussing the topics that are relevant to Alberta’s economy. This allows students in attendance to get an understanding of the current issues in technology from a national, and local perspective. "

EDGE CASE COMPETITION Looking for a challenge? Ready to take your knowledge and skills from the classroom to apply in real life? EDGE’s Internal Case Competition is for you! The case competition will be happening on November 24, providing students from all faculties with the opportunity to showcase their critical thinking, argument formation, case analysis strategy and presentation skills. The top three winning teams will have the opportunity to move on to the external round in January and compete against students across Canada. Spots are limited, so sign up today at EDGE Business Competition on Facebook!

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Guest Article

Wedad Amiri of Afflatus Hijab Wedad Amiri is the owner and founder of the modest clothing line: Afflatus Hijab. As a Canadian with Lebanese background, Wedad was inspired by the community around her to start her own business. Founded in 2014, this brand is centered around women empowerment and destigmatizing mental illness. In the four and a half short years that it has been in operations, this brand is now sold worldwide and was recently featured in New York as part of Fashion Week. I sat down to chat with the U of A alumni, about her experience as a fashion designer and as a business owner in the modest fashion industry.

What has been some of the biggest challenges that you had to overcome as a designer and business owner?

How would you describe your brand and your business?

What was the experience like having your work featured in New York?

Afflatus Hijab started with a social platform to empower women and destigmatize mental illness. Each piece is designed to adhere to the standards of modest clothing, with longs sleeves and floor length dresses and skirts. The intention behind the this was so that women who wear the hijab, or who prefer modest fashion, would be able to purchase and wear the pieces without needing any alterations. Initially each piece in the first line was named after strong muslim women. Along with each piece that Afflatus released, a short excerpt about these strong muslim women would accompany the product's description online which detailed the exceptional achievements of these women. Afflatus has since done a line featuring outerwear named after strong Indigenous women. The most recent campaign was geared towards destigmatizing mental illness and the pieces were named after everyday people who wanted to share their mental health experiences and struggles.

The real challenge was learning how to run a business. It was everything from learning how to make a website, becoming familiar with search optimization, and learning how to position your business properly within the e-commerce arena. Creating an impactful social media presence and structuring content was also something I had to learn how to do. The other challenge I faced was getting people to buy into me and getting people to believe in my brand. Initially, I did not want to be publicly known as the owner and designer behind the brand, however, once I became the face of the business, my personality and relationships with people helped to cultivate a stronger following and connection to customers and supporters of the line.

It was definitely a milestone for Afflatus and for me personally. I was worried about the fashion show not being a success and about it failing. Despite my fears, I took a chance on myself as well as my brand and decided to take advantage of such a great opportunity. It was like nothing I’ve ever experienced before but overall the recognition and positive feedback that came from it was incredible. My biggest take away from that whole experience was: don’t be scared to do things that make you uncomfortable and don’t be afraid to fail.

Walk me through what your day to day life looks like with running Afflatus?

There are a lot of behind the scene things that I do. It is everything from maintaining a social media presence, sending out newsletters, contacting people and influencers to collaborate with, coming up with new innovative ideas to be ahead of the curve, and planning and hosting events. There are a lot of variables to running a business and most people don’t see that just from looking at the brand. They see the successes but not the many hours and challenges that went into make the brand what is it today. Having been one of the very first modest clothing lines in Edmonton, it’s always about staying innovative and coming up with creative ways to share my message and create new products.

Written by Haya Masri

Photograph by Austin Yee

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LF REVIEWS

HOT POT

LF Reviews

With this month’s LF review article, we thought there would be no better dish to take a break from the cold with than hot pot. For those not familiar with the popular Chinese cooking method, hot pot is prepared with a simmering pot of soup stock, while ingredients are placed into the pot and cooked right at the table. What goes in is entirely up to you. It is most enjoyed with a group of friends and can be said to have a communal vibe, as everyone sits around the table and cooks their meal together. Does it sound a bit like fondue? Well it’s much better. This week, I satisfied my craving by going to my usual spot, Chinese Hot Pot Buffet. The selection of broth is no doubt the best in the city, with cilantro & preserved egg, chinese herbs, and tom yum at the top of my list. The selection of thinly sliced meat (lamb being the favourite), seafood (such as mussels, squid, cuttlefish), veggies (such as winter melon, watercress, enoki mushrooms) and noodles is yet another reason that makes the hotpot experience so much better. What makes Chinese Hot Pot Buffet different from other AYCE (all you can eat) hot pot is the setup of the restaurant. While at most hot pot restaurants you order the ingredients and they bring it out to you, here you have the freedom of taking your pick from the fully stocked buffet. Not only do you get that instant gratification, but the process makes it all the more exciting. Not into AYCE? No problem. This restaurant offers a late-night special after 9 p.m. where you will be able to satisfy your late- night cravings! Just pick a soup base, five items, and you’ll be set. This is also a great alternative for those who want to spend a fraction of the price and still satisfy those hot pot cravings you’ve been having for the whole week. Tying into our theme of diversity this month, I found it fascinating that different cultures across Asia have adapted their own version of this comforting meal. Shabu Shabu from Japan is similar to Chinese hot pot, where thinly sliced meat is dipped into a simmering broth and swished back and forth to cook before being eaten. Sichuan hot pot from Sichuan Province, is known for being hot and spicy, with the aroma of numbing peppers, spicy bean paste and bay leaves in your mouth (and most likely making your eyes water and your nose run). Now that you’ve read this review, I hope it inspires you to not only go out and have more hot pot this winter, but also to venture out and try diverse foods from across the world. If you love eating like I do, this shouldn’t be a problem! Written by Erica Wee

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BSA Wellness Initiative

Luminosity

t’s that time of the year again — midterm season. This is the time of year students are having breakdowns in libraries and motivation is at an all time low. Everyone is moving sluggishly; they’re all just waiting for the next weekend where they can binge watch more episodes of their Netflix favourites and let stress build upon their poor souls.

tests the user on their memory and attention skills. Once a user has completed their Fit Test, the app will promote different games or activities in order to hone whatever skills a user might be weak or low in. While no actual scientific evidence exists to show how their brain games affect a user, this is a great app to play around with.

What if there was a way to perk their brains up in between episodes of Brooklyn 99? What if they could exercise their brains in a way that was not horrible like doing more acounting examples? That’s where Lumosity, this month’s wellness spotlight, comes into play. The app was launched by Kunal Sarkar, Michael Scanlon and David Drescher and it has been around since 2007. Lumosity hosts a variety of brain games that claim to improve memory, processing speed, attention, flexibility, and problem solving skills. The games include matching, typing, and fill in the blank brain workouts. Currently there are more than 70 million members on their website and more than 10 million app downloads.

In between study sessions, I like to do a couple exercises to help my brain stay warmed up and ready to focus on the next task. Instead of being sucked into a five minute Netflix break that turns into hours, I feel refreshed and ready to continue my work. Just a simple brain work out can get users motivated to continue their studies. Instead of turning your brains off to your favourite Netflix show, Lumosity helps users continue using their brains in fun and interactive games.

Lumosity is free to download, with some games on the app able to be purchased. Most of their brain games, however, are free. When starting the use of Lumosity, the user will be prompted to do three games to build their profile. This is called their “Fit Test” which essentially

The next time you hit a roadblock in your studies and are tempted to give in to browsing social media or taking a nap, give Lumosity a try. While I can’t speak for everyone, this app helps keep my brain stimulated and focussed. You never know — it might just work for you too!

Written by Kimberley Chan

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Conversations on Culture In grand, academic circles, it’s common to hear the significance of cultural diversity. We applaud ethnic representations in media, racial multiplicity in government, and colourful teams and CEOs in the business world. But how often do we celebrate our differences on an everyday level? Instead of reserving conversations about race and culture for political science classes and HR textbooks, it’s time we bring these differences to the table - the dinner table, the coffee table, the business-lounge-that-no-one-really-studies-in table - i.e., places that are commonplace and conducive to genuine conversations between individuals. Although institutional discussions are important, these casual conversations about race and culture are where true understanding and connections can occur. In an attempt to exemplify such an endeavour, I’ve asked six individuals to share their take on what surprised them about Canada, what the business culture is like in their home country and what their personal experience is with race. Their thoughts are shared below. There is some polarity, however, what struck me as remarkable was how the differences all pointed, in some way, to the aspects of humanness and heart. I encourage you to read these with open minds and hearts of your own. Enjoy!

Leire Domenech

The one thing that surprised me the most was how nice people were to me, in general. Everyone was willing to help me adapt to this new situation. I noticed that being different here didn’t really matter, diversity was accepted and Canada, in general, has a very inclusive mindset. In Spain, we are very relationship focused, so when doing business transactions or any kind of task, we usually focus more on establishing personal relationships in order to create a positive work environment. Also, we are a very expressive culture, so we tend to reinforce our arguments or points by using effusive body language. We tend to go with our gut in most occasions, basing ourselves on intuition rather than hard facts.

Nafiz Bin Faruk

God speaks in the Qur’an of how we have different characteristics so that we can get to understand each other better and that the best of us are the most righteous, not necessarily our races or lineages. And I feel the general attitude in Canada, is that we should respect and treat everyone the same regardless of race. Canada’s viewpoint of acceptance makes it a bright light of hope for a multicultural world where the future may fast be a globally immersive culture. I can proudly say I have felt at home in Canada and hope to have made others feel the same in my 2 years where I’ve made countless friends and memories in this beautiful country we call home. ‘Warm Hearts, Cold Hands’.” Sohan Mishra Having got this opportunity to join UofA on an MBA Business Exchange has allowed me to explore another new country. Being an ex-sailor, I was lucky to have travelled quite a lot, and Canada being the 36th country in my list, is an amazing one to add. I believe exploring different places is the best way to learn about life through various different cultures and ethnicity, to the different people and their lifestyles. It helps you to understand the human psychology in a distinctly vibrant way. What’s different about Canada is the pace and peace of life amidst serene natural beauty almost unmatched elsewhere. The variety of students from around the globe has been the best of them all. The distinctively different business learning has added to the learning process which would certainly help me to ponder upon new ways to make things work. Thanks Canada and UofA for having me. Written by Diane Jeon

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Lazy Chat

l a z y c h a t

Thom Oguntoyinbo As president of the Interdisciplinary Consulting Association, former Alberta JDC West debate captain, and former Western Canada Business Debate Champion, Thom has truly made the most out of his university endeavours. This month, we chatted with Thom about his biggest learning experiences throughout his schooling, as well as where his interests and passions lie. What made you choose Accounting as your major and Computer Science as your minor? At first, I wasn’t sure what I wanted to study at university. Both of my brothers are engineers, and my sister is a lawyer. I ended up wanting to follow my own path with my studies. I had a strong passion for economics and political science, however I was worried about my future job prospects with those interests. Pursuing a business degree, then, seemed like the most natural transition. I wasn’t sure what to do in business in my first year, so I ended up choosing accounting. It seemed very foundational, and it was a good starting point to figure out what I truly liked. Ultimately, my degree was never going to define my career. I was teaching myself to code before university, so the minor in computer science just made sense. I also joined the debate club on campus, which kept my passion for economics and political science going! What is your favourite part about being the president of the Interdisciplinary Consulting Association? I am insatiably curious. I really fell in love with case competitions; it was like debating. You never know what the case/debate is going to be on, but you have to be prepared. It forces you to structure your thoughts, and to be ready to be exposed to different topics/industries that you’re not comfortable with. Ultimately, you’re only as smart as what you communicate, so you must be a great storyteller. I liked the dynamism, and I enjoyed learning something new every time, which also assisted me in deciding that consulting is the career path for me. The ICA is amazing; our interdisciplinary nature means we have people from all over the university: engineering, business, arts, undergrad, and graduate students. We always attract the smartest and most curious bunch of students at the university. All of us love problem-solving and “cracking” the case. I like that I get to surround myself with really driven, intelligent, and just fun people. What has been your biggest learning experience during your time in university? Classes give you new tools to add to your toolbox. However, doing things outside of class, like case competitions, internships, and volunteering, really teach you how to use those tools you acquire in your studies. These experiences help refine and sharpen your skill set. I have honestly learnt how to learn (If that makes sense). I don’t get scared if something new comes my way. I have learnt how to navigate the unknown, break down something complex into manageable parts, and go from there. Think critically about everything. A healthy dose of skepticism is amazing! Try not to believe whatever you hear or read right away. Be sure to take a step back to evaluate, and really try to find the signal in the noise.

Written by Katie Fitzgerald

Photograph by Erica Hu