Street cricket in Al Sufouh, Dubai. Pawan Singh / The National
Street cricket in Al Sufouh, Dubai. Pawan Singh / The National
Street cricket in Al Sufouh, Dubai. Pawan Singh / The National
Street cricket in Al Sufouh, Dubai. Pawan Singh / The National

Claims that sport is elitist are absurd – just ask any cricketer practising on a sandpit in the UAE


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On Sunday it was April 1, widely known and marked as April Fool's Day, a day for playing pranks or circulating them via the media.

I remember one occasion many years ago when a friend of mine managed to trick a local newspaper – not this one – into printing a story about the discovery of a massive hoard of gold coins somewhere in the Liwa. It was a joke, of course, although it created considerable excitement.

A couple of weeks ago, I saw a story in a British newspaper that, had it been published on Sunday, I would have immediately taken to be an April Fool's Day joke.

It wasn’t, though – it was the latest in a long line of examples of the idiocy of political correctness, something of which I am not a great fan.

The headline of the story read "PE lessons are ‘racist and celebrate white privilege'." The story reported that a study by academics at Leeds Beckett University and the Norwegian School of Sports Sciences had come to the conclusion that "traditional school sports uphold elitist ideas that were an extension of nationalism and the British empire".

The report went on to say that the academics involved "claim that giving advice about fitness could be racist by imposing cultural norms".

A former chairman of the UK’s Commission for Racial Equality was quoted as saying that the study was "crazy". I might have used rather different terms but the term "cobblers" comes to mind.

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I have not had the dubious pleasure of reading the full report. If these, though, are the key conclusions of the study, which no doubt consumed a considerable amount of British and Norwegian taxpayers’ money, then I can’t help thinking those funds might have been better spent promoting physical education in schools.

Are great British Olympic athletes like Somali-born Sir Mo Farah endorsing white privilege and racism by inspiring thousands of youngsters of varied ethnic origins to take up competitive sport?

Are Indian, Pakistani and Sri Lankan cricketing stars of today and yesteryear promoting the ancient concepts of the British empire by enthralling crowds?

When the anti-apartheid movement in Britain, in which I was involved, was campaigning against a 1970 tour by the South African cricket team because it was all white, were we inspired by an opposition to nationalism? No – we opposed the apartheid regime because it excluded great non-white players like Basil D’Oliviera from selection to represent their country.

While sports like rugby, soccer and tennis may have had their birth in Britain and have spread from there to the rest of the world, their adoption by people from other lands, both within and outside the former British empire, surely suggests they were not simply adjuncts to a UK-centric nationalism.

And those south Asian cricket players in the UAE who make good use of car parks, sandpits and other open spaces at the weekend to knock a ball about would surely be surprised to hear that the sport they play is somehow "elitist".

I was never a great fan of PE lessons at school – although I, like others, can derive considerable pleasure from watching top gymnasts. I recognise the real value for children of PE lessons as part of their education.

If that means they also learn about competitiveness, about striving to do their best, as well as being more healthy, so much the better. Yes, there can be ugly overtones to the nationalism expressed by supporters of a nation’s sport teams but that has little to do with the sport concerned, while the idea that promoting fitness is somehow "racist by imposing cultural norms" is, surely, utterly preposterous.

I wish I could convince myself that the study was meant to be a joke. As it is, though, I’ll just have to take it as ignorant codswallop.

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Our family matters legal consultant

Name: Hassan Mohsen Elhais

Position: legal consultant with Al Rowaad Advocates and Legal Consultants.

THE BIO

Bio Box

Role Model: Sheikh Zayed, God bless his soul

Favorite book: Zayed Biography of the leader

Favorite quote: To be or not to be, that is the question, from William Shakespeare's Hamlet

Favorite food: seafood

Favorite place to travel: Lebanon

Favorite movie: Braveheart

THE%C2%A0SPECS
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Mercer, the investment consulting arm of US services company Marsh & McLennan, expects its wealth division to at least double its assets under management (AUM) in the Middle East as wealth in the region continues to grow despite economic headwinds, a company official said.

Mercer Wealth, which globally has $160 billion in AUM, plans to boost its AUM in the region to $2-$3bn in the next 2-3 years from the present $1bn, said Yasir AbuShaban, a Dubai-based principal with Mercer Wealth.

Within the next two to three years, we are looking at reaching $2 to $3 billion as a conservative estimate and we do see an opportunity to do so,” said Mr AbuShaban.

Mercer does not directly make investments, but allocates clients’ money they have discretion to, to professional asset managers. They also provide advice to clients.

“We have buying power. We can negotiate on their (client’s) behalf with asset managers to provide them lower fees than they otherwise would have to get on their own,” he added.

Mercer Wealth’s clients include sovereign wealth funds, family offices, and insurance companies among others.

From its office in Dubai, Mercer also looks after Africa, India and Turkey, where they also see opportunity for growth.

Wealth creation in Middle East and Africa (MEA) grew 8.5 per cent to $8.1 trillion last year from $7.5tn in 2015, higher than last year’s global average of 6 per cent and the second-highest growth in a region after Asia-Pacific which grew 9.9 per cent, according to consultancy Boston Consulting Group (BCG). In the region, where wealth grew just 1.9 per cent in 2015 compared with 2014, a pickup in oil prices has helped in wealth generation.

BCG is forecasting MEA wealth will rise to $12tn by 2021, growing at an annual average of 8 per cent.

Drivers of wealth generation in the region will be split evenly between new wealth creation and growth of performance of existing assets, according to BCG.

Another general trend in the region is clients’ looking for a comprehensive approach to investing, according to Mr AbuShaban.

“Institutional investors or some of the families are seeing a slowdown in the available capital they have to invest and in that sense they are looking at optimizing the way they manage their portfolios and making sure they are not investing haphazardly and different parts of their investment are working together,” said Mr AbuShaban.

Some clients also have a higher appetite for risk, given the low interest-rate environment that does not provide enough yield for some institutional investors. These clients are keen to invest in illiquid assets, such as private equity and infrastructure.

“What we have seen is a desire for higher returns in what has been a low-return environment specifically in various fixed income or bonds,” he said.

“In this environment, we have seen a de facto increase in the risk that clients are taking in things like illiquid investments, private equity investments, infrastructure and private debt, those kind of investments were higher illiquidity results in incrementally higher returns.”

The Abu Dhabi Investment Authority, one of the largest sovereign wealth funds, said in its 2016 report that has gradually increased its exposure in direct private equity and private credit transactions, mainly in Asian markets and especially in China and India. The authority’s private equity department focused on structured equities owing to “their defensive characteristics.”

How Apple's credit card works

The Apple Card looks different from a traditional credit card — there's no number on the front and the users' name is etched in metal. The card expands the company's digital Apple Pay services, marrying the physical card to a virtual one and integrating both with the iPhone. Its attributes include quick sign-up, elimination of most fees, strong security protections and cash back.

What does it cost?

Apple says there are no fees associated with the card. That means no late fee, no annual fee, no international fee and no over-the-limit fees. It also said it aims to have among the lowest interest rates in the industry. Users must have an iPhone to use the card, which comes at a cost. But they will earn cash back on their purchases — 3 per cent on Apple purchases, 2 per cent on those with the virtual card and 1 per cent with the physical card. Apple says it is the only card to provide those rewards in real time, so that cash earned can be used immediately.

What will the interest rate be?

The card doesn't come out until summer but Apple has said that as of March, the variable annual percentage rate on the card could be anywhere from 13.24 per cent to 24.24 per cent based on creditworthiness. That's in line with the rest of the market, according to analysts

What about security? 

The physical card has no numbers so purchases are made with the embedded chip and the digital version lives in your Apple Wallet on your phone, where it's protected by fingerprints or facial recognition. That means that even if someone steals your phone, they won't be able to use the card to buy things.

Is it easy to use?

Apple says users will be able to sign up for the card in the Wallet app on their iPhone and begin using it almost immediately. It also tracks spending on the phone in a more user-friendly format, eliminating some of the gibberish that fills a traditional credit card statement. Plus it includes some budgeting tools, such as tracking spending and providing estimates of how much interest could be charged on a purchase to help people make an informed decision. 

* Associated Press 

Stage 2

1. Mathieu van der Poel (NED) Alpecin-Fenix 4:18:30

2. Tadej Pogacar (SLV) UAE Team Emirates 0:00:06

3.  Primoz Roglic (SLV) Jumbo-Visma 0:00:06

4. Wilco Kelderman (NED) Bora-Hansgrohe 0:00:06

5. Julian Alaphilippe (FRA) Deceuninck-QuickStep 0:00:08

10 tips for entry-level job seekers
  • Have an up-to-date, professional LinkedIn profile. If you don’t have a LinkedIn account, set one up today. Avoid poor-quality profile pictures with distracting backgrounds. Include a professional summary and begin to grow your network.
  • Keep track of the job trends in your sector through the news. Apply for job alerts at your dream organisations and the types of jobs you want – LinkedIn uses AI to share similar relevant jobs based on your selections.
  • Double check that you’ve highlighted relevant skills on your resume and LinkedIn profile.
  • For most entry-level jobs, your resume will first be filtered by an applicant tracking system for keywords. Look closely at the description of the job you are applying for and mirror the language as much as possible (while being honest and accurate about your skills and experience).
  • Keep your CV professional and in a simple format – make sure you tailor your cover letter and application to the company and role.
  • Go online and look for details on job specifications for your target position. Make a list of skills required and set yourself some learning goals to tick off all the necessary skills one by one.
  • Don’t be afraid to reach outside your immediate friends and family to other acquaintances and let them know you are looking for new opportunities.
  • Make sure you’ve set your LinkedIn profile to signal that you are “open to opportunities”. Also be sure to use LinkedIn to search for people who are still actively hiring by searching for those that have the headline “I’m hiring” or “We’re hiring” in their profile.
  • Prepare for online interviews using mock interview tools. Even before landing interviews, it can be useful to start practising.
  • Be professional and patient. Always be professional with whoever you are interacting with throughout your search process, this will be remembered. You need to be patient, dedicated and not give up on your search. Candidates need to make sure they are following up appropriately for roles they have applied.

Arda Atalay, head of Mena private sector at LinkedIn Talent Solutions, Rudy Bier, managing partner of Kinetic Business Solutions and Ben Kinerman Daltrey, co-founder of KinFitz