Yousuf Raza – Mental Abuse in Workplaces
AI: Summary ©
The speakers discuss the challenges of mental health and relationships, including workplace stress and relationships with clients. They emphasize the need for a culture of entitlement and healthy behavior, particularly in small businesses. The speakers also address the prevalence of mental abuse in educational institutions and the importance of finding people with mental health issues to avoid future problems. They provide examples of negative consequences of negative reality and the need for positive roles and communication systems for employee mental health. They end by reminding employees to take care of their mental health and create a culture of cooperation and collaboration.
AI: Summary ©
Alright.
career prospects.
the most important sources of stress for them.
to
all
of these challenges.
It comes from the workplace and so without
addressing this, we are not addressing one of
the major causes of mental distress and so
it's about time that this is taken seriously
as well.
mental health.
relationships.
predispose.
but that as you said is not something
that we're taking under discussion today.
and across the board, it is something that
needs to be called out for what it
is.
So, it can virtually.
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institutes.
I think.
audience.
Let's take it up.
Let's start with.
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we both have
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an income, a stable monthly income, how that
need is exploited across the board.
The example I just gave, whether it's a
person with a learning disability, they also have
economic needs.
Their family members have economic needs.
And taking advantage of that economic need, giving
them more work at a lower wage, and
at the same time, treating them inhumanely, has
become an acceptable practice.
Absolutely, and as you said in the beginning,
it has become a norm, or it is
an accepted belief, that you cannot
make them work properly unless you treat them
harshly.
Because for them, they are just beasts.
And an employer's mentality is that, for some
odd reason, it is, they have this sense
of entitlement.
They have this superiority complex.
That the salary I give them at the
end of the month, because I give it
from my pocket, and it's my money, I
have done such a big favor on their
life, that it is as if I own
him.
And emotional abuse, physical abuse, and even sexual
abuse.
It is very common.
They're taken advantage of in many ways, and
they're never going to come out on social
media and talk about how they've been abused.
There's not going to be a hashtag MeToo
movement from that particular category of our population.
They're going to be unrepresented.
You're not gonna find NGOs standing up for
how they're manipulated, exploited.
It is something that is not even talked
of.
This is a recommended economic practice, that the
internees and your PhD students, this is cheap
labor.
You are conferring such a huge favor on
them by imparting your wisdom upon them.
This is global, this is not even just
Pakistan.
A research associate who would have cost you
thousands and thousands of dollars.
A PhD intern is going to cost you
much less.
So you get so much done for such
little cost.
It's a win-win situation.
Corporate sectors.
And the mentality is the same, right?
When you go to medical school or any
hostel environment, you're a first-year student, the
way the seniors rag you and then justify
that as a favor that they are doing
to you.
That we're teaching you this, we're teaching you
to be socially mature, and we're developing your
resilience.
There's a lot more to come for you
in life.
So even in, as there, very bluntly or
blatantly, that empty rationalization comes up with all
its nakedness.
And the justification the corporate sector is giving,
or some other sector is giving, not very
long ago, the house officer, he was given
this justification for hardly 5,000 to 6
,000 rupees a month.
If at all, there would be a lot
of people who would be unpaid, right?
And every other day, call, and every other
day, getting humiliated was a part of the
house job package.
So it was, again, a sense of entitlement
of the employers or the bosses and the
exploitation that resulted.
And after all this, whatever we just talked
about, even after all this, if I talk
about that small business, if something goes wrong
there, if there's a theft or a problem,
then the first person to be suspected would
be the employee or the employee himself.
That he must have done something wrong.
And this is something, you don't even have
to go to the small businesses, which in
our homes, the domestic help that we have,
we must have forgotten our wallet, keys, watch,
phone, in front and behind.
Before we are going to look at where
we may have misplaced it, the automatic thought
in our head, which then finds verbalization in
our tongue, and then accusation, or, you people
are always like this, et cetera, et cetera.
It is a given, that this is what
this group does, and this is how we
are supposed to treat them and talk to
them.
And this doesn't mean that we should not
be vigilant.
Yes, we should definitely be vigilant, but accusing
someone else and abusing them on this matter,
that should be the last option.
First, you have to see everything with complete
satisfaction, and first of all, ask your small
children at home.
This happens a lot in our homes.
These children leave something behind, and then the
first thought that comes to mind is this.
So, Yusuf, that was about small businesses.
Now, what would you say about educational
and health institutes?
Let's start with health first.
I don't have any other words to say
it, which is like a dog with the
house officers.
And supposedly, that is supposed to make them
a better doctor.
I can say this without any hesitation, that
first-time manifestation of depression and anxiety amongst
our profession is for a lot of people
in that house job period.
Utterly inhumane working hours.
Utterly inhumane working hours.
And after those working hours, it is assumed
that you are then going to stand up
to abuse.
And the one at the bottom of the
food chain is the house officer.
The PGT or the medical officer are supposed
to take the house officer for a ride,
use them as a mob to clean the
floor with them.
And the SR is going to treat them
the same way, the professors, assistant professors.
The target for their abuse is automatically the
house officer.
If there is an odd hour, then everyone
can go on leave.
There is no question that the professor can
be seen in the hospital at any odd
hour.
It is unimaginable that the assistant professor would
be there.
Maybe you will find an SR at some
point, but most of the time, you won't.
And then the PGT or the medical officer
will also be missing in a lot of
wards.
But the house officer can't go anywhere.
Whether it is the first day or the
third month, it doesn't matter.
He has to be there and pretend like
he is everything.
And then when they screw up, they are
held responsible.
And the guilt that they carry with them,
that how many lies of their hierarchy we
have to hide, how many cover-ups we
have to hide, the corruption we have done
with the patients, we don't even know what
we have written, whether we have managed the
medicines, they carry all that with them.
That they have to do their medical practice.
In the future, they are going to become
physicians and they will be responsible for lives.
Those habits are being ingrained.
After these house officers, we see this very
often.
The supervisor and the professor dare to teach
a word in 4 years.
And when they come to insult PGT, it
happens like this, like they own them.
That we have raised you with care.
That you knew how to speak Chochi, we
taught you how to speak Roti.
These are hyper-critical kinds of supervisors.
They presented a case
in front of a single supervisor.
And the next one criticized, the supervisor started
scolding, he did this wrong, he did that
wrong, he did this wrong, he did that
wrong.
He wrote down all those mistakes.
The next day, a week passed, two weeks
passed.
He presented the same case again.
As a different identity.
The details were exactly the same as what
the supervisor had told you.
Am I back?
So when that presentation was made, the supervisor
insulted again.
And started insulting their own suggestions and their
own suggestions.
These can only be good doctors when we
insult them in their uselessness.
When we abuse them in their uselessness.
And for the most part, their own incompetence
is behind it.
They got nothing going as far as their
own profession is concerned.
Their diagnosis and nothing intelligent can be said
about it.
So the only logic is to come down
heavy on them.
Institutes of course, biology, physics, chemistry, this is
the story of every institute.
Any senior, he likes to, I don't know
whether he likes or it's just his personality.
There are insecurities.
Those insecurities cannot be dispelled without establishing themselves
in any other way.
They have failed at so many levels in
their lives that until they insult a junior,
they don't realize their superiority or achievement.
There is no other way to make them
laugh and assert their own importance.
That's how it ends up going.
And Yusuf, is there any other type of
mental abuse in educational institutes?
Other than this, from colleagues or peers?
Definitely.
Again, it's not just the employers or the
people who are supervising or in charge.
Immediately seniors are there.
A colleague who is better off perhaps or
a colleague, maybe even be a junior, who
has mastered the art of deception.
How to take a risk, how to take
advantage of others' honesty, how to cut corners.
All of that would then boil down to
whether he saw the unique principle of the
school of love and he didn't get a
break because he memorized the lesson.
So, a person who memorizes the lesson is
always treated badly.
Even juniors don't let him go.
This ends up becoming a work ethic.
Quite honestly, I have a very painful example
in mind.
One of our colleagues, a very dear friend,
who went through incredible pains to become a
doctor, go through all the levels of training,
but the sheer incompetence of colleagues, the sheer
ignorance of the supervisors meant that the
overwork led to mistakes taking place and then
no proper way of handling how to deal
with that mistake.
It meant that he or she said goodbye
to the career altogether.
Almost to the end of their career path,
at the end of their consultancy, but because
colleagues and supervisors were completely ignorant of their
mental health needs, they had to say goodbye
to their entire career to deal with their
guilt.
That's a tragedy that is becoming more and
more common.
Yusuf, do you recall a survey that came
out before COVID and it showed that among
all the professionals in the US, PhD students
have the most incidence of depression and anxiety.
There you go.
This is something that is becoming more and
more common that people in the US, and
we know how sought after a residency in
the US is, but more and more physicians
in the US, their dream is to give
up their career in medicine and enjoy an
early retirement, or they're more and more looking
for an exit from the health care institution
that they're part of.
We are very fast in rubbing our government
institutions or government hospitals, but we don't realize
that this culture is becoming more and more
common around the world.
This economic exploitation, because of another person's economic
needs, has gone to such an extent that
it's becoming unbearable.
Less and less people want to do jobs,
and more and more people are startups, and
let's do my own work and freelancing.
This culture is becoming common.
But Yusuf, this thing is not available to
everyone.
Most of the time, the only advice any
such person will get is to spend your
time, bear it, and just pass it on.
Don't complain to anyone.
And this kind of abuse, if we
look at it, it's common in places where
the abuser knows that the complaint won't be
made, and if it's made, it won't be
of any use.
It's exactly like that.
The whole system doesn't accommodate any kind of
feedback from the people lower down in the
food chain.
We know from these institutions, after becoming a
consultant, after specializing in psychiatry, I got a
chance to work at Yusra Medical College, the
infamous Yusra Medical College.
I worked there for 4-5 months.
I got a month's salary.
I didn't get a 3-month salary yet.
Cases are still going on.
When people who were working over there before
me, for 6-7 months, there was no
pay.
I went to Rawal.
Same story, same story.
Don't give salaries to private medical colleges and
hospitals.
Don't give salaries to the drivers, the workers,
the sweepers, the janitors.
No, nurses, nothing.
And people are dying.
Literally, people died because more and more nurses
had resigned.
And there wasn't enough staff to manage the
ward.
And they're still in the hospital.
And it's going on.
The owners are establishing new businesses and their
employees are not even getting their basic pay.
Well, it's an abuse, that you're giving them
pay and then humiliating them.
They're not even giving them pay.
They say, if you want to leave, go.
And there's not that much employment opportunities for
fresh consultants.
And this exploitation continues.
The exploitation continues.
And the courts have nothing to do.
Yusra's case is still going on.
No one got a single penny.
There's absolutely nothing that anyone can do.
It is a joke.
One more thing, one more type of exploitation
that we see, yes, the employee has been
paid adequate amount of money.
His work environment is good.
He's doing a good job.
He doesn't have a name.
But he's not given the appreciation that he
deserves.
And no matter how hard he works, either
he has an indifference attitude towards it, in
good circumstances, or at worst, even on minor
mistakes, he is called bad.
For some reason, it has become a standard
parenting practice, right?
That we have learned a little bit of
carrot and stick from behaviorism.
Okay.
We don't have to learn his own problems.
The behaviorists themselves don't believe in them.
But we don't have to forget that carrot
and stick.
And we don't have to lift the carrot
in it either.
Which is fun to exercise the stick.
And then, sir, if you show them the
carrot, don't go crazy.
Don't get on their nerves.
This is their cure.
I mean, literally, it has become a standard
practice that these are the ghosts of sticks.
And Azam, I think, before we move on,
I really want to share this comment that
Afifa has put down there, that in government
education departments, especially the people with disabilities, teachers
with disabilities, what happens to them?
So there is this government education department calling
a meeting of a group of teachers with
disabilities appointed after going through proper process of
taking exams and interviews.
And the district commissioner told them, You should
be very grateful to the department.
Now, don't ever come to us with any
complaints or we won't hire people like you
in the future ever again.
So, Yusuf, if you look at this comment,
it is not only that the person is
not ready to accept human dignity.
The person is saying all this like that's
his own personal firm, that it is his
own private firm.
So, he is using, he is
behaving in such a way that whatever is
happening with public money, and those people who
have come to merit, like in this comment,
everything was examined, everything, and in giving them
too, he is showing, as there is a
comment now, so much shamelessness.
That I have done you a favor.
Just imagine that he did this to a
stranger.
But imagine that if this is the state
of his personal values, then what he must
be doing with his children, his spouse, his
parents, etc.
You see, again, this ties in with what
we had discussed with Dr. Junaid in the
last episode, that our education system has evolved
in such a way, and these institutions have
evolved in such a way, that these idiots,
these lowlifes, who are barely worthy of being
called humans, they are in positions of authority.
And they are coming in positions of authority
and talking like this, and literally no one
is going to ask them.
That you have literally, practically what you are
saying is, that you do not belong to
the level of humanity.
We have allowed you to eat at the
table with humans.
We have done you a great favor.
Now don't you dare do anything else.
Don't you dare open that.
I mean, what?
Like, how does this, how do people like
this make it to these positions of authority,
if not through an inherently corrupt and morally
perverse system, that they can't even look at
the other as a human being.
And like you said, that's probably manifest in
how they interact with those, these are the
people whose spouses and children they end up
in looking for psychological help and support.
That father is like this.
And they themselves get confused.
They have love for their father and their
father is also so bad, so they don't
have a choice.
And you and I have heard this sentence
many times, that my father is not worthy
of being called a father, but he is
my father.
And they are never going to seek help.
They are never going to seek help.
Because of them, 50 more people will need
mental health professionals.
These Nawabzadeh will never be ready to believe
that there may be something wrong with them.
And this is happening and this is happening
and no one is going to ask them.
This is not even a real problem for
most people.
Yusuf, what about the corporate sector?
I have heard that they have modeled their
companies even in Pakistan on the best of
the best.
They have modeled their SOPs, their mechanisms like
Apple and Microsoft, the best companies, the best
psychologists have helped them to develop their mechanisms.
So in the corporate sector, and they also
pay well, their offices are very good, they
have AC installed, no one talks to anyone
rudely.
Normally, there will be such people there too,
but few people get to hear these things
there, that someone abuses someone or abuses someone
physically.
So what is the problem in the corporate
sector?
Look, if there were no problems in the
corporate sector, then Apple companies would not be
setting up suicide nets.
Our employees jump out of the window.
Literally, they have installed suicide nets to prevent
people from jumping out of the window.
And in Amazon warehouses, in their cubicles, people
are walking around with urine bottles, that we
do not have so much time that we
can get up and use the washroom, we
get free in this bottle.
If this level of abuse is happening in
the best of the best, then their third
-rate imitations are here, their fake photocopies are
here, will there be a better environment than
this?
The entire setup is modeled after more and
more economic gain, standardization, and profits determine
everything.
And in that, human value, human dignity, their
mental health needs, all these things are important
until they are in sync with our financial
goals.
When their synchrony is out, throw them out.
Yusuf, any such company that has invested a
huge sum of capital, they don't have to
think that the company has to secure and
also multiply its capital.
So why should they worry about a person
who can be replaced by someone more efficient?
If someone has a mental health issue, he
should go, he should resign, he should go
and solve his problem, because the company is
only interested in its profits.
Absolutely right.
See, this attitude, in the short term, it
feels very good that we are not doing
this, whatever the problem is, physical health problem,
mental health problem, there is a problem at
home, whatever the problem is, it doesn't matter,
if it doesn't work, replace it, keep someone
else in its place.
How long are you going to continue this
for?
And whoever does not have a problem now,
every company knows that the employee who has
been with you for a long time, he
has recognized all your systems, he knows the
ins and outs and the productivity that that
long-standing employee can give you, others cannot.
He must also have mental health issues.
So when he has spent 5-6 years
and there is a breakdown, you are going
to replace him without batting an eye?
How long is this going to continue?
How many people are you going to replace?
How far can you take a dehumanized force?
How far can you take it?
And the problem is not that when they
break down, then the problem comes.
It's building up, it's building up, that negativity,
that toxicity is, it becomes a culture, the
way people talk to each other, seniors to
juniors, juniors to seniors, and the only way
to get rid of it is to get
rid of everyone and start from scratch.
But if you want to start from scratch
on the same principles, then the work is
done.
Then the same profits of which you had
so much pride or whose you had so
much desperation, they will suffer and they are
suffering.
The companies are coming to realize that this
doesn't work anymore.
So Yusuf and this can also be a
way to see that if our whole society
starts working in this way, that we see
our every relationship in terms of transactions or
in terms of efficiency, then what will be
the overall difference in society?
We're looking at replaceable, disposable, dehumanized commodities.
We're looking at, we're not looking at a
human society anymore.
We're operating with zombies.
And humans are not zombies.
When you replace them, you do injustice to
them, you do cruelty to them, it hurts
him here.
And he or she carries that in their
hearts.
And that resentment, that resentment is, it's going
to find expression one way or the other.
Injustice is going to breed injustice.
They will do this with the next one.
And you are also giving the other person
the right to do the same with you.
Absolutely, whenever he gets a chance, whenever he
gets a chance, he's not going to let
it go.
He's not going to let it go.
And ironically, in such a society, with such
injustices, decency, virtue, the admonition of honesty,
and preaching, makes this injustice even worse.
That you have to be quiet.
You don't have to say anything in front
of him.
You don't have to do anything in front
of him.
Be thankful that he's wearing one shoe, not
two.
Eat one and move on.
And what Bilal Bhai has said here, the
comment that Amit Bilal just shared, that if
this type of rude behavior, treating employees, it'll
trickle down.
The seniors will then treat their juniors that
way.
The juniors, they're going to treat their children
that way.
They're going to go home.
If they don't find anyone else, they're going
to treat their...
The hotel where they're sitting, they're going to
treat them that way.
It is going to continue.
It is going to breed more exploitation.
And in the long term, that company's...
If we look at it purely from an
economic point of view, no company can survive
that reputation in the long term.
That's right.
They're not going to be able to survive
that reputation.
Apart from that, their workforce, their creative potential,
that uniqueness and novelty can bring it into
your operations.
It can bring it into your products.
It can bring it into your services.
You're not giving it space.
You're not giving it a chance.
You've crushed their humanity.
You've crushed their uniqueness.
You've defined their targets very concretely.
So when you talk about this, how they
can represent the public that you're dealing with,
you've destroyed their space.
And I think...
Are you saying that if we...
If we define such strict and concrete targets,
and we create a hurdle for our employees'
uniqueness, individuality, and creativity, we create a hurdle
for them, those concrete targets.
So can we say that that company can
suffer so much that now it is being
run only by a single person.
So if he fails, everything fails.
Precisely.
And this monarchy, this capitalist kind of monarchy,
this is destructive.
And the more it disguises itself in...
It disguises itself...
We involve everyone in everything.
We do this, we do that.
We don't do anything.
These are more subtle forms of...
Like you said, there are ACs installed there,
the offices are so grand, they're open, there's
a way, everyone wears a tie.
And they have such a good manner of
talking to each other.
These are breeding grounds for the more subtle,
the more insidious, and the more evil manifestations
of exploitation through precisely this mechanism of dehumanization.
And we know that in the past few
years, there have been many such studies how
the corporate sector is the new breeding ground
of psychopaths.
There you go.
And more and more people.
This is...
I don't know.
We don't even know about economics.
But the culture that has developed for people
to shift from serving industry, serving offices, institutes,
government, public, corporate, to developing their own startups.
This startup culture, as lucrative as it may
seem, in the long run for the society,
how can you even sustain all these startups?
Why don't you do the rest in an
organized setup?
They're being pushed out.
Yusuf, what we talked about last time, that
whatever we do, whatever we learn, whatever we
study, our identities are also developing.
So we should also think about what form
of identities will these startups form in the
coming 2-3 decades?
Highly individualistic, narcissistic identities.
And you...
If you look at any startup guru's biography,
it shows how competent he was and how
he was able to compete and come out
on top.
And how minute the other people are.
The one who ran away from the corporate
culture or the university culture and started a
startup, and that startup became a corporate in
its own right.
And the one he ran away from was
treated the same way by his own people.
Because he brought individualism from there.
It's okay, his individualism went up a lot.
But when he ultimately needed other people, he
started humiliating them the same way the others
did.
So, that's the sad reality of how the
domino effect, right?
Of how evil perpetuates itself.
Mr. Ahmed Bilal commented, these companies do not
consider their employees as their assets.
A few days ago, I heard this from
a client, from his own mouth, that I
was a good resource, I can perform my
duties well, but I am not being acknowledged.
He was so, it was so inculcated in
his soul that he was describing himself as
well, I was a good resource.
For him, in his eyes, he is only
a resource to his boss.
And similarly, I heard a very similar comment,
that how a person with values, aspirations, dreams,
goes to a corporate setup, works there, works
hard, and then he hears from his bosses,
that you are too nice.
These values of yours, will take you away.
And how does he literally become a victim
of an existential crisis?
And starts questioning the very values that he
has stood on in his entire life, and
he is being told that only upon compromising
them, will he be able to succeed, that
his success is based on how well he
can cheat, deceive, and con others in his
environment, how he is capable of emotionally just
coming at people and being, in the name
of being strict.
So, as always, Azam, our negativity, our...
What you said just now, I can only
think of one thing, that when you talked
about deceit, we are at one level, the
same corporate is teaching its employees, both corporate
and shopkeepers, is teaching its employees how to
deceive the customer.
But he is not allowing that employee to
deceive the employer.
Treat me as someone else, and customers as
someone else.
Absolutely, it's my game, it's my rules, which
are separate for me, and separate for others.
So, they have, literally, they have claimed their
own godhood, they have claimed their own, you
know, position as deities.
So, this is exactly the same thing, you
will deny everything, this is your command, of
any other god, but you will not do
mine.
Exactly, exactly.
As Maulana Rumi used to say, about how,
the Pharaoh had the power, he had the
estate, to make the claims that he did,
but the devil inside me, the opportunity he
got to be a pharaoh on the throne,
he has done it there.
He has done it there.
So, taking it towards a conclusion, a common
criticism, on both you and I, is that,
the dark side of reality, and the evil
in society, we highlight it, we show its
different dimensions, but, we do the same, as
Husna has asked, very appropriately.
That's what we want to do.
We want chaos.
We're anarchists.
How can we play a positive role to
improve such organizational cultures?
Can we bring change?
Husna, can we bring change?
I think I can give an answer to
this.
Only time can tell.
But as far as positive role is concerned,
what I think about positive role is that
everyone should give an answer about their existence.
You don't have to go and fight with
your boss.
You don't have to go and fight with
your boss.
Whatever your capacity is, keep doing it consciously.
Because that conscious working against that culture will
keep you motivated and determined.
And we can't separate organizations from our larger
culture.
Don't we do all this with our maids,
drivers, younger siblings, spouses?
So it is not that a person is
just working in an organization and not doing
it at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization and not doing it
at home.
It is not that a person is just
working in an organization It is not that
a person is just working in an organization
and not doing it at home.
It is not that a person is just
working in an organization It is not that
a person is just working in an organization
and not doing it at home.
and not doing it at home.
Those more privileged, whether they are the owner,
CEO, team lead Whatever, the more senior you
are, the greater role you can play in
fixing this.
I think the default position should be in
acknowledging that the problem is there.
Reflex response will tell us that it happens
everywhere but it doesn't happen in my team.
It doesn't happen in my area.
It doesn't happen at all.
Should I tell you?
And then the defenses will start.
Let's be real.
Let's start from this as a default position
that it is there.
It is everywhere.
You have to fight it consciously.
You have to consciously make those communication systems
in which an exploited, abused employee from the
janitor all the way to your most qualified
technical expert can express where they feel that
they may be dealt with unfairly.
They should not be penalized on that expression.
They should not have to fear the consequences
of speaking out.
When they speak, you communicate with them.
It is possible that their perspective is wrong.
It is possible that they are mistaken but
that's only going to come out in conversation.
If they are carrying that without getting a
chance to express it, that resentment will then
eat inside your institution.
Right?
Second thing, as an employee, as somebody who
is struggling through this, I say this straight
out to most of the people that I'm
dealing with.
How long are you planning on going with
that organization?
And what does that organization mean to you?
And if your mental health is having to
make so many sacrifices to live in a
toxic environment, I would make one of two
choices.
If I want to live here, how can
I change this culture?
And along with that, what is my exit
strategy?
What is my alternate?
I, along with toxicity, again, that person who
doesn't divorce and keeps abusing his spouse, keeps
abusing him, keeps saying bad things to him,
his prayers are not accepted.
So this is from the Hadith of the
Prophet, peace be upon him.
In this case, your spouse is your organization.
You have to keep abusing him, you don't
have to divorce him, and you don't have
to tell him what he's doing wrong.
How is this going to, if this is
not going to mess you up further, then
what will it do?
Follow the organizational hierarchy.
Let yourself find the nicest, best way to
be heard, to create that communication culture.
Even anonymous reviews.
Yes, anonymous reviews, whatever it is, it is
important to do all of that.
And along with that, an exit strategy is
also important.
When all of that, the risk that you
take, when that falls back on you, like
Azam said, the mental stress of unemployment, you
have to bear that as well.
You should have a plan for that as
well.
Okay, Yusuf.
That's one hour.
I'll just remind you that Brother Ehsan has
given you his reminder.
He gave it to me, he gave it
to you.
He gave it to both of us.
Alright, alright.
Reminder taken, Brother Ehsan.
And we conclude with that.
Thank you all for your comments, for your
questions, for your participation.
Please, we are open to ideas, to your
feedback, as to what topics you would want
for us to cover, what questions you would
want for us to answer.
And we will be back next week with
a special guest and a special topic, child
sexual abuse.
We will be detailing different aspects of that
with Dr. Ayesha Minhas.
Thank you all for being a part of
this.
And with that, we close.
Wa Akhirat Awan.