The coronavirus pandemic has tested the mettle of the global publishing industry. As major book fairs were cancelled, supply chains disrupted and worldwide sales dropped, publishers scuffled to find a way to adapt to this gruelling new reality.
However, reactions and responses to the health and economic crisis were anything but uniform, Sheikha Bodour Al Qasimi, president of the International Publishers Association (IPA), said during her opening speech at the Seoul International Book Fair.
Last November, the IPA released a report detailing the different ways in which markets responded to the pandemic. The report drew on interviews with more than 30 senior publishing executives from different parts of the globe.
“This report is an interesting reference for all of us,” Sheikha Bodour said via video conference at the event, which took place between September 8 and 12. “Not only because it consolidates many lessons from around the world, but because it also demonstrates that the reaction and responses to the pandemic were not the same and were, in many cases, uneven.”
Each market responded to the pandemic according to the unique challenges it faced. Some did better than others and were able to bounce back quicker. Others were not so lucky.
“In South Korea, the government hasn’t imposed a full lockdown since the start of the pandemic, so while educational publishing sales were certainly affected because educational publishers couldn’t sell to students properly, overall you were still able to maintain some business continuously,” Sheikha Bodour said.
The founder of the Emirates Publishers Association emphasised that this was not the case for many publishers around the world.
As we adapt and innovate, we must continue conversations with governments and policymakers to assert our value as a critical industry
Sheikha Bodour Al Qasimi,
president of the International Publishers Association
The severity of lockdown restrictions were not the only barometer of how different markets fared. “Many other factors came into play such as a market's digital infrastructure, publishers’ digital readiness, government stimulus and support, digital piracy legislation and reading culture,” she said.
While some countries adopted sprawling economy-wide stimulus packages, governments largely overlooked the publishing and creative sectors, which were not initially deemed as essential. Exceptions included the UAE, Egypt, Morocco, New Zealand, Russia, UK, France, Germany and Canada, all of which doled out cultural and publishing stimulus packages.
“Through our continuous engagement with our members worldwide, we now have a much wider perspective about [the pandemic’s] impact on the future of our industry,” Sheikha Bodour said. “In my opinion, one of the most important lessons we’ve learnt is that the future is approaching fast, which requires all publishers to have an open mind towards change in order to become more resilient. It also requires collaboration between publishers worldwide and between publishers and their traditional and non-traditional publishing ecosystems.”
Sheikha Bodour said the IPA is now spearheading a global initiative to create the International Sustainable Publishing and Industry Resilience Plan, also known as the Inspire Plan.
“Through this plan, we aim to strengthen solidarity and collaboration within the global publishing ecosystems so that it can adapt to industry changes in tandem,” she said.
As part of the plan, the IPA is launching an online learning portal, which aims to bridge the skills gap identified in the association’s From Response to Recovery report. Called the IPA Academy, the portal will offer training in multiple languages to help publishers improve their skills in e-book and audio book production, online selling and social media marketing.
“This is something which will be especially useful to educational publishers who were severely impacted during this difficult period,” Sheikha Bodour said.
“I believe that strong and diverse collaboration through global partnerships will become an integral part of our industry as we adapt to the new realities of knowledge and technology-based economies.
“As we adapt and innovate, we must continue conversations with governments and policymakers to assert our value as a critical industry, and to seek their support to defend copyrights by fighting the upsurge in digital piracy through robust legislation and up-to-date enforcement mechanisms. I am sure the next few years will be an interesting chapter in our industry. It's a chapter we're all writing together now.”
Dhadak 2
Director: Shazia Iqbal
Starring: Siddhant Chaturvedi, Triptii Dimri
Rating: 1/5
WOMAN AND CHILD
Director: Saeed Roustaee
Starring: Parinaz Izadyar, Payman Maadi
Rating: 4/5
UAE currency: the story behind the money in your pockets
UAE currency: the story behind the money in your pockets
Killing of Qassem Suleimani
MATCH INFO
Uefa Champions League final:
Who: Real Madrid v Liverpool
Where: NSC Olimpiyskiy Stadium, Kiev, Ukraine
When: Saturday, May 26, 10.45pm (UAE)
TV: Match on BeIN Sports
THE SPECS
Engine: 3.5-litre supercharged V6
Power: 416hp at 7,000rpm
Torque: 410Nm at 3,500rpm
Transmission: 6-speed manual
Fuel consumption: 10.2 l/100km
Price: Dh375,000
On sale: now
The years Ramadan fell in May
Killing of Qassem Suleimani
The specs
Engine: Direct injection 4-cylinder 1.4-litre
Power: 150hp
Torque: 250Nm
Price: From Dh139,000
On sale: Now
Global state-owned investor ranking by size
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United States
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China
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UAE
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Japan
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Norway
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Canada
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Singapore
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Australia
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EXPATS
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How the UAE gratuity payment is calculated now
Employees leaving an organisation are entitled to an end-of-service gratuity after completing at least one year of service.
The tenure is calculated on the number of days worked and does not include lengthy leave periods, such as a sabbatical. If you have worked for a company between one and five years, you are paid 21 days of pay based on your final basic salary. After five years, however, you are entitled to 30 days of pay. The total lump sum you receive is based on the duration of your employment.
1. For those who have worked between one and five years, on a basic salary of Dh10,000 (calculation based on 30 days):
a. Dh10,000 ÷ 30 = Dh333.33. Your daily wage is Dh333.33
b. Dh333.33 x 21 = Dh7,000. So 21 days salary equates to Dh7,000 in gratuity entitlement for each year of service. Multiply this figure for every year of service up to five years.
2. For those who have worked more than five years
c. 333.33 x 30 = Dh10,000. So 30 days’ salary is Dh10,000 in gratuity entitlement for each year of service.
Note: The maximum figure cannot exceed two years total salary figure.
500 People from Gaza enter France
115 Special programme for artists
25 Evacuation of injured and sick
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RACECARD%20
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Company%20Profile
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Killing of Qassem Suleimani
Labour dispute
The insured employee may still file an ILOE claim even if a labour dispute is ongoing post termination, but the insurer may suspend or reject payment, until the courts resolve the dispute, especially if the reason for termination is contested. The outcome of the labour court proceedings can directly affect eligibility.
- Abdullah Ishnaneh, Partner, BSA Law
What the law says
Micro-retirement is not a recognised concept or employment status under Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations (as amended) (UAE Labour Law). As such, it reflects a voluntary work-life balance practice, rather than a recognised legal employment category, according to Dilini Loku, senior associate for law firm Gateley Middle East.
“Some companies may offer formal sabbatical policies or career break programmes; however, beyond such arrangements, there is no automatic right or statutory entitlement to extended breaks,” she explains.
“Any leave taken beyond statutory entitlements, such as annual leave, is typically regarded as unpaid leave in accordance with Article 33 of the UAE Labour Law. While employees may legally take unpaid leave, such requests are subject to the employer’s discretion and require approval.”
If an employee resigns to pursue micro-retirement, the employment contract is terminated, and the employer is under no legal obligation to rehire the employee in the future unless specific contractual agreements are in place (such as return-to-work arrangements), which are generally uncommon, Ms Loku adds.