Radisson Hotel Group accelerates growth in Indonesia with ANTA Hotel Bali Canggu, a member of Radisson Individuals

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December 10, 2025

BRUSSELS, Dec. 10, 2025 /PRNewswire/ — Radisson Hotel Group has announced the signing of ANTA Hotel Bali Canggu, a member of Radisson Individuals, a new lifestyle serviced apartment project in one of Bali’s most vibrant coastal districts. Scheduled to open in 2027, the property will feature 116 serviced apartments and further expand Radisson Hotel Group’s footprint in Indonesia, one of the focus markets in its Asia-Pacific growth strategy.

ANTA Hotel Bali Canggu, a member of Radisson Individuals – room example render.

Situated in Canggu, a boho beach hub popular with international visitors, surfers, and a growing community of expatriates and remote workers, ANTA Hotel Bali Canggu, a member of Radisson Individuals will offer a contemporary base surrounded by rice fields, temples, and beaches. The project is located along Jalan Shortcut Teratai Batu Bolong, approximately a one-hour drive from I Gusti Ngurah Rai International Airport, and within a short drive of Echo Beach, Batu Bolong Beach, and Berawa Beach, all renowned for all-level surfing and sunset views. Guests will also be close to Subak Uma Desa’s traditional rice fields and local temples such as Pura Batu Bolong and Pura Batu Mejan, which offer cultural and spiritual experiences.

“Bali sits at the intersection of leisure, lifestyle, and long-stay travel, and Canggu is one of its most dynamic districts. With ANTA Hotel Bali Canggu, a member of Radisson Individuals, we are introducing a modern serviced apartment concept designed around the way guests live, work, and travel today,” says Ramzy Fenianos, Chief Development Officer, APAC, Radisson Hotel Group. “This signing strengthens our presence in Indonesia and demonstrates our commitment to investing in markets and product types that owners and guests are asking for.”

ANTA Hotel Bali Canggu, a member of Radisson Individuals will offer 116 serviced apartments with terraces and kitchenettes, including 88 studio apartments, 10 one-bedroom apartments, and additional layouts designed for longer stays. Each unit will be configured in line with Radisson Hotel Group’s brand standards, with smart, efficient design and functional storage. All apartments will feature balconies or terraces, and the majority of ground-floor units are planned with private pools to enhance the resort atmosphere and provide added privacy for guests.

The property has been specifically designed to appeal to young digital nomads, remote professionals, and long-stay travellers, matching the profile of the Canggu market. A generously sized co-working space sits at the heart of the social experience, giving guests a flexible, well-equipped environment to work, collaborate, and connect. This is complemented by social and event areas that can easily transform for workshops, private gatherings, wellness sessions, or fitness activities.

Most public areas in the hotel are planned as sheltered open-air spaces, creating a relaxed tropical feel and allowing guests to move naturally between indoor and outdoor zones. The main social level is located on the top floor, where a rooftop bar, pool bar, and lounge will take advantage of panoramic views over Canggu and the surrounding landscape. The generous size and flexible layout of this rooftop level will allow different portions of the space to be used simultaneously for events, wellness activities, fitness classes, or casual gatherings, ensuring a dynamic but comfortable atmosphere throughout the day.

Dining and wellness experiences will play an important role, with an all-day dining restaurant and a café that will serve both hotel guests and the surrounding neighborhood. A rooftop pool with loungers and cabanas will create a resort-style setting for relaxation between work sessions or after a day at the beach. Wellness facilities, including gym and treatment areas, will support the needs of long-stay guests who prioritize health, balance, and routine while travelling.

The signing of ANTA Hotel Bali Canggu, a member of Radisson Individuals supports Radisson Hotel Group’s ambition to grow in high-potential leisure markets and diversify its portfolio with more serviced apartments and extended-stay products. The Group currently operates three hotels in Indonesia with 579 keys and has three properties (405 keys) under development across a mix of city and resort locations. ANTA Hotel Bali Canggu will complement the existing presence while positioning the Group at the heart of Bali’s evolving digital nomad and lifestyle scene.

Radisson Individuals is Radisson Hotel Group’s soft brand created for independent hotels and regional chains that want to maintain their own identity while benefiting from the Group’s global recognition, distribution platforms, and commercial systems. The brand offers a flexible framework that allows each property to express its unique story and local character while delivering the quality, safety, and service standards that guests expect from Radisson Hotel Group.

Since its launch, Radisson Individuals has grown rapidly and recently celebrated the milestone of 100 properties in operation and under development around the world as well as the launch of three unique segments: Premier, Boutique, and Retreats. The brand spans a variety of property types, from urban hotels and resorts to serviced apartments and boutique-style addresses, across the upper midscale to upper upscale segments. This growth reflects strong demand from owners who value the combination of individuality and global reach.

ABOUT RADISSON HOTEL GROUP

Radisson Hotel Group is a rapidly expanding international hotel group, operating in EMEA and APAC with more than 1,580 hotels in operation and under development in +100 countries. The Group’s overarching brand promise is Every Moment Matters with a signature Yes I Can! service ethos.

The Radisson brand portfolio includes Radisson Collection, art’otel, Radisson Blu, Radisson, Radisson RED, Radisson Individuals, Park Plaza, Park Inn by Radisson, Country Inn & Suites by Radisson, and Prize by Radisson — brought together under one commercial umbrella brand, Radisson Hotels.

Radisson Rewards is Radisson Hotel Group’s loyalty program, which delivers an elevated experience that makes Every Moment Matter, counting more than 25 million members. As the most streamlined program in the sector, members enjoy exceptional advantages and can access their benefits from day one across a wide range of hotels in Europe, Middle East, Africa, and Asia Pacific.

Radisson Meetings provides tailored solutions for any event or meeting, including hybrid solutions, placing guests and their needs at the heart of its offer. Radisson Meetings is built around three strong service commitments: Personal, Professional, and Memorable, while delivering on the brilliant basics and being uniquely Carbon Compensated.

At Radisson Hotel Group, we care for people, communities, and planet and aim to be Net Zero by 2050 based on the approved Science Based Targets. With unique solutions such as carbon-compensated Radisson Meetings, we make sustainable hotel stays easy. To facilitate sustainable travel choices, all our hotels are becoming verified on Hotel Sustainability Basics.

The health and safety of guests and team members remain a top priority for Radisson Hotel Group. All properties across the Group’s portfolio are subject to health and safety requirements, ensuring we always care for our guests and team members.

For more information, visit our corporate website. Or connect with Radisson Hotels on:

ABOUT RADISSON INDIVIDUALS

Radisson Individuals is an affiliation brand comprised of independent hotels, each boasting its own unique identity and united by Radisson Hotel Group’s service philosophy and attention to detail. The brand consists of: Radisson Individuals, Radisson Individuals Premier, Radisson Individuals Boutique, and Radisson Individuals Retreats.

Radisson Individuals is created to offer a solution for independent and unbranded hotels to become part of the Group’s family. Radisson Individuals brings together hotels that have unique characteristics and personalities, offering guests an opportunity to discover new locations whilst safe in the knowledge that they will always receive the high standards of quality and service they rely on from Radisson Hotel Group. Radisson Individuals properties are located in key business and leisure destinations.

Radisson Individuals Premier offers a curated selection of upper-upscale hotels in key business and leisure destinations, with state-of-the-art facilities for both business and leisure. Radisson Individuals Premier hotels consist of elegantly appointed rooms, unparalleled attention to detail, offering a seamless blend of style and service.

Radisson Individuals Boutique provides a portfolio of intimate boutique hotels, blending exclusive, stylish settings with impeccable service. These hotels are situated in leisure and business destinations around the world, for those who want to experience local charm. Radisson Individuals Boutique properties are thoughtfully curated to provide a bespoke and uniquely local stay.

Radisson Individuals Retreats provides unique opportunities to become immersed in out-of-the-ordinary

Experiences, and recharge and reconnect in natural surroundings. Situated in scenic leisure destinations, these lifestyle hideaways connect guests with the authentic spirit of the location, focusing on nature while ensuring the highest standards of quality and service.

Guests and professional business partners can enhance their experience with Radisson Individuals by participating in Radisson Rewards, an international loyalty program offering exceptional benefits and rewards.

Radisson Individuals is a part of the Radisson family of brands, which also includes Radisson Collection, art’otel, Radisson Blu, Radisson, Radisson RED, Park Plaza, Park Inn by Radisson, Country Inn & Suites by Radisson, and Prize by Radisson, brought together under one commercial umbrella brand – Radisson Hotels.

For reservations and more information, visit our website. Or connect with Radisson Hotels on:

ANTA Hotel Bali Canggu, a member of Radisson Individuals _ pool example render

Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees

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Advertorial Desk

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December 10, 2025

NEW YORK, Dec. 10, 2025 /PRNewswire/ — A report by Asian Women Development Plan International:

A new research report titled “Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees” has been released examining how recent federal workforce changes are affecting women and minority groups across the United States. The report analyzes employment challenges following the January 2025 issuance of Executive Order 14173, which dismantled federal diversity, equity, inclusion, and accessibility (DEIA) programs.

According to the report, while recent federal employee surveys showed improving engagement and job satisfaction through mid 2024, workforce experts and employee advocates have warned that the 2025 rollback of DEI initiatives and proposed workforce reductions could increase turnover risks for minority employees. Similar to private corporations that reported being worse off after abandoning diversity programs, Surveys and federal workforce reports indicate increased concerns about discrimination among federal employees in recent years, alongside a nationwide rise in EEOC discrimination charges, which grew by more than nine percent in 2024. Recent national surveys show that a clear majority of Asian American and Pacific Islander adults oppose eliminating federal agencies and cutting federal DEI programs, recognizing that minority communities rely heavily on government services and civil rights protections.

The report traces U.S. diversity policy back to Kennedy’s 1961 Affirmative Action directive and Biden’s 2021 DEIA initiative, noting that President Trump’s 2025 executive order has been widely viewed as a significant shift from prior federal diversity efforts. While recent federal data indicate rising minority and female participation, analysis of Office of Personnel Management FedScope data shows that, as of 2024, people of color make up about 41 percent of the federal workforce and women about 46 percent, yet deep inequalities persist. White males still comprise nearly half of Senior Executive Service (SES) members, and women account for only about one third of the most senior roles. Gender based pay gaps are also significantly larger among older federal employees, with EEOC research showing that age related differences alone can contribute more than 10,000 dollars annually to the gap for workers age forty and over, and women facing substantially wider disparities than men in similar roles. At the intersection of race and gender, disparities appear more pronounced. Black and Hispanic women face systemic barriers to promotion and significantly lower pay than both white men and women, despite comparable qualifications. Hispanic women experience the steepest decline in representation at higher grades. While institutional reforms have improved representation, existing disparities in advancement opportunities remain evident across demographic groups.

The report also highlights that frequent institutional disruptions, reclassifications, and administrative variability have contributed to uncertainty among employees, particularly within minority groups. Although the U.S. federal government has made notable progress over the past decades in advancing Diversity, Equity, Inclusion, and Accessibility (DEIA), the politicization of the civil service and the cyclical reversal of policy that results from changes in administration continuously impose challenges on minority groups. Research demonstrates that frequent institutional disruptions and job reclassifications correlate with reduced trust and lower willingness to remain in service among minority employees, who often connect career development concerns to systemic instability. The discontinuity further amplifies the structural disadvantages faced by minority civil servants in career advancement.

Citing findings from the MissionSquare Research Institute, the report notes that more than half of state and local government workers have considered leaving their jobs, with younger and Black employees especially likely to look elsewhere. In workplaces where employees do not experience inclusive or multicultural support, minority and female staff report lower trust and higher turnover intentions. One survey of prospective state government workers described a deep sense of uncertainty during lengthy recruitment and funding approval processes.

Reference: Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees

Culture and tourism sectors thrive in Xiamen

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Advertorial Desk

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December 10, 2025

BEIJING, Dec. 10, 2025 /PRNewswire/ — A report from China Daily:

China Daily publishes an eight-page spread on Wednesday to showcase Xiamen’s high-quality development during 2021-25.

Driven by its commitment to high-level opening-up, Xiamen, Fujian province, has made significant strides in the integrated development of commerce, trade, culture and tourism during the 14th Five-Year Plan (2021-25).

“Currently, China’s culture and tourism market is experiencing robust recovery and vigorous development, making it an opportune time with great potential to foster the high-quality development of the tourism sector.

“We will adhere to the deep integration of culture and tourism, drive the upgrading of the city’s tourism business model from sightseeing to experiencing, and build Xiamen into a world-class tourism and leisure city,” Cui Yonghui, Party secretary of the city, said at the Xiamen Tourism Development Conference in early November.

During the 14th Five-Year Plan, both the scale and quality of Xiamen’s culture and tourism industries have greatly improved.

In 2024, Xiamen received 128 million tourist visits, generating revenue of 191.1 billion yuan ($27.02 billion), an increase of 15.4 percent compared to 2019.

There are 784 cultural enterprises above the designated size — those with an annual revenue of more than 20 million yuan—in the city that have recorded total revenue of about 260 billion yuan over the past five years.

The city now has 21 scenic areas rated A-level and above, including the UNESCO World Heritage Site Gulangyu Island, the Xiamen Botanical Garden, and the theme park Xiamen Fantawild Dreamland.

Popular destination

Due to its stunning urban landscape and natural beauty, Xiamen has long been a popular spot for filmmaking, attracting lots of fans and film enthusiasts.

City authorities have launched more than 10 tour routes connecting the city’s famous tourist attractions and spots appearing in hit TV series and movies.

The city has hosted the China Film Golden Rooster Awards ceremony every year since 2019, one of the country’s three major film awards, injecting impetus into its culture, film and music industries.

During this year’s event in mid-November, 177 cultural, film and television programs were signed to be launched in Xiamen, demonstrating vitality in the sector.

Xiamen has seen robust growth in inbound tourism in recent years. In 2024, the number of overnight inbound tourists stood at approximately 2.31 million, nearly triple the figure from 2023.

During this year’s Mid-Autumn Festival in September, Xiamen ranked among the top five popular destinations for overseas tourists visiting China, according to data from the country’s leading online travel agency Ctrip.

Industry analysts said that Xiamen has won favor among foreign tourists with its diverse products and high-quality experiences. Tourists can not only explore the city’s coastal scenery and cuisine, but participate in different traditional cultural activities.

“Focusing on quality and experience, we have made efforts to optimize inbound tourism services, releasing a batch of favorable measures in entry procedures, payment systems and sightseeing,” said Su Ke, deputy director of the Xiamen culture and tourism bureau.

Bustling trade

“Amid uncertainties in the external environment, we have consolidated and enhanced the international circulation and boosted the driving force of domestic circulation, advancing their connectivity in Xiamen,” said Lin Zhicheng, vice-mayor of the city.

Official data showed that the city’s imports and exports of goods surged from 691.58 billion yuan in 2020 to 932.61 billion yuan in 2024, marking an average annual growth rate of 7.8 percent.

“We have been expanding our ‘friend circle’, and now we have trade partners in 239 countries and regions as well as more than 6,000 kinds of foreign trade commodities,” Lin said.

The China International Fair for Investment and Trade, held annually on Sept 8-11 in Xiamen, is becoming a global public service platform for two-way investment.

During the past five years, the event has attracted entrepreneurs from 172 countries and regions. Nearly 3,500 projects were clinched at the fair, with a total investment of 2.35 trillion yuan, up 1.35 times in comparison with the 13th Five-Year Plan (2016-20).

Lin emphasized that foreign trade has become a powerful engine for Xiamen’s high-quality economic growth, while domestic trade serves as the stabilizer.

The city is ramping up efforts to promote consumption upgrading and cultivate new consumption drivers to develop into a regional international consumption center.

Xiamen has established an urban commercial zoning system, comprising three city-level business zones, 12 district-level business zones and numerous characteristic commercial functional zones. Zhongshan Street has been recognized as a national demonstration pedestrian street.

Between 2020-24, the city’s total retail sales of consumer goods climbed from 245.78 billion yuan to 332.98 billion yuan, representing an average annual growth rate of 7.9 percent.

Transport infrastructure

The high-quality development of Xiamen’s trade and tourism industries is underpinned by a modern transport network that integrates sea, land, air, rail and postal services.

During the past five years, Xiamen Port has built 16 new berths, including six 10,000-metric-ton-class berths, and nearly 60 kilometers of 10,000-ton-class shipping lanes.

The port now operates 187 container shipping routes, connecting 150 ports across 54 countries.

Li Zongze, director of the Xiamen transportation bureau, said they have focused on the construction of cross-regional highways to enhance Xiamen’s influence and capacity as a transport hub and create the “Xiamen-Zhangzhou-Quanzhou one-hour commute circle”.

In the rail sector, Xiamen has built a rail hub in the southeastern coastal region. Departing from Xiamen, travelers can reach major cities in the Yangtze River Delta and the Guangdong-Hong Kong-Macao Greater Bay Area by rail in just five hours.

The Fuzhou–Xiamen high-speed railway, which began operations in September 2023, is China’s first cross-sea high-speed rail line with a design speed of 350 km per hour.

Xiamen has two international airports, including one under construction. Xiamen Gaoqi International Airport offers flights to 134 destinations in 129 cities around the world. Xiamen Xiang’an International Airport, which is expected to open in 2026, is set to handle 45 million passengers and 750,000 tons of cargo and mail annually, stepping up the capacity and connectivity of Xiamen’s international aviation.

Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees

By

Advertorial Desk

-

December 10, 2025

NEW YORK, Dec. 10, 2025 /PRNewswire/ — A report by Asian Women Development Plan International:

A new research report titled “Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees” has been released examining how recent federal workforce changes are affecting women and minority groups across the United States. The report analyzes employment challenges following the January 2025 issuance of Executive Order 14173, which dismantled federal diversity, equity, inclusion, and accessibility (DEIA) programs.

According to the report, while recent federal employee surveys showed improving engagement and job satisfaction through mid 2024, workforce experts and employee advocates have warned that the 2025 rollback of DEI initiatives and proposed workforce reductions could increase turnover risks for minority employees. Similar to private corporations that reported being worse off after abandoning diversity programs, Surveys and federal workforce reports indicate increased concerns about discrimination among federal employees in recent years, alongside a nationwide rise in EEOC discrimination charges, which grew by more than nine percent in 2024. Recent national surveys show that a clear majority of Asian American and Pacific Islander adults oppose eliminating federal agencies and cutting federal DEI programs, recognizing that minority communities rely heavily on government services and civil rights protections.

The report traces U.S. diversity policy back to Kennedy’s 1961 Affirmative Action directive and Biden’s 2021 DEIA initiative, noting that President Trump’s 2025 executive order has been widely viewed as a significant shift from prior federal diversity efforts. While recent federal data indicate rising minority and female participation, analysis of Office of Personnel Management FedScope data shows that, as of 2024, people of color make up about 41 percent of the federal workforce and women about 46 percent, yet deep inequalities persist. White males still comprise nearly half of Senior Executive Service (SES) members, and women account for only about one third of the most senior roles. Gender based pay gaps are also significantly larger among older federal employees, with EEOC research showing that age related differences alone can contribute more than 10,000 dollars annually to the gap for workers age forty and over, and women facing substantially wider disparities than men in similar roles. At the intersection of race and gender, disparities appear more pronounced. Black and Hispanic women face systemic barriers to promotion and significantly lower pay than both white men and women, despite comparable qualifications. Hispanic women experience the steepest decline in representation at higher grades. While institutional reforms have improved representation, existing disparities in advancement opportunities remain evident across demographic groups.

The report also highlights that frequent institutional disruptions, reclassifications, and administrative variability have contributed to uncertainty among employees, particularly within minority groups. Although the U.S. federal government has made notable progress over the past decades in advancing Diversity, Equity, Inclusion, and Accessibility (DEIA), the politicization of the civil service and the cyclical reversal of policy that results from changes in administration continuously impose challenges on minority groups. Research demonstrates that frequent institutional disruptions and job reclassifications correlate with reduced trust and lower willingness to remain in service among minority employees, who often connect career development concerns to systemic instability. The discontinuity further amplifies the structural disadvantages faced by minority civil servants in career advancement.

Citing findings from the MissionSquare Research Institute, the report notes that more than half of state and local government workers have considered leaving their jobs, with younger and Black employees especially likely to look elsewhere. In workplaces where employees do not experience inclusive or multicultural support, minority and female staff report lower trust and higher turnover intentions. One survey of prospective state government workers described a deep sense of uncertainty during lengthy recruitment and funding approval processes.

Reference: Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees

Culture and tourism sectors thrive in Xiamen

By

Advertorial Desk

-

December 10, 2025