KUALA LUMPUR, Jan 30 (Bernama) -- AI-Media, a global provider of artificial intelligence (AI)-powered subtitling and language solutions, will showcase its real-time translation, captioning, and audio description technologies at Integrated Systems Europe (ISE) 2026, from Feb 3 to 6.
In a statement, AI-Media said it will highlight how multilingual and accessible communication is becoming a standard requirement across professional audio-visual (AV) environments.
“Professional AV is moving quickly toward the same expectations broadcasters have operated under for years—reliability, low latency and experiences that work across languages and accessibility needs,” said AI-Media Vice President of Strategic Accounts and Vice President of Sales for EMEA, Mark Lovatt.
He said the company will demonstrate at ISE how real-time voice translation, subtitling and audio description can be delivered as part of live production workflows to help organisations design more inclusive experiences from the outset.
At the event, the company will demonstrate how its broadcast-grade AI technology can be integrated into professional AV workflows to deliver scalable, low-latency language and accessibility support for live events, corporate communications, venues and public installations.
AI-Media will feature LEXI Voice, an AI-driven solution that provides real-time voice translation into multiple languages with natural-sounding output and minimal delay, designed for live and broadcast environments.
The company will also showcase LEXI Text, its real-time subtitling solution, and LEXI AD, which delivers automated audio description to support inclusive viewing experiences.
According to AI-Media, the LEXI suite enables organisations to deliver multilingual and accessible experiences across professional AV and broadcast settings, supporting an industry shift towards inclusive communication as a standard practice.
All LEXI solutions integrate seamlessly with SDI and IP infrastructures, supporting deployments across conferences, corporate communications, live events, sports venues, houses of worship, and public installations.
-- BERNAMA
Friday, 30 January 2026
AI-MEDIA TO BRING REAL-TIME TRANSLATION TO ISE 2026
Thursday, 29 January 2026
HR Leaders Face Critical Inflection Point as 'Intentional Organisation' Becomes Essential for Business Resilience in 2026
New global research from Top Employers Institute reveals that deliberate design will define organisational success in the year ahead
LONDON, Jan 29 (Bernama-BUSINESS WIRE) -- The strategies that sustained organisations through recent years will no longer be sufficient in 2026, according to a new report launched today by Top Employers Institute, a leading certification, benchmarking and advisory firm. Speed and scale, as default responses to pressure, have reached their limits. What will fuel high-performing organisations in the year ahead will be designing work, leadership and management systems with deliberate intent.
World of Work Trends 2026: The Intentional Organisation sets out a next-phase model for organisational performance that prioritises coherence over acceleration, value over volume, and clarity over complexity. The research draws on Top Employers Institute's unique dataset of 2,358 organisations globally, providing early signals of patterns now becoming visible at scale. The research identifies the following five defining trends that will determine which organisations sustain performance under pressure in 2026 and beyond.
1. Purpose in Practice
Purpose statements will no longer be enough in the year ahead. Stakeholders will demand tangible evidence that purpose shapes behaviours and outcomes. HR leaders must now embed purpose into decision-making systems, leadership expectations and scorecards that trigger early intervention. Organisations with higher revenue growth and profitability are 8% more likely to have deployed a purpose measurement scorecard. This includes 96% aligning strategy to purpose and 55% actively monitoring alignment.
2. AI with Intent
2026 marks the end of AI adoption for adoption's sake. With nearly half of AI projects scrapped between pilot and deployment and only 37% of teams reporting productivity gains, organisations can no longer afford to implement without clear governance. The 40% of Top Employers continuously evaluating how AI balances organisational needs with employee impact show what intentional deployment looks like. HR leaders entering 2026 must establish transparent frameworks for where AI is used, who remains accountable, and how fairness is protected.
3. Structured Flexibility
While 87% of organisations already have remote work policies, what will distinguish performance in 2026 will be how deliberately flexibility is structured. Organisations with low turnover are 13% more likely to have equipped leaders to manage hybrid teams effectively. HR leaders can no longer expand flexibility by default – they must design it with boundaries that protect fairness, performance and wellbeing, or watch disengagement and inconsistency undermine results.
4. Designing for Productivity
This is the year organisations must accept that productivity cannot come from working people harder. With HR budgets shrinking – just 35% planning increases versus 66% in 2022 – and burnout mentions in Glassdoor reviews up 32%, the path forward needs to be a new one. HR leaders must direct time, energy and resources to the highest-impact work, protect focus through clear boundaries, and build renewable workforce capability through redeployment and reskilling. Organisations reporting higher revenue growth are 12% more likely, and those reporting stronger customer satisfaction are 27% more likely, to use iterative planning and feedback loops to stay responsive to change. Nearly three-quarters (72%) of organisations now use these practices, reinforcing the role of deliberate organisational design in sustainable productivity.
5. The Stability Paradox
While only 17% of organisations surveyed currently prioritise job security in their Employee Value Proposition (EVP), those that do have voluntary turnover 9% lower than average. In the year ahead, as workforce shortages intensify and labour markets tighten, HR leaders must redesign stability as a platform for continuous learning and internal mobility, not just retention. The 67% prioritising career advancement recognise that competitive advantage in 2026 depends on their ability to continuously redeploy and reskill existing talent.
"2026 is where speed gives way to intentional design,” says Adrian Seligman, CEO of Top Employers Institute. “Our data shows that performance under pressure now depends on how deliberately organisations structure work, decision-making and leadership focus. That’s what turns organisational design into a true operating discipline – and where HR leaders will create the greatest value.”
Notes to editors
Methodology
The data shown in this report has been extracted from the anonymised responses of 2,358 global participants of the Top Employers Institute's HR Best Practices Survey for 2026. We used regression analyses to understand the links between the adoption of HR best practices and success metrics (specifically, employee engagement, internal promotion rates, profitability and market share). All findings discussed in this document are significant (p<0.05). Case studies in the report have been collected from Top Employers demonstrating excellence across the five trends.
About Top Employers Institute
Top Employers Institute is the global authority on recognising excellence in People Practices. We help accelerate these practices to enrich the world of work. Through the Top Employers Programme, participating companies can be certified and recognised as an employer of choice. The certification is awarded to organisations based on the participation and results of the HR Best Practices Survey covering six HR domains consisting of 20 topics such as People Strategy, Work Environment, Talent Acquisition, Learning, Diversity & Inclusion, and Wellbeing.
In 2025, Top Employers Institute certified nearly 2,500 organisations in 131 countries/regions. These certified Top Employers positively impact the lives of over 14 million employees globally.
Top Employers Institute. For a better world of work.
View source version on businesswire.com:
https://www.businesswire.com/news/home/20260128749327/en/
Contact
Media contact
Rosemary Lavender
TEI@brands2life.com
+44 (0) 20 7592 1200
Source : Top Employers Institute
--BERNAMA
LONDON, Jan 29 (Bernama-BUSINESS WIRE) -- The strategies that sustained organisations through recent years will no longer be sufficient in 2026, according to a new report launched today by Top Employers Institute, a leading certification, benchmarking and advisory firm. Speed and scale, as default responses to pressure, have reached their limits. What will fuel high-performing organisations in the year ahead will be designing work, leadership and management systems with deliberate intent.
World of Work Trends 2026: The Intentional Organisation sets out a next-phase model for organisational performance that prioritises coherence over acceleration, value over volume, and clarity over complexity. The research draws on Top Employers Institute's unique dataset of 2,358 organisations globally, providing early signals of patterns now becoming visible at scale. The research identifies the following five defining trends that will determine which organisations sustain performance under pressure in 2026 and beyond.
1. Purpose in Practice
Purpose statements will no longer be enough in the year ahead. Stakeholders will demand tangible evidence that purpose shapes behaviours and outcomes. HR leaders must now embed purpose into decision-making systems, leadership expectations and scorecards that trigger early intervention. Organisations with higher revenue growth and profitability are 8% more likely to have deployed a purpose measurement scorecard. This includes 96% aligning strategy to purpose and 55% actively monitoring alignment.
2. AI with Intent
2026 marks the end of AI adoption for adoption's sake. With nearly half of AI projects scrapped between pilot and deployment and only 37% of teams reporting productivity gains, organisations can no longer afford to implement without clear governance. The 40% of Top Employers continuously evaluating how AI balances organisational needs with employee impact show what intentional deployment looks like. HR leaders entering 2026 must establish transparent frameworks for where AI is used, who remains accountable, and how fairness is protected.
3. Structured Flexibility
While 87% of organisations already have remote work policies, what will distinguish performance in 2026 will be how deliberately flexibility is structured. Organisations with low turnover are 13% more likely to have equipped leaders to manage hybrid teams effectively. HR leaders can no longer expand flexibility by default – they must design it with boundaries that protect fairness, performance and wellbeing, or watch disengagement and inconsistency undermine results.
4. Designing for Productivity
This is the year organisations must accept that productivity cannot come from working people harder. With HR budgets shrinking – just 35% planning increases versus 66% in 2022 – and burnout mentions in Glassdoor reviews up 32%, the path forward needs to be a new one. HR leaders must direct time, energy and resources to the highest-impact work, protect focus through clear boundaries, and build renewable workforce capability through redeployment and reskilling. Organisations reporting higher revenue growth are 12% more likely, and those reporting stronger customer satisfaction are 27% more likely, to use iterative planning and feedback loops to stay responsive to change. Nearly three-quarters (72%) of organisations now use these practices, reinforcing the role of deliberate organisational design in sustainable productivity.
5. The Stability Paradox
While only 17% of organisations surveyed currently prioritise job security in their Employee Value Proposition (EVP), those that do have voluntary turnover 9% lower than average. In the year ahead, as workforce shortages intensify and labour markets tighten, HR leaders must redesign stability as a platform for continuous learning and internal mobility, not just retention. The 67% prioritising career advancement recognise that competitive advantage in 2026 depends on their ability to continuously redeploy and reskill existing talent.
"2026 is where speed gives way to intentional design,” says Adrian Seligman, CEO of Top Employers Institute. “Our data shows that performance under pressure now depends on how deliberately organisations structure work, decision-making and leadership focus. That’s what turns organisational design into a true operating discipline – and where HR leaders will create the greatest value.”
Notes to editors
Methodology
The data shown in this report has been extracted from the anonymised responses of 2,358 global participants of the Top Employers Institute's HR Best Practices Survey for 2026. We used regression analyses to understand the links between the adoption of HR best practices and success metrics (specifically, employee engagement, internal promotion rates, profitability and market share). All findings discussed in this document are significant (p<0.05). Case studies in the report have been collected from Top Employers demonstrating excellence across the five trends.
About Top Employers Institute
Top Employers Institute is the global authority on recognising excellence in People Practices. We help accelerate these practices to enrich the world of work. Through the Top Employers Programme, participating companies can be certified and recognised as an employer of choice. The certification is awarded to organisations based on the participation and results of the HR Best Practices Survey covering six HR domains consisting of 20 topics such as People Strategy, Work Environment, Talent Acquisition, Learning, Diversity & Inclusion, and Wellbeing.
In 2025, Top Employers Institute certified nearly 2,500 organisations in 131 countries/regions. These certified Top Employers positively impact the lives of over 14 million employees globally.
Top Employers Institute. For a better world of work.
View source version on businesswire.com:
https://www.businesswire.com/news/home/20260128749327/en/
Contact
Media contact
Rosemary Lavender
TEI@brands2life.com
+44 (0) 20 7592 1200
Source : Top Employers Institute
--BERNAMA
Wednesday, 28 January 2026
COVENTRY COMPLETES US$750 MLN IN LIFE INSURANCE-BACKED DEAL UNDER LILY PROGRAMME
KUALA LUMPUR, Jan 28 (Bernama) -- Coventry, the leader and creator of the secondary market for life insurance, has completed its third asset-backed securitisation since April 2025 under its LILY programme.
The transactions collectively total US$750 million in life insurance-backed financing and further position Coventry as a platform for institutional investors seeking differentiated exposure to longevity-linked assets. (US$1=RM3.94)
Coventry Chief Executive Officer, Reid Buerger said the significance of the LILY programme lies in the establishment of a repeatable, institutional-quality issuance platform rather than any single transaction.
“That evolution reflects years of building the origination scale, analytics, servicing capabilities and structural rigour required to support sustained securitisation activity,” he said in a statement.
The LILY programme structures longevity-linked assets into investment-grade asset-backed securities (ABS), emphasising durable collateral, predictable cash flows and characteristics that are largely uncorrelated with traditional markets.
By combining disciplined underwriting, actuarial analytics and robust structural protections, the programme provides investors access to a specialised asset class through a familiar ABS format.
The continued growth of the LILY programme underscores its position at the intersection of life insurance, asset-backed finance and private credit.
Coventry expects the programme to play a central role in funding the expansion of the life insurance-backed asset class as demand for high-quality, uncorrelated assets continues to rise.
-- BERNAMA
Kioxia Introduces QLC UFS 4.1 Embedded Flash Memory Devices for High-Capacity Mobile Storage
QLC UFS 4.1 Embedded Flash Memory Devices
8th Generation BiCS FLASH™ Technology Delivers Performance, Efficiency Gains
TOKYO, Jan 28 (Bernama-BUSINESS WIRE) -- Kioxia Corporation, a world leader in memory solutions, today announced that it has begun sampling new Universal Flash Storage1 (UFS) Ver. 4.1 embedded memory devices with 4-bit-per-cell, quadruple-level cell (QLC) technology. Designed for read-intensive applications and high-capacity storage needs, the new devices are powered by Kioxia’s 8th generation BiCS FLASHTM 3D flash memory technology.
This press release features multimedia. View the full release here: https://www.businesswire.com/news/home/20260127840829/en/
QLC UFS offers a higher bit density than traditional TLC UFS, making it suitable for mobile applications that require higher storage capacities. Advancements in controller technology and error correction have enabled QLC technology to achieve this while maintaining competitive performance.
Building on these advancements, the new Kioxia devices achieve substantial performance increases2. Kioxia’s QLC UFS boosts sequential write speeds by 25%, random read speeds by 90%, and random write speeds by 95% compared to the previous generation (UFS 4.0 / BiCS FLASH™6 QLC UFS)3. Write Amplification Factor (WAF) is also improved by max. 3.5× (with WriteBooster disabled).
Well-suited for smartphones and tablets, Kioxia QLC UFS also supports emerging product categories that demand higher capacity and performance, including PCs, networking, AR/VR, IoT, and AI-enabled devices.
Available in 512-gigabyte (GB) and 1-terabyte (TB) capacities, the new UFS 4.1 devices combine Kioxia’s advanced BiCS FLASH™ 3D flash memory and an integrated controller in a JEDEC-standard package. Kioxia’s 8th generation BiCS FLASH™ 3D flash memory introduces CMOS directly Bonded to Array (CBA) technology - an architectural innovation that marks a step-change in flash memory design.
Key features include:
- Compliant with the UFS 4.1 specification. UFS 4.1 is backward-compatible with UFS 4.0 and UFS 3.1.
- 8th generation Kioxia BiCS FLASH™ 3D flash memory
- WriteBooster support for significantly faster write speeds
- Reduced package size compared to the previous QLC UFS: 11×13 mm to 9×13 mm
Notes: | |
| (1) | Universal Flash Storage (UFS) is a product category for a class of embedded memory products built to the JEDEC UFS standard specification. Due to its serial interface, UFS supports full duplexing, which enables both concurrent reading and writing between the host processor and UFS device |
| (2) | Based on Kioxia internal testing |
| (3) | 512GB product, when WriteBooster is enabled |
- In every mention of a Kioxia product: Product density is identified based on the density of memory chip(s) within the Product, not the amount of memory capacity available for data storage by the end user. Consumer-usable capacity will be less due to overhead data areas, formatting, bad blocks, and other constraints, and may also vary based on the host device and application. For details, please refer to applicable product specifications. The definition of 1KB = 2^10 bytes = 1,024 bytes. The definition of 1Gb = 2^30 bits = 1,073,741,824 bits. The definition of 1GB = 2^30 bytes = 1,073,741,824 bytes. 1Tb = 2^40 bits = 1,099,511,627,776 bits.
- 1 Gbps is calculated as 1,000,000,000 bits/s. Read and write speeds are the best values obtained in a specific test environment at Kioxia and Kioxia warrants neither read nor write speeds in individual devices. Read and write speed may vary depending on device used and file size read or written.
- Company names, product names and service names may be trademarks of third-party companies.
About Kioxia
Kioxia is a world leader in memory solutions, dedicated to the development, production and sale of flash memory and solid-state drives (SSDs). In April 2017, its predecessor Toshiba Memory was spun off from Toshiba Corporation, the company that invented NAND flash memory in 1987. Kioxia is committed to uplifting the world with “memory” by offering products, services and systems that create choice for customers and memory-based value for society. Kioxia's innovative 3D flash memory technology, BiCS FLASH™, is shaping the future of storage in high-density applications, including advanced smartphones, PCs, automotive systems, data centers and generative AI systems.
*Information in this document, including product prices and specifications, content of services and contact information, is correct on the date of the announcement but is subject to change without prior notice.
View source version on businesswire.com:
https://www.businesswire.com/news/home/20260127840829/en/
Contact
Media Inquiries:
Kioxia Corporation
Promotion Management Division
Satoshi Shindo
Tel: +81-3-6478-2404
Source : Kioxia Corporation
Coventry Expands LILY Life Insurance-Backed Funding Program with $750 Million in New Asset-Backed Notes
FORT WASHINGTON, Pa., Jan 28 (Bernama-GLOBE NEWSWIRE) -- Coventry, the leader and creator of the secondary market for life insurance and a pioneer of the life insurance-backed asset class, today announced the successful completion of its third asset-backed securitization since April 2025 under its LILY program. Collectively, these transactions total $750 million in life insurance-backed financing and further establish Coventry as the leading platform for institutional investors seeking differentiated exposure to longevity-linked assets.
The LILY program structures longevity-linked assets into investment-grade asset-backed securities that emphasize durable collateral, predictable cash flows, and characteristics that are largely uncorrelated with traditional markets. By combining disciplined underwriting, actuarial analytics, and robust structural protections, LILY provides investors with access to a specialized asset class through a familiar ABS format.
“What’s most important about the success of the LILY program is not any single transaction, but the establishment of a repeatable, institutional-quality issuance platform for life insurance-linked assets,” said Reid Buerger, CEO of Coventry. “That evolution reflects years of building the origination scale, analytics, servicing capabilities, and structural rigor required to support sustained securitization activity.”
The continued growth of the LILY program underscores Coventry’s position at the intersection of life insurance, asset-backed finance, and private credit, and highlights the firm’s role in shaping the institutional market for longevity-linked investments. As demand for high-quality, uncorrelated assets continues to grow, Coventry expects LILY to play a central role in funding the responsible expansion of the life insurance-backed asset class.
About Coventry
Coventry is the leader and creator of the secondary market for life insurance and a pioneer of the life insurance-backed asset class, operating an integrated platform across four complementary verticals: the secondary market for life insurance, longevity lending, life insurance and annuity distribution, and insurance technology. Through these businesses, Coventry expands financial options for policyowners, provides capital solutions backed by life insurance policies and other longevity-linked assets, broadens access to protection and retirement products, and applies technology to enhance pricing, risk management, and operational efficiency across the life insurance ecosystem. Guided by a longstanding commitment to consumer rights and market integrity, Coventry leverages its leadership position to raise industry standards, expand consumer choice, and responsibly develop institutional-quality life insurance-backed investment solutions. Over its history, Coventry has acquired more than 21,000 life insurance policies, completed more than $50 billion in longevity-linked transactions, delivered more than $6 billion to policyowners, and originated more than $1 billion in life insurance-linked loans. To learn more about Coventry, visit Coventry.com.
Media Contact:
Jonny Shiver
Vice President, Marketing
jshiver@coventry.com
(215) 836-8300
SOURCE: Coventry
The LILY program structures longevity-linked assets into investment-grade asset-backed securities that emphasize durable collateral, predictable cash flows, and characteristics that are largely uncorrelated with traditional markets. By combining disciplined underwriting, actuarial analytics, and robust structural protections, LILY provides investors with access to a specialized asset class through a familiar ABS format.
“What’s most important about the success of the LILY program is not any single transaction, but the establishment of a repeatable, institutional-quality issuance platform for life insurance-linked assets,” said Reid Buerger, CEO of Coventry. “That evolution reflects years of building the origination scale, analytics, servicing capabilities, and structural rigor required to support sustained securitization activity.”
The continued growth of the LILY program underscores Coventry’s position at the intersection of life insurance, asset-backed finance, and private credit, and highlights the firm’s role in shaping the institutional market for longevity-linked investments. As demand for high-quality, uncorrelated assets continues to grow, Coventry expects LILY to play a central role in funding the responsible expansion of the life insurance-backed asset class.
About Coventry
Coventry is the leader and creator of the secondary market for life insurance and a pioneer of the life insurance-backed asset class, operating an integrated platform across four complementary verticals: the secondary market for life insurance, longevity lending, life insurance and annuity distribution, and insurance technology. Through these businesses, Coventry expands financial options for policyowners, provides capital solutions backed by life insurance policies and other longevity-linked assets, broadens access to protection and retirement products, and applies technology to enhance pricing, risk management, and operational efficiency across the life insurance ecosystem. Guided by a longstanding commitment to consumer rights and market integrity, Coventry leverages its leadership position to raise industry standards, expand consumer choice, and responsibly develop institutional-quality life insurance-backed investment solutions. Over its history, Coventry has acquired more than 21,000 life insurance policies, completed more than $50 billion in longevity-linked transactions, delivered more than $6 billion to policyowners, and originated more than $1 billion in life insurance-linked loans. To learn more about Coventry, visit Coventry.com.
Media Contact:
Jonny Shiver
Vice President, Marketing
jshiver@coventry.com
(215) 836-8300
SOURCE: Coventry
Tuesday, 27 January 2026
THREE SCIENTISTS AWARDED 2026 JAPAN PRIZE, CEREMONY SET FOR TOKYO
KUALA LUMPUR, Jan 27 (Bernama) -- The Japan Prize Foundation has announced that three scientists from the United States (US) and Japan have been awarded the 2026 Japan Prize.
Prof Cynthia Dwork of the US received the Japan Prize in the field of Electronics, Information, and Communication for her contributions to research on building an ethical digital society, including advances in differential privacy and fairness.
Meanwhile, Prof Shizuo Akira of Japan and Prof Zhijian "James" Chen of the US were awarded the Japan Prize in the field of Life Sciences for their discovery of the nucleic acid sensing mechanism by the innate immune system.
According to the foundation in a statement, the award presentation ceremony will be held in Tokyo this April.
For the 2026 Japan Prize, approximately 16,000 prominent scientists and engineers worldwide were invited to submit nominations. A total of 107 nominations were received for the field of Electronics, Information, and Communication, while 185 nominations were submitted for Life Sciences, with the winners selected from 292 nominees overall.
Established in 1981, the Japan Prize recognises scientists and engineers whose creative and dramatic transformative achievements advance their fields and contribute significantly to the peace and prosperity of humanity.
-- BERNAMA
Prof Cynthia Dwork of the US received the Japan Prize in the field of Electronics, Information, and Communication for her contributions to research on building an ethical digital society, including advances in differential privacy and fairness.
Meanwhile, Prof Shizuo Akira of Japan and Prof Zhijian "James" Chen of the US were awarded the Japan Prize in the field of Life Sciences for their discovery of the nucleic acid sensing mechanism by the innate immune system.
According to the foundation in a statement, the award presentation ceremony will be held in Tokyo this April.
For the 2026 Japan Prize, approximately 16,000 prominent scientists and engineers worldwide were invited to submit nominations. A total of 107 nominations were received for the field of Electronics, Information, and Communication, while 185 nominations were submitted for Life Sciences, with the winners selected from 292 nominees overall.
Established in 1981, the Japan Prize recognises scientists and engineers whose creative and dramatic transformative achievements advance their fields and contribute significantly to the peace and prosperity of humanity.
-- BERNAMA
TOURISE CEMENTS TOURISM'S ROLE AS STRATEGIC ECONOMIC SYSTEM AT DAVOS
 |
| His Excellency Ahmed Al‑Khateeb, Minister of Tourism of Saudi Arabia and Chairman of TOURISE, convenes executives from Trip.com, Visa, TikTok, PayPal, Salesforce, Forbes, Avolta, ByteDance, and more at Davos 2026 |
KUALA LUMPUR, Jan 26 (Bernama) -- TOURISE, the global platform shaping a new horizon for tourism, successfully advanced the sector’s strategic importance at the World Economic Forum Annual Meeting in Davos, advocating for its recognition as a vital economic system connecting industries, economies, and regions.
Often overlooked as a siloed industry, TOURISE pressed the importance of tourism being recognised as a strategic sector, contributing one in every US$10 to global gross domestic product and uplifting every industry it touches. (US$1=RM3.98)
Minister of Tourism of Saudi Arabia and Chairman of TOURISE, Ahmed Al Khateeb said these partnerships will shape the next decade of tourism, creating trust and shared purpose to move the world forward.
“Tourism is more than a lifestyle sector; it functions as a strategic economic system. TOURISE serves as a platform where leaders form alliances to build shared solutions where technology aligns with community development, finance with sustainability, and education with mobility,” he said in a statement.
The Davos programme was anchored by two strategic workshops: ‘Can Tourism Save the World?’ and ‘Agentic Tourism: From Insight to Action’. The latter advanced the development of an Agentic Tourism Protocol, a shared framework designed to enable safe, connected, and interoperable artificial intelligence systems across the sector.
The workshops drew high-level participation from global executives and technologists, including leaders from Trip.com, Visa, TikTok, PayPal, Salesforce, Forbes, Avolta, and ByteDance, underscoring tourism’s growing role as a platform for growth and innovation across diverse industries.
TOURISE also sponsored the annual Women Leaders Reception, where Advisory Board Member and Saudi Arabia Ministry of Tourism Deputy Minister of International Affairs, Hawazen Nassief, emphasised the necessity of advancing women into leadership roles within a sector where they represent nearly half of the global workforce.
Davos marked the start of TOURISE’s 2026 global calendar, which will feature cross-sector workshops and new partnerships, propelling the platform’s momentum toward its second summit scheduled for March 2027.
TOURISE is the world’s premier platform shaping a new horizon for global tourism, operating under the umbrella of the Saudi Ministry of Tourism. Its inaugural summit took place in November 2025 in Riyadh.
-- BERNAMA
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