and effectiveness of our response to ml / tf will be our clearest commitment to ensure that crimes do not pay. this is a shared responsibility. on that note, i wish all of you insightful and productive exchanges in the rest of today's sessions. thank you once again. assalamu'alaikum. 1 https : / / www. unodc. org / unodc / en / money - laundering / overview. html 2 targeted update on implementation of the fatf standards on virtual assets and virtual asset service providers : https : / / www. fatf - gafi. org / en / publications / fatfrecommendations / targeted - update - virtual - assets - vasps - 2023. html 3 companies commission of malaysia training academy 4 including trusts 6 / 6 bis - central bankers'speeches

rigid hierarchy until the day comes when a junior economist can say “ governor, your last speech was disappointing ” while having lunch with me. in addition, we should always keep in mind that the end - user of our policy services is not the team head, director general, or governor, but the economic agents on the outside. no matter how many reports we make, without this customer - oriented mindset, the reports will be good only for internal use and will be little known of or looked for by the public. let us now ask ourselves if, under pressure to maintain the neutrality of the bank, we have tried to avoid any controversy that our policy implications or suggestions might stir, and have tended to end with only fragmented and technical analysis of data. only when we thoroughly analyze the information and present policy suggestions focusing on customers ’ needs will we be able to solidify our status as a think tank for the national economy as well as a policy authority. the shift to a horizontal relationship and the customer - oriented mindset is also complementary with nurturing expertise in individual staff members. in order to share information and vigorously debate with each other to come up with results that can win recognition from our customers, individual staff must have their own expertise, supported by the culture of recognition and evaluation. let us improve our system so that each person is given discretion and opportunities to show their full potential, and their work product is assessed in an objective and fair manner. in this sense, i will make sure that not only the 4 / 6 name of the department you have worked in but also every detail of your performance, including the matters you have worked on and the papers you have written, is included in personnel records, to enable longer - term and systematic management of assessment - relevant information. i will also provide full support for your efforts toward capacity building, by strengthening training programs as well as mentoring and coaching. maintaining a work - life balance is also important. here, i do not mean only the passive dimension of having after - work hours at your disposal. the quality of life and livelihood must be guaranteed in a balanced way, for which satisfaction about wages or welfare benefits is a pre - condition. only then will our staff members be able to carry out their jobs with a high sense of self - esteem and motivation. although we do have some practical constraints, as governor, i will look carefully into every nook and cranny to see what improvements we can make. given that our organization consists of over 2,