Mr. Hakim, a Muslim officer from Peninsular Malaysia, was recently transferred to a government department in Kota Kinabalu. During his first week, his colleagues, including Ms. Joanna, a Kadazandusun Christian, invited him to a team lunch at a popular local restaurant.

When they arrived, Mr. Hakim noticed that the restaurant served non-halal dishes alongside halal options. Feeling uncomfortable, he politely declined to eat and decided to just have a drink. Ms. Joanna and some colleagues, unaware of his concerns, encouraged him to try the local delicacies, saying, “Don’t worry, just eat the seafood or vegetables—it’s fine!”

Mr. Hakim, feeling pressured and misunderstood, awkwardly explained that he preferred to eat at fully halal-certified establishments. Ms. Joanna, on the other hand, felt slightly offended, thinking that he was being overly strict and rejecting their hospitality. This small misunderstanding created an invisible gap between them, making Mr. Hakim hesitant to join future social gatherings.

2. Unspoken Tension: Ms. Joanna and other colleagues felt that Mr. Hakim was distant and unwilling to embrace Sabah’s diverse culture.

3. Teamwork Issues: A lack of informal bonding outside of work affected communication, making collaboration feel less natural.

• A senior colleague noticed the tension and explained to the team that some Muslims prefer dining at fully halal-certified places.

• Mr. Hakim later clarified to Ms. Joanna that he appreciated the invitation but had to follow his dietary practices.

• Ms. Joanna, in turn, shared that Sabahans are used to mixed dining due to their diverse backgrounds, and no offense was intended.

2. Inclusive Social Gatherings:

• Future team lunches were planned at halal-certified restaurants, ensuring everyone could eat comfortably.

• Colleagues also agreed to have some gatherings at neutral spaces, such as coffee shops, where food choices wouldn’t be an issue.

3. Cultural Awareness Initiatives:

• The office introduced a cultural sharing session where team members could learn about different customs, fostering better understanding.

• This helped Peninsular Malaysians like Mr. Hakim adjust to Sabah’s unique work culture while allowing locals to be more aware of halal dietary needs.

Mr. Hakim, a Muslim officer from Peninsular Malaysia who follows strict halal dietary practices and is used to dining only at halal-certified restaurants.

Ms. Joanna, a Kadazandusun Christian officer who is accustomed to Sabah’s multicultural dining habits, where halal and non-halal foods are often served together.

This resolution not only improved their workplace relationship but also strengthened team cohesion through better cultural awareness.

2. Kavibarati A/P Pragash (104634)

3. Tresikha A/P Sundram (106588)

4. Nur Alia Nazeera Binti Mohammad Azlan (105522)