How our culture came to the rescue when the world went into lockdown

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I would argue that, in fact, the world of work is changing every day; in a year’s time we will be in yet another new world of work, in five years another, and this is a process that will"> <meta property="og:title" content="How our culture came to the rescue when the world went into lockdown"> <meta property="og:description" content="Over the past couple of years, we have heard a lot about the ‘new world of work’ and/or the ‘new way of working’. I would argue that, in fact, the world of work is changing every day; in a year’s time we will be in yet another new world of work, in five years another, and this is a process that will"> <meta property="og:image" content="https://media.licdn.com/dms/image/v2/D4E12AQH_cj9fXlhfow/article-cover_image-shrink_720_1280/article-cover_image-shrink_720_1280/0/1662618159600?e=2147483647&v=beta&t=EkesMxrhbRtiWBIKmN8d7z7Gk9vP3We0gOU8eAHMIHM"> <meta property="og:type" content="article"> <meta property="og:url" content="https://www.linkedin.com/pulse/how-our-culture-came-rescue-when-world-went-lockdown-jan-heyvaert"> <meta name="twitter:card" content="summary_large_image"> <meta name="twitter:site" content="@LinkedInEditors"> <meta name="twitter:title" content="How our culture came to the rescue when the world went into lockdown"> <meta name="twitter:description" content="Over the past couple of years, we have heard a lot about the ‘new world of work’ and/or the ‘new way of working’. I would argue that, in fact, the world of work is changing every day; in a year’s time we will be in yet another new world of work, in five years another, and this is a process that will"> <meta name="twitter:image" content="https://media.licdn.com/dms/image/v2/D4E12AQH_cj9fXlhfow/article-cover_image-shrink_720_1280/article-cover_image-shrink_720_1280/0/1662618159600?e=2147483647&v=beta&t=EkesMxrhbRtiWBIKmN8d7z7Gk9vP3We0gOU8eAHMIHM"> <meta name="appId"> <meta name="twitter:label1" content="Written by"> <meta name="twitter:data1" content="Jan Heyvaert"> <meta name="twitter:label2" content="Reading time"> <meta name="twitter:data2" content="6 min read"> <meta name="clientSideIngraphs" content="1" data-gauge-metric-endpoint="/pulse/api/ingraphs/gauge" data-counter-metric-endpoint="/pulse/api/ingraphs/counter"> <script type="application/ld+json"> {"@context":"http://schema.org","@type":"Article","headline":"Over the past couple of years, we have heard a lot about the ‘new world of work’ and/or the ‘new way of working’. 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base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link publisher-author-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://be.linkedin.com/in/jan-heyvaert-42712821" data-tracking-control-name="article-ssr-frontend-pulse_publisher-author-card" data-tracking-will-navigate> <span class="sr-only"> Jan Heyvaert </span> </a> <img class="inline-block relative rounded-[50%] w-6 h-6 bg-color-entity-ghost-background" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt="Jan Heyvaert"> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Jan Heyvaert </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> CHRSO - Chief Human Resources and Sustainability Officer at AG Insurance </h4>  <div class="body-text text-color-text-low-emphasis base-main-card__metadata"> Published Sep 8, 2022 </div>  </div> <div class="base-main-card__ctas z-[3] self-center ml-3 babybear:ml-1 babybear:self-start"> <a class="base-main-card__cta btn-sm btn-secondary" href="https://www.linkedin.com/signup/cold-join?session_redirect=%2Fpulse%2Fhow-our-culture-came-rescue-when-world-went-lockdown-jan-heyvaert%2F%3FtrackingId%3Duu%252BOYa%252BDJW2QOgMYE5f2nQ%253D%253D&trk=article-ssr-frontend-pulse_publisher-author-card" data-tracking-control-name="article-ssr-frontend-pulse_publisher-author-card" data-tracking-will-navigate> + Follow </a> </div> </div> </div> </section> </header> <div data-test-id="article-content-blocks">  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>Over the past couple of years, we have heard a lot about the ‘new world of work’ and/or the ‘new way of working’. I would argue that, in fact, the world of work is changing every day; in a year’s time we will be in yet another new world of work, in five years another, and this is a process that will continue </span><span class="italic">ad infinitum</span><span class>. When you don’t know what’s coming around the corner, all you can do is really zoom in on those constants and make sure you’re doing the very best you can. When you boil our business, or any business, down to its core ingredients, we know that for success we need good leaders, efficiency, profitability and a strong culture. And if you think about it, every single one of these can be traced back to connection. </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class="font-[700]">Culture shock </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>AG Insurance has been around for 200 years. Over the past two centuries, we have seen world wars, financial crashes, and a thousand other events that impact the work we do. I think that this heritage, this expertise, is what kept us going through our most recent global crisis. Like many businesses, the emergence of the pandemic blindsided us with some of the most intense challenges we have ever faced, including serious financial turmoil. But thanks to the drive, commitment and expertise of our employees and the culture and values we share, we were able to turn it around - and rebuild ourselves as Belgium’s #1 insurance company. The genuine sense of pride in the air at AG meant we were able to revive, survive and thrive.</span> </p> </div>  <div class="flex flex-col mt-2" data-test-id="publishing-image-block" rel="ugc"> <figure> <img alt="No alt text provided for this image" class="lazy-load block w-full" data-delayed-url="https://media.licdn.com/dms/image/v2/D4E12AQH_OWoFxfnYXQ/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1662618251617?e=2147483647&v=beta&t=FuYG1Z3S4QkFOU8CROJ8-gp6cueQRL2mxQHgbNcunvg">  </figure> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>To further strengthen this culture when faced with the prospect of remote work, we knew we needed to create the ideal environment for our people to collaborate, learn and grow. By building this environment and setting people’s careers in this new, energising context, we aim to not only retain our current talents, helping them develop in line with the jobs of tomorrow, but also attract new talent to help us realise our sustainable growth ambitions. </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class="font-[700]">Creating the right environment </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>Our culture is both relationship-driven and partnership-driven. We try and maintain a thin line between employees and our CEO, focusing on the things we share, rather than any traditional differences in roles or status. There is a company culture you perceive from within management teams, and one from without. We recently asked our people what they think of our values - and there were certain phrases like “respect”, “good atmosphere” and “caring employer” that came up reassuringly frequently. </span> </p> </div>  <div class="flex flex-col mt-2" data-test-id="publishing-image-block" rel="ugc"> <figure> <img alt="No alt text provided for this image" class="lazy-load block w-full" data-delayed-url="https://media.licdn.com/dms/image/v2/D4E12AQGvxro4mIqZ6A/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1662618300144?e=2147483647&v=beta&t=SJ_X269itwEn76cjFY1YoaQ0Y07YVyjvt3bcG6ZinVI">  </figure> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>As you might expect from an insurance company, we do not take a lot of risks, but we deliver on our promises. It has always been clear that, from our very core, we are a warm and empathetic company. During Covid for instance, we launched various initiatives aimed at stimulating connection and proximity between colleagues when it was impossible to connect physically. This included our ‘Share the Flag’ challenge where colleagues could sign up to receive one of 200 AG flags. The idea here was to encourage interaction with other colleagues so as to pass on the flag to different locations (in the end, the entire country)! Above all, this allowed colleagues to briefly meet up and interact in a safe manner. Our internal social network was flooded with selfies from colleagues who took part in this short exchange, which only motivated other colleagues to join in. This light-hearted initiative proved a tremendous success through difficult times.</span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>From an HR point of view, I would say the last two years have been a fantastic challenge, to put it mildly. Society has become more individualised; the nature of connection has changed, and that is our biggest challenge as an organisation. But the pandemic has also shown us how good we are at our jobs - and helped solve a lot of internal debates we were already having. Like many of us, I like to choose my own workdays, but we can’t pretend this isn’t a challenge in terms of HR, particularly in the onboarding and development of less experienced individuals. How do we help people learn and grow when we’re not all together? How do we feel connected with one another when we can’t sit down with a coffee and lament that our babies kept us up crying all night? We have decided to balance both with two office days per week that we ask our people to stick to. I am also excited to reveal that we have just had sign-off on a huge renovation project that will see our new offices set up specifically with the aim of fostering collaboration and connection. Coming to the office must offer employees genuine added value compared to working from home. And the colliding of both worlds must allow us to find a new, sustainable, energising and productive equilibrium.</span> </p> </div>  <div class="inline-articles bg-color-surface-new border-hidden rounded-sm p-1 mx-auto my-1.5 mamabear:w-2/3 inline-articles__before"> <h2 class="text-xl font-medium ml-1.5 my-1 text-color-text mamabear:text-center">Recommended by LinkedIn</h2> <div class="flex flex-wrap mx-0.5 babybear:mx-1.5"> <div class="content-author-card flex flex-col max-w-[270px] h-auto rounded-md border-1 border-system-gray-30 border-solid pb-1.5 inline-article mx-auto my-1 border-hidden papabear:w-[219px] babybear:min-w-full mamabear:min-w-full h-auto bg-color-canvas-tint"> <a class="no-underline" data-tracking-control-name="inline-recommended-articles" data-tracking-will-navigate href="https://www.linkedin.com/pulse/aviva-insider-teena-daize-aviva-canada"> <img class="content-image w-full h-[150px] bg-cover rounded-t-md object-cover" data-delayed-url="https://media.licdn.com/dms/image/v2/C4E12AQE4t4Oi29W6yQ/article-cover_image-shrink_720_1280/article-cover_image-shrink_720_1280/0/1645813216466?e=2147483647&v=beta&t=G0aK0VYH5aNJ3ADrNsuYaZ1zyTm-ujBcxrZV9l4N4h8"> <div class="inline-article-title text-md text-color-text font-bold pl-2 pt-1 pr-1.5">Aviva Insider - Teena Daize</div> <div class="inline-article-meta px-2 mt-1 font-sans text-xs font-normal text-color-text-low-emphasis h-full"> <span class="inline-article-author pt-0.5"> Aviva Canada </span> <span class="before:middot pt-0.5 inline-article-published-date"> 2 years ago </span> </div> </a>  </div> <div class="content-author-card flex flex-col max-w-[270px] h-auto rounded-md border-1 border-system-gray-30 border-solid pb-1.5 inline-article mx-auto my-1 border-hidden papabear:w-[219px] babybear:min-w-full mamabear:min-w-full h-auto bg-color-canvas-tint"> <a class="no-underline" data-tracking-control-name="inline-recommended-articles" data-tracking-will-navigate href="https://www.linkedin.com/pulse/one-crazy-summer-how-innovate-holiday-season-erika-krizsan-mfsof"> <img class="content-image w-full h-[150px] bg-cover rounded-t-md object-cover" data-delayed-url="https://media.licdn.com/dms/image/v2/D4D12AQH02F51k44kVA/article-cover_image-shrink_720_1280/article-cover_image-shrink_720_1280/0/1720028881046?e=2147483647&v=beta&t=sNqSjtaqQRdKVO1KG3xCLJZ7PVKNLgOrgt3JoDfYrRY"> <div class="inline-article-title text-md text-color-text font-bold pl-2 pt-1 pr-1.5">„One Crazy Summer“: How to innovate in the holiday…</div> <div class="inline-article-meta px-2 mt-1 font-sans text-xs font-normal text-color-text-low-emphasis h-full"> <span class="inline-article-author pt-0.5"> Erika Krizsan </span> <span class="before:middot pt-0.5 inline-article-published-date"> 4 months ago </span> </div> </a>  </div> <div class="content-author-card flex flex-col max-w-[270px] h-auto rounded-md border-1 border-system-gray-30 border-solid pb-1.5 inline-article mx-auto my-1 border-hidden papabear:w-[219px] babybear:min-w-full mamabear:min-w-full h-auto bg-color-canvas-tint"> <a class="no-underline" data-tracking-control-name="inline-recommended-articles" data-tracking-will-navigate href="https://www.linkedin.com/pulse/does-your-tribe-own-you-support-david-harder-3c"> <img class="content-image w-full h-[150px] bg-cover rounded-t-md object-cover" data-delayed-url="https://media.licdn.com/dms/image/v2/D5612AQGA7Zl6qHjcUg/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1679318671639?e=2147483647&v=beta&t=FUjMeK0JVrIwiuHldVHVmI92WEJsWGVpd30qIoLTq-w"> <div class="inline-article-title text-md text-color-text font-bold pl-2 pt-1 pr-1.5">Does Your Tribe Own You or Support You?</div> <div class="inline-article-meta px-2 mt-1 font-sans text-xs font-normal text-color-text-low-emphasis h-full"> <span class="inline-article-author pt-0.5"> David Harder </span> <span class="before:middot pt-0.5 inline-article-published-date"> 1 year ago </span> </div> </a>  </div> </div> </div> <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class="font-[700]">The ‘L Factor’ </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>In March 2022, we opened the AG Campus. While a new learning and innovation centre, it is – above all – a token of our ambition to invest in our employees, and in lifelong learning. Together with relevant learning tailored to business needs in a broad sense, new ways of learning combining various methods (online and offline, synchronous and asynchronous), and high accessibility, the aim is to help people grow; not just in relation to their role within our business, but as individuals. </span> </p> </div>  <div class="flex flex-col mt-2" data-test-id="publishing-image-block" rel="ugc"> <figure> <img alt="No alt text provided for this image" class="lazy-load block w-full" data-delayed-url="https://media.licdn.com/dms/image/v2/D4E12AQE-RkWdCK-8kQ/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1662618410043?e=2147483647&v=beta&t=jrbC4DaCtz36Kn3lUZbIOVax-Hj45i_kXdDtuOnPwdU">  </figure> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class> </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>I firmly believe that this is one of the most important things we can do as a responsible employer. We know that access to learning helps people stay present and engaged while working, and that it helps them feel good about the work they are doing. But on an individual basis, it also sharpens their skills so they can remain employable in a world of work that is constantly shifting. </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>In recent years, employers have been under pressure to calibrate learning and development strategies; moving away from traditional classroom learning to a more holistic and often digital learning experience. I think it’s important to note that while we must respond to this demand for a better environment, the most critical thing is to facilitate individualised learning pathways. After all, we all learn in our own way. The onus isn’t 100% on us; various projects and conversations throughout my career have shown me that some individuals are more receptive to learning than others. This is why we must also seek out new hires who we perceive to have what I call the ‘L Factor’ - that eagerness to learn that is itself, almost impossible to teach. You either have it, or you don’t.</span> </p> </div>  <div class="flex flex-col mt-2" data-test-id="publishing-image-block" rel="ugc"> <figure> <img alt="No alt text provided for this image" class="lazy-load block w-full" data-delayed-url="https://media.licdn.com/dms/image/v2/D4E12AQE0SKO8gda3jg/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1662618469542?e=2147483647&v=beta&t=lWaYhAF6SUxtbJgQKxQdzsBFM0xIDzzzc19ZU0L2JgE">  </figure> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>We can create the right environment, but we have to recognise the onus isn’t all on us. From working with different people, we all have to be open and willing to learn (some groups more than others). The big question is: how much eagerness is there to learn? </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class="font-[700]">Getting it right</span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>Finally, how do we know if we are doing a good job? We try to stay in touch with our employees on the issues that matter most to us through regular pulse surveys, but you have to have balance. If you overload employees with surveys or ask too much of them, it’s not surprising if they start to answer those questions in a less thoughtful way. </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class>While, in many ways, we are facing complex challenges as a business, all we really have to do is measure every business decision we make against one question: how will this help foster connection? From being intentional with survey questions and learning tools, to work processes, customer protocols and the very offices we sit in, thinking in this way is the only way to build and strengthen our business. </span> </p> </div>  <div class="article-main__content" data-test-id="publishing-text-block"> <p> <span class="italic">I’d love to hear what you think about this. 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It's essential for us as individuals to experience a sense of progression in our careers, and the 'L Factor' certainly presents a viable pathway to attain that growth. #TalentVoices</p>  </div>   </div> <div class="comment__actions flex flex-row flex-wrap items-center ml-2" aria-label="Comment Controls"> <a href="https://www.linkedin.com/signup/cold-join?session_redirect=%2Fpulse%2Fhow-our-culture-came-rescue-when-world-went-lockdown-jan-heyvaert%2F%3FtrackingId%3Duu%252BOYa%252BDJW2QOgMYE5f2nQ%253D%253D&trk=article-ssr-frontend-pulse_x-social-details_comments-action_comment_like" class="comment__action inline-block font-sans text-xs text-color-text-low-emphasis cursor-pointer" data-tracking-control-name="article-ssr-frontend-pulse_x-social-details_comments-action_comment_like" data-tracking-will-navigate> <div class="flex flex-row items-center "> <icon class="action-btn__icon w-2 mr-0.5" data-svg-class-name="action-btn__icon--svg" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/70k0g8kmgdfjjymflqqzipzxj"> </icon> <span class="action-btn__button-text inline-block align-baseline"> Like </span> </div> </a> <span class="before:middot font-sans text-s text-color-text-low-emphasis"></span> <a href="https://www.linkedin.com/signup/cold-join?session_redirect=%2Fpulse%2Fhow-our-culture-came-rescue-when-world-went-lockdown-jan-heyvaert%2F%3FtrackingId%3Duu%252BOYa%252BDJW2QOgMYE5f2nQ%253D%253D&trk=article-ssr-frontend-pulse_x-social-details_comments-action_comment_reply" class="comment__action inline-block font-sans text-xs text-color-text-low-emphasis cursor-pointer comment__reply" data-feed-action="replyToComment" data-feed-control="reply" data-feed-action-category="EXPAND" data-feed-action-type="expandReplyBox" data-tracking-control-name="article-ssr-frontend-pulse_x-social-details_comments-action_comment_reply" data-tracking-will-navigate> <div class="flex flex-row items-center "> <icon class="action-btn__icon w-2 mr-0.5" data-svg-class-name="action-btn__icon--svg" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/4ol9mo4lxvobj5ww3va90wz1o"> </icon> <span class="action-btn__button-text inline-block align-baseline"> Reply </span> </div> </a>  <span class="comment__reactions-count font-sans text-xs text-color-text-low-emphasis border-l-1 border-solid border-color-border-low-emphasis pl-1 mx-1 hidden"> 1 Reaction </span> </div> </div> </section>  </div> </div> <p class="feed-cta-banner__text border-t-1 border-color-surface-border border-solid p-3 text-center text-md text-color-text-low-emphasis"> To view or add a comment, <a href="https://www.linkedin.com/signup/cold-join?session_redirect=%2Fpulse%2Fhow-our-culture-came-rescue-when-world-went-lockdown-jan-heyvaert%2F%3FtrackingId%3Duu%252BOYa%252BDJW2QOgMYE5f2nQ%253D%253D&trk=article-ssr-frontend-pulse_x-social-details_feed-cta-banner-cta" target="" aria-label="To view or add a comment, sign in" data-tracking-control-name="article-ssr-frontend-pulse_x-social-details_feed-cta-banner-cta" data-tracking-will-navigate="true" class="feed-cta-banner__link link">sign in</a> </p>  </div> </section> <section class="right-rail papabear:w-right-rail-width papabear:ml-column-gutter mamabear:max-w-[790px] mamabear:px-mobile-container-padding babybear:max-w-[790px] babybear:px-mobile-container-padding">  <section class="aside-section-container mb-4 pulse-to-x"> <h2 class="aside-section-container__title section-title"> Insights from the community </h2>  <div class="aside-section-container__content break-words"> <div class="show-more-less">  <ul data-max-num-to-show="6" class="show-more-less__list show-more-less__list--hide-after-6" data-impression-id="article-ssr-frontend-pulse_show-more-less"> <li class="articles-side-panel__list-item -ml-3"> <a class="x-article-card__link hover:no-underline focus:no-underline active:no-underline" href="https://www.linkedin.com/advice/1/what-do-you-your-insurance-team-struggling-low-employee-olwff" data-tracking-will-navigate="true" data-tracking-control-name="recommended_article" data-feed-action-category="view" data-feed-action-type="viewArticle" target="_self"> <div class="x-article-card container-lined ml-0 my-2 min-h-max py-1 px-1.5 hover:shadow-md active:shadow-md md:m-2 w-100%"> <div class="x-article-card__tag tag-sm tag-enabled inline break-words font-normal"> Insurance </div> <div class="x-article-card__title text-base break-words pt-1 text-md font-normal text-color-text"> What do you do if your insurance team is struggling with low employee satisfaction and high turnover rates? 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lang="fi_FI"> Suomi (Finnish) </button> </li> <li class="language-selector__item" role="presentation">  <button aria-label="Français (French)" class="font-sans text-xs link block py-[5px] px-2 w-full hover:cursor-pointer hover:bg-color-action hover:text-color-text-on-dark focus:bg-color-action focus:text-color-text-on-dark language-selector__link !font-regular" data-tracking-control-name="language-selector-fr_FR" data-locale="fr_FR" role="menuitem" lang="fr_FR"> Français (French) </button> </li> <li class="language-selector__item" role="presentation">  <button aria-label="हिंदी (Hindi)" class="font-sans text-xs link block py-[5px] px-2 w-full hover:cursor-pointer hover:bg-color-action hover:text-color-text-on-dark focus:bg-color-action focus:text-color-text-on-dark language-selector__link !font-regular" data-tracking-control-name="language-selector-hi_IN" data-locale="hi_IN" role="menuitem" lang="hi_IN"> हिंदी (Hindi) </button> </li> <li class="language-selector__item" role="presentation">  <button aria-label="Magyar (Hungarian)" class="font-sans text-xs link block py-[5px] px-2 w-full hover:cursor-pointer hover:bg-color-action hover:text-color-text-on-dark focus:bg-color-action focus:text-color-text-on-dark language-selector__link !font-regular" data-tracking-control-name="language-selector-hu_HU" data-locale="hu_HU" role="menuitem" lang="hu_HU"> Magyar (Hungarian) </button> </li> <li class="language-selector__item" role="presentation">  <button aria-label="Bahasa Indonesia (Indonesian)" class="font-sans text-xs link block py-[5px] px-2 w-full hover:cursor-pointer hover:bg-color-action hover:text-color-text-on-dark focus:bg-color-action focus:text-color-text-on-dark language-selector__link !font-regular" data-tracking-control-name="language-selector-in_ID" data-locale="in_ID" role="menuitem" lang="in_ID"> Bahasa Indonesia (Indonesian) </button> </li> <li class="language-selector__item" role="presentation">  <button aria-label="Italiano (Italian)" 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