YOUTH PAGES

Why Catholic Youth Love Monsoon Treks

Trina Remedios

Macklin Lacerda’s Easy Monsoon Treks

We're not here to Follow the Map, we're Here to Redraw it (Part II)

First Job – A reality check what Gen Z faces at Work today

Lessons from a Broken Screen

From Coastal Roots to Global Spotlight A Catholic Youth Shines at X Factor Denmark 2026

St Anne’s Youth reopen The Trial of the Cross

Why Catholic Youth Love Monsoon Treks

Trina Remedios

The first rains of the monsoon transform the Sahyadri into a lush green paradise. For many Catholic youth groups, this is the signal that trekking season has officially begun. These annual treks are becoming experiences that nurture friendships, build resilience, develop leadership, and create space to encounter God away from the noise of city life.

For Lanna Menezes, former President of the Xavieran Youth Movement, Dabul, her first trek completely changed her perception of the outdoors. "I was hesitant because I thought it would be difficult," she recalls. "Even though I'm a sporty person, I wasn't sure what to expect. But once I was there, surrounded by Nature, something changed within me."

Living in Mumbai often means spending life between buildings, offices and classrooms. Trekking offered something she hadn't realised she was missing. "You leave behind the hustle. Even though you're with 30 other people, there's a certain calmness you experience. I discovered a love for Nature that I didn't know I had."

That feeling keeps young people coming back year after year.

For Jessica Fernandes, President of the St Anne’s Youth Group, Bandra (W), it is not necessarily the destination that draws people back.

"It's the journey," she says. "The funny moments, the unexpected adventures, the conversations; we laugh about them for months afterwards."

She remembers one trek where the group discovered a hidden waterfall after completing the climb. "We asked if we could go in, and thanks to a local guide making a small pathway, we all got to cool off together. It wasn't planned, but it became everyone's favourite memory."

Leadership reveals itself on the trail

One of the biggest surprises for youth leaders is how trekking uncovers qualities that often remain hidden during regular meetings.

Lanna noticed that while office-bearers naturally helped organise the event, it was often the quieter members who became the true leaders on the mountain. "The people who aren't usually in the spotlight are the ones waiting for those who are struggling," she says. "They're asking, 'Are you okay?' or offering to carry someone's bag. Nobody wants to leave anyone behind."

Jessica witnessed something similar when a normally reserved youth was entrusted with a walkie-talkie and asked to help coordinate the trek. "He is usually shy about taking on responsibilities," she says. "But throughout the trek, he stayed in communication, guided the group and looked after everyone. It showed us that leadership isn't always about speaking the loudest."

Adventure with responsibility

As monsoon trekking grows in popularity, experienced trek leader Macklin Lacerda, (the lead singer of the gospel band, Open Secret) who has organised hikes for over 20 years through Into the Wild, believes enthusiasm must always be matched with preparation.

"For me, trekking has never been about conquering mountains. It's about love for Nature: the vibe, the mist, the greenery, the weather, even the new bonds I make. Those are the things that keep bringing me back. Plus, it’s about being part of something far bigger than yourself. You see, one can either choose to focus on the tough, tiring bits, or one can stop to admire and take in the beauty and wonder of it all. The calm, the stillness, the chirping of the birds, the wind whooshing through the trees, the clouds accompanying you as you walk, the rain washing your weariness away, even sampling the local food and culture, very few things in life give you the kind of high that trekking can give."

He admits social media has fuelled interest in recent years. "A lot of folks love the photographs, the reels and the Instagram-worthy landscapes. Along the way, one hopes they also fall in love with the mountains themselves."

Having led thousands of trekkers, from parish youth groups to corporate teams, Macklin believes first impressions matter enormously. "You either come back again and again, or you never go back."

According to him, the biggest mistake organisers make is poor planning." Starting even half an hour late can mean finishing four hours later. Every minute lost at the beginning multiplies crazily later in the day."

He also stresses the importance of appropriate clothing. "Now and again, I still see people in other groups arrive wearing things like denims or even the wrong footwear. Good grip is everything during the monsoons. Proper trekking shoes are non-negotiable."

Another growing concern is discipline. "I don't encourage Bluetooth speakers or shouting throughout the trek. We are entering the home of wildlife, not an amusement park. Trekking teaches respect for Nature and for each other."

Littering, he adds, remains one of his biggest disappointments. "I don't understand how someone can come to such beautiful places, and leave plastic behind."

Perhaps his strongest message is directed at groups organising treks on their own. "If you're taking two friends, that's one thing. But if you're responsible for fifty youngsters, everything changes."

He strongly recommends experienced trek leaders, proper route planning, local guides, and understanding group dynamics before attempting any large parish trek.

"Managing people is just as important as managing your way up and down a mountain."

Faith finds space in nature

For adventure enthusiast Calvin Vaz, who organises treks for like-minded friends that have grouped to form One Trek Mind, the mountains naturally lend themselves to reflection.

"We pray before, during and after the trek," he says.

The physical challenge often becomes a spiritual one. "The toughest sections have a funny way of making people pray," he laughs. "But the mountains also allow you to leave the city behind. They become surprisingly meditative."

He ensures every trek is carefully planned, personally scouting routes beforehand, and carrying first-aid kits, ropes and walkie-talkies. Experienced trekkers are positioned at the front, middle and rear of the group to ensure everyone remains together.

The result is an environment where friendships flourish. "Treks build lifelong friends," Calvin says. "The memories stay with you long after the rainy season ends."

More than reaching the summit

Macklin believes the lessons extend far beyond the trail. "Trekking teaches willpower. It teaches determination. It pushes you beyond what you thought was possible." He remembers participants who joined believing they would never finish, only to surprise themselves by reaching the top.

Sometimes, the mountain even inspires change back home. "I've had people tell me they joined a gym after their first trek, because they wanted to enjoy the next one even more."

Contrary to popular belief, he also challenges the notion that monsoon trekking is inherently dangerous. "With experienced trek leaders, proper planning, the right footwear and sensible precautions, monsoon treks are actually very safe. It's poor decision-making, not the rain, that usually causes accidents."

Macklin Lacerda’s Easy Monsoon Treks

• Karnala Fort (Panvel) – An ideal first trek for beginners. A steep but manageable climb through the bird sanctuary, taking about an hour to reach the top.

• Sondai Fort (Karjat) – A short trek with beautiful views, suitable for beginners looking for a slightly more adventurous climb.

• Korigad Fort (Lonavla) – One of the easiest and most scenic monsoon treks, famous for its rock-cut steps with cascading waterfalls.

• Andharban Forest Trail (near Mulshi, Pune) – A relatively flat forest trail through dense greenery, perfect for those who prefer walking through the wilderness rather than climbing steep hills.

Macklin

Calvin

We're not here to Follow the Map, we're Here to Redraw it (Part II)

Shaun Pascal Pereira

The tension between generations at the workplace is often described as a clash of attitudes or work styles. But that explanation barely scratches the surface. What we are really witnessing is a deeper shift in how work, authority, and accountability are understood. It is not just about how things are done, it is about why they are done that way in the first place.

Our quietness is treated like a puzzle to be solved with perks, engagement tactics, or a prettier office. The assumption is that if the workplace feels comfortable enough, we'll stop asking uncomfortable questions.

But that misses the point entirely.

We don't need corporate comfort; we need corporate honesty.

Collaboration vs Control

Like every generation, Gen Z brings its own strengths. Ours is a natural tendency towards collaboration and fluidity. While older systems tend to cluster people into silos, tight-knit groups that protect familiarity, we move across boundaries. I found myself working better with people outside my department than within it, building connections across roles and perspectives.

But this openness is not always welcomed. Instead, it can be met with resistance. Associations are questioned, friendships are scrutinised, and labels are casually assigned to keep people in their "place." The same pattern appears beyond the workplace too. Even within the Church, individuals who contribute beyond their immediate circles are often viewed with suspicion, rather than support. The underlying message is subtle but firm: stay within your lane.

The cost of challenging such systems is not limited to leadership pushback. Often, it is peers who react first. When I chose to highlight inefficiencies and ethical gaps, I wasn't seen as someone trying to improve the system, but as someone disrupting it. In environments trained to prioritise compliance, questioning becomes a threat.

The Unspoken Tension

What follows is a quiet but powerful shift. Conversations are misread, intentions are doubted, and small actions are magnified. It creates a culture where people watch each other more than they work with each other.

There is a clear generational divide here. Where older systems emphasise keeping your head down and following the process, Gen Z operates with an instinct for transparency. We are not built to follow a broken system; we are built to flag it. And when workplaces turn peers into competitors for approval, it shows that the culture has begun to work against itself.

Whistleblowing is a Broken System

Our demand for transparency doesn't stop at observation. It extends to participation. And this is where many organisations falter.

Take the familiar feedback process. Structured check-ins at 30, 60, or 90 days promise open dialogue and continuous improvement. On paper, they look progressive. In practice, honesty often comes at a cost.

The moment feedback moves beyond safe, surface-level comments, it is no longer treated as insight; it becomes something to defend. Instead of discussing solutions, the focus shifts to questioning the individual who raised them.

The Rare Ones Who Make It Worth Staying

Yet, despite this, there are exceptions – individuals who quietly redefine leadership. They don't rely on hierarchy or titles. They offer clarity, not control. They step out of rigid structures to provide perspective, guiding others through the complexities of workplace dynamics without forcing conformity.

These are the people who tell you which battles matter, and which ones will only drain you. They prioritise growth over retention, sometimes even encouraging you to move on if the environment no longer serves you. Their leadership is grounded, not performative.

This kind of guidance is rare, and recognising it requires discernment. In systems where vulnerability is often used against you, trust becomes a skill, not a given. But these "illuminators" stand out. They are the reason for belief in institutions, whether corporate or Church. They prove that leadership is not about holding power, but about lighting the path forward.

The "Great Detachment" Has Already Begun

Meanwhile, the larger ecosystem is shifting. Retention is no longer a minor HR concern; it has become a leadership crisis. Since the post-pandemic reset, many in the workforce, especially Gen Z, are no longer motivated by distant promises of stability.

Think of it as a system of water. The junior workforce is constantly flowing, bringing new ideas, tools, and energy. Leadership, ideally, should function like the sea, receiving and redistributing that flow. But when leadership becomes static, when roles at the top stop evolving, the system clogs. What you get is not stability, but stagnation.

Accuracy Trap

Many senior professionals measure younger employees against their own years of experience, expecting the same precision, instincts, and outcomes from the very beginning. But this ignores the fundamental nature of growth. You cannot demand the results of a 20-year journey from someone in their first year. The insistence on doing things "the right way" can end up stifling the very innovation organisations claim to value.

Accuracy matters, but so does autonomy. Without the freedom to experiment, adapt, and learn, accuracy becomes nothing more than repetition. And repetition, without reflection, leads to stagnation.

What feels like resistance is often just reality being brought to the surface.

Shaun Pascal Pereira, a young Catholic from Sacred Heart Church, Worli, is a frequent contributor to The Examiner.

First Job – A reality check what Gen Z faces at Work today

Shaun Pascal Pereira

“Experienced Ties vs Intellectual Oxford Caps" sounds like satire. But behind the clever phrasing is a very real tension playing out in today's workplace. What often gets dismissed as "attitude," "immaturity," or even "crazy" is, in many cases, just Gen Z calling out what doesn't make sense.

My introduction to this world wasn't gradual; it was a collision. Even before I had fully left university life, my first few months at work revealed how the modern "Tie" (experienced professional) views the "Cap" fresh graduate).

A Workforce Boom, But Not a Cultural Fit

Recent data* shows a massive shift:

• Millennials and Gen Z now make up two-thirds of applicants in India's growing job sectors

• Some reports place Gen Z participation as high as 85.5%

But here's the uncomfortable question:

Are we entering because these workplaces are healthy, or just because they exist?

As a Gen Z professional (born 2004), my experience suggests this:

The "Experienced Ties" welcome our labour, but remain unprepared for our expectations.

* Source: NDTV

The Degree Illusion

• For many graduates, the degree we spend 3-5 years earning feels like a key to a door that doesn't exist.

• Landing a first job is tough enough. But once you get in, reality hits; your degree is treated as a basic requirement, not a qualification.

You're placed into short-term internships or apprenticeships, framed as "learning opportunities," but the math rarely adds up. After lakhs spent on education, you earn ₹10,000–₹15,000 a month. It feels like paying a second tax, this time for "industry readiness."

The Training Illusion

Then comes the so-called training phase. You're prepared, mentored, and supposedly made job-ready. But once you hit the floor, hesitation kicks in. Managers who approved your training suddenly don't trust you with real responsibility. Instead, you're pushed to the edges, doing minor tasks. The message is subtle but clear: stay in your lane.

This dynamic isn't limited to offices. You see it in parishes too. Young people with ideas are encouraged, but rarely empowered. "No work is too small" becomes less about humility, and more about control. We are handed a volunteer's clipboard or told to stand at a gate, while the 'major' decisions remain locked within the inner circle.

Rise of Workplace Inequality

By the second month, another pattern emerges: inequality. Some employees get flexibility, late arrivals, early exits, weekends off, while others carry the workload. Decisions don't always follow merit; they follow proximity to power. When you ask questions, you're passed from one person to another. No one wants accountability.

The insecurity of leadership becomes most visible when juniors take initiative. I've seen teams successfully create energy, organise events, build morale, only to be criticised for not following "protocol." Instead of recognising success, management shifts the focus to trivial issues. It's not about standards; it's about control.

Commodification of Employees

This ties into a bigger issue: the commodification of employees. In many large organisations, client demands outweigh employee well-being. Work spills into every space – metros, theatres, even while driving. These aren't signs of dedication; they're signs of a system running on exhaustion instead of strategy.

For many of us, our first job isn't even a choice; it's a necessity. You enter a role because you need income or experience. But once inside, companies often try to anchor you there. They create dependency through perks, convenience, or subtle pressure. "Stay for five years," they say. "It's about loyalty." But often, it's about retention, not growth.

Managers and Team Leads build narratives around stability and fear of the unknown. Growth becomes something to postpone. And when leadership chooses control over competence, the consequences are visible. Teams weaken. Departments decline. The idea that "anyone can do the job" gets tested, and often fails.

The Prestige Illusion

From the outside, many workplaces look impressive. Glass buildings, premium locations, polished branding. But inside, the story can be very different. High attrition, burnout, and silent exits tell you more about a company than its marketing ever will.

Even feedback systems, which claim to encourage honesty, often do the opposite. You're asked for your opinion, but the moment you give it, you're questioned, challenged, even cornered. It stops being feedback, and starts feeling like a defence.

Recognition Asymmetry

Recognition follows a similar pattern. Mistakes are broadcast instantly, copied to multiple seniors. Achievements, on the other hand, are quietly acknowledged, if at all. And when praise does come, it's often diluted with dismissive remarks.

All of this creates a strange imbalance: visibility when you fail, invisibility when you succeed.

At its core, the issue isn't that Gen Z is "difficult." It's that many workplaces haven't evolved. Leadership often retreats into comfort zones, titles, routines, and hierarchy, while expecting a new generation to adapt without question.

But that's not how this generation works. We question, we challenge, and we expect clarity. Not because we're entitled, but because we've seen what happens when systems go unquestioned.

(to be continued)

Shaun Pascal Pereira, a young Catholic from Sacred Heart Church, Worli, is a frequent contributor to The Examiner

Lessons from a Broken Screen

Rachel Menezes

Growing up in a middle-class household, you learn a specific kind of reverence for your belongings. It isn't about the "stuff" itself; it is about the hours of labour, the disciplined saving, and the milestones those objects represent. For me, my phone was never just a gadget. As a content creator, it was my lens to the world, a prized tool I handled with a level of care bordering on the protective.

Then came a hurried afternoon just before Easter. We have all had those days when fatigue makes us move a little too fast. I slipped my phone into my back pocket for just a second to refill a water bottle. In a moment of misplaced playfulness, a colleague decided to play a prank by sliding the phone out and resting it precariously on my back; she didn't hold on to it. As I straightened up, the device I adored met the floor with a sickening thud.

In that heartbeat, time suspended. She laughed it off with a casual "sorry," but I felt a sharp pinch of anxiety, the kind that makes your heart stop. At the time, the screen looked fine. I moved on, annoyed but silently wondering if she would have been so careless with her own property. But gravity always collects its debt. A tiny pink spot appeared a few days later. I initially dismissed it as food colouring from Easter treats, but that spot began to bleed across the screen, an internal haemorrhage of pixels. The display had burst from the inside. The realisation was a heavy blow; I was facing a significant expense I hadn't budgeted for, all because of someone else's momentary carelessness.

As I watched the fading glow of the dying screen, I realised that this "internal burst" is a metaphor for how many of us live our lives. Society often dictates that we should keep it together, avoid making a scene, and hide our cracks. We are taught to suppress our frustrations and anxieties to maintain a polished exterior. We protect our "image" just like I protected my phone, yet we often allow the carelessness of others to chip away at our core. If you don't address the "pink spots" in your own life – those small hurts and mounting stress – they will eventually spread until your emotional display bursts in a way you never expected.

If this experience taught me anything, it's that guarding your inner peace is a necessity, not a luxury. Setting boundaries with those who don't respect your efforts isn't being difficult; it's being self-aware. You do not have to swallow your bitterness just to keep the peace for someone else. Listen to your inner self and act before the pressure becomes too much to bear. While a broken screen can be replaced, your time and mental well-being cannot. Use this as a reminder to stop pouring your energy into those who treat your boundaries with indifference, and start investing that energy back into yourself. Your resilience is precious; do not let the world break it.

From Coastal Roots to Global Spotlight A Catholic Youth Shines at X Factor Denmark 2026

Report Courtesy: Daijiworld

In a moment of immense pride for India's Catholic community—particularly from coastal Karnataka—16-year-old Hugo Almeida, a talented singer of Mangalorean origin, has been crowned the winner of X Factor Denmark 2026, marking a remarkable rise from a school student in Sønderborg to a national sensation.

Recognition from the Indian Embassy

The Embassy of India in Copenhagen congratulated Hugo Almeida, describing him as a young artist with Indian roots who is captivating audiences across Denmark. The Embassy extended its best wishes, noting his inspiring journey as a contestant on X Factor Denmark 2026.

A student of music at Hoptrup Efterskole and trained for several years at Sønderborg Musikskole, Hugo impressed judges and viewers alike with his soulful performances. His progression through the competition—including advancing to the second live show—was seen as a reflection of his immense talent and years of dedication to vocal training, singing, and composition.

The Indian Embassy expressed pride in seeing a young artiste of Indian heritage making a mark on Denmark's national stage and inspiring many through his commitment to music.

A Global Journey with Mangalorean Roots

Hugo Almeida, known professionally as Hugo A, was born on June 20, 2009, in the UAE to Indian parents Wilson and Molin Almeida, both professionals in multinational companies. The family relocated to Denmark in December 2016, where Hugo began shaping both his academic and musical journey. He studied at Sønderborg International School, Humlehøj School, and Dybbøl School, and is currently enrolled in the 10th grade Music Line at Hoptrup Efterskole.

Hugo's victory is far from an overnight success. It is the result of nearly eight years of structured musical training at Sønderborg Musikskole, where he developed into a versatile pop and rock vocalist. Over the years, he has performed at several regional platforms, including the Danish-German Music Festival in Flensburg and the Nord-Als Music Festival, along with school-led musical tours across Denmark. He made an early national television appearance as a background performer on MGP 2023, broadcast on Danish national television.

A Home Filled with Music and Creativity

Music has always been central to Hugo's upbringing. His father, Wilson Almeida, performs Indian semi-classical ghazals, and has created a home studio equipped with instruments and recording tools, allowing Hugo to experiment freely. His mother, Molin, is artistically inclined towards painting and stitching, and also enjoys singing. This nurturing, creative environment played a vital role in shaping Hugo's discipline, curiosity, and artistic confidence from a young age.

Hugo's musical talent emerged remarkably early; he began creating simple melodies as young as 18 months old. As he grew, his strong auditory memory and natural pitch allowed him to replicate songs across genres and languages effortlessly. Initially trained in classical vocals after moving to Denmark, his teachers recognised his natural inclination towards rhythmic and contemporary pop styles, guiding his evolution as a modern artiste.

The X Factor Breakthrough

Mentored by Danish rapper Benjamin Hav in the Young Soloists category, Hugo delivered a series of powerful performances that steadily built nationwide support. His ability to connect emotionally with audiences made him one of the standout contestants of the season. His journey culminated in a decisive and widely celebrated victory, cementing his place as one of Denmark's most promising young artistes.

Hugo's triumph was sealed with his winner's single, Golden 24 – a vibrant track celebrating living in the moment. The song was co-written by international star Lukas Graham (fronted by Lukas Forchhammer) and produced by Emil Falk. Released under Universal Music Denmark, the track has already begun trending on Danish charts.

As part of his win, Hugo secured a recording contract with Universal Music Denmark, an artiste development programme, and a professional home studio setup—marking the beginning of what promises to be an exciting international career.

Beyond his vocal strength, Hugo is also a songwriter and composer, continuously exploring new musical directions. Fluent in English and Danish singing, he remains dedicated to refining his craft with discipline and humility.

From church choirs and family traditions to international stages, Hugo Almeida's journey stands as a powerful reminder – with faith, dedication and the right support, even the biggest dreams can take flight.

St Anne’s Youth reopen The Trial of the Cross

The court-room was packed. The Jury was out, and The Trial of The Cross commenced with the arrival of the Judge, the Defence and the Prosecution.

2000 years ago, an innocent man was arrested, tried, and sentenced to death. The governor knew he was innocent. The crowd demanded his blood anyway. The soldiers followed their orders. And one by one, every person who could have stopped it, looked away.

On Good Friday, the Youth of St Anne's Mazagaon reopened the trial.

One by one, witnesses were summoned, questioned and cross-examined ... and events from 2000 years ago recreated before the packed court-room.

Was Jesus unjustly killed? And if so, who is responsible?

The court-room drama was skillfully enacted, weaving its intrigue through the process of jurisprudence; in the end, there was no doubt which way the verdict would go. A pensive and thoughtful jury, the congregation, went home grappling with the questions raised and the damning verdict.

The Trial of The Cross, enacted on Good Friday, put on full display the tremendous talent, organisational skill and team spirit of the Youth of St Anne's, Mazagaon. Fr Yohan Alphonso SJ, Parish Priest, congratulated the Youth for their very meaningful interpretation of the Good Friday message woven into the Stations of the Cross, while Fr Savio Fernandes SJ, Spiritual Director of the Youth, ensured that he was present to support the Youth right through the rehearsals which often went on well past midnight.