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A CHEF IN LOVE – Part 37

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CONFESSIONS OF A GLOBAL GYPSY

By Dr. Chandana (Chandi) Jayawardena DPhil

President – Chandi J. Associates Inc. Consulting, Canada

Founder & Administrator – Global Hospitality Forum

chandij@sympatico.ca

A Romantic Ushering of 1978

Hotel Ceysands enjoyed a 100% room occupancy on December 31, 1977, and as the Executive Chef and the Food & Beverage Manager of the hotel, it was a very busy day for me. I enjoyed every minute I spent leading my teams to deliver an ambitious 133-item buffet and champagne service for the New Year’s Eve dinner dance. My partner for the dance, the hotel General Manager’s teenage daughter, reminded me a few times, not to be late ushering in the new year, 1978 with her. She seemed anxious to tell me something special by midnight. She was worried that I was still in my chef uniform carving meats for late comer guests at 11:00 pm.

Shani was relieved to see me changed into a suit just before midnight. That was our very first dance. Every time we partnered to dance over the next 16 years at New Year’s Eve dances at different hotels in different countries, we laughed at how nervous we were on that memorable New Year’s Eve dance ushering 1978. Also, it was because her parents watched us like hawks. At midnight we managed to escape from their view to a less visible corner of the dance floor. We then declared our deep love for each other.

Meetings and Partings

The entire management team of the hotel met for all three meals everyday towards the end of each meal service to guests. A table for ten was arranged for us. Seven managers and two or three manager’s wives joined the executive table with Shani. We hardly had any formal management team meetings but used the meal table to talk about urgent matters. It was like one big family. From early 1978, Shani always kept the seat next to her strictly reserved for me.

I worked the whole day from morning till night almost every day during the tourist season. After lunch service, I relaxed a little by going for speedboat rides, playing some tennis, walking on the beach or playing cards with Shani and her mother. That tourist season was memorable in many ways. Towards the end of the season, I was saddened to hear that Shani and her mother would be away for nearly six months from April, 1978. They departed on a European trip visiting family and friends, mainly in England, West Germany and Austria.

During the tourist off season, the hotel occupancy came down drastically. Walkers Tours arranged a familiarising tour in Europe for the General Manager – Captain D. A Wickramasinghe (Wicks) and the Hotel Manager – Alan Silva. They planned to be away for two months. Terrence Hopman (Hoppy) who was the Executive Chef before me, returned after six months of sick leave. Hoppy and I were promoted to Assistant Managers. I continued to manage kitchens, restaurants, bars and stores. Hoppy was in charge of the other operational areas – front office, house-keeping, laundry etc. Soon after that, Hoppy and I were appointed to be Acting General Managers in charge of the hotel for two months.

Two Acting GMs

Those two months were filled with a lot of fun, some new learning experiences and a couple of mistakes as well. Hoppy and I shared one office and we did our inspection tours together. We were a perfect team. At times, I over did some pranks that angered Hoppy. However, I was quickly forgiven and we became friends again. Those days during the tourist off season with very low occupancy were boring and we had to entertain ourselves somehow.

Captain Wicks was a good delegater. He entrusted Hoppy and I to manage several special projects while he was away. We were given many assignments. Most of our time was spent preparing a detailed salary scale for all jobs, drawing up complete lists of all supplies for the whole year, developing purchasing specifications for all small operating equipment plus coordinating maintenance projects. Having done all that work, I learnt some new skills. Gradually I became confident and convinced that I was now fully prepared to become a hotel manager.

One day, Samaranayake (Sam) took Hoppy and I on a tour of the boats and maintenance areas. He briefed us as to how he intended doing major repairs to the hotel pontoon which had a carrying capacity of 60 passengers. Having spent his entire career in the Navy and recently retired with the rank of Master Chief, Sam was very knowledgeable about such projects. Seven years later when I became the General Manager of the 260-room, 40-acre Habarana Hotel Complex (The Village, The Lodge and Keells Farm), Sam worked on my team as the Maintenance Manager of one of the hotels. Sam was a very loyal team member.

At the end of our tour, we sat on the docked pontoon to enjoy a beautiful sunset. Hoppy reminded me that the hotel had 0% occupancy that evening. “Let’s have a drink on the pontoon”, Sam suggested. I said, “OK. Good idea. I will ask the kitchen to make some devilled beef and spicy chicken wings for our bites.” I have a full bottle of rum and a half bottle of brandy in my apartment. I will ask a room boy to bring those to the pontoon.” Hoppy made a contribution to a boring evening that turned into a “fun-filled” booze party.

So far it was good. Then came the wrong decision when Sam said. “Let’s see who can drink most of the rum and brandy and still stand straight.” The moment Hoppy and I accepted that challenge, Sam threw the tops of the two bottles into a nearby garbage can. Around 10:00 pm we had finished all of the rum and brandy. When we tried to stand up straight both Hoppy and I couldn’t do it. The cool breeze of the Bentota river and the uneven floor of the docked pontoon were not helpful. That evening I learnt two lessons. Never get drunk at your workplace and never accept a challenge to drink from a sailor!

Our next project was a sober and religious act. As the Acting General Managers, Hoppy and I encouraged the employees to build a small but unique Vesak pandal on the river. We built seven floating structures in the shape of lotus flowers with Prince Siddhartha walking on them. During the low season, it was important to keep the employees motivated with exciting projects. This initiative was also well supported by the local residents who were predominantly Buddhists.

An Opportunity at Queens Hotel

In spite of my playful nature, since I was 20 years old, I was very responsible during the number of acting periods as Manager/General Manager at three hotels (Havelock Tourinn, Coral Gardens Hotel and Hotel Ceysands). That experience gave me the confidence needed to aim to be become a Hotel Manager. I was hoping to get a promotion within John Keells group, but there was no opening on the horizon yet.

One day, I saw a large newspaper advertisement for the post of Manager of Queens Hotel, Kandy with a good salary scale between Rs. 1,750 and Rs. 2,250. They also advertised the post of Executive Chef. Queens Hotel in 1978 was managed by the government owned Ceylon Hotels Corporation (CHC). Although leaving John Keells within one year of service to join CHS was not wise, I applied for the post of Manager of Queens Hotel any way. I had two goals for that action. I wanted to get some experience doing a hotel manager interview and to also send a signal to my employer that I was ready for a promotion.

The Queens Hotel situated in the heart of Kandy and parts of the building had a rich history of nearly 200 years. When the Kingdom of Kandy finally fell into the hands of the British invaders in 1815, this famous building was converted into a mansion for the British Governor of Ceylon. In 1840 it had become Stainton Hotel/Hostel and eventually in 1869 had become Queens Hotel. It had a similar history to Mount Lavinia Hotel and a large team of unionized employees similar to Coral Gardens Hotel. I thought that my experience in those two legendary hotels made me a good candidate for the position.

A Strange Interview

Around late October in 1978, I was called for an interview by the owners of Queens Hotel. The interview was held in Colombo at the CHC head office. When I arrived for the interview, I was surprised to see 14 other candidates for the Hotel Manager post had all been called at the same time. Although I did not have very much experience with interviews, common sense told me that it was a mistake, as there was no confidentiality for the candidates. As I knew all of the short-listed candidates, I commenced talking with them.

I was the most junior and youngest person among those 15 candidates. Some of them were many years my senior from the Ceylon Hotel School including a former lecturer of mine, who always resented my pranks and guts. Most of them were hotel managers of properties less prominent than the Queens Hotel. They looked surprised that I was called for an interview and competing with them. I felt that I had no chance in outperforming them but nevertheless, I wanted to go through the interview just for the experience. My plan was to finish the interview and rush back to Hotel Ceysands by mid-afternoon to prepare for the evening barbecue. After waiting two, long hours in the waiting room, I observed that only a handful were called into the boardroom where the interviews were held.

At that point, I went to the secretary who was seated outside the boardroom and in charge of calling the next candidate. When I checked where my name was on the list, I realized that I was number 15. I would be called last! “Miss, I did not budget six hours to wait here for an interview. I must get back to Bentota to work this afternoon. Please remove my application. Good bye!” I told her firmly. She was concerned. “I am very sorry to hear that, please don’t leave. I will call you next.” Immediately she changed the order.

Five minutes later I was called into a smoke-filled boardroom where seven older gentlemen were seated around the board table. I knew of a few of them. They were board members of two organizations – Kandy Hotels Co. Ltd., and CHC. As I was there mainly for the experience and had no chance of competing with all the other mature candidates, I was strangely relaxed and not nervous at all.

After a series of the usual questions about my experience and current duties, the Chairman of the selection board asked me an important question. “What is the salary you have in mind, if you were selected as the Manager of Queens Hotel?” he asked. Without batting an eyelid, I said, “Rs 2,250.” There was total silence among the seven distinguished gentlemen.

After a lengthy pause, the Chairman of the interview panel asked, “Do you realize that what you are seeking is the highest point on the scale?” When I said ‘Yes”, I was asked to justify why I should be paid at the highest level on the salary scale. I had to think quickly to give an intelligent answer with a justifiable rationale.

“I see that you are also looking to recruit an Executive Chef. The average guest stay at Queens is two days and most of the guests are on a full-board or half-board meal plan, I showed that I have done my research. Therefore, Queens Hotel requires only four good rotating menus. If you hire me, you won’t need to recruit an Executive Chef. As the Manager of the hotel, I would be happy to supervise the kitchens. With that the company will save Rs. 1,200”. When I made that remark, there weren’t any more questions from the panel. After a quick round of firm handshakes, I left.

Creative Negotiations

On my way to Bentota I was convinced that I would never hear from that board, as I felt that I had been too arrogant at the interview. A few hours after I had returned to Hotel Ceysands, I received a telegram which read: “Congratulations! You are selected as the Manager of Queens Hotel. Please confirm a date to commence at your earliest.” A couple of days later, I received the contract letter confirming my salary of Rs. 2,000. That was an excellent salary in 1978. I was only 24 years old and ready to negotiate with John Keells Group.

That evening I broke the news to Captain Wicks. He was shocked and said, “That’s a very good job, but we cannot let you go.” I smiled and replied, “Captain, I will stay if you can match the position and the salary.” Next day early in the morning he left for John Keells head office and came back in the evening with an offer. John Keells had decided to promote me to the Manager of Hotel Swanee with a salary of Rs. 2,000 within the next three months. There was one condition – until a successor was recruited, I would overlook the Hotel Ceysands kitchens until the end of the tourist season on 31st March, 1979, while managing Hotel Swanee. Of course, I agreed. I liked the challenge of doing two jobs concurrently, something I eventually did for most parts of my long career in hospitality.

A Proposal for the Future

When Shani returned from her European tour, I was surprised that she had learnt to speak German and did her first job when in London. She was pleased that I had decided to be the Manager of nearby Hotel Swanee instead of Queens Hotel in Kandy. In spite of a busy six months, we spent without seeing each other, we felt that our souls have gotten closer than ever before. We decided to take our love affair to the next level.

With some courage I approached my boss, Captain Wicks and asked for his daughter’s hand in marriage. He was speechless for a few minutes, and then said, “Chandana, Shani just turned 18, and is too young to get married. She is our only child. I need to consult my wife.” After some further negotiations we agreed that Shani and I will get engaged in 1979 and marry in early 1980 when Shani is 19 years old.



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Features

Sri Lanka’s rice conundrum: Time to stop managing crises and start fixing the system

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Prof. Ranjith Senaratne,
Emeritus Professor in Crop Science and former Vice-Chancellor,
University of Ruhuna and General President of the Sri Lanka Association for the Advancement of Science (2023) and
Prof. Prasad Jayaweera,
Dean, Faculty of Computing, University of Sri Jayawardenapura

Rice is not merely another crop in Sri Lanka. It is our staple food, an integral part of our history and culture, and a foundation of the civilisation that flourished around our ancient hydraulic systems. Revered as Buddha Bhogaya, the Buddha’s crop, rice has sustained our people for more than two millennia. Yet, remarkably, a country with such a profound relationship with rice continues to lurch from one rice crisis to another.

At one time, we have a surplus. At another, we face shortages. Prices rise sharply, consumers complain, farmers struggle to obtain remunerative prices, millers and traders become the focus of public attention, imports are hurriedly arranged, and governments announce yet another set of measures to contain the crisis. Then, after the immediate problem subsides, the matter recedes from the national agenda, until the next crisis arrives.

Why does this keep happening despite decades of agricultural research, policy interventions, expert committees and public debate?

Perhaps because we have been asking the wrong question. The fundamental problem is not simply how to produce more rice. Nor is it merely a question of prices, imports, fertiliser, farmers, millers or markets. The rice conundrum is a complex national systems problem.

We cannot solve a system by fixing its parts in isolation

Sri Lanka’s rice sector is an intricate web of interconnected systems involving agriculture, land, water, climate, technology, finance, energy, transport, markets, trade, governance, institutions and consumer behaviour. A decision made in one part of this system can have consequences, sometimes unintended, in another.

A change in fertiliser policy, for example, can affect productivity and production costs, which in turn influence farmer profitability, market prices and the need for imports. Irrigation decisions affect not only production, but also water availability, energy use and environmental sustainability. Guaranteed prices influence farmers’ cropping decisions, while import policies can simultaneously protect consumers and weaken incentives for domestic production. Likewise, market concentration can affect both the price received by farmers and the price paid by consumers. This is precisely why isolated interventions so often produce disappointing results. We keep treating symptoms while leaving the underlying system largely untouched.

For decades, we have generated valuable scientific knowledge on individual aspects of rice production and marketing. But knowledge generated within disciplinary and institutional silos does not automatically translate into solutions to complex real-world problems. What is needed now is a fundamentally different way of thinking.

From a “rice crop” to a “rice system”

The first step is to stop looking at rice simply as something that is grown in a paddy field.

The rice system begins with land, water, seed, inputs, technology and finance. It extends through cultivation, harvesting, drying, milling, storage, transport, wholesale and retail marketing, and finally to the consumer’s table. At every stage, there are different interests, incentives, constraints and actors: farmers, farmer organisations, input suppliers, machinery operators, millers, traders, wholesalers, retailers, financial institutions, government agencies, researchers and consumers.

And hovering over the entire system are climate change, changing consumer preferences, technological transformation and national economic conditions. A weakness anywhere in this chain can compromise the performance of the whole system.

Consider post-harvest losses. If significant quantities of rice are lost because of inadequate drying, storage or processing facilities, increasing production alone cannot solve the problem. Similarly, if farmers produce efficiently but face weak markets and poor bargaining power, productivity gains may not translate into improved livelihoods.

The question, therefore, should not be “How much rice can we produce?” but “How can we make the entire rice system work better?”

That requires us to see the connections.

The missing ingredient: reliable, real-time information

There is another fundamental weakness that deserves urgent attention: we still lack a comprehensive, integrated, interoperable and reliable national information system for rice. Information is scattered among different institutions, often collected using different methodologies and not necessarily available when decisions need to be made.

How much rice will actually be produced? How much is in storage? What is the likely demand? Where are the emerging production shortfalls? What are the stocks held by different actors? How are prices moving along the value chain? What are the likely consequences of climate conditions? Without timely and reliable answers to such questions, policymakers are forced to make critical decisions with incomplete information. This is not merely an administrative inconvenience. It is a national food-security vulnerability.

Sri Lanka should therefore seriously consider establishing a National Rice Intelligence and Decision Support System (NRIDSS), an integrated digital platform that brings together relevant real-time information from agriculture, meteorology, irrigation, markets, trade, statistics and other institutions. Such a system could support production forecasting, market monitoring, import decisions, early warning and evidence-based policy formulation. In an increasingly uncertain climate and volatile global economy, this should no longer be regarded as a luxury. It is becoming an essential component of national food-system governance.

The deeper problems cannot be ignored

A systems approach would also force us to confront some uncomfortable structural realities. Why does productivity remain relatively low despite decades of research? Why are so many holdings too small to achieve economies of scale? Why are modern technologies and precision agriculture not being adopted more rapidly? Why do farmers often have limited bargaining power? Why do substantial losses occur after harvesting? Why can market power become concentrated in a relatively small number of actors? Why are guaranteed prices sometimes announced too late to influence farmers’ production decisions? Why are policy interventions so often reactive rather than proactive? And how will droughts, floods, temperature extremes, changing rainfall patterns and emerging pests affect the stability of rice production in the years ahead? These are not separate questions. They are parts of the same system.

From crisis management to systems governance

Sri Lanka does not need another isolated discussion about rice. What is needed is a national policy dialogue and action forum that brings all relevant actors together, not merely to exchange speeches, but to develop a shared understanding of the system and agree on what needs to be done. Such collaboration must go beyond consultation or the exchange of views. The different parties need to work together from problem definition through to implementation, bringing their diverse knowledge, perspectives, interests and practical experience into a common process.

Farmers bring contextual and experiential knowledge; industry actors understand market realities and operational constraints; scientists contribute evidence and analytical capabilities; policymakers bring institutional and regulatory perspectives; while technology and data specialists can provide new tools for understanding and managing the system. When these different perspectives are brought together systematically, they can reveal interdependencies, challenge assumptions, identify feasible interventions and generate solutions that are evidence-based, practically implementable and socially acceptable.

This is the essence of a transdisciplinary systems approach: not simply working across disciplines, but bringing together multiple stakeholders and multiple forms of knowledge to co-create solutions and share responsibility for outcomes. The process should therefore go beyond presentations and speeches. It should involve systems mapping, causal analysis, stakeholder dialogue, scenario planning and the participatory identification of the critical bottlenecks and leverage points in the rice system. Most importantly, it should distinguish between what is urgent and what is important, and between interventions that merely alleviate symptoms and those capable of changing the underlying behaviour of the system itself.

We need an implementation roadmap, not another report

There is, however, one important caveat. Sri Lanka has no shortage of reports, recommendations and policy documents. What we often lack is sustained implementation. Any national initiative on the rice conundrum must therefore end not with another set of broad recommendations but with a prioritised national action roadmap. It should identify short-, medium- and long-term actions, assign institutional responsibilities, establish timelines and define measurable indicators of progress. The ultimate objective should be to move Sri Lanka from reactive crisis management to proactive systems governance.

A national opportunity

The rice conundrum may, in fact, provide Sri Lanka with an opportunity that extends well beyond rice to deal with other important crops. If we can demonstrate that a complex national problem can be addressed by bringing together science, policy, stakeholder knowledge, real-time information and systems thinking, the approach could become a model for addressing other persistent challenges, from climate resilience and water security to energy, food systems and disaster risk.

The choice before us is therefore quite stark. We can continue responding to each rice crisis as it emerges, adjusting prices, arranging imports, appealing to millers, reassuring consumers and supporting farmers, only to repeat the cycle later. Or we can step back and ask a more fundamental question:

What is it about the way our rice system is structured and governed that continually produces these crises?

That is the question that needs to be answered. Sri Lanka has the scientific expertise, institutional capacity and stakeholder knowledge required to do so. What is needed now is the willingness to bring these fragmented sources of knowledge together and examine the rice sector as one interconnected system.

Our ancient civilisation understood the importance of interconnectedness: land, water, agriculture and society were organised as parts of a larger whole. Perhaps, in confronting the modern rice conundrum, we need to rediscover that systems wisdom, this time supported by modern science, technology, real-time data and transdisciplinary thinking. The time has come to stop merely managing the rice crisis. It is time to fix the system that keeps producing it.

It is against this backdrop that the Sri Lanka Association for the Advancement of Science (SLAAS) proposes to convene shortly a “National Policy Dialogue and Action Forum on the Rice Conundrum in Sri Lanka”, bringing together the key stakeholders across the rice system. The Forum is intended to provide a platform for moving beyond piecemeal and reactive interventions towards a coordinated, evidence-based and transdisciplinary systems approach, one capable of generating lasting and pragmatic solutions to what has become an “island-shaking national issue”.

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This curse of partisan politics in Sri Lanka

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78 Years of Demagoguery, Not Democracy

by Brigadier Ranjan de Silva
rpcdesilva@gmail.com

On the 4th of February every year, we raise the lion flag and speak of democracy. We speak of 78 years of “self-rule.” But honesty demands we ask: what kind of rule have we actually had? It was not democracy. Democracy is government for the common good, constrained by law, informed by reason, and accountable to truth.

What Sri Lanka has had for 78 years is demagoguery — government by manipulation, by party, and by passion.

Defining the Curse:

The dictionary defines demagoguery as “political activity that seeks support by appealing to the desires and prejudices of ordinary people rather than by rational argument.” Its tools are simple: divide the people, promise the impossible, demonize the opponent, and govern for the next election, not the next generation. That is the political culture we inherited in 1948 and perfected since.

78 Years of Evidence:

The record is not ambiguous. Policy by Pendulum – 1948–2024. Instead of a national development plan, we got a partisan wrecking ball. 1956: The “Sinhala Only Act” was passed not after linguistic study, but as an election mobilization tool. 1970-77: The SLFP nationalized private enterprise and imposed import controls. 1977: The UNP reversed course with an open economy overnight. 2005-2014: Mega infrastructure was built on Chinese loans with no feasibility transparency. 2015-2019: Those same projects were called “white elephants” and stalled. 2020-2021: The organic fertilizer ban was announced as a populist “green” policy, reversed 6 months later after it collapsed agriculture and food prices. The Colombo Port City, Hambantota Port, and the Central Expressway all followed the same pattern: started, stopped, rebranded. The country pays twice. The party takes credit once. Economics as Election Candy. Demagoguery is expensive. 1960s: Subsidized rice to win rural votes, leading to the 1971 food crisis.

2005-2014:

Fuel subsidies and public sector hiring sprees that doubled the wage bill. 2019:

Unfunded tax cuts that removed Rs. 500 billion in annual revenue with no offset. By April 2022, external debt hit $51 Billion and we defaulted for the first time. The party that cut taxes was not in power to manage the IMF program. The party that inherited it was blamed for the austerity. This is the cycle. Institutions captured. A democracy needs referees. We turned them into party cadres. The 17th Amendment 2001 created independent commissions. The 18th Amendment 2010 abolished them. The 19th 2015 restored them. The 20th 2020 gutted them again. Police transfers, university vice-chancellors, and state bank chairmen have all been decided by party headquarters, not merit.

When the institution serves the party, the citizen gets leftovers.

Identity over Ideas: From 1956 to 1983 to 2009 to 2022, our elections have been won on fear, not spreadsheets. “They will erase your language.” “They will sell the country.” “Only we can protect Buddhism/the minorities/the nation.”

Rational debate on debt, productivity, or climate adaptation never wins a rally. Prejudice does. That is demagoguery by definition.

Party Interest subverted the National Interest. The core damage of 78 years of partisan politics is this: the nation became secondary to the party. Need power sector reform? Impossible, because our unions will strike. Need to cut 300,000 ghost employees? Impossible, because our voters will defect. Need a 20-year education and export plan? Impossible, because it won’t show results before the next election. So, we borrowed. We patched. We lied. The result: a railway system that still runs on 1950s engines, hospitals without paracetamol in 2022, and a brain drain of 300,000+ skilled workers since the crisis. The parties rotated. The country declined.

The Opposition’s Original Sin and here, all parties share guilt equally. In opposition, the job is not to govern. It is to destroy. The UNP in the 60s called the SLFP “communist.” The SLFP in the 70s called the UNP “imperialist.” The JVP called both “traitors.” The SJB, SLPP, and NPP today use the same script with new logos. Every tax is “anti-people.” Every reform is “a sell-out.” Every crisis is proof the other side is evil and must be removed at any cost. Then they win. And implement 80% of what they opposed. Because demagoguery has no principles, only positions. 78 years of unmerciful, bad-faith criticism has not produced accountability. It has produced cynicism. The public now believes all politicians are the same — because for 78 years, they have behaved the same.

Breaking the Curse:

Changing the party in power will not end this. We must change the incentives that reward demagoguery. Three reforms are non-negotiable: Bind future Parliaments to national policy. Pass 10-year frameworks for energy, education, and public debt with 2/3 majority protection. Infrastructure and fiscal rules should outlast one government, as they do in Chile and New Zealand. Depoliticize the state. Independent commissions for police, elections, public service, and bribery must have constitutional budgets and appointment panels that exclude MPs. No more 18th/20th Amendment style rollbacks. Demand better from voters We must stop rewarding the best slogan and start demanding the best spreadsheet. Town halls over rallies. Costings over promises. A 5-year plan over a 5-minute speech.

In 1948, we did not inherit democracy. We inherited an election. For 78 years we have used that election to choose our favourite demagogue. The prize has been debt, division, and decay. The curse of partisan politics will only end when citizens and leaders agree on one principle: Party second. Country first. Until then, February 4th will remain a ceremony, not a celebration.

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Developing markets for fruits, vegetables and flowers in the Gulf

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Image courtesy Export Development Board)

Export diversification – Missing the wood for the trees – Part II

by Gomi Senadhira

Sri Lanka established its diplomatic presence in the Gulf region only in the early 1980s. First, a small embassy was opened in Abu Dhabi, covering the UAE. Then in 1982, embassies were opened in Jeddah and Kuwait. The embassy in Jeddah covered Saudi Arabia while Kuwait was responsible for Kuwait, Oman, Qatar and Bahrain. Commercial Diplomats were also assigned to these two embassies. A senior private sector executive, with experience in marketing, was posted to Jedda as the commercial counsellor. I was posted to Kuwait as a second secretary (Commercial). Our instructions were very clear. Focus not only on traditional exports. Product diversification was a priority.

Developing Markets for Agricultural Products

At that time, Minister Lalith Athulathmudali had just launched his Export Production Villages (EPV) programme. He believed that the EPVs working closely with the exporters would provide an ideal opportunity for rural households to directly benefit from the government’s new open trade policy. Agricultural products, particularly fruits and vegetables, were a key component of this approach and the ministry thought that the Gulf countries, with large Sri Lankan communities, would have a ready-made market for these items. Thus, from day one we were compelled to explore the market for nontraditional exports; fruits and vegetables (F&Vs) were on the top of our priority list.

From cane baskets to cardboard boxes

Fortunately, the market for the F&Vs products in the region was at a very early stage of development. That provided an opportunity for Sri Lankan exporters, who were also inexperienced, to work with the importers and grow together. For example, in Kuwait, one of our first customers for F&Vs was a small supermarket where the manager was a Sri Lankan. After the first shipment arrived, he invited me to inspect the shipment. I visited the supermarket and was shocked by what I saw. While produce from other countries was packed nicely in cardboard boxes, our packaging mirrored transport to Manning market, cane baskets! As a result, fresh produce had suffered significant damage. A long report, with photographs, to the trade ministry produced an immediate response. After all, this was a pet project of the Minister. Within weeks, shipments were packed in cardboard boxes. Immediately afterwards, an expert on packaging from the Commonwealth Secretariat was sent to Kuwait with an official from the EDB to study the problem.

By then, we had also managed to develop a friendship with the management of the Salmiya supermarket, a large upmarket supermarket patronised by wealthy Kuwaitis and expats. It was a cooperative and the chairman was a Kuwaiti public servant. I could only meet him after 6 PM when his large office functioned as a diwaniya, a cherished cultural space in Kuwaiti society. Guests moved in and out the room. I had to spend time with them sipping many cups of tea. Though that meant at least two hours on each visit, it helped greatly to develop a close relationship. The general manager was an efficient and friendly Palestinian. After many visits we had succeeded in getting an order for F&Vs. The day after the first shipment arrived, I got an urgent call from the GM to come and inspect it. Once again, I was in for a surprise. Inside the cold room, the consignments from other countries were stacked neatly on top of each other, while vegetable boxes from Sri Lanka had collapsed once placed on top of each other, crushing the produce within.

Fortunately, our packaging experts arrived in Kuwait soon after this incident. They spent two days in the Salmiya Supermarket, studying the packaging from other origins. We were also successful in assuring the GM our packaging would improve. After that, packaging improved and exports moved smoothly. With that, Sri Lanka emerged as a small but reliable supplier to the mainstream market, not just the ethnic segment of the market.

Export of Fresh Vegetables by Sea

Towards the end of my tour, a Sri Lankan businessman requested me to find a buyer for cabbages, which he was prepared to export in large quantities by sea. I introduced him to the largest fruit and vegetable importer in Kuwait. Their regular suppliers of similar vegetables were Jordan, Lebanon and Syria. Luckily, the company was keen to diversify the supply sources. A few weeks later, the first container load of cabbages from Sri Lanka arrived in Kuwait. Immediately after the arrival of the container, I visited the company. They were pleased with the quality and the price and were looking forward to importing more fruits and vegetables. Unfortunately, that turned out to be a one-off event. Later on, when I was back in Sri Lanka, the exporter informed me that he couldn’t continue with it due to the problems with the local supply chains.

Floriculture

During the period I was asked by the EDB to explore the market for floricultural products, more particularly for cut flowers. At that time Kuwait was a relatively large importer of cut flowers and live plants. The main suppliers were the Netherlands and Colombia. Importers were also reluctant to move out of the established supply chain, particularly due to “snob value” associated with the product from Europe. However, after some difficulties, one importer agreed to place a pre-paid trial order. After the arrival of that shipment, he was impressed by the quality of the product and the orders expanded rapidly. As a result, by the end of 1985 Kuwait had become a major buyer of Sri Lanka’s floricultural products.

From village to global markets

As a result of the proactive promotional work undertaken by the EDB and the embassies in the region, by 1985, Sri Lanka had managed to acquire a small but significant share of the F&V and floriculture markets in the GCC countries. We had also identified domestic supply chain issues that hindered exports. All that was done, long before Southeast Asian or African countries even entered into that market. In fact, my Southeast Asian colleagues used to contact me often to reserve “durian” for them at the “Sri Lankan supermarket”.

Most importantly, a substantially large share of produce from Sri Lanka in Kuwaiti supermarkets originated in the EPVs. Of course, that didn’t just happen. The ministry (or the minister) using the carrot and stick approach “encouraged” exporters to buy the produce directly from the newly established EPVs. (The writer can be reached at senadhiragomi@gmail.com)

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