Features
SURREY IN A HURRY
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
Back in England
On October 23, 1983, I arrived in London with my wife, to start a new chapter of dreams, ambitions and also some uncertainty. This was my fourth visit to the United Kingdom (UK). Previously I spent a few months in UK, as a Management Trainee with the Trust House Forte (THF) hotels in London, as a Fellow of the International Labour Organization (ILO) with assignments in four British cities, and also as a tourist in England and Scotland. We were very familiar with London and the nearby areas.

I had finally been accepted to the first batch of the world’s first master’s degree (M.Sc.) in International Hotel Management, at the University of Surrey (UoS). I was planning to be in UK as a full-time graduate student for a maximum of two years, but hopeful to complete my program within a year. To achieve that, I needed to manage my time well to pass all ten courses over a period of two semesters, and then write a dissertation within six months.
Due to unavoidable challenges, I was late by a month to arrive in UK to join the M.Sc. program. I knew that I would have further challenges but I was determined to overcome obstacles and jump over the hurdles to the best of my ability. I was focused on catching up the studies of the missed month within a few days, but I was nervous. Early in the morning of my second day in UK, I arrived at the residence of UoS.
The University of Surrey
I was welcomed by Professor Richard Kotas, the Program Coordinator for the M.Sc. His encouragement during a week in early 1982, that I spent at UoS as part of my ILO Fellowship, was the main reason I joined this program. He was very helpful in assisting me to catch up quickly the month that I had missed. He soon became my life-long mentor.
UoS is a public research university which had received its royal charter in 1966, along with a number of other institutions previously known as colleges of technology. Over the years, the university’s research output and global partnerships have led to it being regarded as one of UK’s leading research universities. UoS’s bachelors’ degree in hotel management and master’s degree in tourism development were generally considered the best British university programs in the field.
Although now, masters’ degrees are common in hotel management, in 1983, it was unique. Most hotel industry leaders in UK at that time, had commenced their careers at the lowest levels of the industry or with craft-level qualifications. They doubted if masters’ degrees were needed for a hands-on trade like hospitality.
The M.Sc. first batch had only nine students but all enhanced the ‘international’ feel of the program. We came from nine different countries – the Bahamas, Cyprus, Greece, Hong Kong, India, Kenya, Nigeria, Sri Lanka and the UK. At age 29, I was the fifth oldest in the batch. We all lived in the main university residence in Guildford for two semesters. It was a nice campus with five restaurants and pubs, a cinema, supermarket, post office, bank and a large sports complex. I was totally content to remain on the campus on my days in Guildford.

Starving and Studying
I quickly settled into my studies and assignments, but I was very unsettled about our cash flow situation. Although, we assumed that my wife could find full-time work easily and quickly, it did not happen as envisaged. I was too busy catching up with my outstanding studies, and did not have free time to do part-time work yet. Our little extra cash kept for a rainy day was gradually evaporating.
I took my cutting down on expenses to a new level. Every week from Monday to Thursday when I stayed at the campus, each day I survived with the same diet – a coffee in the morning, a small egg sandwich by noon and a glass of milk and a banana in the evening. “Chandi, how come that you became so thin?”, my wife asked me one day, with a tear in an eye, when I returned to London. I pretended that I am keeping fit and slim, intentionally.
Within a month, our financial situation improved. My wife found full-time work as a receptionist at a Dutch oil company office in Knightsbridge in London. After many attempts, I found a part-time work as a waiter in Kensington, London during the weekends. Having been a Hotel Manager and the Manager Operations in the John Keells head office, for seven hotels in Sri Lanka, my adjustment to work as a waiter again after 10 years, was not easy.
As I was able to work only for a couple of days, it was not possible to find employment in keeping with my experience and qualifications. We rented a small apartment in West Hampstead in North London. My wife stayed there and I joined her every week, from Thursday evening to Monday early morning. The other three nights, I spent in my tiny room in the campus, studying long hours till early hours in the morning.

A Weekend Waiter at the Bombay Brasserie
A letter of recommendation from Taj Samudra Hotel in Sri Lanka helped me to secure my first part-time job in London, with a sister hotel of the Taj Group. The General Manager of Baily’s Hotel, then owned and managed by the Taj Hotels of India, assigned me to work in room service at the hotel and their Indian Restaurant – Bombay Brasserie.
Bailey’s Hotel was one of the earliest, privately built hotels in London. The opening of The Langham on Regent Street in 1865, is generally considered the origin of the true luxury hotels in UK. Bailey’s Hotel was opened eleven years after that in 1876 and three years prior to the opening of the world-famous London hotel, The Savoy. Bailey’s bore the name of the developer, Sir James Bailey, a hotelier and politician.
Due to the location in West London (opposite the Gloucester Road tube station, which had opened in 1872) and the reputation of the owner, Bailey’s Hotel had attracted London’s aristocracy and wealthier inhabitants. A hundred years before I commenced working there, Bailey’s Hotel had been one of the more successful hotels in London with over 300 rooms. It also was very popular with international guests.
In 1983, although the Bailey’s Hotel appeared to be a little faded, the Taj Group had invested wisely to convert its street-front restaurant to become ranked as the best Indian restaurant in UK. It paved the way for Indian and Bombay cuisine in London. When opened in 1982, the high standards of the Bombay Brasserie were compared with a reputed competitor – then most prestigious and oldest existing Indian restaurant in London – Veeraswamy (opened in 1926), located in the Regent Street.
I did split shifts on Saturdays and Sundays, serving lunch and dinner at the Bombay Brasserie. In between my split shifts I had four hours to spare. I asked permission from the management to remain in the Bailey’s Hotel staff canteen during that time, to do my university studies. Other employees often mocked me for bringing a bag full of text books to work. “Are you a book worm?” they jokingly asked me.
I liked the gentle leadership style of the General Manager of the Bombay Brasserie – Mr. Adi Modi. Every Sunday, after the lunch customers left, he invited all kitchen and restaurant staff to sit with him in the restaurant, to consume the sumptuous buffet lunch. He achieved two things from that uncommon action – providing product knowledge to the internal customers and motivating his team. I was certainly motivated with that gesture, and a few years later, adopted similar initiatives as a Food & Beverage Director and hotel General Manager.
A Part-time Banquet Waiter at the Dorchester
As I settled in well at UoS, in addition to the weekends, I was free to work on Thursday evenings and a full-day on Fridays. I could have easily done extra shifts at Bailey’s Hotel and Bombay Brasserie, but I wanted to explore other options. My desire was to gain more diverse experiences in well-known five-star hotels in London.
I used my previous connections in London as well as new contacts to achieve that objective. I knew that five-star experiences would open new doors for me to reach my ambitious, career goal. I wanted to eventually become the General Manager of an international, five-star hotel branded by a top, global hotel corporation. My mid-term career goal was to first become the Food & Beverage Manager of a five-star international hotel. Investing time to gain valuable and high-quality experiences at any level, usually pays good dividends in the long run.

I met Mr. Wilfred Weragoda for the first time in 1974, when I was a final year student of the Ceylon Hotel School (CHS). He had returned from West Germany to Sri Lanka to manage Hotel Samudra. He was a member of the first batch of CHS, and had graduated in 1969. In the early 1980s, Wilfred and his family were living in London. He worked at the Dorchester, as the Food & Beverage Controller. A month after our arrival in UK, my wife and I were invited by the Weragoda family to lunch in their home. “I am impressed with your ambitions and perseverance, Chandana, I will help you to get into the Dorchester” Wilfred assured me.
The Dorchester is a five-star luxury hotel on Park Lane in London, to the east of Hyde Park. It was within walking distance of the Cumberland Hotel in Marble Arch, where I spent the summer of 1979 as a Management Trainee. The Dorchester had opened in 1931, and 50 years later, became a listed building. By 1983, it was generally considered the best five-star hotel in UK and one of the world’s most prestigious and expensive hotels. Throughout its history, the hotel has been closely associated with the rich and famous.

Walking into this iconic hotel in 1983, I was surprised at how well it still retained its 1930s furnishings and ambiance, despite being modernised, on a few occasions. During the Second World War, the strength of its construction gave the hotel the reputation of being one of London’s safest buildings. Leading politicians and military top brass chose it as their London residence. The hotel had since become particularly popular with movie stars, rock stars and super models. Elizabeth Taylor and Richard Burton frequently stayed at the Dorchester throughout the 1960s and 1970s. It was also Michael Jackson’s favourite place to stay in London.
By the end of November, 1983, I became a regular, part-time banquet waiter at the Dorchester. Every Thursday afternoon I left UoS after my last lecture for the week. I dressed in a well-ironed white shirt, black trousers and a pair of black dress shoes for my one-hour bus ride from Guildford to London. I then walked from the Hyde Park Corner straight to work. In the basement of the Dorchester, I put on a blue jacket and a dark blue, bow tie from the uniform room. I loved doing silver service at one of the greatest banquet rooms in UK, every Thursday and Friday. I was proud to be a gentleman, serving ladies and gentlemen who appreciated classy hospitality. Thank you, Wilfred!
I am ready and waiting to serve in the main ballroom of the Dorchester in 1983
Features
Regime change and the vacuum:Strategic lessons of Iraq and Libya
by Col. (R) Nalin Herath
There is a question that the international community must periodically ask itself: What happens to a State after its regime has been ousted?
The question is particularly relevant when examining Iraq and Libya. Saddam Hussein and Muammar Gaddafi were authoritarian rulers. Their governments were associated with political repression, human-rights violations and the suppression of political opposition. None of this should be ignored or excused. But recognising the failures of authoritarian rule does not prevent us from asking another, equally important strategic question:
Did the removal of these regimes adequately prepare for what came next?
The experience of Iraq and Libya suggests that removing a ruler is considerably easier than replacing the political, administrative and security architecture around that ruler.
Danger of confusing regime change with State reconstruction
A state is more than its leader. It consists of institutions, security forces, civil servants, courts, political structures, infrastructure, economic systems and, perhaps most importantly, an accepted monopoly over the legitimate use of force. When an authoritarian system has concentrated enormous power around one individual, removing that individual can expose weaknesses that were previously hidden. The strategic mistake is to assume that once the dictator has gone, a democratic and stable state will naturally emerge. History does not support such an assumption. The aftermath of Iraq demonstrates this particularly clearly. Following the 2003 invasion, the Coalition Provisional Authority issued Order No. 2, formally dissolving the Iraqi Ministry of Defence and the Iraqi Army, among other security institutions. A US congressional report later documented the enormous consequences of this decision, including the disappearance of hundreds of thousands of military personnel from the institutional framework of the state. Whatever the intentions behind the decision, the strategic consequence was that an established security structure had to be rebuilt while the country was simultaneously experiencing political upheaval and growing violence. That is a dangerous combination.
Iraq: Removing the structure before building the replacement
Saddam Hussein’s government was unquestionably authoritarian. It also reflected a complicated sectarian and political structure in which members of the Sunni minority occupied disproportionate positions of power despite being a demographic minority. But the question for strategic planners should not simply be whether Saddam deserved to remain in power. The question should have been:
What institutional structure would replace the system once he was removed?
An army can be politically controlled without being politically representative. A bureaucracy can serve an authoritarian government while still providing essential state functions. A security institution can be reformed without necessarily being destroyed. The distinction between reforming institutions and eliminating institutions is therefore critical. The post-2003 experience demonstrated the consequences of institutional disruption. Security vacuums contributed to insurgency and instability, while the process of rebuilding Iraq’s security forces took place amid an increasingly deteriorating security environment. The lesson is not that authoritarian institutions should never be reformed. The lesson is that state capacity should not be casually destroyed without a credible replacement.
Libya: prosperity, authoritarianism and institutional fragility
Libya presents an even more complicated case. Gaddafi’s government was authoritarian and deeply personalised. Political freedom was severely restricted, and the security apparatus was deliberately structured around regime survival. Yet Libya, under Gaddafi, also used substantial oil revenues to fund education, healthcare, infrastructure and social services. World Bank data from around the end of the Gaddafi era show life expectancy reaching approximately 75 years by 2011, skilled attendance at birth at 100 percent and measles immunisation at 98 percent. This does not prove that Gaddafi’s system was politically legitimate. It demonstrates something different: economic and social outcomes can coexist with authoritarian political structures.
The Great Man-Made River illustrates the scale of Libya’s investment ambitions. The World Bank described the project as one of the world’s largest engineering schemes, involving thousands of kilometres of planned pipelines to transport water from deep desert aquifers toward the populated coastal belt. The original project was estimated at approximately US$ 25 billion over several phases. Again, this should not become nostalgia for dictatorship. It should become a lesson in state capacity.
What happened after Gaddafi?
The post-2011 experience is perhaps the clearest illustration of the vacuum problem. Libya did not simply move from dictatorship to a consolidated democratic state. Instead, competing armed groups, political factions and institutions emerged. A UN economic and social affairs analysis concluded that the fall of the Gaddafi regime exposed weak state institutions and that the post-Gaddafi period was characterised by the proliferation of armed militias and institutional fragmentation.
The World Bank has similarly described how the security vacuum allowed armed groups to expand, while attempts to integrate them into the formal security apparatus produced a hybrid system in which state institutions and powerful armed groups operated alongside one another. This is the heart of the lesson. The consequences of regime change were also evident in Libya. The 2012 Benghazi attack, later portrayed in 13 Hours: The Secret Soldiers of Benghazi, illustrated the security vacuum that emerged after Gaddafi’s fall. The collapse of central authority allowed militias and competing armed groups to fill the space left by weakened state institutions. The lesson is clear: removing a regime may achieve military victory, but without a credible plan to rebuild the state, victory can quickly become a security vacuum.
When the state withdraws, something else occupies the space. If the replacement is not a legitimate national institution, the vacuum can be filled by militias, tribes, ideological movements, criminal networks or competing political authorities. The vacuum does not remain empty.
Terrorism question
There is another uncomfortable issue. Authoritarian regimes frequently suppress political and armed movements through coercive security systems. When those systems disappear abruptly, previously contained organisations can find new operating space. This does not mean that dictatorship is an appropriate method of counterterrorism. It means that counterterrorism cannot be separated from State capacity. The international community therefore needs to distinguish between defeating a particular terrorist organisation and maintaining the institutional conditions that prevent multiple armed actors from competing for power. The destruction of one regime does not automatically eliminate the forces that created insecurity. Sometimes it creates an environment in which those forces multiply.
Strategic mistake: winning the war but losing the peace
Military intervention can have a clearly defined operational objective. State reconstruction does not. A military campaign may successfully remove a government in weeks or months. Building legitimate institutions can take decades.This creates a fundamental strategic asymmetry. The shorter the planning horizon for intervention, the greater the danger of a long-term vacuum. The international community therefore needs to think beyond the first question: How do we remove the regime?
It must ask: Who governs the country the next morning? Who controls the borders? Who controls the security forces? Who pays government employees? Who maintains electricity, water and hospitals? Who protects critical infrastructure? Who administers justice? Who prevents armed groups from becoming alternative governments? Who provides political legitimacy? And perhaps most importantly: Who possesses the authority to enforce the decisions of the new state? If there are no convincing answers, regime change is only the beginning of the problem.
The lesson should not be that the United States or its allies should never intervene. Nor should it be that Saddam Hussein or Muammar Gaddafi should be rehabilitated as models of governance. The lesson is more practical. Regime change must never be confused with state-building.
Before dismantling an established political order, external powers need a credible understanding of the institutions that will replace it. Security-sector reform should normally distinguish between individuals who must be removed and institutions that must be preserved. A national army may need reform. A ministry may need restructuring. A security service may need accountability and civilian oversight. But destroying institutional capacity without having an operational replacement can create consequences far beyond the original objective.
Wider geopolitical lesson
The consequences of Iraq and Libya did not remain within their borders. State fragmentation affects neighbouring countries, migration, organised crime, arms trafficking, terrorism, energy markets and regional power competition. In today’s interconnected world, a failed transition in one country can become a security problem for an entire region. That is why intervention planning should include not only military objectives but also political, economic, humanitarian and security-sector objectives. The most important planning document may therefore not be the operational plan for removing the regime. It may be the plan for Day One after the regime has disappeared.
History should not be written as a simple choice between dictatorship and democracy. The real strategic challenge is more complicated. Saddam Hussein and Muammar Gaddafi were dictators. Their governments committed serious abuses, and their populations had legitimate grievances. But the failures of authoritarian rule do not automatically justify the destruction of state institutions without a credible plan for rebuilding them. The experience of Iraq and Libya demonstrates a fundamental principle of international security: A political vacuum is not neutral space. Someone will fill it. If legitimate national institutions cannot fill that space, armed groups, sectarian interests, extremist organisations or foreign-backed factions may do so. The ultimate lesson for the United States, its allies and the wider international community is therefore straightforward:
Removing a regime may win the immediate battle. Building a legitimate, functioning and secure state determines whether the intervention succeeds in the long term. The world should learn to ask not only “How do we remove the dictator?”. It must also ask:
“What happens to the country when he is gone?”
That may be the most important strategic question of all.
(The writer is the Secretary General of the Ceylon Chamber of Shipping, former Director General of the Institute of National Security Studies (INSS), and former Spokesman of the Ministry of Defence. He is also a Non-Resident Fellow at the London Dialogue. His areas of expertise include international relations, geopolitics, maritime affairs, national security, economic policy, and strategic governance. He is a consultant at JITT Group and a member of World Pace Board.).
Features
‘Death at the Sign of the Rook’
Tales of Mystery and Suspense – 23
By Prof. Rajiva Wijesinha
As I have noted with regard to the adventures of John Rebus, I am indebted to Dinali Fernando and her husband Steve for whole hosts of thrillers. The latter strongly recommended Kate Atkinson when I borrowed four books. I wondered about this, for I had not been too impressed with her debut novel, Behind the Scenes at the Museum, which was amongst the entries I had to judge for the Eurasian section of the Commonwealth Writing Prize. Two decades later, I had forgotten what it had been about.
But I am glad Steve persuaded me to read her. Kate Atkinson is distinctively British, and Death at the Sign of the Rook is set in a country house and the surrounding village, and seems a modern descendant of the laidback Agatha Christies I so much enjoy.
There are, however, many differences in that we have a policeman who can go rogue, like Rebus, with again a female sidekick who has a mind of her own, again like Rebus. But Jackson Brodie has retired and set up as a private investigator, while Reggie, a young lady, is still in the police.
There is a lesbian couple living in the converted dairy of the manor house, as has occurred in Agatha Christie too, in A Murder is Announced. But they are peripheral to the story, unlike Ben, the brother of one of them who left the army after losing a leg in Afghanistan. When he turns up at the Manor House to shelter from a snowstorm, along with its chatelaine, Lady Milton, he is asked to answer the door as various characters turn up, including Jackson and Reggie, who then starts fantasising about him.
The others who turn up are two couples, one from America, who have paid for a murder weekend at the hotel. The family is impoverished, and has sold lots of pictures to survive, but most recently a Turner had been stolen, almost certainly by Lady Milton’s housekeeper Sophie, who vanished one night along with the picture. Reggie had been involved in that investigation, but there had been no trace of either picture or young lady.
Jackson Brodie suspects a connection between that theft and the one he has been called in to investigate, which has not been reported to the police. The picture hung opposite the bed of an old woman whose carer vanished after she died, along with it. Her children, adopted twins, have asked Jackson to investigate and also try to trace the carer, though he suspects something strange in that they did not go to the police.
Brodie, in studying the stolen art, is also struck by the disappearance of a Rembrandt from a house in Scotland, along with a member of the cleaning staff. He thinks the three women might be the same one.
But Brodie’s assumption that the three women who vanished when valuable pictures did were identical would not have helped except that Beatrice, as she was also called, kept turning up, including to the funeral home where the old lady’s body was kept. And then that picture turned up, in the village church, and was found by the local vicar, Simon Cate, whose life story is also a prominent feature of the novel. He was an aspiring actor but then smitten by faith, and became a priest, but in time he lost his faith. His wife left him after the death of their son, and he is now in this backwater, where he feels he is of no use to anyone. But he has a great feel for living beings, and his most successful service has been one in which he blessed pets. And he was deeply concerned about the bees that Ben looks after for his sister and her wife.
He too staggers into the manor house in the midst of the storm, in which everyone concerned loses their way comprehensively. But amongst those Ben lets in is a man in a tracksuit with cuts and bruises, who then vanishes after he has been led to a bedroom, when Ben went in search of brandy. We soon work out that it is the escaped murderer about whom Reggie has been alerted.
Simon also turns up, through the back door, carrying the picture and also a gun, for he has found the dead body of one of his parishioners when he went to her house in search of his mobile phone. She had been shot and he had picked up the gun he found there. But he could not tell the police, for though he called he had lost his voice, and for the last few days had communicated only through writing.
This chaotic mix of characters at the manor house is further complicated by the group of players putting on the murder mystery play though some members have either cried off or died before reaching the venue. So, there is much doubling up and confusion over who is an actor and who is not.
The grand now largely empty rooms of the manor house, and its various odd passages and multiple doors, make it a splendid set for the lunacy that runs on and on. Reggie finds herself in a pantry Atkinsonwith a dead body, though this turns out to be the nanny who fell down the stairs and was put there by Lady Milton’s younger son. And there is high drama on the roof when the murderer nearly kills Ben, but he is saved by Reggie, and when he tries to kill Brody with an axe, he is shot by Beatrice, who has been the maid who served at the dinner before the murder mystery play, and explains to Brody how she has managed all her thefts.
And then in the melee, she vanishes on a motorbike, along with the daughter of the old lady’s adopted daughter, the only person who seemed to grieve at the funeral, and to whom the old lady had left her house in a codicil to
her will, which her children have not known about. She leaves the picture to the carer, but it is brought to Simon Cate as he lies in hospital, recovering from a heart attack which adds confusion to the play.
Wonderfully convoluted, but all very clear, despite the headlong pace of the book and its shifts from one scene to another, from one character to another (or rather combinations of them) and from one-time span to another. A writer and a detective well worth looking out for. e more books by her on Dinali’s shelves.
Features
Safety, security and teamwork in aviation
by Capt. (Ret.).G.A. Fernando, MBA
There are three essential components to a commercial airline operation: safety, security and teamwork.
Aviation and teamwork at the ‘sharp’ end of a commercial aircraft, i.e. the flight deck, is unique. Unlike many other teams, it may be quite literally the first and the last time a particular combination of small teams of two, three, or four individual airmen (or women) will fly together. Sometimes even in the same airline that employs them.
Therefore, to make conditions safe and practical, while understanding and trusting tech other, they have to rely on a series of Standard Operating Procedures (SOPs), and ‘Normal’ and ‘Emergency’ checklists for every conceivable situation. That is, to be able to do the right things, and do things right. In fact, there is a saying in aviation to the effect that ‘if you make a mistake in aviation, be original and make a new one’.
To ensure that safety standards are constantly maintained, airline pilots’ proficiency is tested every six months, in simulators, under the supervision of examiners from the civil aviation regulator. In Sri Lanka that organisaton is the Civil Aviation Authority-Sri Lanka (CAASL). Three simulator checks are conducted every 12 months in keeping with the tenet that ‘practice makes perfect’. A pithy adage not confined to the world of aviation warns that ‘prior preparation prevents piss-poor performance’.
The simulator exercises include rejected takeoffs, including in cross-wind situations, landings, engine fires and/or engine failures from a variety of causes, cabin pressurisation failure, precision and non-precision approaches, and landings in bad visibility – amongst other conditions that could be expected in actual flight.
In addition, a flight in a real airplane, on a regular passenger service under the supervision of an examiner from the airline, is undertaken to ensure that the company’s standard practices and procedures are carried out and maintained as prescribed in the airline’s manuals. These publications are in turn approved by the national regulator.
Finally, flight crew members must take a written test annually, on emergency equipment locations and procedures, with 90% as the pass mark.
Since the mid-1980s it has been mandatory for airline pilots to undertake a Crew Resource Management (CRM) programme once every two years. This training essentially emphasises what to do and what not to do to, in a specific emergency situation, or even during normal operations, to make the team cohesive and effective. During the course, the CRM facilitators discuss recent incidents and accidents that have occurred. Results of those events are recorded and could be retrieved, when necessary, by the official aviation bodies.
Not unexpectedly, it is demanding on a pilot to fulfill these requirements on a regular basis throughout his/her career, along with presenting for a bi-annual medical examination, all with the objective of retaining one’s licence to operate an aircraft. It may not be understood, therefore, by persons outside the aviation industry, or even some working in other aspects of an airline organisation, that it is often the passion for flight that keeps many pilots doing what they do to earn a living.
Security
Another important factor is the challenge of maintaining security in all aspects of airline operations, not least in the cockpit. The challenges are many, with new ones surfacing almost every day. It is therefore essential to be always prepared for the activities and ‘methods’ of perpetrators seeking to wreak evil on an aircraft and its occupants. As it is impossible for any airline or national security organisation to cover all aspects, systematic management of risks to effect a safe outcome becomes imperative.
Flydubai Incident
In the recent Flydubai incident of 30 September, 2026, a first officer (co-pilot) attacked the captain of the flight with a crash axe to accomplish his sinister motives, into which investigations are continuing. For the time being, it prompts the questions: should the crash axe be easily accessible to the flight crew? Or even be there at all? I believe it is a case of assessing the greater risk.
With regard to that event, and the circumstances that led to it, other deterrents could have been applied more thoroughly. For example, more thorough screening of pilots’ and other crewpersons’ backgrounds, with emphasis on their mental health, ideological affiliations and previous employment history. Separately, during a time of conflict in the Middle East, should Flydubai have even been operating between Dubai and Tel Aviv? Notwithstanding that cost-cutting and profit maximisation are key aims of any business, an airline’s apparent failure to conduct adequate psychological profiling of flight crew members, while continuing to operate ‘profitable’ routes, regardless of potential danger, can only be regarded and condemned as greed and disregard for human lives.
( Captain. Fernando, RCyAF, SLAF, Air Ceylon, Air Lanka, Singapore Airlines (SIA), SriLankan Airlines, Former Chief Pilot, Air Lanka Boeing 737, Former Deputy Chief Pilot, Lockheed L 1011, Former Crew Resource Management (CRM) Facilitator, SIA, Former Deputy Director (Air Operations) CAASL, Former President, Aircraft Owners and Operators Association Sri Lanka (AOAOASL), President, The Colombo Flying Club, Representative for Aviation, Organisation of Professional Associations (OPA), Hony, and Member Sri Lanka Society of Transport and Logistics.)
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