Business
Global Study: C-Suite execs experienced more mental health challenges than their employees in wake of global pandemic
• The COVID-19 pandemic impacted workers differently depending on their seniority, generation, and location
• C-Suite execs had a harder time adapting to virtual work than their employees
• Gen Z and Millennials workers are feeling the most burned out
• Employees in India, UAE, China and US struggled the most with mental health at work
Mental health challenges created by the COVID-19 pandemic have impacted workers differently depending on their seniority, generation, and location according to a new report by Oracle and Workplace Intelligence, a HR research and advisory firm. The study of more than 12,000 employees, managers, HR leaders and C-Suite executive across 11 countries, found that
C-suite executives struggled to adapt more than their employees, younger generations experienced the most burnout, and that India, UAE, China and the U.S. had the most workers reporting the pandemic has negatively impacted their mental health.
C-level executives have struggled the most with adapting to remote work realities and report they are suffering from mental health issues more than their employees, but they are also the most open to finding help in AI.
• C-Suite execs (53 percent) have struggled with mental health issues in the workplace more than their employees (45 percent).
• C-Suite execs also had the hardest time adapting to virtual lifestyles with 85 percent reporting significant remote work challenges including collaborating with teams virtually (39 percent), managing increased stress and anxiety (35 percent), and lacking workplace culture (34 percent).
• C-Suite execs were also 29 percent more likely to experience difficulties learning new technologies for remote work than employees; once they adjusted to the new normal, C-Suite execs were 26 percent more likely to find increased productivity than employees
• C-Suite execs are the most open to using AI for help with mental health: 73 percent would prefer to talk to a robot (i.e. chatbots and digital assistants) about their mental health over a human compared to 61 percent of employees.
• C-Suite execs are 23 percent more likely to see AI benefits than employees; 80 percent of C-Suite leaders noted AI has already helped their mental health at work.
Gen Z and Millennials are Hustlin’ Harder, Suffering More, and Seeking AI Relief
Younger workers are feeling the most burnout due to the mental health effects of the pandemic and are more open to asking AI for relief.
• Gen Z is more likely to be negatively impacted by the pandemic than any other generation. Nearly 90 percent of Gen Z workers said COVID-19 has negatively impacted their mental health and 94 percent noted workplace stress impacts their home life as well.
• Gen Z workers are 2X more likely than Baby Boomers to work extra hours during the pandemic, and Millennials are 130 percent more likely to have experienced burnout than Baby Boomers.
• Younger generations are the most likely to turn to robots for support: Gen Z workers are 105% more likely to talk to a robot over their manager about stress and anxiety at work than Baby Boomers. 84 percent of Gen Z and 77 percent of Millennials prefer robots over humans to help with their mental health.
• Gen Z workers are 73 percent more likely than Baby Boomers to benefit from AI at work: 90 percent of Gen Z say AI has helped their mental health at work and 93 percent want their companies to provide technology to support their mental health.
Just like COVID-19, the mental health crisis has impacted people differently across the world. People in India and China are being hit the hardest and are the most open to AI support, while workers in Italy, Germany, and Japan are seeing less of an impact.
• India (89 percent), UAE (86 percent), China (83 percent) and the U.S. (81 percent) had the most workers reporting the pandemic has negatively impacted their mental health. Workers in China (43 percent) and India (32 percent) are also the most burned out from overwork as a result of COVID-19.
• Italy reported the lowest number of people experiencing a negative impact on their mental health from the pandemic (65 percent). Workers in Germany were the least likely to report that 2020 was the most stressful year at work ever (52 percent).
• 29 percent of people in Japan say they have not experienced many difficulties at all working remotely or collaborating with teams virtually. In contrast, 96 percent of people in India admit it has been challenging to keep up with the pace of technology at work.
• People in China (97 percent) and India (92 percent) are the most open to having a robot as a therapist or counselor. People in France (68 percent) and the UK (69 percent) were the most hesitant.
• People in India and China are 33 percent more likely to talk to a robot than their peers in other countries: 91 percent of Indian workers and 91 percent of Chinese workers would prefer a robot over their manager to talk about stress and anxiety at work.
Despite seniority, generation and geographic differences, people all over the world agree: The pandemic has negatively impacted the mental health of the global workforce—and they want help.
• 78 percent of workers say the pandemic has negatively affected their mental health.
• 76 percent of people believe their company should be doing more to protect their mental health.
• 83 percent would like their company to provide technology to support their mental health.
“Diving deep into the differences between demographic and regional groups highlights the significant impact of the pandemic on the mental health for employees in various age groups, roles and regions,” said Dan Schawbel, Managing Partner, Workplace Intelligence. “Amidst the challenges of the pandemic, companies can use this moment as a catalyst for positive change in their organizations. While the pandemic raised the urgency for companies to start protecting the mental health of their employees, the efforts they put in now will continue to create happier, healthier and more engaged workforces in the decades to come.”
“The pandemic put employee mental health in the global spotlight, but these findings also showed that it created growing support for solutions from employers including technologies like AI,” said Emily He, senior vice president, Oracle Cloud HCM. “The way the pandemic changed our work routines makes burnout, stress and other mental health issues all too easy. Everyone has been affected in different ways and the solutions each company puts in place need to reflect the unique challenges of employees. But overall, these findings demonstrate that implementing technology to improve the mental health of employees needs to be a priority for every business.”
•Research findings are based on a survey conducted by Savanta, Inc. between July 16 – August 4, 2020. For this survey, 12,347 global respondents (from the United States, United Kingdom, United Arab Emirates, France, Italy, Germany, India, Japan, China, Brazil, and Korea) were asked general questions to explore leadership and employee attitudes around mental health, artificial intelligence technology, digital assistants, chatbots and robots in the workplace. The study targeted people between the ages of 22-years-old and 74-years-old. Respondents were recruited through a number of different mechanisms, via different sources to join the panels and participate in market research surveys. All panellists passed a double opt-in process and completed on average 300 profiling data points prior to taking part in surveys. Respondents were invited to take part via email and were provided with a small monetary incentive for doing so. Results of any sample were subject to sampling variation. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results. In this particular study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 0.9 percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample.
Business
Central Bank says it merely executed government instructions
USD 2.5 million sovereign debt payment:
The Central Bank merely carried out the controversial USD 2.5 million sovereign debt payment in accordance with instructions issued by the government, Central Bank Governor Dr. Nandalal Weerasinghe said yesterday, emphasising that the institution acted solely in its capacity as banker to the state.
Addressing a question at a public seminar, Dr. Weerasinghe explained that the Central Bank’s responsibility in such transactions is operational rather than supervisory. According to him, once the Ministry of Finance or the Treasury issues a payment order, the Central Bank processes the transfer exactly as instructed, without involvement in determining the beneficiary or the broader decision-making process behind the payment.
The Governor’s remarks came in response to a query regarding the widely discussed USD 2.5 million sovereign debt repayment reportedly sent to a party in Australia and later alleged to have been siphoned off by a cyber criminal.
“The Central Bank is the banker to the government just as it is to commercial banks,” he explained. “When we receive a payment instruction from the Ministry of Finance or the Treasury, we execute that payment in line with the instructions given to us.”
He noted that the Central Bank credits the account specified by its client, in this case, the government — and subsequently informs the relevant authorities once the transaction has been completed. If a payment cannot be processed or is rejected by the banking system, the Bank notifies the client accordingly. And when a payment is successful, the client would receive a notification, he said.
However, Dr. Weerasinghe indicated that the Central Bank would not necessarily be aware if recipient details had been altered elsewhere in the chain of communication prior to the transaction reaching the Bank for execution.
The Governor also highlighted the institutional changes that took effect from January 1, 2026. He explained that when the Public Debt Department functioned under the Central Bank, the institution had a more direct role in sovereign debt management and decision-making. With the External Debt Department now operating under the Ministry of Finance, the Central Bank’s role has become largely facilitative.
Under the current arrangement, he said, the Bank simply processes payments on behalf of the government. If the Treasury provides funds in Sri Lankan rupees, the Central Bank converts them into US dollars before remitting the payment. Alternatively, the payment may be made from government accounts maintained at the Central Bank or from the country’s foreign reserves.
To simplify the explanation, Dr. Weerasinghe compared the process to an ordinary customer instructing a commercial bank to transfer money to a designated recipient. In such instances, the bank processes the transaction based on the customer’s instructions rather than independently verifying the account details of the recipient.
Through his remarks, the Governor strongly conveyed that the Central Bank had no involvement in the policy or decision-making aspects of the disputed payment and acted purely as the executing financial institution on behalf of the government.
By Sanath Nanayakkare
Business
Lime trees to crack HEC conundrum
A pioneering community-based conservation initiative aimed at reducing the devastating impact of Human-Elephant Conflict (HEC) while strengthening rural livelihoods was launched on Sunday in the Anuradhapura District under the theme “Lime Trees for Peace Between Elephants and People.”
The project, spearheaded by the Elephant Human Coexistence Foundation, was officially launched in Maningamuwa Village in the Central Nuwaragam Palatha Divisional Secretariat area, marking what conservationists describe as a practical and environmentally sustainable approach to one of Sri Lanka’s gravest socio-economic and ecological crises.
As part of the inaugural phase, 1,200 lime plants were distributed among four farming families to establish bio fences around agricultural lands.
The initiative seeks to use citrus-based living barriers as a natural deterrent to elephants, reducing crop raids without harming wildlife.
Co-Founder and Director of the Foundation, Panchali Panapitiya, said the project was designed not only to protect crops, but also to transform vulnerable farming communities into active custodians of coexistence.
“Human-Elephant Conflict cannot be solved through fear, violence, or isolation,” Panapitiya told The Island Financial Review. “We believe coexistence becomes sustainable only when communities themselves are empowered as leaders and partners in conservation. This initiative combines environmental protection with livelihood security.”
She said the lime tree fences would create a “living shield” around farms while simultaneously generating long-term economic benefits for rural families.
“Coexistence grows as communities thrive. Peace takes root when livelihoods are strengthened,” she said.
Sri Lanka continues to record alarming levels of Human-Elephant Conflict annually, with both elephant and human fatalities increasing in recent years. Rural farmers in districts such as Anuradhapura, Polonnaruwa, and Moneragala frequently suffer severe crop losses, while conventional mitigation methods — including electric fencing — often remain costly, difficult to maintain, or ecologically disruptive.
Against this backdrop, conservationists say the use of lime-based bio fencing presents a low-cost and climate-friendly alternative.
The Foundation noted that similar citrus-based deterrent systems have already demonstrated success in parts of Africa and Thailand, where elephants naturally avoid strong citrus scents. The Sri Lankan initiative aims to scientifically assess the effectiveness of local lime species as protective barriers for small and medium-scale farms.
Importantly, lime tree bio fences have already been recognised in the official Anuradhapura District Plan for the Mitigation of Human-Elephant Conflict, giving the initiative institutional backing from the District Secretariat, Divisional Secretariats, and the Department of Wildlife Conservation.
Panapitiya stressed that the project also carries broader environmental and social goals beyond conflict mitigation.
“This is about restoring harmony between people, elephants, and landscapes,” she said. “At the same time, these trees contribute to carbon sequestration, biodiversity conservation, and economic resilience in farming communities.”
A notable component of the programme is its emphasis on women’s empowerment within the agriculture sector, traditionally dominated by men. The Foundation believes conservation-linked agriculture can create pathways towards financial independence for rural women while strengthening household resilience.
The project’s broader objectives include reducing fatalities linked to Human-Elephant Conflict, improving rural economic stability, increasing community participation in conservation efforts, and supporting the long-term preservation of Sri Lanka’s endangered elephant populations.
Environmentalists attending the launch described the initiative as an example of how conservation and rural development can work together rather than in opposition.
Those present at the event included Panapitiya, Co-Founder and Director Manoja Weerakkody, Co-Founder and Director Duminda Dissanayake, officials from the Central Nuwaragam Palatha Divisional Secretariat, and representatives of the Department of Wildlife Conservation.
The Foundation expressed hope that the programme would eventually be expanded throughout the Anuradhapura District and potentially replicated in other Human-Elephant Conflict hotspots across Sri Lanka.
By Ifham Nizam
Business
Strangers at orientation, family by finals- the story of friends at SLIIT
“Bro” is a word you hear frequently at SLIIT. Study halls, elevators, canteens and even corridors echo with lively chatter of students either discussing project work, venting frustrations, debating the latest films or catching their breath from laughing. Almost immediately, ethnic backgrounds, religious beliefs, gender, and place of origin don’t matter when you hear “Bro, send me the notes,” or “Bro, let’s go for the match.”
The traditional idea of a family requires some form of biological relationship, but behind the gates at SLIIT, this is not necessarily the case. In a student body of over 25,000, studying more than 100 different programmes, friend groups frequently develop into something deeper: a sense of belonging that feels like family. Every year on International Day of Families (May 15), we are reminded of the importance of family in creating our identities and these close-knit groups at SLIIT are no different.
For many students, the university experience begins with uncertainty. Being surrounded by unexpected faces and new expectations can be intimidating at first. However, it is during these moments that long-term ties begin to form. A simple introduction during orientation, a shared chuckle during lectures, or teamwork in group projects are frequently the beginnings of meaningful friendships.
SLIIT’s vibrant student life is designed to foster these friendships. From faculty-led events and sports activities to student organizations and societies, students are nudged to collaborate despite their differences. Most importantly, these environments are designed to inspire growth and personal reflection even when faced with conflicting ideas. What results is a strong sense of community and students who have the skill to thrive in challenging situations.
These relationships evolve throughout time. Friends who stood in as study partners, motivators, and emotional support systems stay connected even after they graduate. For many alumni, these friendships are among the most treasured aspects of their academic experience. Even after transitioning into professional employment, these ties remain strong, forming networks of support, collaboration, and continued friendship.
According to Harshana, currently in their third year at SLIIT, it is critical to remember that family is not only defined by where we come from, but also by the ties we form. The friendships created at SLIIT teach that sometimes the strongest families are those we create for ourselves.
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