Business

Women’s increasing vulnerability and COVID-19

Published

5 years ago

2021/09/21

Sahan Weerasooriya

Sri Lanka’s Gender-based Employment Segregation

By Sunimalee Madurawala

Although COVID-19 may be gender-blind, it has created a crisis that has disproportionately affected women across the globe. The economic impact of the pandemic is mostly channelled through the labour market. Estimates show that women’s jobs are 1.8 times more vulnerable than men’s jobs, and while women make up 39% of global employment, they account for 54% of overall job losses. While many factors affect the vulnerability of women’s employment during the pandemic, existing gender gaps in the labour market, women’s employment share in highly-affected sectors, the ability to telecommute and the amount of unpaid care work carried out by women have been identified as the main determinants. In this context, this blog examines women’s vulnerability in the Sri Lankan labour market due to the sector they are employed in. It also looks at gender-based employment segregation – a key factor behind women’s overrepresentation in certain industries and underrepresentation in others – and proposes policy measures to address this imbalance.

Impact of COVID-19 on Employed Women in Sri Lanka

A comparison of labour market figures and indicators for Sri Lanka for the fourth quarters of 2019 and 2020 shows a severe impact on women (Figure 1). While the absolute number of employed men has increased by 38,938, the number of employed females has decreased by 189,148. The number of economically inactive persons has increased between the years. Females account for 64% of that increase in economically inactive persons. The labour force participation (LFP) rates for both sexes have decreased significantly but the fall is more prominent for women. The unemployment rate has increased for both sexes during the period, whereas the increase for men is marginally higher than that for females attesting to the lowered LFP of women.

The Sector Matters

The greater impact on employed women due to the pandemic is linked directly with the sectors they are employed in. Calculations of the author on women’s employment in Sri Lanka based on an assessment by the International Labour Organization indicate that their employment share is high in both low-risk and high-risk economic sectors (Figure 2).

Manufacturing (including the sub-sector of textile manufacturing), accommodation and food services, and wholesale and retail are high-risk sectors with relatively high female employment shares. Female representation is relatively high in some medium-high risk and medium risks sectors such as ‘arts, entertainment, recreation, and other services’ and ‘financial and insurance activities’, respectively, as well. Even though health is a low-risk sector, women employed in the health sector face a higher risk of contagion.

Gender-based Employment Segregation – a Cause for Women’s Employment Vulnerability?

Gender-based employment segregation – ‘the unequal distribution of men and women across and within job types’, is often the major reason for women’s (or men’s) over-representation in certain sectors. In most cases, especially for females, their choice of employment is linked with the traditional gender roles they play in society (i.e. direct and indirect care responsibilities such as caring for children, the elderly, and the sick, cleaning, cooking, shopping, and fetching water and fuel). For example, in Sri Lanka, the female share in several frontline occupations is high (i.e., health professionals, health-related professionals, and care workers). These occupations are directly linked with women’s traditional gender roles.

Gender-based employment segregation creates unfavourable labour market conditions such as gender gaps in wages, job quality and employment trajectories. Demand-side factors, as well as supply-side factors, limit women’s choice in selecting an employment sector, thus causing employment segregation. Gender gaps in skills and qualifications, domestic and care responsibilities, safety (i.e. harassment at workplaces and when using public transport) issues, and lack of role models and networks are some important supply-side factors. Gender biases in recruitment, evaluation and promotion processes, employers’ perceptions of women employees (where employers perceive women employees as more suitable for certain types of jobs) and features of the workplace culture are important demand-side factors.

Way Forward

Both training in hard skills and soft skills would increase women’s chances of securing employment in fields traditionally dominated by males. Specific interventions that reduce and redistribute women’s domestic and care responsibilities (i.e. expanding access to key infrastructure for care and investing in labour-saving technology, and redistributing care responsibilities between men and women within households and between households and state and other institutions) would lessen the burden of care responsibilities borne by women. This would create an enabling environment for women to participate in labour market activities and to expand the array of employment options available for them.

Strengthening the legal framework and law enforcement mechanisms is important to ensure the safety of working women both at the workplace and when travelling to work. Furthermore, promoting female role models who have succeeded in traditionally male-dominated sectors would inspire women to choose such careers. In addition, establishing workplace cultures that practice gender-blind recruitment, evaluation, and promotion processes are needed to curtail demand-side factors of gender-based employment segregation.

* This blog is based on the comprehensive chapter on “The COVID-19 Pandemic and Employed Women: Ensuring Gender Equality beyond the Pandemic” in IPS’ forthcoming annual flagship publication ‘Sri Lanka: The State of Economy 2021’.

Link to blog: https://www.ips.lk/talkingeconomics/2021/09/07/sri-lankas-gender-based-employment-segregation-does-it-increase-womens-vulnerability-amidst-covid-19/

Sunimalee Madurawala is a Research Economist at IPS. Her research interests include health economics, gender and population studies. Sunimalee holds a BA (Economics Special) with First Class Honours and a Masters in Economics (MEcon) from the University of Colombo, Sri Lanka. (Talk to Sunimalee – sunimalee@ips.lk)

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Business

Shark and Ray Karawala

Published

13 hours ago

2026/04/5

Thilina Walpola

Sun drying of ray meat

When we buy shark dry fish (Mora Karawala), do we really know what species we are consuming? What if endangered sharks are hiding in our meal? Most consumers are unaware.

In Sri Lanka, dried fish is more than food; it is a flavour, a tradition and a way of life. Affordable, long-lasting, and rich in taste, it has become a staple across the island, mainly in rural communities, the dry zone, and hill country. While most fish are eaten fresh, about 14% of the catch is preserved through age-old methods, such as salting, sun drying, smoking and fermentation. Whether served as a main dish (Karawala) or as a flavourful condiment (Umbalakada), dried fish has secured a special place on Sri Lankan plates.

Today, nearly two-thirds of the demand for dry fish is met locally, with dried sharks being the most common and popular in markets. And many people believe that milk sharks are particularly nutritious for lactating mothers.

Typically, part of the excess fish supply in peak seasons, fish arrive late from multiday fishing boats, fish from the bottom of nets, fish that are susceptible to quick spoilage or have low market appeal, are used to produce dry fish rather than letting this resource go to waste. In many coastal villages, drying fish is carried out at the fishing “waadi” (fishing villages/houses) level, often led by women as a means of earning supplementary income.

: Salting (not an elasmobranch

: Cutting rays into pieces prior to salting

But this comes with a cost. Sharks and Rays are slow-growing, late maturing and producing only a few young cannot keep up with rising demand. Sharks and Rays are captured by large-scale artisanal fisheries and often retained as bycatch. Mainly exploited for their meat and other derivatives, including gill plates, fins, and skins. Overfishing has pushed their populations into serious decline.

In Sri Lanka, over 60–70% of shark and ray species are threatened with extinction according to the IUCN Red List, with many others listed as Data Deficient — meaning their true status may be even worse. Only a handful of species might be considered less at risk, but even those assessments are uncertain.

Sun drying of ray meat

Once dried, it becomes nearly impossible to identify which species are being sold. Drying removes distinguishing features, making it impossible to verify the species or ensure sustainability. Labelling is virtually non-existent, and consumers have no reliable way to tell which species they are purchasing.

This means endangered sharks are likely ending up on plates across the country — without anyone realising it. Given the high proportion of threatened species and the lack of transparency, the safest and most responsible choice is to avoid all shark-based dried fish entirely.

By choosing alternative dried fish products made from more sustainable species, we can protect Sri Lanka’s marine biodiversity and ensure that our cultural traditions remain part of a future where sharks still swim in our oceans.

About the Author:

Apsara Rupasinghe, a zoologist with a BSc (Hons) Degree in Zoology, is pursuing MPhil research on shark and ray genetics at BRT-FiPo, with a background in conservation genetics and population genetics. Her work involves combining genetics and conservation to improve species identification and protect endangered elasmobranch species. Apsara pays special attention to the dry fish industry in Sri Lanka as part of her research.

by Apsara Rupasinghe

(Researcher, Fisheries and Policy Programme, Blue Resources Trust)

Business

SPAR Sri Lanka opens first Kandy outlet, redefining modern retail in hill capital

Published

13 hours ago

2026/04/5

Thilina Walpola

From left to right : Oliver Sabatino- General Manager, Daham Gunasena - Director Commercial, Kumar De Silva Chief Executive Officer, Pasan De Siva Head of Finance , Kumila Gunasekera- Head of new business Development Chamira Suraweera Head of HR, Mevan Fernando Head of IT.

SPAR Sri Lanka marked a significant milestone with the opening of its 12th outlet—its first in the historic city of Kandy and only the second outside the Western Province. Established in 2018 as a joint venture between SPAR South Africa Group and Ceylon Biscuits Limited, SPAR Sri Lanka combines global expertise with strong local roots.

Speaking at the launch, CEO of SPAR Sri Lanka highlighted the cultural and commercial significance of Kandy, noting that the brand’s aim is “not just to open a store, but to serve the community in a meaningful and relevant way.”

The Kandy outlet offers over 6,200 products, with nearly 3,900 locally sourced, supporting farmers, producers, and SMEs, while the remaining range includes imported SPAR international brands. Innovative features such as a dedicated pet care section, TOPs liquor store, pharmacy, and banking facilities create a one-stop lifestyle destination.

SPAR Sri Lanka is also fostering youth employment and professional development, providing structured training programs to equip staff with globally recognised retail skills. The store has created over 50 jobs in the region and supports local suppliers in meeting international standards, opening doors for broader market access.

With its SPAR2U online platform and SPAR Rewards app, customers can enjoy convenience and value, while the company’s ecosystem approach supports retailers, suppliers, and communities alike. The brand’s next expansion is scheduled in Kurunegala, underscoring SPAR Sri Lanka’s vision of reshaping retail while uplifting local economies.

Text and Pic By S.K Samaranayake

Business

Sri Lanka Insurance Life Honoured at Great Managers Awards, Becoming First SOE to Achieve this Recognition

Published

13 hours ago

2026/04/5

Thilina Walpola

SLIC Life team after receiving their awards (L-R) Ruchira Edirisinghe - Brand Manager, Amali Gomez – Manager Corporate & Marketing Communications, Chaminda Athauda - Deputy General Manager Life, Nalin Subasinghe – Chief Executive Officer, Jagath Welgama – Deputy General Manager National Sales, Duminda Peiris –AGM/Zonal Head, Manjula Darmaprema –Branch Manager Pilimathalawa and Uththara Kapugamage – Manager Employee Engagement

Sri Lanka Insurance Life (SLIC Life) was recognised at the prestigious ‘Great Managers Awards 2025’, held on 26th March 2026 at Cinnamon Grand, Colombo, marking a significant milestone as the first State-Owned Enterprise (SOE) to receive this recognition.

Organised by CLA Coaching in collaboration with the Colombo Leadership Academy, the awards recognise organisations and individuals who demonstrate excellence in leadership and managerial effectiveness, benchmarked against global best practices through a rigorous evaluation process.

Sri Lanka Insurance Life was recognised under the category of ‘Companies with Great Managers’, reflecting its commitment to nurturing leadership talent and building a culture that supports sustainable performance and people development.

Several SLIC Life team members were also honoured across multiple categories, highlighting the depth of leadership within the organisation. Duminda Pieris, Assistant General Manager/Zonal Head, was recognised for Driving Results and Execution Excellence, while Chaminda Athauda, Deputy General Manager – Life, received recognition for Aligning Organisational Vision. Jagath Welgama, Deputy General Manager – National Sales, and Manjula Darmaprema Branch Manager – Pilimathalawa were acknowledged for Building Team Effectiveness and Collaboration. Amali Gomez, Manager – Corporate & Marketing Communications, was recognised for Integrality and Holistic Approach. Ruchira Edirisinghe, Brand Manager, and Uththara Kapugamage, Manager – Employee Engagement, were both recognised as Great Millennial Managers.

Commenting on the achievement, Nalin Subasinghe Chief Executive Officer of Sri Lanka Insurance Life stated: “We are truly humbled and honoured to be recognised at the Great Managers Awards 2025, especially as the first State-Owned Enterprise to receive this accolade. This achievement is a testament to the strength, dedication, and professionalism of our team, who continue to demonstrate exceptional leadership across all levels of the organisation. We take great pride in this collective success.” He further added, “We also commend this initiative for its role in encouraging organisations to nurture and develop future leaders. Platforms such as these are vital in shaping strong leadership cultures that drive sustainable business success and industry-wide progress.”

This recognition underscores Sri Lanka Insurance Life’s ongoing commitment to developing its people, strengthening leadership capabilities, and fostering a high-performance culture that contributes to long-term organisational success.