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Skills Beyond Borders: Are Sri Lankan returnee migrant workers equipped for migration triumph?

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Piyumi Ranadewa is a Research Assistant working on migration and urbanisation policy research at IPS. She holds a BSc (Hons) in Agriculture, specialising in Agriculture Economics and Business (First Class) from Wayamba University of Sri Lanka, graduating with Dean’s Honours. She also holds a Master of Agri-Enterprise and Technology Management from Wayamba University of Sri Lanka. Her research interests include urbanisation, tourism, green economy, climate change and agribusiness value chains. (Talk with Piyumi – piyumir@ips.lk)

By Piyumi Ranadewa

“I can speak the language and based on my previous experiences, I believe I can handle the work once I remigrate, and I don’t need further training,” says Ms Herath Manike from Maho in Kurunegala. She has previously migrated to Kuwait and Jordan as a domestic housekeeping assistant and is now contemplating re-migration.

Returnee migrant workers often possess a wealth of knowledge and skills acquired during their time overseas, leading them to feel adequately equipped for the global job market. However, in today’s rapidly evolving international job market, adaptability and acquiring new skill sets are essential for sustained career growth. Relying solely on existing skills can lead to complacency and hinder long-term prospects. Continuous up-skilling can open doors to more stable and higher-earning employment opportunities. The Global Compact for Safe, Orderly and Regular Migration (GCM) also underscores the necessity to invest in skills development and promote mutual recognition of skills, qualifications, and competencies.

A recent study by the Institute of Policy Studies of Sri Lanka (IPS) for Skilled and Resilient Migrant Workers (SRMW) project focusing on 511 return migrants in Sri Lanka revealed that among the surveyed participants, 56% of respondents had taken steps towards re-migration, and 193 are considering re-migration within 2023. Notably, among them [out of 193), 68% have not pursued further formal training. Moreover, 84% of these respondents believed their current skills were sufficient for overseas employment. As Sri Lanka unveils its Labour Migration Policy 2023-2027, it is timely to shed light on the importance of skill development for re-migration.

The Context: Potential for Upskilling

In Sri Lanka, migration is seen as a promising pathway to improved job opportunities, as evident from the recent long queues at passport offices. A significant proportion of Sri Lankan migrant workers were in semi-skilled and low-skilled categories. Most labour migrants are concentrated in Middle Eastern countries, which are common destinations for both skilled and unskilled workers. This aligns with the study findings, which indicated that many of these migrants were engaged in elementary occupations (domestic workers and other low and semi-skilled categories) during their recent overseas employment.

Although most re-migrants from Sri Lanka have been employed in lower-skilled jobs, they have great potential to improve their prospects by acquiring new skills through upskilling. However, the practice of upskilling is not widespread among this group. For example, Sri Lanka predominantly relies on foreign domestic workers among its migrant workers. However, there is a growing demand for specialised services like nursing and elderly care. These specialised jobs often offer better pay than foreign domestic workers. Enhancing the skills of returning domestic workers can open up job opportunities in sectors beyond domestic work, particularly in healthcare.

Reluctance for Skill Development

Ms Manike, who pursued a small coir business after her recent migration, is now facing economic difficulties that have led her to consider re-migration. However, she hesitates to participate in skill development programmes, driven by her immediate need to generate income through migration and her confidence in her past experience. Therefore, her primary focus is on addressing urgent financial needs, leaving limited space for dedicating time and effort to upskilling.

Similar to Manike’s perspective, most returnee migrant workers planning to remigrate believe their previous training or experience from overseas would suffice, overlooking the need for continuous skill upgrading. Furthermore, in scenarios where re-migration is not voluntary but a necessity due to compelling circumstances, individuals may be forced to re-migrate without the opportunity or motivation to upgrade skills to pursue better employment opportunities overseas.

If returnee migrant workers consider upskilling, many often opt for informal training or overlook skill development due to perceived opportunity costs and age-related barriers associated with formal skill training programmes available in the country. They fear that dedicating time and resources to formal training might not yield immediate returns on investment, leading them to choose informal learning options instead. Additionally, age-related concerns can make some migrant workers reluctant to enrol in formal training, as they feel they are past the ideal age for learning new skills.

Another significant barrier to skill development for returning migrants is the lack of targeted and tailored training programmes. For instance, during a Focus Group Discussion (FGD) conducted in Anuradhapura, reluctance to undergo formal training on the grounds that there is no suitable training available in Sri Lanka for the specific machines used while working abroad, was cited as an example. As these workers aspire to find better opportunities upon their return, access to advanced and customised training becomes a pivotal factor in their career growth.

Skill Gap and Awareness

While Sri Lanka has taken many steps to provide support services for upskilling and skill recognition for migrant workers, such as the recent collaboration between the SLBFE and the Vocational Training Authority (VTA) to offer specialised training tailored to foreign employment needs, concerns remain regarding the effective dissemination of vital information to the intended beneficiaries.

As found in the IPS’ study, while a majority of respondents have completed their education up to Grade 10, surprisingly, only 20% were aware of National Vocational Qualification (NVQ) levels. Although returnee migrant workers tend to favour informal training, a notable 76% (out of 511 individuals) had not acquired Recognition of Prior Learning (RPL) credentials. These credentials serve to formally acknowledge the skills acquired through informal means. This highlights a significant gap and lack of awareness regarding formal skill development and recognition among the respondents.

The Way Forward

While the self-perceived competence of returnee migrant workers is a positive attribute, relying solely on existing skills without further training and formal recognition of available qualifications may hinder the personal and professional growth opportunities of returnee migrant workers. Therefore, it is crucial to foster a culture of lifelong learning and skill development to support returnee migrant workers in their re-migration journey and enable them to thrive in a dynamic job market. This involves creating awareness about the importance of ongoing education and training and providing accessible and relevant learning opportunities. Some recommended strategies include:

Improve dissemination of information and guidance about skill development programmes and raise awareness about the importance of upskilling,

Facilitate awareness and accessibility to available skill development programmes through easily accessible user-friendly platforms like websites or mobile applications.

Foster collaboration between the public and private sectors and educational institutes to develop targeted training programmes specifically tailored for migrant workers planning to remigrate. These programmes should align closely with industry needs and incorporate hands-on experience.

Establish networking and mentorship programmes that connect migrant workers with professionals in their fields, providing guidance, collaboration opportunities, and skill enhancement support.

Promote existing RPL and accreditation of informal skills, encouraging migrant workers to pursue upskilling opportunities.

Link to original blog: https://www.ips.lk/talkingeconomics/2023/09/11/skills-beyond-borders-are-sri-lankan-returnee-migrant-workers-equipped-for-migration-triumph/



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Pathfinder Foundation conducts Diplomatic Dialogue on energy independence for Sri Lanka

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The head table at the Diplomatic Dialogue.

The Pathfinder Foundation hosted the 6th session of its “Dialogue with Diplomats” series recently at the Courtyard by Marriott, Colombo. The session centred on the theme “Energy Independence and Security for Sri Lanka”.

It brought together a gathering of diplomats, representatives from international organisations, key Sri Lankan government and non-governmental institutions, research bodies and universities.

The dialogue emphasised the importance of energy security, as this sector critically influences the economic and political decisions of a country. Heavy reliance on a single source of energy poses a great risk to economic stability and security, as demonstrated by the unprecedented economic crisis in Sri Lanka, which highlighted its vulnerability to external shocks. The dialogue highlighted the urgent need to diversify energy sources and pursue policies to achieve long-term energy sovereignty.

The event provided a platform to share insights, identify policy options, and strengthen partnerships for Sri Lanka’s transition towards a renewable and secure energy future. These policy options were extensively discussed in detail, with a focus on mobilising Sri Lanka’s renewable resources such as solar, wind power and biomass through international cooperation and public and private participation.

The discussion also emphasised the numerous obstacles and shortcomings Sri Lanka will encounter in its efforts to attain energy security goals. International dialogue and trilateral cooperation to alleviate the financial strain in implementing these projects were deemed essential.

The clarity with which the various aspects of this topic were highlighted, combined with the audience’s active engagement, contributed to the event’s success. The Pathfinder Foundation will continue to promote dialogue between diplomats and industry experts, aiming to steer Sri Lanka towards a sustainable and prosperous future, Foundation sources said.

The session, chaired by Bernard Goonetilleke, Chairman of the Pathfinder Foundation, featured a presentation by Harsha Wickramasinghe, Director-General of the Sri Lanka Sustainable Energy Authority. Panellists included Dr. R.H.S. Samarathunga, former Secretary of the Ministry of Finance, and Saliya Wickramasuriya, former chairman of the Ceylon Petroleum Corporation.

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APIIT University highlights importance of holistic student development

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Ravindranath Wijenathan: ‘Sports critically important’.

The BMICH was alive with colour, energy, and celebration as APIIT University hosted its 11th consecutive annual sports extravaganza recently, once again proving that it’s not just academic excellence but a commitment to holistic student development that sets the university apart. The event drew a vibrant gathering of students, staff, alumni, and sports enthusiasts from across Sri Lanka, as athletes competed in a wide array of games under the banner of unity, teamwork and resilience.

Gracing the occasion as Chief Guest was Attorney-at-Law Ravindranath Wijenathan, a visiting lecturer at the University of Colombo and a former Sri Lanka rugby football player, whose keynote address captured the very essence of what sport brings to student life. In a speech that resonated with passion and authenticity, Wijenathan stressed the critical role of sport in developing the kind of personal and professional skills that shape tomorrow’s leaders.

“APIIT’s ability to sustain this tradition for the 11th year is no small feat, Wijenathan said. “It shows a deep institutional commitment to student well-being. The ‘Extravaganza 25′ is a commendable initiative — it fosters camaraderie, promotes inter-university cooperation and encourages a spirit of friendly competition, all of which are essential for the development of well-rounded individuals.”

Wijenathan, drawing from his own experience on the rugby field, spoke about how sport provides the training ground for life’s most critical soft skills — leadership, decision-making and teamwork. “In the game of rugby, you don’t get the luxury of time, he said. “You’re forced to make strategic decisions in a split second. That ability to think clearly and act decisively under pressure is what will give these young people an edge when they enter the professional world.”

He stressed that while universities provide the theoretical knowledge and technical training, sports offer the much-needed real-world simulation of high-stakes situations. “When students face a penalty situation in rugby, they often choose to take a quick tap to gain an advantage — and that instinct to seize the moment mirrors how opportunities present themselves in real life. You have to be alert, be brave, and act fast.”

“Sport isn’t just a physical activity,” Wijenathan noted. “It is a learning space. A player learns discipline, time management, risk assessment, and how to work as part of a team. These are precisely the skills employers value most. When a young graduate walks into an interview, it is often their ability to demonstrate these attributes that secures them the job.”

He went on to elaborate that in today’s fast-paced, results-driven work environments, efficiency is key. “There are only 24 hours in a day — and just eight working hours for most employees. Employers are paying for productivity and skill. Sport teaches you how to deliver your best within a limited timeframe. It teaches you how to function under stress and still make the right decisions.”

“We see this as more than just a sporting event, said an APIIT faculty member. “It’s a celebration of everything we believe in — balance, integrity, resilience and community. We want our students to excel in their studies but also to leave university with the kind of practical life experience that only sport can offer.”

By Ifham Nizam

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‘Bit of Sole’ celebrates 45th anniversary with pomp and glamour

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The Director of ‘Bit of Sole’ Ms. Manel Seneviratne admiring a newly handcrafted shoe with husband Sarath and son Asanga, both directors of the family owned business

One of Sri Lanka’s leading heritage shoemaking brands ‘Bit of Sole’ which has earned international recognition for its pure leather customised, handcrafted shoes, celebrated its 45th anniversary recently with pomp and glamour.

The anniversary also marked ‘Bit of Sole’ moving into its elegantly-designed, spacious new showroom at Galle Road, Mount Lavinia, designed by design partner and architects Kamilka Perera Architect Pvt. Ltd. and her assistant Venuka Ravichandran, as project architect.
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“It reflected the values and heritage’ of ‘Bit of Sole’, noted director and founder of the family run business Sarath Seneviratne

When the The Island Financial Review met Sarath Seneviratne, he said; “We cater to a niche market and every shoe produced by us is with artistry and craftmanship of making pure leather handmade shoes with passion, focusing on quality and meticulous detail.”

Seneviratne a native of Matara, moved to Colombo as a young man and learnt the intricacies of shoe making under a reputed manufacturer of hand- made shoes. “I had the opportunity of learning every aspect of making handcrafted shoes and related matters, he said.

He said ‘Bit of Sole’ handpicked experienced and versatile craftsmen with innovation who had a passion for the job and added, “We use time-honoured techniques and serve the nation as custodians of a dying art, protecting it and championing quality over quantity.”

“Each shoe takes many hours or days of labour to be completed but we find it difficult to compete with mass produced imports, the veteran heritage shoemaker lamented.

“Among our discerning and cherished clientele over the years has been a host of popular film stars , leading musicians, top designers and models, corporate executives, etc., he proudly said.

“A number of overseas holidaymakers too patronise us as they are fascinated with our craftsmanship and the quality leather we use for our products and some of them visit our show room for their purchases every year, Seneviratna said.

When asked why ‘Bit of Sole’, being a reputed brand didn’t venture into the export market, Seneviratne explained that there was great potential for exports and the country earns around Rs. 15 billion (approx. 50 million USD exporting locally manufactured shoes. “We are really keen on catering to the export market, while concentrating on our niche product if a conducive environment is created by the government.”

The directors of the company, Sarath Seneviratne, Manel Seneviratne and Asanga Seneviratne, said that they sought government assistance to revive Kid Leather production and support for local tanneries in recommencing the vital process. It was pointed out that it is necessary to subsidize leather imports and reduce duties and provide subsidies for raw material used in artisan crafts, invest in training and establish vocational centres to train the next generation of shoemakers.

Pic and Text by Harischandra Gunaratna

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