Business
Women’s increasing vulnerability and COVID-19
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)
By Ifham Nizam
As Sri Lanka gears up for a transformative shift in its energy sector, the Results Delivery Framework (RDF) 2025-26 lays out a strategic roadmap toward a cleaner, more sustainable and people-centric energy future.
Eng. Pubudu Niroshan Hedigallage, Director General, Power Sector Reforms Secretariat and a member of the Energy Committee, emphasizes the critical role of public awareness and global integration in achieving these ambitious goals.
“The success of our energy transition depends on people being on the same page, says Hedigallage. “We need a unified approach where policies align with public interest, ensuring energy security while reducing our carbon footprint.”
The RDF focuses on three main pillars:
Affordable and Secure, Cleaner Energy Supply
Smart and Sensible, People-Centric Energy
Strategic Global Integration in the Energy Sector
To achieve energy security and affordability, Sri Lanka is set to establish a National Energy Policy & Planning Office (NEPPO) in the first half of 2025. This office will serve as the central body for policy formulation and planning, ensuring a structured approach to clean energy adoption.
A key initiative is the “Rivi Bala Punarudaya” solar program, aiming to add 2,000 MW of solar energy within five years. “Solar power is one of the most viable solutions for Sri Lanka. It’s time to accelerate large-scale adoption, Hedigallage asserts.
Additionally, the government plans to begin competitive procurement for 1,000 MW of wind energy along the Puttalam-Jaffna coastal belt by mid-2025.
Hedigallage stresses the importance of policy reforms to align industrial and regulatory frameworks. “Introducing the Energy Transition Act in late 2025 will harmonize all sector-related laws, ensuring smoother implementation of new initiatives, he explains.
Other people-centric initiatives include:
Amendments to the Electricity Act to facilitate restructuring within the energy sector.
A Demand Response Program, developed with the Ministry of Digital Economy, to optimize energy consumption.
A techno-commercial collaboration program connecting universities, industries and utilities to drive innovation.
The Women-in-Energy National Program, launching in late 2025, to increase female participation in the sector.
Recognizing the importance of international collaboration, the RDF aims to position Sri Lanka as a key player in the global energy market.
A state agency for green hydrogen initiatives will be established in late 2025 to explore hydrogen as an alternative energy source.
By early 2026, a digital risk management dashboard will be launched to monitor reservoir levels, fuel inventories, and energy demand in real time.
The Green Energy Certification Unit, to be established in 2026, will authenticate renewable energy usage with Renewable Energy Certificates (REC).
ESG (Environment, Sustainability, and Governance) frameworks will be introduced to ensure sustainable energy sector practices.
A global energy forum will be launched in 2026 to connect Sri Lanka to international energy value chains.
With these ambitious plans, Sri Lanka is set to become a leader in clean energy in the region. “Our energy future is not just about technology and infrastructure; it’s about people, policy, and partnerships, Hedigallage added.
Mintpay, a pioneering financial app reshaping how people pay in Sri Lanka, has announced a landmark partnership with Softlogic Restaurants. This collaboration aims to enhance the dining experience for food enthusiasts by offering convenient, secure, and flexible payment options. Softlogic Restaurants, renowned for its portfolio of beloved brands such as Burger King, Popeyes Louisiana Kitchen, Crystal Jade, Delifrance, and Baskin Robbins, will now enable customers to enjoy a wide variety of cuisines through Mintpay’s seamless digital payment solution.
Mintpay Account Manager Sasra Wickrama Arachchi stated, “At Mintpay, we aim to transform every payment into a rewarding moment, and we believe this partnership with Softlogic Restaurants delivers on that promise, making every meal more rewarding.”
Mintpay Senior Business Development Executive Faziha Farhan added, “At Mintpay, we’re always expanding our network by partnering with brands that share our vision for seamless and rewarding payments. We’re excited to welcome Burger King, the first global QSR brand in Sri Lanka to integrate Mintpay, alongside other renowned Softlogic restaurants. This partnership marks another step in transforming the dining experience for all our customers, offering greater flexibility and convenience whenever they use Mintpay.”
Business
Haleon partners Sri Lanka Dental Association as Official Sponsor for World Oral Health Day 2025
Haleon Sri Lanka formerly known as GlaxoSmithKline Healthcare; the first multinational pharmaceutical manufacturing organization in Sri Lanka, which commenced manufacturing in 1956 with the flagship brands Panadol, Iodex Eno etc., signed a Memorandum of Understanding (MOU) with the Sri Lanka Dental Association (SLDA) as the official sponsor of World Oral Health Day 2025 in Sri Lanka. The formal signing ceremony took take place on Friday, February 28, 2025. The global theme for this year is “A happy mouth is … a happy mind” which emphasises the importance of oral health on quality of life and wellbeing.
The partnership between SLDA and Haleon; Marketers of Sensodyne aims to transform the conventional methods of celebrating World Oral Health Day. The landmark agreement reimagines World Oral Health Day with an awareness-driven approach themed “#BeSensitiveToOralHealth: Take the first step.” The month-long March campaign will educate Sri Lankans about proactive oral healthcare through strategic messaging across traditional and digital platforms, encouraging everyone to prioritize their oral health. The collaboration represents a significant commitment to improving oral health awareness and access to dental care across Sri Lanka.
Haleon and SLDA will work together to extend awareness that results in tangible healthcare benefits nationwide. Free dental screening facilities will be provided across the island, benefiting approximately 50,000 Sri Lankans.
Beginning March 20th, World Oral Health Day, will take place as a national event at Galle Face, Colombo will serve as the campaign centrepiece, offering free dental screenings, oral cancer assessments, and teeth sensitivity tests to increase public understanding of good oral health practices. All SLDA members will actively participate in this nationwide health initiative making quality dental care accessible to communities throughout the country.
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