Benchmarking women’s workplace rights in Sri Lanka against regional counterparts

By The Women Directors Forum of 

Sri Lanka Institute of Directors

In the evolving landscape of gender equity, women’s workplace rights remain a powerful indicator of a nation’s commitment to inclusive economic growth. Sri Lanka, with its rich history of female leadership and high literacy rates among women, offers a compelling case study when benchmarking progress against its South Asian and broader Asia-Pacific counterparts. Despite some noteworthy gains, significant challenges persist, revealing a gap between legislation and lived experiences in the world of work.

Women’s representation

In terms of women’s representation in the formal workforce, Sri Lanka performs moderately. Female labour force participation hovers around 34%—significantly lower than that of Bangladesh (approximately 38%) and Vietnam (over 70%). Cultural expectations regarding women’s roles in care-giving and household responsibilities continue to limit their economic participation.

When it comes to leadership roles in corporate or Government institutions, the contrast is more stark. While Sri Lanka was once a pioneer in women’s political leadership—electing the world’s first female prime minister in 1960—current representation in both politics and senior management remains low. Women hold only 10% of seats in Parliament and are underrepresented in boardrooms and executive leadership across most industries. Women on the boards of listed companies still only represent 13.4 % of directors.

By comparison, countries like Indonesia and Malaysia have made notable strides through gender quotas, leadership development initiatives, and diversity disclosure requirements for public companies. These measures have helped accelerate the rise of women in decision-making roles, while Sri Lanka’s initiatives remain more fragmented and less institutionalised.

Workplace harassment, including sexual harassment, is an under reported yet widespread issue in Sri Lanka. While the country has legal provisions under the Penal Code and Employment Laws addressing sexual harassment, awareness and implementation remain weak. Victims often lack accessible reporting mechanisms and fear retaliation or reputational damage.

In contrast, countries like India have enacted comprehensive laws such as the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, mandating internal complaints committees in all workplaces with more than ten employees. While implementation varies across sectors in India, the legal framework provides clearer accountability and more robust support systems than what currently exists in Sri Lanka.

A majority of Sri Lankan women work in the informal sector or engage in unpaid labour—particularly in caregiving and subsistence farming—without access to social protections or labour rights. This is not unique to Sri Lanka, but its policy response has been slower than some neighbours. India and Bangladesh have introduced welfare boards and social protection schemes for informal women workers, including access to health insurance, pensions, and skill development programs.

Pathways forward

To close these gaps and align more closely with regional best practices, Sri Lanka must focus on a few critical areas:

Expanding representation: Introducing affirmative action policies, leadership training for women, and corporate diversity mandates can help elevate women into decision-making roles.

Addressing informal work: Extending legal protections and social security to informal sector workers—many of whom are women—would dramatically improve economic equity.

Data and accountability: Collecting and publishing gender-disaggregated labour data will enable better tracking of progress and inform evidence-based policy.

Cultural transformation: Beyond laws, societal attitudes toward gender roles need continuous evolution. Public campaigns, inclusive education, and media engagement can play a pivotal role in shifting norms.

Conclusion

Sri Lanka has the foundational elements for advancing women’s workplace rights, but progress has been uneven and often symbolic. Benchmarking against countries like the Philippines, India, and Vietnam shows that with strong political will, better enforcement, and systemic reforms, tangible gains are possible. Empowering women in the workplace is not merely a matter of fairness—it is a driver of national prosperity and resilience. As the region races toward inclusive development, Sri Lanka must ensure its women are not left behind.