Tackling Childcare The Business Case for Employer-supported Childcare in Sri Lanka Executive Summa ry u Ia WRpO for every child Creating Markets Creating Opportunities ABOUT THIS EXECUTIVE SUMMARY This is the executive summary of the 2018 report developed as part of IFCs Tackling Childcare initiative, led by IFCs Gender Secretariat. The report titled Tackling Childcare: The Business Case for Employer-supported Childcare in Sri Lanka, serves as a guide for companies and draws on 10 in-depth case studies of companies in Sri Lanka that offer various childcare options to their employees, highlighting how investments in childcare can strengthen the bottom line. It also discusses how companies can analyze their workforce to identify the type of childcare support they can offer to their employees-from on-site childcare to subsidies-that best suits their needs. 'Visit to download the full report" ABOUT IFC IFC- a sister organization of the World Bank and member of the World Bank Group-is the largest global development institution focused on the private sector in emerging markets. We work with more than 2,000 businesses worldwide, using our capital, expertise, and influence to create markets and opportunities in the toughest areas ofthe world. In fiscal year 2018, we delivered more than $23 billion in long-term financing for developing countries, leveraging the power of the private sector to end extreme poverty and boost shared prosperity. For more information, visit ABOUT IFCS WOMEN IN WORK PROGRAM IN SRI LANKA The IFC-led Women in Work (WiW) Program, a four year program valued at US$11.5mn and funded by the Australian Government launched in April 2017.1 It is IFC's largest, standalone country based gender program, working with private sector companies to close gender gaps while improving business performance. The program, which benefits from multisector program design and works closely with the World Bank on research, tackles women's access to jobs and assets at the same time. It aims to increase women's workforce participation in Sri Lanka's private sector, create more and better jobs for women, and has the potential to increase company profits and drive overall economic growth. WiW also contributes to the vision of the Government of Sri Lanka where all citizens can achieve higher incomes and better standards of living by 20252 COPYRIGHT AND DISCLAIMER NOTICE @ International Finance Corporation 2018. All rights reserved. 2121 Pennsylvania Avenue, NW Washington, D.C. 20433 USA Internet The material in this work is copyrighted. Copying and/or transmitting portions or all of this work without permission may be a violation of applicable law. 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All other queries on rights and licenses, including subsidiary rights, should be addressed to IFC Communications, 2121 Pennsylvania Avenue, NW, Washington. D.C. 20433, USA International Finance Corporation is an international organization established byArticles of Agreement among its member countries, and a member of the World Bank Group. All names, logos and trademarks are the property of IFC and you may not use any of such materials for any purpose without the express written consent of IFC. Additionally, "International Finance Corporation" and "IFC" are registered trademarks of IFC and are protected under international law. December 2018 No country, community, or economy can achieve its potential to meet the challenges of the 21st century without the full and equal participation of women. This is also true for Sri Lanka. which could raise its gross domestic product by as much as 20 percent in the long term by closing the gender gap in the workforce.3 For Sri Lanka's economy to grow, it needs to maximize the potential of its workforce. Yet, women's formal workforce participation at only 36 percent is low, compared with the labor force participation of men at 76 percent. To encourage more parents (especially mothers) to join and remain in the labor force, reliable, affordable and good-quality childcare is essential. The lack to such care not only affects early childhood development, but also hurts businesses that depend on acquiring and retaining a skilled workforce. When companies support their employees with their childcare needs, they can hire and retain talent, which in turn boosts profits and productivity. In addition, children who have access to early childhood education are more likely to perform well in school, be healthier, and be more productive as adults. This report Tackling Childcare: The Business Case for Employer-supported Childcare in Sri Lanka responds to IFC client and partner demand for country-specific business case evidence on childcare and practical guidance on putting ideas into practice. It features 10 case studies of companies across sectors-including in the country's key industries such as apparel and information technology-to highlight why employers should consider supporting their employees' childcare needs. The report shows that building an onsite creche is not the only way forward, as there are many different models through which employers can support their employees. The models the companies choose depend on what they can offer-while still gaining business benefits. We hope this publication reaches hundreds of employers in the country, so they can learn from our partners' experience and replicate what works. It is also a call to action, urging key stakeholders to invest in childcare solutions and support the infrastructure that allows childcare providers to grow at the scale that is needed to support the demand, and generate sustained employment opportunities. IFC's commitment to advancing employer-supported childcare is anchored in a strong business case and in client demand for gender-smart solutions. In Sri Lanka, we partnered with the Australian Government to implement a four-year Women in Work program to increase women's private sector workforce participation, and in turn, drive overall economic growth. On behalf of IFC, I would like to thank the 10 companies that shared their experiences and their data for this publication. As part of the World Bank Group, our focus is on fostering shared prosperity and eradicating extreme poverty. Without the inclusion of some of our most vulnerable populations, we will not be able to achieve this. The various organizations of the World Bank Group therefore work together to influence and shape policy initiatives and programs with the public sector, while at the same time operationalizing our shared knowledge through private sector partners. We look forward to creating markets with support from our partnership with UNICEF, as well as with public and private sector partners. Success will score a triple win for all-employees and their children, employers, and communities. Amena Arif IFC Country Manager for Sri Lanka and the Maldives 01 Work and family. For the vast majority of people, these two concepts are inextricably entwined, and central to their lives. Work, in the form of employment often provides the means to earn and support family, as well as personal and professional meaning. But for many, work and family can be two conflicting priorities - difficult to balance, with a negative impact on each. We know that many women are forced to make the choice between having a successful, fulfilling career and their role as a mother and caregiver to children. For many men, work limits their time with their children during the critical early years. For employers, especially those with limited flexibility to accommodate family needs, many lose out on the recruitment or retaining of talent and suffer reduced productivity from employees challenged to balance the needs of family life and work. Yet, it is children who often suffer the most profound , consequences. Powerful scientific evidence now shows just how critical a child's first 5 years, and especially their first 1,000 days, are to their ability to succeed in life. In this period, a child's brain grows at an astounding rate, determining how they think. learn and behave. We know that good nutrition including breastmilk, early stimulation, love and protection, are all critical in enabling a child's brain to develop fully during this period, but of equal importance are positive and meaningful interaction between children and their parents from the very beginning of life. These interactions help to shape a child's brain growth and development, making them healthier and happier, and increasing their ability to learn, with long term implications for a child's community and country. Ensuring that employees have access to services that help to give parents the time, resources and information they need to care for their children is therefore vital. Increasingly the private sector, the main employer in Sri Lanka. is recognizing the role it must play in adopting family-friendly policies that support early childhood development. These policies include providing paid parental leave for both mothers and fathers, paid breastfeeding breaks for mothers, quality early learning opportunities such as pre-schools for children under the age of 5. and employer-supported childcare. The 10 companies included in Tackling Childcare, The Business Case for Employer-supported Childcare in Sri Lanka offer a powerful example to the wider private sector. By providing critical, family-friendly services they are investing in their staff now, reaping business benefits in terms of motivation, productivity and staff retainment, as well as making a key strategic investment in the next generation, who will provide future employees and customers, as well as driving Sri Lanka's economic development and stability. The actions of these companies do not just constitute the 'right' action to take, they are the 'smart' actions that are needed. I urge the wider private sector in Sri Lanka to read this report and learn from these forward-thinking companies. By taking action to ensure that employees have the ability to balance both work and family life, business can harness real benefits today, and contribute to building of a generation ready to seize the opportunities of the future, and respond to potential challenges, for the benefit of business, and Sri Lanka as a whole. Tim Sutton Representative UNICEF Sri Lanka 02 Sri Lanka Leave policies Paid maternity leave Yes 84 days Paid paternity leave No 0 Paid parental leave No 0 Legal obligation for employers to support childcare Obligation for employers to support childcare? Yes** Based on the number of female employees? No Based on the number of employees regardless of gender? No Special legislation on employer-provided childcare? No 8 Government incentives to employers to support childcare Tax benefits to employers to support childcare? No Non-tax benefits to employers to support childcare? No (monetary and/or nonmonetary benefits) Quality of private childcare services License or registration required? Yes Zoning requirements? Yes Pupil-teacher ratio required? Yes Penalties for non-compliance with laws? No *The Women, Business and the Law data are based on domestic laws and regulations that apply to the main business city of the economy. For more informa- tion on the methodology including the maternity/paternity/parental leave calcula- tion methodology, visit **While the 1939 Maternity Benefits Ordinance No. 32 of Sec. 12A.(1) states a requirement for employers of more than a prescribed number to support childcare, the law does not specify such number de-facto translating to no legal obligation for employers. For additional information on Sri Lanka's relevant policies please refer to the full report of "Tackling Childcare: The Business Case for Employer-supported Child- care in Sri Lanka." 03 This report looks at how employers in Sri Lanka can THE 10 'TACKLING CHILDCARE IN SRI LANKA' support their employees' childcare needs, and the COMPANY CASE STUDIES business benefits such support may bring. It examines the range of business drivers that may motivate This report shows that employer-supported companies to explore childcare options, from human childcare can yield substantial benefits for Sri Lankan employers. It draws on case studies of 10 resource management to building corporate reputation. Loyerswo provd chlcae benefis in While the need for public childcare investments has various ways. The firms represent diverse Sri been discussed in the country, less is published that Lankan locations - seven in Colombo, three explains what employers can do and what they have elsewhere, thereby ensuring both urban and rural already learned in providing childcare support. coverage - and diverse sectors, some with This report addresses this gap by drawing on examples female-majority and others with female-minority across a spectrum of sectors. workforces. The companies are: *Brandix Lanka - Holding Company (Brandix), In South Asia, fewer than 1 in 4 children under 5 years gants and aparl garments and apparel of age benefit from a preschool provision and in Sri Lanka, * Fairway Holdings (Pvt) Limited (Fairway), an estimated 50 percent of three- to five-year-old children diversified business, offering lifestyle enhancing are enrolled in a pre-school.4 This shortfall constrains early products and services childhood development, school readiness and sustainable * F. J. & G. de Saram (De Saram), legal services social and economic development. Unavailability of * Hemas Holdings PLC (Hemas), diversified affordable and quality childcare bars many parents from business, including wellness. leisure and entering, continuing or returning to paid work. mobility services Despite improved educational and health outcomes, * LSEG Technology (LSEG), (formerly only 36 percent of Sri Lankan women participate in paid MillenniumIT (Pvt) Ltd). financial technology work.5 A recent World Bank Report' indicates that having - MAS Holdings (MAS), garment and apparel *Selyn, handloom weaving, home products, toys a child under age five at home reduces Sri Lankan an farics and fabrics women's labor force participation compared with women * Standard Chartered PLC (Standard Chartered), without young children by 74 percent, and this percentage banking and financial services has increased over the years. * Unilever Sri Lanka Ltd. (Unilever), fast moving consumer goods In the absence of accessible childcare for employees. * WS02, information technology Sri Lankan employers face difficulties in recruiting and retaining skilled workers, along with high absenteeism, low Besides diversity in profile, the sample reflects . . IFC's network and employer availability within maternity return rates and inadequate leadership diversity. the pet's tidea e Firms consequently confront productivity and competitiveness shortfalls due to workforce gender gaps, resulting in reduced profitability and slower growth. Global research (including IFC's global 2017 Tackling Childcare report) highlights that firms investing in childcare initiatives can reap multiple benefits. This report suggests that employer-supported childcare can boost labor force quality and diversity while also improving recruitment and retention over employee lifecycles. The 10 companies featured in the report: :* :FAIRWAY brandbc F* * 1C de Salm LSEGTechnology Standard O 0 V-'. Li WURAEKChartered 2 04 Firms offer childcare for various proffered reasons. De Saram, Sri Lanka's oldest law firm, provides childcare within its recruitment and retention strategy. The table below sets out childcare support offered by Sln adomcmayuiiigwmnwaes eachfir, inicaing rage o exeriecesandSelyn, a handloomn company utilizing women weavers, epaches im,initing alrangepoxrendcae aneeds to provide childcare to operate at all, especially approaches to employer-supported childcare. where for cultural reasons mothers seldom work away from home. In IT, with its 24/7 operations and lack of diversity across the organizational structure, LSEG and WSO2, both leading IT companies in Sri Lanka, articulate as their On-site: corporate values comprehensive attention to the needs of parents and children so as to improve recruitment and * Brandix retention in the sector. A worldwide study estimates that * Fa irway closing IT female leadership gaps would add between * LSEG USD430 and USD530 billion in global output? * MAS Holdings - MAS Kreeda, Vaanavil * MAS Active Trading (Pvt) Ltd, Colombo A major component in the overall economy, apparel * Unilever export is Sri Lanka's leading foreign exchange earner, * WSO2 representing more than 40 percent of total exports and off-site: 52 percent of industrial exports.' In 2017, Sri Lanka's garment exports exceeded USD 5 billion.' It is estimated * Brandix Essentials Ltd that more than 70 percent of Sri Lanka's garment workers * Fairway Holdings (Pvt) Limited are women.10 Childcare initiatives help Brandix Essentials * F.J. & G. dle Saram and MAS fortify relationships with high-value, international Tie-Up: buyers, augmenting market access and growth. Their award-winning women-empowering stances position WSO2 (after 2-years of age) them as employers of choice. Back-up care: Fairway and Hemas diversified businesses with multiple verticals, provide childcare in order to improve employee Workplace Consortium: work-life balance and to foster productivity through MAS Active Trading (Pvt) Ltd, Katunayake increased gender diversity. BO01 Zone Multinationals Standard Chartered (financial services) and Unilever Sri Lanka Ltd (fast-moving-consumer-goods) offer childcare as fundamental components of gender inclusion strategies, focused especially on women in leadership. 05 Poor access to quality childcare poses a key constraint Tackling childcare earns childhood development priority on labor force participation among Sri Lankan women. in the Sri Lankan Government's Vision 2025 and 2019 Budget. Many employable women either fail to enter the work With an eye toward ongoing governmental efforts to ensure force or else exit prematurely and fail to return. Difficulties quality childcare availability, this report highlights early multiply by virtue of the fact that 23 percent of Sri Lankan childhood education initiatives, including a new National households are female-headed.'1 High widowhood levels Child Day Care Center Policy. stem from the long 1983-2009 civil conflict. Some 1.1 million female-headed households in post-conflict areas IFC's program of fostering employer-supported childcare face high unemployment and other barriers to in Sri Lanka promotes development through private sector formal-sector work. collaboration under the DFAT-funded Women in Work Program. To that end, this report includes resources for The International Monetary Fund (IMF) concludes that parents, employers, and childcare providers. By improving Sri Lanka could raise its long-term gross domestic private sector working conditions, IFC can support a skilled product (GDP) by up to 20 percent by closing the workforce, drive gender diversity and spur business growth. workforce gender gap. Childcare and early childhood programs are critical to economic development going forward. At only 0.0001 percent of GDP, Sri Lanka lodges one of the world's lowest rates of public spending on early childhood development. Return on early childhood programs can be as high as 13.7 percent. Such programs can raise individual adult incomes up to 25 percent.12 06 Providing employer-supported childcare can be a win-win-win solution for employees, companies, and communities. The report's core recommendations for key stakeholders are discussed below: For Parents * . For Employers Because parents factor crucially in giving There is no 'one-size-fits-allI' approach to children good life starts, it is important for 11 ,em ployer- provided childcare. Firms profiled parents and employers to coordinate closely inf- here illustrate that the business case for devising employer- provided childcare. Sri Lank employer-supported childcare can vary by parents often prefer home childcare sector and location, and that support can be over outside providers. Yet studies show that delivered in various ways, from emergency SoI children from six months to four years of age back-up care to high-quality on-site programs. S*o can benefit from daycare, especially from leading companies provide more than quality instruction, structure and social lessons. one type of support, especially when they have Employers profiled here benefit from active offices in multiple locales. An employee parental involvement in designing and childcare demand survey (refer to annexure implementing childcare solutions. Parents in the full report) can guide employers in drive the demand for quality childcare and W9choosing among support options. parental committees contribute greatly in planning and execution. Supporting both mothers' and fathers' childcare needs is critical. Supporting mothers' childcare needs can crucially facilitate workforce participation, especially by forestalling drop- out after maternity leave. At the same time, encouraging fathers to engage with childcare support can foster family flexibility in childcare responsibility while also augmenting employer gender-diversity benefits. Alternative work arrangements such as part-time or flexible A working hours, career by choice, and career breaks may further reinforce benefits derived from em ployer- provided childcare.I9 07 For Policy Makers 0 _ ,For Childcare Providers The regulatory environment matters. Quality of caregivers, along with their working Sri Lanka neither mandates nor subsidizes conditions and benefits, are key. increased employer- provided childcare. Global evidence cs demand for childcare can generate significant suggests that spending on early education and job opportunities, while boosting labor force childcare raises women's work force integration for established or informal participation and reduces gender gapS.13 careg ivers. With limited availability and To these ends, tax credits and other financial growing demand for childcare, there is a need m support for parents and employers can be to ensure that quality is not compromised. 7Zusefu1.14 Governmental tools supporting Care providers - in partnership with the employer- provided childcare include capacity government - play a key role in promoting building, implementation advice and high-skilled and fairly compensated care jobs. employer-government collaboration in Both private and public sectors will need A expanding coverage. W1more providers offering high-standard Wl courses on care giver training and trainer Free pre-primary education can foster early training. cognitive development and help working parents generate increased incomes. Policies to *For Investors complement childcare include paid parental There is an opportunity to invest in the leave, pre-maternity and post-maternity supply side of the market. Some Sri Lankan return to work benefits, breastfeeding/Iactation employers keen to offer childcare hold back facilities, and paid breastfeeding breaks.15 Since due to a dearth of quality providers. Investors governments may benefit from mandating may therefore find opportunities on the supply workplace practices that make employing side, furnishing capital for providers and women more costly than employing men, entrepreneurs. Investments could support they should consider establishing funding market entry, infrastructure expansion and mechanisms for employer assistance. site rollouts for domestic providers. Reputable international providers might also want to Policy makers can also help ensure quality explore Sri Lanka's market. control. Vocational training and skills development agencies can devise and enforce standards and regulations and also help r establish quality caregiver training and certification on child management, nutrition and health. Governments can also establish technical assistance funding for small and medium enterprises on cr6che planning and operations. The report proceeds in two main sections: 1) The "Why" - highlighting the business and development case for employer-supported childcare in Sri Lanka; and, 2) The "How" - featuring the various ways how employers in Sri Lanka go about supporting childcare. The report proper closes with 10 detailed company case studies conducted for this report. The Annexure contains resources for parents seeking an overview of childcare providers; for employers seeking grasp of regulatory contexts; and for providers and care givers seeking degrees and certifications toward formal operation and employment. 08 This report The Business Case for Tackling Employer- 1 oenetr JofbAstai r tomenin Supr Lanka.2017supported Childcare in Sri Lanka was produced by the IFC-led and DFAT- supported Women in Work Program. 2 Office of the Prime Minister. 2017. Vision 2025. A Country It was developed under the overall guidance of Henriette Enriched. See page 26. Kolb (Head, Gender Secretariat, IFC). 3 2018 International Monetary Fund (IMF) study This initiative was led by Carmen Niethammer (WiW 4 Dundar. Halil. Benoit Millot. Michelle Riboud. Mari Shojo, Program Manager) and Aarthy Arunasalam (WiW Harsha Aturupane. Sangeeta Goyal, and Dhushyanth Employment Lead). Paju. 2017. Sri Lanka Education Sector Assessment: Achievements. Challenges, and Policy Options. Directions The report was prepared in collaboration with UNICEF in Development. Washington, DC: World Bank. Sri Lanka and draws on the recent publication Building 5 Department of Census and Statistics Ministry of National Brains, Building Futures. UNICEF colleagues Paula Policies and Economic Affairs. Sri Lanka Labour Force Bulancea, Earl Jayasuriya, Lara Perera. Rasika Somaweera Survey. Annual Bulletin. 2017. and Jeremy Sprigge contributed their vast knowledge to this report. The report has benefited from valuable 6 Solotaroff, Jennifer L., George Joseph, and Anne contributions made by IFC and World Bank peer T Kuriakose, 2017, Getting to Work: Unlocking Women's reviewers. Harsha Aturupane, Gharam Alkastalani Dexter Potential in Sri Lanka's Labor Force, Overview booklet Njari Gitonga, Tazeen Hasan. Nathalie Hoffmann, Savani World Bank, Washington, DC. License: Creative Commons Milupa Jayasooriya, Natalia Kaur Bhatia. Bhattiprolu Attribution CC BY 3.0 IGO. Murti, Rudaba Nasir. Roshika Singh, and Jennifer Solotaroff. 7 S Thomas, Andria, Joe Dougherty, Scott Strand, Abhinav Nayar, and Maryam Janani. 2016. Decoding Diversity: Appreciations are extended to the following individuals The Financial and Economic Returns to Diversity in Tech. and organizations who generously shared their Tackling Dalberg Global Development Advisors underwritten by Childcare journeys: Anusha Alles (Brandix Lanka Ltd), Intel Global Diversity and Inclusion Group. Chinthaka Premaratne (Fairway Holdings (Pvt) Limited), Himali Mudadeniya (F. J. & G. de Saram), Upulka 8 eptmbe acceSamarakoon (Hemas Holdings PLC), Bani Chandrasena (LSEG Technology), Eranthi Premaratne and Shanaaz 9 Just in Style Apparel Sourcing Strategy. "Garments to Preena (MAS Holdings), Ransi Dharmasiriwardhana Lead Sri Lanka Export Growth in 2018." March 2. 2018. (Standard Chartered Bank), Sandra Wanduragala and Selyna Peiris (Selyn), Imali Jayathilake (Unilever Sri Lanka Limited), and Danesha Unantenne (WSO2). 10 The World Bank. 2016. Sri Lanka Could Boost Apparel This report contains valuable insights provided by Manufacturing to Increase Employment and Growth. SheWorks Sri Lanka members AIA Insurance Lanka PLC, 11 Sri Lanka's Department of Census and Statistics. 2009/10 Diesel & Motor Engineering PLC, National Development Household Income and Expenditure Survey (HIES). Bank, SANASA Development Bank, and Virtusa. 12 UNICEF. Published in The Lancet - ECD series. Also, on The report also draws on the forthcoming publication The Benefits and Challenges of a Workplace Cr6che: 13 World Bank Group. "Women, Business and the Law". Employer-supported Childcare in India, which IFC 2018. developed in partnership with Bright Horizons. IFC 14 Over two-thirds of the economies covered by the World acknowledges the generous funding support by Australia's Bank Group's 2018 Women, Business and the Law Department of Foreign Affairs and Trade (DFAT) for the research directly provide childcare services or subsidize Women in Work program. The authors would also like to private childcare services. In 33 of the economies covered, acknowledge Victoria Coakley, Krishni Goonesena and childcare payments are tax deductible. All the economies Pubudu Gnanissara at the Australian High Commissioner's that provide for tax deductible childcare payments are Office in Sri Lanka for their support. A special mention also upper-middle and high-income, except Bhutan and El is extended to The Honorable Ashoka Alawatte. Secretary at Salvador. Bhutan is also the only economy in South Asia the Ministry of Women and Child Affairs, who on behalf of to provide this incentive. the Prime Minister's Office has been coordinating the Task Force on a National Child Day Care Centers Policy, of which 15 UNICEF. Building Brains, Building Future. 2018. IFC is a member. Many thanks to The Employers' Federation of Ceylon as well as Shyamali Panaraja for having shared their insights. Appreciations are also extended to Mark Hager, the editor of the report, and the design and printing team at Surge Global who were critical in producing this report. 09 IFC Wornen in Work Prograrn IFC, Level 15, NDB-EDB Tower 42, Nawam Mawatha Colombo 2 Sri Lanka Email: wvomeninwvork@ife.org December 2018 The DFAT-lFC Women in Work program Sri Lanka, in partnership With leading private weOmFme-oUP sector companies, aims to demonstrate that corporate performance can improve from Creating Markets, Creating Opportunities closing gaps between women and men in the private sector.