Tackling Childcare The Business Case for Employer-supported Childcare in Sri Lanka unicef ustralian IK FLC for every child Creating Markets Creating Opportunities 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.Smn and funded bytheAustralian Government, launched in April 20171 It is IFCs largest, standalone country based gender program, working with private sector companies to close gender gaps while improving business performance. The program, which benefits from mu tisector 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 overal 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 by2025.2 COPYRIGHT AND DISCLAIMER NOTICE V International Finance Corporation 2018. 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Additional ly, "Internationa Finance Corporation" and "IFC" are registered trademarks of IFC and are protected under international law December2018 A b b rev iatio n s a n d A cro nym ......................................................................................................................................................................................................................... 0 2 A ck n owe d g e m e n t ............................................................................................................................................................................................................................................... 0 3 Fo rew o rd by l FC ......................................................................................................................................................................................................................................................... O4 Fo rew o rd by U N ICE ............................................................................................................................................................................................................................................. 0 5 P o licy O ve rv iew ........................................................................................................................................................................................................................................................... 0 6 Exe c utive S u m mary ................................................. ............................................... ................................................................. ......................................... . ........ 0 7 M eth o d o logy .............................................................................. . . . ......................... . . .. . . . ........................... . . ............ .. ..................................... .. ...... 1]0 Maternity Benefits in Sri nka14 Benefits to Business.16 Benefits to Pa rents........18 Benefits to Children ldren.0.0... . . . ... . 20 O n -site C re ch ............................................................................................................................................................................................................................................................. 23 T ie -U p ................................................................................................................................................................................................................................................................................. 23 W o rkp lace C o n so rtiu ......................................................................................................................................................................................................................................... 23 B ac k-u p C ar ............................................................................................................................................................................................................................................................... 23 Fo r P a re n ts ...................................................................................................................... .................... .......................... ............ .......................................................................... 24 Fo r E mpoye r .............................................................................................................................................................................................................................................................. 24 Fo r P o licy M a ker ..................................................................................................................................................................................................................................................... 25 Fo r C h ild c a re P r ov id e rs ........................................................................................................................................................................................................................................ 2 Fo r nve stor .................................................................................................................................................................................................................................................................. 25 B ra n d ix Esse n tia ls Ltd ........................................................................................................................................................ .................... .......................... ............ ............... 27 Fa irw ay H o ld in g s (P vt) Lim ite d ......................................................................................................................................................................................................................29 F. . & G . d e S a ra m ..................................................................................................................................................................................................................................................... 31 H e m as H o d in g s P LC ............................................................................................................................................................................................................................................. 33 LS EG Te c h n o Io g ....................................................................................................................................................................................................................................................... 36 M A S H o Id in g s - M A S K re e d a, V a a n av iI .................................................................................................................................................................................................... 39 S e Iy n n .................................................................................................................................................................................................................................................................................... 4 5 S ta n d a rd C h a rte re d B a n k ................................................................................................................................................................................................................................... 4 7 U n i eve r S ri La n ka Lim ite d .................................................................................................................................. ............ ......................................................................... 4 9 W S 0 2 . ................................................................... .... .......... ....... .... ....... .......... .... .......... ....... .... ....... .......... .... .......... ....... .... ....... .......... .... .......... ....... .... ....... .......... .... ... 51 A . S a m p le E m p loy ee C h ildca re -D e m a n d S u rvey .......................................................... .... ..... .... ....... ....................... .... .......... ....... .... ....... .......... .... ..... 57 B . S e le ct C h ild ca re S e rv ice P rov id e rs in S ri Lanka ......................................................................................................................................................................... 6 4 C . List o f S e le ct E a rly C h ild h o o d D eve lo p m e nt C o u rse s in S ri Lan k ............................................................................................................................. 65 D. Financial Schem es Avalable for Children, Parents and Childcare Provider ..................................................................................................... 70 E . W o rld B an k G ro u p , W o m e n , B u sin e ss a nd L aw - Sri L an ka O ve rview ...................................................................................................................... 71 01 AIA American Insurance Association BOI Board of Investment of Sri Lanka CCTV Closed-circuit television CMC Colombo Municipal Council CSR Corporate Social Responsibility DCC Day Care Centers DFAT Department of Foreign Affairs and Trade (Government of Australia) ECCD Early Childhood Care and Development FLFP Female Labor Force Participation FMCG Fast-moving consumer goods G.C.E General Certificate of Education GDP Gross Domestic Product HR Human Resources HIES Household Income and Expenditure Survey ICT Information Communication Technology IFC International Finance Corporation ILO International Labour Organization IMF International Monetary Fund IT Information Technology LCIPS Ladies' Colege Institute of Professional Studies LFPR Labor Force Participation Rate LSEG London Stock Exchange Group MBO Maternity Benefits Ordinance MoE Ministry of Education MTIA Mother's Touch International Academy NAITA National Apprentice and Industrial Training Authority NCPA National Child Protection Agency NVQ National Vocational Qualification SOA Shop and Office Act SDGs Sustainable Development Goals SHRM Society for Human Resource Management SLASSCOM Sri Lanka Association for Software and Services Companies SEZ Special Economic Zone TVEC Tertiary and Vocational Education Commission UNICEF United Nations Children's Fund WEF World Economic Forum WiW Women in Work WBG World Bank Group WBL Women, Business and the Law 02 This report The Business Case for Tackling Employer-supported Childcare in Sri Lanka was produced by the I FC- led and DFAT- supported Women in Work Program. It was developed under the overall guidance of Henriette Kolb (Head, Gender Secretariat, I FC). This initiative was led by Carmen Niethammer (WiW Program Manager) and Aarthy Arunasalam (WiW Employment Lead). The report was prepared in collaboration with UNICEF Sri Lanka and draws on the recent publication Building Brains, Building Futures. UNICEF colleagues Paula Bulancea, Earl Jayasuriya, Lara Perera, Pasika Somaweera and Jeremy Sprigg contributed their vast knowledge to this report. The report has benefited from valuable contributions made by I FC and World Bank peer reviewers, Harsha Aturupane, Gharam Alkastalani Dexter, Njari Gitonga, Tazeen Hasan, Nathalie Hoff mann, Savani Milupa Jayasooriya, Natalia Kaur Bhatia, Bhattiprolu Murti, Rudaba Nasir, Roshika Singh, and Jennifer Solotaroff. Appreciations are extended to the following individuals and organizations who generously shared their Tackling Childcare journeys: Anusha Alles (Brandix Lanka Ltd), Chinthaka Premaratne (Fairway Holdings (Pvt) Limited), Himali Mudadeniya (F. J. & G. de Saram), Upulka Samarakoon (Hemas Holdings PLC), Bani Chandrasena (LSEG Technology), Eranthi Premaratne and Shanaaz Preena (MAS Holdings), Ransi Dharmasiriwardhana (Standard Chartered Bank), Sandra Wanduragala and Selyna Peiris (Selyn), Imalil Jayathilake (Unilever Sri Lanka Limited), and Danesha Unantenne (WS02). This report contains valuable insights provided by SheWorks Sri Lanka members AIA Insurance Lanka PLC, Diesel & Motor Engineering PLC, National Development Bank, SANASA Development Bank, and Virtusa. The report also draws on the forthcoming publication The Benefits and Challenges of a Workplace Creche: Employer-supported Childcare in India, which IFC developed in partnership with Bright Horizons. IFC acknowledges the generous funding support by Australia's Department of Foreign Affairs and Trade (DFAT) for the Women in Work program. The authors would also like to acknowledge Victoria Coakley, Krishni Goonesena and Pubudu Gnanissara at the Australian High Commissioner's Office in Sri Lanka for their support. A special mention also is extended to The Honorable Ashoka Alawatte, Secretary at the Ministry of Women and Child Affairs, who on behalf of the Prime Minister's Office has been coordinating the Task Force on a National Child Day Care Centers Policy, of which IFC is a member. Many thanks to The Employers' Federation of Ceylon as well as Shyamali Ranaraja 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. 03 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 I FC 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 operational izing 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 Ma dives 04 Work and fami y. 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 showsjust 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 05 Polcy veryiew 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 non monetary 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 information on the methodology inc uding the maternity/paternity/parental leave calculation 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 Annex E. 06 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 benes in Whil th ned fo pulicchilcar inestmntshasemployers who provide childcare benefits 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 I in 4 children under 5 years gants and appare 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 (v Ltd), financial technology work.- A recent World Bank Report' indicates that having - M Holdings (MAS), garment and apparel *Selyn, hand loom 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 7.4 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 FC's network and employer availability within maternity return rates and inadequate leadership diversity. the pet's tnmerame 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 diversitywhile also improving recruitment and retention over employee lifecycles. The 10 companies featured in the report: 2 ~ FAIRWAY brandix *e FAIWAIJ & d ram LSEGTechnology Standard Chartered 07 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 eachf im, ndiatig arang ofexpriecesandSelyn, a handloom company utilizing women weavers, each firm, indicating a range of experiences and ned opoiecidaetooeaea l,epca apprachs toempoye-suportd chldcre.needs 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 va ues 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 i rway closing IT female leadership gaps would add between * LSEG USD 430 and USD 530 billion in global output.7 * 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 S billion.9 It is estimated * Brandix Essentials Ltd that more than 70 percent of Sri Lanka's garment workers * Fairway Holdings (Pvt) Limited are women."o Childcare initiatives help Brandix Essentials * F.1J. & G. de 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, Katunayalke increased gender diversity. BOI Zone Multinationals Standard Chartered (financial services) and Unilever (fast-moving consumer goods) offer childcare as fundamental components of gender inclusion strategies, focused especially on women in leadership. 08 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 byvirtue of the fact that 23 percent of Sri Lankan childhood education initiatives, including a new National households are female-headed.11 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 forma -sector work. collaboration under the DFAT-funded Women in Work Program. To that end, this report includes resources for The International Monetary Fund ( MF) 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 09 Following its global Tackling Childcare: The Business IFC's Women in Work team visited each participant for Case for Employer-supported Childcare report, IFC has at least half a day--conducting semi-structured interviews keenly promoted employer-supported childcare. It has with Human Resources (HR) Directors, managers, creche advised Sri Lankan firms on childcare expertise, on supervisors, and employees (male and female)--so as to regulatory frameworks, and on decision making models. assess impact of childcare initiatives and business benefits This report draws on the experiences of 10 firms, including for companies. Visits to childcare centers accompanied some from the IFC-led She Works Sri Lanka partnership.13 these interviews, which typically lasted 30 to 60 minutes All have shared their business rationales for providing apiece. childcare and reflected on lessons learned in developing childcare strategies. The sample reflects IFC's own network and company availability to participate within the project's timeframe. The box on page 8 sets out childcare support offered by respective participants, which include companies across diverse sectors and locations with varying approaches to childcare support. SheWorks Sri Lanka Private Sector Roundtable with The Australian Ambassador for Women and Girls, Dr. Sharman Stone on August 7, 2018 10 Chi dren with access to early childcare perform better Sri Lankan firms often inhibit their productivity and on average in school and become healthier and more competitiveness through large gender gaps in employee productive adults. In South Asia, fewer than one in four recruitment, retention, and promotion. This can retard children under age five attends pre-school.4Traditional profitability and growth. Despite improved educational childcare from family has grown more scarce in recent and health outcomes, women today participate in times as more women engage in paid employment and Sri Lanka's labor force at a stubbornly low rate of 36 families become more dispersed." Most Sri Lankan percent, only half that of men at 76 percent. Unemployment children who lack early childcare come from highly among women is double that of men. Companies deprived communities. An estimated 25.2 percent of across sectors, including the projected growth sectors of Sri Lankan children under five risk poor development tourism and IT, complain of skilled labor shortages. due to extreme poverty and stunted growth.16 Some 50 percent of three- to five-year-old Sri Lankans fail to In its recent report, Getting to Work: Unlocking Women's attend pre-school17 thereby jeopardizing optimal early Potential in Sri Lanka's Labor Force, the World Bank development, school readiness and Sri Lanka's long-term highlights main factors impeding women's participation development. in paid work: marriage, childrearing and household chores disproportionately performed by women.21 It finds I "We have received great feedback from parents that marriage drastically lowers a woman's odds of stating that the child's social skills and learning securing paid work (26 percent), while increasing the ability are beyond those of other children at odds slightly for men (2.5 percent). The report observes school, and Chittukkal graduates top the class. that having a child under age five at home makes The parents truly value the pre-school curriculum women 7.4 percent less likely to join the labor force than which is taught at a young age by qualified women without young children. This gap is larger than teachers." it was in 2009, 2011, and 2013, when childrearing went with reduced women's labor force participation of Caregiver of MAS Holdings - MAS Kreeda, 7.0, S.0 and 6.0 percent, respectively.22 Vaanavil Creche, Chittukkal "The supervisor ensures we are constantly kept A World Bank study on Early Childhood Care and informed of the progress and whereabouts of our Development (ECCD) estimates that some 17,020 children. My son gets dropped off to the'Kidkare' Sri Lankan ECCD centers serve some 475,620 children by a school van. If my phone rings at2:30 p.m., age three to f ive.8 This suggests that many children in I know that the creche supervisor is calling to that age group fail to receive formal childcare. In 2016, inform me that he still has not reached the 55.6 percent three- to f ive-olds attended pre-school, cr6che. It always is 2:30 p.m. and not a minute late, 22.6 percent of 3-year-olds and 63.4 percent of 4-year-olds. which shows the care and responsibility the Increased attendance over the past ten years has been creche has towards my son. This helps me marginal and varies greatly by district." Around 60 percent perform and concentrate on work without being of pre-schools are private sector, with 24 percent run by distracted thinking about the safety of my son." membership organizations and religious groups. Income and location heavily determine ECCD access. Children Afather working at Standard Chartered PLC from the wealthiest quintile are 17 percent more likely to attend pre-school than those from the poorest. Urban Poor access to quality childcare constrains labor force enrollments are 10 percent higher than rural and estate participation among Sri Lankan women. Difficulties enrollments. A Colombo Municipal Council (CMC) study multiply by virtue of the fact that 23 percent of Sri Lankan of 96 daycare centers (with 3788 children and 311 staff)20 households are female-headed.2 High widowhood levels found mediocre overall quality, with 25 percent rated as stem from the long 1983-2009 civil conflict. Some 1.1 million poor quality and only six percent as good quality. widow-headed households in post-conflict areas face high More than half fell short in staff numbers and 80 percent unemployment and other barriers to formal-sector work. served excessive numbers of children. The quality of Childcare provision could enable companies to recruit pre-school experience determines its effectiveness in and retain single parents. Globally, more women receive augmenting child learning and development. Though wages where governments support or provide childcare.24 there has been progress on introducing guidelines and standards, impact on quality seems to lag. 11 Investing in early childhood development benefits Female Labor Force Participation in Sri Lanka national economies by promoting higher-skilled - - .- -- - natinalecoomie byprootig hiherskiledDespite improved educational and health outcomes, workforces prepared for future challenges like those women made up only 36.6 percent of Sri Lanka's posed by globalization and digitalization.15 With a workforce in 2017 while accounting for 74.5 percent predicted labor force declining from 2026 onward and a a rapidly ageing population, Sri Lanka needs more about 7.3 million.3o Comparing male-female labor working women to meet growth objectives. The IMF fr p concludes that Sri Lanka could raise its long-term gross highlights the gap. domestic product (GDP) by up to 20 percent by closing the workforce gender gap. ("Model based simulations indicate that closing the gender gap in 50 years could raise incomes by about 21 percent by the year the gap 100 is closed").26 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: lower than its South Asian neighbours and lower than many Sub-Saharan African countries.2 25 Return on early childhood programs can be as high as 13.7 percent. Such programs can raise adult incomes up to 25 percent.29 15 -19 20 -24 25 -29 30 -39 40 + I "Unless Sri Lanka invests in its workforce to enable innovation and increase productivity to MaeAFml meet the needs of the future, it will be trapped in the middle-class status unable to transform its Departrent of Census and Statistics, 2015 economy. This will result in a struggle to compete in the existing knowledge-based economy in the region." Jean Gough, UNICEF Regional Director for South Asia, emphasized at the 2018 Building Brains, Building Futures event in Colombo. Where governments publicly provide or subsidize childcare for pre-school children, women are more likely to receive wages.32 Recent World Bank Group research covering more than 100 economies suggests that support for parents-such as tax credits and early childcare-can increase women's labor force participation. Evidence suggests that pre-school yields comparable benefits. Tax deductions for childcare expenses can ease parental burdens. Such deductions can induce parents to (re)enter the workforce. I "Going forward it is critical for both the private and public sectors to implement regulations and provide incentives for the provision of high-quality crbche and childcare services." Chiranthi Cooray, Chief Human Resources Off icer at Hatton National Bank, and Chairperson of the Prime Minister's Task Force for the 2017 Female Labor Participation Force (FLPF) Strategy? 12 Government's Action towards Childcare Provisions in Sri Lanka With Sri Lankan employers increasingly offering childcare, scalability will benefit from an enabling regulatory framework, from partnership with private firms and from investments in quality providers. The following Sri Lankan government initiatives were underway in September 2018: 1 Amendment of law for maternal and paternal leave: The 2017 Prime Minister's Task Force for the Female Labor Participation Force (FLPF) Strategy suggests a legal amendment to allow for both maternal and paternal post-childbirth leave.334 2 National Guidelines for Child Day Care Centers: The National Child Protection Authority (NCPA) and the Prime Minister's Office have jointly drafted comprehensive National Guidelines for Child Day Care Centers aimed at quality assurance and standardized processes nationwide. The Guidelines set out standards for care centers and extend child eligibility up to age 18. Caregiver training receives due emphasis. The Ministry of Women and Child Affairs sponsors a technical committee tasked with developing a national policy ensuring access and quality, aiming to encourage workforce participation among women.36 3 Curriculum on Child Care Giving: NCPA has drafted a National Vocational Qualification (NVQ) level 4 curriculum on Child Care Giving. Collaborating with the National Apprentice and Industrial Training Authority (NAITA) and the Tertiary and Vocational Education Commission (TVEC), it works to make the curriculum available for those seeking qualification as childcare workers and certifications in caregiver skills.3 4 Investments in Early Childhood Development (ECD): The 2019 budget proposal is expected to set forth significant ECD investments, including a public-private partnership model for facilities, designed to enhance qua lity.8 5 Investments in Daycare Centers: The Department of National Planning has secured a USD 3.5 million loan for opening 2000 daycare centers nationwide and for training 10,000 operators.39 World Bank Group's Women, Business and the Law 2018 Findings on Tackling Childcare As part of its global Tackling Childcare research (www.ifc.org/tacklingchildcare), IFC has collaborated with the World Bank Group's Women, Business and the Law team to study policies and regulations across one hundred economies that can aid or hinder employer-supported childcare. What did IFC learn? * Women's employment stands significantly higher in countries that mandate paternity leave. * More women work for pay in economies with fully paid maternity and parental leave. * More women work for pay where governments offer childcare options. Sri Lanka is not regionally alone in seeking innovative childcare solutions. India, for example, now mandates that employers provide or support childcare, having enacted a new Maternity Benefits Amendment Act, effective Julyl,2017. Median worldwide length of paid paternity leave is five days in the 91 economies that mandate it, which means that maternity leave is 93 days longer on average.40 Support for parents, through childcare tax credits or deductions, can increase pre-school enrollment.41 13 Maternity Benefits in Sri Lanka In June 2018, Sri Lanka's Parliament approved amendments to the Shop and Office Employees Act, [Shop and Office Employees (Pegulation of Employment and Remuneration) (Amendment) Act, No. 14of 2018] (Act) and to the Maternity Benefits Ordinance, [Maternity Benefits (Amendment) Act, No. 15 of 2018] (Ordinance), aimed at enhancing maternity benefits. The amendments remove disparities between the Act and the Ordinance on maternity leave and benefits. They align Sri Lankan law with ILO Convention No. 1030on Maternity Benefits, which Sri Lanka ratified in 1995.4 Amendments to Maternity Benefits in Sri Lanka 2018 Amended Maternity Maternity Leave / BenefitS44 Leave/ BenefitS43 Prior to the Amendment4_ The Shop and Office Act * FulIly paid 84working days of maternity leave for * FulIly paid 84working days of maternity l eave in the event (applicable to) every woman who gives birth to a live child. where there is no living child or one living child at the * Fully paid 42 working days of maternity leave, if the time of confinement. confinement does not result in a live child or * Fully paid 42 working days of maternity leave in the event viable fetus. where there is more than one living child at the time of * Option of up to 14 days pre-confinement leave, confinement. with days taken deducted from post-confinement * Ful ly paid 42 working days of maternity leave, if the maternity leave. confinement does not result in a live child or viable fetus. * Maternity leave additional to other holidays or leave * Option of up tol14 days pre-confinement leave, with days conferred by the Act. taken deducted from post-confinement maternity leave. * Two paid nursing intervals allowed per 9-hour work * Maternity leave additional to other holidays or leave shift for mothers nursing children less than conferred by the Act. one year old (in addition to meal intervals). * No provision on nursing intervals. Interval to be at least 30 minutes if a 'creche' or other suitable place is provided and at least one hour otherwise. Nursing intervals to be taken at employee convenience. Maternity Benefits Ordinance * Fully paid 12 weeks of maternity leave for every * For the first two children: fully paid 12 weeks maternity (applicable to) woman who gives birth to a live child. leave in the event where there is no living child or one * Fully paid 6 weeks of maternity leave if the living child at the time of confinement. confinement does not result in a live child or * From the third child and subsequent children or dead viable fetus. child, or viable fetus: fully paid 6 weeks maternity leave in * Option of up to 2 weeks as pre-confinement leave, the event where there is more than one living child at with days taken deducted from post-confinement the time of confinement. maternity leave. * Two paid nursing intervals allowed per 9-hour work shift * Maternity leave additional to holidays or leave for mothers nursing children less than one year old (in conferred by any other law or regulation. addition to meal intervals). Interval to be at least * Two paid nursing intervals allowed per 9-hour work 30 minutes if a'creche' or other suitable place is provided shift for mothers nursing children less than one year and at least one hour otherwise. old (in addition to meal intervals). * Nursing intervals to be taken at employee convenience. * Interval to be at least 30 minutes if a 'creche' or other suitable place is provided and at least one hour otherwise. * Nursing intervals to be taken at employee convenience. Because women genera ly carry more child care responsibi itythan men do, absence of employer-supported childcare options can impede their participation in paid work.46 Global research suggests that companies investing in childcare can reap multiple benefits. Childcare support can boost labor force quality by fostering women's employability, thereby widening pools of potential workers. It can boost talent retention also. Childcare Facilities in Special Economic Zones Established in 1978, the Katunayake SEZ is Sri Lanka's largest and oldest special economic zone. It houses 82 enterprises from diverse sectors and some 39,000 workers, of whom 22,300 (or 57%) are women (Source: http://www.i nvestsrilIan ka.com/f ree trade-zones/katunayake). In 2015, it launched a childcare facility with capacity to serve up to 75 children ages 2-6. The initiative responded to demand for childcare from garment manufacturers. The facility is managed by a supervisor, four teachers and four nannies. AI| teachers have a Diploma in Early Childhood Education and Primary Education f rom the Open University of Sri Lanka. The facility benefits f rom a parents' committee which meets monthly "Key drivers for the childcare facility in the SEZ were the recruitment and retention of the female workforce as well as the attraction of smaller enterprises to the special economic zone," comments Engineer M K D Lawrance, BOI Executive Director of Zones, who spearheaded establishment of the creche. "The facility represents a value-added Board of Investment of Sri Lanka (BOI) service to enterprises keen on retaining trained employees. It aligns with the Sri Lankan Government in its mandate to empower women and support working women." To establish the creche, a BOI-owned building was converted using BOI funds. Costs are covered by enrollment fees paid by either parents or firms. Firms have different subsidy models, ranging f rom no support to full support. Service costs Ps. 3000 per month. As of September 2018, the crbche served 72 children f rom parents (both mothers and fathers) of 23 employers. Children enjoy a common meal, a nurse and regular medical exams. Based on this experience, there are plans to roll out facilities at other Sri Lankan SEZs. In early 2018, BOI opened a second creche, this one at the Biyagama Export Processing Zone, which houses 53 enterprises. Source: IFC notes from 2076 and 2078 visits to Katunayake 156 * * - * ** - * * -- - A - is Business benefits for recruitment: Viewing childcare provision as investments in their Many observers note that employer-provided childcare work force and in sustainable growth, companies broadens the pool of quality recruits. According to around the world have chosen to go beyond regulatory De Saram, it has boosted recruitment and retention of the country's best lawyers, yielding a near 100 percent requirements. Because workplace creches can play a key role in talent recruitment and retention, firms are maternity return rate. By offering childcare support, WSO2 succeeds in recruiting women employees for its encouraged to explore whether to provide one. Based on case studies with 10 Sri Lankan firms for this report, 24/7 operations even though female recruitment ags the top five business improvements of establishing in the IT sector generally. Childcare support also helps workplace creches are recruitment, retention, LSEG, MAS and Selyn recruit women in remote regions. productivity, diversity, and market access. Business benefits for retention: Firms cite various reasons for offering childcare. Offering childcare can yield substantial reductions in De Saram, Sri Lanka's oldest law firm, provides childcare employee turnover, as De Saram points out. Replacing as part of its recruitment and retention strategy, an experienced employee, even if unskilled, can be costly. 64 percent of its work force being women. Selyn, a The Center for American Progress observes that handloom company utilizing women weavers, needs to businesses spend about 21 percent of a departed provide childcare to operate at all, especially where for employee's annual salary to replace them. Standard cultural reasons mothers seldom work away from home. Chartered reported substantial savings upon hiking its In IT, with its 24/7 operations and non-diverse maternity leave from 84 to 100 days, having invested organizational structure, sector leaders LSEG and in childcare and related initiatives such as extended WSO2 articulate as their corporate values comprehensive maternity leave. attention to the needs of parents and children so as to improve recruitment and retention in the sector. Brandix and Unilever report savings in hiring and A worldwide study estimates that closing IT female onboarding costs after launching childcare. Maternity leadership gaps would add between USD 430 and return rates moved upward, especially among employees USD 530 billion in global output.47 tasked with large portfolios and client relations. At Brandix, a garment worker is expected to be fully A major component in the overall economy, apparel productive after six months. Childcare offered by MAS export is Sri Lanka's leading foreign exchange earner, fortifies workforce stability and retention and augments representing more than 40 percent of total exports and the firm's reputation in areas of low labor force participation 52 percent of industrial exports.48 It is estimated that more among single parents. than 70 percent of Sri Lanka's garment workers are women.49 Childcare initiatives help Brandix and MAS fortify relationships with high-value international buyers, augmenting market access and growth. Their award-winning women -empowering stances also position them as employers of choice. Fairway and Hemas, diversified businesses with multiple verticals, provide childcare so as to improve employee work-life balance and to foster productivity through increased gender diversity. Multinationals Standard Chartered (financial services), and Unilever (fast-moving consumer goods) offer childcare as fundamental components of gender inclusion strategies, focused especially on women in leadership. Beyond these cited benefits, employer- sponsored childcare can promote brand value, secure corporate good will and help firms succeed in markets with high corporate social responsibility benchmarks. 16 Business benefits through productivity gains: Providing childcare can improve productivity through AIA Insurance: Company and Employees Working reduced absenteeism, improved concentration, enhanced Towards Upliftment of Children motivation and hiked commitment. At MAS, the sick leave absenteeism fell by nine percent after launch of a daycare center at MAS Kreeda, Vaanavil. By enabling employees to work through childcare crises, Hemas recoups costs of its back-up on-site care benefits. Selyn supports safe on-site afterschool childcare, thereby boosting productivity and reducing absenteeism. Employees of Fairway, LSEG, Unilever, and WSO2 report greater employee peace of mind and improved greaer mploee eac of indand mprvedshoes. Employees can take paid leave to assist the concentration due to on-site creches... concntraion ue o onsitecreces.program and their involvement is high: enough for AIA to win an award for 'Best in Engaging People I "I am now more focused at work because my child in CR'2015 from Great Place to Work@. At an is here with me at the factory, it gives me peace of annual cost around Ps. 5 million, the program mind to go and visit my daughter during break reaches war torn areas, indigenous communities hours just to see her smile and know that she is in and rescued street kids. Beneficiary communities safe hands of the best caregivers." since 2012 include Kalutara, Jaff na, Mullaitivu, Monaragela - Rathugala, Bandarawela and Father, user of Chittukkal crche Homagama, with rollout in ugama and Kandy at MAS Kreeda Vaanavil. having been slated for 2018. Increased workforce diversity: AIA also supports employees who provide financial Childcare is deemed essential to improving gender help to disadvantaged children through a foster diversity and promoting women in leadership at LSEG. parenting scheme in collaboration with Sri Lanka's Standard Chartered, Unilever and WSO2. These firms Department of Probation and Child Care Services also expect childcare programs to help improve (DPCC). Each participating employee contributes relationships and visibility with key stakeholders, clients, monthly for a year and the funds go to foster child and consumers. WSO2 focuses especially on developing daily needs and education. DPCC visits foster child women in leadership. Women make up 35 percent of its schools and homes to check on progress, ensure entry hires but onlyl9 percent of middle management, school attendance and otherwise help make the with the drop-off attributed to family obligations. sponsorship effective. AIA's health protection WSO2 hopes to redress this talent attrition through policies assist parents to insure their children fast-track career development (coaching and leadership) against medical emergencies and accidents. programs. In 2018 AIA won four awards from Great Place to Work@ for its best-in-class corporate practices, Business benefits through enhanced corporate including an award for 'Best Workplace for Women' reputation and access to markets: recognizing its long-term women-friendly Brandix and MAS both report that their childcare commitment. initiatives further enhance their reputations as "employer of choice" in communities where they operate. They also cite their initiatives for strengthening relationships with high-value international buyers, thereby augmenting market access and growth. 17 Unilever supports work-life balance with six months maternity leave, three weeks paternity leave, extended Poor access to high-quality chi dcare is a leading reason for parents with children to drop out of the labor force. career breaks, flexible scheduling, and agile working This can yield lower household incomes and lost programs. Hemas and Standard Chartered provide two weeks of paid leave to new fathers. Diesel & Motor opportunities for workplace advancement. Poor childcare access can also affect life choices of those who continue Engineering (DIMO) recently inaugurated five-day leave wo g A for new fathers. Its parental leave now covers adoption workng.A fthe inervewe fo th 207 IFC ackingand it offers 84-day paternity leave in case of the mother's Childcare Mindtree case study (Mindtree being a large IT death due to child birth. employer in India) illustrates:'I was offered a salaryfrom another company that was 30 percent higher, but decl ined the offer, as I wanted to stay at Mindtree, where "It was truly wonderful to have a few hassle-free I could visit my young son two or three times a day at the days when I was most needed at home upon the on-site creche.s0 arrival of my newest family member. Those 5 days allowed me to feel the real bliss of fatherhood. "Initially when I used to carry my son's bag filled Thank you DIMO! " with diapers and food to drop him at the creche, my colleagues used to make fun of me, whereas over time they have understood the importance National Development Bank has introduced schedule of the role of a father. Driving from home and bc ise mye ondiatier. wvith m son hih ad flexibility whereby mothers can work from 7:30 a.m. to woul nsmyotnant tcmpe fithmyo anhing el 4:00 p.m. instead of normal hours so that they can drop children at school and be home after school. The bank Father, WS02 reminds mothers to use their breastfeeding breaks. It also offers paternity leave and plans to introduce adoption leave as well. AIA Insurance began offering The 2015 State of the World's Fathers report finds that 1dapaid e leave a n b0a frin wome spnd wo t te ties mre imeon cildare100 days paid maternity leave and 30 days for adoption in 2014. When a child is five to six months old, mothers than even those men who engage in some childcare. may cut two hours off the standard work day and for Lack of paternity leave for new fathers may be part of the six month to one year olds they may cut one hour. problem. Upto77 percentoffatherssaytheywould work AIAfathers receive a week's paternity leave. For children less if it meant they could spend more time with their born with special care needs, mothers can request children. In Sweden, every month in paternity leave taken extended paid leave. hikes the mother's income by 6.7 percent as measured four years later, more than she lost by taking parental By cutting stress and promoting work-life balance, leave herself.51 workplace crLches support employment retention among parents. Employer-supported child care also 2017 Bright Horizons data from more than 2000 United facilitates dual earning households and shared parental States parents using a workplace creche found that52: responsibilities. * 84 percent of female managers reported that the creche boosted pursuit or attainment of higher position * 91 percent reported that the crLche boosted integration of personal and professional demands * 79 percent reported that the creche reduces stress in managing work and personal duties 18 Corporate Social Responsibility (CSR) Arm of Hemas Holdings PLC (box) Refurbishes the Childcare Center at the Welikada Prison In February 2018, Hemas Outreach Foundation, the CSP arm of Hemas, helped refurbish the childcare center at the Welikada prison. The Ps. 3.5 million project enhances the lives of children residing at the prison with their incarcerated mothers. The upgrade included bedding, sanitation and a play area. It emerged from a larger 'Piyawa ra' project launched in 2002 along with the Children's Secretariat of the Ministry of Women and Child Affairs. Piyawara assists deprived children within an ECCD f ramework, supporting 44 pre-schools across the country. "The management and staff at Hemas place immense value on Piyawara Singithi Diriya and extend their support towards the success of this project," said Hemas Outreach Foundation Executive Director, Shiromi Masakorala. She added that the project provides a platform for implementing ongoing eate init line with Hemas'CSR priorities. "We will continue making investments into ECCD and assisting the Government of Sri Lanka address a national need," Ms. Masakorala said. Source: Extracted from the article "Hemas Piyawara Unveils Childcare Center at Welikada Prison." Published in The Daily Mirror.wvww.dailymirror.lk Februaryl4, 2018 Economy Examples Austria Parents each receive an additional bonus cash payment if they share their leave equally or at least 60:40. France Parents receive highe postnta parey both take some leave. Italy Parents receive an additional month of leave if the father takes at least 3 of the initial10 months Germany Parents receive pay for an additional 2 months of leave if they each take at least20of the initial 12 months. Japan Parents receive an additional 2 months of paid leave if they share the initial 12 months Korea, Pep. The second parent to take parental leave (typically the father) receivelOO0% of his wages up to the ceiling for 3 months. The first parent receives 40%. Norway Seventy days of the total postnatal parental leave period are reserved for each parent. Portugal Parents who share the initial 120 days of parental leave receive an additional 30 days. Romania The parent who did not initially request parental leave (typically the father) is obliged to take 1 of the 24 months of leave. Sweden Ninety of the 480 days of paid parental leave are reserved for each parent. Source: Women, Business and the Law database 19 Chi dren with early education and childcare perform better in school, stay healthier and become more productive adults than those without it. Sri Lankan companies profiled here have focused not only on physical facilities, but also on such dimensions as early childhood education, pre-school curricula, learning goals, and staff training. Fairway requires that all creche staff complete professional training. One junior staffer, for example, earned her Foundation Certificate in Children's Service from Mother's Touch International Academy, which offers early childhood education qualifications and is endorsed by the Child Protection Authority.3 On top of providing creches, MAS and Selyn offer early childhood education curricula that have produced good school performance results. A qualified teacher at De Saram brings to bear 18years' experience in age-appropriate learning. She helps schoolkids with homework, freeing parents from that burden, and incorporates enrichment activities like arts and crafts, free play, celebrations and dance. 20 UNICEF, Building Brains, Building Futures 2018 The early moments of life offer an unparalleled opportunity to build the brains of the children who will ultimately build the future. But too often, this is an opportunity squandered. For nations, the cost of not investing in a child's early moments is a generation with poorer health, fewer learning skills and reduced earning potential. It is a weaker economy and a greater burden on health, education and welfare systems. It is intergenerational cycles of poverty and disadvantage that hinder equitable growth and prosperity. For children, especially children from disadvantaged communities, the price of this failure is lost potential. The science is clear: A child's brain is built, not born. The process begins before birth and involves a complex interplay of neural connections that are shaped by experience and environment. In the earlyyears between conception and 5years of age, these neural connections occur at lightning speed - a speed never again repeated. They establish a foundation of development that will help children grow, learn and thrive. This process is fueled by adequate nutrition, protection from harm and responsive stimulation including early learning opportunities. Unfortunately, many millions of children around the world, including in Sri Lanka, are deprived of the elements that foster optimal brain development. They do not have nutritious food or health care; they are not protected from violence, extreme stress, pollution and conflict; they are starved of responsive stimulation from a caring adult; and they miss out on opportunities to learn. Negative experiences can slow down and alter how neural connections are made in a baby's brain. They can impact a child's ability to grow and learn, and they can even reduce future earnings by up to 25 percent. For example, exposure to violence, abuse and neglect can produce toxic stress, which when prolonged and extreme, can interfere with the development of neural connections. These deprivations can limit a child's development and harm their opportunities in the future. For nations, the loss of individual potential can turn into an unhealthy and ill-equipped workforce. It hampers economic growth and strains education, health and welfare systems. It leads to cycles of deprivation and dependence that can continue for generations. The Heckman curve: The highest economic returns come from investment in a chi d's earliest moments U E -rogmmsta-rttardthearieya- E - .hoo rocm 0 Preneral 0-3 - School Post.school NOTE: The X-axis is the age range for children and the y-axis is the rate of return to investment in human capital. Source: James. Heckman, The Heckman Curve This graphic shows that the highest rate of the economic returns comes from the earliest investments in childen, providing an understanding that society invests more in later development when it is often too late to provide great value. It shows the economic benefits of investing early and building skill upon skill to provide greater success to more children and greater productivity and reduce social spending for society. Source: UNICEF, Building Brains, Building Futures2018 21 Emp oyee preferences are important to understanding demand for employer-supported childcare. Reflecting cultural and social norms, childcare demand can be considered across four dimensions: availability, affordability, accessibility and quality. QUALITY *Doesmy chidlearn andsthr? * -Whata ategiers educatina ACCESSIBILITY AVAILABILITY *Can lget ychIld *Ae plas tothe eit,n avalble *Istransportsafe *schldca,e andaffortable? a ilat * ' Ca "lgtt 'y time neded? childduringthe scldcre workda? avalable dur,ng .Can Ifind emergenies Infrmation about (ilnes, h.oo childcareopti,on ? AFFORDABILITY * Can Iatfrd to payfo, chlda *. o want to pay f,childcare? * Am I arning enough afr ,payng f, c,hldca,e o ake rking wotohwhle? Source: Figure 3.1b. FC. Tackling Childcare: The business case for employer-supported childcare.2017 refers both to overall childcare in a locality MAS provides bus transport and Selyn in Kurunegala and its fit with parental working hours. The Unilever provides bicycles to support worker commutes. Both on-site creche is currently managed by third party may be unsuitable for children, however. For parents of Humming Birds, which staffs two work shifts with a infants and toddlers, especially breastfeeding mothers, qualified head mistress, teachers and caregivers. proximity to work or off-site creche may be paramount. Part time care can be arranged at the Unilever site on Transport can be awkward also with older children such weekdays, and Saturday drop-offs at the Humming that parents may prefer childcare closer to school. Birds site can be arranged for a special rate. Parents Employers may benef it from offering van service for can share a night meal upon picking up their children. creches. refers to the interaction of baseline costs refers to a range of factors, from simple safety and financial support like subsidies and allowances. to developmental concerns like cognitive and emotional Employers carry all costs, share costs evenly with skills acquisition. Application of early childhood education employee parents, or subsidize some over others science is highly pertinent. Especially in higher-income Fairway and De Saram provide their on-site cr6ches countries, cr6che care is regulated, with governments free of charge. MAS provides it at a subsidized rate of determining maximum group sizes, ratios of children to only Ps. 750 monthly. caregivers, caregiver qualifications, and physical facilities (World Bank Group, 2018). Fazeela Dharmaratne founder refers to the ease and safety with which of CeeBees which provides third-party childcare to clients childcare can be reached. Many employees live quite far including LSEG, MAS and WSO2, comments: "The trust from their places of work. In Colombo, getting to work factor is the most important aspect of providing quality can involve prolonged commutes, which might be childcare."14 unsafe or unhealthy for children. Transport challenges may be especially acute in rural areas, where travel Employers can address these dimensions from various modes among home, creche, and workplace may be standpoints, depending on their own priorities and those nonexistent, constrained, or overly time consuming. of their employees. Consulting with employee parents is key to fashioning effective childcare across the four dimensions. Critical also is to grasp cultural and social norms influencing both demand for and supply of childcare. This report includes a childcare demand survey (Annexure A) which can help employers shape priorities and anticipate challenges on whether, how, for whom, of what type and at what cost it may want to support childcare. 22 Sri Lankan case studies in this report il ustrate varying approaches to childcare support, responding to diverse share a n a workplace consortium, multiple employersshra employer priorities, employee needs, employee crbche facility. This pooling model often succeeds in demographics, resource availability, financial constraints business parks, special economic zones and office and other factors. Support can range f rom simple and buildings with multiple employers. Negotiations among uniform to highly customizable. It varies also according participating employers may be challenging but expenses to service and accountability arrangements struck with and oversight responsibility can be cut though pooling. third-party providers. As noted above BOI has launched consortium creches in Katunayake and Biyagama special economic zones (see text box on page 15) When sufficiently subsidized and high-quality, on-site creches earn greatest perceived value among employees "The Municipality of Colombo wants to be a place for and highest return to employers, compared with other happy, healthy and safe citizens (including women and options. For firms with adequate space, an on-site creche children). Only through public private partnerships will can make a powerful statement about company values we be able to better support the important agenda of and culture. It features high convenience and visibility, early childhood development. To this end, the Municipality making it especially valuable on recruitment and of Colombo is in the process of exploring a Workplace retention. Nursing mothers particularly may favor on-site Childcare Consortium around childcare provision for creches. On the other hand, on-site creches can be employees in Colombo's fast-growing hospitality sector. resource intensive and expensive to establish and This could boost parents' labor force participation operate. They may be infeasible for multi-location firms. (especially that of women); support children's educational On-site creches can maximize parental proximity to outcomes; enhance customers' travel experiences; increase children, especially vital for infants. Unilever encourages hotels' business performance and the municipality's employees to observe their children through closed- tax revenues," says The Honorable Rosy Senanayake, circuit television software installed on their computers. (first female) Mayor of Colombo. Its women employees stress its childcare and maternity benefits as key reasons to keep working there, as high retention rates and 100 percent maternity return rates Back-up childcare confronts both predictable situations attest. Other firms with on-site childcare, including like school holidays and unpredictable ones like failure Brandix, Fairway, De Saram, LSEG, MAS, Selyn and WSO2 of usual childcare arrangements or child illness. Back-up also report that parents greatly appreciate visiting their care provision can come from on-site, third-party and children during the work day. consortium creches or in other ways like bring-your- child-to-work arrangements. Hemas has launched a pilot backup childcare facility (KidZone) at its head A tie-up is an arrangement whereby an employer secures office for children age three to twelve. It is meant not crbche service for its employees from a third-party provider. for regular childcare but for relief when regular childcare The employer may pay fees fully or partly and may also arrangements fail. Hemas may use the pilot experience negotiate reduced fees for its employees. Outsourcing to explore more comprehensive childcare support. to third-party providers can help employers offer more flexible options like back-up care and matching extended SheWorks member Virtusa, a NASDAQ listed digital work hours. Employers of course avoid having to build engineering company headquartered in the USA, and operate creches themselves. In the sample here, operates as a leading offshore technology services outsourced provision is more common than are internally provider in Sri Lanka and employs a significant share of managed programs. Third-party childcare providers in its total workforce of over 19,000 from within the country. Sri Lanka are (see Annexure B) currently scarce, It is in the process of creating a child friendly work space however. LSEG, MAS and WSO2 have outsourced creche which caters to children over 3 years of age. This initiative services to CeeBees Pre-school and Childcare Centers. is expected to provide an opportunity for parents to Parents may place children in any available CeeBees oversee children from an adjoining work station while center after age two. Brandix, Standard Chartered and the children are kept safe and occupied in these spaces. Unilever also outsource their childcare management. The company also encourages employees to bring their The main down side of tie-ups for employers may be kids to work in order to create a family-friendly work reduced control and accountability. Employees of course environment. miss the easy visitation provided by on-site creches. 23 Providing emplover-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-all' approach to children good life starts, it is important for em ployer- provided childcare. Firms profiled W parents and employers to coordinate closely in here illustrate that the business case for devising employer- provided childcare. Sri employer-supported childcare can vary by Lan kan parents often prefer home chi ldca re sector and location, and that support can be over outside providers. Yet studies show that delivered in various ways, from emergency children from six months to four years of age back-up care to high-quality on-site programs. can benefit from daycare, especially from Some leading companies provide more than quality instruction, structure and social lessons. one type of support, especialIly when they have Employers profiled here benefit from active i W off ices in multiple locales. An employee parental involvement in designing and Ichildcare demand survey (refer to Annexure A) implementing childcare solutions. Parents Mgcan guide employers in choosing among drive the demand for quality childcare and support options. parental committees contribute greatly in planning and execution. Supporting both mothers' and fathers' childcare needs is critical. Supporting mothers' r 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 benef its. Alternative work arrangements such as part-time or flexible working hours, career by choice, and career breaks may further reinforce benefits derived I from employer-provided childcare. 24 For Policy Makers *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 em ployer- provided childcare. Global evidence J' demand for childcare can generate significant suggests that spending on early education and job opportunities, while boosting labor force childcare raises women's workforce integration for established or informal participation and reduces gender gaps.s5 caregivers. With limited availability and To these ends, tax credits and other financial goigdmnfrchlae,tresaneed support for parents and employers can be to ensure that quality is not compromised. useful.56 Governmental tools supporting 7Care providers - in partnership with the em ployer- 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 expanding coverage. mgmore providers offering high-standard UP 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 complement childcare include paid parental leave, pre-maternity and post-maternity return to work benefits, breastfeeding/lIactation facilities, and paid breastfeeding breaks.57 Since For Investors governments may benefit f rom mandating There is an opportunity to invest in the workplace practices that make employing 161supply side of the market. Some Sri Lanka n women more costly than employing men, FW employers keen to offer childcare hold back rw they should consider establishing funding Aidue to a dearth of quality providers. Investors mechanisms for employer assistance. may therefore find opportunities on the Poliy mkerscanalsohel ensre ualiy L supply side, furnishing capital for providers Poliy mker canals hep enurequaityand entrepreneurs. Investments could support control. Vocational training and skills market entry, infrastructure expansion and development agencies can devise and enforce site rol louts for domestic providers. Peputable standards and regulations and also help international providers might also want to establish quality caregiver training and explore Sri Lanka's market. certification on child management, nutrition and health. Governments can also establish technical assistance funding for small and medium enterprises on creche planning and operations. 25 . ... . ..... k - a .. . . Brandix Essentials Ltd Brandix Essentials Creche Facility Focused solutions to Increase the Diversity Ratio Brandix Essentials Ltd is part of Brandix Lanka Limited. The Brandix Group engages in apparel solutions for brands such as Victoria's Secrets, Gap Inc., M&S, etc. Employee Profile: Brandix, a member of IFC's SheWorks partnership in * 31 percent of 242 employees (executives and Sri Lanka, is a $700 million company employing over above) are women (76 women; 166 men) 35,000 people (of whom 80 percent are women) across * 5 percent of 21 Senior Management staff are 24 locations in Sri Lanka. In addition, Brandix has women (1 woman; 20 men) production facilities in India and Bangladesh with an * 25 percent of 118 middle management are average of 3000 to 5000 people employed in each of women (29 women; 89 men) the facilities. Brandix Essentials has four manufacturing Brandix Essentials Ltd supports working facilities in Sri Lanka. The recently built futuristic center in parents through: Ratmalana (a suburb in the Colombo District) employs over 242 employees of whom 31 percent are women. * On-site childcare center at Patmalana A creche facility was bul t for employees who are * Doctor and nurses serve employees as well as executives and above to strengthen the diversity ratio children across the talent pool towards further promoting an * On-site breastfeeding accommodation at the inclusive workforce. lactation room * Special nutrition meal provided for expecting Employer-supported childcare can address business mothers challenges such as absenteeism, low productivity and * Facilitation of flexible-work arrangements high turnover. For example, maternity return rates in * Wellbeing programs as a part of employee Sri Lanka's garment industry are estimated to be as low engagement as 27 percent (as per a 2018 baseline survey in this sector). * Educational scholarships for workers' children The creche facility at Brandix Essentials, Ratmalana was * Free transportation to safely shuttle staff back pioneered by two Brandix employees who became and forth from work mothers back in 2011; determined to return to work post * On-site health clinics, discounted grocery maternity, they received the company's support to rent shopping, pregnancy care, childcare, family an apartment with two nannies in Ratmalana. As the counseling and funeral benefits, for workers number of children grew over time, the cr6che was and their families moved to another location within close proximity to the Key business impacts of offering childcare Brandix office premises. Both fathers and mothers can support: avail themselves of the childcare benefit. In March 2017, Brandix Essentials created an in-house creche facility * Improved gender diversity ratio across the with a focus to increase the diversity ratio for executives talent pool and above. * Increased employee productivity and bottom line benefits 'La Petite Fleur' is the name of the childcare provider at * Strengthened relationships with high- the Ratmalana facility. There are seven staff, which value, international buyers, hence ensuring includes four nannies and three teachers. The cr6che greater long-term market access and facility can accommodate 60 children between 4 months growth opportunities and 8 years old and is currently occupied by 30 children. * Enhanced reputation as "Employer of The facility includes specially designed equipment that Choice" in the industry and country is child-sized, a play area, and a lactation room. The creche also benefits from a doctor on call. Opening hours are from 7:45 a.m. to 6:15 p.m. accommodating the shift "Employees are motivated, committed and better schedule from 8:00 a.m. In the event a parent is working focused at work, knowing that their children are late, special permission can be granted for a nanny to stay safe and only a few steps away from them. This back for longer and be paid overtime. The cr6che facility has led to substantial impact on productivity due is also extended to other Brandix employees who live close to Patmalana. A WhatsApp Group connects al I the to reduction in attrition and improvements in parents who are part of the parents' committee who also product quality." meet face-to-face on a monthly basis to discuss al matters related to the childcare services. At Patmalana, Dilhan Fernando, Deputy General Manager, parents also have the option of "day drop off" and avail Brandix Essentials Ltd. themselves of the crLche as backup care option for parents who are not regular users. 27 "Gap Inc.'s P.A.C.E. programme has delivered Childcare facility at Brandix immeasurable value to many of our Associates, Visakhapatnam (Vizagl India contributing signif icantly to their progression in the work place and in helping them maintain a In India, the company has over 18,000 employees healthy work-life balance over the years." (82 percent women) and 200 buses bring theAlles, Head of Corporate Social workers from their villages around Vizag and drop Auh le,Ha fCroaeSca them back home. Responsibility, Brandix e g f y h a h One of the objectives for Brandix is to reduce their hiring e p s cn and onboarding costs and encourage higher maternity y o s r a m a c s fr return rates, especially for employees who are responsible for large portfolios and client relations. As an employee is Brandix CEO Ashroff Omar told Sunday Island: expected to be fully productive after 6 months, childcare "Of the O,000 people we plan to recruit over the support contributes to improved attrition rates. Brandix next 12 to 18 months, 8,500 wilI be women." strives to promote an inclusive work culture that gives people the confidence to realize their full potential, Source: Brandix Vizag tojack up production by over professionally and personally. As part of their diversity and 50 percent, to hirelO,000 more workers, The Island, inclusion strategy, Brandix participates in GAP Inc.'s J u ly 2018. flagship initiative- the P.A.C.E. program- since 2007 to provide female garment workers with life skills, technical training and support.18 Efforts to support the childcare needs of their employees in P.ACE. Program with GAP Inc. compliance with local and international regulations and standards are enhancing Brandix's reputation as "Employer Launchedin2007,GCapInc.'sP.A.C.E.programmeis of Choice" in their respective communities of operation. conducted inl6countries including Bangladesh, To date, Brandix has only one childcare facility in Sri Lanka Cambodia,China, India, Indonesia, Jordan, Myanmar, (seen as a pilot project). Brandix is currently exploring how Pakistan, Vietnam and Sri Lanka.Research indicates that to further expand their employer-supported childcare. The company's investments in childcare are also helping P.A.C.E. graduates are more productive, have lower ratescopn'ivet nsinhldaerelohlig of absenteeism, and are promotedfasterthanfactory strengthen the relationships with high-value, international buyers, hence ensuring greater long-term market access and growth opportunities. Beyond workplace development skills, program participants learn basic concepts of family law-such as how to handle divorces and property issues-in sessions conducted after04 work in a classroom environment. Brandix pays for overtime and transportation costs. Reproductive health topics around abortion, family planning, sexual relations and sexual diseases etc. are also discussed. Sixty percent of P.A.C.E. participants across the Group have developed skills that have led to promotions. In addition, the respective plant's absentee, turnover and retention rates have allI improved.N Source:161 Brandix female Associates inspired through L Gap Inc.'s P.A.C.E. programme. Daily FT,October 2018 I The most pressing HP issue is retaining the workforce. The typical track for a female garment worker is that she'll get a job at a young age, work for a couple of years, save money for her wedding, get married, and then settle down at home and care for the family.5" Ishan Dantanarayana, Group Chief People Off icer, Brandix Group 28 FAIRWAY Investing in Parents through Childcare Benefits Founded in 2004, Fairway Holdings (Pvt) Ltd is a market leader in luxury residential and commercial high-rise developments. They extended their business acumen to diverse ventures in Leisure, Aviation, Trading, Employee Profile: Pharmaceuticals, Financial Services, Bio Technology and * 24 percent of 750 employees are women Renewable Energy. Their leisure portfolio includes the * 32 percent of the Senior Leadership Team Fairway Colombo, a 180-room hotel in Colombo Fort, and (reporting to the CEO) are women the recently launched Fairway Sunset in Galle, a hotel * 22 percent of the new recruits are women with 65 luxury rooms and 19 luxurious serviced apartments. * 30 percent of applications received to fill With more than 7 office locations and an average of 9 vacancies are women construction sites, the company employs over 750 * 36 percent of newly promoted employees are employees of whom 24 percent are women. Fairway women Holdings follows a business model which focuses on * 14 percent of female and 11 percent of male wealth creation for all its stakeholders and sharing wealth employees have children younger than age with its employees and the community. Fairway Holdings five is a member of the IFC-led SheWorks Sri Lanka Partnership. Fairway Holdings supports working parents through: * Fairway Creche which can accommodate 8 children * Free of cost childcare benefits * Extended maternity leave on a case by case basis * Medical support * Overtime time exemption and flexible working hours Key business impacts of providing childcare The decision to establish a creche was part of the support: leadership team's commitment to the company's diversity * Significant improvements in retention of new and inclusion efforts. The Chairman, Hemaka de Alwis, mothers and his wife, Sundari de Alwis, were personally involved * Building a gender diverse organization in the creche project from inception to execution. * Strengthening the company's reputation as a A committee was formed involving the human resources family-friendly employer department, a cross functional business team, and parents to make sure that the best facilities were provided and that every child's need was handled with the appropriate care. The Croup HR Director, Chinthaka Premaratne, also reached out for guidance from other companies who had piloted similar childcare initiatives such as Standard Chartered Bank and WS02 (both featured in this report), as well as the Child Protection Authority to ensure the facilities and resources adhered to the country's required safety standards and regulations. The Fairway creche is managed internally and not outsourced to a third party. It is mandatory for all staff to have undergone a professional training if they are to work at the creche. 29 The Fairway Cr6che was officia ly launched on January 18, 2018,60 at the Head Office which has 750 employees, 24 percent of whom are women. The cr6che is open to children of all employees. It can accommodate up to 8 children within the age group of 4 months to 5-year-old and currently has a waiting list. The company has invested approximately 4.5 million rupees and incurs a monthly operational cost of 150,000 rupees. The employees of Fairway receive the childcare benefit free of charge. The crbche facility is staffed with qualified teachers and is equipped with child-friendly furniture, a lactation room and play area. It follows a high allergen-proof health and safety standard in a I materia s used. A parents' committee convenes monthly to address any challenges. The parents also provide meals, snacks and change of clothes. They log In addition to chi dcare support, the company offers in and out every time they drop and pick-up the child from various additional services on a case by case basis for the crbche. A log book is maintained daily which tracks the nursing, expecting mothers and maternity returns by child's progress on health, sleeping schedule, meals, diaper providing flexible working hours, extended maternity change, speech and social traits etc. leave, medical benefits, etc. Fairway has experienced a growth in the maternity return rate compared to previous years, which now stands at 100 percent. Fairway Holdings believes that an on-site company cr6che tends to have the greatest perceived value to employees and improves work-life balance as part of their broader corporate objectives of increasing gender diversity. Investing in parents through childcare benefits also leads to building a reputation as a family-friendly employer and thus attracts the best quality of talent in the market. 30 FJ G de Saram Pioneering Daycare as a Concept since 2000 F. J. & G. de Saram, established in 1841 in Colombo, is F. J. & G. de Saram has always had women among their the oldest and one of the largest law firms in Sri Lanka. workforce, with the first woman lawyer hired in the late It is a full-service law firm providing legal services in all 19SOs. Today, the law firm has over 100 employees out areas of corporate and commercial law to its clientele of whom 64 percent are women. Eighteen years ago, which includes leading business houses in Sri Lanka and two young attorneys and mothers Ayomi AIuwihare, the majority of the transnational corporations engaged professional assistant (currently, Precedent Partner), and in business in Sri Lanka, including Fortune 500 companies Shehara Varia, professional assistant (currently, Partner), and multilateral agencies. The firm is also consistently identified the need to open a daycare facility at the law ranked by many of the global and regional legal firm as they wanted to continue their career and fulfill directories as a top tier firm in Sri Lanka in the practice their roles as mothers while being productive at the areas of capital markets, project finance, banking and workplace. The Precedent Partner at the time, Udaya mergers and acquisitions. Kadurugamuwa, was open to the suggestion and requested them to submit a business case. At the time, The legal profession globally is male-dominated. women made up about 68 percent of legal professionals According to a 2013 study of 86 countries (representing in the firm and the business plan for the creche was 80 percent of the world's population), women began to approved with immediate effect with the mothers having join the legal profession in significant numbers worldwide taken the ownership of setting up the creche by in the 2000s.1 The situation is significantly different in themselves. Sri Lanka, where women are said to make up 65 percent among aw professionals of the Bar Association of Sri Lanka.2 It all started by converting a room in the office and employing a qualified nursery teacher who is still running the daycare. The cr6che caters to children from five months to any age above and is open both to children of male and female professionals working at the firm. Children who are less than two and a halfyear old are expected to bring their nannies to ensure that al needs are taken care of. The teacher is aware of the necessary skills and knowledge that are required to be imparted for each age group and supports the children with school homework which enables the parents to spend more quality time once they get home. To keep the children engaged, the creche conducts different activities such as arts and crafts, playtime, celebrations, dance classes, etc. Founders of the F..& G.de Saram Creche Facility 31 The facility is provided free of all costs to the employees In addition to the daycare facility, the firm provides who are professionals and can accommodate up to 10 extended maternity leave, work from home and flexible children. Opening hours of the creche are from 2:00 p.m. work hour arrangements upon request. For non- to 6:00 p.m. as it is currently catering to school-going professional staff, there is a separate provision for children. One of the key challenges faced while running childcare, at the discretion of finding an external facility the daycare was the retention of the creche facility on their own. F. J. & G. de Saram has noticed positive assistants. However, as the children grew older, their business benefits because of their childcare efforts. needs also evolved, and a cal was made not to employ They have seen a close to 100 percent maternity return full-time working assistants. rate since the childcare facility was launched and the percentage of women professionals in the firm has remained high. In recognition of its support to working parents, the f irm received the "Best Firm in Sri Lanka" award by Asia Women in Business Law Awards in 201]. 32 KidZone - A Back-Up Care Arrangement One of Sri Lanka's fastest growing conglomerates, Hemas Holdings PLC, a member of IFC's SheWorks partnership in Sri Lanka, touches the lives of millions of loyal customers with their wellness, leisure and mobility Employee Profile: services. Over a span of nearly seven decades, Hemas * Total employees: 6755 has delivered an award-winning range of diversified * 28 percent of Hemas employees are women products and services that continue to help enrich lives, (excluding Hemas Hospitals: 17 percent are empower businesses, and make a positive contribution women) to the nation's economic development. * 68 percent of employees in Hemas Hospitals are women Hemas is committed to improving diversity and providing * 13 percent of Board of Management members equal employment opportunities for everyone. Retaining are women and empowering women leaders is part of the group's overall diversity strategy. Currently, out of 67SS employees, Hemas supports working parents through: 28 percent are women (inclusive of the hospital staff). * KidZone, a back-up childcare arrangement However, excluding the hospital staff (where the majority - MumZone for lactating mothers of the staff are women) only 17 percent employees are * MedZone for all employees women. The Group has in place a goal to increase the - Paid Maternity Leave (100 days), Paternity Leave gender balance to 25 percent by 2020 (excluding (10 days) and Adoption Leave (same as the hospitals). The Group's strategy to meet these targets maternity and paternity benefits for a child includes a variety of corporate policies and programs that under 1 year, and half the benefit for a child include childcare support as part of 3GOYou, the Group's between] and 5years) employer value proposition. * Flexible Work Solutions (such as flex-time and part-time working arrangements) Key business impacts of offering childcare support: " Contributing to the broader strategy of being a diverse and inclusive company " Gender diversity ratio at Hemas Hospitals has increased from 65 percent (2017) to 68 percent (2018) " Building a company reputation as a family- f riendly employer " Supporting recruitment and retention strategies 33 A back-up care arrangement was set up as a pilot initiative at the Hemas House (headquarters of the Group) with a specialiy designed space for children that can accommodate up to 10 children aged 3 to 12 years old. This age group is considered to be one that can be managed by the parent without supervision by additiona staff (such as a creche supervisor or nannies). This a lows parents to "hot desk" from one of the adjoining work stations and have a peace of mind that their children are safe and occupied. This space is not meant to replace regular childcare arrangements but was designed as an option to be used when regular childcare arrangements fail, as they occasionally do. The facility also provides a MumZone for lactating mothers and a MedZone for al employees who are feeling unwell or need to rest during the work day. Moving forward, Hemas recognizes that its effort to retain working parents is going to be a game changer and the pi ot KidZone will help further determine their employees' future demand for other childcare services in other business units and ocations. The business benefits extend beyond the comparably sinai number of emp oyees who directly use back-up care. The KidlZone provides access to the talent poo Hemas wants to recruit and retain which also contributes to the broader strategy of being a diverse and inclusive emp oyer. The Group is also considering collecting more comprehensive gender dlisaggregated data on the success of its existing back-up care facilities, including data on employee satisfaction and retention, and use this data to further strengthen the case for clhi dlcare support. In a regional analysis of diversity in the workp ace pub ishedl by Cornerstone Partners LLP in the UK, 2017, Hemas was ranked amongst the toplo0 most diversity-f riend y corporate institutes in Asia."3 Hemas is on a quest to bul d a strong employer brand associated with diversity and inclusion in addition to other areas of a holistic employee experience like wellness. 34 35 On a Journey to Fostering an Inclusive Work Culture LSEG Technoloq Founded in 1996 and headquartered in Colombo, former MillenniumIT now rebranded as LSEG Technology, was acquired bythe London Stock Exchange Group (LSEG) in October 2009. Known as one of the largest Employee Profile: technology companies in Sri Lanka, the organization * 23 percent of 550 employees are women (126 employs over 500 professionals of whom over 20 percent women; 423 men) are women. The company's 22-acre campus in Malabe * 20 percent of 11 Senior Management staff are was established in 2008 with state-of-the-art facilities, women (2 women; 9 men) including a gym, swimming pool, cr6che, a cricket * 15 percent of 220 Middle Management staff are ground, and a cafe. The vision for this campus facility women (33 women; 187 men) was to recruit and retain the best talent and create an inclusive culture that is different to that of a traditional LSEG Technology supports working parents office setup. LSEG Technology is a member of the through: IFC-led SheWorks Sri Lanka Partnership. * Cr6che support, including during late working LSEG Technology operates in a highly dynamic and hours disruptive work environment and believes a diverse and * 90-day paid maternity leave inclusive workforce will boost financial performance, * 3-day paternity leave innovation and staff motivation. The company is * Extended maternity leave up to 9 months on no determined to practice an inclusive work culture which salary basis enables and values the contribution of all employees * Designate lactation room and doctor on call regardless of gender, age, race, disability or sexual * Flexible working hours and work-from-home orientation and to foster an environment where everyone options feels they belong. Key business impacts of offering childcare support: * High retention of new mothers and parents * Key building block for diversity and inclusion strategy The creche, which is located at the aforementioned campus premises, can accommodate up to 30 children from 4 months to 12 years of age. Currently it is occupied by 20 children. There are two types of care: one for infants aged up to 18 months, and the other is general care which focuses on early childhood development. Providing childcare benefits has been part of the offering The creche is managed by one supervisor, two teachers from the inception of the organization, but it became and six nannies. The facility also houses a lactation room, part of the overall LSEG Sri Lanka's formal diversity and play area, sandpit, child-sized amenities, and a doctor inclusion strategy in the last 2 years with a scalable on call. The creche fee is subsidized for the parents solution across all the business entities within the employed at LSEG. Those working at other Sri Lanka country. The organization understood that parenthood locations such as in Maradana and Bamabalapitiya are is often a point when companies lose experienced given an option to use this Malabe Creche or any of the employees (mostly women) and decided to provide a other CeeBees facilities at the same subsidized rate. creche to increase the balance between work and Among the existing cr6che users, 20 percent are fathers raising a family, a progressive move in the industry at and 80 percent are mothers. the time. Initially the creche was run by a few nannies until the number of children grew significantly and the company decided to outsource it to a professional third-partyvendor, CeeBees Pre-school and Childcare Centre, in 2013. 36 Serving in the IT sector can be challenging as a significant number of clients are based across the globe in different time zones which can translate to late night and early morning engagements with clients. The operating hours for the creche are from 9:00 a.m. to 6:00 p.m. Accommodating childcare beyond these regular working hours was initially a challenge. However, overtime the creche staff adapted a healthy routine to cater to this additional requirement by customized requests made directly to CeeBees' head teacher when required. Every year, the creche contract with CeeBees is presented for renewal and the creche management treats this as an opportunity to review and benchmark their own services and modify or improve their offering. Any challenges parents face are addressed by CeeBees directly. In the unexpected event that an issue needs to be escalated to the company management, employees utilize an internal portal to communicate and have monthly follow-up meetings with the management to resolve any issues. In the last fiveyears, the proportion of women among new graduate recruits at the Malabe campus has steadily increased from 20 percent to 35 percent. While the company's childcare support was not solely responsible for this achievement, it is viewed as an essential component of the company's strategy to recruit and retain women. Replacing an employee is costly. Although there are no IT industry-specific estimates for Sri Lanka, the costs of replacing an engineer is estimated at a minimum of eight months salary. In addition to the costs of the recruitment process, there is an opportunity cost for the employee to become productive, and the time invested by colleagues, supervisors, and managers during the recruitment and orientation process. Hence, cost savings as a result of childcare support can be significant. Having employees who are fullyfocused on their work rather than worried about their children also enhances performance, including for those in the team Providing childcare was the first step to ensure that who do not have children. This can result in higher women remain in the company. The second step was to productivity, though it is difficult to quantify. build leadership and prepare them to take on additional diversity and inclusion responsibilities. Programs such as The company has evolved over the years and found a mentorship, leadership and development as well as the cost-effective way of providing such support in a manner women's network (namely Women-inspired Network) that reflects LSEG's values and its goal of being a truly contributed towards achieving a higher maternity return diverse company. rate and retention numbers. LSEG globally has a target of achieving 40 percent gender diversity by 2020, and Sri Lanka's offices are working towards achieving 30 percent by 2020 (from the existing 22 percent in 2018). Conscious efforts and policies have been put in place to work towards this ambitious target. Line managers are trained to be aware of unconscious bias during performance evaluation processes and at exit interviews. They are encouraged to have honest conversations with their team members. Every interview panel must have a woman, with a target of at least one woman's resume to be forwarded for vacancies. 37 斗離 38 MAS Holdings MAS Kreeda, Valanavil It Providing Childcare Support to Parents in the Conflict-affected CHANCEISCOURAGE Northern Province Work and Culture in the Northern Province Employee Profile: MAS Kreeda is a sportwear manufacturing unit of MAS * 79 percent of 1812 employees are women (1427 Holdings (Pvt) Ltd, an IFC client company and member Women, - 38S Men) of both I FC's SheWorks Sri Lanka partnership and I FC's * 4 percent are widows, 18 percent are FH H, 18 Global Tackling Childcare Partnership.6- MAS Holdings percent are single mothers manages a portfolio of businesses with an annual revenue a 79 percent of women (238) and 21 percent of of USID 1.8 bn and is also one of the largest design-to- men (64) have children under the age six delivery solutions providers in the apparel and textile manufacturing industry in South Asia. Headquartered MAS Kreecla, Vaanavil supports working in Sri Lanka, with S3 manufacturing facilities across 16 parents through: countries and design facilities in key locations across the globe, the company produces for brands like Calvin Klein, a On-site childcare center "Chittukal" Marks & Spencer, Nike and Victoria's Secret. MAS Holdings * Subsidized childcare support (parents pay only employs more than 99,000 employees (70 percent female) 111750 per month per child) globally, and close to 76,000 employees in Sri Lanka (66 e Free transportation for workers and children percent female). This case study focuses primarily on MAS * Free uniforms for the workforce and children at Holdings'MAS Kreeda,'Vaanavi I' location which opened the creche in Kilinochchi on May 4, 2012, to provide employment * Doctor and nurses available to serve employees opportunities particularly for youth and women in the as well as children conflict-affected Northern Province of the country. * On-site breastfeeding accommodation at the medical center * Two hours of break for breastfeeding mothers In May 2012, MAS Holdings - MAS Kreeda, opened a new * Flexible working hours for nursing mothers who factory named Vaanavil" with nearly 4SO employees. 90 can come a hour late or leave a hour early percent of MAS Holdings - MAS Kreeda,Vaanavil employees * Training on'Dignity of Motherhood'and'Wings werewomenfrom Kilinochchi. "Most of the female workers of Motherhood' programs in the age group of 18 to 30 years who are working here * Subsidized meals for the workforce have been affected by the ethnic conflict." * Corporate-wide "Women Go Beyond" initiative to support women at al I levels to balance the "Some of the women workers are the sole earners and multiple roles women play in the community have started to rebuild their lives. They have started to and at work construct their own houses and help their family members." Key business impacts of offering childcare Source: 2014 interviewwrth Ms. Shyamali Lyanage, support: Manager of Human Resources and Administration at a Recruitment and retention of female employees MAS Holdings- MAS Kreeda,Vaana\Al factory. in a region with a culture of low maternal http:/Avww.thediplomaticsocietv.co.za/ rchive/archive/853- employment and many single mothers living in vulnerable communities mas-holdings-changing-lives-in-post conflict-Villinochchi * Low turnover among parents of children at crLche (1.3%) compared to overall turnover (49%) * Improved workforce stability in the form of My mother is unwell, and I do not have anyone reduced absenteeism and improved retention, else to take care of my daughter. I would often supporting high and error-free production stay at home when there were unforeseen * Reinforced reputation as "Employer of Choice" within the local community emergencies and had decided to resign as I was * Strengthened relationships with high-value and struggling to strike a work-life balance. Now with international buyers, hence ensuring greater Chittukkal and the provided transport facilities, it long-term market access and growth is so much easier. I rarely use my leave!' opportunities Mother, user of Chittukkal childcare center, MAS Kreeda, Vaanavii I 39 In 2009, 26 years of civi war in Sri Lanka (much of which For women, especially single mothers who want to enter was fought in the Northern and Eastern Provinces of the and stay in the workforce, the lack of a robust, affordable country) came to an end. Many women in the war- childcare infrastructure can present a major barrier to affected regions had to deal with multiple long-term formal employment.2 Parents interviewed for this case impacts of the violent conflict such as injuries, loss of study said that childcare arrangements in villages typically lives and property, lack of income sources and livelihood do not exist. They rely on family, mostly the grandparents, activities, multiple displacements, and trauma. Various for childcare support. For women who have lost spouses reports estimate that over 500,000 people were and family members due to the war, single mothers and internally and externally displaced, and that the civil war female heads of households, childcare centers can be a resulted in a significant number of war widows and female significant enabler to enter the workforce, provided there heads of households (FHH).66 According to the are employment opportunities. Department of Census and Statistics of Sri Lanka, in 2012, approximately 1.2 million households, or 23.5 "Childcare can be such a pain point for working percent of households in Sri Lanka, were headed by parents. Therefore, at Kreeda we have pioneered women, of which approximately 58,000 female heads childcare at both office and factory levels to of households live in the Northern Province. I support working parents to continue to chase their dreams. Not only is this a relief personally for In 2017, only 26.6 percent of women participated in the parents, but there is a clear business case labor force in Kilinochchi, the main town of the Northern justifying childcare support by the employer." Province, compared to 35 percent of women at the national level (and compared to 73.4 percent of men at Eranthi Premaratne, Director Sustainable the national level).68 According to the 2014 - 2017 study conducted by the International Centre for Ethnic Studies Business Practices, MAS Holdings (ICES), 59 percent of FHH are employed, whereas only39 percent of women in male-headed households (MHH) MAS Holdings Business Context for Supporting are employed. These are not always sustainable sources Childcare of income, with many households relying on income transfers and remittances from relatives (including from those living abroad).69 The ICES study finds that for According to Sri Lanka's Export Development Board, "Sri households that are receiving transfers, transfer payments Lanka isa sociallyresponsibleand preferred destination for account for 38 percent of total household income for apparel sourcing and istheonlyoutsourced apparel manu- female-headed households, whereas they account for facturing country in Asia to ratify all 27 ILO (International only 15 percent of total household income in male- Labour Organization) conventions. Aguiding force behind headed households.70 Women in the Northern Province thiscommitmenttoEthical Businessand Manufacturing is also experience a high level of unemployment: 15 the homegrown Garments Without Guilt code which percent of women are unemployed, compared to 4.1 exceeds leading industry compliances." The apparel percent of men. This compares to an overall industry providesdirectemploymentopportunitiestoover unemployment rate of 4.2 percent for the country.71 300000 and 600,000 indirectly. Source: http:/ww/wsrilankabusiness.com/apparel/ accessed September5, 2018 Sri Lanka's apparel export industry is a significant contributor to the Sri Lankan economy and Sri Lanka's primary foreign exchange earner accounting for more than 40 percent of total exports and 52 percent of industrial products exports.73 In 2017, Sri Lanka's garment and textile exports exceeded USD 5 billion.74 The apparel industry provides direct employment opportunities to over 300,000 and 600,000 indirectly.75 The industry is entirely privately owned. Labor is in increasingly short supply in Sri Lanka's garment sector, where over 70 percent of workers are women,76 and companies across the sector having noted that they need greater access to skilled labor.77 40 The company's hallmark women's empowerment MAS Holdings provides childcare facilities at 10 of its program, MAS Women Go Beyond (WGB), currently in Strategic Business Units (SBU) across Sri Lanka, India its fourteenth year, is a primary pillar that contributes and Jordan. While most of these facilities are open to to the business objectives of the company. The program MAS employees, some also serve the surrounding promotes knowledge, awareness, leadership skills, communities. More than 430 children benefit from attitudinal changes and female employees' ability to these 10 facilities, 250 of them being children of MAS achieve a well-rounded and holistic life-experience. employees. This has proven effective in supporting over Women's empowerment is an integral part of MAS 90 employees in managing their work-life balance. Holdings' business strategy. Among others, MAS also aims to achieve 50 percent gender diversity in all management categories by 2025. This initiative goes hand in hand with the company's childcare offering to facilitate the employment and retention of women employees at all levels. I "Facilitating and creating opportunities for healthy work-life balance is one of the key pillars of the corporate-wide Women-Go-Beyond program which continues to make a significantly positive difference in the lives of our female associates. Providing access to reliable, affordable and good quality childcare addresses one of the major concerns of most parents engaged in or seeking active employment. The 'Chittukkal' childcare facility in Vaanavil has proven to be a successful model in fulfilling this need." Shanaaz Preena, Director Women Go Beyond / Women's Advocacy, MAS Holdings 41 _ � ;� � �, _ �' � и о � 'й � � о ���с� й � � U �'й (� � tрΡ v�`Ои���jй � j�Q�+ м у О ё�, Ф .°�-� `S €453� �2����i � � с о й g о0. о � ? 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The companys USAID and Green Movement of Sri Lanka (GMSQ Women's Empowerment Programme (Women Go partnered with MAS Holdings - MAS Kreeda, Vaanavil Beyond) was declared winner of the Women's Empower- ("Vaanavil" meaning "rainbow") in this employer- ment Corporate Leader 2012 award byThe New Economy, supported childcare initiative and named the childcare center "Chittukkal" which stands for "tinytots". They * MAS was honored at Asia's Best CSP Practices Awards in trained the childcare provider for over a year and Singapore. f i na ncia I ly su pported the ch i ldca re center's staff sa I a ries * HIP practices were recognized with MAS Intimates (including those of the supervisor and of two teachers). winning Gold atthe National HR Awards and two awards The purpose of this childcare initiative was to take care at The World HPD Congress in Singapore for Asia's Best of the welfare of all employees (both male and female HR Practicesin HIRStrategyand Excellence in Training. employees benefit) and to provide employment Source: opportunities to single mothers and parents who were https:/ANww.unglobalcompact.or-q/wstem living in vulnerable communities. The company's on-site attachments/20777/original/MAS Holdings COP 2012.pd childcare center provides quality childcare, in addition 1362812145 to a space for breastfeeding mothers at the medical center at a subsidized rate of only Ps. 750. Workers also In 2017, MAS Women Go Beyond contributed and featured benefit from free transportation with their children to in a brief on Private Sector Action for Women's Health & and from the faci I ity. Empowerment titled "How Business Can Invest in Women and Realize Returns" in collaboration with the Universal Access Project of United Nations Foundation. Chittu kka I off icia I ly opened on October 16, 2014. The center served 36 children and 35 mothers and Source: employed three teachers and one caregiver. Initially, https:/ANww.privatesectoractionforwomenshealth.com none of the working fathers enrolled their children in the center. As demand increased for slots, the company In 2018, MAS'Women Go Beyond featured in a discussion today has a waiting list, serving 30 children of a total paper "Better Leadership Better World: Women Leading of 29 mothers and I father. Chittukkal employs three for the Global Goals" by Business & Sustainable Develop qualified caretakers who conduct a pre-school ment Commission demonstrating that women not only curriculum, engaging children in age-appropriate serve to be the benef icia ries of the G loba I Goa Is, but they a re learning and playing activities. Depending on their age, also helpingto lead their achievement. children learn the alphabet and/or take part in basic skill development exercises. The teachers and parents Source: have received feedback that the Chittukkal children htt.//s3.amazonaws.com/avvs-bsdc/Women-Rising-2030- have outstanding education attainments, team and Better- Leadershi p- Better-World.pd socia I ski I Is when they enter school. The center has three classrooms. Children are not allowed in the factory and the center does have an outdoor space with a The childcare center currently serves children of age 2.5 fenced-in playground. The hours of the center mirror years to 6 years. Thus, the childcare facility has not had those of the factory, with care provided f rom 7:00 a.m. a significant impact on the company's maternity return to S:30 p.m. f ive days a weekyear-round. Uniform sets rates as mothers who want to return to work after their for children are provided twice a year. Individual mats, 84 days of maternity leave will have to identify other pillows, towels, cups and dishes are provided for each child. childcare solutions for the period when the child is Employees travel long hours to get to work, hence the about 3 months old until 2.5 years of age when company ensures meals are provided for the children. employer-supported childcare picks-up. Once the child Meals are prepared in-house by the canteen which turns 25 years, the company is keen to re-employ the adheres to the Nike global standards. There is a parents' mothers by accommodating the child in the childcare committee that convenes monthly, which also plans the center. The management is exploring additional policies food menu. All pregnant staff are provided an'orange to increase its maternity return rates. When a mother scarf'so they can receive preferential attention on the requires additional leave at the end of her maternity factory floor which includes additional breaks and free leave period, the factory grants up to 1 1/2 months of extra meals. additional leave. We want to contribute to our communities and MAS also opened a community Montessori in will continue to explore ways to engage with Kilinochchi in 2016. MAS Kreeda manages the operation them, by sustaining the local workforce." while the government runs it as a pre-school. MAS Kreeda hopes to convert this into a full-time childcare Ajay Amallean, Co-founder and Managing facility in the future. This was a project funded by MAS Director, MAS Holdings and MAS's stupplier Avery Dennison. 43 Conclusion Chittukkal is contributing to improved workforce stability in the form of reduced absenteeism and improved retention, supporting high and error-free production. It is reinforcing the company's reputation within the local community and country as a leading employer in the garment industry. In Vaanavil, there has been a notable reduction in labour turnover among parents using the childcare facility. While the annual turnover for the factory is 49 percent, the figure is 1.3 percent for parents using the childcare facility. In addition, MAS Kreeda -Vaanavil has strengthened the company's relationship with its international buyers, securing access to an important market and supporting its strategic business objectives and plans for future growth. When the childcare facility was set up, the factory was not running at full capacity. Now that childcare is available, the number of parents leaving due to lack of childcare has decreased. While it was difficult to conduct a cost-benefit analysis for Chittukkal's current set up, the estimated POI is 4 months of operational cost for MAS Kreeda. Given its positive impact on workers and the business, the MAS Holdings - MAS Kreeda, Vaanavil childcare facility has been identified as a model for potential replication in other factories. MAS Kreeda has p ans to set up childcare facilities in factories located in Mahiyangana and Mihintale in the near future. 44 Sri Lanka's only Fair-trade Guaranteed Company Investing in Childcare Selyn Exporters (Pvt) Ltd engages the traditional Sri Lankan Creating an enabling environment for women to access community of handloom weavers in producing fashion items and stay at work is an integral part of Selyn's work ethic. and accessories, home products, toys and fabrics and was For examp e, Sri Lanka's official school times/schedu e is founded in 1991 by Sandra Wanduragala. Sri Lanka's only not very conducive for parents who want to also pursue a fair-trade guaranteed handloom company started working fulltime job and career. Selyn starts its hours of operations with IS women in the village of Wanduragala (close to at 8:00 a.m. so that parents can drop their child to school Kurunegala, the capital city of Sri Lanka's North Western and come to work. This enables them to work part-time in Province) and has since grown into a network of around the factories as wel as benefit from the homeworker model. 1000 workers (90 percent women78) across the island. The employees work until 12 noon and pick up their child. To date, Selyn exports its fair-trade products to Facilities such as a breast-feeding room and a doctor on 40 countries around the world79 and at the same time call are also available at the factory. Furthermore, they retails in premium locations across the country. provide childcare or day care facilities at some of their village-based workshops where culturally women To be able to meet the export demand for its products, (especially young mothers) do not typically work outside Selyn has established independent workshops in handloom their homes and alternative childcare facilities are villages in the rural outskirts of the Northwestern, Eastern non-existent or expensive. This is also an essential and Southern Provinces of Sri Lanka in an attempt to move component of Selyn's recruitment and retention strategy away from a centralized model to one where artisans can as Selyn is particularly keen and aware that it needs to reach within the comfort of their own homes. In addition, attract younger artisans/workers tojoin the trade in order they have a 200-strong homeworker model, which allows to maintain a sustainable business model. women to work from home or work part-time at the factories. Selyn currently owns 6 factories including a state Kumbukgette, the company's largest weaving village, has of the art dye facility. They operate as a social enterprise over 3S weavers. Here Selyn introduced a daycare center and hope to not only empower the artisans financia ly, in 2013 for children from the ages of 3-5 years old. In 2018, but to a so create a way of life within which they are to cater to school going children of 6 to 8 years, Selyn a so comfortable. developed a concept named "Kids Club" in addition to the daycare center. The "Kids Club" was launched to enable weavers' children to come to the factory after school. Today, both facilities are occupied bylO children. There is a qualified teacher who supports the children with educational activities and afterschool homework. Parents undergo an orientation program for themselves prior to enrolling their child(ren) with both facilities, which helps them understand the safety guidelines, early childhood education and other skills that will be taught. The costs of running the facilities (at Ps 4000/per child/month respectively) are fully borne by the Selyn Foundation.80 Selyn hopes to extend this service to children up to 18 years as they see that older children too, especiallyyoung girls, would benefit from being close to their parents during and after school hours. Selyn found that their childcare strategy and support has been paying off. Their employees were worried about informal care arrangements for their children during working hours as younger children are often left with relatives (mostly grandparents) which is common but can be unreliable and, in some cases, unsafe. In addition to benefiting the community and well-being of local children, Selyn sees a clear business rationale for the day care center and Kids Club as it has resulted in reduced absenteeism, increased staff productivity and retention of skilled workers (specifically female workers with children), and lower staff turnover costs. 45 In addition to chi dcare support, Selyn found ways to further enhance their "employer of choice" brand. For people working at Selyn's village centers, the company provides bicycles for easier commute. In addition, health camps, life skills, leadership and entrepreneurship development programs are offered. The life skills programs range from how to deal with pertinent social issues such as domestic abuse, alcoholism, women's heath and balancing workwith their personal ives. The leadership and entrepreneurship programs are specifically designed for selected leaders and include sessions on business skills. Selyn also provides its workers free legal advice, financial management programs, access to finance and voluntary savings schemes, the latter being delivered in partnership with SANASA Development Bank (SDB), an IFC client company and SheWorks Sri Lanka member."' Selyn's management is particularly focused on increasing the satisfaction and productivity of its employees while giving back to the community. The company has positioned itself as an employer of choice for working parents (not only from rural communities) and acts as a role model for other mid-sized companies. 46 Standard On a Journey to Increase Gender Parity in the Workplace Chartered For Standard Chartered Bank (SC), a member of IFC's SheWorks partnership in Sri Lanka, providing childcare support and measures to improve employee work-life balance is part of SC's broader corporate objectives of Employee Profile: increasing gender parity in the workplace. Childcare * 48 percent of SC's workforce are women support is weaved into their strategy through the * 54 percent of the Country Leadership Team are Diversity and Inclusion agenda and commitment to women retain, develop and promote talent, irrespective of * Over 43 percent of the recruitments in 2018 were gender or parental status. Having childcare support is women also a way of letting women know that one can * Over 40 percent of the bank's promotions in continue their banking career whilst celebrating the 2018 were women life-event of being a mother. Currently, 48 percent of SC's entire workforce in Sri Lanka are women. SC also The Bank supports working parents through: takes pride in reporting 54 percent participation of women in its Country Leadership Team and almost 30 * 'Kidkare' which caters to approximately 30 percent representation of women in the Country children, from 6 months to 11 years old Management Team. These are positive results that SC * 20 weeks of paid maternity leave has achieved whilst being an equal opportunity employer * Two calendar weeks of paternity and adoption and placing emphasis on promoting and developing leave women in leadership roes. * Flexible working arrangements * Medical insurance coverage of children In 2008, SC introduced a creche faci ity 'Kidkare' to all its employees and was one of the pioneers in the industry. Key business impacts of offering childcare The facilty is located in the heart of Colombo and support: currently accommodates up to 30 children from the age * Supporting retention of new mothers of 6 months to11 years. 'Kidkare' operates with an * Creating a "Great Place to Work" external childcare provider and supports the business * Branding as an "Employer of Choice" working hours from Monday to Friday from 7:30 a.m. to * Important building block for the Bank's gender 6:00 p.m. The facility provides adequate care in terms diversity strategy of hygiene, preparation of home cooked meals and security during operational hours. The food menu is prepared by the creche supervisor in consultation with a nutritionist to provide healthy and balanced meals for children. Both children and employees of 'Kidkare' are also covered by a me dica insurance scheme provided by SC. 'Kid ka re' offers early childhood education and quality care under the supervision of a qualified Montessori teacher. Once the children come after school they are supported in completing their homework. Special events are organized by the creche during the hoiday months with outings and excursions for the children. Initially, the employer-supported creche was received by its employees with some caution, as it was a cultural shift for parents to trust the concept of a childcare facilty in comparison to grandparents and nannies taking care of the child. Folowing the success of SC Sri Lanka's initiative, several other SC locations globally have folowed and established their own creche facilities using the lessons-learned from SC Sri Lanka. 47 SC meets two thirds of the cr6che's operational costs whilst More recently Standard Chartered Bank Sri Lanka the parents pay a monthly nominal fee. The investment is enhanced its existing policy on maternity leave to offer justified with SC's maternity return rate at 100 percent 20 calendar weeks of maternity leave, exceeding the and parents claiming they are at ease and can better legal requirement of 84 working days whilst fathers concentrate during work knowing that their children enjoy paternity leave of up to two calendar weeks. are well taken care of. SC takes pride in a zero percent Parents who chose to adopt are also eligible to avail attrition of mother's resigning to care for their children. themselves of two calendar weeks adoption leave. This is predominantly due to the crbche facility, flexible SC provides nursing intervals in line with the labor working arrangements and other enhanced benefits law requirements. In addition, SC offers "flexible working" offered to parents. SC claims that one of their key to support employees to meet the demands of their successes of the 'Kidkare' functioning seamlessly is their personal lives, without impacting their careers. cr6che supervisor and her ability to manage the bank's Further, SC launched its first Women's Network protocol, parents and their children. "W3: Women Win @ Work" in 2016. This initiative promotes networking, professional and persona development of women in the bank. 48 Diversity: a Commitment at the Heart of Unilever's Business Unilever Sri Lanka (USL) is one of the biggest Fast-Moving Consumer Goods (FMCG) companies in Sri Lanka, with 29 market leading brands in categories such as Home Employee Profile: Care, Personal Care and Foods. Established in 1938 with brands such as Sunlight, Lux and Pears, today Unilever * Unilever Sri Lanka employs over 400 employees Sri Lanka manufactures 95 percent of its products locally. out of whom 100 (or 25 percent) are women Building a gender-balanced organization with an * 38 percent of women are Senior Managers and inclusive work culture is a strategic priority for Unilever above as it believes that a more diverse and inclusive workforce * 60 percent of 2018 new hires are women - there is can boost financial performance, reputation, innovation, a policy in place to have a balanced slate in and staff motivation. Globally over 70 percent of the recruitment by having an equal number of male people who buy Unilever products are women. For and female candidates for new positions Unilever (including in Sri Lanka), mirroring the consumer * Unilever Sri Lanka's first ever woman factory base in the workforce supports the company in manager was appointed to Unilever anticipating consumers' needs. Agarapathana Tea Factory in 2018 Unilever Sri Lanka is committed to help employees find Unilever Sri Lanka supports working parents their own purpose in life and embraces the diversity in through: every individual which in turn drives superior * 6 months paid maternity leave engagement and performance of employees. The * 3 weeks paid paternity leave performance driven culture is reflected in a 100 percent * Adoption leave: same maternity and paternity maternity return rate. Women who return from 6 months leave benefits are applicable of maternity leave are provided with equal opportunities * Fully fledged creche with CCTV facility enabling for job expansions, promotions, or job rotations. parents to monitor their children from their work stations To reach its global ambitious target of a 50 percent * Agile working: working from home, flexible work gender balanced senior management workforce by timings, working agile from another 2020, Unilever has put in place a pro-active gender location/country etc. diversity program that includes accountability, clear * Maternity and paternity support (MAPS) an targets and global scorecards for all regions; mentoring online tool that facilitates caring transitions for programs; women's networks; recruitment strategies employees and their managers with special focus on management trainees and mid- * Lounge facility for women staff in the factory career recruits. Globally, Unilever offers a range of * Specially designed comfortable uniforms and policies to support employees' work-life needs, including shoes for women and men factory staff 6 months maternity leave, 21-days paternity leave, * Pregnant women who are performing a sales flexible working, and agile working programs among job in the field are given office-based jobs for others. Unilever has introduced a Maternity and Paternity their comfort Support (MAPS) online system to facilitate caring * The management is committed to a gender transitions for employees and their managers. balanced senior management by 2020 Key business impacts of offering childcare support: * Childcare is an important building block for improving gender diversity and the advancement of women into leadership positions * Savings of hiring and onboarding costs as a result of higher maternity return rates (closeto 100 percent) especially for employees who are responsible for large portfolios and client relations * #1 Employer of Choice (Nielsen) for six consecutive years and winner of "Best Private Sector Organization for Gender Equality" by Sri Lanka's Women in Management in 2015 49 The employer-supported onsite creche at Unilever's head Unilever Sri Lanka embraces celebrations of diversity office in Colombo was named "USL Pears Happy Baby through various campaigns including celebrating Tiny Tots Centre". In establishing the cr6che, Unilever motherhood, celebrating fatherhood, International partnered with their very own brand Pears, which is the Women's Day, Children's Day etc. Unilever has been the oldest baby care brand in Sri Lanka. The creche was #1 Employer of Choice (Nielsen) for six consecutive years. established in 2014 and extends its childcare services to Unilever won the "Best Private Sector Organization for both children of mothers and fathers. It is custom built Gender Equality" by Sri Lanka's Women in Management with the best in class facility and aesthetics which can in 2015. accommodate up to 25 children from the age group of 6 months to 7 years. The facility provides an in-house doctor and nurse, a play area and lactation room. Safety is a part of the DNA of Unilever; mock evacuation drills are conducted with children. A closed-circuit television (CCTV) camera monitors the crbche, and live stream is accessible to all parents via their workstations. There is a pre-school program and many engaging activities are conducted on a regular basis. Extracurricular activities include elocution, painting, junior chef every Thursdays, arts and crafts, celebrations of all festivals etc. "Apartfron providing the best in class faciity, the success factor of the Creche is to have a passionate vendor/supervisor who not only needs to take care 5bew of the children with ove and care, but who also buildsa good relationship with the parents."e oe, S Nadee Hemachandra, Head of Workplace Services, Unilever Sri Lanka Lirited The creche is outsourced to a third party, which gives the parents the option to use the cr6che outside of Unilever premises over weekends at a special rate. It is open from 7:00 am to 7:00 pm for the convenience of a I parents to attend to their work commitments. Parents also have the option of sharing the night meal with their children which can be fed before the pick-up of the child. There are two shifts provided by the third-party service provider and the team consists of a head mistress, teachers and care givers. The creche is supported by a Parents Committee which provides inputs for improvements of the creche and governance. t eontr n aditonto tsempoye-sppote ch 0eae Unieve Sr Lnkaals pomoes hidre'swl0 Offering Childcare not only Makes Business Sense but is also Common Sense WSO2, an IT company with offices in Australia, Brazil, Sri Lanka, the UK and US, is a pioneer in middleware applications, a software that connects other software Employee Profile: components to create a seamless workflow for business * 35 percent of the 618 employees are women operations. From its inception 13 years ago with initial * 33 percent of 15 senior management are women funding from Intel Capital, the investment arm of chip * 19 percent of 115 middle management are manufacturer Intel, WSO2 has evolved into a key Silicon women Valley player. Their applications for eBay are most famous * 53 percent of parents have children younger for the power to process over one billion transactions per than two-years-old day. WSO2 employs over 600 engineers, consultants and professionals worldwide. WSO2's Sri Lanka workforce is WSO2 supports working parents through: more than SO people strong, 35 percent of whom are * Access to WS02's childcare facility at subsidized women. In 2013, WS02 Sri Lanka built modern office rates premises, featuring recreational areas, an in-house gym, * Extended no pay maternity leave snooze room and a space to think out of the box. * 10 days paid paternity leave * Flexible working arrangements Key business impacts of offering childcare supports: * Enhanced recruitment and retention strategies * Competitive edge in the market WS02 operates in a highly competitive labor market. Dr. Sanjiva Weerawarana, Founder and Chairman of WS02 is member of the Sri Lanka Association for WS02, was passionate and determined to set-up a Software and Services Companies (SLASSCOM), which creche facility despite facing space constraints at WS02's has 189 companies as members with an estimated main office located in downtown Colombo, Sri Lanka's workforce of 35,000 to 40,000 employees accounting for capital. To encourage parents who may face challenges over 90 percent of export revenue in IT. Attracting and with returning back to work, the WSO2 creche facility retaining talent is one of the key challenges in the IT opened in 2014 and can accommodate 5 children sector. To improve their attractiveness to potential between the ages of 4 months to 2 years. The facility employees and increase retention rates, the company further provides a nursing room. The childcare benefit offers a range of benefits for work- ife balance with is extended by WS02 to both mothers and fathers at a childcare support, flexible working hours and subsidized rate. WS02 holds a 100 percent maternity work-from-home alternatives. Their employees view return rate. This can translate into a potentially significant the flexibility to work when and where they see fit as business benefit for WS02 as replacing an employee is a key benefit. WS02 further offers flexible work practices costly. Although there are no IT industry-specific that enable its employees to manage their life balances, estimates for Sri Lanka, the costs of replacing a both at home and work. professional employee is estimated at a minimum of nine months' salary (including the costs of the recruitment process, the time it takes for the new employee to be fully productive, and the time spent by colleagues, supervisors, and managers during the recruitment and familiarization process). 51 The creche facility is managed by CeeBees Pre-School WSO2 communicates the childcare offering as part of and Childcare Center which delivers a fully-fledged early the company's commitment to retain, develop, and childhood curriculum and childcare facilities. The cr6che promote the best staff, irrespective of gender or parental facility is open on working days from 8:30 a.m. to 5:30 p.m. status. WSO2, which has a waiting list of 5, is looking to To date, CeeBees operates a total of two childcare expand the creche facility as a part of their expansion centers and three corporate cr6ches in Colombo. Post plan soon. 2 years of age, WSO2 employee parents can enroll their child(ren) in anyone of the available Ceebees Preschool and Daycare centers. Q knwngtathvefe b or ptos 52 1 IFC.2017. Government of Australia Partner to Support More and Better Jobs for Women in Sri Lanka. 2 Office of the Prime Minister. 2017. Vision 2025. A Country Enriched. See page 26. 3 2018 International Monetary Fund (IMF) study. 4 Dundar, Halil, Benoit Millot, Michelle Riboud, Mari Shojo, Harsha Aturupane, Sangeeta Goyal, and Dhushyanth Raju. 2017. Sri Lanka Education Sector Assessment: Achievements, Challenges, and Policy Options. Directions in Development. Washington, DC: World Bank. S Department of Census and Statistics Ministry of National Policies and Economic Affairs. Sri Lanka Labour Force Survey. Annual Bulletin. 2017. 6 Solotaroff, Jennifer L., George Joseph, and Anne T. Kuriakose,2017, Getting to Work: Unlocking Women's Potential in Sri Lanka's Labor Force, Overview booklet, World Bank, Washington, DC. License: Creative Commons Attribution CC BY 3.0 IGO. 7 S Thomas, Andria, Joe Dougherty, Scott Strand, Abhinav Nayar, and Maryam Janani. 2016. Decoding Diversity: The Financial and Economic Returns to Diversity in Tech. Dalberg Global Development Advisors underwritten by Intel Global Diversity and Inclusion Group. 8 accessed September 5,2018. 9 Just in Style Apparel Sourcing Strategy. "Garments to Lead Sri Lanka Export Growth in 2018." March 2,2018. 10 The World Bank. 2016. Sri Lanka Could Boost Apparel Manufacturing to Increase Employment and Growth. 11 Sri Lanka's Department of Census and Statistics. 2009/10 Househo d Income and Expenditure Survey (HIES). 12 UNICEF. Published in The Lancet - ECD series. Also, on 13 The IFC-led SheWorks Sri Lanka partnership is a collaboration of 18 leading emp oyers across different industries, sharing their experiences and good practices to boost women's private sector participation by identifying and implementing "gender-smart" solutions that are good for business, employees and communities. These practices also cover promoting women's leadership, recruitment & retention, and ensuring that anti-sexual harassment mechanisms are effective. 14 UNICEF. The State of Children 2016. A fair chance for every child. 2016. 15 Bright Horizons Family Solutions 2012; Hein and Cassirer 2010; Adema and Whiteford 2007. 16 Department of Census and Statistics. (2016). Sri Lanka Demographic and Health Survey 2016. Co ombo: Department of Census and Statistics. 17 Dundar, Halil, Benoit Millot, Michelle Riboud, Mari Shojo, Harsha Aturupane, Sangeeta Goyal, and Dhushyanth Raju. 2017. Sri Lanka Education Sector Assessment: Achievements, Challenges, and Policy Options. Directions in Development. Washington, DC: World Bank. 18 World Bank. World Bank Sri Lanka Office, 2014. Laying the Foundation for Early Childhood Education in Sri Lanka. 19 Data from National Preschool Census, Ministry of Women and Child Affairs, 2016. 20 Accessed at 21 Solotaroff, Jennifer L.; Joseph, George; Kuriakose, Anne. 2018. Getting to Work: Unlocking Women's Potential in Sri Lanka's Labor Force. Directions in Development-Countries and Regions; Washington, DC: World Bank. 22 National Policy for Child Day Care Centers, Draft 3 (30.09.2018): For presentation to the National Consultation Workshop. 23 Sri Lanka's Department of Census and Statistics. 2009/10 Househo d Income and Expenditure Survey (HIES). 24 Women, Business and the Law. World Bank Group. 2017. 25 UNICEF. Building Brains Building Future. 2018. 26 Economy Next. IMF. June 21,2018. More female worker participation can boost Sri Lanka growth. 27 Business Times. July 22, 2018. Early childhood development to play significant role in 2019 budget. 28 World Bank Group. 2014. Laying the Foundation for Early Childhood Education in Sri Lanka: Investing Early, Investing Smartly, and Investing for All. 29 UN ICEF. Published in The Lancet - ECD series. Also, on 30 Department of Census and Statistics Ministry of National Policies and Economic Affairs. Annual Bulletin. 2017 Sri Lanka Labour Force Survey. 31 World Bank Feature story. Work or Family: Sri Lankan Women Shouldn't Have to Choose. June14, 2018. 32 World Bank Group Women, Business and the Law 2016. 33 Amendments to legislation effective from June 2018 made maternity leave uniform for every childbirth regardless of birth order and provided the requirement of time-off for nursing in sectors where it had not previously been mandated. 34 World Bank. Feature story. Work or Family: Sri Lankan Women Shouldn't Have to Choose. June 14,2018. 35 Sri Lanka to issue national guidelines for day care centers. July 26, 2017. 53 36 Extracted from the Situation Analysis for the Preparation of a National Policy for Child Day Care Centers report, Ministry of Women and Child Affairs, with Technical Assistance of UN ICEF, Sri Lanka. Currently in draft stage. 2018. 37 Government proposes National Guidelines for Child Care Centers. Ju ly 28, 2016. 38 Business Times. July 22, 2018. Early childhood development to play significant role in 2019 budget. 39 Extracted from the gender progress report of National Human Resources Development Council of Sri Lanka. August 2018. 40 World Bank Group. Women, Business and the Law, 2018. 41 Extracted from the World Bank Group. Women, Business and the Law, 2018. Averett, Peters and Waldman 2006. 42 The Employer's Federation of Ceylon. CIRCULAR NO: S6/2018. Maternity leave and related matters. Jul 12,2017. 43 The Employer's Federation of Ceylon. CIRCULAR NO: S6/2018. Maternity leave and related matters. Jul 12,2017. 44 The Employer's Federation of Ceylon. CIRCULAR NO: S6/2018. Maternity leave and related matters. Jul 12,2017. 45 The Employer's Federation of Ceylon. CIRCULAR NO: S6/2018. Maternity leave and related matters. Jul 12,2017. 46 Niethammer, Carmen. The Business Case for Tackling Childcare: good for employees and employers, good for Sri Lanka. Daily FT. October 3, 2017. 47 S Thomas, Andria, Joe Dougherty, Scott Strand, Abhinav Nayar, and Maryam Janani. 2016. Decoding Diversity: The Financial and Economic Returns to Diversity in Tech. Dalberg Global Development Advisors underwritten by Intel Global Diversity and Inclusion Group. 48 accessed September 5, 2018. 49 The World Bank. 2016. Sri Lanka Could Boost Apparel Manufacturing to Increase Employment and Growth. 50 Niethammer, Carmen and Roshika Singh. "Moving the Needle on Employer-supported Childcare from Business Case Research to Action." Published in 2018 Early Chi dhood Matters report by the Bernard van Leer Foundation. June 28, 2018. 51 A Men Care Advocacy Pub ication. 201S. State of the Wor d's Fathers. 52 Extracted from forthcoming FC and Bright Horizons report "The Benefits and Challenges of a Workplace Creche: Employer-Supported Childcare in India", citing Bright Horizons'2017 Lasting Impact of Employer-supported Childcare report. 53 54 Niethammer, Carmen. "Tacking employer-supported childcare." Nov 28,2017. 55 World Bank Group. "Women, Business and the Law". 2018. 56 Over two-thirds of the economies covered by the World Bank Group's 2018 Women, Business and the Law research directly provide childcare services or subsidize private childcare services. In 33 of the economies covered, childcare payments are tax deductible. AIl the economies that provide for tax deductible childcare payments are upper-middle and high-income, except Bhutan and El Salvador. Bhutan is a so the only economy in South Asia to provide this incentive. 57 UNICEF. Building Brains, Building Future. 2018. 58 Daily FT. 2012. Brandix to roll-out Gap Inc.'s PACE program for female associates. 59 2014. SHRM. Brandix Weaves Its Business into the Community. 60 See Fairway Group CEO's (Imal Fonseka's) LinkedIn Announcement on January18,2018. 61 62 Bar Association of Sri Lanka. Number of women lawyer members of Bar Association of Sri Lanka byyear. 2017. 63 Hemas Holding PLC Annual report. 2016/2017. Engage. Empower. 64 Word Bank. 2018. Work or Family: Sri Lankan Women Shouldn't Have to Choose. 65 See and MAS Kreeda's Jordan Tackling Childcare Business Case Study. 66 International Centre for Ethnic Studies. 2017. Research on Identifying Post-War Growth and Economic Opportunities for Women in Sri Lanka from October 2014 to September 2017. 67 Department of Census and Statistics of Sri Lanka. 2012. 68 Sri Lanka Labour Force Survey. Annual Bulletin 2017. 69 International Centre for Ethnic Studies. 2017. Research on Identifying Post-War Growth and Economic Opportunities for Women in Sri Lanka from October 2014 to September 2017. 70 International Centre for Ethnic Studies. 2017. Research on Identifying Post-War Growth and Economic Opportunities for Women in Sri Lanka from October 2014 to September 2017. 71 International Centre for Ethnic Studies. 2017. Research on Identifying Post-War Growth and Economic Opportunities for Women in Sri Lanka from October 2014 to September 2017. 72 World Bank. Getting to Work: Unlocking Women's Potential in Sri Lanka's Labor Force. 2017. 73 accessed September 5, 2018. 74 Just in Style Apparel Sourcing Strategy "Garments to Lead Sri Lanka Export Growth in 2018." March 2, 2018. 75 accessed September 5, 2018. 76 The World Bank. Sri Lanka Could Boost Apparel Manufacturing to Increase Employment and Growth. 2016. 77 1FC interviews with the Joint Apparel Association Forum and companies, October 2016. 54 78 Women Talk."Selyna Peiris." November 15, 2017. 79 80 The Selyn Foundation is set up as a non-profit and the primary donor is Selyn Exporters (Pvt) Ltd which donates 1% of its turnover to the fund. In addition, the company runs a fair-trade tourism project where all profits are donated to the foundation. 81 Women Talk. "Selyna Peiris." November 15, 2017. 55 :.� �_. � .:.:_: . : .:�. ...:э'9. В :� ...... . � .: .:: :: . г..6' ::..:::'€" -::_ , �:х�.� ' ::::::::::::::::::::::::::-:::::::--:-:"'�`� ' ...:... ;;;;;;;;;;;;;,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,1:::::::: :::::: _ , . У , : . � � ,� �,R;,� _: ,... � : _ :.. 4. s:i::'�� . , . ,. . ,._� �. i> �.. х � - ...:: , ,. �... . . �. ..: :W, ':н�. � ; ' � � 'у' ° �� � . : ..:......: .. . 4,� - ;ь.: :.. : � _ � #i ,� ::::::;;. ... м . . : � ::: � . : ' -.' .. ' :::::::: :. л . :1. � ., ... _ . � :.... ::: • � ::: :., . ': � . � �, ° � s � .г '� .. - � �,. � ,. : g: � . � � 1ш �� � � �� � � _ An n ехи res The following sample questionnoirel developed for the forthcomingjoint IFC and Bright Horizons Tackling Childcare in India report, may help employers explore employee demand for employer-supported childcare. X COM PANY is cond ucting a dema nd-su rvey for its staff (fema le a nd ma le) in X OFF1 CES to identify the cu rrent a nd futu re needs em ployees may have for chi ldca re. Nea rly a I I q uestions a re optiona 1. There a re on ly a few that req u i re a n a nswer, a nd these a re ma rked with a n asterisk Tha n k you for you r i nterest i n th is i m porta nt work. Time to Complete the Survey Less than 5 minutes for respondents without childcare responsibilities. About 5 minutes for respondents with children under 13. This survey is completely anonymous. No names or individual identif iers are associated with your responses. Any Questions? If you have q uestions a bout the su rvey, please contact NAM E, I IDEALLY OUTSI DE H R Your gender.) " Male " Female Please select your primary work location. " Off ice Location I " Off ice Location 2 Yourage? 0 20yearsor 0 41 - 45 yea rs 0 younger 0 46 - 50 yea rs 0 21 - 25 yea rs 0 S1 - S5 years 0 26-30years 0 56-60years 0 31 - 35 yea rs 0 Over6OYears Where is your home located (to be used for commute purposes)? " ColomboOl 0 Colombo06 0 Colomboll 0 Pita Kotte " ColomboO2 0 ColomboO7 0 Colombc,12 0 Eth u l Kotte " ColomboO3 0 Colombo08 0 Colombo]3 0 Nawala " Colombo04 0 Colombo09 0 Colombc,14 0 Nugegoda " ColomboOS 0 ColombolO 0 Colombo]S 0 Rajagiriya 82 Based or methodology developed by Bright Horizons. 57 1.* What best describes your current childcare arrangements? Your only Child Your 2nd Youngest Child Your 3rd Youngest Child Childs Age: Child's Age: Child'sAge: Does this child live in your home? Does this child live in your home? Does this child live in your home? O Yes O Yes O Yes O No O No O No Primary type of care Primary type of care: Primary type of care: o Your spouse/partner 0 Your spouse/partner 0 Your spouse/partner o Your parent or in-laws 0 Your parent or in-laws 0 Your parent or in-laws o Otherfamilymember 0 Otherfamilymember 0 Otherfamilymember o Childcare center/creche 0 Childcare center/creche 0 Childcare center/creche oA nanny (in your home) 0A nanny (in your home) 0A nanny (in your home) o Domestic help O Domestic help O Domestic help o Family childcare home, play home O Family childcare home, play home O Family childcare home, play home (a non-family member in their (a non-family member in their (a non-family member in their home) home) home) O Primary school or any before/after O Primary school or any before/after O Primary school or any before/after school program school program school program o Childcaresforself Childcaresforself O Childcaresforself o Other 0 Other O Other Do you pay for this child's care? Do you pay for this child's care? Do you pay for this child's care? O Yes OYes OYes O No ONo ONo 2.* What best describes your current childcare arrangements? No Some Major No Difficulty Difficulty Difficulty Applicable Care for Infants (Onlyfuture parents and parents) of infants) Finding available childcare Finding conveniently located childcare O O O O Finding a caregiver with a safe/secure environment 0 0 0 0 Finding a caregiver, I can trust El El El El Securing care that meets my quality standards El El El El Securing care that meets my educational standards El E] E] 0 Affording my preferred childcare arrangement El El El El Care for 1 - 2-year olds (Only parents of I -2year) olds) Finding available childcare o E El 58 No Some Major No Difficulty Difficulty Difficulty Applicable Finding conveniently located childcare Finding a caregiver with a safe/secure environment E] E] l E] Finding a caregiver, I can trust Securing care that meets my quality standards l l l l Securing care that meets my educational standards l l l l Affording my preferred childcare arrangement E] E] L E] Care for 3 - 5-year olds (Only parents of 3-5year) olds) Finding available childcare E] E] l E] Finding conveniently located childcare Finding a caregiver with a safe/secure environment Finding a caregiver, I can trust Securing care that meets my quality standards E] E] L E] Securing care that meets my educational standards L L L L Transporting my child to my preferred care arrangement Affording my preferred childcare arrangement Getting in to my preferred child arrangement E] E] L E] Care for 6-12-year olds (Only parents of 6 12year) olds) Securing childcare during school holidays E] E] l E] Securing childcare during summervacations E] E] l E] Transporting my child to and from their school Affording my child's school Getting into my preferred school L L L L Additional Childcare Services Securing care when my child is ill L L L L Scheduling Difficulties Securing childcare that meets myworkschedule E] LI L LI Securing childcare for evening work hours L L L L Securing childcare that will accommodate my changing schedule E] LI L LI Other (write here): E] LI L 0 59 3. In the past year, have challenges with your child care arrangements caused you to; Finding conveniently located childcare E Yes E No Seriously consider taking a long-term leave of absence from [organization] E Yes E No Be unable to pursue/accept a higher position? ZYes No [ N/A Be unable to meet job/performance expectations? E Yes E No Experience stress that negatively affects your work? E] Yes El No Leave work early or arrive late (based on your regular schedule)? [l Yes [l No Miss work/ because your regular child care provider was not available? If yes, how many times E] Yes E] No in the last six months? Miss work because your child was sick? If yes, how many times in the last six months? E Yes [l No Miss work becauseyour child's school was closed? If yes, how many times in the last six months? E] Yes E] No E] N/A 4. a. If you are planning to add to your family in the next three years, do you plan to return to work after you or your spouse/partner have or adopt a child? O Yes O Uncertain O No 4. b. How much of an impact would the following support services have on your decision to return to work after the birth? Significant Moderate No Impact Impact Impact Aworkplacechildcare creche for children (infantsthrough Upper El El El Kindergarten) Emergency back up care for children (infants through Upper Kindergarten) El El El Agradual return toworkschedule El El El (Only women) A private lactation room El El El Return to worksupport/consultation El El El Atemporaryworkfrom home schedule Ol El El Flexi work options El El El 60 5. How do you feel a workplace childcare cr6che would impact [organization] in the following areas? Very Somewhat Somewhat Very Positively Positively Negatively Negatively Recruitment El El El El El Retention E] E] E] El El Morale E] E] E] El El Teamwork El El El El El Your Performance E] El El El El Attendance E] El El El El Community Image E] El El El El 6. What are your current childcare costs per child and how much would you be willing to pay fir reliable childcare per child/month? Current costs Willingness to pay fbr reliable childcare O Less than 5,000 rupees El Less than 5,000 rupees El 5,000-10,000 rupees El 5,000 -10,000 rupees O 10,000 -20,000 rupees El 10,000-20,000 rupees El 20,000-30,000 rupees El 20,000-30,000 rupees El Other - El Other - 7. Which days of the week do you (or would you) typically need childcare? (Check all that apply) O Monday O Tuesday O Wednesday O Thursday O Friday O Weekends 8. What are the typical hours you need childcare Monday - Friday? Start: -a.m./p.m. End: _a.m./pm. 61 9.* How likely would you be to enroll each of your child(ren) UNDER 6 YEARS in a creche near the office? Somewhat Very Likely Likely Not Likely Future child (Expecting in the next 1-3 Years) Future child (Currently Expecting) Child age Child age Child age 10. How many hours would you typically need childcare for each of your children? (Check one answer for each child.) Full Time:5 Reduced Time Part Time: days/week 3-4 days/week 1-2 days/week Future Child (Currently Expecting) Child age Child age Child age 11. What facilities would you look for in a childcare/creche? O Brand O Cleanliness O Safe location/surroundings O Recommendations from parents/caregiver O Qualified/competent staff O Activities for children O Early childhood development curriculum/approach 12. Which would you use? O Childcare facilityfor exclusive use of ORGANIZATION staff located in or near ORGANIZATION off ice O Childcare center shared by ORGAN IZATION staff and other organizations in or near ORGAN IZATION's off ice O Priority sot in day care center near ORGAN IZATION off ice O On-site emergency care when your regular care option is not available O Drop in care for short periods, for example staff traveling for business O After school care program 62 13. * If you are "not likely" to use a cr6che close by the office, why would you not use it? O Prefer the childcare I have now O Prefer childcare closer to home O Do not want to commute with my child O Associated costs O My spouse/partner or other family member would have some pick-up/drop-off responsibilities O and location is too inconvenient for him/her O Other (please specify) - 14. What would be most useful for ORGANIZATION NAME to support? O Creche O Flexi work O Emergency childcare O Other- Thank you for your input There are no guarantees any of the programs discussed in this survey will be developed. However, your response will assist us in the effort to study this important issue. 63 The information contained in this Annex is provided only as general information, which may be incomplete or outdated. It does not imply IFC's endorsement or support of any of the linked information, services, products, or providers. The fol lowing childcare providers have been mentioned in the 10 case studies featured in this report: Ceebees Preschool & Daycare: Ceebees offers children a play-based "Learning through Play "curriculum, which supports all aspects of their learning and development, and meets requirements of the Early Years Foundation Stage Curriculum. Balanced meals are prepared in-house by consulting a nutritionist. To date, Ceebees operates a total of two childcare centers in Colombo 3 and 7 and three corporate creches (MAS, LSEG and WSO2) in Colombo. Hummingbirds Learning Centre: Hummingbirds Learning Center follows the early development curriculum and is run by a passionate and qualified staff. It operates based out of Nugegoda and also manages the corporate creche for Unilever. La Petite Fleur (LPFA): LPFA focuses on quality toddler and early childhood education. Located in Dehiwala, Ratmalana and Galle it counts over 300 students. It serves a young child community (18-36 months), pre-school community (2.5 to 5years), elementary and primary community (5.5 to 12 years), earlyyouth community (12-15 years) and older youth (15-18 years), and offers special needs education. To date LPFA operates as a corporate creche for Brandix Essentials, Ratmalana. 64 The care profession, known to boost women's labor force participation, can offer promising employment opportunities and careers. The following section highlights a number of available resources that might be useful for those who are considering setting-up a creche or wanting to pursue employment in the sector. The available career options vary from being a registrant, center manager, teacher, childcare assistant and volunteers. The below course list was compiled based on the experiences of the childcare providers featured in this report's case studies. In alphabetical order, it includes the following: The information contained in this Annex is provided only as general information, which may be incomplete or outdated. The inclusion in this list does not imply IFC's endorsement or support of any of the linked information, services, products, or providers. AMI Good Shepherd Maria Montessori Training Centre: Situated at St. Bridget's Convent, the legacy to carry on the Montessori training was handed over to the Good Shepherd Sisters by Dr. Maria Montessori herself in 1944. This is the only authorized AMI Montessori Training Centre in Sri Lanka, affiliated to the Association Montessori Internationale in Amsterdam in the Netherlands. The program consists of a two-year course at the end of which the successful candidates are offered an internationally recognized Diploma from the Association Montessori Internationale in the Netherlands. ' 'fe Target)Adec Drto Pre-rqste Montessori Training Teachers or aspiring 2years GCE Advanced Level Certificate Centre - St. Bridget's teachers Convent" Ladies' College Institute of Professional Studies (LCIPS): LCIPS, formerly known as the Department of Vocational Studies, was established in 1981 by the late Mrs. Sirancee Gunawardana, former Principal of Ladies' College. The following courses are offered:84 he Targe Adece Duration Pr-eu e Diploma in Teachers, aspiring 12 months GCE Ordinary Level with 6 or more passes including Preschool and Sub teachers and caregivers Mathematics and English. Minimum 18years. Primary Education Certificate Course in Caregivers 5 months Abilityto speak in English. Early Childhood Education 83 About Montessori Training Centre -St. Bridget's Convent 84 Sunday Times, 2010. Early Childhood Education and Certificate in Conversational Tamil. 65 Mother's Touch International Academy (MTIA): The academy was established in the year 2006 and is served by a system that blends early childhood education and children's care. MTIA offers the fol owing Early Childhood Education qualifications in Sri Lanka:85 Name of theDuration Course Foundation 6 months GCE Ordinary Level Certificate in Children's Service Diploma in Early Preschoo teacher 15 months 3 GCE Advanced Level passes or MTIA Foundation Childhood Certificate in Children's Services Development & Education Diploma in Eithertowork in a 15 months 3 GCE Advanced Level passes or MTIA Foundation Childcare daycare or open your own Certificate in Children's Services Management daycare center Diploma in Special Anyone who is willing to 12 months 3 GCE Advanced Level passes or MTIA Foundation NeedsTeaching work in an environment Certificate in Children's Services with children who have special needs such as down syndrome, autism, learning difficulties, ADHDetc. 85 66 Open University of Sri Lanka: The Department of Early Childhood and Primary Education of the Open University of Sri Lanka (OUSL), established in year 1999, offers the following programs: Target Audience Duration Prersits Course Diploma in Early Teachers/Caregivers Minimum of 2 18years or above and successfullycompleted the Childhood Education years Advanced Certificate in Pre-School Education and Primary Program conducted bythe Open Universityof Sri Education Lanka, or at east 3 passes at the GCE Advanced Level Examination and 6 passes in GCE Ordinary Level Examination with Language and Mathemat- ics, or Minimum of 54 credits in courses offered at any foundation Levels1 and 2 (offered by OUSL), or Diploma in Teaching offered bythe National Colleges of Education, or Teacher Training Certificate awarded by the Teacher Training Colleges. Applicants who wish tofollowthe Program in English medium should possess at least a credit pass (before 2001) or "B" pass (from 2001) for English Language in the GCE Ordinary Level Examination. Certificate in Minimum of 1 Above 18years of age and should have passed the Pre-school Education year GCE Ordinary Level Examination (6 subjects including First Language and Mathematics, and 'B' pass for English Language if they wish to complete the program in the English Medium). Advanced Certificate Teachers/Caregivers 1 year Applicants should be 18 years or over on the closing in Pre-school date of applications. Successful completion of the Education Certificate in Pre-school Education programme conducted by the OUSL. The department coordinates activities of the three model pre-schools situated in the three Regional Centres of the OUSL: the daycare center at Colombo (Nawala), the Regional Centre, and the Child Study Centre. There are five permanent academic staff and the Department benefits from the services of a large number of visiting academics to conduct day schools, mark assignments and assess practical courses of the teacher training programs." 86 The Open University of Sri Lanka. Early Childhood & Primary Education. See homepage. 67 The Lyceum Academy for Teacher Education: The Lyceum Academy for Teacher Education was established in the year 2004 to provide professional training opportunities for teachers in the private sector in English." Name of the ice D Pre-eq -cte Course Diploma in Primary Teachers 12 months GCE Ordinary Level Examination with "C" pass in School Teaching English and GCE Advanced Level Examination with Programme two subjects. Diploma in Early Teachers/caregivers 12 months GCE Ordinary Level Examination with "C" pass in Childhood English. Development Education Programme The National Child Protection Authority (NCPA) and the Prime Minister's Office drafted a comprehensive National Guidelines for Child Day Care Centers in Sri Lanka. Summarizing the guidelines for the below roles in a daycare center:" Roles na Minimum Minmum daycare requirement at the Experience Minimum center daycare center Leve (in years) Age O Center Manager At least one for a daycare 6 At least 5 years of 30 Females are considered more center experience suitableforthis role. Priority working with shou d be given to those who children have worked in the capacity of an Assistant Center Manager Assistant Center At least one for every 15 4 At least 2 years of 27 Priority should be given to Manager children experience those who have worked in the working with capacity of a Childcare children Assistant Childcare 4 - 18 Assistant Volunteer A maximum of 20% of - 18 Must be under the direct the entire workforce at supervision (within sight and the daycare center may sound) of a child caregiverwho consist of volunteers at is a permanent staff member any given time at the Center Domestic Support in 18 Must never be involved in the Helpers managing the domestic provision of childcare for children activities of the daycare at the Centre. Must be screened center for suitabilityto work at the daycare center by the Center Manager prior to recruitment. Must be provided with necessary guidance on communicating appropriately with children 68 Roe a MiiuI iu cete dyaecner -,e ILeve ne yers AgeE Peer Support - - - - The Registrant should arrange monthly meetings among all staff members to discuss any issues pertaining at the daycare center. Development Off icer9O in charge should arrange biannual meetings for all chi d caregivers at the daycare centers within the province to discuss any concerns, support or improve- ments required. 87 About the Lyceum Academy for Teacher Education 88 National Guidelines for Child Day Care Centers in Sri Lanka. 2016. 89 National Vocational Qualifications (NVQ). NVQ 4 is currently available and are delivered through accredited institutions while NVQ 5 and 6 are expected to be made available within 2years following the introduction of the Cuidelines. 90 'Development Officer - (Child Care; DO-CC)' are individuals attached to Provincial Department of Probation and Child Care Services to monitor and develop child day care centers, coordinate with relevant government organizations. National Guidelines for Child Day Care Centers in Sri Lanka. 69 Most of the companies featured in this report re y on the services of a third-party childcare provider. Increasing investments in childcare can result in more reliable and quality services for both private and public-sector companies. Financial institutions may want to consider exploring how to finance childcare providers as micro entrepreneurs or SMEs. Investors can also explore how to support employers with their respective financial needs. The below table provides information on some of the existing financial schemes for parents and children in Sri Lanka. The information contained in this Annex is provided only as general information, which may be incomplete or outdated. The inclusion in this list does not imply IFCs endorsement or support of any of the linked information, services, products, or providers. nstitutionsProducts for Children Products for Women Po e Hatton National HNBSingithi Lama, Children's - Gami Pubuduwa scheme: a Bank PLC Saving Scheme: a savings micro finance product for account for newborn to the small and micro 12-year-old children which can be industries entrepreneur's created with a minimum deposit where manufacturing or of Ps. 500 service industries can be financed up to Ps.75 million under at an interest rate of 8% per annum National NDB Shilpa Children's Savings Araliya SavingsAccount: - Development Bank Account: an attractive savings a Women's savings account PLC plan for newborns to 18-years-old which also supports women who which can be created with a want to further develop their minimum deposit of Ps. 500. Also skills, health and knowledge provides different activities on whilst giving strength, security health and education, and confidence to realize aspirations in theirjourneyof life. NDB Children's Savings Planner: a The account also provides savings plan for children from medical and life coverage for the 2-18-years-old. account holder as well as her immediate family members. NDB also conductsvarious workshops for women providing non-f inancial services such as grooming sessions and financial management workshops via Araliya. SANASA Lakdaru: Children's Savings SDB Uththamavi: a savings SME Plus: a loan scheme Development Bank Account to support the accountthat provides a financial which allows micro- PLC fast-paced development of solution package for personal entrepreneurs or anyone children below the age of and business needs providing who wants to be one in 18-years-old. convenience, eff iciency, personal future, a provision of credit and family security to women in facilities and support services Sri Lanka. for expansion of business up to Ps.300 million with an interest rate of 5-10 percent Standard Chartered My dream account: A savings Bank account for children upto]Syears of age can be created with a minimum depositof Ps.5000 70 I. Leave policies Two Acts were passed in 2018 enhancing maternity benefits for fema e employees; the 2018Maternity Benefits (Amendment) Act, No.15 of 2018] and the 2018 Shop and Office Employees (Regulation of Employment and Remuneration) (Amendment) Act, No.14. The changes were effective from 18th June 2018. Section 3 of the 1939 Maternity Benefits Ordinance was amended in 2018 by Section 2 of the Amendment Act9l to extend maternity leave granted to all female employees for every child. Maternity leave benefits before June 2018 for a third or subsequent child was limited to six weeks of paid maternity leave (including any holidays). Froml8th of June 2018, every birth entitles a female employee to twelve weeks (84 days) of paid maternity leave, excluding any other holiday or leave for which the female employee is entitled to under any other law or regulation. There is no provision in law regarding extension of maternity leave in case of complications or sickness due to giving birth or in the case of multiple births. Section 18(B) of the 1954 Shop and Office Employees Act was amended in 201892 and also extended maternity leave granted to female employees in shops and offices after the birth of a second child, as defined by the Act. According to Sec.1 of Shop and Office Employees Act, the Minister may by Order declare that the provisions of this Act shall apply: (a) to shops or to offices in such area or areas as may be specified in the Order, or (b) to all shops or offices in Sri Lanka. Previously, a female employee was entitled to forty-two working days of maternity leave for a third or subsequent child (including any holidays). This provision was amended in 2018 to grant women eighty-four working days for giving birth to any child. II. The Government's Commitment to Improve Early Childhood Care In recent years the government of Sri Lanka has shown its commitment to improve childcare services. On October 17th 2017, the Prime Minister, in his capacity as the Minister of National Policies and Economic Affairs, proposed "to appoint a Committee comprising of the representatives of the Government, the Provincial Councils and the Private Sector to study the further expansion and enhancement of the child daycare facilities in Sri Lanka, identifying the problems pertaining to the field"". The proposal was approved by the Cabinet of Ministers. Measures have been taken to assist families to meet the need for childcare services by providing programs that support access and affordability of childcare centers. The Cabinet of Ministers on July 31, 2018 decided to improve daycare services by establishing infrastructure for financial support. The Cabinet approved a proposal "to create a loan scheme under the "Enterprise Sri Lanka" Project to provide funds for investors to improve day care facilities.4 Funds have been allocated for construction and improvement of Day Care Centers: Ps. 17.214 Million (231.039 USD) was allocated for the development and opening of new day care centers in 2017. The government has implemented programs to provide morning meal for preschool children suffering from malnutrition. The government has also initiated a Model Villages Project on Early Childhood Care and Development. Selected villages have been developed as "Early Childhood Development Model Villages" with the aim of making villagers aware of and sensitive to the benefits of Early Childhood Development."9s 91 Maternity Benefits Ordinance, as amended in 2018, Sec. 02: "(1) The period for which any woman worker shall be entitled to the payment of maternity benefits shall be (a) twelve weeks, that is to say two weeks upto and including the dayof her confinement and ten weeks immediately following that day, if the confinement results in the issue ofa live child, and (b) six weeks, that is to say two weeks up to and including the dayof her confinement and four weeks immediately following that day, if the confinement does not result in the issue ofa live child: Provided however, that where such woman worker has worked in her employment for any number of days during the aforesaid period oftwo weeks referred to in paragraphs (a) and (b) she shall be entitled to the payment of maternity benefits for such number of days immediately after her confinement commencing from the day immediately after the date on which the aforesaid period often weeks or four weeks as the case may be, ends. The aforementioned maternity benefits shall be allowed in addition to any other holiday or leave for which the female employee is entitled to under any other law or regulation" 92 The Shop and Office Employees Act, as amended in 2018, Sec. 18(B) "(2) A female employee to whom this Part applies, shall, if she is confined, be entitled to take leave for a period of: (a) seventy days commencing on the date of her confinement, if the confinement results in the delivery of live child; and (b) twenty-eight days commencing on the date of her confinement, ifthe confinement does not result in the delivery of a Ive child and the employer shall allow such leave Where a female employee to whom this Part applies has worked for her employer on any number of days during the period of fourteen days referred to in subsection (1), she shall be entitled to take leave, for such number of days after her confinement, commencing on the day immediately after the date on which the period of leave referred to in paragraph (a) or paragraph (b) of subsection (2) ends and the employer shall allow such leave" 93 Office of the Cabinet of Ministries, Press briefing of Cabinet Decision 94 The Official Government News Portal, Sri Lanka, 95 Ministry of Women and Child Affairs, 71 Ill. Legal obligation for employers to support childcare n- n Answer and Legal Basis s there a legal obligation for Yes. According to the 1939 Maternity Benefits Ordinance No.32 of, Sec. 12A. (1),96 "the employer of employers to provide or more than a prescribed number of women workers in any trade shall establish and maintain, in support childcare services? accordance with regulations made in that behalf, a creche for children under f iveyears of age, and shall allow anysuch worker who has in her care a child or children under f iveyears of age, to leave such child or children in such creche during the hours when she is required to work for her employer. The Minister may, for the purposes of this section, prescribe a number for a trade or a branch of a trade, having regard to the number of women workers employed in, and the nature of the work a woman worker is required to perform in, such trade or such branch. Regulations may be made for the purpose of securing the proper maintenance and administra- tion of creches provided under this section, and generally for securing the health, safety and proper care of the children in such creches." If there is a legal obligation The Maternity Benef its Ordinance does not specify the number of female workers that triggers for employersto provide or the requirement for employers to provide a creche for children under fiveyears of age. support childcare, is it based on the number of According to Maternity Benef its Ordinance No.32 of 1939, Sec. 12A (1) the employer of more than a female employees? prescribed number of women workers in any trade, The Minister may, for the purposes of this section, prescribe a number for a trade or a branch of a trade, having regard to the number of women workers employed in, and the nature of the work a woman worker is required to perform in, such trade or such branch. If there is a legal obligation No for employersto provide or support childcare, is it based on the number of employees regardless of their gender? Is there a special legislation No applicable onlyto employ- er-provided childcare? IV. Legal obligation for employers to support childcare Do employers receive tax benef its for providing or supporting childcare No services? Do employers receive non-taxbenef its for providing or supporting childcare? No Non-tax benef its include monetary and non-monetary support, such as technical support, propertyorfinancial incentives 96 Maternity Benefits Ordinance No.32 of1939, Art. 12A 72 V. Quality of Private Childcare Services According to the 1939 Education Ordinance No. 31, Art. 37, the Minister of Education may make regu ations for nursery schools defined as education facilities for children who have not attained the age of five. On July 26th, 2018 the Sri Lankan government received cabinet approval to issue National Guidelines for Day Care Centers97 covering services provided to children between 4 months and 12 years old.98 The National Child Protection Authority (NCPA) and the Prime Minister's Office formulated the final draft after considering recommendations from interested persons and groups. This National Guidelines is a comprehensive document that aims to regulate registration of newly established childcare centers, set out responsibilities of care providers, and standards of services to ensure the safety and well-being of children. The Guidelines also seek to improve the quality of services in existing childcare facilities and provides the framework for assessing their performance. The Guidelines will be implemented by the provincial Department of Probation and Child Protection. Childcare facilities that are covered by the Guidelines include: a. Type I -Day Care Centers b. Type II -Workplace-based Child Day Care Centers c. Type I I I-Private Home Day Care for Children Are licenses or registration Yes. Sec3 of the National Guidelines for Day Care Centers in Sri Lanka states. "Registration of a legal ly required to Child Day Care Centre is mandatory and all applications for registration and renewal of registration establish childcare? must be madetothe Head-charged with overseeing Probation and Child Care services in the relevant province. Day Care Centre registration is mandatory for the Business Registration (BR) of the Centre at the Divisional Secretariat" Are there zoning Yes. Sec. 6.1 of the National Guidelines for Day Care Centers in Sri Lanka states: "The Premises: requirements in the law? i. Must be a gated facility located in a safe, welcoming and child-friendly environment (e.g. away from garbage dumps, hazardous and polluted environments, bars, etc.) easily accessible to all children attending the Centre. ii. Must be free from hazards including unprotected wells, open pools, unprotected edges, drop-offs and cliffs, dangerous equipment, sharp objects, slippery areas and water leakages (e.g. roof, taps, etc.). It should have a safe roof, ceiling and paved floor. iii. Must be a permanent building that may be adjoining or in the premise of a private residence but is detached from its living space (otherthan Private Home Day Cares). iv Must be equipped to maintain a comfortable temperature. v. Should provide adequate space, and access to the necessary facilities for a range of age and gender appropriate and disability sensitive activities promoting child development. vi. Must have natural lighting and ventilation and must be well-kept. vii. The environment should not be over-stimulating and extravagant. viii. Must be free of rodents, hazardous insects, vermin, and toxic plants. Mosquito and insect breeding sites should be detected and treated regularly. ix. Must always have a sufficient supplyof hygienic drinking water. x. Must be for the sole use of the Child Day Care Center during the hours of operation" Does the law set out pupil Yes. Sec. 5.2 of the National Guidelines for Day Care Centers in Sri Lanka states "The minimum to teacher ratio? Caregiver - children ratios should be asfollows: a. Children below2years: 1 caregiverfor 3 children b. Children aged 2 -3years:1 caregiverfor 4 children c. Children aged 3-Syears: 1 caregiver for 6 children" Are there penalties Sec. 16.2 of the National Guidelines for Day Care Centers in the Sri Lanka states'"An effective imposed on childcare system must be put in place by the Registrantto receive complaints from children, parents and any providers for not other concerned party regarding the functioning of the Centre and take timely appropriate action" complying with applicable laws and regulations? 97 National Guidelines for Child Day Care Centers 98 Sri Lanka to Issue National Guidelines for Child Day Care Centers, July 26, 2017, 73 The 10 companies featured in the report tobrandix, Brandix Lanka - Holding Company 0 nsisn s The Brandix Group is one of the largest exporters of apparel in Sri Lanka. As the holding company of the Brandix Group of companies, they are engaged in developing, manufacturing and marketing end-to-end apparel solutions to global fashion brands such as Victoria's Secret, Gap, Lands' End, Lane Bryant, Marks and Spencer, and others. The company has over 20,000 employees of whom 68 percent are women. Fairway Holdings (Pvt) Limited Fairway Holdings is a diversified business, offering lifestyle enhancing products and services. The Fairway FAIRWAY Holdings company is known for luxury residences and has rapidly expanded into real estate, manufacturing and trading operations, renewable energy projects, bio technology, financial services and travel & leisure industry. The company has over 300 employees out of whom 21 percent are women. F. J. & G. de Saram F.. & G. de Saram is the oldest law firm in Sri Lanka. The practice was established in 1841 by F.. de Saram, F.C il~ s:r ini Snr. and offers a comprehensive range of corporate and commercial legal services. The firm employs over 100 individuals, 64 percent of whom are women. Hemas Holdings PLC Hemas touches the lives of millions of loyal customers, via its renowned wellness, leisure and mobility businesses. Over a span of nearly seven decades, Hemas has delivered an award-winning range of diversified products and services that continue to help enrich lives, empower businesses, and make a positive contribution to the nation's economic development. At present, Hemas provides employment to over 7500 individuals, of whom 28.5 percent are female employees. MAS Holdings MAS Holdings manages a portfolio of businesses with a revenue of USD1.8bn. Itis one of the largest design ABi -to-delivery solutions providers in the apparel and textile manufacturing Industry in South Asia. MAS is headquartered in Sri Lanka, has53 manufacturing facilities across 16 countries, and design locations in key locations across the globe. The company has over 99,000 employees of whom 70 percent are women. LSEG Technology LSEG Technology (formerly MillenniumIT (Pvt) Ltd) is a leading financial technology product-based LSEGI. organization. LSEG Technology's systems are used by over 40 financial service firms and exchange businesses around the world, processing over one billion transactions. The company has over 500 employees of whom 22% are women. Selyn Selyn engages the traditional Sri Lankan community of handloom weavers in producing fashion items and accessories, home products, toys and fabrics. Founded in 1991 by Sandra Wanduragala, Sri Lanka's only fair-trade guaranteed handloom company started off working with 15 women in the village of Wanduragala and has since grown into a network of around 1000 workers, 90 percent of whom are women. Standard Chartered Bank Standard Chartered PLC is a British multinational banking and financial services company headquartered Standard in London, United Kingdom. They operate a network of more than 1,200 branches and outlets across more Chartered than 70 countries and employ around 87,000 people globally. Standard Chartered Bank in Sri Lanka has over 600 employees of whom 48 percent are women. Unilever Sri Lanka Unilever Sri Lanka is one of the largest fast-moving consumer goods (FMCG) companies in Sri Lanka, with 29 market leading brands in categories such as home care, personal care and foods and refreshments. Established in Sri Lanka in 1938, with brands such as Sunlight, Lux and Pears, Unilever manufactures 95 percent of its products locally. The company has over 400 employees out of whom 25 percent are women. WS02 WS02 is an IT company with offices in Australia, Brazil, Sri Lanka, UK and US, offering middleware applications, a software that connects other software components to create a seamless workflow for business operations. In Sri Lanka, the company has over 500 employees out of whom 33 percent are women. 74 IFC Wornen in Work Prograrn IFC, Level 15, NDB-EDB Tower 42, Nawamn Mawatha Colombo 2 Sri Lanka Email: wvomeninwork@ife.org December 2018 The DFAT I FC Women in work program Sri Lanka, in partnership with leading private weOm.me-oUP sector companies, aimsto demonstrate that corporate performance can improve from Creating Markets, Creating Opportunities closing gaps between women and men in the private sector.