Safety and Gender – Workplace Protection Failures That Hit HR Hard in Sri Lanka
Introduction
During the recent years, gender protection and safety in the work place have emerged as one of the acute human resource concerns in Sri Lanka. In 2025, the rape of a female doctor in a state hospital, which led to a national medical strike revealed not only the lack of physical safety, but also the institutional negligence of gender-sensitive HRM. This case was an indication of a systemic problem: organizations, public and private, have no strong structures to ensure that employees are not subjected to gender-based abuse and violence. The HR departments, which are largely reactive, are under increased pressure to promote dignity and trust in the workplace.
Discussion
Sexist violence and harassment in the workplace is against both ethics and the law of employment. The Employment (Special Provisions) Act No. 02 of 2022 stipulates that it is an employer of Sri Lanka duty to avoid sexual harassment and offer safe working conditions (Department of Labour Sri Lanka, 2022). However, not all are implemented. Most institutions do not have internal complaint procedures or reporting channels and therefore victims are left unassisted.
The role of HR should go beyond the compliance, it should facilitate the creation of a psychologically safe environment, employees empowerment, and gender equality in all organizational tiers. It has been proven that inclusive HR policies enhance morale, retention and organizational image (Dessler, 2023). Nevertheless, the conservative chain of command and male chauvinism hamper development. Female employees in the public health workforce state that they are afraid of retaliation and stagnation in their careers when they report misconduct (Jayasinghe & Pathirana, 2023).
To enhance gender sensitive HRM, organizations should form anti-harassment committees, hold sensitization seminars and include gender equality in performance reviews. The cooperation between HR, unions, and governmental organizations will be able to create the culture of responsibility. With Sri Lanka trying to match ILO Convention No. 190, the change in the token policy to the real protection has to be led by HR.
https://youtu.be/YD8WVaxdG9E?si=FQ-oPLhCqlRZIG-iConclusion
The hospital accident in 2025 is a great illustration of the fact that the workplace safety is not only a legal obligation, but it is also the ethical and strategic human resources practice. The creation of gender-sensitive, respectful, and psychologically safe working environments will not only safeguard the employees but will also increase the organizational legitimacy. HR leaders need to shift their reaction to prevention and make sure that all workplaces promote values of dignity and equality as something with which they do not have to bargain.
References
Arab News (2025) Sri Lankan doctors strike over safety concerns after colleague’s rape. [Online] Available at: https://www.arabnews.com/ [Accessed 29 Oct 2025].
Department of Labour Sri Lanka (2022) Employment (Special Provisions) Act No. 02 of 2022. Colombo: Government Press.
Dessler, G. (2023) Human Resource Management. 17th edn. Harlow: Pearson Education.
Jayasinghe, M. and Pathirana, S. (2023) ‘Gender Harassment and Reporting Barriers in Sri Lanka’s Public Sector,’ Asian Journal of Gender and Employment Studies, 6(1), pp. 44–59.
This article highlights the urgent need for gender-sensitive HR practices and stronger workplace protections in Sri Lanka. It clearly links recent incidents to deeper systemic issues that demand proactive HR intervention. I appreciate the focus on creating psychologically safe and inclusive environments rather than just meeting legal requirements. A timely and insightful reminder for organizations to prioritize dignity and equality at work.
ReplyDeleteThank you for your fantastic summary, Gihani! I couldn't agree more that the next step for HR in Sri Lanka must be a proactive one, moving past compliance to cultivating safe and psychologically secure environments. Your point on integrating dignity, safety, and equality is essential for any organization aiming for true sustainability.
DeleteThis blog highlights how inadequate workplace safety measures and gender biases continue to expose employees, especially women, to harassment and inequality, underscoring the urgent need for stronger protection policies. I think this topic is essential to discuss seriously, as workplace safety and gender equality are often overlooked but deeply important issues.
ReplyDeleteThat's a very striking observation, Charundya. It's disheartening, but true, that issues like workplace safety and gender equality are often overlooked despite their fundamental importance. Addressing the gender biases that underpin inadequate safety measures is crucial for creating a truly equitable workplace.
DeleteThis is quite a relevant and meaningful topic. Workplace safety and gender protection should be the basic responsibility of any organization. If one of these systems breaks down, the culture, reputation, and performance of the organization as a whole are damaged. Strengthening policies and making sure they are strictly implemented, creating a culture of respect, and fostering accountability-HR in Sri Lanka has to take these steps if it really wants to create a safe and inclusive workplace.
ReplyDeleteNishadi, that is a truly powerful point. You are absolutely right that workplace safety and protection must be seen as the basic responsibility of the organization. When this breaks down, the entire organizational ecosystem is damaged. Strengthening accountability and leadership is the vital foundation for creating the culture of respect and safety we need.
DeleteThis is such an important discussion. The case you mentioned highlights how critical proactive, gender-sensitive HR policies are. HR shouldn’t just react to incidents—they need clear frameworks, training, and reporting mechanisms to protect employees and foster a safe work culture. Sri Lanka, like many countries, has room to strengthen these structures
ReplyDeleteThank you, Dilmini, for framing this as such an important discussion. Your observation that HR shouldn't just react to legislation but must actively address systemic structures is key. The goal must be to empower and foster a safe culture, mirroring successful practices globally.
DeleteEvery employer must give this delicate and important matter their whole attention. In Sri Lanka, I believe that women working in the public sector have more avenues to report sexual harassment than those working in the private sector. There are several ways to file a complaint in government institutions, but in the private sector, the only options are frequently to report to the higher authorities in the company itself, Labour Department, or the police. But many female employees feel unable to take further action when the accused is the employer or a senior authority person. Because women lack protection and other channels for obtaining justice, individuals frequently decide to keep quiet and put up with the harassment in these circumstances—not because they condone it.
ReplyDeleteAwanthi, this is an incredibly important and necessary contribution. Your detailed feedback highlights the grim reality of the private sector's response to these issues—especially the lack of trust in reporting mechanisms and the resulting impunity. The fact that many employees fear reporting abuse or feel they have no recourse beyond the employer underscores the urgent need for institutional and legal reform. Thank you for sharing such a critical perspective.
DeleteThis is a strong, well-researched, and socially important blog. It effectively combines a real-world example, HR theory, and legal context. With minor improvements in grammar, sentence flow, and examples of successful HR practices, it could become a highly professional and persuasive piece.
ReplyDeleteThank you, Nilanka, for your detailed and constructive feedback. I'm pleased to hear that the article successfully combined the real-world example with HR theory and legal context. Your comments on improving grammar and persuasive flow are well-received, and I will certainly work on those minor edits to ensure the piece is as polished and professional as possible. I appreciate your thorough assessment!
DeleteGood post — you really highlighted how HR must be fair and aware of gender issues to support both men and women in the workplace.
ReplyDeleteThank you for highlighting the crucial point about fairness and gender awareness in HR. You are absolutely right—for HR to be truly effective, it must actively support and protect both men and women, ensuring a safe and equitable environment for everyone in the workplace.
DeleteYour article has been done effectively in analyzing a serious problem in Asia. It has become a major problem facing society today. HR practices have been highlighted in detail.
ReplyDeleteThank you, Chamil. I appreciate you recognizing the gravity of this issue as a major problem facing society today and acknowledging the detailed analysis of HR practices. It's essential to shine a light on these serious topics, and I'm glad the article contributed effectively to the discussion.
DeleteAs someone working in hospitality, I find this article deeply relevant. Hotels, like hospitals, are people-centered spaces where trust and safety are non‑negotiable. When gender protection fails, it doesn’t just harm individuals—it erodes the culture of care that our industries depend on. In hotels, we ask our staff to welcome guests with warmth and professionalism, but that can only happen if employees themselves feel respected, protected, and empowered. The tragedy highlighted here is a reminder that HR cannot remain reactive. In hospitality, we need proactive systems—clear reporting channels, anti‑harassment committees, and genuine accountability—to ensure that every employee, from housekeeping to management, feels safe to speak up without fear of retaliation. Gender‑sensitive HRM is not just compliance; it is the foundation of service excellence. For Sri Lanka’s workplaces, including hotels, embedding dignity and equality into daily practice is both an ethical duty and a business imperative. A safe employee is a motivated employee, and motivated employees create memorable guest experiences. This is why HR must lead the shift from token policies to real protection
ReplyDeleteWell said. Your comparison between hotels and hospitals is very insightful. You perfectly summarized why integrating dignity and equality isn't just an ethical duty, but a business imperative for Sri Lanka's service sector.
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