News
Unsafe conditions for working women under the spotlight
View(s):By Tharushi Weerasinghe
For Sri Lankan women going to work holds risks to their lives and dignity regardless of the type or class of work they engage in.
Making up 35% of the workforce, with unpaid domestic labour unaccounted for, these dangers are propped up by failing systems and repressive beliefs.
“No one cares if we eat or if we’re safe, only that we earn” said Chamila Thushari, Executive Director of Dabindu Collective, a non-profit representing the rights of women workers in Sri Lanka’s Free Trade Zones.
Mahinda Jayasingha
For women working in the Free Trade Zones, dangers begin on the commute to work. Many roads do not have electricity, making late-night commutes dangerous but inevitable because overtime earnings are essential – “there is no livable wage for these women, only a minimum wage.”
“In the North, women often travel 30-40 km daily, and the first person to board a bus or the last to get off is at the highest risk of abuse,” Thushari explained. Factory transport only drops workers off on main roads, forcing them to walk alone in the byroads to their boarding houses in unsafe conditions. Gang rapes along these commutes have been reported repeatedly – but justice is rarely brought because few report and those who do report withdraw their cases down the road due to long hearing periods and the need to move on with their lives.
Workplace exploitation is also rampant. Mechanics pressure female workers into sexual relationships or refuse to fix their machines, preventing them from meeting production targets. Instead of addressing the issue, employers prioritize men for job security, leaving women sidelined. No in-company platforms exist for reporting grievances—only the police, who are “often unresponsive.”
Police complaints are rare because they require too much time, and while the Women’s Bureau operates from 8 a.m. to 8 p.m., these hours are inaccessible for workers on long shifts. “Attendance bonuses are at about Rs.7000 which is vital for these women – but they lose it if they miss even a day of work so filing a complaint during those hours is impossible. The systems are also built in such a traumatising way that a woman is unlikely to feel much confidence so they bear it.” Police hotlines, though available, often make excuses such as lacking petrol.
Sri Lanka Police however denied the claim that officers refuse to respond to distress calls made because they lack resources. “We are well equipped now so I don’t agree with that,” said Acting Police Media Spokesman Assistant Superintendent of Police Fredrick Wootler. He noted that mobility was a top priority for any police station and that it was a well-resourced expense in stations across the country. “If this is a recurring complaint they need to inform the Officer in Charge of the Police Station or the Headquarters Chief Inspector who will then make the calls for the relevant allocation of resources.”
Chamila Thushari
ASP Wootler also noted that a police station is open 24 hrs a day. “Even though the women’s desk is especially open from 8 am to 8 pm if a complaint comes in at another time we are always ready to call in a female officer from the barracks, so services are available all the time.”
Safety in workplaces, however, is a growing concern across the board. “I never worried about it before but after what happened in Anuradhapura I am suddenly realising how vulnerable state services working places are,” noted a lecturer from the University of Colombo who wished to remain anonymous. The only security measures available in universities currently are security guards at the entrance, a sprinkle of CCTV with many blind spots, and marshall offices to ensure “student discipline.” The lecturer noted that while cursory checks are done at the entrance by way of questioning those who enter sporadically, no reliable filter exists as universities are open spaces that anyone can usually walk into.
Earlier this week, the Sri Lanka Grama Niladhari Association also announced that female Grama Niladharis will no longer work night shifts due to security concerns. Colombo District President Shamali Watsala Kulatunga told media that office hours would end at 4:15 PM from Friday on and that offices in unsafe areas would be relocated. Meanwhile, Minister of Women and Child Affairs Saroja Savitri Paulraj assured that steps will be taken to ensure the safety of women working at night.
Harassment from superiors is especially rampant in what are considered “male-dominated” spaces like legal chambers where late hours are the norm. “I have had seniors make gross passes at me and sometimes “playfully” hit me under the guise of locker room talk – but my male colleagues don’t get the same treatment,” claimed a 30-year-old female lawyer from a chamber in Colombo. She noted that reacting badly to this treatment often led to female lawyers being sidelined from important cases, or important work and promotions. “The first decade out of law college is tough on everyone but women have to put up with things that are despicable because speaking up, especially against the senior you apprentice under, is career suicide.”
Renuka jayasundara
The Penal Code is the only framework addressing harassment, but it fails to reflect women’s realities. International standards like the C190 convention remain unratified.
According to Deputy Minister of Labour Mahinda Jayasinghe, ratifying the International Labour Organization’s (ILO) Convention C190 on violence and harassment in the workplace is a priority. “C190 was adopted in 2019, but we have not ratified it so far,” he acknowledged. Discussions took place on March 4, with no official timeline, but the government plans to act after the budget. “An initial proposal is being prepared, and updates will be presented at the ILO’s June meeting,” Jayasinghe said.
Beyond C190, broader labour law reforms are underway. “We aim to reform labour laws, which we have pushed since the previous government,” he noted. A committee is reviewing past progress, and another will assess changes. “Balancing employee and employer interests is key,” he added. While laws matter, the priority is agreements and better work environments. “If that fails, legal measures follow.” Digitalizing labour processes is also a focus.
“The National Labour Advisory Committee met in January but was delayed by the budget. We will reconvene in April.” A common stakeholder forum, beyond the currently vocal trade unions, is also planned for broader dialogue.
On workplace safety, Jayasinghe said discussions with the relevant ministry are needed. “We encourage public complaints, especially on security concerns.”
According to Deputy Inspector General of Police (DIG) Renuka Jayasundara, head of the Children and Women Abuse Investigation Range, the police need more resources to handle cases involving women and children effectively. “Every police station has a Women’s Bureau, but we need more officers, particularly female officers, as complaints are increasing due to decreasing stigma,” she said. While this progress is positive, she stressed the need for system improvements. “Identifying weaknesses is part of this process, and we must strengthen existing programmes.”
Human resources and in some cases equipment are lacking, she noted. “Currently, 45 divisions have only 45 three-wheelers for Women’s Bureaus.” Resource constraints are severe in the North and East, where officers struggle with lodging and basic needs. “The Human Rights Commission recommends 24-hour operation for Women’s and Children’s Bureaus, but a lack of officers makes this difficult.”
Transfers also pose difficulties, as officers typically work near home with support systems. “When transferred, especially to resource-poor areas, it becomes challenging. Married quarters are lacking, so female officers must stay in barracks without their families.” This issue is compounded by their multiple responsibilities, including court appearances. “The shortage of officers, particularly female officers, is a major issue. Demand is high, but they are exhausted because they go home to additional responsibilities.”
To improve accessibility, the police introduced the 1990 hotline. “It allows us to direct help when needed,” Jayasundara noted. While designated officers receive regular training, others rely on initial police training due to resource constraints. “There are still issues with training and mindset change that requires a cultural shift”
She referred to developments such as the establishment of a dedicated women and children bureau at every station across the country. “Previously there were about 200 stations that did not have this so this is a great step forward and we hope to keep improving with the resources given”
The UNFPA is working with the Ministry of Women and Children’s Affairs to develop the National Action Plan on Gender Equality and support Sri Lanka’s second Multisectoral Plan on Gender-Based Violence. In partnership with national ministries, it backs women’s shelters, combats sexual harassment in public transport, and builds Emergency Waiting Areas (EWAs) at Women and Children’s Police Units.
Responding to the Sunday Times, UNFPA emphasised priorities like tackling harassment, strengthening survivor support, and empowering women in leadership. Long-term change, it noted, requires shifts in attitudes and understanding of consent. Finalising and implementing Comprehensive Sexuality Education (CSE) in schools is key to equipping youth with essential knowledge.
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