Threads of Equity: MAS Holdings’ Journey of Inclusion and Impact

In the quiet hum of production floors and design studios across continents, inclusion is not just spoken of - it is lived. At MAS Holdings, the rhythm of progress beats in unison with purpose, echoing through its 13-country footprint where over 95,000 people come together to create, innovate, and inspire. Seventy percent of them are women - each one a vital thread in a fabric defined not by hierarchy or circumstance, but by shared dignity and opportunity.

In an era when inclusion is too often reduced to aspiration or rhetoric, MAS Holdings has chosen to make it a foundation of how it operates, leads, and grows. Its commitment goes beyond workplace representation or compliance - it is a philosophy that defines every layer of its business, from the boardroom to the production line.

As Patron of the Diversity & Inclusion Working Group of the UN Global Compact Network Sri Lanka (Network Sri Lanka), MAS’ role now extends beyond its own factory walls. It stands as a mentor and catalyst - shaping an ecosystem where inclusion is understood not as charity or obligation, but as a cornerstone of sustainable and ethical enterprises.

‘Our diversity and inclusion work is embedded in our sustainability strategy, which forms part of our business strategy,’ says Thanuja Jayawardena, Head of Gender Equity and Code of Conduct at MAS Holdings. ‘Inclusion is not something we do on the side - it’s how we build teams, develop leaders, and contribute to society’.

Embedding Inclusion into Culture and the Way of Work

The company’s Sustainability Strategy - anchored in three pillars: Product, Lives, and Planet - positions people at the heart of progress. At the organizational level, inclusion is safeguarded through a robust Equal Opportunity and Anti-Harassment Policy, which forms part of the MAS Code of Conduct. It ensures all employees -regardless of age, race, nationality, gender, sexual orientation, or language - are treated with equal dignity. Annual awareness sessions and clear consequence management frameworks reinforce that commitment.

While policies lay the foundation for an equitable workplace, MAS has long recognized that policies alone do not create inclusion - people do. To embed equity into its culture, the company has integrated inclusion metrics into management performance evaluations, linking progress on values, behaviour, and representation to leadership accountability. This approach transforms values into measurable action and makes inclusion a shared responsibility.

‘We conduct sensitization work continuously - through workshops, training, and communication that help people see why inclusion matters and how each person can model it. Thanuja says. .These efforts start from the top, because leaders must show the way’.

It is a journey, not a destination. MAS acknowledges that changing mindsets and addressing power imbalances require time, consistency, and persistence. Yet, with strong frameworks, measurable goals, and committed leadership, the company continues to move forward—steadfast even in the face of challenges.

A Legacy of Empowering Women

MAS’ roots in gender equity run deep. Since its founding, the company has been powered by women, with factories and offices where female workers make up the majority. Early on, the company recognized that bridging the gender gap in access to resources, safety, and opportunity wasn’t just a social responsibility - it was critical to long-term business success.

One of the most transformative milestones in their journey was the launch of its flagship Women Go Beyond (WGB) programme in 2003. What began as an initiative to recognize women’s contributions has evolved into a comprehensive empowerment framework, supporting the professional, personal, and social growth of women across the organization.

Since inception, over 5.5 million opportunities have been created under WGB. In 2024 alone, more than 300,000 women benefited through training on career advancement, life skills, entrepreneurship, financial literacy, health and wellbeing, and awareness on Sexual and Reproductive Health and Rights (SRHR) and addressing and preventing Gender-Based Violence (GBV).

Leadership, Influence, and Industry Impact

At MAS, leadership commitment to inclusion is unwavering. “We’re fortunate to have shareholders and a board that understand the need for diversity of thought, background, and experience,” Thanuja shares. “Without senior-most commitment, this work is almost impossible - but it’s equally crucial to have middle management bought in, because they drive day-to-day change”.

As one of Sri Lanka’s largest employers, MAS’ influence extends across the apparel and manufacturing sectors, both locally and globally. The company actively shares its learnings through public forums, collaborations with universities, partnerships with global brands, and community engagements. “Our influence lies in showing that business excellence and inclusion aren’t separate,” Thanuja explains. “They strengthen each other”.

This philosophy is evident in MAS’ collaboration with the International Trade Centre’s GTEX Programme, a UN-led initiative funded by Switzerland and Sweden. Through this partnership, MAS committed to support nine SMEs in the textile sector by offering education on women’s empowerment, SRHR, and GBV awareness - helping build inclusive capacity beyond its own operations.