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ABOUT IFC
IFC a sister organization ofthe World Bank and member ofthe World Bank Group---Js 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 ofthe private sector to end extreme poverty and boost shared prosperity. For more information, visit
ABOUT IFCS WOMEN IN WORK PROGRAM IN SRI LANKA
The I FC-led Women in Work (WW) Program, a four year program valued at US$11.Smn and funded bythe Australian Government, launched in April 2017
It is I FCs 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 Itsector 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 work-force participation in Sri Lanka's private sector, create more and betterjobs for women,
and has the potential to increase company profits and drive overall economic growth. WW also contributes to the vision ofthe Government of Sri Lanka where
all citizens can achieve higher incomes and better standards of living by202S
Access to quality chilocare services is a key constraint on women's labor force participation. Following I FCs global Tackling Childcare initiative, this report
highlights Sri Lanka-specific data, experiences and resources on employer-supported childcare and may not only be relevant to individual businesses but can
also serve as a resource for special economic zones, Information Technology (IT) parks and other consortium models. This case study is one of10 featured in the
report "Tackling Childcare: The Business Case for Employer-supported Childcare in Sri Lanka", available at
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December2018
StandardOn a Journey to Increase Gender Parity in the Workplace Chartered
For Standard Chartered Bank (SC), a member of IFC'sSheWorks partnership in Sri Lanka, providing childcaresupport and measures to improve employee work-lifebalance 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 womensupport is weaved into their strategy through the * 54 percent of the Country Leadership Team areDiversity and Inclusion agenda and commitment to womenretain, develop and promote talent, irrespective of * Over 43 percent of the recruitments in 2018 weregender or parental status. Having childcare support is womenalso a way of letting women know that one can * Over 40 percent of the bank's promotions incontinue their banking career whilst celebrating the 2018 were womenlife-event of being a mother. Currently, 48 percent ofSC's entire workforce in Sri Lanka are women. SC also The Bank supports working parents through:takes pride in reporting 54 percent participation ofwomen 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 toll 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 roles. * Flexible working arrangements* Medical insurance coverage of children
In 2008, SC introduced a creche facility'Kidkare'to allits employees and was one of the pioneers in the industry. Key business impacts of offering childcare
The facility is located in the heart of Colombo and support:
currently accommodates up to 30 children from the age * Supporting retention of new mothersof 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 b ock for the Bank's gender6:00 p.m. The facility provides adequate care in terms diversity strategyof hygiene, preparation of home cooked meals andsecurity during operational hours. The food menu isprepared by the creche supervisor in consultation witha nutritionist to provide healthy and balanced meals forchildren. Both children and employees of'Kidkare' arealso covered by a medical insurance scheme providedby SC.'Kidkare' offers early childhood education andquality care under the supervision of a qualifiedMontessori teacher. Once the children come afterschool they are supported in completing their homework.Special events are organized by the cr6che during theholiday months with outings and excursions for thechildren.
Initially, the employer-supported creche was receivedby its employees with some caution, as it was a culturalshift for parents to trust the concept of a childcarefacility in comparison to grandparents and nanniestaking care of the child. Following the success of SCSri Lanka's initiative, several other SC locations globallyhave followed and established their own cr6che facilitiesusing the lessons-learned from SC Sri Lanka.
02
SC meets two thirds of the crbche's operational costs whilst More recently Standard Chartered Bank Sri Lankathe parents pay a monthly nominal fee. The investment is enhanced its existing policy on maternity leave to offerjustified with SC's maternity return rate at 100 percent 20 calendar weeks of maternity leave, exceeding theand parents claiming they are at ease and can better legal requirement of 84 working days whilst fathersconcentrate 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 availattrition of mother's resigning to care for their children. themselves of two calendar weeks adoption leave.This is predominantly due to the cr6che facility, flexible SC provides nursing intervals in line with the laborworking 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 theirsuccesses of the 'Kidkare' functioning seamlessly is their personal lives, without impacting their careers.creche supervisor and her ability to manage the bank's Further, SC launched its first Women's Networkprotocol, parents and their children. "W3: Women Win @ Work" in 2016. This initiative
promotes networking, professional and personaldeve opment of women in the bank.
1 IFC. 2017. Government of Austra ia 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.
03
The DFAT -FC Women in Work program Sri Lanka, in partnership with leading privateý IM FCsector companies, aims to demonstrate that corporate performance can improve from
Creating Markets, Creting Opportunities closing gaps between women and men in the private sector.