Standard Chartered Bank (SC) Sri Lanka’s Rukshila Seneviratne, Head of HR, and Nishani Ariyawansa, Financial Controller, who both co-chair the country’s Diversity & Inclusion (D&I) Council, share insights into building fruitful careers in an environment that fosters diversity and inclusion.
They begin this interview by discussing specific initiatives to promote gender diversity and create better opportunities for women at SC:
We’re proud of our gender-diverse workforce and country management team, with 49% and 38% being females, respectively. While our robust diversity and inclusion policies guide our decisions, we recognize the need for focused initiatives to support our female colleagues throughout their careers, acknowledging the unique societal responsibilities they shoulder.
Our employee benefits reflect this commitment. With offerings such as 20 weeks of parental leave, creche facilities, and flexible working arrangements, we empower female colleagues to balance parenthood and work effectively. Our Women’s Network, Women Win at Work (W3), leads annual initiatives focused on professional development, mentoring, career counselling, and networking programmes.
We prioritize supporting young females to reach their potential whilst addressing the needs of our senior leadership pipeline. Our dedication to supporting females through menopause being included in our medical benefits aims to facilitate their advancement into senior roles despite the challenges of this transition. Beyond our walls, we extend our impact by organizing financial literacy programmes for women in low-income communities, embodying our commitment to broader societal empowerment.
Rukshila, as the newly appointed Head of HR for SC Sri Lanka, what is your strategy to enhance gender diversity?
We stand strong in gender inclusion, affirming our status as an equal opportunities employer. Our workplace celebrates the benefits of gender diversity, as evidenced by our EDGE-Move certification and inclusion among the top 15 workplaces for women by Great Place to Work® in 2023.
However, I believe there’s strategic significance in empowering and supporting women to achieve their fullest potential. This entails providing practical support during pivotal professional and personal phases, with active involvement from people leaders. Addressing unconscious biases and fostering transparent career planning conversations are key in empowering female colleagues to reach their career aspirations within Standard Chartered.
Nishani, with over 25 years of experience at SC, how have you personally seen the approach towards gender diversity evolve?
Throughout my 25-year tenure, the bank has demonstrated fairness in gender equality and various inclusion efforts, with the D&I framework serving to structure and amplify these initiatives. Over time, I’ve witnessed a notable increase in female employees and improved representation in management, reaching 50% at one juncture. With a compelling global agenda driving us, we are motivated to pursue even greater achievements in the future.
A pivotal moment was the establishment of the D&I Council, marking the beginning of our achievements. Among its eight pillars, two specifically focus on Gender Diversity: the Gender pillar and the Women’s Network. This laid the foundation for our progress and reinforced the bank’s dedication to diversity, ingraining it into our organizational culture.
Rukshila, as someone who started her career at SC, could you share some of your experiences as a woman in leadership?
I feel incredibly fortunate to have advanced in my career at Standard Chartered without experiencing any gender-based disadvantage. The bank’s talent management policies consistently affirmed my skills and competencies, emboldening me to pursue unconventional career moves both internationally and across functions.
However, I must acknowledge moments during early parenthood when I questioned my decision to continue prioritizing my career. I grappled with feelings of guilt, believing my infant deserved more time with a stay-at-home mother. There were days I found myself in tears at the office, wrestling with this internal conflict. Thankfully, I found solace in the wisdom of senior female colleagues who assured me that these were phases to navigate, and brighter days lay ahead.
Nishani, can you tell us about the role of the Diversity & Inclusion Council and its impact?
The D&I Council in Sri Lanka comprises a dedicated cross-functional team led by the Head of HR and myself. We actively participate in all initiatives and carry our messages to the management committee for support and insights, significantly bolstering our efforts to foster a culture of diversity and inclusion. Our D&I framework consists of 8 key pillars: Well-being, Nationality and Ethnicity, Gender, Generations, Pride, Disability, W3 (Women’s Network), and Creche. Each pillar is led by a designated head and subcommittee, driving the bank’s D&I agenda and cultivating an inclusive environment.
Finally, what are the future goals and aspirations of SC in creating better opportunities for women?
As our workforce evolves, particularly with Gen Z’s rise, adapting our Employee Value Proposition and D&I initiatives is crucial. Gender diversity is key; our inclusivity hinges on our agility in tailoring strategies to meet evolving needs. What once attracted female talent may not resonate with the Gen Zs, requiring a shift in our approach. Similarly, support and empowerment for female talent are changing. While millennials value long parental leave, Gen Zs may prefer flexible arrangements. To retain and nurture female talent, we must innovate and stay relevant to remain competitive.