In a move to promote inclusivity, EY Global Delivery Services (EY GDS) Sri Lanka hosted a panel discussion on social equity. The forum featured influential women leaders who shared their experiences and perspectives to drive progress in workplace diversity, both within the EY organisation and in the wider community.
The panellists, including first female Group CEO of a public-quoted conglomerate in Sri Lanka Kasturi Chellaraja, first female Chairperson of the Sri Lanka Association for Software and Services Companies (SLASSCOM) Sandra De Zoysa and co-founder of one of the largest fitness centre networks in Sri Lanka Ashanthi Weerasinghe offered valuable insights about dismantling societal biases and creating equal opportunities.
Highlighting a stark gender disparity in Sri Lanka’s ICT sector—where women represent a mere 30% of the workforce despite high educational attainment—the event underscored the need for urgent action to close the gender gap in technology.
Marking two years of its presence in Sri Lanka, EY GDS reiterated its commitment to diversity, and has achieved and maintained a 50:50 gender-balanced workforce.
“Our pursuit of social equity is relentless and woven into the fabric of our operations,” said Location and Consulting Leader, EY GDS Sri Lanka Sam Rajapaksa. “Our goal is to cultivate an environment where every voice is heard, and every potential is realised. By embracing an ‘always-on’ diversity mindset, we address disparities head-on, transforming our work culture to one where every person can thrive.”
As a purpose-driven organisation, EY GDS prioritises inclusivity and equity throughout its internal systems, processes and programs. For example, through year-round employee listening exercises, the organisation seeks insights into its diverse workforce’s experiences that can guide continuous improvement in achieving equity and fairness.
Inclusiveness is part of the EY values, and all EY people are required to sign the EY Global Code of Conduct, which mandates the full application of the EY values to guide both individual and organisational decisions. This is reinforced by the mandatory “Inclusive Leadership for All” learning course for all EY people that provides practical guidance to nurture, harness and benefit from diverse perspectives through team formation, task allocation, performance evaluations, and advancement criteria.
Throughout the year, EY GDS aims to foster meaningful conversations that embrace differences and help tackle inequities. By generating open dialogues and leveraging the experiences of trailblazers, EY GDS aims to support persons to challenge societal norms, break down barriers, and inspire change across society.
