ANSELL LANKA

Q: What are the top three workplace trends in your sector?

A: Creating a sense of purpose within the organisation begins by ensuring every individual is aligned with and contributes to the company’s shared vision and mission. This involves fostering an environment where employees are both mentally and physically healthy, enabling them to perform at their best.

Additionally, it is essential to cultivate a culture of continuous learning where individual growth occurs in tandem with organisational progress – ensuring that as the company evolves, its people develop alongside it.

Q: How do the recommendations provided by Great Place To Work in Sri Lanka align with your talent related strategies?

A: We always foster a people centred culture. Most employees responded positively to various statements in the Great Place To Work survey. We firmly believe in following keywords such as attract, develop, engage and inspire; and our main strategy – human value stream strategy – addresses every point of the employee life cycle.

Furthermore, we have implemented multiple development initiatives. We believe the only path to a growing organisation is by creating a learning organisation.

Q: What lessons have you learned from participating in the Great Place To Work in Sri Lanka survey this year?

A: Participation in the employee survey reinforced the critical importance of actively listening to our people and responding to their feedback. It provided valuable insights into the employee experience, highlighting our strengths while revealing areas for growth.

Moreover, it allowed us to view certain aspects from fresh perspectives, helping us identify new ways to add value to our people processes.

Q: How does your organisation strike a balance between business growth and human development?

A: We are committed to creating an environment where employees are not only empowered to contribute to organisational goals but also supported in their personal and professional development To foster career advancement, Ansell Textiles Lanka (ATL) provides structured learning and growth pathways including transparent promotion opportunities and skill building initiatives tailored to individual potential.

Our employee recognition platform Rising Star celebrates outstanding performance and contributions, motivating employees to aim higher and innovate within their roles. In addition, performance based production incentives are offered to reinforce a culture of excellence, continuous improvement and accountability.

Beyond career development, ATL prioritises the health and wellbeing of its workforce. Our on-site 24/7 medical centre, staffed with qualified nursing professionals and an experienced doctor, reflects our proactive approach to employee wellness, reducing health related stress and enabling a safer, healthier workplace.

This integrated approach enhances productivity and strengthens employee engagement, loyalty and long-term organisational success.

Q: Creating a personalised and engaging employee experience is critical today… so how does your organisation achieve this?

A: ATL is fully committed to structured, monthly engagement initiatives aimed at enriching and empowering the employee experience. These initiatives embrace cultural diversity and all ethnicities, ensuring harmony and celebrating the beauty of each culture.

There are many personalised initiatives starting from celebrating birthdays to hosting employee family days, talent shows and more. One of the highlights is the Rising Star event, which stands as the largest organisational celebration held at the national level.

The art club is another initiative, providing a platform for employees to showcase their talents. Additionally, the value card plays a vital role in recognising individuals who demonstrate behaviours aligned with our PRIDE values, offering personalised recognition for all employees.

Q: What has been your organisation’s approach to retaining talent?

A: Our main approach is to position ourselves as a learning organisation while creating a safe work environment aligned with the best reward management systems.

We aim to implement multiple learning interventions for individuals and teams, enabling them to feel that they are growing every day, being rewarded accordingly and having a clear career path within the organisation. Succession planning and coaching interventions are integral parts of this process and the human value stream strategy.

“Individual growth occurs in tandem with organisational progress – ensuring that as the company evolves, its people develop”

Q: There is much debate globally regarding diversity, equity and inclusion (DEI) initiatives with companies moving away or towards it… what is your organisation’s stance on promoting inclusive practices when it comes to hiring, motivating and retaining people?

A: ATL promotes inclusive practices by launching various themes and messages to enhance understanding. At ATL, we promote inclusive practices through campaigns that enhance understanding of DEI focussing on thinking styles, gender diversity, generational differences, race, ethnicity and women in leadership.

A key focus is achieving gender equity by not only empowering women but also engaging all leaders regardless of gender in the journey toward inclusive leadership. Our signature initiative SHE LEADS is designed to inspire, support and elevate women into leadership roles by promoting confidence, visibility and career growth.

It goes beyond traditional empowerment by fostering a culture of ‘allyship’ and collaboration. Importantly, the initiative includes male leaders through targeted programmes and open dialogues, encouraging them to champion gender equity, challenge unconscious bias and help build environments where women can truly thrive.

– Compiled by Tamara Rebeira

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Telephone: 2465428 | Website: www.ansell.com