Category: Daily Financial Times

Asriel Marketing Ltd. has contributed Rs. 5 million to the Government’s ‘Rebuilding Sri Lanka’ Fund, established to assist communities affected by the Ditwah cyclone. The contribution was formally handed at the Presidential Secretariat by Asriel Marketing Chairman Shiran Peiris together with other executives of the company.

What does a bad hire actually cost your organisation? For a mid-level manager earning Rs. 150,000 monthly, conservative estimates put the total cost of a hiring mistake at over Rs. 2 million, factoring in recruitment expenses, EPF and ETF contributions, training investment, lost productivity, team disruption, and the eventual cost of replacement.

This figure becomes even more painful when you consider that 65% of executives and managers in Sri Lanka earn between Rs. 55,000 to Rs. 91,700 monthly, meaning most organisations are making multiple hires at this level throughout the year. Multiply Rs. 2 million by every hiring mistake, and suddenly you’re looking at financial losses that could have funded significant business growth instead.

The truly painful truth is that most of these failures could have been prevented. They don’t happen because candidates lack technical qualifications which are relatively straightforward to verify through certificates and experience letters. They happen because of invisible misalignments in personality, behavior, work style, and cultural fit that traditional interviews simply cannot detect.

This is precisely why psychometric assessment has evolved from a multinational luxury into a strategic necessity for forward-thinking Sri Lankan organisations serious about building competitive advantage through their people.

The fatal flaw in how Sri Lankan companies hire

Walk into most organisations across Colombo, Kandy, or Galle today and you will find hiring decisions still being made the same way they were 30 years ago; a CV review, a 45-minute interview with senior management, perhaps a reference check with a former employer, and, most dangerously, gut feeling based on first impressions.

What global research reveals about this approach is that unstructured interviews predict job performance with only 14% accuracy. You might as well flip a coin. Meanwhile, hiring managers routinely overestimate their ability to assess candidates accurately, falling victim to confirmation bias, halo effects, and unconscious preferences that favour candidates who share similar backgrounds, educational institutions, or even communication styles.

In Sri Lanka’s context, this problem is compounded by several unique factors. With a labour force participation rate hovering around 49% and unemployment at relatively low levels, good candidates have options. The IT sector, which has experienced particularly high turnover rates, demonstrates what happens when hiring mismatches occur. Companies invest heavily in recruitment and training only to watch talented professionals leave within months because the role, culture, or management style didn’t align with their natural working preferences.

A CV tells you what someone has accomplished. An interview tells you what they want you to believe. But neither reveal who they actually are, how they think under deadline pressure, how they make decisions when information is incomplete, how they respond to criticism, whether they naturally collaborate or prefer independent work, how influential they are to understand and interact with others, their ability to make decisions, or if their behavioural style genuinely matches what the position demands daily.

As per global research unstructured interviews predict job performance with only 14% accuracy. You might as well flip a coin

Understanding the real person behind the CV

A CV tells employers what a candidate has done. Psychometric assessments reveal who they are. In today’s complex and demanding business environment, this distinction is crucial.

Employers increasingly recognise that personality traits, behavioural patterns, levels of dominance or compliance, emotional responses, and motivational drivers shape how effectively an individual performs, particularly in leadership, customer-facing roles, and team-based environments.

However, the effectiveness of psychometrics entirely depends on the quality of the instrument used. Not all assessments are created equal.

Why employers must choose scientifically validated tools

One of the biggest pitfalls in the corporate world is using low-quality, invalidated, or generic personality tests that provide superficial insights. These can mislead employers, distort recruitment decisions, and create lasting reputational risk.

To avoid this, global multinationals and progressive Sri Lankan companies rely on robust, scientifically grounded systems such as the DISC profiling methodology by Thomas International which is widely used by successful organisations across the world. This highly reliable behavioural assessment, used across Fortune 500 and blue-chip companies, offers:

A precise understanding of how individuals behave under pressure

Insights into decision-making patterns

Indicators of leadership capability

Predictability of workplace behaviour

Ability to understand and influence others

A strong scientific base with proven validity and reliability

When used correctly, DISC profiling gives employers a clear, unbiased lens into a person’s natural style, allowing them to align the right behaviour with the right role.

Hiring the right person for the right job every time

The cost of a wrong hire is immense. It results in lost productivity, training wastage, employee turnover, and cultural disruptions. Worse, organisations often settle for mediocrity simply because they fail to evaluate behavioural suitability.

Psychometric assessments help employers break this cycle by:

Revealing whether a candidate can naturally excel in the role

Predicting how they will behave within teams

How they will make decisions and influence others

Identifying whether their personality aligns with company culture

Supporting succession planning and leadership pipelines

Reducing bias and supporting fair, evidence-based decision-making

Investing in a high-quality assessment system is far more cost-effective than investing in a mediocre hire.

Companies invest heavily in recruitment and training only to watch talented professionals leave within months because the role, culture, or management style didn›t align with their natural working preferences. A CV tells you what someone has accomplished. An interview tells you what they want you to believe. But neither reveal who they actually are, how they think under deadline pressure, how they make decisions when information is incomplete, how they respond to criticism, whether they naturally collaborate or prefer independent work, how influential they are to understand and interact with others, their ability to make decisions, or if their behavioural style genuinely matches what the position demands daily

A tool not just for hiring but for building strong organisations

Progressive employers now integrate psychometric assessments into:

Recruitment and onboarding

Leadership development

Conflict management

Team building

Performance management

Coaching and mentoring

High-potential identification

The result is a workforce where roles align with natural behaviors, boosting morale, productivity, and long-term retention.

The ROI that changes everything

Organisations that are hesitant to invest in quality psychometric assessment often cite cost concerns. This perspective fundamentally misunderstands the economics involved.

Consider the numbers for a Sri Lankan context:

Cost of quality psychometric assessment per candidate: Rs. 10,000 to 20,000

Cost of a bad hire at manager level: Rs. 2,000,000 to 3,500,000

Probability of preventing a bad hire with validated assessment: 60 to 70%

Expected value of assessment: Rs. 1,200,000 to 2,450,000 saved per hire

The mathematics is overwhelming. Investing Rs. 15,000 in robust assessment for a single managerial hire can prevent losses equivalent to 130 to 230 future assessments. For organisations making even five managerial-level hires annually, the cumulative savings become substantial, not to mention the impossible-to-quantify benefits of higher team morale, stronger organisational culture, and sustainably improved performance.

More importantly, this is not just about preventing disasters. It is about systematically optimising success. When you consistently place people in roles where their natural behaviors align with daily job requirements, you create a workforce operating at peak effectiveness; a compounding competitive advantage that grows stronger over time.

One of the biggest pitfalls in the corporate world is using low-quality, invalidated, or generic personality tests that provide superficial insights. These can mislead employers, distort recruitment decisions, and create lasting reputational risk. To avoid this, global multinationals and progressive Sri Lankan companies rely on robust, scientifically grounded systems such as the DISC profiling methodology

The strategic imperative for Sri Lankan employers

We have entered an era where talent represents the primary differentiator between market leaders and market followers. The organisations winning this competition aren’t necessarily those with the largest salaries or most prestigious brands. They are the ones making consistently better decisions about people; systematically, scientifically, and strategically.

Many Sri Lankan organisations remain hesitant about psychometric assessment, viewing it as a Western import unsuited to local contexts or an unnecessary expense during economic constraints. This perspective is precisely backwards.

In challenging economic times, when every hire matters more and resources are constrained, the cost of hiring mistakes becomes even more punishing. This is when data-driven decision-making matters most, not least.

Furthermore, validated psychometric tools like DISC profiling are culturally neutral. They measure behavioral patterns that transcend geography, industry, and organiSational context. The same frameworks that help global technology companies build teams and international consulting firms develop leaders work equally effectively for Sri Lankan banks, manufacturing companies, hospitality groups, and IT services providers.

The choice before you

Every organisation today faces a fundamental choice to continue relying on outdated hiring methods that fail more often than succeed or embrace scientifically validated tools that transform talent decisions from subjective gambles into strategic advantages.

The global and regional evidence is unambiguous. Organisations that systematically use quality psychometric assessments build stronger teams, develop better leaders, and achieve superior business results. They waste less money on hiring failures, lose fewer high performers to preventable departures, and create cultures where people thrive because they are positioned for natural success.

We have entered an era where talent represents the primary differentiator between market leaders and market followers. The organisations winning this competition aren›t necessarily those with the largest salaries or most prestigious brands. They are the ones making consistently better decisions about people; systematically, scientifically, and strategically

The question is not whether psychometric assessment works. Decades of research and countless organisational success stories have settled that debate conclusively. The real question is whether your organisation will seize this competitive advantage now, implementing these tested and proven methodologies while competitors remain hesitant and fall behind, or whether you will wait until the talent gap becomes so wide that catching up requires years of effort and massive investment. Every day of delay means another opportunity for competitors to build superior teams while your organisation continues making avoidable hiring mistakes. In today’s war for talent, better intelligence doesn’t just help, it wins decisively. The choice is yours, but the clock is ticking.

Sri Lanka’s rising golf star Kumar Danushan produced a highly creditable performance at the 39th Bangladesh Amateur Golf Championship 2025, finishing tied sixth overall in the 72-hole international event. Competing against a strong field of 94 elite amateurs, Danushan once again underlined his growing stature on the regional circuit with four rounds marked by consistency, composure and competitive maturity. Only 49 golfers made the cut after Round Two, further highlighting the quality of his achievement.

Danushan remained firmly in contention throughout the championship, displaying accurate ball striking. He secured a top-six finish one of his most impressive international performances to date.

Sri Lanka also drew encouragement from Selvam, who joined Danushan in making the cut and progressing to the final rounds. Advancing deep into a tournament of this calibre reflects the improving depth of Sri Lankan amateur golf and the readiness of its players to compete consistently at international level.

At the top of the leaderboard, Bangladesh golfers Sharif Hossain and Abu Siddik finished joint leaders with identical totals of 300 strokes over four rounds. Danushan concluded his campaign on 311, remaining well within reach of the leaders in a tightly contested championship.

Although Hossain and Siddik ended level on aggregate, Sharif Hossain was declared champion due to a superior final-round score. For Danushan, however, the tournament marked another significant step forward, reinforcing his reputation as one of Sri Lanka’s most reliable and promising amateur golfers.

George Steuart and Company has participated in a series of high-level engagements organised by the Commonwealth Enterprise and Investment Council (CWEIC) in Africa during the latter part of 2025.

The engagements in Kenya were held in Nairobi in December, led by CWEIC Deputy Chairman Lord Swire. The visit encompassed the Manufacturing Africa CEO Forum, hosted by Strategic Partner BDO East Africa; the Kenya International Advisory Council (KIAC) meeting; and the Equity Group Trade and Investment Roadshow, which highlighted Kenya’s strategic role as a gateway to more than 500 million consumers across Eastern and Central Africa, with opportunities across digital trade, agribusiness, green industry, and small and medium enterprise (SME) growth. George Steuart and Company was represented by Group Chairman Sarva Ameresekere, and George Steuart Teas Chief Operating Officer and Director – Sales Dilukshan Fernando.

The CWEIC delegation to Nigeria was led by CWEIC Chairman Lord Marland of Odstock. During the visit, the delegation met with Lagos State Executive Governor Babajide Sanwo-Olu, at Lagos House, Marina. Discussions focused on development, innovation, and long-term investment partnerships aligned with Lagos’ role as Nigeria’s commercial hub. The delegation also engaged with banking and finance associations, retail industry groups, and other CWEIC Strategic Partners in Nigeria, reflecting the cross-sectoral nature of the program.

These activities highlight the CWEIC’s commitment to positioning Kenya and Nigeria as key partners for Commonwealth countries seeking to expand their African footprint. The discussions reflected sectoral interests relevant to George Steuart and Company, including tea, pharmaceuticals, FMCG, travel, and leisure. The participation as a Strategic Partner of the CWEIC Global Advisory Council reflects the Group’s ongoing commitment to explore opportunities beyond the shores of Sri Lanka. The Group is optimistic about Africa’s potential and will continue to pursue the opportunities available.

From left: George Steuart and Company Group Chairman Sarva Ameresekere with CWEIC Chairman Lord Marland of Odstock, Lagos State Governor Babajide Sanwo-Olu, and The Royal Marsden Robotic Cancer Surgeon M. Asif Chaudry

Huawei has won three major awards at the 2025 Global Telecoms (Glotel) Awards for its AI-driven solutions developed in partnership with international operators.

Huawei, together with Safaricom Kenya, won the BSS/OSS Modernisation Excellence Award. With Telkomsel, Huawei won the Delighting the Customer Award. Huawei and China Mobile received Highly Commended status for Security Solution of the Year.

The Glotel Awards, hosted by Telecoms.com (Informa’s telecom industry media title), recognise companies for outstanding contributions to the evolution and transformation of the communications industry. These awards reflect the claimed innovation and business achievements of Huawei and its partners in intelligent operations.

Safaricom partnered with Huawei to develop an AI-powered Idea-to-Cash (I2C) platform based on a Convergent Billing System (CBS). The platform uses generative AI models and telecom domain assets to automate data-driven offer design, instant configuration, and hyper-personalised marketing via natural language commands. According to the announcement, it improved service agility, reduced time-to-market from months to days, achieved 90% higher configuration accuracy than manual methods, doubled conversion rates compared to traditional campaigns, and led to ARPU growth on I2C-created offers. It also reportedly helps digital inclusion by identifying underserved users and offering tailored solutions such as data validity extensions and complimentary bundles.

Telkomsel partnered with Huawei on an AI-Augmented Digital Twins project in Indonesia, a market with 356 million mobile connections and 125% penetration. Using Spatio-Temporal Digital Twin and Large Language Model capabilities, the project enabled real-time OSS/BSS orchestration with Self-X functions for dynamic Net Promoter Score monitoring, creating what is described as the industry’s first integrated digital NPS across Network, Service, and Product dimensions. Reported outcomes include a 15% NPS uplift, 22% increase in data usage due to improved Quality of Experience, and 1.5% ARPU growth.

Huawei and China Mobile developed an intelligent operation and control system for AI+BOSS, covering pre-event prevention, in-event control, and post-event auditing. They also deployed an ‘AI + Data Security’ solution aimed at enhancing data lifecycle protection across the network, with data described as perceivable, controllable, visible, and traceable. Reported results for China Mobile include over 99% accuracy in sensitive-data classification and identification (pre-event), risk analysis in 30 seconds for normal operations and 12 seconds for high-risk (in-event), and 95% improvement in auditing efficiency (post-event).

With AI development accelerating, intelligent operations are being integrated into operators’ value chains. Huawei Services and Software states it is committed to collaborating with global operators to adopt these technologies, aiming to increase business automation and improve user experiences in order to move toward fully intelligent operations and new growth.

The Wildlife and Nature Protection Society of Sri Lanka (WNPS) has warned in a formal letter addressed to President Anura Kumara Dissanayake that the development of the proposed Jaffna International Cricket Stadium and Sports Complex on Mandaitivu Island is not only unlawful, but poses a serious threat to Mandaitivu’s fragile ecosystems and local communities.

In its letter, the WNPS highlights that the site contains ecologically sensitive habitats, including mangroves, seagrass beds, salt marshes, and the Mandaitivu Forest Reserve. The Society emphasised that Sri Lanka Cricket (SLC), the organisation behind the project, has not obtained the legally required permits under the Coast Conservation and Coastal Resource Management Act before commencing construction activities.

The WNPS clarified that its objection is not to the development of a sports facility in Jaffna, but to the placement of the project on Mandaitivu Island and the failure of Sri Lanka Cricket to comply with environmental law. Further, proceeding with construction without the required approvals constitutes as a clear violation of the law, under the Coast Conservation and Coastal Resource Management Act. The Society is therefore calling for immediate intervention to halt the project before irreversible environmental damage occurs.

WNPS further notes that Mandaitivu is designated as a natural flood-retention zone and is regularly submerged during the rainy season. Its role in safeguarding Jaffna’s limited forest cover makes the island unsuitable for large-scale construction. Additionally, if built, the complex would be prone to frequent flooding and inaccessibility, resulting in continual repair costs and raising serious concerns about the wasteful use of allocated resources.

The Society also expressed concern over misinformation provided to authorities, potentially undermining Sri Lanka’s commitment to sustainable and green development. The WNPS has requested the President to halt the project immediately and investigate the guidance given to SLC regarding the site. The WNPS calls for adherence to environmental laws and careful consideration of ecological and community well-being in all development planning.

The HSBC Ceylon Literary and Arts Festival has announced the third edition of its Future Writers Program, reaffirming its commitment to nurturing the next generation of Sri Lankan creative voices. This milestone comes as the program celebrates a significant achievement with its first edition winner Savin Edirisinghe having been awarded the prestigious 32nd Gratiaen Prize, becoming one of the youngest recipients of this celebrated award.

The Future Writers Program is a core focus of the festival, dedicated to nurturing the creative talent of young individuals. This competition underscores the festival’s commitment to fostering youth development and grooming the creative thinking of Sri Lanka’s next generation, enhancing its focus on empowering emerging voices, in line with the overall festival purpose of framing the soft power of Sri Lanka.

Ceylon Literary and Arts Festival Co-Founder and Creator Ajai Vir Singh said: ‘We look forward to Edition Three of the Future Writers Program as an extension of HSBC Ceylon Literary and Arts Festival. This initiative is not just about discovering talent; it’s about nurturing and fostering a literary legacy. This is an investment in the future of creativity, innovation, and cultural enrichment for Sri Lanka, in line with our overall purpose to frame literature as a soft power. We are thrilled to see the winner of our first edition, Savin, be awarded this accolade.’

HSBC Sri Lanka and Maldives CEO Mark Surgenor added: ‘We congratulate Savin Edirisinghe on winning the Gratiaen Prize. Through the HSBC Literary and Arts Festival, now entering its 3rd year in Colombo, HSBC is supporting Sri Lanka’s creative future. The festival is an opportunity to nurture the next generation of storytellers and cultural leaders like Savin who will shape the nation’s literary landscape.’

Savin Edirisinghe, a Sri Lankan writer and storyteller, captured national attention when his debut collection, Kata Katha, won the 32nd Gratiaen Prize, the most prestigious annual literary award recognising the best work of creative writing in Sri Lanka. The award-winning author will also join this year’s panels at Edition 3 of the festival.

Highlighting his Gratiaen Prize and being the winner of the Future Writers Program at the HSBC Ceylon Literary and Arts Festival Savin Edirisinghe said: ‘I am deeply honoured to have received the Gratiaen Prize, one of the highest levels of awards in the literary world in Sri Lanka. Winning the Future Writers Program supported me with invaluable mentorship that helped shape my journey as a writer. I wish the Future Writers this year all the best.’

The HSBC Ceylon Literary and Arts Festival is set to return for its third edition from 13-15 February 2026. With over 200 participants to date, the third edition of The Future Writers Program will be announced at the Festival for all young literary enthusiasts.

Vidullanka PLC yesterday said it has emerged as the lowest-cost bidder for a contract relating to the expansion and upgrading of a 100 kW mini hydropower facility at Buca Village in the Fiji Islands, although the selection process of the final contractor is ongoing.

It said the determination was made on 19 December and relates to a contract issued by Fiji’s island power company for the development of the renewable energy project.

The company noted that being identified as the lowest-cost bidder represents a material step towards securing the contract, although the formal award is still pending and subject to completion of the evaluation and award process.

Vidullanka said the Board of Directors considered the development to be price-sensitive information, given its potential implications for the company’s future business activities, pipeline of contracts, and long-term market positioning.

The company said further announcements would be made upon receipt of the formal contract award, execution of material agreements, or any other significant development relating to the tender process.

Vidullanka also cautioned that the statements relating to the potential contract award are forward-looking in nature and based on current bidding results.

The company said the outcome remains subject to technical evaluations, decisions of the evaluation committee, final awarding procedures, regulatory approvals, and successful negotiation of final terms, and should not be construed as certain until the contract is formally awarded.

The Chartered Institute of Personnel Management Sri Lanka (CIPM), in collaboration with Mercer, announced the winners of the Great HR Awards 2025, recognising organisations that have demonstrated exemplary performance in human resource management across the country. Brandix Apparel (Pvt) Ltd was named the Overall Winner, achieving the highest accolade among a wide range of public and private sector participants.

Brandix Apparel (Pvt) Ltd secured the top honour through its comprehensive and future-focused approach to people management, which included strong leadership development initiatives, robust talent analytics, a structured and measurable approach to employee wellbeing, and scalable learning and development opportunities.

Submissions for the Great HR Awards were evaluated across 16 key HR paradigms, including talent development, leadership capability, employee wellbeing, organisational culture, HR digitisation, rewards management and performance management. The judging outcomes highlighted an important national trend: Human Resource Management is increasingly evolving into a strategic, data-driven function that directly influences organisational performance, resilience, and competitiveness.

By recognising organisations that demonstrate excellence, the Awards encourage wider adoption of progressive HR practices and set a clear benchmark for others to emulate. This recognition also fosters a culture of continuous improvement, prompting organisations to prioritise innovation in areas such as employee experience, workforce capability building, growth behaviour and leadership development, resulting in stronger talent pipelines, healthier workplaces, and more agile business models that can adapt to emerging challenges.

In addition to the Overall Winner accolade, the event also presented Category Awards, Sector Awards, Excellence Awards, Merit Awards and Commendation Certificates acknowledging organisations that exhibited outstanding performance across specialised HR domains.

The event, attended by over 600 industry leaders, CEOs, and HR professionals, highlighted the growing importance of strategic people management in driving long-term organisational success aligned with corporate strategy and sustainable growth.

LOLC Divi Saviya yesterday renewed its commitment to help Sri Lanka recover from Cyclone Ditwah impact with the launch of ‘Obai Mamai Ape Ratai’ (You, Me, and Our Motherland) initiative.

With an investment exceeding Rs. 400 million, LOLC Divi Saviya ‘Obai Mamai Ape Ratai’ represents one of the largest and most comprehensive corporate-led efforts in Sri Lanka focused not only on relief, but on restoring dignity, stability and hope. This commitment to responding decisively in times of national adversity is rooted in the legacy of Divi Saviya’s earlier interventions.

The ‘Obai Mamai Ape Ratai’ programme has been structured as a comprehensive, end-to-end programme addressing relief, recovery, and resilience. It will be implemented in three carefully planned phases.

Phase one focuses on immediate relief through the distribution of specially designed family super packs containing rations and essential non-food items for displaced families. Phase two advances recovery through a major renovation drive to upgrade educational infrastructure across 200 schools island-wide. Phase three addresses the most critical need, the complete reconstruction of a few selected schools that were entirely destroyed creating fully functional learning environments from the ground up. This holistic initiative will not only rebuild physical structures but also equip schools with all necessary facilities, ensuring a sustainable and future-ready educational ecosystem for the nation.

Phase one beneficiaries include families displaced by floods and landslides who are currently residing in temporary shelters across six districts: Badulla, Matale, Kandy, Nuwara Eliya, Ratnapura and Kegalle.

Each relief family super pack has been thoughtfully assembled to meet the living conditions and urgent needs of these families. Each pack provides comprehensive relief supporting a family unit for over two weeks. The packs include essential food items such as rice, dhal, sugar, soya, canned fish, and milk powder, as well as vital non-food items including bedsheets, towels, pillows, mats, undergarments, personal hygiene products, and mosquito nets.

Phase one of LOLC Divi Saviya ‘Obai, Mamai, Ape Ratai’ was ceremonially inaugurated yesterday at the LOLC Head Office with the participation of Group Managing Director/CEO Kapila Jayawardena, and officials of the Disaster Management Centre. The first family super pack was officially handed over to the MTV Channels which is a partner to this initiative.

Jayawardena said: ‘LOLC, as a brand of the people and for the people, has always stepped forward in times of national need. Through Divi Saviya, the Group has once again demonstrated the responsibility of a true corporate citizen. Since its inception in February 2022, Divi Saviya has continuously stood with our people, making this the largest humanitarian initiative undertaken by a corporate to date.’

Defence Ministry Additional Secretary, Disaster Management Division K.G. Dharmatilake said: ‘LOLC Holdings has once again demonstrated what it truly means to be a responsible Sri Lankan corporate citizen. Through initiatives such as Divi Saviya, the Group has set a benchmark for the corporate sector, demonstrating that business excellence can, and must, go hand in hand with compassion, social responsibility, and stewardship of the environment. We are thankful to LOLC Holdings for leading by example and for the support provided to the nation.’

The launch of the ‘Obai Mamai Ape Ratai’ program ensures that the aid reaches the most in need. A comprehensive island-wide survey has been conducted by MTV Channels Ltd., the infrastructure facilitator of LOLC Divi Saviya in collaboration with the respective Divisional Secretariats and Disaster Management Centre (DMC). Under the supervision of relevant authorities, the project team has identified severely affected families, 200 damaged schools, and several completely destroyed schools. All findings were verified by government bodies, ensuring the initiative reaches the right beneficiaries efficiently and transparently, laying the foundation for a targeted and accountable relief effort.

LOLC has long stood as a symbol of compassion and solidarity, stepping forward whenever Sri Lanka and its people face moments of hardship. Its flagship Divi Saviya reflects a deep understanding of both the immediate and long-term needs arising from widespread floods and landslides that have affected thousands of families and disrupted education across several regions.

The Divi Saviya was first brought to life through ‘Jeewithaya Dinannata’ (To Win Life), which provided dry rations to communities affected by the global pandemic for over 100 days, reaching 125,000 families with a total investment of Rs. 500 Million. This was followed by ‘Daye Daruwange Anagathaya Wenuwen’ (On Behalf of the Future of the Nation’s Children), launched amid the economic crisis when schools were experiencing closure due to rising dropout rates. It supported 296,000 students across 4,090 schools, covering nearly 40% of Sri Lanka’s total school population, with an investment of Rs. 2.5 billion.

Salagama Tamil School, Matale damaged from landslides will be covered under the 200 school renovation project in phase two