Corporate Actors and Gender Equality in Sri Lanka: Bridging Legal Gaps through Governance Practices
In Sri Lanka, the failure of the proposed Gender Equality Bill (2024) has exposed the limitations of formal legal reform in achieving gender justice, particularly within a context shaped by religious pluralism, political resistance, and institutional apathy. In this vacuum, the private sector has emerged as a critical actor in addressing gender equality through internal governance practices and organisational change. This paper examines how corporate governance structures, driven by internal policy shifts, stakeholder expectations, international donor engagement and global sustainability frameworks, have introduced gender equality measures beyond legal requirements. These include gender-sensitive recruitment strategies, workplace diversity and inclusion policies, anti-harassment procedures, and leadership development programs for women. Drawing on case studies and corporate disclosures, this paper explores how these practices are introduced, implemented, sustained, and contribute to gender equality outcomes. It argues that while these initiatives cannot replace enforceable legal protections, they have created a new, flexible framework for embedding gender equity in workplaces, particularly in contexts where state-led reforms are delayed or contested. However, the paper also cautions against over-reliance on voluntary efforts, highlighting the risk of symbolic compliance. This paper argues that a coordinated approach that links corporate governance mechanisms with legislative frameworks, where corporate actors can help bridge the persistent gaps left by formal legal systems, would contribute to a more inclusive and equitable future for women and marginalised communities in Sri Lanka.