Rukshan Hewamallikage

Introduction Globally, fathers receive an average of just 10 days of paid paternity leave , while mothers are often entitled to several months. This stark imbalance raises a critical question: should caregiving responsibilities be shared equally from the very start? In recent years, there’s been increasing recognition of the importance of family-friendly policies in the workplace. Yet, the length of paternity leave remains a point of contention. Many companies offer paid leave to new mothers to recover from childbirth and bond with their babies, but fathers often receive significantly less—or none at all. This discrepancy not only undermines family bonding but also reinforces outdated gender roles. Is it time for a shift in how we view paternity leave? In this article, we explore the arguments for equal paternity leave and why such a policy could have transformative effects on families, workplaces, and society as a whole (Anon., 2024). Why Equal Paternity Leave Makes Sense Foster...

Introduction In today’s fast-paced and unpredictable business environment, effective risk management is more crucial than ever. While many view risk management primarily as a strategy for minimizing potential threats and safeguarding assets, its benefits extend well beyond financial stability and regulatory compliance. One of the often-overlooked advantages of a robust risk management framework is its positive impact on staff morale. This connection underscores why HR practices must be seen not only as compliance mechanisms but as strategic drivers of organizational success. Why Risk Management in HR Matters Risk management in HR is a vital part of any organization’s strategy to avoid legal troubles and remain compliant with the ever-evolving landscape of labor laws, workplace safety standards, and privacy regulations. Staying on the right side of these rules is not just about avoiding penalties—it can prevent catastrophic financial losses and reputational damage. As Chris (2024)...

 Introduction Social media recruitment is the process of finding and hiring candidates through social media platforms. This approach offers multiple benefits, including the ability to highlight a company’s culture and values while reaching a wider pool of potential candidates. By learning how to use social media effectively, recruiters can identify individuals who best align with organizational culture and goals. This article outlines the benefits of social media recruitment, examines the platforms most commonly used, and provides practical steps to optimize recruitment strategies (Mehta & Sharma, 2016). Benefits of a Strong Employer Brand Organizations that cultivate a strong employer brand through social media enjoy several advantages: Better Quality Candidates Attracting individuals who are aligned with company values and culture. Access to Passive Candidates Engaging professionals who may not be actively seeking opportunities but remain open to...

  Introduction In any workforce, attitudes toward what constitutes offensive, humiliating, intimidating, hostile, or degrading conduct can vary widely. What some may dismiss as harmless banter, others may find deeply unacceptable. Importantly, harassment—including sexual harassment—can occur regardless of intent. Under the law, harassment encompasses behavior related to protected characteristics, sexual harassment, and less favorable treatment for rejecting or submitting to harassment. No form of harassment can ever be justified. Workplace Realities in Sri Lanka A survey conducted by the International Finance Corporation revealed that over 60 percent of respondents in Sri Lanka had directly experienced workplace violence and harassment. For forms such as sexual harassment and online abuse, prevalence is likely even higher than reported in the Respectful Workplaces Sri Lanka Survey. Employees across genders and age groups reported being yelled at, subjected to hurtful or sexual ...

  Introduction Drug and alcohol misuse is a significant issue in society and, by extension, in the workplace. It poses serious risks to health, safety, and employee wellbeing. Employers must take proactive steps to address this challenge by implementing preventative strategies, offering support systems, and establishing clear policies and procedures. These measures should include disciplinary protocols as well as rehabilitation pathways. When we refer to ‘misuse,’ we mean the consumption of alcohol or drugs in a way that negatively impacts an individual’s health, job performance, or behavior—or that endangers the safety and productivity of others. Substance misuse can range from occasional use outside of work to chronic addiction. The causes are often complex, involving psychological, social, or environmental factors, and the consequences can be far-reaching, affecting both personal and professional aspects of life. It is essential for organizations to foster a culture where ...

Introduction Businesses are always looking for ways to increase productivity, boost efficiency, and improve employee satisfaction, and that's where industrial-organizational psychologists come in. Industrial-organizational psychology is a branch that applies psychological theories and principles to organizations. Often referred to as industrial-organizational psychology, this combination of industrial psychology and organizational psychology focuses on understanding workplace productivity factors and issues related to employees' physical and mental well-being. Industrial-organization psychologists do many things, including studying worker attitudes and behavior, evaluating companies, and conducting leadership training. They help ensure that organizations hire the right talent, keep employees motivated, provide a fair workplace, and design effective workspaces. (Cherry, Kendra;, 2025) Industrial Psychology The main role of the industrial side of industrial-organizationa...