Are Sri Lankan corporates knowingly or unknowingly importing LGBTQIA ideology into workplaces under the label of D.E.I?
Why have a handful of Sri Lankan companies suddenly decided to insert three foreign acronyms—D.E.I.—into their HR policy? What urgent business purpose does it serve? What does D-E-I have to do with their products or services or even majority of their employees? Who asked for it? Who benefits from it? Who introduced it & why?
Let us ask the question plainly:
Do these companies understand that DEI is LGBTQIA-linked—that DEI is being used globally as a vehicle to push sexual ideology into professional environments?
- If they do not know, they have failed in due diligence.
- If they do know, they areintentionally introducing a foreign social ideology into Sri Lanka without public disclosure.
This is unethical and unprofessional.
Before anything else, let us destroy the biggest myth:
DEI did not begin as a workplace fairness initiative.
DEI originated from LGBTQIA and gender activism.
This is not opinion—it is historically documented by global LGBTQIA advocacy networks:
- The first DEI frameworks were created by LGBTQIA lobby groups in U.S. corporations as part of “sexual orientation and gender identity” policies.
- The Human Rights Campaign (HRC) launched the Corporate Equality Indexin 2002 and pressured companies to adopt LGBTQIA workplace policies—including pronouns, gender identity recognition and trans policies—as a condition to be ranked “inclusive.”
- Global consultancies began exporting DEI from LGBTQIA activism into corporate policy, linking it to ESG funding and donor compliance.
- UN agencies (UNDP, UNFPA, OHCHR), the World Bank Group (IFC), and USAID openly promote DEI as a mechanism to implement SOGIESC/LGBTQIA frameworks in developing countries—including Sri Lanka.
Therefore: DEI is not a neutral HR concept.
DEI is the corporate delivery system for LGBTQIA ideology.
It also conflicts with Sri Lanka’s legal framework, including Penal Code Sections 365 and 365A, Article 9 of the Constitution protecting Buddhism, Article 10, and national public morality standards.
Companies that adopt DEI automatically adopt LGBTQIA-linked concepts such as “gender identity,” “sexual orientation policy,” “ally training,” and “preferred pronouns.”
This is why everywhere in the world DEI = LGBTQIA corporate compliance.
So, before any Sri Lankan corporate pretends that “DEI has nothing to do with LGBTQIA,” let them answer this simple yes/no question:
If DEI is not linked to LGBTQIA, why is every DEI toolkit, training module, certification, funding program, HR policy pack and award tied to LGBTQIA ideology?
No more lies.
No more corporate deception.
DEI is the official entry point of LGBTQIA ideology into workplaces.
The DEI agenda has been imported and injected into Sri Lanka through donor pressure and foreign corporate influence, bypassing national culture, religious sentiments, national law, and national interest.
The erosion of the cultural & religious ties of Sri Lanka’s 8.4million workforce is being handled via corporate DEI and in turn this will impact their families.
Under cover of 3 acronyms an ugly agenda is taking place.
The success of this can be seen in the manner workforce sentiments have changed towards cultural heritage & religious bonding.
While Sri Lanka is facing economic recovery challenges, salary issues, taxation pressure, and debt repayment from 2027 onwards, certain corporate boards somehow found time and money to promote sexual identity politics in the office.
Some have even sponsored Pride Parades.
When 8.4 million Sri Lankan workers are burdened by rising taxes, why are companies diverting resources to DEI activism instead of productivity, innovation, job creation, and employee welfare?
If corporate leaders claim DEI is about “fairness,” then why is every DEI framework globally tied to LGBTQIA training, gender ideology manuals, pronoun enforcement guides, and ideological compliance monitoring?
The evidence is overwhelming.
No one is fooled.
Sri Lanka’s corporates must not insult the intelligence of the public.
DEI = LGBTQIA ideological conditioning packaged in soft language.
Sri Lankan companies already have:
- Equal employment policies
- Non-discrimination clauses
- Harassment prevention policies
- National Labour law compliance requirements
So why is there a separate ideological policy based on sexual behaviour?
Was there no senior member in any of these companies to even raise these basic questions?
Could no one differentiate “equality” & “gender identity” and question how a man can identify as a female and claim “equality”?
Shouldn’t equality be about same salary for the same job whether it is done by a man or woman?
But should we also not expect that some jobs a man can do – a woman cannot, while what women can do – a man cannot.
Should men & women play complimentary roles in life instead of being in competition?
Who gave Sri Lanka’s corporates the right to interfere with the moral, cultural and religious beliefs of their employees?
Let us also ask the obvious:
- People are employed based on merit, not sexual preference.
- No company should hire people based on quotas linked to sexual identity—especially when this includes confusion over gender identity: men who identify as women, women who identify as men. Imagine how this confusion impacts work practices, reporting lines, and team dynamics!
- LGB individuals have always worked in Sri Lankan companies and been treated fairly based on talent, experience, and qualifications—not activism. They have put work first, keeping their private lifestyle separate.
- Even eunuchs have always been respected and these are the people who are actually born with some natural inability that warrants empathy.
For decades, private life remained private.
Employees were never questioned about sexual behaviour before recruitment.
No one was recruited based on their sexual identity.
Why, then, are Sri Lankan corporates now sexualizing the workplace because foreign activists and global DEI frameworks demand it?
If for millennia the LGB’s have existed and worked – why is there any need for millions to be spent by Govts, INGOs, embassies and activists to lobby for its promotion?
QUESTIONS CORPORATES MUST ANSWER
- Who authorized your company to introduce LGBTQIA ideology as HR policy?
- Why did you not consult employees, shareholders, or the public before adopting DEI?
- When Sri Lankan labour law and even corporate policies already protects employees, why create new sexual identity categories?
- Why are you importing foreign ideology instead of solving real HR challenges like salaries, training, and work performance?
- Why are you trying to normalize personal sexual behaviour as a corporate policy category?
- When did your company become an ideological institution instead of a business?
- Why are you pushing LGBTQIA politics into the workplace when Sri Lanka’s Penal Code (Sections 365 & 365A) still recognizes unnatural sexual acts as criminal offences?
- Why are you promoting DEI policies that indirectly pressure employees to accept LGBTQIA ideology, violating their constitutional right to religious belief (Article 9 / Article 10) and conscience (Article 14(1)(e))?
Sri Lankans have already rejected LGBTQIA corporate manipulation.
When Watawala Tea attempted to push LGBTQIA-themed content disguised as “diversity messaging,” the public boycotted the brand, forcing the company to withdraw the campaign and issue a public apology.
This case proves a simple fact:
The Sri Lankan public does not accept ideological manipulation through brands or HR policies.
If Watawala was held accountable for LGBTQIA content, other Sri Lankan corporates promoting DEI must also prepare to answer.
Below is a documented list of Sri Lankan companies that have officially adopted DEI policies—knowingly linking themselves to LGBTQIA compliance frameworks through partnerships, donor programs, or HR policy changes.
Evidence sources are provided for verification.
Banks that have adopted DEI policies
(are they aware that the DEI is directly connected to LGBTQIA advocacy)
- Commercial Bank of Ceylon PLC— Press / social evidence: won Special Jury Award at DEI Champions Awards 2025 (award coverage / company posts). (award coverage / social posts)
- DFCC Bank PLC— Direct policy/page: DFCC sustainability page — Gender Diversity & Inclusion.
Evidence: https://www.dfcc.lk/sustainability-posts/gender-diversity-inclusion-at-dfcc-bank/
- Hatton National Bank PLC (HNB)— Press / partner evidence (HNB Group has CSR / gender pages; HNB Assurance collaborated with Diversity Collective Lanka). for LGBTQIA-inclusive initiatives
- National Development Bank (NDB) PLC— Direct / certification evidence: EDGE Gender Certification (public). https://economynext.com/brand_voice/ndb-championing-diversity-equality-and-inclusion-to-empower-women/#
- People’s Bank— Press / social evidence: social posts during Pride Month (#PrideOfTheNation), claimed Euromoney D&I recognition (social/press).https://www.instagram.com/p/DPcqbpcjisQ/
- IFC (International Finance Corporation)— Partner program evidence: press release on partnership with Diversity Collective Lanka to roll out GBVH/respectful workplaces training in Sri Lanka (Aug 29, 2024). IFC “Together We Can” cohort, DEI policies include LGBTQIA focus
- Brandix(43,000 employees) – DEI / gender equality initiatives supported by UNFPA https://brandix.com/brandix-strengthens-gender-equality-focus-with-support-from-unfpa/
- Dialog Axiata PLC(3,200 employees) – https://www.dialog.lk/news/dialog-wins-national-award-for-dei-leadership-in-corporate-sector
- Fortude(642 employees in Sri Lanka) – https://fortude.co/blog/fortude-launches-its-diversity-and-inclusion-initiative-i-am-diversity/
- Godrej Sri Lanka(150 employees) DEI policy page, includes LGBTQIA awareness & anti-discrimination – https://www.godrejdeilab.com/the-godrej-industries-group-dei-statement
- H Connect International – Inclusive hiring, sensitivity training, LGBTQIA mention – https://hconnectint.com/resources/blogs/a-deep-dive-into-dei-at-h-connect-international/
- John Keells Group(22,250 employees)
The ONE JKH initiative: In 2020, JKH launched its DEI brand, ONE JKH. The brand’s logo incorporates the rainbow flag to signify its commitment to LGBTIQ+ inclusivity.
Internal policy and training: The company has implemented trilingual e-modules on LGBTQ+ inclusivity for its employees. These educational programs cover topics such as terminology, pronouns, and how to be an informed ally.
https://www.facebook.com/reel/398877009101505 (2022) – MD/CEO
JKH has worked with LGBTQ+ organizations like the National Transgender Network, the Grassrooted Trust, and Colombo Pride to conduct awareness campaigns and encourage greater understanding.
The company uses its social media channels to express solidarity during Pride Month and other occasions, openly stating that it “stands with Pride”. JKH also participates in public forums, such as the “Better Together Campaign,” to support corporate LGBTQ+ inclusivity.
John Keells Group is a prominent and long-standing corporate partner and ally of Colombo Pride, Sri Lanka’s main LGBTQIA+ celebration. The annual Colombo Pride events are organized by EQUAL GROUND, Sri Lanka’s first LGBTQIA+ organization.
In June 2024, Colombo Pride recognized and applauded John Keells for its ongoing support of equality. – https://www.facebook.com/ColomboPRIDESriLanka/posts/happy-pride-we-applaud-jkhs-continued-support-for-equality-for-all/860594376098610/
- MAS Holdings(90,040 employees) – Patron of the Gender & Diversity Working Group of the UN Global Compact Network Sri Lanka,
SOGIESC training: In 2023, MAS partnered with The Grassrooted Trust to create a comprehensive training program on SOGIESCs.
MAS partnered with external organizations, including the National Transgender Network Sri Lanka and EQUITE Sri Lanka. https://www.linkedin.com/posts/mas-holdings_masholdings-ungc-lgbtqiarights-activity-7358854790958780416-cR8P/
- Nestlé Sri Lanka(822 employees) – DEI / inclusion policies, includes LGBTQIA elements https://www.nestle.lk/jobs/diversity-equity-inclusion#:~:text=Integral%20to%20our%20culture,Taking%20action%20worldwide
- Sysco LABS Sri Lanka(831 employees) DEI policy page includes LGBTQIA awareness https://syscolabs.lk/d-e-i
- Rainbow Private Limited – Honored at the DEI Champions Awards 2025 for exemplary commitment to DEI. https://debasa.lk/?p=1815
- South Asia Gateway Terminals (SAGT) Won a Special Jury Award in the corporate sector at the DEI Champions Awards 2025 – https://www.maritimegateway.com/sagt-wins-inaugural-dei-champions-award-2025/
- Uber Sri Lanka partners with UNDP – https://www.undp.org/srilanka/press-releases/uber-partners-undp-sri-lanka-raise-awareness-against-sexual-and-gender-based-violence
- Heineken Lanka – https://www.sundaytimes.lk/210307/business-times/heineken-lanka-aligns-further-to-global-commitment-on-inclusion-and-diversity-434316.html#:~:text=March%2007%2C%202021-,Heineken%20Lanka%20aligns%20further%20to%20global%20commitment%20on%20inclusion%20and,stage%20of%20its%20growth%20journey.
- IFS – In July 2024, IFS promoted its global “#EveryStoryMatters” campaign, which featured LGBTQIA+ icons. The company also decorated its “IFS Cloud Cable Car” cabins with Pride wrapping to demonstrate its support for the community.
- Unilever Sri Lanka – https://www.unilever.co.uk/sustainability/equity-diversity-inclusion/#:~:text=Equity%2C%20Diversity%20&%20Inclusion%20at%20Unilever,the%20world%20we%20live%20in.
Sri Lanka has never discriminated against individuals based on their private life.
LGB individuals have always lived and worked among us peacefully without demanding special treatment or forcing their personal lifestyle into public policy or corporate systems.
The issue today is not with ordinary people who simply live their lives.
The real threat comes from the LGBTQIA political movement—a foreign-funded ideological campaign that is being pushed into our workplaces, schools, laws, media, and even children through the deceptive language of DEI (Diversity, Equity & Inclusion).
We need to call out all those locally involved in this political movement including the corporates.
The global LGBTQIA movement did not grow naturally from society.
It was manufactured over the last few decades through political lobbying, media conditioning, foreign-funded NGOs and corporate money.
For decades, LGB people lived peacefully and privately without demanding special rights or forcing society to change. Yet suddenly, after billions of dollars were poured into LGBTQIA activism, there is a global explosion of new sexual identities — trans, non-binary, gender-fluid, pansexual, etc.
If this was natural, the numbers would have stayed consistent over time.
Instead, after LGBTQIA ideology was pushed into schools and social media, countries like the US, UK and Canada saw a 4,000–5,000% increase in children suddenly identifying as transgender. This is not natural. This is manufactured social engineering driven by foreign funding, corporate profit, and political manipulation — now being exported to countries like Sri Lanka through DEI policies and donor pressure.
It aggressively targeted children with gender confusion, promoted transgender ideology, and opened the door for a massive pharmaceutical market selling puberty blockers, hormone drugs, and surgeries.
Evidence is now emerging worldwide:
- the Tavistock Gender Clinicin the UK has been shut down for harming children,
- detransitioners are suing doctors, and
- more than 25 U.S. states have banned child sex change proceduresdue to severe physical and psychological harm.
The promotion of “gender identity” ideology—which falsely claims a male can become a female and vice versa—has severely violated women’s rights globally.
Men identifying as “women” now compete in women’s sports, enter women’s prisons, demand access to girls’ bathrooms, and invade protected female spaces.
This has triggered a powerful public backlash across the West.
People around the world are now boycotting brands that push LGBTQIA activism.
As a result:
- Bud Lightlost over $27 billion after a trans campaign
- Targetlost $15 billion after pushing Pride products at children
- Disneysuffered massive stock decline after LGBTQIA-driven programming
- Costa Coffee, Adidas, Levi’sand others faced backlash
- Netflix employees rebelledagainst LGBTQIA censorship
- In Sri Lanka, Watawala Group was forced to withdraw its LGBTQIA promotionafter nationwide public outrage
These are facts. When people stand up, corporations retreat.
The people have spoken in Sri Lanka.
This proves there was nothing “natural” or “human rights-based” about this movement.
It was a psychological and cultural engineering project designed to:
- Disconnect people from family values
- Break down marriage and discourage childbirth
- Replace national identity with sexual identity politics
- Weaken religious and cultural beliefs
- Create social division and confusion
- Turn workplaces into ideological training grounds
- Force obedience through fear and job insecurity
DEI is being used globally to give a tiny ideological minority special privilege over the majority.
Under DEI:
- Employees are forced to use pronounsagainst their beliefs
- Religious employees are silenced and bullied
- Staff are afraid to speak—creativity dies under censorship
- Men claiming to be women invade female washrooms and dressing rooms
- HR divisions spy on employees’ “language compliance”
- Promotions and hiring are tied to LGBTQIA political loyalty, not merit
- Traditional culture is mocked as “backward”
- Parents lose influence over their own children
Is this what Sri Lankan companies want to bring here?
Is this what we want for our 8.4 million workforce and their families?
Sri Lanka does not need imported chaos disguised as corporate “diversity.”
Even the West has had to give up a failed experiment & project.
We must reject DEI, protect our cultural and religious foundations, and return to merit-based employment, dignity at work, and respect for national identity.
If the West that created the DEI–LGBTQIA agenda is now reversing it, Sri Lankan companies that blindly copied it have zero justification to continue it.
Remove DEI and LGBTQIA policies immediately. Standard workplace discrimination laws already protect all employees—no one should be forced to accept gender ideology or unnatural pronouns.
Shenali D Waduge
