Inspiring a New Generation

Our dedication to nurturing a skilled and future-ready workforce extends beyond our operations. We actively contribute to the hospitality industry by cultivating a continuous pipeline of talented teams. Through various initiatives, we engage and attract young individuals to the sector while enhancing our staff value proposition to retain top talent. Recognising the importance of investing in our people, we ensure they possess the skills, knowledge, and resources needed to excel in their roles and contribute to industry growth.


EmpowHer & The "Aloka" (Light) Project

We are deeply committed to gender empowerment through initiatives like EmpowHer. This programme provides a vital platform for our female colleagues to collaborate and improve their overall work experience. We focus on addressing gender-specific challenges, enhancing amenities, ensuring health safety & security, and combatting stigma and sexual harassment. With a target of achieving a female workforce representation of 24% or higher by 2025, EmpowHer embodies our dedication to creating an inclusive workplace that nurtures the growth and well-being of all our colleagues.

In alignment with this objective, the "Aloka" project was initiated to attract, train, nurture, and empower potential female colleagues. The project aims to inspire women to pursue non-traditional roles in the hospitality sector, thus becoming role models for future generations.

Protecting Human Rights

We are dedicated to ensuring compliance with local and international labour regulations in both our operations and supplier activities. Our governance framework and work practices maintain a zero-tolerance policy for sexual harassment, child labour, and forced labour, with stringent policies safeguarding human rights. Ongoing training programmes raise awareness about fair work practices and human rights. Moreover, we uphold an open-door policy, encouraging transparent communication and fostering a culture of trust and respect amongst our team members. Additionally, our whistle-blowing policy provides a safe and confidential avenue for colleagues to report any concerns or violations they may encounter, ensuring accountability and upholding our commitment to ethical practices. Promoting a workplace environment built on integrity, fairness, and accountability is a basic right to everyone.


Building a Talent Pipeline for the Industry

Our succession planning strategies are meticulously crafted to foster talent at all levels of our organisation, ensuring dynamic leadership development within our hierarchy. These structured programmes offer clear pathways for skill development and career advancement, from entry-level positions to senior leadership roles, guaranteeing a pipeline of capable leaders poised to drive our future growth and innovation. Our commitment is further reinforced by initiatives such as the Cinnamon Management Trainee Programme and Cinnamon LEAD, which provides hands-on exposure and intensive training sessions, preparing individuals for leadership roles in dynamic environments.

In addition to upskilling the industry, our dedication to talent development extends to the forthcoming launch of the Cinnamon Hospitality Academy in 2024. This initiative aims to shape the next generation of industry leaders through internationally accredited programmes, equipping them with the necessary skills, knowledge and global certification to excel in an evolving landscape.

By investing in talent development and succession planning, we anticipate future challenges and aim to cultivate a diverse and skilled workforce capable of driving innovation and delivering exceptional guest experiences, thereby ensuring the long-term growth and sustainability of the hospitality industry in Sri Lanka.

Partnership with the Vocational Training Authority (VTA)

We have partnered with the Vocational Training Authority (VTA) to nurture industry talent. This unique collaboration offers students on-the-job training at our hotels and resorts, sharing our expertise to elevate VTA facilities and curriculum standards. Additionally, our colleagues can attain NVQA certification for prior learning, enhancing the overall quality of industry talent.


MoU with Skills for Inclusive Growth Programme (S4IG)

Under an MoU with the Australian government's Skills for Inclusive Growth Programme (S4IG), we have partnered as the hospitality sponsor for season 3 of the popular show 'Supreme Chef.' This initiative aims to promote the hospitality industry, particularly cooking, as a viable career choice for Sri Lankans. Through the programme, twenty aspiring chefs secured internships at our hotels.

Ensuring Occupational Health and Safety

Our commitment to health and safety begins by prioritising the well-being of our people, and creating a secure work environment. All our resorts have adhered to ISO 45001:2018 (occupational health and safety management system) since 2008, ensuring the highest standards. We introduced our new Health Safety Environment (HSE) strategy, part of Cinnamon Care 2.0, our updated standard for care and cleanliness. Regular engagement with colleagues and Health & Safety Teams ensures their active involvement in health and safety matters.


Expanding Mental Wellbeing Initiatives

Over the past two years, we have increased our focus on mental wellness, recognising it as a crucial aspect of overall well-being for our colleagues. Our ANAGRAM programme, a holistic well-being initiative, was introduced as a pilot and is now being implemented company-wide. This programme aims to enhance mental wellness by assisting our colleagues in identifying stress factors and developing coping mechanisms, as well as focusing on Emotional Intelligence.

In addition to these, a ‘Colleague Assistance Programme’, featuring a Rapid Transitional Therapist for discussing personal and professional matters, was launched in 2023 for the corporate office. This programme will be expanded across all our hotels and resorts from the upcoming financial year, with English, Sinhala, and Tamil-speaking psychologists to help colleagues across different backgrounds.

A five-part webinar series, themed 'It’s Okay Not to be Okay,' was launched across the entire JKH group, and made available in all three languages. Additionally, we partnered with Child, Adolescent and Family Services (CAFS) for colleagues to reach out to when they need extra support.