Corporate Goal 4: Address prevalent discrimination and harassment issues and promote diversity and inclusion
Priority Area: Foster a safe environment free from discrimination and harassment

The EOC recognises its role as a forerunner and driver in mainstreaming values of equality and fostering a friendly environment in the Hong Kong community free from discrimination and harassment.  Particular areas of concerns have been identified.

Preventing sexual harassment in different domains and sectors remains an ongoing commitment of the EOC, given the negative impact of this unlawful act on both individuals and organisations. On average, about 30% of the 300-plus complaints received by the EOC under the Sex Discrimination Ordinance each year are related to sexual harassment in the workplace.

With a strong evidence base, the EOC has been advocating on various discriminatory issues. One of the attention areas is discrimination on the grounds of sexual orientation, gender identity and intersex status. In addition, the EOC has urged the Government to give further consideration to explore claims about possible discrimination on the grounds of religion or belief.

In January 2016, the EOC released the findings of the “Exploratory Study on Age Discrimination in Employment”, which indicates that age discrimination is a common occurrence in Hong Kong’s workplace. The most common forms of discrimination included receiving lower salaries, being denied a job promotion, and being targeted for redundancy in organisational re-structuring. Ageist stereotypes remain common, which feed discriminatory behaviour in the workplace. These perceptions pose a barrier to ensuring that our human resources are best deployed for the city’s continuous development.

Item Thematic Focus Strategic actions Expected Results Indicators
4.1 Continue the Anti-Sexual Harassment Campaign Promote anti-sexual harassment in various sectors in particular the social service sector through targeted campaigns Better awareness of sexual harassment and the legal  requirements, policies and procedures adopted to prevent sexual harassment by targeted sectors
 
Seminars and training on sexual harassment issues and ways of tackling them are continuously provided to the public and private sectors

NGOs and private operators providing social services are facilitated to formulate anti-sexual harassment policies and /related preventive measures and take part in the targeted campaigns against sexual harassment
 
Raise the awareness of sexual harassment among parents/relatives/carers of social service users with disabilities through training endeavours
 
Enhanced understanding of sexual harassment among parents/relatives/carers of social service users with disabilities on their rights under the law and channels of redressing grievances

 
Raise awareness of sexual harassment among new immigrants through research endeavours

 
Based on research findings, recommendations on raising the awareness of the rights under the SDO among new immigrants are pursued with relevant stakeholders

 
Examine knowledge and  victimisation experience of sexual harassment among new female immigrants in the service industries through research Based on research findings, knowledge of sexual harassment and victimisation experience among female Mainland Chinese immigrants are used for the development of targeted campaigns and training for relevant stakeholder groups to prevent sexual harassment
 
4.2 Promote diversity and inclusion for LGBTI
individuals 
 
Promote non-discrimination of persons with  different sexual orientations and gender identity, and advocate diversity and inclusion
 
Greater acceptance and respect and reduced bias for LGBTI persons  Positive feedback on the publicity and educational campaigns conducted to enhance acceptance of persons with different sexual orientation and gender identity; and prejudice against  LGBTI persons are reduced
 
4.3 Provide solid evidence to promote a working environment free from family status discrimination
 
Examine the knowledge and prevalence of family status discrimination in the Hong Kong workplace through research Family status discrimination in the workplace is reduced / eliminated Findings of the researches will be used to develop recommendations for the Government to consider implementing policy changes so as to eliminate family status discrimination

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