EO Files (May 2021)
RTHK 3
Letter
to Hong Kong
Dear fellow
Hongkongers,
The
Equal Opportunities Commission was established in 1996 with the vision to
create a pluralistic and inclusive society free from discrimination.
As we
celebrate our 25th anniversary this year, allow me to invite you on
a walk down memory lane this morning to reflect on some of the milestones in
the EOC’s history.
When it
comes to promoting equal opportunities, the EOC has always walked the talk,
going beyond finger-pointing to make tangible and meaningful change. In 2010,
we released the report of a formal investigation into the accessibility of 60
premises owned or managed by Government departments and the Housing Authority,
among other bodies. The investigation revealed a lack of barrier-free access to
these premises, which put people with disabilities at a clear disadvantage.
This eventually led the Government to roll out a HK$1.3-billion retrofitting
programme covering 3,500 premises and facilities.
Besides
paving the way for more inclusive public policies, the EOC has been a vocal
advocate of law reform, as prevailing trends of discrimination and harassment continue
to unveil gaps in the legislation. In 2016, we submitted over 70 recommendations
to the Government based on a comprehensive review of the anti-discrimination
ordinances. The outcome has been highly encouraging: the Government’s bill to implement
eight of our recommended amendments was passed unanimously by the Legislative
Council in June last year, and follow-up work on the remaining recommendations
is already underway.
Such legislative
developments can carry a significant and positive impact on the everyday life
of Hongkongers. For instance, thanks to amendments to the Sex Discrimination
Ordinance, effective from the 19th of June this year, legal redress
will be available for women who face breastfeeding discrimination and
harassment in the course of employment, using facilities, receiving goods and
services, and in other areas of public life specified by the law.
In fact,
the EOC itself has also been evolving to address an ever-expanding range of
pressing issues relating to discrimination. In 2015, we set up our Ethnic
Minorities Unit to devote dedicated resources to advancing equal opportunity
for non-Chinese communities in Hong Kong. From school teachers and healthcare
workers to estate agents and business owners, the Unit delivers cultural
sensitivity training to a variety of stakeholders to ensure that a racially
inclusive culture can take root in education, employment, housing and the
provision of goods, services and facilities. In particular, the Racial
Diversity and Inclusion Charter for Employers, launched by the Unit in 2018 to
promote best practices, now boasts 170 signatories. We have also published a
series of reports on how the Education Bureau can enhance its support for non-Chinese-speaking
students, who deserve a level playing field and an equal chance to fully
realise their potential, both for their development and the future of our city.
Indeed,
the EOC has never stopped improving and reinventing itself to better serve the
local community. Following consultation with a wide spectrum of civil society
groups and a review of our complaint-handling procedure between 2017 and 2018,
the EOC put in place a victim-centric approach and a series of enhancement
measures, such as streamlining case classification and the assignment of
officers, so as to minimise the distress complainants may feel when recounting
their experience to us. To further safeguard victims’ interests, we found it
pivotal to synergise the work of our two law enforcement divisions, namely the
Complaint Services Division and Legal Service Division. We therefore established
a new position in 2020 to oversee both divisions.
Meanwhile,
this year saw the birth of another new unit in the EOC, dedicated to combatting
sexual harassment in Hong Kong. In the past, the EOC has conducted multiple
surveys about sexual harassment in education, sports and religious
organisations, while hosting seminars and workshops to facilitate the adoption
of preventive measures. Notably, our research in 2020 on National Sports
Organisations in Hong Kong found that 90% of them had developed a written
anti-sexual harassment policy and/or code of conduct for coaches and
instructors, up from 35% in 2018. Yet, it has also become obvious across different
sectors that there may be delayed or under-reporting among victims, and that
the Sex Discrimination Ordinance may not be adequately equipped to address
certain scenarios of sexual harassment. The new Unit was created to tackle precisely
these problems. It operates a hotline to provide information on relevant laws,
advice on where to lodge complaints and seek redress, as well as referral to
counselling and therapy services when needed. It has also been tasked with a
holistic review of the current legal regime.
Milestones
aside, the EOC is aware that our mission to eliminate discrimination has become
an increasingly daunting challenge amid the intensifying polarisation of
society and the general decline of trust in public institutions.
Every
now and then, our impartiality and professionalism have come under unwarranted attacks
from across the political spectrum. I would like to take this opportunity to
reassure our listeners that the EOC has and will always be an independent and
vocal defender of the right to equality. The facts speak for themselves. Amid
the COVID-19 pandemic, the EOC has called out inaccuracies and delays in
translation of official information into languages commonly spoken by ethnic
minority members of our society. We have spoken up against culturally
insensitive food arrangements for halal-observing Muslims placed under
quarantine. Just recently, we urged the Government and employers to be careful
not to impose blanket vaccination orders, since they are likely to have a
disproportionately negative impact on pregnant women and people with certain
pre-existing illnesses who are not suited for vaccination.
Looking
beyond the pandemic, we believe a lot more remains to be done – from shattering
the glass ceiling facing women and destigmatising mental health issues to
helping non-Chinese-speaking students make a better transition from school to
work. The EOC is also committed to advocating to the Government to expand the
list of protected characteristics under the anti-discrimination law, so that
new immigrants, LGBT people and other vulnerable communities can seek legal
redress when subjected to undue discrimination.
This
hope for further progress, this roadmap of change – it will never be realised
without support from all in society. I do believe that a spirit of solidarity
and collaboration has always been here in Hong Kong: when the EOC launched the
inaugural edition of its Equal Opportunity Employer Recognition Scheme last
year, over 400 organisations applied. And just two days ago, we held a ceremony
to present awards to 14 of them, who demonstrated a track record of promoting
equal opportunities for women and men, people with disabilities, people with
family responsibilities, as well as ethnic minorities in the workplace. 10 SMEs
also won recognition at the ceremony.
As the
EOC turns 25 years old, I earnestly wish that you will see us for what we are –
passionate but professional, committed but impartial. On that note, we look
forward to making more milestones with you on our quest for a just and equal Hong
Kong.
Ricky
CHU Man-kin
Chairperson,
Equal Opportunities Commission
(Note:
The letter was broadcast on RTHK3
on 16 May 2021)