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EOC releases findings of study on knowledge and experience of sexual harassment among Mainland Chinese immigrants and locally-born women in the service industries
As part of its ongoing effort to combat sexual harassment, the EOC has been conducting surveys and studies to assess the trend of sexual harassment in different sectors. On 2 March 2018, the EOC released the findings of its latest “Study on knowledge of sexual harassment and experience of being sexually harassed in the service industries: Comparing recent female Mainland Chinese immigrants with locally-born women”. The study aims to compare the knowledge of sexual harassment and experience of being sexually harassed in the service industries between newly arrived female Mainland Chinese immigrants and locally-born women, and come up with concrete recommendations on enhancing the knowledge about sexual harassment.
According to the study findings, locally-born women were significantly more able to identify sexual harassment behaviours than female Mainland Chinese immigrants. Among the survey respondents, 14.6% of locally-born women and 9.6% of female Mainland Chinese immigrants have been sexually harassed in the service workplace. However, most respondents who experienced workplace sexual harassment, regardless of their birthplace, did not take actions against the harassers. Some respondents expressed that they were too frightened or had no idea how to handle such incidents; others would suffer in silence or flee the scene. For those who are prepared to stand up against sexual harassment, 69% of the newly arrived female Mainland Chinese immigrants said they would take action, compared to 50% of locally-born women. The higher inclination of the former to take action could be attributed to the fact that their investment in career in terms of time, effort and training is lower given their relatively shorter stay in Hong Kong. Hence the costs for them to change jobs would be lower.
To tackle sexual harassment, a multi-pronged approach of awareness-building and education – for both the employees and employers and for both male and female – is needed, besides legal action and policy formulation. A higher level of understanding and knowledge of sexual harassment among diverse groups of people would definitely facilitate the creation of a harassment-free society.
