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The Racial Diversity and Inclusion Charter for Employers

THE RACIAL DIVERSITY AND INCLUSION CHARTER FOR EMPLOYERS

The Equal Opportunities Commission (EOC) is responsible for implementing the four anti-discrimination ordinances in Hong Kong, namely the Sex Discrimination Ordinance, Disability Discrimination Ordinance, Family Status Discrimination Ordinance and the Race Discrimination Ordinance.

A key strategic priority of the Commission is to ensure equal opportunities in employment for racial minorities. In order to encourage and promote racial diversity and inclusion (D&I) in the workplace, we would like to provide employers with guidelines and best practices. The Charter aims to give interested employers a checklist of policies and practices they can implement to further their D&I objectives.

The Charter

There are nine goals set forth in the Charter as follows:

  • Implement racial equality and diversity policies for the organisation based on the principles of the Race Discrimination Ordinance (RDO) and the Code of Practice on Employment under the RDO.

  • Establish fair recruitment, appointment, promotion, staff development and dismissal processes and criteria that do not discriminate against any person or groups of persons on the ground of race.

  • Review the employment processes and policies regularly to ensure relevance, fairness and absence of barriers for people of all races.

  • Raise awareness of the policies and principles of racial inclusion and the consequences of racial discrimination among staff through training courses, awareness campaigns, sharing of good practices, events and award schemes.

  • Proactively encourage engagement with racial minorities from underprivileged and under-represented communities through recruitment as well as internship opportunities, on-the-job training, mentorship schemes and staff volunteering activities.

  • Provide a safe and collaborative work environment for all employees.

  • Make employees of all races feel involved and included by taking into account their particular needs, if any, in communication, policies and activities.

  • Have in place a formal grievance process for employees to report and receive redress for any discrimination, harassment or unfair treatment, whether to themselves or observed towards others.

  • Ensure grievances are dealt with swiftly, effectively and confidentially.
  • Companies registered with Business Registration: the business must be in operation in Hong Kong for at least 1 year

  • Charitable organisations that are exempt from tax under Section 88 of the Inland Revenue Ordinance

  • Education establishments

  • Medical institutions

  • Chambers of commerce and professional bodies

  • Other organisations considered appropriate by theorganiser
  • Support the principle of promoting racial diversity in the workplace

  • Work towards the Charter goals

  • Education establishments

  • Provide an update on actions taken after one year for renewal of signatory statusr
  • Identify oneself as a signatory of the Racial Diversity & Inclusion Charter for Employers

  • Use the dedicated Racial Diversity & Inclusion logo on your publications, job advertisements, etc.

  • Display the official signed Charter in the office
  1. Implement racial equality and diversity policies for the organisation based on the principles of the Race Discrimination Ordinance (RDO) and the Code of Practice on Employment under the RDO.
    • Familiarise yourself with the RDO, particularly in its application in various aspects of employment.
    • Refer to the Code of Practice on Employment under the RDOto get practical guidance and identify areas in organisational policy that may need improvement based on the principles of the RDO.

  2. Establish fair recruitment, appointment, promotion, staff development and dismissal processes and criteria that do not discriminate against any person or groups of persons on the ground of race.
    • Identify barriers, if any, for people of certain races in gaining employment in your organisation and take reasonable steps to bring down those barriers.
    • Actively seek, adopt and adapt international best practices to avoid bias in human resource management, particularly recruitment.
    • Review the employment processes and policies regularly to ensure relevance, fairness and absence of barriers for people of all races.
    • Critically and regularly review your workforce profile to evaluate for racial diversity. Analyse gaps and take corrective action wherever possible.
    • Carry out employee surveys, assessments, etc. to check for employee perceptions of fairness in processes and policies.

  3. Review the employment processes and policies regularly
    • to ensure relevance, fairness and absence of barriers for people of all races.
    • Critically and regularly review your workforce profile to evaluate for racial diversity. Analyse gaps and take corrective action wherever possible.
    • Carry out employee surveys, assessments, etc. to check for employee perceptions of fairness in processes and policies.
  1. Raise awareness of the policies and principles of racial inclusion and the consequences of racial discrimination among staff through training courses, awareness campaigns, sharing of good practices, events and award schemes.
    • Identify and implement organisational activities or practices where racial inclusion can be made a possible primary or subsidiary goal.
    • Collect ideas and opinions from staff on how to facilitate an organisational culture that embraces racial diversity and inclusion.
    • Include this as an agenda item in annual planning for all departments.

  2. Proactively encourage engagement with racial minorities from underprivileged and under-represented communities through recruitment as well as internship opportunities, on-the-job training, mentorship schemes and staff volunteering activities.
    • Consider including engagement with underprivileged racial minorities as one of the CSR initiatives for staff to choose from.
    • Find activities and initiatives that fit best the organisation’needs while also providing new and out-of-the-ordinary experiences for connecting your staff with racial minorities.
    • Explore a mix of engagement opportunities to meet diverse needs, such as short-term job shadowing opportunities for racial minority students; on-the-job language and cultural training for racial minority employees, etc.
  1. Provide a safe and collaborative work environment for all employees.
    • Clearly spell out and widely communicate organisational policies on discrimination, harassment, fair treatment, etc. which directly impact an employee’s well-being at work.
    • Make a conscious effort towards creating a harmonious work environment through employee engagement and feedback collection.

  2. Make employees of all races feel involved and included by taking into account their particular needs, if any, in communication, policies and activities.
    • Have in place not just formal policies, but also encourage informal practices, such as buddy mentoring, employee support groups, etc. which could help employees of minority racial groups fit into the organisation.
    • Ensure all employee voices are reflected and not held back due to language or cultural differences.

  3. Have in place a formal grievance process for employees to report and receive redress for any discrimination, harassment or unfair treatment, whether to themselves or observed towards others.
    • Set up a formal grievance process and ensure it is regularly and uniformly communicated to all.
    • Designate a dedicated person or team to be responsible for handling grievances, which is clearly communicated to all employees.

  4. Ensure grievances are dealt with swiftly, effectively and confidentially.
    • Maintain and monitor records of grievances to ensure the mechanism is working effectively.
    • Have in place a performance pledge that ensures grievances are addressed and resolved within the target time period.

 

You can also check our FAQ page here

To see the Charter pamphlet, please click here

If your business is in the starting journey of your Diversity and Inclusion or if you like to enrich your Diversity and Inclusion effort, you can also consider to join our EMbRACE Campaign for Racial Equality. Please click here

If you are interested in signing the Charter, please sign this Expression of Interest and fax it or email it back to us

Fax: (852) 2511 8142

Email: eoc@eoc.org.hk

Expression of Interest

If your company is interested in becoming a Charter signatory, please download the Expression of Interest Form,
which you can fill up and email back to eoc@eoc.org.hk or fax it to (852) 2511 8142

If you would like to get more information and /or set up a meeting with us, please fill in this Online Slip.

Embrace Campaign

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