Recognition Scheme
The assessment covers five main areas, namely the commitment of the management to equal opportunity policies; efforts to put in place and maintain equal opportunity policies and measures; the innovativeness and sustainability of the policies and measures; and the benefits brought by the policies and measures. Below explains the assessment criteria in details.
- Being Strategic: Demonstrate commitment and leadership (20%)
- There is a formal policy on equal opportunities, and/or diversity and inclusion within the organisation.
- Values of equal opportunities, and/or diversity and inclusion are embedded in the overall strategy and business plan of the company / organisation.
- Head and/or senior management of the company / organisation is involved in the formulation and/or implementation of the equal opportunities, diversity and inclusion policies and initiatives.
- Being Proactive: Put in place policies and measures (40%)
- Policies are put in place to promote and support employment equality of any of the following four groups, and to create a safe, inclusive and harassment-free work environment for them:
- Marginalised or disadvantaged women
- Persons with disabilities
- Employees with family responsibilities
- Members of ethnically under-represented communities
- Targets have been set to recruit the above groups or efforts made to maintain a diversified workforce.
- There is a dedicated department / unit / team / staff member to handle equal opportunities matters.
- There is a formalised channel or mechanism for addressing grievances and for handling complaints on inequality and/or discriminatory practices or behaviours within the organisation.
- Training is provided and/or arranged for staff members regularly to increase their awareness and understanding of equal opportunities, diversity and inclusion values and to build an inclusive culture within the organisation.
- Policies are put in place to promote and support employment equality of any of the following four groups, and to create a safe, inclusive and harassment-free work environment for them:
- Being Innovative: Adopt new, creative approaches (10%)
- Policies and initiatives introduced are new to the industry / sector and/or in Hong Kong.
- Being Sustainable: Aim for long-term rather than one-off (10%)
- The initiatives are not one-off, but aimed for an extended period or for the long term.
- The initiatives are sustainable or replicable and can be rolled out by other companies / organisations or across the sector.
- Being Impactful: Bring benefits to both within and outside the organisation (20%)
- The policies / initiatives have delivered tangible benefits to the company / organisation, such as staff retention, enhanced efficiency and productivity and increased staff satisfaction.
- The policies / initiatives have driven change beyond the company / organisation, and has helped to raise awareness of equal opportunities, diversity and inclusion values across the industry or the community.
- Collaboration has been made with other companies / organisations to generate action in promoting:
- Gender Equality
- Disability Equality and Inclusion
- Family Status Equality
- Racial Equality and Inclusion
- Efforts have been made to share learning and practices with other companies / organisations.