Creating inclusive workplaces for LGBT employees in Hong Kong

Community Business recently launched a new publication: ‘Creating Inclusive Workplaces for LGBT Employees in Hong Kong’—a resource guide for employers. At the launch event, it was highlighted that lesbian, gay, bisexual and transgender (LGBT) individuals in Hong Kong face a number of specific challenges, both in their private and professional lives. It was also highlighted that there is enormous scope for the corporate sector, particularly international companies operating in Hong Kong to drive positive change in this area.

Shalini Mahtani, Founder, Community Business pointed out, “For the most part, matters relating to sexual orientation and gender identity in the workplace are largely not addressed in Hong Kong, Yet the cultural and legal context of Hong Kong is such that LGBT individuals in Hong Kong face a number of specific challenge in their private and professional lives.” Apart from the need for companies to be fair and responsible employers, companies should be concerned by the negative impact such challenges can have on workplace relationships, the health of LGBT employees and ultimately productivity and performance.

In gathering the content for this publication, an advisory group of experts including: Human Rights Campaign (HRC) and Out & Equal Workplace Advocates in the US and Tongzhi Community Joint Meeting (TCJM) in Hong Kong as well as other individual experts in the field such as: Mark Kaplan, Dr Mark King, Roddy Shaw and Dr Sam Winter were consulted. Researchers also engaged with stakeholders in Hong Kong—both employers and LGBT employees, to gain insight into some of the key issues for LGBT employees in Hong Kong, particularly with regard to workplace challenges and what action can be taken by employers to create more inclusive workplaces.

Kate Vernon, Head of Research & Marketing, Community Business stated, “This resource guide is a first step in this regard—designed to inform and educate companies operating in Hong Kong, not just about the challenges that LGBT employees in Hong Kong face but also what they, as employers, can do to create open and productive workplaces.”

IBM and Goldman Sachs are the key drivers behind this initiative and have earned various accolades and awards globally for their leadership in championing LGBT issues in the workplace. IBM received the top score in the US Human Rights Campaign’s Corporate Equality Index for seven years in a row and the number 1 ranking in the UK’s Stonewall Workplace Equality Index in 2010. Goldman Sachs has received the top score in the US Human Rights Campaign’s Corporate Equality Index since 2005 and was ranked number 5 in the UK’s Stonewall Workplace Equality Index in 2010.

The publication highlights the business case for addressing the needs of LGBT employees and provides the cultural context for LGBT issues in Hong Kong. As a practical resource, it also provides a set of recommendations on what companies can do to create inclusive workplaces for LGBT employees and includes a number of examples of good practice. It is envisaged that over time the recommendations outlined in this guide may become the basis for a corporate index for LGBT employees in Hong Kong—similar to the Human Rights Campaign Foundation’s Corporate Equality Index in the US and Stonewall’s Workplace Equality Index in the UK.