Pink Season is almost here again. Get involved, get informed and get entertained.
Pink Alliance, who are behind the annual season of themed events, is run solely by volunteers, and although it has been around since 2009 under previous names, it was finally granted charity status by the government in 2017. Its purpose is simple: to advance dignity, acceptance and equal rights for LGBT+ people in Hong Kong through community engagement and public education. Pink Season achieves this purpose by creating a long season of mostly free events for everyone from any community.
Jim Poon, the Director of Pink Season 2019
With the upcoming Pink Season of events across Hong Kong, HR Magazine sat down with Jim Poon, the Director of Pink Season, to talk about the charity’s work and the changes that still need to be made in order to create inclusive workplaces.
Jim began by telling us about his background and how he became involved in campaigning for LGBT+ rights. After many years in the corporate world, he needed a break, and a couple of years ago the opportunity came to travel and get involved in volunteer work. He joined Pink Alliance in October last year, first helping out with their mentorship program, and more recently, taking over the running of Pink Season when the previous director decided to step down.
He talked about the challenges faced in educating employers to think differently. Instead of looking at equal rights as a cost, companies need to think of it for what it really is: an investment. By allowing workers to be themselves and offer them the same employment benefits as everyone else, it can open the doors to more future applicants as well as improving retention of top talent. The focus should be on empowering individuals rather than how much it is going to cost.
Hong Kong has many legal barriers in place that are not common in most of the developed world. For example, same-sex marriage is not legally recognised, but thanks to a recent landmark court case, change is possible. In June 2019, the Court of Final Appeal granted equal spousal benefits and joint tax assessment to a gay Hong Kong civil servant and his husband who were legally married abroad. A small step on the road to equality, but it sends a strong signal on LGBT+ equality.
Jim acknowledged that Hong Kong has many more changes to make before the region can call itself inclusive. He talked about the need for changes in the law to accommodate LGBT+ workers more fairly, and further engagement with the Employment Opportunities Commission (EOC) to get them to push forward the political agenda and adoption of anti-discrimination laws that afford legal protections to minority groups in society. These are the sorts of things workers in other countries have had for years, but Hong Kong has found difficult to agree on.
On a positive note, there are organisations that are willingly putting in the effort despite not being legally required to do so. A lot of the multinational corporations (MNC) in the region afford rights to workers over and above the statutory minimum. The effect of this is clear in their appeal to top talent and their ability to retain the best staff. Investing in a happy workforce brings long-term success in terms of productivity and public relations. The Community Business LGBT+ Inclusion Index is typically dominated by MNCs, which goes to show that local small and medium-sized enterprises (SME) are way behind in terms of their approach to diversity. Part of this could be down to funding, but according to Jim, you don’t have to spend huge amounts of money to start changing your workplace culture.
When asked what companies can do to improve their image and recruit staff from more diverse backgrounds, Jim gave some tips to recruiters. A change in culture would be the best thing at first. Make it acceptable to talk openly about lifestyle and allow people to be themselves without fear of recrimination. Get involved in events and sponsorships to show the public that you are a welcoming, inclusive employer. Of course, the most important thing is education. If top managers and recruiters are not aware of the diversity knocking at their door—and what drives them–then superficial changes will not have a lasting impact.
Starting on 28 September 2019 is this year’s Pink Season, which runs through to 2 November. There are a number of events scheduled, most of which are free and many of which are relevant to those of us in HR who want to know more about the LGBT+ community in Hong Kong and what drives them. Of particular interest to LGBT+ staff would be the money forum, which will offer education and advice on areas such as wills, estate planning and the challenges same sex couples face with finances. There will also be a career day with a recruitment fair and speakers from industry who are also in the LGBT+ community. A health forum and marriage equality forum will also take place, which could help to educate employers and employees about medical and legal considerations affecting them or their staff.
There are many other events that could form the basis for team building events, for example, a comedy night, a quiz night, live music, sporting events, yoga, a wine pairing dinner and even three free drag workshops! See the website below for the full listings. And, of course, it is not a festival just for LGBT+ people, it really is for everyone. After all, a little levity doesn’t hurt anyone, especially with the way things are in Hong Kong at the moment.
Overall, as employers, recruiters, HR managers and even workers with a stake in a better workplace, we should be asking ourselves, “Do we have a culture that is inclusive? Do we have a culture where people can be their true selves? If not, then what are we doing about it? Who are our champions for change?”
Pink Season starts on 28 September 2019 and runs until 2 November 2019.
Further information can be found on their website www.pinkseason.hk
Keep an eye on HR Magazine’s website for more updates and in-detail looks at the events being held.
Paul Arkwright
Publisher
