LGBT Resource Guide For Employers in China

Sponsors:
About Community Business

Community Business is a non-profit organisation whose mission is to lead, inspire and support businesses to improve their positive impact on people and communities. As a thought leader in corporate responsibility in Asia, Community Business conducts research, facilitates events and networks, leads campaigns and provides consultancy and advice. Its major areas of focus include: Corporate Responsibility Strategy, Diversity & Inclusion, Work-Life Balance and Community Investment. Founded in 2003 and based in Hong Kong, Community Business works with leading organisations across the Asia region. For more information, please visit www.communitybusiness.org
Acknowledgements
Community Business is grateful to the corporate sponsors of this publication: Goldman Sachs and IBM. Community Business acknowledges the contribution of its Advisory Group, including Joy Chia, Lucetta Kam, Stephen Leonelli of Beijing LGBT Centre, Damien Lu of Aibai Culture and Education Centre, John Balzano, Xu Bin of Common Language and Jia Ping of Health Governance Initiative. In addition Community Business thanks a number of Partner Organisations, who have played a key role in helping us promote the project and distribute this publication. These include: Aibai Culture and Education Centre, the Beijing LGBT Centre, Common Language, PFLAG China, Beijing Gender Health Education Institute, British Council, Nvai, Shanghai Pride and UNAIDS. Community Business thanks all the companies and individuals who took part in the corporate stakeholder engagement sessions in Shanghai and Beijing. Finally Community Business thanks all the companies who agreed to be featured in this publication, for sharing their best practice in terms of policies and programmes for LGBT employees. These include both member and non-member companies of Community Business.
Disclaimer
All information in this document is provided for general information only and is not in the nature of advice. It should not be relied upon for any purpose and Community Business Limited (CBL) makes no warranty or representation and gives no assurance as to its accuracy, completeness or suitability for any purpose. Inclusion of information about a company or programme in this publication does not indicate CBLs endorsement. Where cited, you should refer to the primary sources for more information. This report does not necessarily reflect the views of CBL member companies or the sponsors of this report. CBL reserves the right to make alterations to any of its documents without notice. Reproduction and dissemination of this document (in whole or in part) is not allowed without express prior written permission of CBL and due acknowledgment of authorship. Express prior written permission from CBL is specifically required for use of this document (in whole or in part) if such use will generate income for the licensee.
Community Business Limited 2013. www.communitybusiness.org
Kevin Burns and Amanda Yik, Community Business September 2013
CONTENTS
FOREWORD
By Community Business By Goldman Sachs and IBM
2 3
5
SECTION 1: SEXUAL ORIENTATION AND GENDER IDENTITY A BUSINESS ISSUE?

Why Should Businesses Care?
6
11 12 12
SECTION 2: THE CHINESE CONTEXT

Overview The Cultural Context The Legal Context Key Issues for LGBT Individuals in China
20
22 28 29 30 30 32 34 36 38 41
SECTION 3: CREATING INCLUSIVE WORKPLACES FOR LGBT EMPLOYEES

An Approach for China Recommendations for Employers 1. Equal Opportunity Policies
2. Diversity Training 3. Diversity Structure
4. Benets 5. Corporate Culture 6. Market Positioning
7. Monitoring 8. Community and Advocacy
42 45
47
CONCLUDING REMARKS WINDS OF CHANGE APPENDICES

Appendix 1: Advisory Group Appendix 2: Partner Organisations Appendix 3: LGBT Terminology
48 50 53
REFERENCES
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www.communitybusiness.org
FOREWORD
Since 2009, Community Business has led the way in exploring issues related to workplace equality for lesbian, gay, bisexual and transgender (LGBT) individuals in Asia. The publication of this guide marks the third in our series of Resource Guides for Employers, following our Hong Kong (2010) and India (2012) publications. Over the years, our Creating Inclusive Workplaces for LGBT Employees Campaign has expanded in both geographical scope and the level of engagement. Today we work not only with companies and employers, but increasingly with local and global LGBT organisations to ensure that our work on this important topic is both in line with global developments and attuned to local sensitivities in different cultures across the region. Whilst we are witnessing a growing interest from employers in Asia on this subject, as evidenced by an increased level of enquiries and greater engagement in our LGBT activities, China presents a complex landscape for companies seeking to address LGBT workplace inclusion. The cultural and social context presents some significant barriers to open discourse on this subject and to date the experiences of LGBT individuals have not been well understood. Yet China is one of the fastest changing societies in the world. With access to information from all over the world, an increasingly educated and open-minded younger generation and shifting family circumstances due to the national one-child policy, taboos are gradually breaking down and the case for greater inclusion is becoming more widely accepted. There is clearly the need for a publication such as this and like our previous Hong Kong and India publications, we believe that it will be instrumental in facilitating greater awareness and understanding of the issues in order to drive the adoption of best practice and bring about positive change for LGBT employees in China. Specifically, it is designed to inform and educate companies operating in China by highlighting the business case for addressing the needs of LGBT employees, providing the cultural and legal context for LGBT issues in China and presenting a set of robust recommendations illustrated with examples of best practice. We commend our sponsors Goldman Sachs and IBM who have been our partners in this initiative. They have demonstrated their clear and dedicated leadership in championing LGBT issues in the workplace in Asia. We are extremely grateful to our Advisory Group who have provided invaluable counsel and advice in developing the content for this Resource Guide ensuring that we address this sensitive issue in a way that is appropriate to the local context. We also thank our network of partner organisations for the role they are playing to help us extend our message to a wider corporate audience in China. As is the starting point for all our work, at Community Business we believe that it is companies who can lead change. Equipped with the knowledge and insights from this Resource Guide, we encourage you to take that lead and join us on our collective journey to create more inclusive workplaces for LGBT employees in Asia.
Fern Ngai Chief Executive Ofcer Community Business
FOREWORD
We are proud to be a sponsor of the Community Business study titled Creating Inclusive Workplaces for LGBT Employees in China. The report looks at some of the challenges faced by Lesbian, Gay, Bisexual and Transgender (LGBT) employees in China from a historical, legal, and workplace perspective, and provides practical suggestions on what companies in China can do to make their workplaces more inclusive. At Goldman Sachs in China and throughout the Asia Pacific region , our policies aim to treat all employees equally irrespective of sexual orientation, and our benefits apply wherever possible to same sex partners as they would to opposite sex partners. We host training events to further educate our employees on how to be inclusive of LGBT people in the workplace and we have an active LGBT Network which runs events throughout the year that are open to all, to build greater visibility around our LGBT population and any potential challenges they may face in the workplace. The Chinese philosopher Confucius said: Live in harmony and value differences (""). We recognize that challenges remain for LGBT employees in China, but we are confident that the workplace is becoming more inclusive and diversity is increasingly valued in society. We hope this guide will help companies learn from some of the best practices that others are already pursuing in China, and that this serves as a starting point for further discussions on what more we can be doing to foster an inclusive environment. China has been a key growth market for Goldman Sachs over the past decade. We have over 350 employees here, over 6% of whom self-identified as LGBT in a recent confidential survey we conducted. It is crucial for China as a growing and emerging economy to fully explore the potential of its LGBT population and for companies to have inclusive policies that enable their employees to bring their whole selves to work. We firmly believe that creating an inclusive environment for people in all aspects of society is critical to the success of China.
Bing Song China Diversity Champion Goldman Sachs
Kelvin Koh China Diversity Champion Goldman Sachs
FOREWORD
On June 27, 1969, in New York, for the first time gays and lesbians united against unfair discrimination and fought back the police harassment, this Stonewall Riot, marked the start of the gay rights movement in the United States and around the world. For the past four decades, the LGBT community have intensified their fight for equal rights in many social and political areas and achieved significant progresses. With the inclusiveness of the society, discrimination and misunderstanding of LGBT community has been gradually reduced. On May 17, 1990, homosexuality was removed from the International Classification of Diseases of the World Health Organization (WHO). On May 31, 2013, the White House issued a proclamation, signed by the President Obama, to designate June month - the Lesbian, Gay, Bisexual, and Transgender Pride Month. This is certainly a great milestone for the LGBT movement in its ongoing efforts to fight against discrimination, promote equality rights, and celebrate sexual diversity and gender variance. Just as President Obama said, we should be judged by our virtue, not who we love. Diversity has played an important role in IBMs history. References to sexual orientation have been a part of our diversity and inclusion policies for about 30 years. In fact, IBM was one of the very first companies to globally and publicly formalize its commitment to LGBT employees, including sexual orientation in our Managers Handbook in 1984, subsequently adding LGBT inclusion into our Equal Opportunity Policy, and implementing domestic partner benefits from 1996. IBM ranks No.1 in Stonewalls Global Equality Index 2013. IBMers follow our Diversity and Inclusion culture to LGBT, and seek to build on an workplace where LGBT employees are valued, empowered to think freely and encouraged to express themselves fully. This culture frees our colleagues to think creatively, producing dramatic and innovative outcomes for our clients. We are delighted to be partnering with Community Business to raise awareness of LGBT issues in the workplace as we work on expanding our efforts in Asia. By working together to produce this LGBT Resource Guide for Employers we hope to encourage more companies to review their workplace policies and practices and drive positive change for the LGBT community in China.
Lily Low Vice President, Finance & Operations, Chief Financial Ofcer, IBM Greater China Group LGBT Ambassador, IBM Greater China Group
SECTION 1: SEXUAL ORIENTATION AND GENDER IDENTITY A BUSINESS ISSUE?
Why LGB and T?

L, G and B stands for Lesbian, Gay and Bisexual and refers to sexual orientation. T stands for Transgender and refers to gender identity. So why do these two topics (and groups of people) get put together? Leading global diversity specialist, Mark Kaplan, provides the following explanation: While not the only reason, it is likely because the common stereotypes for gay men and lesbians suggest that each is like or wants to be the other sex, and thus lesbians, gays, bisexual and transgendered people are seen as essentially the same. Because of this, sometimes these groups combine efforts and push for equal treatment based on both sexual orientation and gender identity. However these are two distinct and different aspects of diversity, each with its own set of challenges. Transgendered people's experience has to do with their gender identity. Gender identity refers to how one experiences and expresses gender and biological sex. Sexual orientation refers to how one is oriented in love/romantic relationships. We all have a sexual orientation whether it be heterosexual, homosexual, bisexual or asexual. And we all have a gender identity. For more clarity around terminology used when speaking about sexual orientation and gender identity please see Appendix 3. www.communitybusiness.org
Creating Inclusive Workplaces for LGBT Employees in China

A Resource Guide for Employers
Why Should Businesses Care?

Since the adoption of an open-door policy in the 1980s, China has enjoyed unprecedented economic growth and ascent to global power. Apart from being the worlds largest manufacturer, Chinas strong domestic demand and strategic outbound investment has cemented Chinas influence over businesses, investors and communities across the world. Multinational companies across a wide range of sectors have established significant presence in China, with some moving global headquarters to major cities, for example Shanghai, to leverage the proximity to their key markets in Asia. Home-grown Chinese businesses and joint ventures have flourished in both size and competitiveness in major industries such as technology, telecommunications, utilities and insurance. More recently companies in the banking and finance industry, notably ICBC and China Construction Bank, has taken up the top spots for the largest companies in the world1. As companies in China continue to operate and compete in a globalised and interconnected world, the need for companies to distinguish themselves as industry leaders means that there is an increasing need for driving innovation, diversity of thought and better corporate governance. Diversity and inclusion as a business strategy is a relatively new concept in China, but some multinational companies that have taken roots in China have embarked on a journey to incorporate diversity and inclusion into their people strategy. In a market as competitive as China, companies are starting to appreciate the importance of workplace cultures that will help propel them to the global stage. There are clear drivers for companies to adopt a strategic approach towards diversity and inclusion that strengthen companies ability to recruit and retain the best talent for domestic and international expansion. Across the spectrum of diversity, gender equality as a concept is probably the best understood in China. In contrast, the attitudes towards and experiences of lesbian, gay, bisexual and transgender (LGBT) individuals remains largely unexplored. Despite significant changes in social attitudes towards LGBT individuals, sexual orientation and gender identity remain sensitive subjects in both society and, even more so, in the workplace. There is an assumption of heterosexuality - few people are openly gay and there is enormous family pressure to get married and maintain the family line. This pressure to conform to traditional notions of family structure has continually reinforced the invisibility of these subjects. However, a more active civil society has emerged in the last decade or so, with organisations serving and advocating for the rights of LGBT individuals and their families sprinkled across this vast country. While most of these organisations are community-based, more attempts are being made to leverage the power of companies as vehicles for social change, such as the LGBT Workplace Conferences organised by Aibai Culture and Education Centre (Aibai), a local Chinese LGBT organisation based in Beijing. Access to the internet and an increasingly curious and open-minded media has also been pivotal in changing the LGBT landscape in China. There is a growing body of international research to support the business imperative for creating diverse and inclusive workplace. The business case for embracing diversity is gradually becoming more understood in China. But how does this apply to the subject of LGBT and why should businesses in China be concerned about this issue?
Diverse and inclusive workplaces are good for business

An understanding of the business relevance of LGBT issues to the workplaces starts with the recognition that a diverse and inclusive business environment is directly linked to enhanced business performance. For a workplace that embraces diverse talent and enables people to bring their whole selves to work will secure competitive advantage and position itself as an employer of choice. The most compelling business case relates to the direct 6
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impact that creating more inclusive workplaces for LGBT employees has on productivity and performance, attraction and retention and market share.
Productivity and performance

The most compelling driver for companies to address this subject however, should be the positive impact that creating a more open and safe environment for LGBT employees can have on productivity. Aibai conducted a study in 20132 in which 2,161 LGBT employees were surveyed anonymously through lling out an online questionnaire. The following ndings are particularly relevant: 94% of LGBT employees believe they want a working environment that is more friendly and supportive 87% believe that an inclusive work environment will bring closer, better working relationships with colleagues As a result of non-inclusive workplaces: o 45% say they waste enormous amounts of energy trying to conceal their sexual orientation o 13% of LGBT employees say they have suffered a drop in productivity o 34% have avoided certain activities or people at work o 27% say they could not fully participate as a team member
Source: A Report on the Employment Environment for Chinese LGBT Employees ( LGBT) ) by Aibai, 2013
Research in other countries also shows that productivity suffers signicantly when LGBT employees cannot be open about their sexual orientation or gender identity in the workplace. This can lead to a decit of trust with colleagues, which has the potential to undermine the effectiveness of the organisation itself.

According to Stonewall, an organisation working for equality and justice for lesbians, gay men and bisexuals in the UK, concealing sexual orientation at work reduces productivity by up to 30 per cent3. Similarly a study by Catalyst in the US found that LGBT employees who work in organisations with employee networks, resource groups and/or mentoring programmes are anywhere from 7% to 16% higher in their workplace experience scores4. Feeling safe to be out at work is critical to being able to build important workplace relationships. According to a study by Human Rights Campaign (HRC), the largest civil rights organisation working to achieve equality for LGBT Americans, 54% of LGBT employees who are not open to anyone at work report lying about their personal lives5 According to Community Business Hong Kong LGBT Climate Study 2011-12, 85% of LGBT employees say non-inclusive workplaces are impacting their well-being, productivity and engagement. 71% say they have had to lie about their personal life. On the other hand, 63% of those who are openly LGBT in the workplace say they are able to build closer and more authentic relationships with their colleagues6.
Attraction and retention

A commonly agreed statistic is that an estimated 5% to 10% of any working population is likely to belong to the LGBT community. This means that when it comes to China, the size of the LGBT community can be anywhere between 67.5 million and 135 million. Aibais survey7 revealed that 21% of LGBT employees in China have considered or have left a job because of a discriminatory working environment. These figures are very similar to Hong Kong - the Hong Kong LGBT Climate Study shows that 22% of LGBT employees have left or have considered leaving their job as a result of working in a non-inclusive environment. War for Talent In an environment of shortage of and heightened competition for the best talent, companies doing business in China risk losing out if they fail to create an environment where employees can contribute their full selves, develop and demonstrate their full potential, no matter who they are. This means that companies that are not aware of the importance of, or are not actively sensitising their workforce about, the need to create an inclusive workplace, will suffer a reduction in productivity. They also run the risk of losing the ability to attract and retain the best talent, in particular a significant but largely invisible LGBT population. Demands of Gen Y Many companies are aware that the attitudes and aspirations of this new generation of workers are vastly different from those of their predecessors. Growing up in a digitally connected world, the younger generations in China have been exposed to an information flow unseen in previous generations. Despite censorship of sensitive materials, LGBT-related information from around the world which to some extent has not been deemed highly politically sensitive - is abundantly available on the internet and accessible by a large portion

of China Gen Y population. Not only are the attitudes of Gen Y towards sexual minorities more open, their tolerance for discrimination is diminishing and their demands for individual freedom stronger. As companies recognise that the success of their business hinges on their ability to fully engage their younger employees, companies in China will increasingly see the need for them to embrace diversity and inclusion of LGBT individuals in their corporate practices.
Legal compliance
Until the abolition of hooliganism as a criminal offence in 1997, many gay men were convicted as hooligans under the Criminal Law in China for same sex conduct. There is no directly applicable anti-discrimination law to protect LGBT individuals, whether in the community or in the workplace. Compliance with the law therefore has not been a key driver for companies in China to address the needs of LGBT employees. However, regardless of domestic developments on this front, companies in China cannot remain immune to international influence where laws on this subject are often more clearly developed and articulated. Global companies in particular are recognising the importance of treating their LGBT employees with dignity and respect and these values - which are often enshrined in their policies, are being extended to their operations outside of their home countries, including China. On the other hand, large Chinese companies with burgeoning market share and global presence seeking to establish a foothold overseas which fail to keep apace with these developments, run the risk of both falling foul of the law in overseas markets, and losing out to their more progressive and liberal competitors in the global arena.
Reputation and risk management

Whilst legal compliance may not be a key driver for companies in China to look at this subject, concerns about reputation and risk management should be. Indeed employers in China that do not take steps to introduce their own LGBT policies and educate their employees, run the risk of severe embarrassment, damage to their corporate reputation and with it the potential loss of customers. It is particularly important for large domestic companies that are trying to break into international markets to examine their corporate policies and culture with an LGBT lens as they continue to expand and hire people from markets that may have a more inclusive and liberal workplace culture than China. Employee expectations, demands and pressures will evolve as companies spread over a more diverse geography. Organisations that do not have a culture of respect and equal treatment for all employees, and clear policies in this regard, need to be aware that they may be vulnerable to legal action while operating in countries outside of China.
Market share
Various studies have documented the financial opportunity presented by the LGBT market internationally. Given the sheer size of the LGBT population in China, the potential of the pink market is impressive. There are signs that the pink market in China is growing on Tao Bao (), an extremely popular online sales platform, products that are either explicitly or subtly targeted at LGBT consumers have emerged, and some travel agencies are advertising gay tours. A unique characteristic of the pink market in China is that it is largely hidden, as the vast majority of LGBT individuals in China are closeted. Unlike some LGBT consumers in the West who are considered relatively wealthy and mostly childless with higher disposable household incomes, research8 has indicated that as many as 16 million gay men in China are married to women. Despite this, the LGBT populations demand for LGBT-friendly products and services remain strong. Our advisor Damien Lu made an interesting observation:

Despite getting married, I have never seen a case where gay or lesbian people would turn straight after entering into a heterosexual relationship. They live a double life. They may not be the most gloried population but they are denitely a big market. China is at a threshold if someone starts organising large scale trade events targeted at the pink market something like the Gay Expo in the US it might well take off. In some ways, China can be considered the most capitalistic market in the world. Money is supreme. Where businesses are able to see the potential prots, they would do what they need to capture those prots. Research also shows that the LGBT market is highly brand conscious and demonstrates high degrees of loyalty. Companies that have progressive policies towards LGBT employees therefore have the opportunity to differentiate their brand and access a loyal, although relatively hidden market.
Cost of ignoring needs of LGBT employees

In concluding the business case and persuading business leaders to take proactive steps to create open and safe working environments for LGBT employees, it is worth highlighting some of the potential costs of not addressing the needs of LGBT employees. Discrimination, harrassment and bullying in the workplace can lead to low self-esteem, demotivation, stress, anxiety and depression of individuals. For the organisation this can lead to a hostile workplace environment, low staff morale, increased absenteeism, decreased productivity, recruitment and retention problems all of which impact the profitability of the company. It cannot be underestimated how simple yet profound the differences can be for an LGBT individual to work in an open, accepting environment. An employee in a multinational company in China said that he is more confident and efficient being openly gay: It even affected how I handle my work. When I worked for a state-owned company, I was too concerned and cautious about people discovering about my sexuality. But now I can be myself, and therefore I do better at work9.
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SECTION 2: THE CHINESE CONTEXT

Overview
In China, where there is a lack of openness about sexual identity and sensitivity around this subject is high, it is extremely difficult to get concrete figures about the size of the LGBT population. Estimates vary widely. Prominent academic Zhang Beichuan () has estimated that there are at least 30 million homosexual Chinese.10 However, if one takes the internationally accepted figure of 5-10% of an adult population, the number is likely to be in the region of 67.5 to 135 million11. Either way, the numbers are significant and cannot be ignored. In a patriarchal and authoritarian society such as China, the search for respect for differences and authenticity could be a challenging struggle. The majority of LGBT individuals in modern China have been leading double lives and putting up a faade of heterosexuality in order to be accepted in a society that strives for order, conformity and harmony. Until as recently as 1997, individuals, in particular gay men, were convicted as hooligans for engaging in same sex conduct, and until 2001, homosexuality was still considered as a kind of mental illness. In the past two decades, positive policy changes have started to take place at a national level. In 1997, the National Peoples Congress abolished the law penalising hooliganism considered by many as de facto decriminalisation of homosexual acts. Another milestone in the history relating to LGBT individuals in China was the removal of homosexuality from the Chinese Classification of Mental Disorders () in April 2001. However, sexual orientation and gender identity continue to be issues that are rarely openly discussed in Chinese society or the workplace. Despite a considerable population of sexual minorities, the fact that most of them remain in the closet means that most people in China, from across socio-economic strata, claim to not know any LGBT individuals. As a result, ignorance and misinformation is widespread and LGBT individuals are often disempowered economically, and socially. In addition, strong traditional family values among Chinese society mean that LGBT individuals may be forced to conform to traditional gender roles, including heterosexual marriage. The experience for most LGBT individuals in China, especially the older generations, is that they are stigmatised to a point where they are forced to deny the core of their identity and vital dimensions of their personality. Nevertheless, the social landscape for LGBT individuals has seen significant change in the past two decades particularly in urban areas, where vibrant civil society in cities across the country have become more active in building local LGBT communities, providing vital hubs for exchange of information, education and mutual support. Access to the internet and popular culture has been one of the major factors influencing greater acceptance of the LGBT community in China. Media, theatre, literature, movies and other forms of popular culture have also played a role in changing social attitudes on a macro level.
The Cultural Context

The treatment of homosexuality by Communism has ranged from apathy to condemnation, and sometimes seen as an effect of capitalism. In China, sexuality has long been a subject that most Chinese people tend to avoid and sex education in schools is largely unavailable. As a result, discriminatory attitudes and negative behaviour against LGBT individuals persist in modern China, so does ignorance and lack of understanding. One thing that distinguishes China from the West is that LGBT individuals say that there are fewer instances of overt hostility and physical harassment12. This may in part be attributed to the fact that more LGBT individuals are closeted in China, and therefore there is the lack of an obvious LGBT population, and the absence of fierce religious opposition. It can
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be said that for China as a community, the biggest problem facing the LGBT population is not hostility as such, but ignorance, invisibility and exclusion which can have a devastating impact on the mental health of these individuals, leading many to contemplate, and in some cases, commit suicide.
Internet facilitating greater awareness

The increase in online and offline media coverage of LGBT related issues in recent years has meant, many more people in China are aware of homosexuality - certainly compared to two decades ago. For elderly LGBT individuals, this has meant coming out at a relatively late stage of their lives after maintaining a largely heterosexual life for many decades. A 74 year-old gay man lamented: For 58 years, I didnt know what I was. I thought I was a freak or a monster. It wasnt till now that I nally found out that I am nothing but a normal person. And there are a lot of people like me out there13. A 70 year-old volunteer at a local LGBT organisation in Xian in Shaanxi Province observed that: For a generation that has been self-denying and tamping down their desires for so long, many of them make the most of their later years. They want to have as many gay friends as possible14.
Continued low level of social acceptance

However, this is far from saying that there is increased acceptance of LGBT individuals in China. The results from the following two surveys, although not statistically comparable, may indicate the lack of improvement in the level of acceptance towards LGBT individuals.
According to an internet survey in 200015, among the 10,792 Chinese people surveyed, 48% say they accepted homosexuality, 31% say they were against, 15% say they were not sure, and 7% were indifferent. A survey in 200816 continued to show a mixed picture of public attitudes towards gays and lesbians in China. While over 80% of respondents agree that heterosexuals and homosexuals are "equal individuals", 40% of respondents say that homosexuality is "completely wrong .
In a 2013 study conducted by Pew Research Centre17 that investigates attitudes towards homosexuality across 39 countries by asking the question Should society accept homosexuality?, China was placed within the 15% to 30% band along the spectrum of acceptance. This put China just above the Sub-Saharan and Muslim countries in the survey.
Opposition apparent in family and schools

Particularly potent examples of non-acceptance in Chinese society can be found in the family and school settings. While people in China may accept that there are LGBT individuals in society, they find it hard to accept if it is one of their family members or relatives. Our advisor Damien Lu observed that: Attitudes may be improving in China if you ask people on the street you may get the impression that people are accepting, but importantly, the underlying assumption is that this LGBT person is not part of my life. 13

This can perhaps be explained by the importance people attach to filial piety which is explored further in the section under Key Issues for LGBT Individuals. Non-acceptance is also evident in schools. A survey in 2008 found that a substantial portion of society deemed openly gay people unfit to teach in schools18. Aibais survey in 2012 revealed that 77% of people interviewed have suffered 17 categories of bullying based on sexual orientation and gender identity in schools19.
Damaging mental health

Perhaps more indicative of the direct experiences of LGBT individuals in China is a survey conducted in 2008 by leading academic Zhang Beichuan, where out of 1,259 gay male respondents, 62% had never revealed their sexual orientation, about 20% had suffered verbal and physical abuse, and 35% had contemplated suicide, out of which 13% actually attempted to kill themselves. This situation is even worse for lesbians a 2005 survey conducted by local lesbian group Common Language found 50% of lesbians under 30 in Beijing had suicidal thoughts and one-third had tried to kill themselves. 20 Whilst there is very little understanding and attention paid to bisexuality, transgender individuals are possibly the least accepted group under the LGBT umbrella, making them the minority in the minority.
Importance of lial piety

Heavily influenced by Confucius beliefs, filial piety () is a key virtue in Chinese culture. It is regarded in China as important not just for individuals and their families, but as the pillars for a stable and healthy society. It is not unusual for Chinese people to judge someones character based on ones family status or relationship with his or her parents. Filial piety means paying utmost respect to ones parents, but its connotations extends beyond respect to include being obedient, making sacrifices in order to appease ones parents, following and acting on their decisions, engaging in good conduct both within and outside the home in order to bring a good name to ones parents and ancestors. A Confucius saying is typically understood to mean that the biggest of three things that are unfilial is not continuing the family line21.
Importance of continuing the family line

As this quote highlights, maintaining the family line is seen by many as a key obligation of being a good, obedient child and there continues to be intense social pressure for Chinese people, men and women, to get married and have children. Face also plays a role, as people may judge a family by whether the parents bear any children. For the more superstitious, there might be speculations that the absence of children or grandchildren in a family is a curse or a result of retribution of sins. Some LGBT adolescents, who depend on their family for their livelihood, are often punished, or forced into marriage sometimes violently. Chinese people can accept people being lesbian or gay. But not within their own family22.
The biggest pressure [for LGBT individuals in China] comes no doubt from parents. Many homosexuals have come out in front of everyone but their parents23. Many LGBT individuals choose to live a double life out of desperation and immense social pressure. It is not difficult to see how the concept of filial piety, as mentioned in the earlier section, can be a significant source of pressure for LGBT individuals. LGBT individuals typically find it extremely difficult to open up to their parents about their sexual orientation or gender identity. This results in many LGBT individuals feeling guilty or sorry for their parents.
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Impact of one-child policy adds pressure

In modern China, the implementation of the one-child policy, which means there are as many as 140 million single children in the country, adds further pressure24. The single child in the family, whether he/she is heterosexual or not, becomes the only hope for parents to have grandchildren. While the pressure to get married and procreate is strong for gay men as they carry the family name, lesbians are feeling the heat too - as many of them are the onlychild, parents rely on them to produce offspring for the family. To a certain extent homosexuality can be tolerated in Chinese families as long as LGBT individuals still get married and give birth to the next generation25. Indeed, traditional Chinese literature contains many references to male and female homosexuality, and for a long time homosexuality was considered harmless as long as it did not interfere with ones duty to have a family26.
Need for security in old age

Another reason why having children has great significance for a family is the lack of proper social security in China. The Chinese saying means raising a child to safeguard against old age. Although social values have started to change dramatically in recent decades in China, the older generation still believes in investing in children to ensure that their children will take care of their livelihood in old age. Applying the same belief to their children, parents of LGBT individuals become concerned that their children may grow old without any financial and emotional support from their own children.
Stigma for being single worse for women

Another form of stigma that LGBT individuals in China may face is being single. The social stigma that is attached to single people has become increasingly obvious in China, culminating in the recent emergence of popular terms such as leftover men () and leftover women(). For LGBT individuals without an opportunity to have a legally recognised union in China, unless they enter into heterosexual or sham marriages, they may be labeled as leftover men or women for a long period of their life. This is a particularly embarrassing situation for lesbians, as being single has connotations of being unwanted and unattractive, severely impacting self-esteem and confidence.
Inuence of the Government

The Chinese Governments attitude towards homosexuality can be described as a Three Nos policy no support, no opposition and no promotion (). This cautious policy, combined with official silence, can be problematic in the context of Chinas political environment and sometimes results in suppression and intermittent crackdown of LGBT community activities. In recent years, organisers in Shanghai staging low-key pride festivals had been instructed to cancel events last minute, including social mixers, film screenings and play performance, without explanation27. According to one advisor: Organisng LGBT events in China is like ghting a guerilla war. Censorship of books, movies, cultural events, website content, magazines and the like is a challenge faced by the LGBT community in China that is seldom experienced by its counterparts in the West.
Positive signs
However, there are signs of positive change. Community Business Advisory Group for this research, observed that the LGBT community has experienced less oppression from the local police in the past 10 years, and that compared to other more sensitive areas, the LGBT media has experienced more opportunities to disseminate information.
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There were pockets of activity initiated or at least permitted by the Government. For example, the decision by the Government to authorise and fund grassroots organisations to carry out HIV/AIDS education and prevention outreach programmes across the nation since 2006 has been pivotal in building networks of influencers that provide a platform to bring together gay men in local communities. In 2005, the prestigious Fudan University in Shanghai held Chinas first academic course in homosexuality.
Rural China
Chinas rural population has dropped significantly from 81% in 1979 to 50.5% in 2010 as a result of rapid urbanisation and rural-urban migration, and the urban population surpassed the rural population for the first time in 2011. Despite this, the rural population in China remains vast, with over 656.56 million people living in the countryside.28 LGBT individuals in rural areas live in a much more hostile, isolated environment plagued by ignorance and prejudice, suffering discrimination and marginalisation. Whilst urban dwellers are often able to maintain some level of anonymity, there is very little privacy in rural villages, and the pressure to maintain the family line is much stronger. A particular challenge for women in rural areas is their immobility while many men may migrate to find work in cities, women are often required to stay at home to look after aging parents, and many are forced into marriage and may become victims of domestic violence.
Gradual change in attitudes

Attitudes towards the LGBT population in urban China are changing, and a visible increase in public discussions on LGBT issues has been observed in the past 20 years. While public pride parades are taking place in cities across the world, LGBT individuals in China often lack opportunities to celebrate diversity or embrace gay life openly in public. Encouragingly however, on International Day Against Homophobia (IDAHO) in 2013, over 30 celebratory events took place across the country, some of which are relatively high-profile events. Our advisor, Damien Lu, observed that: There has been a great deal of improvement in attitudes towards LGBT individuals in China in the past 10 years. Progress within the past 10 years in China is equivalent to 30 years in the US. China is changing very fast. However, when it comes to the daily lives of LGBT individuals, while there are some relatively open gay scenes in major cities such as Shanghai, Beijing, Guangzhou, Shenzhen and Chengdu, where gay or lesbian bars or cafes offer safe environment and support groups, Chinese gay life has existed almost solely underground and remains relatively invisible. Despite the pervasive culture of censorship and occasional clamp down of LGBT-related events, there is gradual growth of freedoms resulting in the emergence of magazines, books, movies, theatre productions, art exhibitions and other cultural activities targeted at the LGBT community. In big cities, it is also felt that there is some acceptance of public demonstrations of affection or gay fashion on the streets. In various parts of the country, active civil society made up of grassroots organisations are working as support or advocacy groups. Notably, some parents of LGBT individuals have become organised vocal advocates for LGBT equality as they seek better treatment for their children29. It is worth noting that despite the slow pace of change, increasing numbers of public events advocating for equality for LGBT individuals have taken place over the past decade or so in China. In 2003, the then Premier Wen Jiabao ( ) visited AIDS patients in a Beijing hospital and became the first premier of China to publicly shake hands with 16

AIDS patients in a bid to eliminate social discrimination against AIDS patients, a portion of which are gay men30. In 2004, a local government authority in Sichuan allowed a transgender woman to marry a man. In relation to the issue of same sex marriage, renowned sociologist Li Yin He () has repeatedly petitioned to the Chinese Peoples Political Consultative Conference in 2000, 2004, 2006 and 2007 to legalise same-sex marriage in China, without success. In 2010, a male couple allegedly held Chinas first public gay wedding in a bar in Chengdu. In 2012, the oldest transgender person in China came out in her 80s and was interviewed by BBC claiming that she has been impressed with how liberal China has become31. In 2013, an elderly male couple shared intimate pictures online, followed by a party at a Beijing restaurant where they wore wedding gowns. These stories and others have served to raise the profile of the LGBT community and became a source of inspiration for open and closeted LGBT individuals alike.
Role of the media

The media scene in China is a unique product of its political environment. The state television broadcaster China Central Television (CCTV) () is accessible by more than 1 billion viewers and plays a significant role in shaping mainstream opinions. Considered by some as a mouthpiece of the state, it has played a role in portraying and raising awareness of the existence and needs of the LGBT community in China. Notable instances of official media positive coverage of LGBT related issues include a CCTV documentary in 2003 portraying the story of a young gay AIDS patient, and positive portrayal of the Icelandic president with her lesbian partner during official visits to China in 2013.
In 2011, CCTV Channel 13, a Chinese news channel, reported on a criticism of homosexuality made by a well-known Chinese actress in her micro-blog, spurring debate in the online community. CCTVs report featured an eye-catching caption eliminate discrimination ( ) and broadcasted a semi-educational message from the host addressed to the viewers, along the following lines32: Around us, there are some people who have different orientation than the majority, but they are also hardworking contributors of this society. Homosexuals are the same as us, and everybody has the right to exist and develop in society. I may not identify with the way you live, but I am willing to safeguard your rights to lead a different life. This statement was considered by some as a reflection of the Governments stance towards homosexuality in China.
Inuence of the internet

The rise in accessibility to the internet among urban population in China is a significant milestone for the LGBT community. With a massive social network user base on platforms like Wei Bo, Wei Xin and QQ, China was estimated to have 307.5 million social network users by the end of 2012, nearly double that of the US user base33. Despite some degree of censorship, there is an abundant amount of information and discussions rooms, forums and events listings can now be accessed by millions of LGBT individuals previously isolated and disconnected from people sharing similar experiences. Access to information on the internet also allows the local LGBT community to learn about progress in other countries which help them identify the goals they want to work towards. Through social media and the public events that have evolved from online platforms, ever more LGBT individuals 17

are gaining a better understanding of their sexual orientation and gender identity and what this means to them, their family and society. Many no longer consider themselves as sick or having physical or mental problems. Inportantly however, for many LGBT individuals, the challenge remains that the virtual openness is yet to spill over into reality. In the words of our Advisors Joy Chia: If LGBT individuals are unable to find a physical supportive community around them, with the aid of technological advancement over the past decade, they are able to find a virtual community. Some are more comfortable through this channel because it allows for compartmentalisation of their life34.
Pop icons reshaping perceptions

In recent years, China has also seen the emergence of pop icons with a more gender-neutral image. The popularity of these entertainers, not just among younger generations but also the generation of parents, is starting to re-shape traditional concepts of gender expression and identity. Despite these developments, there remains a lack of objective analysis and portrayal of LGBT issues in a positive light or openly LGBT public personality in mainstream media. Lesbians, for example, are often portrayed as boyish girls who would ultimately enter into heterosexual marriage, while gay men are usually portrayed as having a partying or promiscuous lifestyle, or in association with HIV/AIDS. Bisexuality, on the other hand, is simply ignored or not understood, while transgender individuals are looked upon sympathetically as troubled people. LGBT movies continue to be subject to censorship. Overall speaking, LGBT whether as a population or as a social issue, lacks visibility and serious treatment by the Chinese mainstream media.
Summary History of Evolving Cultural Attitudes

The table below provides a summary history of significant events that have contributed to the changing attitudes towards LGBT in China. Pre-Cultural Revolution Attitudes were relatively open towards LGBT individuals. For example, Shandong Province asked for directions from the Supreme Court for a case concerning the legality of sodomy. A legal explanation was given saying that voluntary sexual conduct would not be classied as a crime. Those who were found to have committed sodomy could be charged with the criminal offence of hooliganism and be sentenced to up to seven years of imprisonment. During the Cultural Revolution, some ended up in labour reeducation camps. LGBT individuals were marginalised and driven underground. Before the widespread use of the internet nding information about homosexuality was difcult; only unsympathetic medical texts were available in university libraries. Even nding a place where there were other LGBT individuals was difcult. Leading academic Zhang Beichuan () published a book entitled Homosexual Love (). This was the rst comprehensive academic study in China on the topic of homosexuality, examining the subject through historical and anthropological perspectives and introducing leading international thinking. Discussions on the subject ensued more in private than in public.
1970 to 1980
1990s
1994
18

1998
Leading sociologist Li Yinhe () published Culture of Homosexuality ( ), consolidating national and international academic studies and survey results. She estimated that the homosexual population in China was around 36 to 38 million. A lesbian couple held a custom marriage ceremony in Shanghai and received blessings from their families. Increasing popularity of bars and restaurants for the gay and lesbian community. Emergence of Chinese websites developed by gay and lesbian communities. The internet started to provide a safe space for LGBT individuals to learn, communicate, share and organise. A legal milestone - the Chinese Criminal Law was revised to eliminate the vague crime of "hooliganism". This was seen as a de facto decriminalisation of consensual homosexual conduct. Another legal milestone - the Chinese Psychiatric Association removed homosexuality from the Chinese Classication of Mental Disorders. Hunan aired TV programme titled Getting Closer to Homosexuality (), the rst local Chinese media progrmame focusing on this subject. Fudan University in Shanghai rst started offering a gay and lesbian studies programme open to undergraduates. The universitys medical school has also offered a graduate course on medicine and homosexuality since 2003. In 2006, the university held a conference on law and social policy related to homosexuality which attracted some of the countrys top legal minds. In January 2006 the State Council of the People's Republic of China issued Regulations on AIDS Prevention and Treatment. In April 2008, the National Center for HIV/AIDS initiated community-based studies on risk of infection and HIV prevention programs35. Crackdown of LGBT media and publications lesbian magazine, Les Plus and a number of gay websites were shut down by the Government. A number of LGBT events were shut down by the police. Lifting of the ban on homosexuality for prison inmates in September 2011. Numerous LGBT-related stories featured in mainstream and LGBT media: Two same-sex couples tried to get married at a registry office in Beijing. Lesbian theatre production premiered in Beijing. Online movie about a transgender woman has been viewed 2 million times online within a week. An 84-year-old transgender woman comes out publicly in the media. The wife of a gay man committed suicide, prompting discussions around the plight of "tongqi" () and calls for legalizing same sex marriage. Lesbians are allowed to give blood. Gay men who are sexually active continue to be banned from giving blood.
1999
Late 1990s
1997
2001
2003-2006
2006
2010
2011 2012
19

The Legal Context

Homosexuality has never been declared illegal in China. However authorities made use of the law around hooliganism to seize and arrest gay people. Homosexuality was decriminalised in China in 1997 and removed from the official list of mental disorders in 2001. However, since these two milestone changes, the Government has remained largely silent on the issue of homosexuality. Without any law prohibiting discrimination on the basis of sexual orientation and gender identity, there is a lack of legal recognition and protection for LGBT individuals. Uncertainty abounds as to whether LGBT individuals will face official opposition in organising and providing community-based activities and services. Same sex marriage or civil union is not recognised this despite repeated petitions to the Chinese Peoples Political Consultative Conference. There is also no applicable provision protecting LGBT people from discrimination based on sexual orientation and gender identity at work under Chinese Labour Law.
Hooliganism
Hooliganism () had been a criminal offence in China since 1979. Having just emerged from the Cultural Revolution, China was undergoing a process of massive social and economic transformation. Stability was considered critical to the country. Article 160 (1982) of the Chinese Criminal Law reads: Where an assembled crowd engages in affray, creates disturbances, humiliates women or engages in other hooligan activities that undermine public order, if the circumstances are flagrant, the offenders shall be sentenced to fixed-term imprisonment of not more than seven years, criminal detention or public surveillance. Hooliganism is a vague term used to criminalise a wide range of behaviour, including many consensual sexual activities, from group sex to sadomasochism to public nudity. Although the law makes no reference to homosexuality or same sex conduct, the generality of the term hooligan activities have allowed authorities to prosecute people engaged in same sex behaviour, operating as a de facto ban on private, adult, non-commercial and consensual homosexual conduct. Rewards were paid for tips that led to the arrest of hooligans. While long term jail sentences for LGBT individuals on hooliganism charges were not common, the police used the provision to cultivate a sense of fear among the community and occasionally fined or detained them.
Decriminalisation of homosexuality
In 1997, the Chinese government abolished the law on hooliganism. This was mainly on the basis that hooliganism is a broad and arbitrary concept that is one the on hand difficult to define as a legal term, and on the other hand easily subject to abuse in its implementation. For the LGBT community in China, the abolition has particular significance in that they no longer run the risk of being arrested for a criminal offence. This act was considered by most to be the decriminalisation of homosexuality in China.
Depathologisation of homosexuality
Up to the end of the 20th century, China had opposed World Health Organisations standards calling for acceptance of homosexuality, while governments in numerous countries across the world have removed homosexuality from their lists of mental illness for decades. The Chinese Psychiatric Association had formed a taskforce to investigate into an overhaul of Chinas classifications of mental illness. After a unanimous recommendation by the taskforce, eventually in April 2001, the Chinese Psychiatric Association and the Ministry of Health officially 20

removed homosexuality from its diagnostic list of mental illness (). This signified an official recognition that same sex behavior or attraction is no longer considered abnormal or a sickness, and for many it was an opportunity for more understanding and less stigmatism. However, where an individual is unhappy or has experienced issues dealing with his or her sexual orientation; he or she could still be considered a mental patient and be treated or institutionalised as such.
Other relevant regulations

There are a number of existing regulations that may be relevant to LGBT individuals. These include the prohibition of employment discrimination against carriers of infectious disease including HIV carriers and AIDS patients. The Employment Promotion Law prohibits discrimination on recruitment and Article 26 imposes requirements on employers to provide fair employment conditions and eliminate discriminatory employment practices. A similar provision is found under Article 16 of the Law on Prevention and Treatment of Infectious Diseases36. While these provisions prohibits employers from discriminating against people with HIV/AIDS, some of whom may be members of the gay community; this clearly falls short of offering LGBT individuals employment protection. Despite a lack of national domestic violence law, in 2009, the Northeastern city of Changchun adopted an expansive interpretation of domestic violence in its local domestic violence law () to include cohabitating couples and same-sex couples. This is hailed as visionary, although limited in geographical scope.
Going forward
Enforcement of law is a major challenge in China. The effect of anti-discrimination provisions is questionable, as the laws fail to stipulate clear remedies for unlawful discrimination and no penalties are prescribed. This is not to say that anti-discrimination legislation protecting LGBT individuals will not be important. Given the existence of employment discrimination provisions under the Labour Law, some see the potential for relevant provisions to be expanded in scope to prohibit employment discrimination based on sexual orientation and gender identity, perhaps within the next decade. Another area where potential for legal change has been observed is with regards to same sex marriage. The topic has received significant media interest in recent years, but despite repeated petitions and attempts by same sex couples to publicise their ceremonies or register for marriage, many consider the chances of China passing a law to allow for same sex marriage in the next decade or so as slim. However, there are some logical and convincing arguments in favour of same-sex marriage for example, that recognising same-sex couple as a stable family unit is beneficial to maintaining social order and regulating property rights and inheritance issues. Some are hopeful that, given Chinas fast pace of change, it may not take as long for China to take this bold step as compared to other countries in the West.
Summary of legal provisions governing LGBT rights in China

Is consensual gay sex legal in China? What is the age of consent in China? Are there anti-discrimination laws for LGBT individuals in employment? Are there anti-discrimination laws for LGBT individuals in the provision of goods and services? Are there anti-discrimination laws for LGBT individuals in all other areas (including indirect discrimination, hate speech)? Is same-sex marriage recognised? Is there recognition of the legal rights of same-sex couples?
(since 1997)
14
21

Key Issues for LGBT Individuals in China

Against the cultural and legal context described in the previous section, it is clear that LGBT individuals in China face a number of challenges both in the wider community and in the workplace. These are highlighted in more detail below.
General Challenges A taboo subject

One of the most fundamental challenges facing LGBT individuals in China, is that things related to sex and homosexuality are generally considered taboo subjects by the Government, by families and by LGBT individuals themselves. Indeed, China as a society is bound by traditional expectations, and as such there is little open discussion about sexual matters of any kind at any level. Despite drastically increased coverage in online and offline media, discussion of LGBT issues remains highly sensitive.
Culture of ignorance and social stigma

This sense of taboo means that the level of understanding and education on sexual orientation and gender identity is very low. As in other markets in Asia such as India, China can be described as being characterised by a culture of ignorance on this subject. Homosexual behaviour has long been regarded as shameful or even perverted and as such something that is either unacceptable or needs to be fixed or cured. The level of acceptance of sexual minorities may appear to have improved in the past two decades, but as our Advisory Group member Lucetta Kam commented: The acceptance is very superficial. People would probably say they are fine if their colleague is gay, but deep down, they would still hesitate and have reservations. They would find it unacceptable if their family members turned out to be gay.
Family expectations
Social pressure to get married and have children permeates all aspects of Chinese life both within the family and the workplace. Our Advisory Group observed that there is a commonly held assumption that marriage is a sign of a person entering a more mature and stable phase of his or her life, and therefore more able and suitable to take on more responsibilities and leadership. There is also another aspect to the significance of the influence of family pressure when it comes to the workplace. Our Advisory Group member Damien Lu observed that: Many young people in China get their first job through their family connections, and working in state owned enterprises is perceived to be the most secure an iron bowl. Its not uncommon that the family knows someone in the company, possible the boss or supervisor, so if he or she comes out at work, the entire family would know. As a result, LGBT individuals are generally invisible in Chinese family and public life and issues such as sham marriages, discrimination and social stigma against sexual minorities are very much a reality. Instances of LGBT individuals entering into heterosexual unions, LGBT individuals committing suicide and women married to gay men (coined tong qi, ) suffering violence in China are not uncommon. According to an investigative report by China Daily in 2010, about 90% of homosexuals said they had to get married due to family pressure37. In recent years, numerous reports by Chinese media have shed light on the phenomenon of sham marriages. In a system where same sex marriage or civil unions are not available to LGBT individuals, gay and lesbian couples have 22

married each other to form fake families in order to fulfill their respective obligation to set up a family. A matchmaking website called Chinagayles.com has more than 160,000 members and claims to have matched almost 20,000 couples since its establishment in 2005, concentrated in Shanghai and Beijing38. According to an estimate from 2011, there are about 300 fake couples in China39. This phenomenon is perhaps a reflection of the persistence of the traditional role of marriage in China. As Lucetta Kam, a member of our Advisory Group puts it: It is deeply embedded in Chinese culture that marriage is functional instead of an act of romance. Marriage is an obligation which serves a purpose and is viewed as the only way of leading a normal life. In general, it is strange for people to stay single and not get married.
Stereotypes
Historically, organisations targeted at gay men have received relatively more attention and funding from the Government due to HIV/AIDS prevention and education work. Although this means that they are often better organised than lesbian groups, the downside is that gay men are now often associated with HIV/AIDS. For lesbians, gender stereotypes mean that expectations of certain behavior at home and at work persist. Although surveys have shown that acceptance levels for lesbians are higher than for gay men, our Advisory Group interpret this as a sign of gender inequality in a patriarchal society, lesbians are seen as less offensive and threatening to traditional values. However, this relative freedom is no indication that lesbians face less discrimination or are more empowered than gay men.
Isolation
Given the low level of education and awareness, poor understanding by family members and a lack of cultural willingness to discuss issues relating to sexuality, many LGBT individuals in China experience isolation and loneliness. Especially in rural areas, where few counseling or external services exist to support LGBT individuals, many are unable to seek advice or share their experiences with others. Without such support, many LGBT individuals suffer what may be described as a self-stigma, internalising the negative attitudes that surround them and seeing themselves as freaks or as immoral. This in turn can lead to issues of poor confidence, low self-esteem, depression and even suicide.
Discrimination and abuse

LGBT individuals face various forms of discrimination. Although less common than in the West, violence against LGBT individuals persist. Perpetrators of such violence are often people close to LGBT individuals. A survey released in 2010 reported that half of 500 lesbian respondents have experienced various types of abuse from their own families and partners40. There are reports of gay publications and cultural activities being banned, websites occasionally blocked and LGBT individuals harassed or detained for no clear reason by the police, despite the abolition of the law around hooliganism41. In China, transgender individuals are seen by most people as either abnormal, or as patients suffering some form of mental illness or disability. Stigmatism prevails and in some instances sympathy, but very rarely understanding and acceptance. Other obstacles facing transgender individuals include the need for family or parental permission for sex re-assignment surgery, and the need for people to return to their hometowns to alter their identity documents. A particular work-related challenge for transgender individuals lies in the difficulty if not impossibility of altering their gender on academic records, meaning that even if they have gone through sex reassignment surgery, the inconsistency between their physical appearance and official records renders it extremely difficult for them to find employment. Many resort to commercial sex work in order to make money to pay for costly sex reassignment surgery and hormone treatment. This puts them in a vulnerable situation in relation to HIV/AIDS and sexually transmitted disease42. 23

Unequal access to social benets

In China, being married gives people higher priority when it comes to public benefits such as applications for public housing or reduction in property prices. Many people who work in urban areas do not necessarily have an urban hukou() a population registration system that governs a persons access to numerous social benefits. One way of obtaining an urban hukou is to marry someone who has it. While heterosexual couples can enjoy these privileges if they decide to get married, the same choice is not available to same sex couples, putting them at a significant disadvantage.
Workplace Challenges
The challenges outlined above relate to the general challenges the LGBT population face in China. In gathering the content for this publication, Community Business also wanted to understand some of the specific issues facing LGBT individuals in the workplace. From a survey conducted by well-known sociologist Li Yin He in 2008, it appears that a staggering 91% of the general population in China seem to agree that homosexual individuals should have equal employment opportunities43. However, from discussions Community Business has had with our Advisory Group and corporate stakeholders, this apparently high level of acceptance has not been reflected in the workplace, whether through company policies or culture, as demonstrated by the multiple challenges faced by LGBT employees in the workplace discussed below.
Views of Employers
Community Business held corporate stakeholder engagement sessions in Shanghai and Beijing, conducting facilitated discussions with 38 corporate representatives from a total of 21 different companies. Participants were predominantly local representatives from multinational companies operating in China. As this is a relatively small sample, it should be noted that the views shared are not necessarily the views of the entire corporate sector in China, however they provide some insights into the kind of challenges employers think their LGBT employees face in the workplace in China. The paragraphs below also incorporate the observations of members of our Advisory Group on the workplace challenges faced by LGBT employees in China.
LGBT simply not on the corporate agenda

The most fundamental challenge highlighted was that the subject of LGBT is simply not on the corporate agenda. Against an assumption of heterosexuality, for the most part matters relating to sexual orientation and gender identity are not recognised as being a workplace issue. For example, there is no reference to LGBT in corporate policies either in terms of a public statement of commitment to respecting and valuing LGBT employees, or in terms of specific provisions to protect them in the workplace. Few companies have processes to deal with sexual orientation and gender diversity issues in the workplace and there is no external body to refer to in case of discrimination, harassment and rights violation. This is somewhat a reflection of the wider context of Chinese society, where open discussion of matters relating to sexual orientation or gender identity is lacking. Some participants even feel that society is not ready for companies to drive change in this space. This is also symptomatic of the fact that the business case for diversity and inclusion is not well understood in China. Few companies are able to appreciate the business case, or relevance, for creating diverse and inclusive workplaces. For those companies that feel that they already have a fairly open culture usually marked by the presence of openly gay employees the question is fixing the agenda for the next phase by identifying next steps and incorporating the subject of sexual orientation and gender identity as part of the corporate strategy.
24

Lack of training and communication

Participants highlighted that one of the consequences of companies not paying attention to issues relating to LGBT in the workplace, is that there is little training for employees on diversity and inclusion or equal opportunities overall, and in particular issues relating to sexual minorities. Most companies are just starting on their diversity journey and have not reached the stage where they feel ready to bring attention to a subject as sensitive as LGBT. Some mentioned the challenge of ensuring the people across different levels of the organisation receive adequate training, and in particular the need for training managers and holding them accountable for ensuring inclusive behavior has been highlighted. Another challenge lies in the dearth of locally relevant materials available for training. Training in multinational companies is often provided by global headquarters and this may not necessarily be locally relevant or meaningful.
Lack of openly gay role models

Against the backdrop of taboo and social stigma in China, it is perhaps not surprising that another key challenge highlighted by participants was the lack of role models. Most participants we spoke to could not think of any openly gay leader in their organisation, and all agreed that the number of openly gay executives in the Chinese corporate world is very small. However, role models were seen as an important catalyst in creating a culture of greater openness and acceptance as well as challenging mindsets. They were also recognised as being important in terms of sending the message to more junior LGBT employees (who may still be concealing their identity), that being openly gay does not limit career progression.
Invasion of privacy
Our Advisory Group noted that in contemporary Chinese culture, there is very little respect for personal privacy. Often times the first things that happens at a new job are people asking about your relationship and family status whether you are seeing someone, whether you are married and whether you have children. While most heterosexual employees have no problem divulging some personal information, most LGBT employees do not want to reveal their identity. Representatives in the stakeholder sessions also shared concerns about respect for privacy, and wondered if addressing LGBT issues could be seen as tramping on LGBT employees private life. They felt that companies need to act cautiously to strive for inclusion without being intrusive. There was also concern that LGBT employees might feel singled out or labeled for special treatment, which could make them feel uncomfortable given the sensitivity around this issue.
Limited resources and competing priorities

Some participants felt quite strongly that a practical obstacle to addressing LGBT issues is the limited resources companies have to invest in diversity and inclusion overall. With other corporate priorities competing for a limited pool of resources, LGBT issues may be perceived to be less important as the size of the population directly affected is relatively small. Absence of a critical mass or visible and vocal LGBT community in companies reinforced the impression that there is no real or urgent need to tackle this issue. The difficulty in identifying a supportive senior business leader, in particular, one who is Chinese, was also seen as a barrier.
Concern about coming out

It was highlighted that LGBT employees in China are concerned about disclosing their identity. Given the lack of acceptance towards homosexuality, they recognised that many LGBT individuals may be wary of the negative impact of coming out - how it might affect their relationship with colleagues or their career advancement. Some participants who are themselves LGBT employees shared that the environment in corporate China is that many LGBT employees fear that they would simply be fired if they come out or are outed. The result is that many conceal their identity and very few are open to their colleagues or managers. With few LGBT employee networks 25

and forums for open discussion in Chinese workplaces, LGBT employees have limited opportunities to connect with other LGBT individuals for support.
Lack of metrics or benchmark

Participants expressed the need for measurable targets or goals in order for their company to appreciate the need for, and the return on investment from, addressing sexual minorities in the workplace. In the absence of appropriate and easily understood metrics or objective comparison with other companies through benchmarking, it was highlighted that there are few incentives for companies to take the first step. Some felt that more work is needed on data collection to better understand peoples attitudes and level of awareness, and quantifying the process will help companies optimise their efforts.
Views of Employees
In exploring the views of LGBT employees themselves, Community Business has referred to a recent survey, conducted by Aibai. This report, entitled A Report on the Employment Environment for Chinese LGBT Employees, LGBTwas published in July 2013 and is the first of its kind for China. Community Business was privileged to have had the opportunity to act as a strategic advisor to Aibai on this survey. This was a survey of Chinese LGBT employees, aged 16 and 59 from 17 provinces and municipalities in China, predominantly from the Guangdong, Beijing and Shanghai areas. A total of 2,161 respondents filled out an anonymous online questionnaire between January to April 2013.
26

Key ndings from the survey The key findings from the survey provide some insights into of the workplace environment in China from the perspective of LGBT employees. Coming out at work - The Survey reveals that 47% of the respondents keep their sexual orientation a complete secret at the office, while just 6% are open about their orientation. Almost 50% of the respondents say they try very hard to avoid revealing their sexual orientation. For those who are not out in the workplace, their biggest fear is being the centre of office gossip, affecting their promotion prospects, and their families finding out about their sexual orientation. Some noticeable trends from the survey results provide further understanding of the challenge of coming out for LGBT employees in China44 : Respondents who worked for state-owned enterprises were less comfortable with being open at work than those who worked for privately owned or multinational companies. More highly educated respondents were reluctant to come out because they were worried it would negatively impact their career. Lesbians were more likely to be out at work than gay men. Bisexuals were more likely to be in the closet than lesbians or gay men. The percentage of respondents who were out at work is similar in big cities and small and medium towns - but in the big cities people were more concerned about their career and in smaller towns people were more concerned about their families finding out. Name calling and retaliation - The Survey finds that 38.5% of the respondents had been subject to offensive language or teasing due to their sexual orientation. Over 50% had heard offensive words used about LGBT people and over 30% had heard or suffered personal attacks regarding sexual orientation. Career progression - 30% of the respondents say that they did not receive due respect at work. Another 14.5% say they have had things made deliberately difficult for them; while 12% say they had been left out of group activities at work. Importantly, 13% and 6% say that they had lost opportunities for promotion and training respectively as a result of their sexual orientation or gender identity. Workplace productivity - Respondents working in non-inclusive workplaces report various reasons that negatively impacts their productivity: 45% has spent a lot of energy concealing their identity. 34% has avoided certain colleagues or activities. 28% say it was hard for them to blend in with the team.
As observed by Huang Yaohua(), the Program Manager in charge of the Survey, Currently, Chinese companies are almost unaware of the existence of sexual minority employees, let alone know about protection and equal rights for them.45 Damien Lu drives home the challenges faced by LGBT employees in China by summarising it in this way: In the workplace, coming out would mean being fired or facing open hostility and losing your privacy. To stay closeted, you need to be a very good actor. Even so, you may still need to endure a lot of gossip. Productivity and creativity are stifled. LGBT employees in the Chinese workplace often times just try to attract as little attention as possible, and simply hope that they are not kicked out of the organisation.
27
SECTION 3: CREATING INCLUSIVE WORKPLACES FOR LGBT EMPLOYEES

An Approach for China

Despite increasing public discussion and awareness of LGBT issues in China, the level of openness has not been reflected in the Chinese workplace. Many Western companies and local enterprises in China have failed to recognise or ignored the growing business case for greater inclusion towards LGBT employees. Chinas culture is quickly changing and those in the LGBT community are increasingly vocal. A small number of leading multinational companies, recognising these changes, have embraced the business case for inclusion and have now begun a pioneering journey in China to create inclusive workplaces for their LGBT employees. To support these companies and encourage new companies to take steps towards LGBT inclusion in their organisations, Community Business has compiled a set of recommendations that we hope will be a resource for years to come. In creating these recommendations, we conducted a thorough engagement process with local and international stakeholders: 1. Drawn from international best practice Community Business started by sourcing criteria from international LGBT indexes such as HRCs Corporate Equality Index46 and Stonewalls Workplace Equality Index47 , taking into account not just the current versions but earlier ones too. In addition Community Business reviewed Out & Equal Workplace Advocates 20 Steps to an Out & Equal Workplace48 and the 10 Equality Principles49. These were combined to form a consolidated list of recommendations. 2. Reviewed and localised for China Community Business, its sponsors and members of its Advisory Group reviewed these recommendations, removing those that were considered duplicates, not appropriate or too early for China, categorising, localising and rewording the statements as necessary. 3. Validated by local stakeholders The proposed list of 18 recommendations in 8 categories were reviewed by participants at two separate corporate stakeholder engagement sessions facilitated by Community Business in June 2013. The role of participants was to assess how important and how realistic they considered each recommendation to be for their company operating in China. As a result of this process, we believe that we have developed a set of recommendations that are appropriate and realistic for companies operating in China. The recommendations fall into the 8 categories listed below:
1. Equal Opportunity Policies* 2. Diversity Training* 3. Diversity Structure* 4. Benets
5. Corporate Culture* 6. Market Positioning 7. Monitoring 8. Community and Advocacy
*It is recognised that the majority of companies in China are at the early stages of their diversity journey and may
be looking at this topic for the first time. These companies are encouraged to focus on the categories highlighted in bold above and we have paid more attention to these areas in the following section. Companies further along on their diversity journey are encouraged to take the lead on some of the more advanced recommendation areas and in so doing differentiate their workplaces as great places to work for all employees including LGBT professionals. 29

Please note, we have referred to LGB and T throughout rather than just LGB. This is because we want to encourage as comprehensive approach as possible. However, some companies may not feel ready to focus on transgender issues, but should seek to follow the recommendations with relation to their lesbian, gay and bisexual employees.
Recommendations for Employers50

The symbol denotes those recommendations that were deemed both important and realistic by the majority of participants in the local stakeholder engagement in China.
1. EQUAL OPPORTUNITY POLICIES Ensure the company has an equal opportunity policy for China and that it includes sexual orientation and gender identity or expression Prohibit discrimination based on sexual orientation and gender identity or expression as part of written employment policy statement in China Develop policy and procedure in China for handling LGBT related bullying and harassment or workplace grievances and complaints
Ensuring a comprehensive policy that includes issues relating to sexual orientation and gender identity or expression is a critical starting point for any company looking to create safe and productive working environments for LGBT employees in China. Through the stakeholder engagement sessions conducted by Community Business, this recommendation came out as the most important recommendation out of all of those contained in this Resource Guide. For those companies that have an equal opportunities policy, it is important to conduct a comprehensive review to ensure that discrimination on the basis of sexual orientation and gender identity is explicitly prohibited. Given that the level of understanding of issues relating to LGBT is generally low and to avoid misunderstanding or confusion, it is advisable for companies to define the specific terms used in the policy, such as sexual orientation (a persons physical and/or emotional attraction to someone else) and gender identity and expression (a persons internal sense of gender, which may or may not align with the gender assigned at birth, as well as how a person behaves, appears or presents oneself with regard to societal expectations of gender). Appendix 3 of this guide which provides a list of LGBT terminology and definitions and has been reviewed from a Chinese perspective should be useful in this respect. Particularly in the Chinese context, where there is no anti-discrimination law to protect LGBT employees in the workplace, companies can take steps to create a safe working environment and reassure their LGBT employees by including a grievance handling mechanism in their policy for employees who believe they have been a victim of discrimination or harassment or who have witnessed such events. To the extent possible, the policy should provide confidentiality and anonymity for the employees involved. LGBT employees who are not open about their sexual orientation will fear filing an issue if it is possible that their sexual orientation will be revealed and possibly used against them. Furthermore, companies in China looking to use their equal opportunity policy to make a positive impact on their company culture should strongly consider how the policy is communicated. Best practice companies share their policy with new employees during the induction process, often with senior leaders joining the discussion to em30

phasise the importance of the policy. Many companies also include the policy in relevant training materials, on their company intranet and with prospective employees on their external website. Indeed, companies should not underestimate the impact that publishing an inclusive policy statement can have in attracting talent - particularly Gen Y who value diversity and inclusion more than previous generations. Leading diversity trainer, Mark Kaplan says that companies with a do-nothing approach risk facing the loss of a wider talent pool. If your company does not have inclusive policies, you risk turning away not just potential LGBTs, but also heterosexual employees. In this era of globalisation, an increasing number of candidates, whatever their orientation, look at such policies because those speak volumes about your firms overall work environment. CASE STUDY 1 Organisation: Morgan Stanley Equal Opportunity Policy Morgan Stanley believes that the diversity of its people is one of its greatest strengths. To maintain its market leadership, the firm needs the broadest possible knowledge of the global markets in which it operates; and that means a workforce that includes the most skilled and creative individuals who represent a broad cross-section of the global community, including LGBT individuals. To ensure that Morgan Stanley continues to attract and retain the most skilled individuals in China and globally, the Firm believes it is essential to have strong policies in place to promote equal employment opportunity without the fear of discrimination or harassment on the basis of many factors, including sexual orientation, gender identity or expression and civil partnership or union status. As a long-time supporter of LGBT rights, Morgan Stanley recognises that by using inclusive language, and specific terminology, it ensures its language reflects the diversity of its people. Globally Morgan Stanley has a Code of Conduct, which is a statement of the Firms commitment to integrity and high ethical standards and which defines the standards of conduct the Firm expects from all its employees. The Code of Conduct reflects Morgan Stanleys commitment to providing a work environment that promotes equal opportunity, dignity and respect and is supplemented by a Non-Discrimination and Anti-Harassment (NDAH) policy. This document applies to Morgan Stanleys operations around the world, including China, and reaffirms Morgan Stanleys equal opportunities commitment, defines conduct (such as harassment and discrimination) which is prohibited under that policy and also includes the procedure for reporting an incident, the steps that will be taken to investigate a report and the consequences of inappropriate behaviour. Morgan Stanley asks all new employees, including new recruits in China, to acknowledge and abide by the Code of Conduct, the Non-Discrimination and Anti-Harrassment policy, and all related policies, when they join the Firm. These policies are re-issued annually to all employees. Morgan Stanleys Global CEO, James Gorman, reminds all employees once every year via a Firm wide email of the Firms expectations that they will each recognize diverse points of view, make decisions based on merit and lead with integrity. 31

As a global firm, Morgan Stanley knows that the best ideas and practices can come from anywhere in the world. For companies looking to make their policies more inclusive for LGBT individuals, Morgan Stanley suggests reviewing global best practice and then localising to ensure policies are meaningful and relevant for their business culture and context.
2. DIVERSITY TRAINING Provide diversity training to all employees in China, with specific reference to LGBT issues
As highlighted in the key issues section of this report, one of the biggest challenges around this topic is that the level of understanding and awareness of matters relating to sexual orientation and gender identity is very low in China. With minimal public education and few openly gay role models there are limited opportunities for employees in China to learn about this subject. The result is widespread misinformation and prejudice. In order to combat this, there is a clear need for companies in China to introduce training programmes to raise awareness of LGBT issues across all levels of the organisation. Where training sessions on the wider subject of diversity and inclusion are available, at a minimum, companies are advised to include training on LGBT issues as part of those training. Companies may also make use of existing training opportunities to incorporate training on LGBT issues, such as induction programmes, management training or leadership development programmes. However, given the specific challenges around the lack of visibility of this topic, where appropriate companies are encouraged to hold separate sessions to address issues relating to LGBT. These should explore both the relevance to the workplace, as this is often poorly understood, and the various ways in which LGBT individuals experience discrimination. When creating a training programme companies should start with the basics taking the time to define and clarify key terms and definitions. A big road block to more candid and open discussions on LGBT is that employees are not familiar with the terminology and uncomfortable with the language they should use. Companies are also advised to pay close attention to how they position these training programmes particularly as many may be wary of attending for fear of stigma. Positioning the training as essential to the companys business success is likely to gain more interest and overcome such issues. Investing time and effort in engaging with senior leaders and enlisting their support in encouraging all employees to participate will also reinforce the importance of the training. Whilst few companies have conducted LGBT training in China, leading companies in Asia have already introduced various forms of LGBT training: Induction training: Having new hires join a 1-2 hour diversity training module when they first join the company as an effective way to get buy in from an early stage. Annual training: Making it compulsory for employees to attend a minimum number of diversity training sessions per year. This can help remove the stigma. Awareness sessions: Awareness sessions work particularly well at taking employees beyond awareness to changing mindsets . Creating real-life case studies by presenting stories and perspectives of real LGBT individuals help bring issues to life and are extremely powerful in challenging mindsets and winning the hearts and minds of employees on this subject. Inviting well-known local or international LGBT speakers or advocates to share with employees their personal experiences is also a good way to generate interest.
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Management training: Positioning diversity training as essential to managing effectively and leadership development and creating thorough training sessions specifically for senior managers, middle managers and high potentials. Reverse mentoring: Introducing reverse mentoring programmes where a senior manager is mentored by a more junior, LGBT individual. The objective is to expose the senior manager to some of the challenges faced by an LGBT employee so that they better understand the issues and can become an ally or supporter of change. This initiative may be challenging in the Chinese workplace given that few LGBT employees are open about their sexual orientation and/or gender identity, but can prove enlightening and empowering when the environment becomes more accepting.
CASE STUDY 2 Organisation: British Council Diversity Training With overseas networks in six continents in over 100 countries and territories, embracing diversity is an essential part of the British Councils culture and work. The organisation recognises that an inclusive workplace, where employees feel comfortable bringing their full selves to work, is good for creativity, good for innovation, and allows employees to build authentic, professional relationships across the organisation. At the same time, the British Council recognises that many LGBT individuals face discrimination or harassment in China, and without anti-discrimination legislation, many LGBT people choose to live dual lives, concealing their sexual orientation at work. To raise awareness of the challenges that LGBT people face and to help create a culture of inclusion, the British Council in China regularly provides training for employees on diversity issues. Diversity and inclusion (which the British Council refers to as Equal Opportunities and Diversity) training forms and integral part of induction training for new recruits and all employees are required to re-take online training every three years. This mandatory training is supplemented throughout the year with a range of workshops, discussions and awareness raising activities on issues relating to diversity and inclusion. In 2012 leaders in the Beijing office, partnering with a local group named The Beijing LGBT Center, organised training for staff, suppliers and business partners called Safe Zone Training. In addition to highlighting some of the challenges that LGBT people face in society and in the workplace, the training went in-depth into some of the ways that employees can create a safe space for LGBT employees. The audience was asked to consider what makes a safe and unsafe space and what they could do to create a safe environment. The Beijing LGBT Center provided LGBT individuals who were willing to share their experiences in the workplace and in Chinese society. This was critical, organisers say, to bringing these issues to life and helping the audience understand and relate to the issues. Many participants had rarely discussed LGBT issues before. Participants shared that most people in China stay away from this topic or feel embarrassed when it is brought up. Following the session, feedback from the participants showed that most employees enjoyed the session, found it extremely insightful and would like to participate in similar events in the future. 33

"For any organisation, creating a welcoming environment for each and every staff member, where they can contribute their diverse and particular talents, cultural and life experiences, views and ideas is important. For the British Council, whose cultural relations mission is about building trust and understanding between people around the world, it is essential. While it is widely accepted that a diverse workforce is good for business, acceptance and welcome are two different things. We feel that it is essential that all of our staff are free to be themselves in the workplace and feel welcomed, included and respected, which means making efforts to build awareness and understanding, challenge assumptions and open minds. Creating LGBT safe spaces for staff lifts the pressure from everyone and enables better individual and organisational performance." Joanna Burke Director of the British Council China and Minister Cultural and Education
3. DIVERSITY STRUCTURE Ensure there is a person, team or working group with responsibility for addressing LGBT issues Establish and support an LGBT employee network in China - where there is interest Identify an executive sponsor for LGBT issues in China
One of the biggest challenges faced by companies in China when it comes to addressing LGBT issues is the lack of an agenda. If companies are serious about leveraging diversity and inclusion for better business results, ad hoc and sporadic inclusion efforts will not work. It is important to set up an internal structure for strategic and consistent execution across the organisation. For most companies, this process will begin with the human resources department, learning and development office or diversity office. For companies in China which have only just embarked on their journey on diversity and inclusion, the responsibility will likely have to fall on someone with another full-time role. Nevertheless, the key is to assign responsibility and create an agenda with clear expectations, given the resources available. This ensures that LGBT issues are championed, whether as a standalone subject, or as part of a wider diversity agenda, and that people who are interested in supporting the initiative have someone to go to for further information. Where possible, the person or team should not just be responsible for handling LGBT related issues but also to promote LGBT diversity to the entire company. In numerous organisations, LGBT networks have played a pivotal role in the implementation of inclusive policies and initiatives. These networks often, but not always, result from a joint effort between management and employees to organise around the topic of sexual orientation and gender identity. Such networks provide not only a support mechanism for employees who share common interests or concerns, but equally important a forum or channel to express views or raise issues of concern to the company. It is typical for networks to help update policies related to diversity and inclusion, give advise on sensitive inclusion issues and help organise diversity related events for the entire company. 34

One obstacle that companies in Asia have encountered in recruiting members for LGBT network is the perceived lack of anonymity. For some, becoming a member of an LGBT network or attending network events means revealing their identity. This will be particularly challenging in China, where a large percentage of employees tries very hard to conceal their sexual orientation and gender identity. One way of overcoming this is to create networks or groups that are open to LGBT and friends, and organise meetings and activities that are targeted at both LGBT and non-LGBT employees. These activities can cover wider topics such as diversity and inclusion, unconscious bias, handling sensitive conversations or involve external speakers who have an appeal to LGBT and non-LGBT employees alike. Such an approach will provide an opportunity for all colleagues - whether LGBT or not - to get involved in some ways to show support towards workplace inclusion. Companies that adopt an inclusive approach in its diversity structure may find that as the environment in their organisations become more open, more LGBT individuals will be willing to come out. As this happens, companies may then find it appropriate to structure network events or initiatives that are more targeted at the LGBT population within the organisation. The success of an LGBT network is ultimately dependent on the support offered by the company and the openness of the wider corporate environment. A senior leader acting as an executive sponsor to the employee network or as a visible ally can help raise profile and attendance of events, secure funding and help give strategic direction.
CASE STUDY 3 Organisation: Hogan Lovells Diversity Structure Hogan Lovells is a global legal practice operating out of more than 40 offices worldwide. Citizenship is one of Hogan Lovells core values and this includes a commitment to diversity in all its forms. The firm believes an LGBT-friendly environment encourages people to give their best and generates new business opportunities. In the recent past, Hogan Lovells has been well recognised for their inclusive behaviour, ranking 42nd on Stonewalls LGBT Workplace Equality Index, an annual ranking of businesses performance against key LGBT performance benchmarks. The firm attributes much of their success in this Index to the efforts of Hogan Lovells Pride, the firms LGBT employee network. Network activities include regular committee meetings to co-ordinate events and address internal diversity and inclusion issues, explore business relationships and development opportunities, organise events with wide appeal and much more. In 2012, the Hogan Lovells Shanghai office, recognising the challenges that local LGBT individuals face in the community and in the workplace in China, decided to launch a Pride chapter. The network is currently in the nascent stage but leaders plan to grow the network considerably in the near future. Network members currently meet quarterly and the objectives of the network are to answer questions about LGBT workplace issues and to provide mentoring for more junior, LGBT lawyers and staff. To expand the impact of the network, leaders plan to integrate the activities of the LGBT group into the larger diversity initiatives of the office, with diversity roundtables and events that discuss, among other issues, the struggles that the LGBT community faces in China. There are
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also plans to involve the Beijing office and potentially other offices in the region in the LGBT group if there is sufficient interest. A staff survey conducted by Hogan Lovells in Asia showed that there is an LGBT population in the region that would benefit from this Network. As a critical success factor, Hogan Lovells points to having a senior leader in the Shanghai office who is a visible champion of LGBT workplace inclusion. The efforts of this leader have made LGBT inclusion a priority for the office, and have been essential in creating a safe environment where employees need not be concerned about the recriminations that often come with being openly LGBT in the workplace. Another critical success factor is the robust support from the firm. Globally, Hogan Lovells has a strong diversity structure and allocates substantial resources for implementation of the diversity and inclusion strategy. Local leaders point to this structure as essential to providing them with the framework, dedicated budget and local flexibility to get started. "LGBT inclusion, and indeed, respect for diversity as a core value, is critical for any enterprise that seeks to recruit and retain the best and the brightest employees. Employees can't be expected to perform at their peak if they cannot be open and honest or where they feel under threat of recrimination. The environment in China is still extremely difficult for LGBT, particularly in the workplace. However, with increased exposure and education, the situation will improve, and we are hopeful that Hogan Lovells' efforts in this regard can be an example for other multinational and domestic companies in China." Eugene Chen Partner, Hogan Lovell
4. BENEFITS Offer same benets to employees in China to cover their same-sex partners regardless of the employees marital status, sexual orientation, gender expression or gender identity Offer LGBT-specic benets or support, such as counselling or mentoring to employees in China
Over and above compensation, the benefits that employers are able to offer their employees are often a key differentiator when it comes to choosing an employer. Employees around the world have also grown increasingly dependent on the companies they work for to provide them and their partner with benefits such as insurance and pension programmes. In China where same-sex partnerships or unions are not recognised, LGBT employees who remain single are denied the benefits that are extended to their married colleagues. This impacts not just financial benefits, but also extends to lack of eligibility for other benefits, such as compassionate leave and relocation assistance. Whilst most companies recognise the importance of providing competitive compensation packages in attracting the best talent, very few companies have yet to extend benefits to same-sex partners in China. Part of the challenge lies in the fact that LGBT employees need to reveal their identity, at least to the Human Resources department, in order to claim same sex benefits, but with the dearth of openly LGBT employees in the Chinese workplace, companies fail to see the need or urgency for providing such benefits. On the implementation level, companies need to be able to
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source insurance providers who can offer same-sex benefits to their employees, and this may be challenging given the invisibility of the subject in the Chinese society. However, extending benefits to LGBT employees and their partners is likely to be an increasingly important consideration for LGBT employees in China and a competitive differentiator for companies seeking to attract top talent. Offering equal benefits to LGBT employees can significantly improve the wellbeing of LGBT employees and their partners, while experience from leading companies show that the costs to be incurred by providing such benefits are often not as high as it seems. Companies are therefore encouraged to continue to explore what is possible in this respect. For companies that are ready to advance on this recommendation, it is advised that they take the time to conduct a review of all benefits and policies offered by the company, and take steps to understand the specific needs and interests of their LGBT employees. This can be done by conducting employee engagement surveys that includes questions specifically targeted at LGBT employees (see more on this in the section under Monitoring) or tapping into the experience of LGBT organisations operating in China or other parts of Asia. Some leading companies also offer LGBT-specific support, such as counselling or mentoring to their LGBT employees in Asia. CASE STUDY 4 Organisation: IBM Benefits IBM has a long history of honouring, valuing, and promoting diversity and inclusion in the workplace. The IT Company believes that diversity and inclusion is a defining and measurable competitive advantage that allows the company to build stronger teams and engage employees. Whilst IBM believes that providing fair and equal benefits to all employees is critical to attracting and retaining talent, they also point to the boost to employee productivity as a result of employees feeling confident that their families will be taken care of in case of emergency. Starting in 2010 IBMs Diversity and Inclusion (D&I) team in Asia began looking at compensation and benefits for employees in Asia with the aim to make sure benefits were equal and effectively communicated. The first step involved reaching out to each countrys head of human resources to get buy in and approval to review country compensation and benefits. With leadership support, IBMs D&I Team would then engage the local compensation and benefits team who own the benefits package for that country. If necessary, they will also engage other departments, such as legal, when additional approvals are needed. IBM divides the changes required into two phases: Phase 1 deals with leave benefits such as compassionate or bereavement leave which is largely under the control of the company. Phase 2 is related to those benefits that require support from a third party, such as medical or dental insurance. These benefits can be more difficult to obtain because of legal reasons in certain markets or in cultures where issues related to sexual orientation and gender identity are still sensative.
Once the changes have been made, the country manager sends out a communication to the entire employee base in that country to announce the changes. Employees are further
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reminded of the benefits during the companys Pride Month and other LGBT related events during the year. IBM has been successful in extending benefits to same-sex partners in most of the markets that it operates in across Asia, including China. In addition to leave benefits, the company provide supplemental medical/group insurance to domestic partners or same-sex partners. In order to demonstrate the status of domestic partnership or same-sex partnership, employees are asked to complete and sign an IBM affidavit form confirming their relationship with their partner. Even if certain benefits cannot be extended to same-sex partners in certain markets because of local sensitivities, IBM D&I managers stress the importance of continuously reviewing offerings and being transparent with employees. The process sends a positive message to employees and reaffirms the companys commitment to inclusion. IBMs experience also highlights the importance of sensitising and training compensation and benefits managers on the business case for inclusion and the importance of providing equal benefits their support is critical to ensuring benefits are equal for all employees. CASE STUDY 5 Organisation: Goldman Sachs Benefits Goldman Sachs recognises the importance of providing employees with robust and competitive benefit packages that meet the needs of a diverse workforce and changing business conditions. Benefits are an essential component of Goldman Sachs reward programmes that provide employees with assurance that they and their families are given the right levels of coverage at all times. All Goldman Sachs employees enjoy access to core benefits such as healthcare, insurance, retirement, wellness programmes and family-related leaves. Benefits that apply to a legal spouse are generally extended to domestic partners nominated by the employees either same or opposite sex. The firm will consider an individual as a domestic partner based on a set of criteria, such as cohabitation for a length of time. Goldman Sachs benefits offered to domestic partners in China are consistent with the firms global practices. These include healthcare coverage as well as employees eligibility to take parental and emergency leaves involving their domestic partners family. In addition, wellness programmes such as counselling and medical advisory services are also available to eligible family members and domestic partners of employees. Local insurance providers are generally open to consider extending insurance to cover domestic partners; however, it will be helpful to share your companys definition of domestic partnership upfront so that they can assess your specific coverage needs.
5. CORPORATE CULTURE 38 Communicate to all employees in China about how the company supports and values its LGBT workforce Engage with LGBT staff in China via: posters, emails or intranet pages, diversity meetings, etc

Ultimately, it is a companys overall corporate culture that will determine the effectiveness and impact of its LGBT inclusion initiatives. It is critical that the workplace environment is such that LGBT individuals feel respected and valued and able to bring their whole selves to work without fear of recrimination. This requires a demonstration of commitment to an open and inclusive work environment at the highest levels; it also calls for an embedding of these values at all levels of the organisation. Without the right corporate culture, any number of specific interventions in this respect are likely to have limited chances of success. For companies operating in China, having a keen sense of cultural appropriateness will be essential in hitting the right tone when it comes to creating an inclusive workplace for LGBT employees. As highlighted in the Workplace Challenges section of this Resource Guide, personal privacy is something that companies in China will do well to respect, and when it comes to LGBT employees this may mean taking steps to communicate commitment and respect without alienating them from their non-LGBT colleagues. This may be done by ensuring that communication is directed to all staff and emphasise the companys support for the broad spectrum of diversity and inclusion, with LGBT being a component of that spectrum. Where possible these communications should come from the top with a companys senior leader mentioning equality issues as part of his or her regular communications. Indeed the engagement of senior leaders in championing the topic of diversity and inclusion is critical in establishing the right corporate culture. In the case of China, companies are encouraged to pay particular attention as to securing the support of local Chinese leaders. Bearing in mind the cultural sensitivity around this subject and the pressure caused by the strong influence of traditional Chinese values around family, it will be important that for LGBT employees the message is coming from someone from a similar cultural background. This may be challenging for companies who are beginning on the journey, but those that take the time and effort to secure buy-in from senior local leaders will likely see far better results in the long run. Mindful of the sometimes unintentional ways that many LGBT employees experience discrimination in the workplace, all departments should make a conscious effort to ensure they develop activities that appeal to all segments of the employee base. It is important too to adopt language that is inclusive, using the word partner () for example, instead of husband and wife , and to pay attention not to use phrases that might alienate certain groups. CASE STUDY 6 Organisation: Goldman Sachs Corporate Culture Goldman Sachs sees ensuring an open and inclusive corporate culture as critical to business success and this extends to its approach to LGBT. Unlike other strands of diversity, matters relating to sexual orientation and gender identity may not be immediately obvious in the workplace. Thats why Goldman Sachs proactively works to raise the visibility of LGBT issues and has a number of programmes and initiatives in this respect. In addition to its comprehensive diversity training which includes a module named Out in the Open that focuses exclusively on sexual orientation and is attended by employees of all levels, the company takes steps to communicate regularly about and to its LGBT community. Updates on news and events relating to LGBT are provided through: a dedicated Asia Pacific LGBT intranet site; a diversity newsletter distributed by email to all employees; and quarterly forums hosted by senior leadership across Asia Pacific on topics including diversity
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The month of November is designated as the firms Asia Pacific Pride Month in which LGBT activities are widely promoted. Of particular note is the firms practice of sending an annual communication to employees reminding them of LGBT-specific benefits, in particular equitable benefits that are available to employees and their partners, regardless of their gender or marital status. Goldman Sachs LGBT initiatives in China are consistent with those in other offices in Asia Pacific. A China chapter of the LGBT Network was founded in 2010. It collaborates closely with the Office of Global Leadership and Diversity, the LGBT Network in the region and the China Diversity Committee. In the past few years, the China chapter has hosted a variety of events with the China LGBT community, including: Purple Talks: Employees wear purple ribbons or dress in purple on the International Day against Homophobia and Transphobia (IDAHOT) Rainbow Sky: A Panel Discussion with Chinese Lesbian Professionals and Allies (In Partnership with Beijing LGBT Center) Beyond Pink or Blue: Fireside Chat with Jin Xing, a Transgender Ballerina, Modern Dancer, Choreographer and Actress LGBT and the Family: The Story of an LGBT Childs Mother Screening of Director Xiao Gangs documentary about school bullying Managing Director LGBT Allies Programme in China
Senior leaders at Goldman Sachs in China gave opening remarks at these events in support of the firms LGBT initiatives. The firm believes that this open and proactive approach has a positive impact on the corporate culture. It creates an environment where all employees feel gradually more comfortable addressing the subject and participating in LGBT related events - and LGBT employees themselves feel valued and respected.
CASE STUDY 7 Organisation: J.P. Morgan Corporate Culture J.P. Morgan is a strong advocate globally of promoting a workplace free from discrimination and where employees feel comfortable at work, regardless of their sexual orientation or gender identity. The firm believes that by creating the right environment, opportunities and a sense of inclusion, employees are likely to perform better and reach their full potential. In light of this belief, the firm has taken steps to raise awareness and build a workplace culture that is inclusive of LGBT employees. During the global Pride month this past June, senior managers in J.P. Morgans offices in Shanghai and Beijing put cards on their desk to promote inclusion for LGBT employees. The cards state Proud to be an Ally . Ally refers to any heterosexual man or woman who works to combat homophobia. The gesture made a clear statement to all employees in J.P. Morgans offices in China that the firm is inclusive of all employees, including those who are LGBT. 40

The feedback from the cards and ally brochures was very positive. Employees asked questions and inquired further about the ally cards and brochures and the meaning behind them. J.P. Morgan hopes the cards made an impact on those LGBT employees who may not be open about their sexual orientation or gender identity and served as a clear show of support from their firm and colleagues. In addition to putting up the cards, senior managers underwent training on LGBT issues so they could provide informed advice and support to colleagues on how to create a discriminationfree workplace and an environment where everyone feels safe and happy. These may seem like small steps, but J.P. Morgan believes they are significant and represent tremendous progress in a market where LGBT issues are sensitive and largely not talked about. The firm hopes that the actions of these senior managers will help create more interest in LGBT issues in China and pave the way for more local LGBT inclusion programmes.
6. MARKET POSITIONING Engage in respectful and appropriate marketing to the LGBT community in China
Looking beyond the workplace, it is important for companies to think about how they approach the wider LGBT community in the external marketplace in China. Indeed the external LGBT community can present an enormous opportunity for companies whether it be for recruitment or business purposes. From a business perspective, the LGBT community in China represents a significant, albeit relatively hidden market segment. Opportunities for developing products and services to capture the pink market are likely to increase. As companies consider how they can focus their marketing efforts and capture the market share of the LGBT community, it is important to do so in a way that is respectful and appropriate. However, many companies interviewed for this publication were of the opinion that the corporate sector, and Chinese society as a whole, is not yet ready for large scale marketing aimed at the LGBT community. Although a number of small niche companies and entrepreneurs are beginning to embrace the opportunity to target products and services at LGBT individuals, for the most part multinationals do not feel it is appropriate to venture into this field. Never the less, a few companies are making an early foray into exploring opportunities, particular in the business to business sector. CASE STUDY 8 Organisation: IBM Market Positioning Many Chinese enterprises seem to have a keen interest in how diversity promotes innovation and the link between diversity and globalisation. Fuelled by strong domestic demands, a drive for profits and a share on the global stage, increasing numbers of companies in China are looking to expand beyond their home market. In order to do so they have to understand and appeal to different types of consumers and markets.
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Recognising this trend, IBM launched a business development programme in 2011 that advises multinationals and local Chinese enterprises on the business case for greater diversity and inclusion in their workplace. The business unit, established more than 10 years ago in the United States, quickly expanded to global growth markets such as China after IBMs leadership recognised the tremendous potential. Not only are Chinese companies looking to grow within and expand beyond China, but many multinationals in China are looking for advice in this important business imperative. To gain access to potential clients, IBM has initiated a number of different business development activities in key Asian markets, including China: Invest in the local LGBT community - IBM sponsors local charitable events and partners with local NGOs to better position IBM as a leader on diversity and inclusion. Since 2011, IBM has sponsored the Annual Workforce Diversity Forum for the Chinese Marketplace organised by local LGBT advocacy group, Aibai Culture & Education Center. IBM is also a sponsor of this Resource Guide. Leverage IBMs employee resource groups to generate business leads - IBMs LGBT employee resource group in China (known as EAGLE) is well developed and networked IN business community. Members have introduced IBM business development executives to decision makers at multinationals and local Chinese enterprises, an approach which has led to the identification of new business opportunities. Work with Chinese IBM executives to identify potential business leads - Based on IBMs reputation as a leader on diversity and inclusion around the globe, many companies in China have approached IBM to learn more about how their organisations should approach diversity and inclusion in China. Senior IBM executives have helped identify and translate these opportunities into business for the company.
IBM realises the subject of LGBT is new for China, but believes it is important to push the envelope with respect to diversity and inclusion. After all, part of the business case for creating inclusive workplaces for LGBT employees is access to new and rewarding business opportunities, and IBM's unique approach ideally places them in a position to take full advantage of the pioneering work they have done in this space.
7. MONITORING Include sexual orientation and gender identity as an optional data point in China employee surveys or data collection forms Track recruitment and career development metrics for LGBT employees in China who choose to self-identify Track complaints or grievances reported involving LGBT employees
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Facilitating the collection of data around sexual orientation and gender identity, by adding LGBT demographic questions to employee engagement or satisfaction surveys, can be extremely valuable if companies are to monitor the progress and performance of their LGBT employees with a view to ensure equality in the workplace. However, data privacy and protection is a sensitive subject - whatever employee group a company is looking to track, and is particularly so for LGBT employees because of the challenges they face in terms of potential discrimination, perceived or otherwise. Many companies in China may feel that they are not ready to introduce LGBT monitoring at this time. The level of openness on this topic is at such a nascent stage, that it is likely to take some time before companies are able to build an environment that gives LGBT employees in China the confidence to self-identify in this way. Some companies may also be concerned about the technical and cultural difficulty in ensuring that any data collected will remain confidential and anonymous. Companies who are considering beginning monitoring such data are advised to proceed sensitively communicating clearly both the purpose of collecting such data and how the information will be used. Any data monitoring related to LGBT is best communicated within the context of a companys wider commitment to creating an open and inclusive workplace for all employees, so that companies are not seen to be singling out LGBT employees. In addition, companies in China should be wary of making such data collection mandatory. It is critical that any questionnaire or data collection methodology is designed in a way that employees have a free and stigmafree choice to abstain from answering a question. Bearing in mind the above considerations, companies which have a more mature culture around diversity and inclusion in their operations in China are encouraged to consider incorporating questions in employee surveys around sexual orientation and gender identity, as the presence of the question itself will send a strong signal to their population in China that the company is treating LGBT as a serious subject. The very level of data that LGBT employees share can provide an interesting data point, for it can provide an indication of how comfortable LGBT employees are to be open about their sexual orientation and gender identity. For a market like China, it may well take some time before any LGBT employees will feel comfortable enough to answer that question, and in that case companies that persist with consistent efforts may see visible improvements. HRC have compiled a report on the topic of self-identification in the workplace called Where are our LGBT employees? and in it provide the following useful advice51:
Provide separate questions for gender identity and sexual orientation everyone has a gender identity and a sexual orientation, but the two are distinct, unique characteristics even though the community is known collectively as LGBT; Make the questions optional, allowing employees to bypass them without answering, if they choose; Provide the employers diversity and inclusion statement prior to asking any demographic questions, including questions about ethnicity, race and gender, to reinforce messages about confidentiality and employee privacy; Provide space for employees to express their identity in their own words. Look for ways to fully encompass all aspects of a category e.g. heterosexual/straight, gay, bisexual or all genders including transgender options; Ask about an employees level of being open about their gender identity and sexual orientation (e.g. workplace vs. personal life; team vs. organization; management vs. co-workers) to identify trends and deficiencies.
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The report also provides examples of questions that can be included around gender identity and sexual orientation.
Example Questions Gender Identity

Is your gender identity different from the sex you were assigned at birth? (Yes/No) Are you / do you identify as transgender? (Yes/No) Gender identity can conceptually be more nuanced and fluid than simply female or male . The above questions may be followed up with additional questions to determine how transgender employees prefer to be identified and whether or not they are open about their transgender identity: What best describes your gender identity? (Female / Male / Other _____________) If you identify as transgender, are you open about your gender identity: Yes Partially No a. At home b. With colleagues c. With your manager d. At work generally
Example Questions Sexual Orientation

The following questions were derived from the Stonewall Monitoring Report. The first question can be used independently or in conjunction with the second question. 1. What is your sexual orientation? a. Bisexual b. Gay man c. Gay woman/ lesbian d. Heterosexual/ straight e. Asexual attraction to neither52 f. Other __________________ g. Prefer not to say 2. If you identify as lesbian, gay, bisexual or other, are you open about your sexual orientation: Yes Partially No a. At home b. With colleagues c. With your manager d. At work generally
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CASE STUDY 9 Organisation: J.P. Morgan Monitoring J.P. Morgan goes to great lengths to ensure that its employees feel supported and valued, regardless of their sexual orientation or gender identity. To better track employee performance and satisfaction, the firm regularly asks employees to complete a questionnaire to ascertain how the firm is delivering on its commitment to diversity and inclusion. Each year employees are asked to complete an anonymous questionnaire which takes approximately 30 minutes and asks employees questions about their experience at the firm. The questionnaire is sent to all firm employees globally, including those in China. The questionnaire includes demographic questions that allow the firm to better understand the composition of its workforce. These questions allow the firm to take action to address challenges faced by certain demographic groups. An optional demographic question included in most countries asks employees to indicate their sexual orientation and gender identity. Interestingly, the firm has observed that LGBT employees at J.P. Morgan in China have reported relatively higher rates of wellbeing than nonLBGT employees. The firm believes that its focus on creating an inclusive work environment is the biggest factor behind these high satisfaction ratings. As a point of learning for companies in China, J.P. Morgan highlights the importance of its LGBT policies, diversity structure, and an open and accepting corporate culture as key success factors for securing honest and actionable feedback from LGBT employees. We would suggest that other companies seeking this type of information take steps to ensure the privacy of those employees who complete the questionnaire. J.P. Morgan ensures that only a small, select group within the firm has access to the raw data. This is very clearly communicated to employees so that they have no question about how secure their information is.
8. COMMUNITY & ADVOCACY Engage in external LGBT-specific efforts in China, including: recruiting, supplier diversity, marketing or advertising, philanthropy, non-prot group or public support for LGBT equality Be a visible role model for LGBT workplace equality in the China community Share leading practices on LGBT workplace equality in China The final set of recommendations in this resource guide recognises the sphere of influence that companies have and focuses on community and advocacy. Companies play a significant role in shaping the lives and values of the entire country, and companies that are willing to play an active role in promoting LGBT inclusion has the potential to become a national or even international leader on diversity and inclusion. In light of the unique political environment in China, this recommendation may be challenging for companies as far as mobilising and engaging with local communities is concerned. Activities to engage employees on the subject of LGBT that is relatively straightforward for companies in the West, for example, encouraging employees 45

to participate in public LGBT events, may be considered too sensitive for companies in China. However, a growing number of companies are supporting LGBT organisations and LGBT-related events in China, for example by becoming a sponsor of, or speaking at events during the Shanghai Pride festival. This is a powerful way to raise the profile of the companys commitment to inclusion, both internally and externally, and can help position the company as an employer of choice. A more readily acceptable approach for this recommendation may be for companies to position their external LGBT efforts as highly business-driven. Targeting LGBT groups for recruitment or marketing purposes, or sharing corporate best practices that promote LGBT workplace equality, are examples of ways companies can engage with the community and be visible role models for other companies. This open engagement will be critical if we are to see real change in China and the wider adoption of best practice for LGBT employees. The companies that have agreed to be featured in this Resource Guide have taken a key step in this regard and we thank them for their contribution. CASE STUDY 10 Organisation: British Council Community and Advocacy The British Council believes that aligning itself with external events or celebrations is an excellent way to raise awareness of sensitive issues and to create excitement around initiatives that are deemed important to the organisations success. Recognising that many LGBT individuals in China do not feel comfortable coming out to their friends and family, let alone in the workplace, the offices of the British Council in China decided to leverage International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) to celebrate LGBT people, provide a chance for colleagues to find out more about the LGBT communities in China and the fight against prejudice and discrimination. IDAHOBIT is an annual event celebrated every May 17th. The day aims to coordinate international events that raise awareness of LGBT rights violations and stimulate interest in LGBT rights work. In recent years, many organisations have chosen to mark this day with some form of awareness raising event. British Councils four offices across China (Beijing, Shanghai, Guangzhou and Chongqing) celebrated IDAHOBIT in style in 2013. Rainbow flags (commonly used to represent sexual orientation and gender diversity) were placed around the offices some homemade and others purchased on Taobao. In Chongqing, in the days leading up to the celebration, a large rainbow was drawn and coloured on their diversity wall. Staff added post-it notes to the flag to show support for LGBT inclusion. Comments included LGBT is great and The world should be colourful . In Shanghai, the rainbows werent limited to the walls. Each computer screen had a sticker while the printers had larger flags where people could add messages. In all of the offices there were posters and leaflets explaining the origins and purpose of the Day. Feedback from individual offices was excellent. Participation in the activities and events was high. Colleagues discussed challenging issues such as giving advice for a gay friend thinking of coming out to their family and also discussed ways that they could increase the impact of future events by partnering with local LGBT organisations. Some employees were so inspired by the events that they joined their offices Equal Opportunity and Diversity Team to help plan future events. Positive feedback went beyond the offices. Many British Council employees shared their thoughts and perspectives on external micro blogs, demonstrating how internal activities can empower employees to become advocates in the community.
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CONCLUDING REMARKS WINDS OF CHANGE

As a fast-changing society that strives for harmony across differences in one of the worlds largest population and economy, China faces a multitude of unique and immense challenges when it comes to creating an inclusive culture. For LGBT individuals, that means a nation that genuinely embraces the value that people of different sexual orientation and gender identity can offer. Whether China will be able to withstand the winds of change that are sweeping across the world bringing more visibility, voice and confidence to the LGBT community remains to be seen. The road towards a China that embraces her LGBT population is long, but signs of more open discussion, changing attitudes and demands of globalisation are clear. Although optimistic, lawyer and activist Zhou Dan feels that real change to deep-seated social values will only happen gradually in China:
All this must be approached one step at a time. Its not just a river across which youre feeling the stones, but a whole ocean.
In the corporate world, companies in finance, technology, telecommunications, public relations, marketing, entertainment, media and fashion industries are seen to have a more open and inclusive culture. Some leading multinational companies are already taking active steps to create greater acceptance and equality for LGBT employees in China as demonstrated by the case studies presented in this publication. Community Business applauds the vision, commitment and leadership of these companies for charting unknown territories in a challenging environment. There is no shortage of large, ambitious homegrown Chinese companies that are seeking to expand their geographical footprint by building a global brand. The potential for these companies to create positive change is huge, so is the need to respond to international trends and development when it comes to treatment of LGBT employees and creating cultures that are open, fair and inclusive. However, the Chinese LGBT population is vast, and many continue to work in conservative environments where their individuality is silenced. Clearly more needs to be done in the Chinese corporate world and the journey is only just beginning. Community Business will pioneer the way in this respect: raising awareness, facilitating dialogue and encouraging companies to adopt many of the recommendations outlined in this publication. It is our hope that this Resource Guide will play a key role in increasing understanding, changing corporate culture and ultimately achieving greater equality for LGBT individuals in all aspects of Chinese life.
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APPENDICES Appendix 1: Advisory Group

Damien Lu Damien started to work with Asian LGBT people in the 1990s and hosted one of the rst Internet based forum for gay Asian people from around the world. In 1998, he joined the newly founded Aibai website which provides vital information in Chinese speaking LGBT people worldwide. He has been the host of an LGBT Advice Column for Aibai in the past 13 years, answering questions ranging from physical and mental health, HIV/AIDS, relationships and other issues of concern to Chinese LGBT people. To date, he has published over 50 thousand questions and answers. He has been serving as an adviser to the HIV/AIDS project of Barry & Martins Trust since 2005. He also served as a consultant to HIV/AIDS Prevention and Care High Level Training Project for Sichuan Province in 2007. Since 2004, he has lectured at many Chinese universities, government agencies and NGOs, on topics such as discrimination, diversity, dating and relationships, and HIV/STI prevention. He has also provided technical training to many Chinese NGOs, including seminars on democratic governance and management, leadership skills and LGBT movement and the media. In 2008, he worked with the Los Angeles Gay and Lesbian Center and established the Leadership Training Program which has since graduated 20 activists from Chinese LGBT organizations. He is the founder and president of Information Clearinghouse for Chinese Gays and Lesbians (ICCGL), a Californian registered non-prot established to support LGBT movement in China. He is currently a board member for Aibai Culture & Education Center. Jia Ping Jia Ping is Chief Executive Director and Founder ofHealth Governance Initiative(Formerly China Global Fund Watch Initiative),anon-for-prot organization and Civic Think Tankfocusing on health governance, transparency,public participationand public policy/law research. Mr. Jia is a leading human rights lawyer and researcher on right to health, HIV/AIDS and law. He was Executive Director of Tsinghua University Law School Human Rights and Constitutional Law Center. He was the rst elected NGO/CBO representative for Country Coordinate Mechanism (CCM) of China program for Global Fundght AIDS, TB and Malaria based in Geneva in 2006. He was a delegate member in International Republican Institute's International Observer Delegate for2007 Nigeria Presidential election.In 2008,he was nominated as Asia Societys Asia 21 Young Leader Fellow. Since 2009,he becomes World Economic Forum(Davos)s Young Global Leader.He is in theAdvisory Group for a project entitledGovernance of Multilateral Grant-Making Institutions (GMGI)implementedby Chatham House (the Royal Institute of International Affairs)since 2013 and member ofSinoEuropean Platform on Biomedical Research Ethics since 2012.He is alsomemberof experts' committee of China Red Ribbon Forum since 2012, a Beijing-based AIDS and human rights forum sponsored by China Ministry of Health and UN agencies. Mr. Jia graduated from Ren Min University law school (M.A.) in Beijing from 1996 to 1999 and East China political law school (B.A.) in Shanghai from1992 to 1996. He was also a visiting scholar inColumbia University center for study of human rights in 2005.He was also the member of the Experts Committee forHIV/AIDS center of China Center for Disease Control.
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About the Health Governance Initiative: Founded since 2007 (Former China Global Fund Watch) ,Health Governance Initiative (www.cnhgi.org) is a non-for-prot organization and Civic Think Tank focusing on Health governance, transparency, public participation and public policy/law research,based in Beijing. HGI's mission is to promote a multi-stakeholder approach to improve transparency and accountability in China's Health Policy decision-making process. John Balzano, Visiting Assistant Professor, Boston University Law School (2012- June 2013) Joy Chia Joy Chia is currently a Visiting Scholar (honorary) with the Centre for Rights and Justice at the Faculty of Law, Chinese University of Hong Kong. She was most recently the 20102012 Asia Law and Justice Fellow at the Leitner Center for International Law and Justice at Fordham Law School in New York City, where she managed the Centers Asia Law and Justice Program. Joy has worked on many human rights issues, including gender and sexuality, the rights of refugees and immigrants, public health, and the protection of Chinese human rights defenders and lawyers. She has also been an Adjunct Professor at Fordham Law School teaching seminars on topics including international law; legal advocacy and human rights in Asia; and gender/sexuality and the law. Lucetta Yip Lo Kam Lucetta Kam is an academic, activist and writer. She is currently an assistant professor in the Department of Humanities and Creative Writing, Hong Kong Baptist University. She is specialized in sexuality studies in contemporary China. She is one of the founders and a member of the core committee of Scholars Alliance for Sexual and Gender Diversity ( ). She is an advisor of several lesbian/bisexual/transgender/queer women projects and groups in China and Nutong Xueshe () in Hong Kong. She is the author of Shanghai Lalas: Female Tongzhi Communities and Politics in Urban China (2013). Other publications can be foundin Journal of Lesbian Studies (2006), AsiaPaciQueer: Rethinking Gender and Sexuality in the Asia-Pacic(2009),As Normal as Possible: Negotiating Sexuality in China and Hong Kong (2010) etc. She is the editor of Lunar Desires: Her rst same-sex love in her own words ( , 2001). Stephen Leonelli Stephen Leonelli has been involved in social justice and sexuality/gender issues since 2005. While majoring in East Asian Studies and Religious Studies at the University of Virginia, Leonelli worked at a local HIV/AIDS clinic and participated in queer student organizing. After graduating in 2009, Leonelli moved to Beijing to work for an American environmental NGO before he joined the Beijing LGBT Center as full-time staff in July 2011. He served as Director of the Center until August 2013; Leonelli is uent in Mandarin Chinese. Xu Bin , Common Language
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Appendix 2: Partner Organisations

Aibai Culture & Education Center Aibai Culture & Education Center is a non-prot organisation based in China, which was established in 1999. Its mission is to promote equal rights of LGBT communities through three key strategies: strengthening community alliances; public advocacy; and medical services and care to people living with HIV. Currently, Aibai has branches in Beijing, Chengdu and Shanghai and has volunteers throughout China and overseas. If you would like to learn more about Aibai, please visit its website at: www.aibai.com, or please contact Aibai via email at: contact@aibai.org Beijing LGBT Center Founded in February 2008, the Beijing LGBT Center is a non-prot, community-based organization that empowers the Beijing LGBT community through providing social services and organizing advocacy programs. Our services and programs exist to further LGBT movement, eliminate discrimination, and achieve equality. Our work promotes cultural diversity and contributes to civil society development. For more information, please visit: http://www.bjlgbtcenter.org/ Common Language Founded in January 2005, Common Language is a community-based non-prot organization committed to supporting, coordinating and collaborating with the lesbian, bisexual women and transgendered people (LBT) in China. Through education and various initiatives, we strive to cultivate deeper understanding of LGBT issues among the public, eliminate discrimination against LGBT individuals, and advocate for LGBT equal rights in China. The core values of Common Language: Equality, Diversity and Harmony. Our work: Educational Initiatives: Through education and related initiatives, enhance the understanding of the public and students towards LGBT issues, eliminate discriminations against LGBT individuals, and facilitate improvements in social attitudes, public policies and laws and regulations; Action Research: Conduct researches and recommend actions on the status and needs of LGBT communities, as well as relevant laws and policies, record the history of LGBT movements in China, and integrate and share the experience from LGBT movements; Community Development: Through the provision of capability building, small amounts of nancial assistance and technical support, assist in the development of lesbian groups across China, with an aim to strengthen the awareness of lesbian rights, and establish cross-regional networks the promote mutual sharing, collaboration and support;
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Organization Development: Management and administration, human resources, nance, fund-raising, project development and public relations; Information and Resource Center: Operation of websites, mini blogs, media promotions and data collection. The Beijing Gender Health Education Institute The Beijing Gender Health Education Institute is a non-prot NGO founded in 2002. Their mission is to raise awareness and understanding on issues of gender, sexuality and sexual health, and to promote and advocate gender- & sexual diversity and equality in Chinese society. For more information, please visit: http://www.bghei.org, Sina Weibo: @ , Phone: 010-52293801, Email: BJGHEI@gmail.com Initiatives: China AIDS Walk The annual China AIDS Walk consists of an epic one-day hiking event on the Great Wall, preceded by an all-out fundraising drive beneting people affected by HIV/AIDS and antidiscrimination initiatives. Every member of society is encouraged to step up & take part. For more information, please visit: www.chinaaidswalk.org China Rainbow Media Awards The annual China Rainbow Media Awards recognize and honor news reports and cultural products for their objective, scientic and tolerant treatment of sexual minority topics, and support and facilitate organizations and individuals who create such work. For more information, please visit: www.chinarainbowawards.org Queer Comrades Queer Comrades is Chinas only independent long-running LGBT webcast. Our mission is to document Lesbian, Gay, Bisexual and Transgender culture in all its aspects in order to raise public awareness. For more information, please visit: www.queercomrades.com/ British Council The British Council creates international opportunities for the people of the UK and other countries and builds trust between them worldwide. We are a Royal Charter charity, established as the UKs international organisation for educational opportunities and cultural relations. Our 7000 staff in over 100 countries work with thousands of professionals and policy makers and millions of young people every year through English, arts, education and society programmes. Our rst ofce in China opened in 1943 and we work in four cities in mainland China. In Beijing we operate as the Cultural and Education Section of the British Embassy. In Shanghai, Guangzhou and Chongqing we operate as the Cultural and Education Section of the British Consulates-General. For more information, please visit www.britishcouncil.org.cn
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PFLAG China PFLAG China was founded in June of 2008. By encouraging more parents, families, and friends of gays and lesbians to take part in our work, our purpose is to improve the living conditions of gay people and their families within society, to make it so that gay people cease to suffer discrimination and are able to attain the dignity and equal rights they deserve. PFLAG China provides service to parents through various means such as a phone hotline, parent-child conferences, and face-to-face conversations, while at the same time launching such work as education for the public, anti-discrimination advocacy, etc. We are currently carrying out our work in 9 locations, including Guangzhou, Shenzhen, Dongguan, Xian, Beijing, Shanghai, Hebei, Guangxi, and Fujian.PFLAG Chinas Mission: To encourage gays and lesbians to accept themselves; to promote communication and understanding between gay people and their families and friends; to advocate equality of sexual orientation to the public; to oppose social discrimination; to ght for individual rights; to communicate proactively with the public regarding the topic of sexual orientation; to raise the level of visibility of gay people within society; to create a social environment for gay people which is both healthy and characterized by dignity. For more information, please visit: www.pag.org.cn Shanghai Nvai Organisation Established in 2005, Shanghai Nvai is the rst independent grassroots group by and for LBT people in Shanghai. We stand for and work for the rights of women, lesbians, bisexual women, and trans people, and to advocate social equality and diversity. For more information, please visit: www.nvai.org ShanghaiPRIDE ShanghaiPRIDE is a diverse and colorful celebration of all thats great about being gay, lesbian, bisexual or transgender. The rst ShanghaiPRIDE came into being with a bang (shake, rattle and roll) in 2009, thanks to the tireless commitment of a small group of volunteers. Their hope was, and still remains, that ShanghaiPRIDE can raise the awareness and visibility of the LGBT community in China and thereby increase acceptance and tolerance. UNAIDS () The Joint United Nations Programme on HIV/AIDS (UNAIDS) leads and inspires the world to achieve its shared vision of zero new HIV infections, zero discrimination and zero AIDSrelated deaths. UNAIDS unites the efforts of 11 UN organizationsUNHCR, UNICEF, WFP, UNDP, UNFPA, UNODC, UN Women, ILO, UNESCO, WHO and the World Bankand works closely with global and national partners to maximize results for the AIDS response. Learn more at unaids.org and connect with us on Facebook and Twitter.
shpride.com
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Appendix 3: LGBT Terminology

The following is a list of LGBT terms and denitions. It is taken primarily from the Gay and Lesbian Alliance Against Defamation (GLAAD) Media Reference Guide53 published in the US and adapted for China. Asexual () An individual who is not physically, romantically, emotionally and/or spiritually attracted to men or women. Asexuals need not have had equal sexual experience with both men and women; in fact, they need not have had any sexual experience at all to identify as asexual. Bisexual, Bi () An individual who is physically, romantically and/or emotionally attracted to men and women. Bisexuals need not have had sexual experience with both men and women; in fact, they need not have had any sexual ex-perience at all to identify as bisexual. Closeted () Describes a person who is not open about his or her sexual orientation. Coming Out () A lifelong process of self-acceptance. People forge a lesbian, gay, bisexual or transgender identity rst to themselves and then may reveal it to others. Publicly identifying ones orientation may or may not be part of coming out. Gender Expression External manifestation of ones gender identity, usually expressed through masculine , feminine or gender variant behaviour, clothing, haircut, voice or body characteristics. Typically, transgender people seek to make their gender expression match their gender identity, rather than their birth-assigned sex. Gender Identity One's internal, personal sense of being a man or a woman (or a boy or girl.) For transgender people, their birth-assigned sex and their own internal sense of gender identity do not match. Heterosexual Man / Woman () A person whose enduring physical, romantic, emotional and/or spiritual attraction is to people of the opposite sex. Homophobia Fear of lesbians and gay men. Prejudice is usually a more accurate description of hatred or antipathy toward LGBT people. Homosexual Older term to describe people who are attracted to members of the same sex. Gay and/or lesbian are the preferred terms by some. Intersex ( Describing a person whose biological sex is ambiguous. There are many genetic, hormonal or anatomical variations which make a persons sex ambiguous (i.e., Klinefelter Syndrome, Adrenal Hyperplasia). Parents and medical professionals usually assign intersex infants a sex and perform surgical operations to conform the infants body to that assignment. This practice has become increasingly controversial as intersex adults are speaking out against the practice, accusing doctors of genital mutilation.
Gay ( The adjective used to describe people whose enduring physical, romantic and/or emotional attractions are to people of the same sex (e.g., gay man, gay people). In con-temporary contexts, lesbian (n. or adj.) is often a preferred term for women. Avoid identifying gay people as homosexuals is an outdated term considered derogatory and offensive to many lesbian and gay people. Gay Pride () Is a common name for the celebrations commemorating the Stonewall riots and for the marches and public demonstrations of the LGBT community in general.
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Lesbian, Lala A woman whose enduring physical, romantic and/or emotional attraction is to other women. Some lesbians may prefer to identify as gay (adj.) or as gay women. LGBT / GLBT Acronym forlesbian, gay, bisexual and transgender LGBT and/or GLBT are often used because they are more inclusive of the diversity of the community. Care should be taken to ensure that audiences are not confused by their use. Males who have sex with Males (MSM) This is used as an umbrella term under which all biological males who have sex with other males are included, regardless of their sexual/gender identity. Thus literally it also includes transgender/transsexual (male to female) persons since they are actually biological males. Queer An originally abusive epithet for a gay man, now often used by academics to refer to anything sexually or gender diverse or by gay activists who have reclaimed the word and use it instead of gay . Queer Studies are the academic eld which investigates all aspects of the sexually or gender diverse. Sex The traditional classication of people as male or female. At birth, infants are assigned a sex based on a combination of bodily characteristics including: chromosomes, hormones, internal reproductive organs, and genitals. There is also more variety than the duality of male/female suggests see intersex. Sex Reassignment Surgery Refers to surgical alteration, and is only one small part of transition. Preferred term to sex change operation. Not all transgender people choose to or can afford to have SRS.
Sexual Orientation Describes an individual's enduring physical, romantic, emotional and/or spiritual attraction to members of the same and/or opposite sex including lesbian, gay, bisexual, heterosexual and asexual orientations or neither, asexual. Avoid the offensive term "sexual preference," which is used to suggest that being gay or lesbian is a choice and therefore "curable." Gender identity and sexual orientation are not the same. Transgender people may be heterosexual, lesbian, gay, bisexual or asexual. For example, a man who becomes a woman and is attracted to other women would be identied as a lesbian. Tongzhi Literally meaning comrade (people with the same ideals), is now widely accepted by gays and lesbians as a self-reference in China. Transgender An umbrella term for people whose gender identity and/or gender expression differs from the sex they were assigned at birth. The term may include but is not limited to: transsexuals, cross-dressers, and other gender-variant people. Transgender people may identify as female-to-male (FTM) or male-tofemale (MTF). Use the descriptive term (transgender, transsexual, cross-dresser, FTM or MTF) preferred by the individual. Transgender people may or may not choose to alter their bodies hormonally and/or surgically. Transphobia/Transprejudice Fear or hatred of transgender individuals.
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References
All web references are accurate as of 2 August 2013.
1 2
Source:http://www.guardian.co.uk/media/2013/apr/17/chinese-banks-forbes-global-2000
Source: A Report on the Employment Environment for Chinese LGBT Employees ( (LGBT) ) http://www.aibai.com/infoview.php?id=23592 Source: Stonewall Top 100 Employers 2010; p3. Source: Catalyst, 2009 www.catalyst.org
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Source: Human Rights Campaign, Degrees of Equality: A National Study Examining Workplace Climate for LGBT Employees, 2009 Source: Community Business 2012, http://www.communitybusiness.org/library/publications.htm Source: A Report on the Employment Environment for Chinese LGBT Employees ( (LGBT) ) http://www.aibai.com/infoview.php?id=23592 Source:http://www.chinadaily.com.cn/china/2012-02/03/content_14528838.htm Source:http://www.chinadaily.com.cn/china/2013-05/18/content_16508454.htm Source: http://www.globaltimes.cn/content/760818.shtml See: http://www.indexmundi.com/china/ Source: http://www.guardian.co.uk/world/2009/feb/25/gay-rights-china-beijing Source: http://www.globaltimes.cn/content/760818.shtml Source: http://www.globaltimes.cn/content/760818.shtml Source: http://www.china.org.cn/english/2001/Oct/21394.htm Source: http://en.wikipedia.org/wiki/LGBT_history_in_China
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Source: http://www.washingtonpost.com/blogs/worldviews/wp/2013/06/05/a-revealing-map-of-the-countries-thatare-most-and-least-tolerant-of-homosexuality/ Source: http://www.chinadaily.com.cn/china/2010-02/24/content_9492137_2.htm Source: http://www.aibai.com/infoview.php?id=23592 Source: http://www.chinadaily.com.cn/china/2010-02/24/content_9492137_2.htm Source: http://news.xinhuanet.com/english/2005-12/26/content_3970520.htm This interpretation is considered by some to be incorrect, however this is the general understanding in society, which forms part of the cultural and family expectations faced by LGBT individuals. Source: http://www.nytimes.com/2011/06/29/world/asia/29iht-FFchina29.html?pagewanted=all&_r=0 Zhou Dan Source: http://www.nytimes.com/2011/06/29/world/asia/29iht-FFchina29.html?pagewanted=1&_r=0 Source: http://direland.typepad.com/direland/2005/12/chinese_gays_th.html Source: http://abcnews.go.com/International/story?id=81415&page=1 Source: http://www.nytimes.com/2011/04/05/world/asia/05shanghai.html?_r=2&ref=world Source: http://www.bloomberg.com/news/2012-01-17/china-urban-population-exceeds-rural.html Source: http://www.pflag.org.cn/ Source: http://en.wikipedia.org/wiki/HIV/AIDS_in_China Source: http://www.bbc.co.uk/news/world-asia-18805969
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32 33 34 35 36 37 38 39 40 41 42
Source: http://www.thinkingchinese.com/index.php?page_id=320 Source: http://www.chinainternetwatch.com/category/social-media/social-network/#ixzz2VJgTGUH0 Joy Chia Source: http://news.xinhuanet.com/english/2008-02/21/content_7640123.htm Community Business Diversity & Inclusion in Asia Country View China, March 2012 Source: http://www.scmp.com/news/hong-kong/article/1236957/mainland-homosexuals-take-lead-asking-fair-deal Source: http://www.newnownext.com/gay-chinese-men-looking-for-lesbian-wives/04/2013/ Source: http://www.scmp.com/article/713861/hope-rainbow-society-spurs-activist Source: http://www.globaltimes.cn/special/2010-01/499590_3.html Source: http://www.globaltimes.cn/content/783903.shtml#.UbF0I0AwcWI Source: http://www.unescobej.org/education/resources/news-and-event/2012/lesbian-gay-bisexual-and-transgenderin-china-and-their-vulnerability-to-hiv/ Source: http://shanghaiist.com/2008/06/19/eye_on_gay_shanghai_chinas_homosexu.php Source: http://www.gaystarnews.com/article/nearly-50-chinese-gay-men-and-lesbians-are-closet-work-surveyshows200513 Source: http://www.china.org.cn/china/2013-05/17/content_28861145.htm See: http://www.hrc.org/issues/cei.htm See: http://www.stonewall.org.uk/workplace/1477.asp See: http://www.outandequal.org/steps-to-equal-workplace 10 touch points for businesses demonstrating their commitment to equal treatment of employees, consumers and investors, irrespective of their sexual orientation and gender identity or expression The content for this section has largely been drawn from Community Business LGBT Resource Guide for Hong Kong, but where appropriate has been adapted for China. Taken from HRC Report Where are our LGBT employees, p8. See: http://www.hrc.org/documents/LGBT_SelfIdentification_Report_-_2009-05-08.pdf Additional option recommended by Out & Equal Workplace Advocates. Largely taken from http://www.glaad.org/Page.aspx?pid=376 but includes editing of definitions and adding of terms as deemed appropriate for China
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Creating Inclusive Workplaces for LGBT Employees

A Resource Guide for Employers in Hong Kong
Hong Kong LGBT Climate Study 2011-12
"In a time when India is seeing a lot of positive changes that will shape the future of its LGBTQ citizens, Community Business has come out with a splendid guide which is not only comprehensive, but also deals with issues that are very of the illusion that they have no LGBTQ employees on board, and create a positive environment for them to come out in. I LGBT Employees in India' resource guide while shaping policies that help create a more inclusive and supportive work environment for all. Tushar M, Operations Head (India) For more information on Equal India Alliance go to: www.equalindiaalliance.org
Equal India Alliance
The business case for LGBT inclusion in India is real and gaining momentum. India plays an increasingly vital role in our global economy. Creating safe and equal workplaces is essential for both its LGBT employees and Indias continued economic success. Community Business LGBT Resource Guide for India provides an invaluable tool for businesses in India to stay competitive on the global stage and be leaders for positive change there. Selisse Berry, Founding Executive Director For more information on Out & Equal Workplace Advocates go to: www.OutandEqual.org
Out & Equal Workplace Advocates
Creating Inclusive Workplaces for LGBT Employees in India
Stonewall has been working for gay peoples equality since 1989. Our Diversity Champions programme works with the employers of over ten million people globally improving the working environment for LGB people. They know that their gay employees perform better when they can be themselves. We produce the Workplace Equality Index, benchmarking organisations and showcasing Britain's top employers for gay people. Congratulations to Community Business for developing this important resource highlighting the issues facing Indias LGB and T community. Hopefully it will challenge companies in India to take positive steps towards creating inclusive workplaces for all. Ben Summerskill, Chief Executive For more information on Stonewall go to: www.stonewall.org.uk
Stonewall

Sponsors: Advisory Group:
Sponsor:
This publication is also available in large font and accessible format and can be downloaded from the Community Business website. For further information please contact us directly.
Individual Contributors: Mark Kaplan, Dr Mark King, Roddy Shaw, Dr Sam Winter
Lead Sponsors:
Secondary Sponsor:
Advisory Group:
Shalini Mahtani & Kate Vernon, Community Business June 2010
Community Business Kate Vernon and Amanda Yik, Community Business Room 2102, Hing Lung Commercial Building, May 2012 68 Bonham Strand East, Sheung Wan, Hong Kong Tel : +852 2152 1889 Fax : +852 2540 9520 Email : info@communitybusiness.org URL : www.communitybusiness.org
Individual Contributors: Shubha Chacko, Tracy Ann Curtis, Ashok Row Kavi, Parmesh Shahani and Connie Wong
Aparna Banerji, Kevin Burns and Kate Vernon, Community Business October 2012
Standard Chartered Bank: Women on Corporate Boards in India 2010
Gender Diversity Benchmark for Asia 2011

China Hong Kong India Japan Malaysia Singapore
60 50
40 30 20 10
This publication is also available in large font and accessible format and can be downloaded from the Community Business website. For further information please contact us directly. Sponsored by
Mean
10
Company
Participating Companies:
Accenture, AECOM, American Express, Arup, Bank of America Merrill Lynch, Barclays Capital, Cisco, Coca-Cola, Deutsche Bank, EMC, Ernst & Young, Goldman Sachs, Herbert Smith, HSBC, Linklaters, Microsoft, Nomura, Schlumberger, Shell, Standard Chartered Bank, UBS
International Centre for Women Leaders Tel: +44 (0)1234 751122 Fax: +44 (0)1234 751806 URL: www
Community Business 701 Cheungs Building, 1-3 Wing Lok Street Sheung Wan, Hong Kong Tel: +852 2152 1889 Fax: + 852 2540 9520 Email: info@communitybusiness.org URL: www.communitybusiness.org
Community Business
Sponsor:
With Contributions From:
Aparna Banerji & Shalini Mahtani, Community Business 2102, Hing Lung Dr Comm Bldg., 68 Strand, Sheung Wan, Hong Kong Ruth Sealy &Bonham Professor Susan Vinnicombe Fax (852) 2540 9520 Tel (852) 2152 1889 International Centre Women Leaders, Cranfield School Management Email for info@communitybusiness.org URL of www.communitybusiness.org September 2010
Ripa Rashid, Center for Work-Life Policy
Susan Vinnicombe, OBE, International Centre for Women Leaders,
Anne Marie Francesco Shalini Mahtani, MBE July 2011
Bringing Out the Best in Asian Talent
Adopting an Asian Lens to Talent Development
This publication is also available in large font format and can be downloaded from the Community Business website. For further information please contact us directly.
Sponsored by
Sponsored by
Community Business 2102, Hing Lung Comm Bldg., 68 Bonham Strand, Sheung Wan, Hong Kong Tel (852) 2152 1889 Fax (852) 2540 9520 Email info@communitybusiness.org URL www.communitybusiness.org
Aparna Banerji, Kate Vernon & Amanda Yik, Community Business March 2011
Winnie Ng and Kate Vernon, Community Business March 2012
For details of other diversity publications produced by Community Business, please see our website at www.communitybusiness.org
57
"This is the most innovative, comprehensive, accessible and reliable LGBT resource guide for foreign companies with business presence in China. Dan Zhou, An openly gay man and gay rights lawyer in China
Stonewall has been working for equality for lesbian, gay and bisexual people at home, at school and at work since 1989. Through our Diversity Champions programme we now work with the employers of over 10 million people worldwide supporting them to improve the working lives of gay employees wherever they are in the world. Our Global Workplace Equality Index enables organisations to scrutinise how they are supporting their gay staff around the world and learn from the good practices of their peers. We congratulate Community Business and its partners, Goldman Sachs and IBM, for initiating this important piece of work for China. We hope that it will continue to inspire companies to create workplaces that enable every employee to perform at their best regardless of their sexual orientation. Ben Summerskill, Chief Executive Stonewall For more information on Stonewall go to: www.stonewall.org.uk
"As an organization committed to developing the business case for LGBT equality in companies and industries across the globe, Out Leadership and our initiatives like Out on the Street welcome important resources like Community Business' latest report on LGBT workplace equality in China. The report provides practical tools and strategies to companies in China, based on strong historical, legal and business perspectives on LGBT inclusion. This guide and Community Business' continued leadership will help drive equality and business forward in China." Todd Sears, Founder Out Leadership
This publication is also available in large font and accessible format and can be downloaded from the Community Business website. For further information please contact us directly.
Community Business Room 2102, Hing Lung Commercial Building, 68 Bonham Strand East, Sheung Wan, Hong Kong Tel : +852 2152 1889 Fax : +852 2540 9520 Email : info@communitybusiness.org URL : www.communitybusiness.org

LGBT Resource Guide For Employers in China

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LGBT Resource Guide For Employers in China

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About Community Business

Community Business Limited 2013. www.communitybusiness.org

Kevin Burns and Amanda Yik, Community Business September 2013

SECTION 1: SEXUAL ORIENTATION AND GENDER IDENTITY A BUSINESS ISSUE?

SECTION 2: THE CHINESE CONTEXT

SECTION 3: CREATING INCLUSIVE WORKPLACES FOR LGBT EMPLOYEES

2. Diversity Training 3. Diversity Structure

4. Benets 5. Corporate Culture 6. Market Positioning

7. Monitoring 8. Community and Advocacy

CONCLUDING REMARKS WINDS OF CHANGE APPENDICES

Fern Ngai Chief Executive Ofcer Community Business

Bing Song China Diversity Champion Goldman Sachs

Kelvin Koh China Diversity Champion Goldman Sachs

SECTION 1: SEXUAL ORIENTATION AND GENDER IDENTITY A BUSINESS ISSUE?

Why LGB and T?

Creating Inclusive Workplaces for LGBT Employees in China

Why Should Businesses Care?

Diverse and inclusive workplaces are good for business

Creating Inclusive Workplaces for LGBT Employees in China

Productivity and performance

Creating Inclusive Workplaces for LGBT Employees in China

Attraction and retention

Creating Inclusive Workplaces for LGBT Employees in China

Reputation and risk management

Creating Inclusive Workplaces for LGBT Employees in China

Cost of ignoring needs of LGBT employees

SECTION 2: THE CHINESE CONTEXT

Creating Inclusive Workplaces for LGBT Employees in China

The Cultural Context

Creating Inclusive Workplaces for LGBT Employees in China

Internet facilitating greater awareness

Continued low level of social acceptance

Opposition apparent in family and schools

Creating Inclusive Workplaces for LGBT Employees in China

Damaging mental health

Importance of lial piety

Importance of continuing the family line

Creating Inclusive Workplaces for LGBT Employees in China

Impact of one-child policy adds pressure

Need for security in old age

Stigma for being single worse for women

Inuence of the Government

Creating Inclusive Workplaces for LGBT Employees in China

Gradual change in attitudes

Creating Inclusive Workplaces for LGBT Employees in China

Role of the media

Inuence of the internet

Creating Inclusive Workplaces for LGBT Employees in China

Pop icons reshaping perceptions

Summary History of Evolving Cultural Attitudes

Creating Inclusive Workplaces for LGBT Employees in China

Creating Inclusive Workplaces for LGBT Employees in China

The Legal Context

Creating Inclusive Workplaces for LGBT Employees in China

Other relevant regulations

Summary of legal provisions governing LGBT rights in China

Creating Inclusive Workplaces for LGBT Employees in China

Key Issues for LGBT Individuals in China

General Challenges A taboo subject

Culture of ignorance and social stigma

Creating Inclusive Workplaces for LGBT Employees in China

Discrimination and abuse