METHODOLOGY INTRODUCTION

Many of Hong Kong’s ethnic minorities are well educated professionals in their field of work. Many of them have been calling Hong Kong home for generations and self-define as a “Hong Kong person”. Hong Kong’s ethnic minorities have played a significant role in Hong Kong’s history in the founding of HSBC, the establishment of the Star Ferry, The University of Hong Kong and the Ruttonjee Hospital, to name but a few examples. Representatives from ethnic minority communities are leaders in business, finance, trade, academia and the various professions in Hong Kong – and yet, their representation in the Hong Kong SAR government (HKSARG) advisory bodies is low.

In April 2015, the Zubin Foundation looked at the ethnic composition of the members of 100 government advisory bodies composed of committees, boards, panels and councils. There were 1,454 appointees on these advisory bodies and some of them, at the time, were serving in more than one advisory body. Only 1.9% of these positions were held by ethnic minorities, of which 79% were “White”. We concluded that clearly more work was needed to improve the representation of ethnic minorities in Hong Kongparticularly those from the Indian, Pakistani, Nepalese, Filipino, Thai and Indonesian communities. This was the beginning of the Race for Opportunity: Diversity List

Furthermore, ”The Status of Ethnic Minorities in Hong Kong, 1997 to 2014”¹, produced in September 2015 by The Zubin Foundation with The Centre for Comparative and Public Law, found that the status of ethnic minorities was generally poor. For some ethnicities in particular, the high secondary school dropout rate, the significantly high percentage who end up in elementary positions, and the rising crime rate is alarming. Clearly the great intentions by the government and many non-profit organisations to assist ethnic minorities have not yet produced positive results.

Common sense and research tells us that in order to improve the lives of ethnic minorities, it is important to substantively engage them in decisions that affect them. It is also impor tant to give the youth in these communities’ role models to aspire to. Race for Opportunity: Diversity List does exactly this - it is a list of ethnic minorities who can help navigate Hong Kong’s future on various government committees and it is also a list of role models.

In addition to Race for Opportunity: Diversity List, this year we have also produced a Special Mention List of individuals who did not meet the criteria to be included in the Race for Opportunity: Diversity List but who are nevertheless outstanding in their particular field. This list is a useful resource for organisations and government advisory bodies that want to understand a specific area in greater depth.

Criteria

The Zubin Foundation set forth criteria for individuals in the self-nomination process. Nominees were asked to meet the following criteria before nominating themself:

• Be over the age of 18 and a permanent resident of Hong Kong

• Be ethnically: Indian, Pakistani, Nepalese, Filipino, Thai, or Indonesian.

• Have significant experience in his/her area of work

• Have achieved a certain standing in his/her profession

• Committed to serving Hong Kong

• Will dedicate the time required to serve on an advisory body including both meeting and preparation time

¹ The Status of Ethnic Minorities in Hong Kong 1997-2014, Centre for Comparative and Public Law(CCPL), the Faculty of Law, The University of Hong Kong, 23 September 2015 http://www.zubinfoundation.org/index.php/en/2013-12-27-0721-21/2014-05-13-07-51-61

Stakeholder Engagement

Self-Nomination Process Shortlisting and Selecting

Self-Nomination Process

• Engaged with 68 organisations. For full list, see Appendix.

• Met with Consul Generals.

• 9 private meetings with various groups.

• 3 public briefings.

• Email outreach.

• Outreach through Equal Opportunities Commission (EOC).

Shortlisting and Selecting

Launch Event

Launch Event Stakeholder Engagement

• Online self-nomination form open from July to December 2015.

• 62 nominees.

• Reviewed by Spencer Stuart on the basis of merit.

• Spencer Stuart shortlisted nominees.

• 32 invited, 30 interviewed.

• Successful candidates selected by Spencer Stuart on the basis of merit, not ethnicity, gender or age.

• Candidates recommended by Spencer Stuart and agreed by TZF.