Creating Inclusive Workplaces For LGBT Employees in China

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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
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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
SECTION 1: SEXUAL ORIENTATION AND GENDER IDENTITY A BUSINESS ISSUE?
Why Should Businesses Care?
SECTION 2: THE CHINESE CONTEXT
11
Overview
12
The Cultural Context
12
The Legal Context
20
Key Issues for LGBT Individuals in China
22
SECTION 3: CREATING INCLUSIVE WORKPLACES FOR LGBT EMPLOYEES
28
An Approach for China
29
Recommendations for Employers
30
1. Equal Opportunity Policies
30
2. Diversity Training
32
34
3. Diversity Structure
4. Benefits
36
5. Corporate Culture
38
6. Market Positioning
41
7. Monitoring
42
45
8. Community and Advocacy
CONCLUDING REMARKS WINDS OF CHANGE
47
APPENDICES

Appendix 1: Advisory Group
48
Appendix 2: Partner Organisations
50
Appendix 3: LGBT Terminology
53
REFERENCES
55
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 Officer
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 Officer, 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.
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

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 filling out
an online questionnaire. The following findings 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 significantly when LGBT employees cannot be open
about their sexual orientation or gender identity in the workplace. This can lead to a deficit 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 glorified
population but they are definitely 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 profits, they would do what they need to capture those
profits.
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.
10
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
12
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

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 finally
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 filial 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.
14

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.
Influence 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 fighting 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.
15

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.
Influence 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 classified as a crime.
1970 to 1980
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.
1990s
Before the widespread use of the internet finding information about homosexuality
was difficult; only unsympathetic medical texts were available in university libraries.
Even finding a place where there were other LGBT individuals was difficult.
1994
Leading academic Zhang Beichuan () published a book entitled Homosexual

Love (). This was the first 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.
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.
1999
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.

Late 1990s
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.
1997
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.
2001
Another legal milestone - the Chinese Psychiatric Association removed

homosexuality from the Chinese Classification of Mental Disorders.
Hunan aired TV programme titled Getting Closer to Homosexuality (),
the first local Chinese media progrmame focusing on this subject.

2003-2006
Fudan University in Shanghai first 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.
2006
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.
2010
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.
2011
Lifting of the ban on homosexuality for prison inmates in September 2011.
2012
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.
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?
(since 1997)
What is the age of consent in China?
14
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?
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 benefits

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 Hein 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 findings 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.
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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*
5. Corporate Culture*
2. Diversity Training*
6. Market Positioning
3. Diversity Structure*
7. Monitoring
4. Benefits
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.
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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
35

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 benefits 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-specific benefits 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.
36
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

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
37

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

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
38

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 husbandand 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
39

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.
41

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
42

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.
43

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
44

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-profit 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.
46
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.

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.
47

APPENDICES
Appendix 1: Advisory Group
Damien Lu
Damien started to work with Asian LGBT people in the 1990s and hosted one of the first
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-profit established to support LGBT movement in China. He is currently a board
member for Aibai Culture & Education Center.
48
Jia Ping
Jia Ping is Chief Executive Director and Founder ofHealth Governance Initiative(Formerly
China Global Fund Watch Initiative),anon-for-profit 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 first elected NGO/CBO representative for Country
Coordinate Mechanism (CCM) of China program for Global Fundfight 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.

About the Health Governance Initiative:

Founded since 2007 (Former China Global Fund Watch) ,Health Governance Initiative
(www.cnhgi.org) is a non-for-profit 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), AsiaPacifiQueer: Rethinking
Gender and Sexuality in the Asia-Pacific(2009),As Normal as Possible: Negotiating Sexuality in
China and Hong Kong (2010) etc. She is the editor of Lunar Desires: Her first 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 fluent in Mandarin Chinese.
Xu Bin, Common Language
49

Appendix 2: Partner Organisations

Aibai Culture & Education Center
Aibai Culture & Education Center is a non-profit 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-profit, 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-profit 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
financial 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;
50

Organization Development: Management and administration, human resources, finance,

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-profit 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 benefiting 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, scientific 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 first office 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
51

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 fight 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.pflag.org.cn
Shanghai Nvai Organisation
Established in 2005, Shanghai Nvai is the first 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
shpride.com
ShanghaiPRIDE
ShanghaiPRIDE is a diverse and colorful celebration of all thats great about being gay,
lesbian, bisexual or transgender. The first 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.
52

Appendix 3: LGBT Terminology

The following is a list of LGBT terms and definitions. 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 first to
themselves and then may reveal it to others. Publicly
identifying ones orientation may or may not be part
of coming out.
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.
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.
53

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 field which investigates all aspects of the
sexually or gender diverse.
Sex
The traditional classification 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.
54
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 identified 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.

References
All web references are accurate as of 2 August 2013.
1
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
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
10
Source: http://www.globaltimes.cn/content/760818.shtml
11
See: http://www.indexmundi.com/china/
12
Source: http://www.guardian.co.uk/world/2009/feb/25/gay-rights-china-beijing
13
14
15
Source: http://www.china.org.cn/english/2001/Oct/21394.htm
16
Source: http://en.wikipedia.org/wiki/LGBT_history_in_China
17
Source: http://www.washingtonpost.com/blogs/worldviews/wp/2013/06/05/a-revealing-map-of-the-countries-thatare-most-and-least-tolerant-of-homosexuality/
18
Source: http://www.chinadaily.com.cn/china/2010-02/24/content_9492137_2.htm
19
Source: http://www.aibai.com/infoview.php?id=23592
20
Source: http://www.chinadaily.com.cn/china/2010-02/24/content_9492137_2.htm
21
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.
22
Source: http://www.nytimes.com/2011/06/29/world/asia/29iht-FFchina29.html?pagewanted=all&_r=0
23
Zhou Dan
24
Source: http://www.nytimes.com/2011/06/29/world/asia/29iht-FFchina29.html?pagewanted=1&_r=0
25
Source: http://direland.typepad.com/direland/2005/12/chinese_gays_th.html
26
Source: http://abcnews.go.com/International/story?id=81415&page=1
27
Source: http://www.nytimes.com/2011/04/05/world/asia/05shanghai.html?_r=2&ref=world
28
Source: http://www.bloomberg.com/news/2012-01-17/china-urban-population-exceeds-rural.html
29
Source: http://www.pflag.org.cn/
30
Source: http://en.wikipedia.org/wiki/HIV/AIDS_in_China
31
Source: http://www.bbc.co.uk/news/world-asia-18805969
55

32
Source: http://www.thinkingchinese.com/index.php?page_id=320
33
Source: http://www.chinainternetwatch.com/category/social-media/social-network/#ixzz2VJgTGUH0
34
Joy Chia
35
Source: http://news.xinhuanet.com/english/2008-02/21/content_7640123.htm
36
Community Business Diversity & Inclusion in Asia Country View China, March 2012
37
Source: http://www.scmp.com/news/hong-kong/article/1236957/mainland-homosexuals-take-lead-asking-fair-deal
38
Source: http://www.newnownext.com/gay-chinese-men-looking-for-lesbian-wives/04/2013/
39
Source: http://www.scmp.com/article/713861/hope-rainbow-society-spurs-activist
40
Source: http://www.globaltimes.cn/special/2010-01/499590_3.html
41
Source: http://www.globaltimes.cn/content/783903.shtml#.UbF0I0AwcWI
42
Source: http://www.unescobej.org/education/resources/news-and-event/2012/lesbian-gay-bisexual-and-transgenderin-china-and-their-vulnerability-to-hiv/
43
Source: http://shanghaiist.com/2008/06/19/eye_on_gay_shanghai_chinas_homosexu.php
44
Source: http://www.gaystarnews.com/article/nearly-50-chinese-gay-men-and-lesbians-are-closet-work-surveyshows200513
45
Source: http://www.china.org.cn/china/2013-05/17/content_28861145.htm
46
See: http://www.hrc.org/issues/cei.htm
47
See: http://www.stonewall.org.uk/workplace/1477.asp
48
See: http://www.outandequal.org/steps-to-equal-workplace
49
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
50
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.
51
Taken from HRC Report Where are our LGBT employees, p8. See: http://www.hrc.org/documents/LGBT_SelfIdentification_Report_-_2009-05-08.pdf
52
Additional option recommended by Out & Equal Workplace Advocates.
53
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
56
Creating Inclusive Workplaces

for LGBT Employees
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.
A Resource Guide for Employers in Hong Kong
Tushar M, Operations Head (India)
Equal India Alliance
Creating Inclusive
Workplaces for
LGBT Employees
in India
For more information on Equal India Alliance go to: www.equalindiaalliance.org
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
Out & Equal Workplace Advocates
For more information on Out & Equal Workplace Advocates go to: www.OutandEqual.org
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
Stonewall
For more information on Stonewall go to: www.stonewall.org.uk

Sponsors:
Sponsor:
Advisory Group:
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
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
Shalini Mahtani & Kate Vernon, Community Business

June 2010
Lead Sponsors:
Secondary Sponsor:
Advisory Group:
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
Gender Diversity Benchmark for Asia 2011
Standard Chartered Bank:

Women on Corporate Boards
in India 2010
China
Hong Kong
India
Japan
Malaysia
Singapore
60
50
40
30
Mean
20
10
0
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
10
Company
Participating Companies:
International Centre for Women Leaders

Tel: +44 (0)1234 751122
Fax: +44 (0)1234 751806
URL: www
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
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
Sponsor:
Community Business
Aparna Banerji & Shalini Mahtani, Community Business

2102, Hing Lung Dr
Comm
Strand,
Sheung
Wan, Hong Kong
RuthBldg.,
Sealy68&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
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
Adopting an Asian
Lens to Talent
Development
Bringing Out the Best

in Asian Talent
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.
With Contributions From:
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
Winnie Ng and Kate Vernon, Community Business
March 2011
March 2012
For details of other diversity publications produced by Community Business, please see our website at
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

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About Community Business

Community Business Limited 2013.

Kevin Burns and Amanda Yik, Community Business

By Goldman Sachs and IBM

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

Why Should Businesses Care?

SECTION 2: THE CHINESE CONTEXT

The Cultural Context

The Legal Context

Key Issues for LGBT Individuals in China

SECTION 3: CREATING INCLUSIVE WORKPLACES FOR LGBT EMPLOYEES

An Approach for China

Recommendations for Employers

1. Equal Opportunity Policies

8. Community and Advocacy

CONCLUDING REMARKS WINDS OF CHANGE

Appendix 1: Advisory Group

Appendix 2: Partner Organisations

Appendix 3: LGBT Terminology

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

War for Talent

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

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 filial 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

Influence 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

Influence of the internet

Creating Inclusive Workplaces for LGBT Employees in China

Pop icons reshaping perceptions

Summary History of Evolving Cultural Attitudes

Leading academic Zhang Beichuan () published a book entitled Homosexual

Creating Inclusive Workplaces for LGBT Employees in China

Leading sociologist Li Yinhe () published Culture of Homosexuality (

A lesbian couple held a custom marriage ceremony in Shanghai and received

Emergence of Chinese websites developed by gay and lesbian communities. The

Another legal milestone - the Chinese Psychiatric Association removed

Lifting of the ban on homosexuality for prison inmates in September 2011.