Welcome! My name is Dr Hannah Griffin-James, and I bring a wealth of experience in Diversity, Equity, and Inclusion (DEI) work, with a particular focus on how cultural contexts shape workplace dynamics. With a background in inclusive education and hands-on DEI initiatives across various regions, I’m passionate about bridging the gap between research and practical application, especially in culturally complex environments.
In this white paper, we’ll dive into the critical importance of understanding the local culture and context, specifically within Hong Kong, when designing and implementing DEI programs. As we’ll explore, cultural values such as filial piety have a profound impact on how LGBTQIA+ individuals navigate their identities within the workplace. By fully grasping these cultural nuances, we can develop more effective DEI strategies that foster genuine inclusion and belonging for everyone.
Earlier this year, a Diversity, Equity, and Inclusion (DEI) advocate in Hong Kong shared the preliminary findings from a cultural survey conducted within a global organization based in Hong Kong. I’ve created an anonymous version of their findings to share here with you. The survey revealed that…
Gay men are less comfortable disclosing their sexuality in the workplace compared to lesbians.
Despite the organization implementing comprehensive DEI initiatives, including leadership training with reverse mentoring schemes, designated responsibilities for DEI network groups, and crucially, executive support from the CEO. Less than 10% of their staff identify as LGBT+ according to an internal survey. It is important to note that, for consistency and accuracy, the acronym used by the organization in this survey has been retained.
While the discomfort among gay men is notable, it’s also important to recognize the nuanced intersectionality of gender in this context. Though gay men may be less inclined to speak up about their sexuality, when they do, the consequences and barriers they face - such as the glass ceiling - can differ significantly from those experienced by lesbians. Gender dynamics can shape the kind of visibility, impact, and challenges LGBTQIA+ individuals encounter in the workplace.
As someone who came from the UK, these statistics and the lived experiences of the LGBTQIA+ community in Hong Kong were deeply unsettling. I couldn’t immediately grasp what was happening, especially given that I had only been in Hong Kong for a few months at the time. However, I assured the organization that I would circle back to them with insights. This is precisely the kind of work I dedicate myself to, ensuring that even if I can’t offer immediate solutions, I never lose sight of the issues at hand. True to my word, I’ve since shared my findings with the organization, free of charge.
What could be driving Gay men’s discomfort with disclosing? One possible driver in East Asia may be the concept of Filial Piety.
The Concept of Filial Piety
Filial piety, a core value in many East Asian cultures, particularly in Hong Kong, refers to the deep respect, obedience, and care that individuals are expected to show towards their parents and elders. Rooted in Confucian philosophy, it emphasizes the importance of family loyalty, honouring one’s ancestors, and fulfilling family obligations. Namely, people are expected to fulfil filial obligations to get married and have children (Suen et al., 2023). The Confucian concept permeates various aspects of life, influencing personal decisions and societal expectations, often placing the family’s needs above individual desires.
For instance, an employee might refrain from openly identifying as LGBTQIA+ to avoid bringing perceived dishonour to their family, fearing the impact on their family’s social standing. This dynamic can lead to a lack of authenticity in the workplace, suppressing diversity and limiting the full engagement and potential of employees. It also creates additional pressures on organizations to navigate these cultural nuances when implementing DEI initiatives, making it challenging to foster an environment where all employees feel truly included and supported.
In the context of East Asian cultures, filial piety plays a significant role in shaping the experiences and life satisfaction of LGBTQIA+ individuals, particularly gay men.
Recent research by Chan and Huang (2022) in Taiwan highlights that half of the sampled individuals lived with their parents, and a substantial portion 65.5%, had not disclosed their sexual orientation to them. This concealment is linked to stronger feelings of internalized homophobia among these young adults. For early middle-aged men, those who remained closeted while living with their parents reported the highest sense of filial obligation coupled with the lowest levels of life satisfaction, indicating a profound impact on their overall well-being. This mirrors the findings from the organization in Hong Kong, where only 8% of staff identified as LGBT+ and gay men were particularly reluctant to disclose their sexuality, reflecting the deep-rooted cultural pressures at play.
This phenomenon isn't unique to Taiwan; it reflects broader patterns observed across Asian contexts. Despite a wealth of research on LGBTQIA+ issues in the US and Europe, there is a significant gap in studies conducted within Asian societies, where minority stress is often less visible yet deeply ingrained (Moyano & del Mar Sánchez-Fuentes, 2020). The absence of localized research exacerbates the challenge of understanding and addressing the unique stressors faced by LGBTQIA+ individuals in these regions.
Supporting this, data from the Family Planning Association of Hong Kong in 2022 further illustrates the disparities in how sexual orientation is experienced and perceived among youth. The survey revealed that 22% of girls identified as Homosexual, Bisexual, Pansexual, Asexual, or another sexual orientation, compared to 12% of boys. Gay boys reported significant discomfort with their sexual identity, particularly within educational settings. Only about one-third of respondents felt that their teachers had positive attitudes toward sexual and gender minorities. This lack of support contributes to the difficulties LGBTQIA+ individuals face in forming genuine relationships with peers and educators.
The cultural pressures faced by gay men in Hong Kong and Chinese societies can be attributed to deeply embedded gender expectations. In these cultures, men are often expected to bring honour to their families through academic and career success, as well as to continue the family lineage through heterosexual marriage (Chan & Suen, 2022). These expectations create a complex and challenging environment for LGBTQIA+ individuals, particularly gay men, who may feel intense pressure to conform to traditional roles at the expense of their authentic selves.
Notably, there is no sexual orientation gap in educational outcomes in Hong Kong. Meaning that LGBTQIA+ students, including gay men, perform similarly in terms of academic achievements when compared to their heterosexual peers. On the surface, this suggests that sexual orientation does not hinder students' ability to achieve educational success. However, the absence of an attainment gap can be misleading, as it does not account for the hidden emotional and psychological struggles faced by LGBTQIA+ individuals.
While the lack of a gap in academic performance may seem positive, it obscures the reality that many LGBTQIA+ students often conceal their identities to avoid discrimination and victimization. Research has shown that while this identity concealment might offer immediate relief by reducing bullying or exclusion, it comes at a significant psychological cost. Concealing one's identity can lead to feelings of isolation, heightened stress, and internalized shame. These emotional burdens can severely affect students' mental health, as they are forced to navigate a hostile or indifferent environment without the support they need.
The long-term psychological toll can be devastating. Uncomfortably, research has revealed severe mental health implications for LGBTQIA+ students in Hong Kong. Many have sought help, but found the support systems inadequate, leading to tragic outcomes, including cases of suicide (Chan, 2024). This highlights the critical need for effective mental health resources and a more inclusive environment that allows students to express their identities without fear of retribution or exclusion. The absence of a formal attainment gap in education does not equate to equality; rather, it masks the deeper issues of emotional well-being that remain unaddressed.
Other Factors
While filial piety plays a significant role in shaping gay men’s reluctance to disclose their sexuality, it is far from the only factor at play. The legal and historical context in Hong Kong also carries substantial weight. For instance, homosexual acts between consenting male adults were criminalized under the Offences Against the Person Act of 1842 and remained so until their decriminalization in 1991 (Suen & Wong, 2016). The relatively recent nature of this legal shift has left lingering societal stigmas that continue to impact attitudes toward LGBTQIA+ individuals.
Furthermore, Hong Kong's colonial history has profoundly influenced local perceptions of sexuality, with religion being a key factor. Religious values have shaped public attitudes towards LGBTQIA+ identities (Tung, 2017). These religious and cultural dynamics, when combined with filial piety, create an intricate web of pressures that gay men must navigate, both in their personal lives and within the workplace. As a result, many may still feel unsafe or uncomfortable openly identifying as LGBTQIA+ in a professional setting.
Of course, these are not the only factors influencing LGBTQIA+ experiences in Hong Kong. If you’re interested in exploring further, a comprehensive research report on legislation concerning discrimination based on sexual orientation, gender identity, and intersex status offers deeper insights into these challenges.
Practical Evidence-Based Recommendations for Employers in Hong Kong
What Can Employers Do to Foster an Inclusive Environment?
1. Develop a Modern Form of Filial Piety
In the Hong Kong context, traditional family values play a significant role in shaping individual identity, particularly within the LGBTQIA+ community. Employers can take the lead in fostering modern forms of filial piety that emphasize care, support, and respect. This approach helps bridge the gap between traditional values and acceptance of diverse sexual identities, offering families and communities a framework to embrace these changes.
2. Provide a Structured and Supportive Workplace
Creating a workplace that is both structured and supportive is essential for fostering inclusion and belonging. Here’s how:
Set Clear Expectations: Clearly communicate workplace behaviour standards, particularly around respect and inclusivity.
Uphold Consistency: Ensure these expectations are upheld fairly and consistently across everyone.
Foster LGBTQIA+ Affirmation: Encourage leaders and colleagues to be affirming of LGBTQIA+ identities. This requires intentional actions to create an inclusive atmosphere.
Create a Sense of Belonging:
Regular Feedback: Actively seek employee feedback to ensure all feel included.
Conduct Equity Audits: Regularly assess equity within the organization to identify any gaps.
Celebrate Achievements: Build in time to give kudos and recognize contributions.
Encourage Connections Beyond Work: Facilitate opportunities for employees to bond outside the office setting.
Opportunities for Mutual Learning: Promote understanding by offering platforms for colleagues to learn about each other’s backgrounds and identities.
Transparency and Accountability: Be open about behavioural expectations and document company values. This clarity helps create a trustworthy environment.
Engage Proactively: Encourage leaders to engage with employees and check in regularly.
Use Names and Pronouns Respectfully: Be mindful and respectful of individuals' names, pronouns, and diverse identities.
Reflect on Belonging: Continuously evaluate how well the workplace fosters a sense of belonging for all.
3. Offer LGBTQIA+ Affirming Support Systems
Provide specific resources such as mental health first aid officers or access to LGBTQIA+ affirming counsellors to support employees when needed.
4. Create and Maintain Safe Spaces
Establish safe spaces within the workplace where LGBTQIA+ employees can feel supported and understood. Ensure that these spaces are regularly maintained, providing a refuge where employees can express themselves freely.
Evidence for practical evidence-based from: Bear et al., 2011; Chan, 2024; Gregory et al., 2010; Ruedas-Gracia, et al., 2022; Wang et al., 2009.
Bridging the gap between research and practice is essential, especially in DEI work. The findings discussed here underscore how cultural dynamics can shape, and sometimes hinder, the effectiveness of DEI programs. By translating research into actionable strategies, we can address these complex issues head-on, ensuring that DEI initiatives are not just imported from other contexts but are tailored to meet the unique needs of the local population. This approach is crucial in creating environments where all employees can thrive authentically, without the fear of cultural or social repercussions.
On a mission to reshape DEI strategies globally. Founder of Expert Evaluation, and believer in the power of evidence to transform.
References
Bear, G. G., Gaskins, C., Blank, J., & Chen, F. F. (2011). Delaware School Climate Survey—Student: Its factor structure, concurrent validity, and reliability. Journal of School Psychology, 49(2), 157-174.
Chan, R.C. H. (2024). Presentation titled: School experiences of students with diverse gender expressions: Implications for gender and sexuality inclusive educational practices. Presented at Centre for Advancement in Inclusive and Special Education, University of Hong Kong. 29th August 2024.
Chan, R.C.H., Huang, YT. A Typology of Intergenerational Relationships Between Taiwanese Gay and Bisexual Men And Their Parents: Negotiating Outness and Co-residence in Chinese Families. Sex Res Soc Policy 19, 295–307 (2022). https://doi.org/10.1007/s13178-021-00542-5
Chan, R. C., & Suen, Y. T. (2023). Effects of identity disclosure on school victimization and long-term educational outcomes among lesbian, gay, bisexual, transgender, and intersex students in China. Journal of school psychology, 98, 96-112.
Family Planning Association of Hong Kong (2022). Youth Sexuality Study. Presentation Deck, accessed 31st August 2024. https://www.famplan.org.hk/files/resources/research-studies/YSS2021Eng.pdf
Gregory, A., Cornell, D., Fan, X., Sheras, P., Shih, T. H., & Huang, F. (2010). Authoritative school discipline: High school practices associated with lower bullying and victimization. Journal of Educational Psychology, 102(2), 483.
Moyano, N., & del Mar Sanchez-Fuentes, M. (2020). Homophobic bullying at schools: A systematic review of research, prevalence, school-related predictors and consequences. Aggression and violent behavior, 53, 101441.
Ruedas-Gracia, N., Botham, C. M., Moore, A. R., & Peña, C. (2022). Ten simple rules for creating a sense of belonging in your research group. PLoS computational biology, 18(12), e1010688.
Suen, Y. T., & Wong, M. Y. (2016). Male homosexuality in Hong Kong: A 20-year review of public attitudes towards homosexuality and experiences of discrimination self-reported by gay men. East Asian Men: Masculinity, Sexuality and Desire, 69-81.
Suen, Y. T., Wong, E. M. Y., & Chan, R. C. (2023). Chinese lesbian and gay adults’ self-reported experiences of negative treatment and violence from family of origin: Evidence from a larger-scale study in China. Journal of Family Issues, 44(7), 1880-1903.
Tung, S. Y. (2017). Challenging the majority support argument on not introducing anti-discrimination legislation on the ground of sexual orientation in Hong Kong. Hong Kong LJ, 47, 421.
Wang, F. T., Bih, H. D., & Brennan, D. J. (2009). Have they really come out: Gay men and their parents in Taiwan. Culture, Health & Sexuality, 11(3), 285-296.
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