***************************
Following is a written reply by the Secretary for Labour and Welfare, Mr Matthew Cheung Kin-chung, to a question by the Hon Emily Lau on gender mainstreaming in the Legislative Council today (January 30):
Question:
Regarding the promotion of gender equality, will the Executive Authorities inform this Council:
(a) whether, before submitting any policy proposals or funding proposals or introducing any bills to this Council, they will apply the Gender Mainstreaming Checklist to assess if the gender perspectives have been incorporated in the relevant policies and measures; if so, when such a practice will be implemented; if not, the reasons for that;
(b) whether they will set up a fund to assist grassroot women in developing their potentials; if so, of the details; if not, the reasons for that;
(c) as the authorities already attained, in December 2005, the work target of at least 25% of the members of statutory and advisory bodies being of either gender, whether the authorities will further raise the percentage to 30% or 40%; if so, of the details; if not, the reasons for that; and
(d) as the findings of The Hong Kong Institute of Chartered Secretaries have revealed that in 2004-2005, only 6% of the independent non-executive directors on the boards of listed companies in Hong Kong were female; whether the authorities will take measures to raise the percentage; if so, of the details; if not, the reasons for that?
Reply:
Madam President,
(a) Since 2002, the Administration has, with the assistance of the Women's Commission (WoC), applied the Gender Mainstreaming Checklist (the Checklist) to 24 policy or programme areas. The Checklist is an analytical tool developed by the WoC to assist government officials in incorporating, in a more systematic way, the gender perspectives into the policy formulation and programme development processes so that women and men will have equitable access to, and benefit from, the societyˇ¦s resources and opportunities. Apart from adopting the Checklist, officers of many bureaux and departments have also applied the gender mainstreaming concept in the course of their daily work, taking into account the needs and perspectives of both genders.
The Administration will continue to introduce the use of the Checklist and apply the gender mainstreaming concept to more policy areas on an incremental basis. At present, we have no plan to make it a requirement that all policy proposals, funding proposals or bills must first apply the Checklist before introduction into the Legislative Council. We consider that in order to more effectively implement gender mainstreaming, the key is to promote the awareness and understanding of the importance of gender mainstreaming among officers responsible for formulating and implementing policies, so that they can apply the concept in their daily work. To this end, efforts are made at different levels to enhance gender awareness and understanding among relevant officers, including:
(i) since 2001, the Census and Statistics Department has compiled an annual statistical publication "Women and Men in Hong Kong ˇV Key Statistics" to provide objective data on the situations and needs of both genders in various aspects;
(ii) in 2003, the Administration has, on the advice and with the assistance of the WoC, set up a "Gender Focal Point Network". The Network, comprising representatives from all bureaux and departments, seeks to enhance the awareness and understanding of gender-related issues within the Administration and to facilitate the promotion of gender mainstreaming and the use of the Checklist by the respective bureaux/departments of its members;
(iii) we have provided gender-related training to civil servants of different ranks in order to enhance their understanding of and sensitivity to gender-related issues, and to equip them with the knowledge and relevant skills in applying gender mainstreaming in their work; and
(iv) we have briefed the Principal Officials and the Heads of Departments on the implementation of gender mainstreaming within the Administration. We have also co-organised a seminar with the WoC for all Members of the Legislative Council and their assistants with a view to enhancing their understanding of gender mainstreaming.
We will continue to adopt the above strategies to help civil servants of different ranks to have a better understanding of gender issues, change their mindset and equip them with the necessary skills so that they can apply the gender mainstreaming concept to their work in a proactive and proper manner.
(b) At present, there are many funding sources in the community through which non-governmental organisations, including women's groups, may apply for resources to fund their programmes, including those aimed at facilitating the development of grassroot women. For example, the Government set up the Community Investment and Inclusion Fund in 2002 to promote development of social capital, and the Partnership Fund for the Disadvantaged in 2005 to promote the development of a tripartite partnership among the Government, the business community and the welfare sector to help the disadvantaged. Other funding resources include the Community Chest, the Lotteries Fund, the Sir Robert Ho Tung Charitable Fund, the Jockey Club Charities Trust and so on. Among the projects previously supported by these funds, many were organised by women's groups to promote women's development. We therefore do not see a need to set up a separate fund specifically for the development of grassroot women.
(c) To enhance the participation of women in the advisory and statutory bodies (ASBs), the Administration promulgated in January 2004 a working target of at least 25% for each gender (the 25% gender benchmark) for the purpose of appointments to ASBs. The 25% gender benchmark target was achieved in December 2005. As at October 2007, 26.5% of the appointed non-officials on ASBs (1 386 out of 5 230 post-holders) were women.
Since we have just achieved the 25% gender benchmark, we do not have any plan to raise it further at this stage. The appointing authorities would, as a matter of principle, make appointments to ASBs on the basis of the merit of the individual concerned, taking into account the candidate's ability, expertise, experience, integrity and commitment to public service, with due regard to the functions and nature of business of the ASB concerned and any relevant statutory requirements. We shall consolidate our achievement and continue to encourage the appointing authorities to take proactive measures to identify and cultivate women who are willing and able to contribute to the work of ASBs.
(d) Based on their individual requirements, listed companies will appoint to their boards people whom they consider to best meet their business needs. The Administration has no plan to impose a gender ratio on the appointment of independent non-executive directors to the boards of the listed companies.
Ends/Wednesday, January 30, 2008
Issued at HKT 14:16
NNNN
