This term paper is about the current situation of LGBTI employees in China and the way companies deal with the LGBTI issue. This paper mainly focuses on the triangle of businesses, their employees and the market itself, dealing with non-governmental organizations (NGO) and the lawmaker only marginally.
The research question is whether the corporate sector can act as an agent of change, a promoter and driving force of LGBTI rights in China. This question shall be answered by analyzing several empirical surveys dealing with LGBTI peoples’ perceptions of their workplace experience.
It is estimated that around 70 million LGBTI (Lesbian, Gay, Bisexual and Transgender and Intersex) are living in the People’s Republic of China (PRC). Of those only 5% are estimated to live openly. The workplace is the last place where Chinese LGBTI people disclose their SOGIE (Sexual Orientation and Gender Identity and Expression). On the other hand, the workplace is also among the daily life environments with the lowest rate of discrimination contrasting high rates of discrimination at the family and the school.
Table of Contents
1. Introduction
2. Legal framework of LGBTI life in China
2.1 International norms
2.2 International norms targeting workspace
2.3 National law
2.4 National law targeting workspace
3. Chinese LGBTI perceptions of corporate culture
3.1 Access to education, vocational training and guidance
3.2 Access to employment
3.3 Conditions of work
3.4 Equal remuneration for work of equal value, career development and security of tenure
4. The economic dimension of ex- and inclusion of LGBTI workers
4.1 The price of exclusion
4.2 The benefits of inclusion
5. Conclusion
Research Objectives and Core Themes
This term paper examines the current situation of LGBTI employees in China and explores whether the corporate sector can serve as an influential agent of change for advancing LGBTI rights. The study investigates the interplay between corporate practices, employee experiences, and the market, specifically focusing on how workplace environments impact the social inclusion of sexual and gender minorities.
- The legal landscape for LGBTI individuals in China (international norms vs. national law)
- Empirical analysis of workplace experiences, including discrimination and openness
- The economic impacts of exclusion versus the potential benefits of inclusive policies
- The emerging role of the "Pink Market" as a driver for corporate diversity initiatives
- Generational shifts in social attitudes and the potential for corporate advocacy
Excerpt from the Book
3. Chinese LGBTI perceptions of corporate culture
There are three major surveys available generally or specifically elaborating on LGBTI inclusion in the corporate sector in the PRC. Dating from 2016 to 2018 those surveys provide empirical data mainly based on quantitative fieldwork presenting a current and comprehensive foundation for the present employment situation of LGBTI individuals in China.
The “Being LGBTI in China: A National Survey on Social Attitudes towards SOGIE” report (2016) by the UNDP combines roughly 28,500 valid questionnaires with 44 interviewees (UNDP 2016, pp. 12). The Aibai Culture & Education (Aibai) Center published an online survey report on “Work Environment for China's LGBT Community” (2016) with a valid sample of more than 2,160 LGBT employees from the PRC (Aibai Culture & Education Center 2016, pp. 6). The “LGBTI People and Employment” online survey (2018) by the UNDP and the ILO compares the work experience of mostly LGBTI individuals in China, the Philippines and Thailand (total sample of nearly 550 Chinese citizen taking part) (UNDP und ILO 2018, pp. 15). The following structure orientates towards the employment cycle as laid out by the UNDP and the ILO. It suggests that LGBTI individuals experience discrimination beginning from education and training, access to employment and refusal of employment to dismissal, denial of career training and promotion and access to social security (UNDP und ILO 2018, pp. 22). By following the employment circle the subsequent section aims to summarize the findings of the three surveys mentioned above.
Summary of Chapters
1. Introduction: This chapter outlines the research context, highlighting the estimated population of LGBTI individuals in China and defining the paper's goal of exploring the corporate sector's potential as an agent for social change.
2. Legal framework of LGBTI life in China: This section reviews relevant international human rights norms and contrasts them with the domestic legal environment in China, which lacks explicit protections against SOGIE-based discrimination.
3. Chinese LGBTI perceptions of corporate culture: This chapter analyzes empirical data from three major surveys to understand the specific hurdles LGBTI employees face across the entire employment cycle, from job hunting to workplace conditions.
4. The economic dimension of ex- and inclusion of LGBTI workers: This section explores the business case for diversity, identifying the costs of workplace exclusion and the potential economic and commercial incentives for companies to embrace inclusive practices.
5. Conclusion: The conclusion synthesizes the findings, noting that while corporate change is incremental and conservative, growing commercial awareness of the "Pink Market" offers a promising path forward.
Keywords
LGBTI, China, Workplace Diversity, Inclusion, Corporate Culture, Human Rights, Employment Discrimination, Pink Market, SOGIE, Economic Impact, Social Progress, Corporate Responsibility, Transgender Rights, Labor Law, Generational Change
Frequently Asked Questions
What is the primary objective of this term paper?
The paper investigates whether the corporate sector in China can act as an agent of change and a driving force for the promotion of LGBTI rights.
What are the central thematic areas covered in this work?
The study focuses on the legal framework for LGBTI life, employee experiences in the Chinese corporate sector, and the economic dimensions of exclusion and inclusion.
Which scientific approach does the author employ?
The author uses an analysis of empirical surveys and international reports, applying them to the Chinese context to evaluate the current employment situation of LGBTI individuals.
How is the main body of the work structured?
The work follows the employment cycle as defined by the UNDP and ILO, covering education, recruitment, working conditions, and career development.
What is meant by the "Pink Market" in this study?
The "Pink Market" refers to the emerging commercial sector targeting the needs and purchasing power of LGBTI consumers in China, which serves as an incentive for companies to adopt more inclusive policies.
What are the key findings regarding workplace discrimination in China?
The research indicates that while open discrimination in China may be subtler compared to other Asian countries, LGBTI individuals still face significant barriers to disclosure and equality in the workplace.
Is there any legal protection for LGBTI employees in Mainland China?
No, there is currently no national law in Mainland China that explicitly prohibits discrimination based on sexual orientation and gender identity (SOGIE).
How does the "Gay brain drain" affect companies?
The study discusses how the lack of legal protection and inclusive environments can lead to highly qualified individuals emigrating, resulting in a loss of human capital and productivity for the domestic economy.
What role does the younger generation play in this context?
The research highlights that the 18 to 34 age cohort shows a significantly higher approval rate for LGB-friendly companies, suggesting that a generational shift is facilitating progress in social attitudes.
- Quote paper
- Anonym (Author), 2019, Diversity and Inclusion of LGBTI People at Chinese Workplaces. The Corporate Sector as an Agent of Change?, Munich, GRIN Verlag, https://www.grin.com/document/919403
