INTRODUCTION TO

TRAINING IN
EQUAL OPPORTUNITIES

平等機會培訓入門

平 等 機 會 委 員 會
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Key Message 主要訊息
EO is a global concept and not new –
although domestic regulation is quite
recent.

平等機會是一個全球接受的觀念，已有
相當時日 – 但香港則到近年才有法例規
管。
平 等 機 會 委 員 會
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 4 Ordinances 四條法例
1. Sex Discrimination Ordinance
《性別歧視條例》 (1996)

2. Disability Discrimination Ordinance

《殘疾歧視條例》 (1996)

3. Family Status Discrimination Ordinance

《家庭崗位歧視條例》 (1997)

4. Race Discrimination Ordinance

《種族歧視條例》 (2009)
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5 5 Prohibited Grounds
It is unlawful to discriminate against a
person on the ground of:
因以下五項理由歧視他人即屬違法：
1. Sex (性別)
2. Pregnancy (懷孕)
3. Marital status (single, married, separated,
divorced and widowed)
婚姻狀況 (未婚、已婚、分居、離婚及喪偶)
4. Family status (家庭崗位)
5. Disability (殘疾)

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 7 Unlawful Acts
7 七類違法作為
Indirect Sexual
Discrimination Harassment
間接歧視 性騷擾

Direct Disability
Discrimination Harassment
直接歧視 殘疾騷擾

Disability
Victimisation Vilification
使人受害的歧視 Serious 殘疾中傷
Disability Vilification
嚴重殘疾中傷
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9 9 Fields 9 個範疇
The fields covered by the Ordinances relate to
public life :
條例涵蓋公眾生活中的以下範疇：
1) Employment (僱傭)
2) Provision of goods, facilities and services
(貨品，設施及服務的提供)
3) Education (教育)
4) Government (政府)
5) Access to premises (處所通道)
6) Advisory bodies (諮詢團體)
7) Barristers (大律師)
8) Sporting activities (體育活動)
9) Clubs (會社)
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 Definition of Family Status
家庭崗位的定義

Person has a responsibility for the

care of an immediate family member
(負有照顧直系家庭成員的責任)
An immediate family member related by
 Blood (血緣)
 Marriage (婚姻)
 Adoption (領養)
 Affinity (姻親)

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Definition of Disability 殘疾的定義
1) Loss of bodily or mental functions
喪失身體或心智方面的機能
2) Loss of a part of the person's body
局部失去身體任何部分
3) Presence of organisms in the body causing
disease or illness
體內存在有機體而引致疾病
4) Presence of organisms in the body capable of
causing disease or illness
體內存在可引致疾病的有機體

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Definition of Disability 殘疾的定義
5) The malfunction, malformation or
disfigurement of a part of the body
身體任何部分的機能失常、畸形或毀損

6) A disorder that affects learning performance

由於失調而影響學習表現

7) A disorder that affects the thought process etc

or that results in disturbed behaviour
影響思想而導致行為紊亂的失調

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Definition of Disability 殘疾的定義

“Disability” includes a disability that

Presently exists (現存)
Previously existed but no longer exists
(曾經存在但已不再存在)
May exist in the future
(將來可能存在)

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 7 Unlawful Acts
7 七類違法作為
Indirect Sexual
Discrimination Harassment
間接歧視 性騷擾

Direct Disability
Discrimination Harassment
直接歧視 殘疾騷擾

Disability
Victimisation Vilification
使人受害的歧視 Serious 殘疾中傷
Disability Vilification
嚴重殘疾中傷
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Direct Discrimination 直接歧視
This occurs if someone:
is treated less favorably than someone else
in comparable circumstances
在相若情況下給予某人較差的待遇
because of one the grounds (e.g. sex)
基於一項原因 (如：性別)
in one of the fields (e.g. employment)
在其中一個範疇內 (如：僱傭)

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Less Favorable Treatment
較差的待遇
Examples:
Did not get hired in a job application
應徵工作不獲聘用
Denial of opportunities for promotion, transfer or
training, or any other benefits, facilities or services
無機會晉升、調職或受訓、或得不到其他福利、設施
或服務
Less favorable terms of employment
僱用條件較差
Dismissal 解僱
Injury to feelings 感情損害
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Direct Discrimination 直接歧視
For example, a male job applicant misses out
on a job because the employer prefers to
employ a female.

例如：因僱主喜歡僱用女性，令一名男性求職
者不獲錄用。

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Indirect Discrimination 間接歧視
When treating everyone the same can be unfair
劃一對待每個人也可能是不公平的
Imposing the same requirement on everyone
對每個人作出相同的要求
Some groups are less able to comply with the
requirement and therefore suffer a detriment
一些群體較難達到要求，因而蒙受不利
It is not a fair and reasonable requirement
有關要求並不公平也不合理
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Indirect Discrimination 間接歧視
For example:
An employer will only hire applicants who are
able to relocate with short notice
僱主只聘用在短時間內接獲通知即能往其他地
方工作的人
Which groups will be less likely to be able to
meet this requirement?
哪些群體較難達到此要求？
Can the requirement be justified as fair and
reasonable?
這要求可說是公平和合理嗎？
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Sexual Harassment 性騷擾
A person sexually harasses another person if

they make an unwelcome sexual advance

提出不受歡迎的性要求
in circumstances in which a reasonable person,
having regard to all the circumstances, would
have anticipated that she would be offended,
humiliated or intimidated
而一名合理的人在顧及所有情況後，應會預期該人
會感到受冒犯、 侮辱或威嚇，即屬性騷擾。
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Sexual Harassment can be
Intentional or unintentional
刻意或不經意的
Physical (e.g. touching, stalking, self-exposure)
身體動作(例如觸摸、跟蹤、露體)
Verbal
言語上的
Non-verbal (e.g. sexually offensive gestures)
非言語上的(例如在性方面令人反感的動作)
Visual (e.g. leering or staring)
視覺上的(例如挑逗的眼神或凝視)
One-off or repeated incidents
一次的或經常的
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Examples of Sexual Harassment
Repeated requests for a date, despite being
refused each time
即使每次均被拒，仍然不斷邀約對方
Jokes about sex or particular gender
關乎性或某一性別的笑話
Inappropriate touching, e.g. gentle patting,
touching or pinching
不恰當的觸摸，例如輕拍、撫摸或捏夾

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Disability Harassment 殘疾騷擾
Unwelcome conduct towards a person on
account of their disability where a reasonable
person, having regard to the circumstances,
would have anticipated the person with the
disability would be offended, humiliated or
intimidated.
因某人的殘疾而對該人作出不受歡迎的行為，
而一個合理的人在顧及所有情況下，會預期該
殘疾人士會感到受冒犯、 侮辱和威嚇。
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Disability Vilification 殘疾中傷
Disability vilification occurs when
someone, by any activity in public,
incites hatred towards a person with a
disability or members of a class of
persons with a disability.
如在公開活動中煽動對某殘疾人士或某
群殘疾人士的憎恨、 嚴重鄙視、 強烈嘲
諷，即屬殘疾中傷。
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Serious Disability Vilification 嚴重殘疾中傷

A Criminal Offence
Activity in Public
a) Threatening physical harm to disabled
persons or damages towards premises or
property,
威脅對殘疾人士的身體加以損害，或對處所
或財產加以損害，
b) Inciting others to commit the act in (a)
煽動其他人進行(a)項所述事宜
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Serious Disability Vilification
嚴重殘疾中傷

 Penalty
Fine at level 6 ($50,001 – 100,000) and to
Imprisonment for 2 years
第6級罰款 (50,001 – 100,000元)及監禁2年

EOC will refer these cases to the police.

平機會會把這些個案轉介給警方。

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Victimisation 使人受害的歧視
Many people are afraid to complain
about discrimination, harassment or
vilification for fear that they may lose
their jobs or jeopardize their career
prospects or damage their relationships
with colleagues.
許多人不敢提出歧視、 騷擾或中傷的投
訴，怕失去工作或影響事業前途，或影響
與同事的關係。
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Victimisation 使人受害的歧視
The law recognizes the risks people run
when they complain about unlawful
treatment and so makes it unlawful to
victimise someone for bringing a
complaint.
法例了解投訴人可能要面對的風險或不利，
因此規定，對投訴人作出報復，即屬違法。

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 Liability
法律責任

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Personal Liability 個人責任
Harasser and discriminator are personally
liable for his / her own act of unlawful
discrimination / disability harassment /
sexually harassment

騷擾者及歧視者需為其本身的違法歧視 /
殘疾騷擾 / 性騷擾作為負上法律責任

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Other unlawful acts
It is unlawful to pressure someone to
discriminate against or harass another person
It is unlawful to instruct someone to
discriminate against or harass another person
It is unlawful to aid another to discriminate
against or harass another person
向他人施壓，指示或協助他人歧視或騷擾另一
人，即屬違法

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Employer’s Liability 僱主的(轉承)責任

The employer is liable for their

employees’ acts in the course of their
employment.

僱主必須對任何僱員在受僱期間的行為
負上轉承責任。

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Defence to Employer’s Liability
僱主 (轉承)責任的免責抗辯
The employer must take reasonable
and practical measures to prevent its
employees from performing unlawful
discriminatory acts in the workplace
or in the course of employment.
僱主必須採取合理可行的措施，防止
僱員在工作間或在受僱期間作出違法
的歧視行為，方可免除責任。
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Reasonable and practical measures
合理可行的措施
These include but are not limited to:
Appointing a person in the organisation to take
responsibility for EO
在機構內委任處理平等機會事宜的人士
Development and implementation of an EO
policy
訂定及推行平等機會政策

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Reasonable and practical measures
合理可行的措施
Development of a complaint resolution
procedure
制定合適的投訴程序
Awareness training for employees about
what is unacceptable and unlawful
behaviour in the workplace
培訓僱員，讓他們認識甚麼是工作環境中
不可接受及違法的行為
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 Key Message 合理可行的措施

Everyone in the organisation needs to know

they are responsible/liable for their
behaviours and it is the responsibility of the
organisation to communicate this to all
employees.
機構內每個人都要知道，他們要對自己的行
為負責任/法律責任，而機構也有責任向全體
僱員說明這一點。
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