骄傲与偏见_亚太地区LGBT权利评估（英文版）_9页_3mb

Summary of the Document: PRIDE AND PREJUDICE – Assessing Progress in Asia-Pacific

Core Content

The document titled PRIDE AND PREJUDICE evaluates the progress of diversity and inclusion (D&I) initiatives, specifically focusing on LGBT (Lesbian, Gay, Bisexual, Transgender) diversity, in the Asia-Pacific region. It highlights the evolving corporate and societal attitudes toward SOGI (Sexual Orientation and Gender Identity) diversity and the challenges that remain in achieving full equality.

Main Findings

Corporate D&I and ROI

• Growing recognition of the business case for LGBT-friendly workplace policies.
• 33% of Asia-Pacific executives agree there is a potential return on investment (ROI) in enacting such policies, compared to 23% in 2016.
• 45% of executives in Asia-Pacific want their firms to invest more in supporting LGBT D&I, an 11 percentage point increase since 2015.
• However, 37% of executives believe progress in LGBT D&I over the past three years has been limited or non-existent, up from 29% in 2015.

Societal Climate

• The overall climate for LGBT D&I in Asia-Pacific is more open than it was three years ago, with 74% of respondents stating this.
• The shift toward openness is attributed to several factors:
  • Change in policies and laws relating to LGBT people (38%)
  • Coverage of LGBT issues in mainstream media (36%)
  • Broader awareness of minority and/or gender rights (35%)

Future Outlook

• A significant portion of respondents (45%) agree that same-sex marriage will spread across Asia, although only 16% cite international developments as the main driver.
• Despite this optimism, hurdles remain, particularly anti-LGBT advocacy by religious institutions (chosen by over half of executives who believe the space for LGBT rights has shrunk).

Corporate Responsibility

• Companies are increasingly expected to protect LGBT employees in hostile countries.
• 62% of Asia-Pacific executives agree that companies need to do more to safeguard LGBT employees in regions with anti-LGBT legislation.

Key Challenges and Opportunities

• Diverse attitudes toward LGBT people across Asia-Pacific, ranging from hostility to celebration, present both challenges and opportunities for businesses.
• Western multinational companies are seen as having a limited role in shaping the broader societal landscape.
• LGBT advocacy by companies can lead to positive change, as seen in Hong Kong, where banks supported a legal case for a lesbian partner's spousal visa.
• However, setbacks are still common, even in progressive regions like Taiwan.

Survey Demographics

Respondents in Asia-Pacific

• Total respondents: 339
• Age distribution:
  • Gen Z + Millennials (18-37): 11%
  • Gen X (38-53): 29%
  • Baby boomers + Silent Generation (54+): 60%
• Gender:
  • Male: 86%
  • Female: 12%
  • Other/Do not care to respond: 12%
• Employment status:
  • Employed/Working: 84%
  • Not employed/Working: 16%
• Industry:
  • Services: 77%
  • Non-services: 23%
• Business size:
  • Less than US$500m: 61%
  • US$500m or above: 32%
  • Don't know: 7%

Global Breakdown

• Total respondents: 1,901
• Age distribution:
  • Gen X (38-53): 28%
  • Baby boomers + Silent Generation (54+): 59%
  • Gen Z + Millennials (18-37): 12%
• Gender:
  • Male: 83%
  • Female: 14%
  • Other/Do not care to respond: 8%
• Employment status:
  • Employed/Working: 75%
  • Not employed/Working: 25%
• Industry:
  • Services: 78%
  • Non-services: 22%
• Business size:
  • Less than US$500m: 56%
  • US$500m or above: 34%
  • Don't know: 10%

Key Quotes

• Lisa Butler (Manulife): "Expectations are higher than they used to be."
• Anita Leung (Nomura): "Businesses should have clear policies on equality and diversity, and draw a line between acceptable expressions of faith versus unacceptable discrimination."

Conclusion

The PRIDE AND PREJUDICE report indicates a positive trend in corporate and societal attitudes toward LGBT D&I in the Asia-Pacific region. While there is growing awareness and investment, challenges such as religion-based opposition and societal hostility persist. The role of companies in promoting LGBT rights is increasingly recognized, and there is a clear expectation for them to act as proponents of equality and protectors of their employees in hostile environments.