Exploratory Study on Age Discrimination in Employment
CSG - 10 -
As for the 2001 survey, it revealed that a sizeable gap existed between public perception on the
severity of age discrimination and their actual experience. While 65% of respondents considered
age discrimination serious, 13% claimed to have experience of age discrimination in job application.
Only a very small proportion of recruitment advertisements explicitly listed age restrictions. Other
major findings included: (1) Majority of the public accepted that some trades had a genuine need to
recruit employees of a specific age group; and (2) Although a significant proportion of respondents
took legislation as a solution, many deemed it ineffective. The conclusion was consistent with
previous surveys: given that the divergent views amongst the public and employers on the need and
effectiveness of legislation, the Government doubted whether that there was then a genuine need for
introducing legislation on age discrimination.
Currently, the Guidelines issued by the Labour Department set forth best practices to prevent age
discrimination for employers to follow, on a voluntary basis.
In the Guidelines, various stages of
the employment cycle including recruitment, benefits, promotion, redundancy and retirement are
covered. Employers are provided with best practices for preventing age-discriminatory practices
and information about the benefits for building an equal opportunity working environment. The
Hong Kong Flight Attendants Alliance wrote to the Panel on Manpower of Legislative Council in
2006 to lobby for introducing age discrimination legislation. The Alliance took the view that the
Guidelines could not safeguard employees because it was not backed by legislation.
A 2006 international workplace survey by Kelly Services
, a global staffing provider, sought the
views of approximately 70,000 job seekers in 28 countries including more than 300 in Hong Kong.
Of the surveyed job seekers, 29% of workers aged 45 or older felt they had been discriminated
against on the basis of their age when applying for a job, while 22% of younger workers aged up to
24 also believed they were victims of age discrimination.
Survey findings of 805 employees in 2007
showed that the main reason behind age discrimination
was the perceived lower efficiency of mature employees, who were mostly discriminated in the
recruitment process. Furthermore, blue-collar or elementary workers encountered more severe age
discrimination than managers, administrators and professionals.
In the last Equal Opportunities Awareness Survey conducted by the EOC in 2012, age discrimination
was perceived to be serious by 41% of the respondents. It was found that 6% of the general public
claimed that they had experienced discrimination in the preceding year, which tended to relate to
age in employment (38%). Findings also showed that 72% of the general public believed that it
was important to introduce legislation to eliminate age discrimination.
Paper for LegCo Panel on Manpower, Opinion Survey on the Public’s Views on Age Discrimination in Recruitment.
Discussion on 18 April 2002, CB(2)1577/01-02(04).
Labour Department, HKSAR (2006). Practical Guidelines for Employers on Eliminating Age Discrimination in
Employment. http://www.labour.gov.hk/eng/plan/pdf/eade/Employers/PracticalGuidelines.pdf
LC Paper No. CB(2)2783/05-06(02), dated 17 July 2006. Objection To Compulsory Retirement Age At 45.
http://www.legco.gov.hk/yr05-06/english/panels/mp/papers/mp0720cb2-2783-2-e.pdf
Kelly Services. The 2006 Kelly Global Workforce Index. http://www.chinacsr.com/en/2006/10/19/796-older-
employees-face-workplace-discrimination-in-hong-kong/
Leung, Kwok and Ip, Olivia (2007). Employee Confidence, Job Satisfaction and Age Discrimination Survey.
https://www.cb.cityu.edu.hk/mgt/new/ECI_28May2007.ppt