Integrating ethnic minority groups key to Hong Kong’s international future

This article appeared originally in South China Morning Post on 16 Feb, 2024.
Authors: Jane Lee, President of Our Hong Kong Foundation

Nurturing Hong Kong’s local talent pool is essential to securing a prosperous future, and that requires developing a diverse, inclusive society
Helping underserved people from ethnic minority communities break down barriers will benefit them, and the city

As the principal link between China and the international community, it is essential for Hong Kong to develop as a diverse and inclusive multicultural society which strengthens our international credentials. In this context, our people are our most valuable resource.

As we promote Hong Kong and seek to attract top talent from around the world, it is crucial to maintain a strong focus on nurturing and expanding our local talent pool, recognising it as a valuable asset and essential resource.

In this respect, there is a widespread belief that talented people within our ethnic minority communities are not being fully nurtured or adequately integrated into society. In 2021 they numbered around 300,000 people, or 4.1 per cent of the population, excluding foreign domestic workers. Many were born and grew up here but continue to struggle to integrate.

There is an urgent need to dismantle barriers preventing these people from fully participating in society and breaking free from a persistent cycle of poverty. We must do more to address the areas of language proficiency, social integration and employment prospects.

The government is encouraging schools to admit more non-Cantonese speakers by providing financial incentives to support the schools that do. However, the required teachers and appropriate teaching methodologies for Chinese as a second language have not been adequately developed. Some can speak Cantonese but cannot read or write Chinese, hindering their academic progression and employment opportunities.

According to the 2021 Population Census Report, the attendance rate at tertiary level among ethnic minority groups aged 18-24 drops to 50 per cent, compared to 98.3 per cent among those aged 12-17. This suggests many of these young people might not have the academic foundations to pursue tertiary education.

To maintain and develop Hong Kong’s competitive edge, it is imperative that everyone is allowed to develop the skill sets to match the changing employment landscape. There is an urgent need for Hongkongers to reskill and upskill. However, abundant opportunities lie ahead as we embark on a new development phase amid geopolitical and economic uncertainties.

It is important to remember that Hong Kong’s journey towards inclusion and diversity is relatively recent. In 2012, the government changed policy and people of different ethnicities were allowed to join the civil service. Since then, the administration has been active and introduced policies to support these communities, including counselling and translation services in many dialects to ease access to services.

In addition, non-government agencies and charities are working to encourage greater integration through education, awareness campaigns and policies that promote equality and inclusivity.

However, the consensus among many of these service providers is that a significant number of low-income families in ethnic minority communities continue to experience difficulties accessing services and overcoming cultural barriers.

Notwithstanding government efforts to encourage greater community integration, instances of racial discrimination are commonly reported in various social interactions. The outlook for employment opportunities is comparatively bleak, and more needs to be done.

It is the responsibility of the Hong Kong government to lead by example and level the playing field. It must adopt recruitment policies and standards similar to those in the private sector, where the benefits of a diverse labour force in a modern multicultural society are well understood.

Unfortunately, the levels of diversity and inclusion in the civil service remain unclear as the government does not collect this information. However, without the data, we cannot measure the effectiveness of related policies.

In 2013, the Yau Tsim Police District launched Project Gemstone, an effort to recruit people from ethnic minority communities. The project has brought in 39 people in 10 years, with 23 joining the police and 16 joining other disciplined services.

Meanwhile, the Correctional Services Department set up an Ethnic Minorities Relation Team in 2019 that, by last June, had recruited 24 non-ethnic Chinese people across five years. Neither case is all that encouraging, so perhaps it is understandable why so many in ethnic minority communities feel disenfranchised and lacking equal opportunities.

The need to harness the potential of all Hong Kong’s citizens and prioritise integration and empowerment of our ethnic minority communities is clear. While progress has been made, many challenges remain and instances of racial discrimination persist.

Perhaps now is the time to comprehensively review policy effectiveness. We should streamline and simplify processes with greater cohesion by forming a dedicated government department responsible for integrating our ethnic minority communities.