The United Nations 2030 Agenda for Sustainable Development covers 17 goals, the 16th of which is “Peace, Justice and Strong Institutions,” namely: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels.
Under this major goal, there are 12 targets, the 16.B of which is “By 2030, promote and enforce non-discriminatory laws and policies for sustainable development.”Discrimination is getting worse globally
Photo: World Justice ProjectThe World Justice Project (WJP) Rule of Law Index is the world’s leading, independent source of rule of law data, which draws on in-depth surveys of more than 154,000 households and over 3,600 experts and legal practitioners around the world to evaluate people’s experiences and perceptions of the rule of law. The latest data finds that discrimination is widespread and getting worse around the world. Since 2015, discrimination has increased in three-fourths of countries that WJP studied. Between 2021 and 2022, 70% of countries have seen discrimination worsen. Source: World Justice ProjectUpdate on women’s rights and interests protection law
On January 1, 2023, the newly revised Law of the People’s Republic of China on the Protection of Women’s Rights and Interests officially came into effect. The law provides clear regulations addressing issues related to the infringement of women’s legitimate rights in areas such as employment, marriage, family, and property distribution.In terms of the workplace, the revised law explicitly addresses gender discrimination and categorizes common discriminatory practices in recruitment processes into five key areas: gender preference, marital and reproductive status inquiries, pregnancy testing, marriage and childbirth restrictions, and hiring discrimination. This classification aims to enhance understanding of anti-discrimination among employers, job seekers, and employees.In terms of the relationship, the revised law clearly defines sexual harassment for the first time and outlines the safety obligations of lodging service providers. It also emphasizes the protection of women’s rights in romantic and dating relationships, expands the scope of personal safety protection orders, and strengthens provisions on gender equality, including the right of women to have their names recorded on jointly owned property with their spouse.L'Oréal takes further steps to eliminate gender discrimination in the workplaceFor over one hundred years, the L'Oréal Groupe has focused on the empowerment, self-identity, and self-expression of women. Its strategy centers on four pillars – flexibility, equal parental leave, career pathways for women, and pay equity. At L'Oréal, women represent half of all members of the Board of Directors, 32% of Executive Committee members, 57% of all key positions, and 62% of international brand directors.Furthermore, the group extends its philosophy and commitments on gender equity to its ecosystem, through programs like Inclusive Sourcing, which has benefitted more than 93,000 people worldwide, and the work of the Foundation L'Oréal, which helps women and young girls fulfill their potential through programs like For Women in Science.The changes in the median and average gender pay gap at L'Oréal between 2007 and 2023. Graph: L'Oréal
L'Oréal will enhance the current no tolerance policy on prohibiting and preventing sexual harassment and all forms of discrimination at the workplace by ensuring that all employees are required to complete sexual harassment and discrimination prevention training at least once a year.Bayer makes commitment to fairness and respectBayer cultivates a work environment where everyone can thrive, innovate, and grow. In line with ILO Convention No. 111 (Discrimination Convention), Bayer's commitment to fairness and respect throughout its business operations, value chain and local communities is based on the following principles: - Everyone will be treated fairly, without discrimination. - No one will be subjected to harassment or any other unprofessional, disrespectful behavior. - Everyone is encouraged to voice their concerns in good faith, free from fear of retaliation.In Bayer, no individual shall be unfairly disadvantaged, favored, or discriminated against based on protected characteristics such as age, disability, ethnicity, family status, gender, gender expression, gender identity, employee representation, national origin, physical traits, pregnancy, religion, sexual orientation, skin color, social background, union membership, volunteering, or any other unlawful criterion under applicable law. The Bayer Group has also made a clear commitment to increase the number of women in management at all levels worldwide to 50% by 2030.China launches world’s first anti-discrimination investigationOn September 3, 2024, China's Ministry of Commerce (MOFCOM) announced that it would take necessary measures to counter Canada’s decision to impose hefty additional tariffs on electric vehicles, steel and aluminum products imported from China. China will launch an anti-discrimination investigation on the relevant restrictive measures taken by Canada, and anti-dumping investigations separately into canola seeds and relevant chemical products imported from Canada. In addition, China intends to initiate dispute settlement proceedings at the WTO for Canada's relevant practices.
The most concerned one is the initiation of an “anti-discrimination investigation.” This is the first “anti-discrimination investigation” in China and the first in the world. This is an investigation initiated by MOFCOM in accordance with the Foreign Trade Law of the People’s Republic of China. As the competent department for foreign trade, MOFCOM will issue an announcement on the initiation of the investigation, and will conduct the investigation through written questionnaires, hearings, and field investigations, among others, and make a ruling on taking corresponding measures based on the investigation results and issue an announcement.Kaifa promotes non-discriminatory working environmentShenzhen Kaifa Technology Co., Ltd. (Kaifa) actively promotes anti-discrimination policies, regularly trains employees to enhance anti-discrimination awareness, and requires suppliers to comply with relevant guidelines. In the development of female and minority employees, the company provides equal opportunities and benefits, such as maternity leave and breastfeeding leave. At the same time, the company provides employment opportunities for people with disabilities. In 2023, disabled employees accounted for 0.62% and minority employees accounted for 13%, demonstrating the company’s commitment to diversity and inclusion.
Kaifa selects talents through a variety of methods and is committed to providing equal opportunities for every employee. The Employee Handbook stipulates that gender, race and other differences will not affect the job recruitment or employee development of job seekers. In 2023, the number of new employees reached 8,482, of which ethnic minority employees accounted for 16% and non-mainland employees accounted for 12.4%. These data further reflect the company’s efforts in promoting a non-discriminatory work environment.Source: Kaifa 2023 ESG ReportSustainable Development Goals (SDGs) initiated by the United NationsOn January 1, 2016, the 17 Sustainable Development Goals (SDGs), including 169 targets, of the 2030 Agenda for Sustainable Development — adopted by world leaders in September 2015 at an historic UN Summit — officially came into force. Countries will mobilize efforts to end all forms of poverty, fight inequalities and tackle climate change while ensuring that no one is left behind.
