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Equal Opportunities Policy


The Employees Retraining Board (ERB) is firmly committed to equal opportunity in employment as well as in the provision of services, and to eliminating any form of discrimination against all staff, stakeholders and other persons who have dealings with the ERB. In this regard, staff members of the ERB should take note of the legislation on equal opportunities in Hong Kong (including the Sex Discrimination Ordinance (SDO), the Disability Discrimination Ordinance (DDO), the Family Status Discrimination Ordinance (FSDO) and the Race Discrimination Ordinance (RDO), which makes it unlawful for anyone to discriminate against another person on the grounds of sex, pregnancy, marital status, disability, family circumstances and race. 

The ERB's employment policy is committed to the promotion of equal opportunities. As an equal opportunities employer, the ERB will operate its employment policy in such a way that individuals will be appointed, promoted, developed and treated on the basis of a set of established selection criteria. Selection criteria are set on the basis of the job requirements and the selection of candidate is based on the relevant experience, professional knowledge and skills and abilities of the individual, and not on other irrelevant considerations.

There shall be equality of opportunity in access to all the ERB facilities and services. Wherever reasonably practicable, arrangements will be made to ensure that people with disabilities have access to the same facilities as others. 

The ERB acts to ensure dignity at work and access to services. The ERB would not tolerate anyone to discriminate against another person directly / indirectly on the grounds of sex, pregnancy, marital status, disability, family circumstances and race. The ERB would also not tolerate any unlawful act, including harassment, vilification and victimization.


Complaint Handling Procedure

The ERB has designated the Deputy Executive Director (Corporate Services) to deal with complaints concerning discrimination, harassment, vilification or victimization. Complainant chooses to make a formal complaint should report the matter in writing to the Deputy Executive Director (Corporate Services). Such complaint letter will become the ground for future action.

Complainant may also lodge a complaint with Equal Opportunities Commission or file a lawsuit in the Court.



All complaints and associated correspondences and interviews must be treated in strict confidence. Breaches of confidentiality will be dealt with in accordance with the disciplinary procedure.