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Review of the Appointment Policy of Advisory and Statutory Bodies (ASBs)

Bureau / Department Home Affairs Bureau (HAB)
Objective HAB is responsible for the appointment policy of ASBs. HAB issues guidelines to bureaux and departments on appointments to ASBs, and monitor their compliance. HAB from time to time reviews the system of ASBs in Hong Kong to enhance the representativeness, openness and efficiency of these bodies and ensure that they meet the needs of the community and new challenges.
Content The main elements of the Government's policy on ASBs are as follows :

  • A new ASB should only be set up if there is a genuine need for it.
  • ASBs are not responsible for determining government policies.
  • An arms-length organisation established by legislation should enjoy a high degree of autonomy in its day-to-day operations.
  • The best person for the job should be appointed to a vacancy in an ASB.
  • As far as practicable, an ASB should be open and transparent in their work.
  • An ASB should, as far as practicable, be representative of the different interests and sections of the community.
  • There should be no discrimination on the grounds of gender, age, race, disability, etc. when making appointments to ASBs.
  • A statutory body should only be set up if it is the only practicable or cost-effective means of achieving the stated policy objectives.
  • An ASB which is no longer needed should be wound up so as to keep the number of ASBs to a minimum.
Groups / Persons Affected The Administration, serving ASB members and potential candidates of ASBs.
Impact
  • Gender mainstreaming has resulted in increased gender awareness / sensitivity on the part of the appointment authority in the appointment of ASB members.
  • Gender composition is taken into consideration in making appointments to ASBs.
  • In January 2004, HAB announced an initial working target of at least 25% for each gender for the purpose of appointing non-official members of ASBs.
  • All submissions making recommendations for appointments to ASBs should include a paragraph on gender consideration. The paragraph should highlight, inter alia, the current position of women's representation on the particular board or committee and the impact of the proposed appointments on gender balance.
  • Proactive measures have been taken to reach out, identify and cultivate women who are willing and able to contribute to community service. Bureaux and departments have been requested to encourage women to contribute their curriculum vitae to the Central Personality Index, a database on potential candidates for appointment to ASBs.
  • When asked to nominate candidates for appointment, HAB will make an effort to ensure that at least 40% of the nominees are of either sex.
  • With the efforts of bureaux and departments, the overall women’s representation in ASBs reached the 25% target in December 2005.
  • In June 2010, upon the recommendation of the Women’s Commission, the Government raised the gender benchmark from 25% to 30%. The overall figure, agan, reached the 30% benchmark in May 2011.
  • In January 2015, the Chief Executive announced in the 2015 Policy Address that he had accepted the Women’s Commission’s recommendation that the gender benchmark for appointing female non-official members to Government ASBs would be further raised from 30% to 35%. The gender benchmark has been effective from 1 April 2015.
Success Factor / Lessons Learned Achieving the gender benchmark requires the concerted efforts of all appointing authorities in Government bureaux and departments.
Support from the community is also important as some nominations or recommendations of candidates for ASB appointment come from professional bodies or institutions in the relevant sectors. The increased gender awareness / sensitivity on the part of these professional bodies or institutions would help enhance women's participation in ASBs.