In recent years, with the MeToo movement and increased employee workplace activism, more companies in China have started to place a heavier emphasis on diversity, equality and inclusion. With this background in mind, it comes as no surprise to us as that there has been an uptick in the number of discrimination and harassment complaints in the workplace, which in turn has led to an increase of internal investigations into those complaints.
We often observe that employers can be apprehensive when dealing with complaints involving discrimination/harassment. This is because individuals might feel embarrassed, and employers are unsure of how to handle these issues. They generally warrant a lot of care and sensitivity compared to perhaps more general grievances that arise. Further, cultural nuances can affect an employer's approach to how they handle a complaint – this can be challenging especially if employers do not have investigation team or HR on the ground in China.
In today's seminar, we hope to provide some insights into conducting investigations of discrimination and harassment complaints brought in China, including the key considerations and common pitfalls that employers should be mindful of.
Seyfarth Shaw (US) LLP Shanghai representative office
15th Floor, Tower 2, Jing An Kerry Centre
1539 Nanjing Road West, Shanghai, China 2000400