Harassment

In workplace relationships where a diverse workforce is active, unexpected words and actions can be damaging to others. In recent years, harassing words and actions related to unmarried people have come to be known as "marital harassment," and the damage it causes has come to light. What disadvantages does marital harassment bring to the workplace? What are the disadvantages of marriage harassment in the workplace and how should countermeasures be taken? This article explains the basics of marriage harassment, touching on factors and examples of its occurrence. Table of Contents 01What is Marriage Harassment? What is Marriage Harassment? Types of harassment likely to occur in the workplace Disadvantages of Marriage Harassment for Companies 02Factors and Examples of Marital Harassment in the Workplace Factors that cause Marital Harassment in the Workplace Cases of Marital Harassment in the Workplace 03How companies can prevent marriage harassment Establish an in-house harassment consultation service Conduct harassment training 04Enhance Employee Training to Prevent Marriage Harassment What is Marital Harassment (Marriage Harassment)? Marital harassment can occur in the workplace. First, we will introduce the characteristics of marriage harassment and the types of harassment to watch out for in the workplace. What is Marriage Harassment? Marital harassment refers to harassing words or actions toward a person who is not married, related to his or her unmarried status. It is also called "Marriage Harassment." Marriage harassment is mainly characterized by the imposition of values based on the assumption that one is married. It shares some similarities with "Solo Harassment (Solo Harassment)," in which harassing words and actions are directed toward single people. Even if it is intended as a joke, words and actions that hurt or make the other person feel uncomfortable can be highly problematic. In general, marriage harassment tends to be perpetrated by married people against unmarried people. In the workplace, victimization can occur regardless of one's position in the job. It should be noted not only in relationships from superiors to subordinates, but also among colleagues and other relationships. Types of Harassment Likely to Occur in the Workplace Maternity harassment Harassing female employees regarding pregnancy, childbirth, and childcare. Actions that discourage the use of the company's leave system also fall under the category of harassment. Power harassment Harassment is defined as any behavior or action that inflicts physical or mental pain by taking advantage of a superior relationship in the workplace. It damages the victim and worsens the work environment. Sexual Harassment (Sexual Harassment) Sexual harassment is defined as any sexual harassment that causes physical or emotional distress by using sexual words or actions that are against the will of the other party. Any employee, regardless of gender, can be a perpetrator or a victim. Social Harassment (Soharassment) This term refers to harassing words and actions using social networking sites. It causes distress by intruding into a person's private life against his/her will. Disadvantages of Marriage Harassment to a Company When marital harassment is rampant in an organization, the victim's mental and physical health may suffer. Not only does it cause a loss of motivation at work, but there is also a risk that it may lead to job turnover. It is believed that there are many cases of marriage harassment that go unrecognized, making it easy for the problem to go unrecognized within the company. If the damage is repeated, it can even have a negative impact on relationships within the company. Back to Table of Contents Factors and Examples of Marriage Harassment in the Workplace Why does marital harassment occur in the workplace? Here are some of the factors that can lead to the occurrence of marital harassment, as well as specific words and actions that constitute marital harassment. Factors Leading to Marriage Harassment in the Workplace In many cases, the perpetrator of marital harassment does not recognize his or her own words or actions as harassment. This does not necessarily mean that the harassment is done with malicious intent. For example, many perpetrators may feel that they were just meddling because they were worried about their partner, or that they meant well and said what they said without any malice at all. These circumstances are thought to be one of the reasons why marital harassment occurs. That is why it is important to promote understanding that regardless of the intent of the comment, if the victim feels emotional distress, it constitutes harassment. Examples of Marriage Harassment in the Workplace Let's review some specific examples of what kind of behavior in workplace relationships constitutes marital harassment. First, there are cases of persistent talk about marriage. Asking whether or not a person has a partner or mentioning private information should be avoided from the perspective of preventing harassment. Examples of NG behavior Why aren't you married?" Maybe it's time for you to start looking for a marriage partner. Aren't you looking for someone to marry? "It's nice to be single." Another typical example of marriage harassment is to deny the values of those who are not married. Examples of NG behavior "That's why you can't get married," "Hurry up and get married, have children, and become a full-fledged man," "Getting married is what makes women happy." Causing disadvantages on the job because of unmarried status also falls under the category of marriage harassment. It is one of the cases that should be especially noted in the workplace. Examples of NG behavior "Since you're single, you can work on your days off, right?" I'm going to quit after I marry my boyfriend anyway, so I can't be entrusted with a job with more responsibility. In addition to the above examples, there are many other cases of marriage harassment. Corporate anti-harassment measures require an understanding of a wide variety of cases, as well as a response that is sympathetic to the victims. Back to Table of Contents How Companies Can Prevent Marriage Harassment Your company's employees may also be perpetrators or victims of marital harassment. Take measures to prevent harassment and strive to create a safe working environment. Establish an in-house harassment consultation service This is a method to accept consultation from employees at a specialized consultation desk and solve the problem. Along with power harassment and sexual harassment, it is also a good idea to provide counseling on marital harassment. Please let your employees know that you can handle a wide range of cases. The Harassment Consultation Desk should be staffed by personnel with expertise in harassment. This is because it is essential not only to confirm the facts and consider measures to be taken against the harasser, but also to provide support to the victim who is worried about the situation. Establish a system to appropriately deal with problems that occur within the company. Conduct harassment training. Harassment training is a training program designed to deepen understanding of various types of harassment and to prevent organizational harassment. Through training, many employees can be made aware of the existence of marital harassment, learn how to deal with it, and help prevent damage. It is also considered effective to conduct online training programs. The advantage of online training is that it is not restricted by time or location, and employee training can be conducted flexibly and steadily to accommodate diverse work styles. You may want to consider this as part of your anti-harassment measures. Back to Table of Contents Enhance Employee Training to Prevent Marriage Harassment The following is a basic knowledge of marriage harassment, including examples and countermeasures. Each company is required to make organized efforts to prevent damage caused by marriage harassment that may occur in the workplace. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

The most well-known examples of "power harassment" that occur in the workplace are those committed by supervisors against subordinates and by senior employees against junior employees. However, power harassment can also occur between coworkers, who at first glance appear to be on equal footing. What are the characteristics of power harassment among coworkers? What are the characteristics of power harassment between coworkers, and how should the harasser and those around him or her deal with it, resolve it, and prevent its recurrence? This article explains the problem of power harassment between coworkers. Table of Contents 01Characteristics of Power Harassment Between Colleagues Does power harassment occur among coworkers? Other problems that can occur between coworkers besides power harassment 02Examples of power harassment among colleagues and how to deal with it Specific examples of power harassment between coworkers What to do if you suspect power harassment between coworkers 03How to solve the problem of power harassment between coworkers? Main places to consult about power harassment between coworkers Measures to prevent power harassment in the workplace 04Power harassment happens even among coworkers! Let's take action to prevent it! Characteristics of power harassment among coworkers There are a wide variety of relationships in business organizations. Can power harassment occur even among colleagues who are on equal footing in terms of work? First, we will explain the basics of power harassment between coworkers. Can power harassment occur between coworkers? Power harassment is when a perpetrator takes advantage of a socially superior position to inflict physical or mental pain on someone in a weaker position. Generally speaking, power harassment is more likely to occur in the workplace when the harasser takes advantage of one's position in the workplace. Examples include the relationship between superiors and subordinates, senior employees and junior employees, and so on. In these hierarchical relationships, subordinates and junior employees who are in a weaker position are more likely to become victims of power harassment. However, power harassment can also occur between coworkers. Even if employees are close to each other in their work position, if they take advantage of each other in any way, it is considered power harassment, so care must be taken. Troubles that can occur among coworkers other than power harassment In addition to power harassment, there are other problems that may occur between coworkers in an organization. Examples include "moral harassment," "sexual harassment," and "workplace bullying. Moral harassment is harassment of a person by harassing words or actions that are contrary to moral principles and cause mental distress to the other person. In many cases, the victim's damage is not easily noticed by others because the attack does not manifest itself as obvious violence or verbal abuse. Sexual harassment inflicts physical and emotional distress through sexual words and actions that go against the other person's will. It is a type of harassment that should be noted even among coworkers. Bullying behavior that takes place within a workplace relationship is called workplace bullying. In some cases, more than one person can be the perpetrator, such as a group of coworkers harassing each other. Back to Table of Contents Examples of Power Harassment among Colleagues and How to Handle It What kind of behavior between co-workers who are in a close working position constitutes power harassment? Here, we will explain specific examples and how to deal with them. Specific Examples of Power Harassment among Colleagues Common types of power harassment include physical aggression, mental aggression, detachment from relationships, and violation of individuality. Physical attacks among coworkers, such as intentionally bumping into someone or throwing things at someone, are examples of power harassment. Mental aggression includes such things as being grumpy, verbally slandering someone via e-mail or other means, or forcing someone to spend long hours on the phone. Spreading unfavorable rumors within the company is also considered power harassment. It is also inappropriate to reprimand a co-worker in public for a work mistake, even if the reprimand is between co-workers. In terms of detachment from human relations among coworkers, such attitudes as ignoring greetings and comments, and excluding coworkers from the group are considered power harassment. In addition, looking at personal belongings without permission or persistently asking about the reason for taking leave are examples of power harassment that infringe on personal privacy. What to do if you suspect power harassment between coworkers Victims of power harassment by coworkers should consult with their trusted supervisor, as well as the human resources department, the labor union, or the company's internal power harassment consultation service. In such cases, recording evidence of the power harassment and testimonies of other colleagues will make it easier to confirm the facts of the situation. If a colleague is being subjected to power harassment, those around you should not turn a blind eye and intervene. There are ways to respond, such as talking to the person in question and encouraging them to consult with a third party. If it is difficult to resolve the problem within the company, it is a good idea to consider consulting an outside organization. In this way, it is important to ensure that the victim has a place to consult, to improve the situation, and to prevent recurrence. Back to Table of Contents How to Resolve Power Harassment Issues Between Colleagues? If power harassment between coworkers occurs in your company, how should you go about solving the problem? We will introduce how to consult with experts and measures to prevent power harassment. Major Consultation Counters for Power Harassment between Colleagues General Labor Consultation Corner This is a public consultation service provided by the Ministry of Health, Labor and Welfare that offers consultation on a wide range of labor issues, including power harassment. They are located at labor bureaus and labor standards inspectors' offices nationwide. Not only employees but also employers of companies can consult with them. Comprehensive Labor Consultation Corner｜Ministry of Health, Labour and Welfare Minnano Hanzoku 110 (Nationwide Human Rights Consultation Dial) This is a telephone service provided by the Ministry of Justice for consultation on human rights issues, including power harassment. Investigations are conducted into cases of human rights violations, and remedial measures may be taken. As well as the telephone counseling service, interview counseling at legal affairs bureaus and regional legal affairs bureaus, etc., and online counseling are also available. Human Rights Hotline｜Ministry of Justice Internet Human Rights Consultation Service｜Ministry of Justice Houterasu (Japan Legal Support Center) Houterasu is an organization established for the purpose of resolving legal problems of the public. It functions as a general information center for legal troubles, including power harassment, and consultation leads to obtaining necessary information and support. Inquiries can be made through the support dial or by e-mail. Japan Legal Support Center Houterasu Kaiketsu Support This is a certification system by the Minister of Justice for resolving personal problems including power harassment. A certified private entity intervenes as a third party and provides support toward resolution. With the support of experts, the program is expected to resolve problems through mediation. support for resolution Measures to prevent power harassment in the workplace To maintain an appropriate work environment, it is advisable to inform employees of your company's policy on the prevention of power harassment and engage in awareness-raising activities. To prevent power harassment among coworkers, it is ideal to educate all employees, not just managers. The entire company should engage in harassment prevention training. In addition, employment regulations should include provisions on harassment and clearly state the disciplinary actions to be taken against perpetrators. Establish an in-house consultation service, and have the person in charge acquire expertise in anti-harassment measures. Take prompt action to solve the problem of the harasser, to improve the current situation, and to prevent recurrence of damage. Back to Table of Contents Power Harassment Happens Even Between Colleagues! Let's work to prevent it! In this issue, we discussed power harassment between coworkers. Power harassment can occur even among coworkers. It is important for employees themselves to fully understand these potential harassment issues in the workplace, and to work systematically to prevent them. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Because universities, where students are actively engaged in educational and research activities, are home to a diverse range of people, harassment that takes advantage of differences in position can be a concern. To prepare for the risk of academic harassment at educational institutions, universities should begin taking steps to prevent it. This article explains the basics of academic harassment, how to deal with it, and how to prevent it. It also introduces useful services for training faculty and staff, which we hope you will find useful. Table of Contents 01What is Academic Harassment? Characteristics of Academic Harassment Major Examples of Words and Behaviors that Fall under Academic Harassment 02Factors that cause academic harassment and risks for universities Factors that cause academic harassment at universities Risks posed to universities by academic harassment 03How to Handle and Prevent Academic Harassment How to deal with academic harassment How to prevent academic harassment at universities? 04Training for Faculty and Staff to Prevent Academic Harassment! What is academic harassment? Academic harassment can occur even in educational settings where a safe environment should be ensured. First, let us introduce the characteristics and specific examples of academic harassment. Characteristics of Academic Harassment Academic harassment is the use of power relationships in educational institutions such as universities and graduate schools to say or do things that cause mental or physical pain. It is also called "academic harassment" for short. Generally, it is committed by a person who is in a superior position to the other party. Harassment that takes advantage of a superior relationship exists in addition to academic harassment. For example, harassment that occurs in the workplace, such as in a company, is "power harassment. There are also cases where academic harassment and "sexual harassment" occur together. Sexual harassment is the infliction of pain by sexual words or actions that are against the will of the other person. Some of the primary relationships in which academic harassment occurs include the following examples From a university professor to a research associate From a seminar or laboratory supervisor to a seminar or research student From a graduate student to an undergraduate student In addition to these, damage can also occur in relationships between faculty members who are in different professional positions. Major examples of words and actions that constitute academic harassment Direct or indirect interference with a person's studies or research activities constitutes academic harassment. Interference with graduation, promotion, or employment is also an example of academic harassment. Forcing a student to stay in school without giving credits without a justifiable reason or infringing on the right of the student to choose his/her own career path are considered to be problematic behavior. Furthermore, depriving someone of the results of his or her research is not only ethically inappropriate for a researcher, but also constitutes academic harassment. Plagiarizing ideas or forcing someone to co-author a paper is also not acceptable. In addition, even if you are aware that it is part of your instruction, if you are violent or verbally abusive to others, it is considered academic harassment. Excessive reprimands or harassing behavior in educational or research contexts will not be tolerated. Back to Table of Contents Factors that Cause Academic Harassment and the University's Risks Universities, as educational institutions, bring together people in different positions, including faculty, researchers, students, and staff, to conduct educational and research activities. This section explains the factors that cause harassment to occur in this special environment and the risks on the part of universities. Factors that cause academic harassment at universities The university environment is considered to be more prone to harassment due to its particularities compared to organizations such as general business enterprises. The reason for this is that professors, who are in a position to provide guidance, tend to have more power over researchers and students, who are members of the organization. Researchers and students are in a vulnerable position because they may be disadvantaged in their studies or research activities due to their relationship with the professor. It is difficult for them to complain of harassment, and it is easy for problems to be tolerated within the organization. In addition, university seminars and laboratories are generally closed environments. It is difficult for a third party, such as the university or a public institution, to see the problem. Because of these characteristics, the existence of harassment may not be recognized by outside parties. Risks posed to universities by academic harassment When academic harassment occurs, there is concern for the victim's physical and mental health. If the victim is a student, he/she may not only have difficulty in learning, but may also be forced to withdraw from the university. In many cases, the victim's graduation, promotion to a higher grade, or employment may be affected. Furthermore, if harassment becomes a regular occurrence within an organization, it can easily cause damage such as a decrease in productivity and an exodus of talented people. Attention should also be paid in terms of the deterioration of the work environment for faculty and staff. In some cases, the university may be held responsible along with the perpetrator. It is important to note that the university may be considered to have neglected the problem by not working toward a solution to the harassment. This can lead to a significant loss of public trust. Thus, rampant academic harassment poses many risks to universities. Back to Table of Contents How to Handle and Prevent Academic Harassment Lastly, we would like to introduce how universities deal with academic harassment when it occurs, and their efforts to prevent damage. How to Handle Academic Harassment The university administration should set up a consultation service for academic harassment, provide advice to the person consulted, and take action to resolve the problem. Once consulted, it is important to make the perpetrator aware of the situation and ask him or her to review his or her actions and statements. In many cases of academic harassment, the perpetrator is unaware of the situation, resulting in repeated assaults. The university should ensure the safety and care of the victim and work to alleviate the anxiety and fear. In malicious cases where the situation does not improve, an investigation will be conducted to identify the harassment and consider measures, including disciplinary action against the perpetrator. Afterwards, take measures to prevent recurrence in an organized manner. How to Prevent Academic Harassment at the University? To prevent academic harassment, it is advisable for universities to provide guidelines and inform faculty, staff, and students of the policy. The guidelines for preventing academic harassment should include specific instances of harassment, how to file a complaint with the counseling office, and the punishment of the perpetrator. Ensuring that members of the organization are knowledgeable will deter damage. Furthermore, it is advisable to conduct regular harassment training for faculty, staff, and counselors. In recent years, e-learning has been used for training. The advantage of online training is that it can be taken by many members of the university regardless of time or location. Reference] Guidelines for the Prevention of Harassment at Waseda University Reference] Prevention of Harassment, etc. Back to Table of Contents Training for Faculty and Staff to Prevent Academic Harassment! We have discussed academic harassment. It is important for universities to protect their members who are in a weak position from academic harassment. Please make use of the harassment training contents of "learningBOX ON" when you disseminate information on harassment. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

The Power Harassment Prevention Law, which went into effect in June 2020, will be revised in April 2022, making it fully mandatory for small and medium-sized enterprises (SMEs) as well. Source: Ministry of Health, Labour and Welfare, "Power Harassment Prevention Measures" based on the Law for Comprehensive Promotion of Labor Policy will become mandatory for small and medium-sized employers! The term "second harassment" is also attracting attention at a time when "harassment" is becoming a growing social concern. In order for employees to work comfortably, it is necessary to know more about not only harassment but also second harassment. In this issue, we will explain why second harassment occurs and what companies can do about it. We will also introduce the reasons why second harassment can be a serious problem, so please refer to this article if you are in charge of human resources or labor affairs at a company. Table of Contents 01What is Second Harassment? Examples of Second Harassment 02Why Second Harassment is a Serious Problem Less recognition compared to "sexual harassment" and "power harassment Perpetrators have little sense of guilt Gives the impression of a "cover-up" to society as a whole 03Why does second-hand harassment occur? Because companies fail to inform the public about harassment Because the consultation counter is not functioning Because measures to prevent recurrence are not thoroughly implemented 04What to do when second-hand harassment occurs Listen to the victim's story Pay attention to the victim's privacy Clearly state the illegality in the company system 05 Summary What is second harassment? Secondary harassment refers to "secondary damage" such as being harassed as a result of the victim of harassment consulting with colleagues or superiors. It is sometimes referred to as "Sekaharasu," and is characterized by the fact that victims of sexual harassment or power harassment feel even greater distress as a result of second harassment. When second harassment occurs, it is detrimental not only to the victim but also to the company. If several people are subjected to second-hand harassment and the company does not take adequate measures, it can lead to disappointment from employees. The spread of such a reputation through the Internet and social networking services will also damage the company's image. Second harassment can be a major problem for both the employee and the company. Examples of Second Harassment Here are three examples of how second harassment can occur. Case 1. During work, Mr. A was told by his supervisor, "You are working late, so do it faster. If you can't do it, I'll fire you! He felt that he was being harassed, so he asked his coworkers for advice, but they told him, "Isn't it because you work too slowly?" Ms. A felt sad that her coworkers did not understand her pain. Case 2. Ms. B was physically touched by her boss and coworkers at a drinking party and persistently asked if she had a boyfriend. Ms. B felt harassed, and when she discussed the situation with the company's compliance officer, she was told that "it's just a drinking party, so it can't be helped. Case 3: Ms. C consulted a senior colleague with whom she had a close relationship about sexual harassment and maternity harassment by her supervisor. Ms. C was concerned about the way others looked at her and felt she did not belong at work. Back to Table of Contents Why Second Harassment is a Serious Problem Second harassment is harassment that includes the potential for serious consequences. There are three reasons why it can be a serious problem It is less well known than "sexual harassment" or "power harassment." Sexual harassment and power harassment are well-known terms, but second harassment is still less well-known. Since it is a form of harassment that refers to secondary damage, there are fewer opportunities to see it in the media compared to sexual harassment, which is a form of primary damage. Many people believe that "low awareness = no big problem". Perpetrators have little sense of guilt. One of the fundamental causes of second harassment is that the perpetrator does not have a strong sense of guilt. It is not uncommon for victims of sexual harassment or power harassment to suffer great trauma in their hearts, but the person they are talking to does not take them seriously. There are also perpetrators who think they are offering guidance with good intentions, such as "I am saying this for your sake. The inability of some people to relate to the victim's psychology can also cause the victim to suffer. Gives the impression to society as a whole that there is a "cover-up." Insufficient response to second harassment can give the impression to society as a whole that the harasser is "tacitly approving" of the harassment. If such an impression is created, you will lose the trust of your business partners and others. In addition, the company may even make you think, "I will not work for this company," which may lead to a big loss. Back to Table of Contents Why Does Second Harassment Happen? In addition to the perpetrator's own lack of guilt, there are many other reasons why second harassment occurs. Three typical causes are as follows Companies are not making themselves known to the public about harassment. Companies that believe that "harassment should not happen" may fail to inform their employees about harassment. As a result, many employees will be less aware of the problem of harassment, and second harassment is more likely to occur. Because the consultation service is not functioning Some companies have set up a consultation service regarding harassment. If the consultation service is functioning, even if harassment occurs, it will be dealt with successfully. However, if the consultation service is not functioning, the victim will have to endure the harassment, which may lead to the occurrence of second harassment. Due to lack of thorough measures to prevent recurrence Harassment does not always end the first time, as one victim may be victimized by the same person. If a company does not take appropriate measures to prevent recurrence, harassment can recur, which also increases second harassment. Back to Table of Contents What to Do When Second Harassment Occurs When second harassment occurs, company personnel need to implement appropriate measures. Here are three suggestions on how to deal with the situation. Listen to the victim's story First, it is important to listen to the victim's story in a friendly manner. In doing so, be careful to keep "listening" in mind. For victims of harassment, it takes courage to talk to someone. If you are able to listen carefully to what the harasser has to say and help them resolve the problem, they will feel relieved. In addition, if the person consulting with you says, "Isn't it your assumption?" is a form of second harassment and is not acceptable. Consider privacy. Harassment requires careful handling. In many cases, victims are hesitant to discuss sexual harassment, especially if they are being sexually harassed. It is essential to create an atmosphere in which anyone, regardless of gender (male or female), can consult with the harasser. For example, never reveal the details of the harassment to a third party friend. If the person to whom you disclose the harassment is close to the victim, the disclosure may lead to further trouble. Clearly state the illegality in the company's internal system. As a countermeasure that the company can take, clearly state in the company's internal systems that second degree harassment is illegal. If sexual harassment or maternity harassment occurs but no measures are taken, it is a violation of the Equal Employment Opportunity Law and the Child Care and Family Care Leave Law, respectively. Source: e-Gov "Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment, Article 11" [Source: e-Gov "Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care Leave and Family Care Leave, Article 23-2" If employees are made aware that their words or actions may be in violation of the law, their attitude toward harassment will change. As a result, prevention of second harassment can be expected. Back to Table of Contents Conclusion In this issue, we have provided an overview of second harassment, including reasons why it can be a serious problem, its causes, and what companies can do about it. Many people think that second harassment, which can lead to serious secondary damage, is "not a big problem" because it is still not well known. However, victims are mentally and physically exhausted, so it is essential for companies to take appropriate measures. Make sure to respond with sincerity, such as by listening to the victim's story. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

In recent years, many companies have placed a high priority on compliance initiatives. In particular, power harassment (power harassment) is considered a compliance violation. Compliance and power harassment are keywords that all companies must be aware of today. This article explains the meaning and importance of compliance, the definition and types of power harassment, and preventive measures. Managers who are considering compliance training for their employees are encouraged to refer to this article. Table of Contents 01Basic Knowledge about Compliance and Power Harassment Meaning and importance of compliance What is "power harassment" as a violation of compliance? Laws related to the prevention of power harassment 02Types of power harassment that compliance officers should understand Physical Attacks Mental aggression Disconnection from relationships Excessive demands Undersized demands Violation of the individual 03Countermeasures to prevent power harassment for non-compliance Investigate the actual situation in your company Inform employees of the rules and system within the company Educate employees 04Power harassment prevention is a compliance initiative required of all companies Basic Knowledge of Compliance and Power Harassment First, let's understand basic knowledge about compliance and power harassment. This section explains the meaning of compliance, the background to its growing importance, and an overview of power harassment that conflicts with compliance. Meaning and Importance of Compliance Compliance" is generally translated as "legal compliance" in Japan. Specifically, it means that a company conducts its business in compliance with rules and social norms. The "rules and social norms" referred to here include laws, employment regulations, and corporate ethics. The purpose of compliance efforts is to properly manage corporate activities and ensure risk management in order to prevent violations and misconduct by employees. To achieve this objective, it is necessary to develop a compliance system, establish a compliance department, and conduct compliance training. What is "power harassment" as a compliance violation? Power harassment is an abbreviation for "power harassment. It means that the perpetrator takes advantage of his or her socially superior position to inflict physical or mental pain on those in a weaker position. The Ministry of Health, Labor and Welfare defines power harassment as conduct that satisfies the following three elements (1) Speech or behavior based on a superior relationship (2) Exceeding the scope of what is necessary and reasonable in the course of work (iii) Harmful to the worker's working environment Definition of power harassment in "Basic Information on Harassment" by Akarui Shokuba Ouen-dan, Ministry of Health, Labor and Welfare. Laws related to the prevention of power harassment In May 2019, the "Law for Comprehensive Promotion of Labor Policy" was revised, making the prevention of power harassment in the workplace (commonly known as the Power Harassment Prevention Law) mandatory. The amendment came into effect on June 1, 2020 for large companies and on April 1, 2022 for small and medium-sized companies, making it mandatory to work toward the prevention of power harassment. The reason behind the revision of the Act on Comprehensive Promotion of Labor Policies is the increase in the number of victims of harassment, which has become more prominent in recent years. There has been a succession of consultations with employees who have been victims of bullying, harassment, and other forms of power harassment at their workplaces. In addition, the number of cases of workers' compensation for mental disorders is increasing every year. According to a survey conducted by the Ministry of Health, Labour and Welfare, many of the victims are victims of hierarchical and interpersonal relationships in the workplace. The number of consultations with the Labor Bureau regarding other types of harassment, such as sexual harassment and maternity harassment, is also on the rise. Source: Ministry of Health, Labor and Welfare, Akarui Shokuba Ouen Dan｜"Basic Information on Harassment" Harassment in the Data Back to Table of Contents Types of Power Harassment Compliance Staff Should Understand There are various types of power harassment, and it is important to address each type in order to prevent it. The following is a description of typical types of power harassment that occur in the workplace. Some individual cases may not fall into any of the categories. The consultation service on power harassment should respond flexibly to a wide range of cases of violations, without being particular about the types of violations. Physical attack This is an act of power harassment that physically attacks the other party's body. Even work-related guidance or attention that goes beyond the scope of what is appropriate for the job is considered power harassment. For example, hitting, punching, kicking, throwing things at, or grabbing someone by the chest are clear examples of power harassment. Mental Assault This is an act of power harassment in which the harasser attacks the other party's character or reputation with abusive language or other verbal abuse. Threats and insults are also included in mental harassment. Loud and intimidating abuse, persistent reprimands in front of other employees, and insults regarding sexual orientation and gender identity (gender identity) are typical examples of psychological attacks. Disconnection from relationships This is an act of power harassment that isolates a specific person from the group at work. This includes physically and mentally isolating a person. Typical examples include isolating a person in a separate room or ignoring him or her in a group. Excessive demands Power harassment is the act of making unreasonable demands on a specific employee. It also includes severe reprimands for failure to meet demands. Typical examples include imposing unrealistic goals on new employees or forcing them to perform chores unrelated to their work. Excessive demands This is an act of power harassment in which the employee is given work that is disproportionate to his or her experience and abilities, or work that is of low quality. Harassment by not giving work to employees also falls under this category. This includes ordering managers to perform only menial tasks, or forcing certain personnel to retire without giving them jobs. Violation of individuality This is harassment that excessively interferes with an individual's privacy. It includes various acts such as surveillance of private life, exposure of personal information, and so on. Prying into personal relationships outside of the workplace and contact on social networking sites are also considered violations of the individual. Back to Table of Contents Measures Taken to Prevent Power Harassment of Non-Compliance Up to this point, we have described specific types of power harassment. Below are examples of specific measures to actually prevent power harassment. Investigate the actual situation in your company First, it is necessary to understand the occurrence of compliance problems and discover issues in the current work environment. Typical methods include anonymous employee surveys, stress checks, and interviews with occupational health staff. In order to conduct a multifaceted survey, it is recommended that multiple methods be used. In addition, a small population of survey targets may bias the results. When conducting a survey, try to ensure a certain number of responses to increase reliability. Disseminate the rules and system within the company. Make sure that your employees are aware of the rules and systems in place to prevent harassment. To this end, share within the company the anti-harassment guidelines and measures in the employment regulations and how to use the consultation service. In some cases, employees do not take power harassment that seriously. Therefore, it is important for employers to actively communicate that they recognize the prevention of power harassment as an important issue. Educate employees. Conducting regular harassment prevention training to deepen understanding by employees is another important initiative. All employees must be aware of the importance of preventing power harassment. Therefore, it is ideal if all employees, from new hires to managers, can take the training. Another method is to conduct training by rank. An e-learning system makes it easier to establish a system for participation. Back to Table of Contents Prevention of Power Harassment is a Compliance Effort Required of All Companies Power harassment is a serious compliance violation. With the enactment of the Power Harassment Prevention Act, awareness of the need for thorough compliance has taken root among management and managers. However, it is not easy for all employees to share this awareness. A system is required to educate employees on compliance, in addition to calling out to them and watching them closely. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

In recent years, problems caused by harassment have been on the rise, and in June 2020, the "Comprehensive Labor Policy Promotion Law (commonly known as the Power Harassment Prevention Law)" was enacted for large companies as a measure to protect workers. In April 2022, small and medium-sized enterprises will also be obligated to take preventive measures. Although there are no penalties under this law, there is a possibility of being held liable for compensation, and harassment is a problem that is much closer to home than one might think. In this issue, we will discuss remote harassment in particular, explaining specific cases, the background behind their occurrence, and what can be done to prevent them in an easy-to-understand manner. We hope you will find it useful. Table of Contents 01What is Remote Harassment? 02Examples of what may constitute remote harassment Power harassment Sexual harassment Moral harassment 03Why does remote harassment occur? Reason 1: Difficulty in switching between home and work Reason 2: Not knowing how to manage subordinates 04What companies and employees should do to prevent remote harassment Company side Employee's side 05Summary What is Remote Harassment? As the name suggests, remote harassment is a form of harassment that has begun to be viewed as a problem in recent years. Remote work, which had not been very widespread before, quickly became common as a measure to prevent the spread of the new coronavirus. The ability to choose telecommuting as one of the ways of working is a great advantage for employees. In addition to preventing infectious diseases, many employees may find it reduces the burden of commuting, balances work with nursing care and childcare, and improves their motivation to work. On the other hand, however, some disadvantages can be seen. These include the difficulty of communication among employees and the fact that the criteria for personnel evaluation are not yet clear. These disadvantages can lead to harassment, which is also known as "remote harassment. Let's check specifically what kind of conduct constitutes remote harassment. Back to Table of Contents Examples of Potential Remote Harassment Remote harassment can be divided into three main types. Let's review each of them in detail. Power harassment elements When working from home, supervisors cannot see their subordinates at work. Remote harassment with a power harassment element tends to develop from this uneasiness. Asking to turn on the webcam or microphone at all times Excessively asking for work reports Giving work orders even though work hours are over Refusing to allow requests for overtime work Sexually harassing elements In a remote environment, you may see private aspects of your coworkers, supervisors, or subordinates that you did not know before. A casual remark made in such an environment may constitute harassment. Even if the person who said it did not intend to do so, if the other person feels discomfort or disgust, it is remote harassment. The following cases can be considered remote harassment with sexual harassment elements. Making remarks about clothing, body shape, makeup, etc. Asking for contact outside of work Persistently inviting someone to an online drinking party Persistently asking about family members or other people living with the employee Asks for individual connections on social networking sites Moral harassment elements Excessive intervention in private life that is completely unrelated to work is an act of harassment. The following cases are examples of remote harassment with morally harassing elements. Referring to private space such as room layout or furniture Reprimanding the entry of pets or children's voices, etc. High-pressure or intimidating behavior toward subordinates in web conferencing, etc. Back to Table of Contents Why Does Remote Harassment Happen? Why does this type of remote harassment occur? Remote harassment is harassment induced by situations unique to remote work. There are two main reasons for acts of harassment that occur in remote environments. Reason 1: Difficulty in switching between home and work. Remote workers who are connected to their workplaces online from the comfort of their own homes find it difficult to switch on and off, and tend to confuse their private and public life. Also, during remote work, you may catch a glimpse of your subordinate's private life, which often leads to the misunderstanding that you have become close to them. If the line between work and private life is not clearly delineated when working remotely, and communication is conducted with a misjudged sense of distance, harassment may occur. Reason 2: Unsure of how to manage subordinates In a remote work environment, it is difficult to grasp the actions and work progress of subordinates, and many people are concerned that they may be slacking off. As a result, they may ask their subordinates to report excessively or contact them outside of work hours. If this behavior goes too far, the subordinate may feel a great deal of stress, which may lead to harassment. Back to Table of Contents What Companies and Employees Should Do to Prevent Remote Harassment So what can be done to prevent remote harassment? Let's take a look at both the company and employee sides of the equation. Company side Increase employee knowledge of harassment Education for all employees is important to prevent harassment in general, including remote harassment. Ensuring that all employees are aware of what constitutes harassment will help curb remote harassment. Choose a method that is appropriate for your company, such as training, e-learning, or posting posters. Create well-defined company rules regarding remote work. Both supervisors and subordinates often feel uneasy under unfamiliar remote work conditions. To alleviate this uneasiness, create firm internal rules. For example, make the rules as specific as possible regarding the appropriate method and frequency of checking the progress of work, how to communicate with each other online, etc., and make sure that the framework for teleworking in your company is firmly established. In addition, management for office work and management for remote work should be considered different. Create new criteria for personnel evaluation appropriate for remote work. Establish a harassment consultation service It is also effective to set up a consultation service for harassment within the company. The consultation service can be a safe place not only for employees who may have been subjected to remote harassment, but also for those who may have committed remote harassment. In such cases, the HR representative who receives the consultation should only try to confirm the facts calmly and objectively. If it is difficult to set up an appropriate contact person within the company and there is no cooperative system, one suggestion would be to rely on a specialized outside contact person. On the part of the employee Proper appearance Even if you are working remotely, do not wear loungewear or no makeup. At the very least, wear clothes and makeup that are ready to go out right now, and be careful not to show your private side. If this is difficult, turning off the camera is also an option. Set up a virtual background. If you are conducting a web conference, set up a virtual background so that your private parts are not shown. This will prevent people from prying into your private life. If a virtual background is not possible, make sure that laundry, bedding, and other items that give the impression of daily life are not seen by the camera. Back to Table of Contents Conclusion. Harassment is something that is likely to be done unconsciously. Although teleworking has spread throughout society at a rapid pace, it is still in its infancy, and the remote harassment that occurs in this context requires attention. The key to preventing the occurrence of remote harassment is to have the correct knowledge. Now that small and medium-sized enterprises are required to take measures to prevent power harassment, it is essential to provide employees with opportunities to acquire correct knowledge. Why not take this opportunity to consider training on harassment? Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Power harassment and sexual harassment are well-known among "harassments" that harass or disadvantage others, but nowadays harassment is becoming more diverse and complicated, especially for those in charge of human resources. In this article, we will touch on the different types of harassment and introduce specific ways to deal with them. If you are in charge of human resources at a company, please refer to this article. What is "harassment" in the workplace? Harassment refers to annoying behavior such as harassment or bullying of a person. It does not matter whether the harasser has malicious intent or not, if the harassed person feels mentally uncomfortable, it constitutes harassment. According to a survey conducted by the Ministry of Health, Labour and Welfare (Status of Implementation of the Individual Labor Dispute Resolution System in Fiscal Year 2022), the number of civil individual labor dispute consultations concerning "bullying and harassment" has been the highest for eight consecutive years. As you can see, problems caused by harassment are currently occurring at many companies. Back to Table of Contents Typical Types of Harassment There are many different types of harassment. Let's take a look at some of the most common types of harassment in the workplace. bullying Power harassment (power harassment) is the act of using one's position in the workplace to inflict mental or physical pain on subordinates. In simple terms, it is bullying and harassment in the workplace, and some supervisors may confuse it with coaching. However, "reverse power harassment," in which a subordinate inflicts mental or physical pain on his or her superior, has also become an issue, and is becoming a form of harassment that does not depend on the position of the perpetrator. Sexual Harassment Sexual harassment (sexual harassment) is an act of sexual behavior or conduct that harms the working environment or causes emotional distress. Both men and women can be perpetrators or victims of sexual harassment, and sexual harassment of the same sex as well as the opposite sex is on the rise. Another type of harassment similar to sexual harassment is maternity harassment, in which women who are pregnant or have given birth to a baby are subjected to unkind words. Moral Harassment Moral harassment (moraharassment) is an act of offending another person's character or dignity by comments or attitudes that cause mental or physical pain. Specific examples include "intentionally rejecting the other person's opinion" and "unnecessarily giving attention in public. Moral harassment is a type of harassment that is difficult to recognize because the perpetrator is unaware of the offense and it is difficult to leave physical evidence. Care harassment Care harassment is an act of inflicting emotional distress on those who are unable to work as they wish due to family caregiving or other reasons. For example, taking advantage of a supervisor's position, an employee who is unable to work overtime due to nursing care may "intentionally lower his/her personnel evaluation" or "withdraw his/her leave for nursing care. Since nursing care leave is recognized as a worker's right, care harassment can be illegal under the law. Second Harassment Second Harassment (Sekaharas) is a term used to describe the secondary victimization of a power or sexual harasser by another supervisor or co-worker. Cases have arisen where people are afraid of this second harassment and are unable to talk to others even though they have been harassed. It is characterized by a lack of awareness of harassment, and tends to occur in workplaces with poor openness. Remote Harassment Remote harassment (remoharassment, teleharassment) is one type of harassment that has increased with the recent spread of remote work. It is harassment that occurs during remote work, and examples include "stepping into private matters during a web conference" and "forcing an online drinking session. Misjudgment of distance and difficulty in communication may result in unintentional remote harassment. Back to Table of Contents Causes of Harassment How does workplace harassment occur? Let's look at four major reasons, in order. Reason 1: There is a difference in individual awareness. The first reason is that some people have biased ideas, such as differences in the sense of gender and assumptions due to hierarchical relationships. As long as you work in an organization, there are employees with various ways of thinking. What may seem like communication to one person may be offensive to another. Misalignment of personal attitudes is most likely to occur mainly in large companies or departments with many people. Reason 2: Poor work environment Harassment is more likely to occur in a workplace with poor ventilation. Specific examples would be a closed environment with an overbearing boss or an environment where mistakes are not tolerated. Controlling spaces are much more likely to normalize harassment. eee Without a workplace where the opinions of working employees are shared and reflected well within the company, it will be difficult to solve harassment problems. Reason 3: Lack of communication The increase in online and tool-based communication in the Corona disaster is another reason for harassment. Now that face-to-face communication has decreased and social networking has become widespread, it is becoming more difficult for employees to communicate with each other. Lack of communication may lead to a lack of sufficient trust, and mutual misunderstandings may lead to harassment. Adequate communication can help prevent harassment. Reason 4: Low awareness of harassment To begin with, awareness of harassment tends to be remarkably low in Japan. According to a survey conducted by the Ministry of Health, Labor and Welfare (FY2020 Report on the Actual Situation of Harassment in the Workplace), the number of consultations on harassment, with the exception of sexual harassment, has not decreased over the past three years. Few companies continue to make efforts to prevent harassment, and the lack of awareness among employees in managerial positions is conspicuous. Back to Table of Contents What is the Negative Impact of Harassment on a Company? Harassment is one of the issues that companies need to address as a priority. Let's take a look at the specifics of how it can negatively impact a company. Decrease in employee motivation The first negative effect of harassment is a loss of employee motivation. In a workplace where harassment is rampant, good human relations cannot be built, and motivation is greatly impaired. This can have a negative impact not only on the victims of harassment, but also on the employees who witness the harassment. When motivation is lowered, efficiency and productivity on the job are significantly reduced, which in turn has a negative impact on the company's business performance. Increased turnover Employees who are harassed leave the company, leading to an increase in the turnover rate. According to a survey by the Ministry of Health, Labor and Welfare (FY2020 Report on the Actual Situation Concerning Harassment in the Workplace), about 10% of all respondents "resigned from their companies" as the behavior of "those who have been subjected to power harassment, sexual harassment, or significant inconvenience from customers or others in the past three years. Companies have an obligation to consider the workplace environment when hiring employees. Therefore, there is no possibility of not only an increase in turnover but also, in the worst case scenario, a harassed employee may sue the company and impose legal liability. Damage to corporate image If harassment issues are brought to light through suicides or lawsuits, the company's image will be damaged. Social credibility and workplace stability will be lost, and relationships with business partners may be severed. In particular, we are now in the era of the SDGs, which recognize the diversity of workers. the SDGs (Sustainable Development Goals) are international goals adopted at the UN Summit in 2015 that aim to achieve a sustainable and better world by 2030. Harassment is an act that is contrary to the SDGs goals, such as "Achieve gender equality" and "Peace and justice for all," and will be shunned by the public. What are the SDGs? ｜ JAPAN SDGs Action Platform ｜ Ministry of Foreign Affairs of Japan Back to Table of Contents How to Handle Harassment Laws related to the prevention of power harassment went into effect in June 2020 and were revised in April 2022. Since the law is now fully mandatory, even for small and medium-sized enterprises, public interest and awareness are increasing. Next, let's look at specific ways to deal with harassment. Raise awareness and make people aware of harassment Companies should take the initiative in raising awareness and making people aware of harassment. Specific measures include conducting training and establishing rules and regulations. When conducting training, try to invite experts as much as possible to provide basic knowledge about harassment and its countermeasures. If it is not possible to invite a lecturer, seminars using educational materials or videos are also effective. When establishing rules and regulations, be sure to include specific punishments in the work rules, such as disciplinary dismissal or pay cuts. Establishment of a Consultation Desk Arrange for a counselor and set up a consultation service regarding harassment within the company. It is important to ensure the privacy of the person consulting by using e-mail, telephone, or the company intranet, in addition to face-to-face meetings. In addition to the human resources department, it is also a good idea to set up a consultation service with the labor union or in-house counselors so that employees can feel free to consult with them. If it is not possible to do so within the company, then the employee can be directed to an external consultation service such as the General Labor Consultation Corner or Hello Work. Appropriate handling of post-harassment issues No matter how many measures are taken to prevent harassment, problems may still occur. In such cases, it is necessary to take prompt and appropriate action. First of all, confirm the facts and take appropriate action against the victim and the harasser. Measures must be taken against the harasser in accordance with the employment regulations. On the other hand, for the harasser, offer options such as transfer or leave of absence, while respecting the wishes of the harassed employee. In addition, it is important to make efforts to prevent harassment from happening again. Back to Table of Contents SUMMARY In this report, we have touched on the different types of harassment, their negative impact on companies, and the measures companies should take to deal with them. It is important for companies to create a working environment where harassment does not occur on a daily basis, and if it does occur, it is important to resolve it as soon as possible. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. ▼ We also recommend this one! Also read Back to Table of Contents

Moral harassment is a problem in many companies. Like power harassment and sexual harassment, it is one type of harassment that needs to be addressed. On the other hand, compared to other types of harassment, it is more difficult for the problem to become apparent, and in some cases, even if it occurs, it goes unnoticed. If you are considering conducting training on harassment within your company, you should also be aware of the necessary countermeasures against moral harassment. This article provides a thorough explanation of what is meant by moral harassment, how it differs from power harassment and sexual harassment, and the preventive measures that companies should take. Table of Contents 01Basic Knowledge of Moral Harassment (Moral Harassment) What is Moral Harassment? Differences from Power Harassment and Sexual Harassment Examples of words and actions that fall under moral harassment in the workplace 02Laws Related to the Prevention of Harassment in the Workplace Obligation to give due consideration to safety under the Labor Contract Act Obligation to take measures to prevent power harassment under the Law for Comprehensive Promotion of Labor Policies and Measures 03Workplace Initiatives to Prevent Moral Harassment Thoroughly promote awareness and awareness of harassment prevention Establish a consultation service and develop methods for dealing with harassment Conduct harassment prevention training 04It is important to make employees aware of the importance of preventing moral harassment Basic Knowledge of Moral Harassment