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<\/a><\/span><\/p>\nWith \"harassment\" becoming a growing social concern, the term \"second harassment\" is also gaining attention. In order for employees to work comfortably, it is necessary to know more about not only harassment but also second harassment.<\/p>\n
In this article, we will discuss second harassment, the reasons why it occurs, and how companies deal with it. Contents<\/p>\n Second harassment is defined asThis refers to \"secondary damage\" such as being harassed as a result of the victim of harassment consulting with colleagues, superiors, etc.<\/span> When second harassment occurs, it is detrimental to the victim as well as to the company. If several people are subjected to second harassment and the company does not take adequate measures, it can lead to disappointment from the employees. Second harassment can be a major problem for both the employee and the company.<\/p>\n Here are three examples of how second harassment occurs.<\/p>\n [Case 1 \n[Case 2 \n[Case 3 Back to Contents<\/a><\/p>\n Second harassment is harassment that includes the potential for serious consequences. There are three reasons why it can be a serious problem<\/p>\n Sexual harassment and power harassment are well-known terms, but the term \"second harassment\" is still not well-known. Since it is a form of harassment that refers to secondary damage, there are fewer opportunities to see it in the news media compared to sexual harassment, which is a form of primary damage. Many people believe that \"low awareness = no big problem.<\/p>\n One of the fundamental causes of second harassment is the lack of guilt on the part of the perpetrator. 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.<\/p>\n Some perpetrators also believe that they are giving guidance with good intentions, as in \"I am saying this for your sake. The inability of some people to be close to the victim's psychology can also cause the victim to suffer.<\/p>\n Inadequate response to second harassment will give the impression to society as a whole that the harassment is tacitly tolerated. If such an impression is created, the company will lose trust from business partners and others. In addition, the company may even be forced to \"stop working for this company,\" which may lead to a significant loss.<\/p>\n Back to Contents<\/a><\/p>\n 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<\/p>\n Companies that believe that \"harassment should not happen\" may fail to inform their employees about harassment. Some companies have a consultation service regarding harassment. If the consultation service is functioning, even if harassment occurs, it will be dealt with successfully. Harassment does not always end once and for all, 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-hand harassment.<\/p>\n Back to Contents<\/a><\/p>\n When second harassment occurs, company personnel need to implement appropriate measures to deal with the situation. Here are three examples of actions that should be implemented.<\/p>\n First, it is important to listen to the victim in a friendly manner. In doing so, be careful to keep \"listening\" in mind.<\/p>\n For victims of harassment, it is an act of courage to talk to someone. If the counselor can listen carefully to what the victim has to say and help them resolve the problem, the victim will feel relieved. 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 talk to anyone.<\/p>\n For example, never reveal the harassment to a third party friend. If the person to whom you disclose the information is close to the victim, the disclosure may lead to further problems.<\/p>\n As a measure that the company can take, clearly state in the company system that second 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.\n<\/p>\n e-Gov \"Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment, Article 11.\" e-Gov \"Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care 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.<\/p>\n Back to Contents<\/a><\/p>\n In this issue, we have provided an overview of second harassment, including the reasons why it is a serious problem, its causes, and what companies can do about it.<\/p>\n Secondary harassment, which can lead to serious secondary damage, is still not well known, and many people consider it \"not a big problem. However, it is essential for companies to take appropriate measures to deal with this issue, as it can be mentally and physically draining for the victim. Make sure to respond with sincerity by listening to the victim's story.<\/p>\n For in-house elearning courses, learningBOX will help you effectively.<\/span><\/p>\n
Reasons why second harassment can be a serious problem will also be presented, and corporate human resources or labor relations personnel are encouraged to refer to this information.<\/p>\n\n
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What is second harassment?<\/h2>\n
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Sometimes referred to as \"sekaharasu,\" it is characterized by the fact that victims of harassing acts such as sexual harassment (sexual harassment) and power harassment (power harassment) feel even greater distress from second harassment.<\/p>\n
In addition, the spread of such a reputation through the Internet and social networking sites will also damage the company's image.<\/p>\nSecond Harassment Cases<\/h3>\n
\nWhile at work, Mr. A is told by his supervisor, \"You are working too slow, so do it faster. If you can't do it, I'll fire you! Ms. A felt that she had been subjected to power harassment, so she asked her coworkers for advice, but was told, \"Isn't it because you work too slowly?\" Ms. A felt sad that her coworkers did not understand her pain.\n<\/p>\n<\/section>\n
\nAt a drinking party, Ms. B was physically touched by her boss and coworkers and persistently asked if she had a boyfriend. Ms. B felt harassed, and when she discussed this with the company's compliance officer, she was told, \"It's just a drinking party, so it can't be helped.\n<\/p>\n<\/section>\n
Ms. C. discussed sexual harassment and maternity harassment by her supervisor with a senior colleague with whom she was close. Ms. C was concerned about the way others looked at her and felt she did not belong at work.\n<\/p>\n<\/section>\nWhy Second Harassment is a Serious Problem<\/h2>\n
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<\/p>\nLess recognition than \"sexual harassment,\" \"power harassment,\" etc.<\/h3>\n
The perpetrator's sense of guilt is low.<\/h3>\n
Gives the impression of a \"cover-up\" to society as a whole<\/h3>\n
Why Does Second Harassment Happen?<\/h2>\n
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<\/p>\nBecause companies are not making themselves known to the public about harassment<\/h3>\n
As a result, many employees will be less aware of the problem of harassment, making it easier for a second harassment to occur.<\/p>\nDue to lack of a functioning consultation service<\/h3>\n
However, if the contact point is not functioning, the victim is forced to put up with the situation, which leads to the occurrence of second harassment.<\/p>\nDue to lack of thorough measures to prevent recurrence<\/h3>\n
What to do if second harassment occurs<\/h2>\n
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<\/p>\nListen to the victim's story<\/h3>\n
\nIn addition, it is not acceptable for the person being counseled to say something negative about the victim's feelings, such as \"Isn't it your assumption?\" is not acceptable because it constitutes second harassment.<\/p>\nPrivacy considerations<\/h3>\n
The illegality is clearly stated in the company's internal system.<\/h3>\n
<\/a><\/span><\/p>\n<\/a><\/span><\/p>\nSummary<\/h2>\n
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