e-Learning Blog

〈What is Harassment Education?〉

Harassment education is an internal training aimed at preventing harassment and inappropriate behavior in the workplace, creating an environment where all employees can work with peace of mind. Regarding power harassment, the Ministry of Health, Labour and Welfare defines it as meeting the following three elements.

(1) Conducted Based on a Superior Relationship (With Dominance as the Background)
For example, actions such as a superior using their position to be harsh to a subordinate or repeatedly reprimanding beyond proper guidance fall under this category.

(2) Conducted beyond the appropriate scope of work
This includes cases such as ordering private errands that are unnecessary for the proper execution of work or imposing excessive work burdens, exceeding the bounds of legitimate guidance.

(3) Causing physical or mental pain, or harming the work environment
This includes situations where the other person suffers physical or mental damage or feels uncomfortable at work due to verbal abuse or violence, statements that deny their personality, ignoring, or exclusion from the group.

Harassment education requires employees to understand such basic knowledge and to prevent unintentional harm.

〈What kinds of harassment occur in the workplace?〉

The three most common types of harassment seen in the workplace are as follows.

●Power Harassment
Harassment that exceeds an appropriate scope in the course of work by exploiting superiority in position or interpersonal relationships.

●Sexual Harassment
Harassment that damages dignity through sexual behavior or remarks that cause discomfort against the other person's will

●Maternity and Paternity Harassment
Harassment that causes distress by unfair treatment such as dismissal or demotion, or lack of consideration, due to pregnancy, childbirth, childcare, etc.

In addition, various types of harassment can occur in the workplace, such as SOGI (Sexual Orientation and Gender Identity) harassment involving harassment related to sexual orientation and gender identity, and alcohol harassment related to drinking. Furthermore, it is not uncommon for certain behaviors, such as a superior making sexual remarks to a subordinate, to fall under multiple categories, including both power harassment and sexual harassment.

By explaining specific examples along with an overview of each type of harassment, perpetrators can refrain from their behavior thinking, "My actions might be considered harassment," and victims can recognize, "This is harassment, so it is okay to seek consultation," enabling them to appropriately ask for help.

Also, presenting case examples is effective in conveying what kind of impact harassment has on the workplace and what kind of disciplinary actions are taken as a result.

▼Case Example
A case of power harassment occurred where a superior verbally abused a subordinate, causing the victim to develop a mental illness and take leave. Although it was a first offense, due to the severity of the harm, the perpetrator was suspended.

Creating an environment where harassment does not occur requires a deep understanding of harassment.

＞Related Services: Harassment Training through e-Learning - Basic Knowledge of Workplace Harassment

<Regarding Laws Related to Harassment>

Various legal regulations exist concerning harassment.

・Power Harassment: Power Harassment Prevention Act (Revised Act on Comprehensive Promotion of Labor Policies)
・Sexual Harassment: Equal Employment Opportunity Act
・Maternity and Paternity Harassment: Equal Employment Opportunity Act, Child Care and Family Care Leave Act
・Others: Labor Contract Act, Civil Code, Penal Code

Furthermore, in June 2020, the Comprehensive Promotion of Labor Policies Act was amended, making it the employer's obligation to implement harassment countermeasures in the workplace.

Not only by conveying that "harassment is unacceptable," but also by informing that these actions are in violation of the law, we can enhance compliance awareness and contribute to the prevention of occurrences. Furthermore, victims will understand that they are protected by law, making it easier for them to seek consultation and support.

Of course, even if harassment is not prohibited by law, it is not morally acceptable. However, by publicly informing employees through the company that such behavior is legally prohibited, it is expected to demonstrate a stance of zero tolerance toward harassment and to foster a greater sense of awareness and responsibility among individuals.

While preventing harassment is of course important, it is also crucial to understand how to respond in case it does occur. Even if one has acquired sufficient knowledge, it is meaningless if they cannot respond appropriately when it actually happens.

Of course, being harassed is shocking, but witnessing it as a third party is also deeply distressing, and there is anxiety involved when it comes to consulting or reporting. For smooth problem resolution, clearly inform everyone about what actions should be taken when they themselves are victimized or when they notice someone else is being victimized.

Specifically, it is necessary to clearly explain where and how to seek consultation, as well as what the subsequent process will be. At that time, if you carefully explain in advance matters that could be hurdles, such as whether the confidentiality of the person consulting will be protected and whether anonymous consultations are possible, it will increase the sense of security and make it easier to seek consultation.

In addition, education for employees who may receive harassment consultations, such as managers, is indispensable. Beyond just education, establish a system that always enables appropriate responses by creating response manuals and workflows.

By thoroughly implementing harassment education and establishing a system in this way, awareness within the company will increase, leading to the realization of a healthy workplace environment where everyone can work with peace of mind.

Harassment education should not end with simply conducting training; it is important to consider improving the overall workplace culture. By focusing on the following three points, more effective and practical initiatives can be expected.

〈Point.1〉Raise Awareness of Harassment Risks Within the Company

Harassment is an issue that can happen to anyone. It is key to prevention that each employee understands these risks and has the knowledge to avoid becoming either a perpetrator or a victim. When sharing information within the company, including concrete examples makes it easier to understand.

〈Point.2〉Not just conducting training, but making culture-building a prerequisite

To ensure that the awareness of "not tolerating or allowing harassment" takes root within the company, it is necessary to pay attention not only to training but also to daily communication and the attitudes of management. Creating an environment where people can speak up with confidence leads to a workplace with good openness.

〈Point.3〉Incorporate Effective Methods in Harassment Training

It may be difficult to change learners' awareness through a lecture-style format where they passively listen. By incorporating group discussions and role-playing into the training, and providing opportunities to consider harassment as a personal issue, understanding is promoted and knowledge retention is enhanced.

Harassment training is greatly influenced not only by the content learned but also by "how it is conducted." We explain three representative implementation methods along with their respective advantages and disadvantages.

〈Implementation Method.1〉e-Learning

◎Merits: The strength lies in the ability to learn regardless of time or place, making it easy to uniformly disseminate knowledge to all employees. Depending on the system used, progress management is also easy, and there are many options for commercially available teaching materials, which can be utilized to reduce costs.

●Disadvantages: Since learners study at their own pace, maintaining motivation can be challenging. Additionally, there are few opportunities for communication with instructors or other learners, making it difficult to ask questions or exchange opinions.

〈Implementation Method.2〉Face-to-Face Lectures (In-Person & Online)

◎Merits: The strength of face-to-face lectures lies in the direct communication between the instructor and learners. Additionally, benefits include maintaining learners' motivation and making it easier for them to concentrate.

●Disadvantages: There may be effort involved in scheduling and securing a venue, which can incur costs. In online lectures, maintaining concentration and ensuring opportunities for interaction are challenges.

〈Implementation Method.3〉Role Play and Discussion

◎Merits: By thinking while imagining actual scenes, it promotes learners’ personal engagement and deepens their understanding. Additionally, exchanging opinions among learners also serves as a stimulus.

●Demerits: There can be a high psychological barrier to participation, making it difficult to elicit active opinions. Furthermore, preparation of the venue, as well as arranging and training facilitators, is also necessary.

Each implementation method has its own advantages and disadvantages, so the key to success is selecting the appropriate method according to the purpose and the characteristics of the learners. Combining multiple implementation methods is also effective in enhancing learning outcomes.

Harassment education is an essential initiative for building healthy human relationships within companies.
We hope this article will serve as a reference to help prevent power harassment, sexual harassment, maternity harassment, and other forms, creating an environment where each employee can work with peace of mind.

That said, it is not easy to convey these points clearly within a limited time. Human Science's e-learning materials cover the key points comprehensively and allow learning in about 30 minutes.

＞Related Services: Harassment Training through e-Learning - Basic Knowledge of Workplace Harassment