What is SOGI harassment? Measures companies should take

2022.09.12

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The definition of harassment is broad, and in recent years, its types have become increasingly diverse. Among them, the one gaining attention recently is "SOGI (Soji-Sogi) Harassment."

SOGI harassment refers to harassment related to sexual orientation and gender identity, but many people may still not fully understand it. However, since measures against SOGI harassment have been included as an obligation for employers in the Power Harassment Prevention Act (Revised Comprehensive Promotion of Labor Policies Act) fully enforced in April 2022, companies are now required to build understanding and prevention systems for SOGI harassment.

Therefore, this time, we will explain SOGI harassment from multiple perspectives, including its definition, specific examples, and actual cases of LGBT training.

1. What is "SOGI" in SOGI Harassment?
2. Specific Examples of SOGI Harassment
3. Companies Conducting Training and Support Related to LGBT
4. How Can We Conduct SOGI Harassment Training?

1. What is "SOGI" in SOGI Harassment?

Harassment, in the first place, is a term that refers to "unpleasant behavior or bullying in various situations," and in environments involving many people, such as companies, it is a problem that tends to occur unintentionally. First, it is necessary to understand the definition of SOGI harassment and change awareness to prevent such issues from arising.

SOGI is an acronym formed from the initials of Sexual Orientation and Gender Identity, pronounced as "Soji" or "Sogi." Let's look at the meanings of each term.

●Sexual Orientation
It refers to which gender a person is romantically or sexually attracted to, or not attracted to. Some people are attracted to the opposite sex, while others have romantic feelings for the same sex. There are also various other sexual orientations.

●Gender Identity
How one perceives their own gender. Some people have a physical gender that matches their mental gender, while others do not.

From the above, SOGI is a term that represents a person's attributes, specifically "which gender a person is sexually attracted to and how they perceive their own gender," and it originated from the idea that "all sexual orientations and gender identities should be respected."

In other words, SOGI harassment refers to slander and bullying directed at sexual orientation or gender identity, encompassing mental and physical harassment such as discriminatory remarks, ridicule, and violence. It also includes experiencing social disadvantages due to discrimination, such as forced transfers, refusal of employment, or dismissal in the workplace.

What is the difference between LGBT and SOGI?

Now, at this point, many of you might have the word "LGBT" come to mind. LGBT is an acronym representing sexual minorities: Lesbian (women who are attracted to women), Gay (men who are attracted to men), Bisexual (people attracted to both sexes), and Transgender (people whose gender identity differs from the physical sex assigned at birth). Recently, the term LGBTQ is also used, where "Q" stands for Queer or Questioning—people who do not fit into any of the other categories.

On the other hand, SOGI refers to each individual's sexual identity and is a concept that applies to everyone. Since it includes all sexual orientations and gender identities, including heterosexuality, it is not a matter of "I am not LGBT, so this issue does not concern me." It is a theme that involves everyone, and everyone must be aware that they can be involved in SOGI harassment.

2. Specific Examples of SOGI Harassment

In 2017, a certain variety show aired a character that mocked gay men, which sparked a flood of criticism. This character had gained attention in the show's comedy segment during the 1980s and 1990s and became a topic of discussion upon its reappearance after about 30 years. However, unlike back then when knowledge and understanding of LGBT issues were not widespread, it is of course taboo to broadcast discriminatory expressions on modern television media. This was a case lacking awareness and consideration of SOGI, and it is only natural that it faced intense criticism.

This is a typical example, but cases that constitute SOGI harassment can often be seen in our daily lives. Also, if one lacks even basic knowledge about sexuality, they may unconsciously be engaging in such behavior themselves.

From here, we will introduce specific examples of SOGI harassment. Let’s learn about the various cases so that we do not hurt others with our words or actions. Additionally, when you witness such scenes, it is important to take action by raising awareness or encouraging improvement.

(Example 1 of SOGI Harassment) Discriminatory remarks, ridicule, and name-calling
Using derogatory terms for homosexuals such as "homo" or "les," or making critical or mocking remarks about sexual orientation or gender identity (e.g., "like an effeminate man," "man-woman")—even if the speaker has no ill intent and is joking—constitutes SOGI harassment that hurts the feelings of the individuals involved.

(Example 2 of SOGI Harassment) Bullying, Ignoring, Violence
Causing physical or mental pain such as violence or bullying to a person because of their sexual orientation or gender identity is, needless to say, SOGI harassment. Additionally, turning a blind eye to such behavior can also be considered as being complicit in SOGI harassment.

(Example 3 of SOGI Harassment) Forcing someone to live as an undesired gender
Forcing someone to live or act in a way that ignores their gender identity is also a form of SOGI harassment. For example, forcing a person whose legal gender is male but whose gender identity is female to wear a male uniform, or failing to accommodate their choice of restroom, are instances of this.

(Example 4 of SOGI Harassment) Unjust transfers and dismissals
"A woman who dresses as a man will be transferred because she stands out from the team," and "being dismissed because it is uncomfortable for a man to wear makeup" are also considered SOGI harassment when unjust transfers or dismissals are issued based on sexual orientation or gender identity.

(Example 5 of SOGI Harassment) Disclosing someone's SOGI without their permission (Outing)
When someone who knows an individual's SOGI shares that information with others without the person's consent, it is called "outing." This act can also lead to disadvantages for the person involved and constitutes SOGI harassment. Additionally, outing raises issues related to privacy and the violation of the freedom to choose whether to come out or not, causing emotional distress to the individual.

By the way, coming out refers to when the individual personally reveals their sexual orientation or gender identity to those around them. In contrast, outing means that someone other than the individual discloses this information without their consent. These two terms have significantly different meanings, so be careful not to confuse them.

3. Companies Conducting Training and Support Related to LGBT

To prevent SOGI harassment, it is essential to respect each individual's SOGI and deepen knowledge and understanding of LGBT. Some companies provide "LGBT training" sessions and proactively share accurate information with their employees. Here, we introduce examples of LGBT training and support initiatives already being implemented within companies.

●Case of an Electronics Manufacturer

(1) Holding In-house Seminars and the Like
Within human rights awareness training for all employees, content themed on LGBT is provided. Additionally, to deepen understanding, external experts and organizations are invited to hold workshops and seminars.

(2) Establishment of In-house Consultation Desk
A "Human Rights Consultation Desk" has been established to promote an environment where each employee can fully demonstrate their abilities. The consultation desk is set up not only at the headquarters but also at each regional office, focusing on creating a system that makes it easy to consult.

(3) Improvement of Workplace Environment
When requested by transgender employees, support based on their gender identity is provided (e.g., health checkups, name display at the workplace, clothing, support for continuing work during treatment or surgery, etc.). Additionally, the introduction of multi-purpose restrooms is being expanded.

(4) Consideration for LGBT in Recruitment Activities
No gender field will be included in the entry sheet. LGBT training is conducted in the recruitment department.

●Case of a Foreign IT Company

(1) Establishment of Internal Consultation Desk
A website and SNS for LGBT have been set up, allowing consultations and contact at any time. Questions and consultations are handled by leaders of the LGBT community and diversity officers. Use without disclosing the name or employee number is also possible if the individual concerned does not wish to disclose them.

(2) Improvement of Workplace Environment
Installed "Universal Restrooms" that can be used by anyone, regardless of gender, on all floors of the headquarters and some business locations.

(3) Consideration for LGBT in Recruitment Activities
At each briefing session, recruitment staff introduce the company's initiatives for LGBT. Individual consultations are also accepted.

● Airline Case

(1) Hosting of in-house seminars
Conducting e-learning for HR personnel, management, and all employees in the group.

(2) Establishment of Internal Consultation Desk
A dedicated consultation desk for LGBT has been set up in the Human Resources Department, accepting inquiries via phone and email.

(3) Consideration for LGBT in Recruitment Activities
Recruiters are informed about the basics of LGBT and important points in recruitment activities (such as how to respond if someone comes out, and difficulties faced by LGBT job seekers) to ensure thorough understanding.

● Insurance Company Case

(1) Hosting of in-house seminars
Conducting human rights training themed on LGBT for all employees. Additionally, special training is provided for employees in positions that directly interact with customers, such as contact center staff and financial planners.

(2) Establishment of Internal Consultation Desk
A dedicated LGBT consultation desk (with a dedicated phone line and email address) has been set up within the company, creating a system to respond to individual consultations.

(3) Creating an Inclusive Workplace Culture
The company recruits volunteers to participate as a company in external communities and organizations that promote understanding of LGBT issues. Through these activities, the company declares its aim to be an “LGBT-friendly” organization and actively promotes this stance, working to create a workplace culture where employees feel comfortable expressing their opinions about LGBT matters.

In addition to the four companies mentioned above, many other companies are also working to promote understanding of LGBT issues. Furthermore, beyond such awareness activities, it is noticeable that some companies have revised their HR policies to apply to same-sex partners as well, and have explicitly stated in their internal regulations that "discrimination based on sexual orientation or gender identity is not allowed," indicating a proactive stance towards achieving diversity & inclusion.

*Diversity & Inclusion means respecting, recognizing, accepting, and leveraging the diversity of human resources (= diversity) (= inclusion).

4. What should we do to conduct SOGI harassment training?

Various types of harassment occur in the workplace. Among them, SOGI harassment related to sexual orientation and gender identity involves strong privacy elements and requires careful handling. Additionally, without proper knowledge about gender, there is a risk that we may unintentionally hurt someone, making this a very delicate issue.

So far, we have explained the definition of SOGI harassment, examples, and initiatives by various companies. To prevent SOGI harassment and create an environment where each individual can work comfortably, it is essential for employees to receive proper training and acquire accurate knowledge.

Therefore, what we would like to propose for conducting efficient SOGI harassment training is e-learning.
E-learning allows you to study at the best timing regardless of time or place, making it an easy-to-use tool for busy working adults. Additionally, from the administrator’s perspective, it can eliminate various troublesome tasks such as preparing venues and scheduling multiple sessions, and it is also expected to reduce costs compared to group training.

Human Science's e-learning materials allow you to thoroughly learn not only about SOGI harassment but also the "three major harassments": power harassment, sexual harassment, and maternity harassment. Additionally, it is appealing that the content is practical, providing knowledge on the appropriate actions and consultation contacts required when harassment is experienced or noticed.

As many companies are undertaking various initiatives toward realizing a diverse society, why not start by raising awareness about SOGI harassment through easily accessible e-learning and promote a shift in employee mindset?

Please check this as well.
STOP! Harassment - Basic Knowledge of Workplace Harassment -

Source: From the document "Towards the Realization of a Diversity and Inclusion Society" published by the Japan Business Federation in 2017

Author:

Shizuko Sase

Education Solutions Department Production Group Writer
After joining Human Science, worked as a technical writer,
gaining experience in the design and writing of product manuals and operational manuals.
Subsequently engaged in writing and production direction of e-learning materials.
Involved in the production of approximately 200 educational materials to date.

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