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First of all, harassment refers to "various forms of harassment and bullying" and in an environment where a large number of people are involved, it is also a problem that tends to occur unconsciously. First, it is necessary to understand the definition of SOGI harassment and change our awareness in order to prevent problems from occurring.

SOGI stands for Sexual Orientation and Gender Identity, and is pronounced "soji" or "sogi". Let's take a look at the meaning of each word.

●Sexual Orientation
Refers to the gender(s) that a person is attracted to or not attracted to in terms of romantic or sexual relationships. This can include being attracted to the opposite gender, same gender, or a variety of other genders.

●Gender Identity
This refers to how one recognizes their own gender. Some people have a physical and mental gender that aligns, while others do not.

From the above, SOGI is a term that represents a person's attributes, specifically "what kind of gender they view as a sexual object and how they identify themselves", and it was born from the belief that "all sexual orientations and gender identities should be respected".

In other words, SOGI harassment refers to "discrimination and bullying based on sexual orientation and gender identity," and encompasses discriminatory behavior, ridicule, and psychological and physical harassment such as violence. It also includes experiencing social disadvantages in daily life, such as being forced to transfer or being denied employment or fired due to discrimination.

What is the difference between LGBT and SOGI?

Now, in this discussion so far, many of you may have thought of the word "LGBT". LGBT stands for Lesbian (a woman who is attracted to other women), Gay (a man who is attracted to other men), Bisexual (a person who is attracted to both men and women), and Transgender (a person whose gender identity differs from their assigned sex at birth). It is a term used to refer to sexual minorities. Recently, it is also referred to as LGBTQ (with "Q" standing for Queer or Questioning, which includes those 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. This includes all sexual orientations and gender identities, not just heterosexual individuals. Therefore, it is not a matter of "I am not LGBT, so this issue does not concern me," but rather a theme that affects everyone and requires everyone to be aware of being a victim of SOGI harassment.

In 2017, on a certain variety program that was broadcasted, a character that made fun of male homosexuals appeared, causing a backlash. This character gained attention in the 80s and 90s on the same program's comedy segment, and caused a buzz when it reappeared after about 30 years. However, unlike the past when knowledge and understanding about LGBT was not widespread, it is now taboo to broadcast discriminatory expressions on television as a media. It can be said that this was a case where awareness and consideration towards SOGI were lacking, and it received intense criticism.

This is a typical example, but cases like this that fall under SOGI harassment are often seen in our daily lives. Also, there is a possibility that we may unconsciously engage in such behavior if we do not have a basic understanding of sexuality.

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 and actions. It is also important to take action to pay attention and improve when we see such scenes.

(Example of SOGI harassment 1) Discriminatory behavior, mockery, and terms such as "homo" or "les" that insult homosexuals, as well as words that criticize or ridicule sexual orientation or gender identity (e.g. "effeminate", "man-woman"), even if the speaker did not have malicious intent and was just joking, can be considered as SOGI harassment that hurts the feelings of the person involved.

(Example of SOGI harassment.2) Bullying, Ignoring, Violence
It goes without saying that causing physical and mental pain to individuals based on their sexual orientation or gender identity is considered SOGI harassment. Furthermore, turning a blind eye to such actions can also be seen as participating in SOGI harassment.

(Example of SOGI harassment 3) Forced living in an unwanted gender
Forcing someone to live or act against their gender identity is also a form of SOGI harassment. For example, forcing someone who identifies as female but is registered as male to wear a male uniform or not providing accommodations for the restroom they use.

(Example of SOGI harassment 4) Unfair Transfers and Dismissals
Transferring someone because they are a woman dressed in men's clothing and "stand out" from the team, or dismissing someone because they are a man wearing makeup and it makes others uncomfortable, are examples of SOGI harassment where someone is unfairly transferred or dismissed based on their sexual orientation or gender identity.

(Example of SOGI harassment.5) Disclosing SOGI without the consent of the parties (outing)
Outing is when someone who knows a person's SOGI tells others without their permission. This act can also lead to disadvantages for the parties and can be considered SOGI harassment. Outing can also cause issues with privacy and freedom of choice (whether to come out or not), causing emotional distress for the parties.

By the way, coming out refers to when the person themselves reveals their sexual orientation or gender identity to those around them. On the other hand, outing has the meaning of someone else revealing it without the person's consent. These two words have very different meanings, so be careful not to confuse them.

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" and proactively disseminate accurate information to employees. Here, we introduce some examples of LGBT training and support that are already being implemented within companies.

●Electrical Equipment Manufacturer's Case

(1) Holding internal seminars
We provide content on LGBT as a theme in human rights awareness training for all employees. In addition, we invite experts and external organizations from outside the company to promote understanding and hold workshops and seminars.

(2) Establishment of Internal Consultation Desk
We have established a "Human Rights Consultation Desk" and are promoting the creation of an environment where each employee can fully demonstrate their abilities. The consultation desk is also set up in each district office in addition to the head office, and we are focusing on creating a system that is easy to consult.

(3) Workplace Environment Improvement
If there is a request from a transgender employee, we will provide support based on their gender identity (e.g. health checkups, name display in the workplace, clothing, support for continued employment during treatment or surgery, etc.). In addition, we are expanding the introduction of multi-purpose restrooms.

(4) Consideration for LGBT in recruitment activities
Do not provide a gender section on the entry sheet. The recruitment department conducts LGBT training.

●Case of Foreign IT Companies

（1）Establishment of an internal consultation window
A website and SNS for LGBT individuals have been set up, allowing for consultation and communication at any time. Questions and consultations will be handled by leaders of the LGBT community and diversity officers. It is also possible to use the service without revealing the name or employee number of the individual if desired.

(2) Establishment of Workplace Environment
Installation of "Anyone's Toilet" that can be used by anyone regardless of gender on all floors of the head office and some business offices.

(3) Consideration for LGBT in recruitment activities
At each information session, the recruitment staff will introduce the company's efforts for LGBT. Individual consultations are also available.

●Airline Case

(1) Holding internal seminars
Conduct e-learning for human resources personnel, management, and all group employees.

(2) Establishment of Internal Consultation Desk
A dedicated consultation desk for LGBT has been set up in the Human Resources Department to accept consultations by phone or email.

(3) Consideration for LGBT in recruitment activities
We inform recruitment interviewers about basic knowledge of LGBT and points to be aware of in recruitment activities (such as how to respond if someone comes out, and things that LGBT job seekers may struggle with), and strive for thorough understanding.

● Insurance Company Case

(1) Holding internal seminars
We conduct human rights training on the theme of LGBT for all employees. In addition, we also provide special training for employees in positions that directly interact with customers, such as contact center and financial planners.

(2) Establishment of internal consultation window
We have set up an LGBT dedicated window (dedicated phone and email address) within the company and established a system to respond to individual consultations.

(3) Creating a Corporate Culture
The company actively participates in volunteering for external communities and organizations to promote understanding of LGBT. Through this activity, the company declares its goal to become an "LGBT-friendly" company and actively promotes it, creating an environment where employees can easily express their opinions about LGBT.

In addition to the above four companies, many other companies are also taking initiatives to promote understanding of LGBT. In addition, besides such awareness activities, some companies have revised their personnel systems to apply personnel-related systems to same-sex partners, and have also included in their internal regulations that "discrimination based on sexual orientation or gender identity is not allowed", showing a proactive attitude towards achieving diversity and inclusion (*).

※Diversity and Inclusion refers to respecting, recognizing, accepting, and utilizing the diversity of human resources (=Diversity).

Various forms of harassment in the workplace. Among them, SOGI harassment related to sexual orientation and gender identity has a strong element of privacy and requires careful handling. Also, if we do not have knowledge about sexuality, there is a risk of unintentionally hurting someone, making it a very delicate issue.

So far, we have explained the definition and examples of SOGI harassment, as well as the efforts of each company. In order to prevent SOGI harassment and create a comfortable working environment for everyone, it is important for employees to receive thorough training and acquire the correct knowledge.

Therefore, we would like to propose e-learning as a way to conduct efficient SOGI Hara training.
E-learning allows for learning at the best timing regardless of time and location, making it a convenient tool for busy professionals. Additionally, from the perspective of administrators, it can save various troublesome tasks such as preparing the venue and setting up multiple classes, and it is also expected to reduce costs compared to group training.

Human Science's e-learning materials not only cover SOGI harassment, but also provide the opportunity to learn about the "3 major harassments" of power harassment, sexual harassment, and maternity harassment. Additionally, learners can gain knowledge about appropriate actions and where to seek help when experiencing harassment, making the content practical and attractive.

In order to achieve a diverse society, many companies are taking various initiatives. Why not start by using e-learning, which is easy to implement, to raise awareness and promote a better understanding of SOGI harassment among employees?

Please also check here.
STOP! Harassment - Basic Knowledge of Workplace Harassment -

Source: From the document "Towards the Realization of a Diverse and Inclusive 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,
experienced in designing and writing product manuals and operation manuals.
Later, engaged in writing and directing e-learning material manuscripts.
Involved in the production of approximately 200 learning materials so far.

Contact Us:

Phone Number: 03-5321-3111
hsweb_inquiry@science.co.jp

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