{"id":2099,"date":"2016-06-01T14:06:29","date_gmt":"2016-06-01T05:06:29","guid":{"rendered":"http:\/\/labor-consultant.com\/2016\/06\/01\/some-30-of-female-employees-suffer-sexual-harassment-in-the-workplace-what-measures-are-being-taken-by-the-ministry-of-health-labor-and-welfare\/?lang=ja"},"modified":"2017-09-12T22:37:13","modified_gmt":"2017-09-12T13:37:13","slug":"some-30-of-female-employees-suffer-sexual-harassment-in-the-workplace-what-measures-are-being-taken-by-the-ministry-of-health-labor-and-welfare","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2016\/06\/01\/some-30-of-female-employees-suffer-sexual-harassment-in-the-workplace-what-measures-are-being-taken-by-the-ministry-of-health-labor-and-welfare\/","title":{"rendered":"Some 30% of female employees suffer sexual harassment in the workplace! What measures are being taken by the Ministry of Health, Labor and Welfare?"},"content":{"rendered":"

\"Molestation\"\u25c6The first sexual harassment survey by the Ministry of Health, Labor and Welfare
\nThe first survey into sexual harassment and related issues conducted by Japan\u2019s Ministry of Health, Labour and Welfare reveals that the number of women with work experience who responded that they have suffered from sexual harassment in the workplace has risen to 28.7%.
\nThe survey targeted 26,000 female employees aged between 25 and 44 working in 6,500 companies with 10 or more employees (valid respondents 17.8%). In addition, another 5,000 people were surveyed via the Internet.<\/p>\n

\u25c6Types of sexual harassment and how female employees reacted
\nTypes of sexual harassment included \u201chaving ones appearance, age, or physical characteristics talked about\u201d (53.9%), \u201cunnecessary bodily contact\u201d (40.1%), and \u201cdemands for sexual relations\u201d (16,8%), revealing the severity of the situation.
\nWith regards to how women reacted to the harassment, the most frequent response was: \u201cI put up with it. I did not do anything in particular\u201d (63.4%). The survey revealed that, in many instances, the women were forced to accept the situation.
\nIt should also be noted that workplace discrimination against pregnant women (which is referred to as \u201cmatahara,\u201d maternity harassment, in Japanese) has been experienced by 21.4% of women, who suffered disadvantageous treatment on the grounds of pregnancy. These included cases where women appear to have experienced harassment not only from superiors but also from colleagues, and not only from males but also from females in the company.<\/p>\n

\u25c6Measures for the future
\nFrom April this year, the ministry will establish employment environment and equality departments in all 47 prefectural labour bureaus in the country. The government policy is to have these departments act as one-stop advisory centers on issues such as power harassment and pregnancy-based discrimination and for increased guidance and education from government towards companies.
\nAt present, while they deal with similar issues, government offices providing advice are split up into the Equal Employment Office for sexual harassment and pregnancy-based discrimination, and the Labor Standards Bureau for power harassment.
\nThis means that those who have simultaneously suffered a variety of forms of harassment are sometimes sent around from one government office to the other. The system was consequently re-examined.<\/p>\n

\u25c6Working towards creating harassment-free workplaces
\nVarious forms of harassment have been increasing in the workplace in recent years, and the number of cases where victims seek consultation about harassment that they have suffered remains at high levels. Harassment also leads to a loss of workplace morale and efficiency, and in some instances, may also lead to litigation or the loss of life.
\nCompanies must recognize the serious nature of the problem of workplace harassment.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6The first sexual ha […]<\/p>\n","protected":false},"author":1,"featured_media":2097,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[55],"class_list":["post-2099","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-harassment"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2099","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2099"}],"version-history":[{"count":2,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2099\/revisions"}],"predecessor-version":[{"id":2101,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2099\/revisions\/2101"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2097"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2099"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2099"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2099"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}