{"id":2112,"date":"2016-08-01T01:00:50","date_gmt":"2016-07-31T16:00:50","guid":{"rendered":"http:\/\/labor-consultant.com\/?p=2112&lang=ja"},"modified":"2017-09-12T22:37:13","modified_gmt":"2017-09-12T13:37:13","slug":"clear-stipulation-with-regards-to-lgbt-persons-through-the-revision-of-part-of-japans-sexual-harassment-guideline","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2016\/08\/01\/clear-stipulation-with-regards-to-lgbt-persons-through-the-revision-of-part-of-japans-sexual-harassment-guideline\/","title":{"rendered":"Clear stipulation with regards to LGBT persons through the revision of part of Japan\u2019s Sexual Harassment Guideline!"},"content":{"rendered":"

\"LGBT\"\u25c6Response to LGBT desired in companies
\nIn recent years, Japan has been experiencing a demand for the understanding of and response to LGBT issues in the company environment, not only from the perspective of human rights, but also from the perspectives of risk management and the acquisition of outstanding human resources.<\/p>\n

The term \u201cLGBT\u201d refers to sexual minorities of lesbian (L), gay (G), bisexual (B) and transgender (T). A survey conducted by Dentsu Communication Institute Inc. states that 7.6% of the Japanese population identified as LGBT.<\/p>\n

In such a context, the Ministry of Health, Labour and Welfare, will revise its Sexual Harassment Guideline (management measures to be taken by employers concerning problems caused by sexual harassment in the workplace), having consolidated its policy to put into writing that there is a duty to also respond to the sexual harassment of sexual minorities in companies.<\/p>\n

\u25c6Wide Clarification of the targets of sexual harassment in the workplace
\nAs presented in the ministry\u2019s Labor Policy Council (Equal Employment Opportunity Subcommittee), \u201cthe proposed notice to revise part of the guideline for employment management measures to be taken by employers concerning problems caused by sexual harassment in the workplace\u201d states that \u201cwith regards to sexual harassment in the workplace, the victim\u2019s sexual orientation or gender identity have always been irrelevant. However, there has been much recent criticism that this fact has not been well publicized. Consequently, amendments will be made to clarify that workplace sexual harassment of any person, regardless of the sexual orientation or gender identity of the person suffering damage, is subject to the Sexual Harassment Guideline.\u201d<\/p>\n

Although sexual minorities are currently subject to this guideline, this fact has never been put into writing.<\/p>\n

Adding a new stipulation in section 2 (1) of the Sexual Harassment Guideline that \u201cthe guideline applies, regardless of the sexual orientation or gender identity of the person suffering damage\u201d aims to create better awareness of this issue.<\/p>\n

\u25c6Implementation date
\nThe above-mentioned guideline is scheduled to be revised from January 1, 2017. Companies will need to respond to the LGBT issue by reviewing their company sexual harassment prevention regulations and informing their employees.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6Response to LGBT de […]<\/p>\n","protected":false},"author":1,"featured_media":2110,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[99],"class_list":["post-2112","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-lgbt"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2112","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=2112"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2112\/revisions"}],"predecessor-version":[{"id":2113,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2112\/revisions\/2113"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2110"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2112"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2112"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2112"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}