[Survey on harassment] Your actions may actually be harassment…! Top 3 actions that feel like harassment: touching someone’s shoulder, pouring alcohol, and touching someone’s clothes
64.0% of those who were harassed and did not report it. The most common reason is that they thought nothing would change. Harassment retaliation episode “When I apologized for not being able to deliver on time, I made my boss take the blame”
Shigaku Co., Ltd. (Headquarters: Shinagawa-ku, Tokyo; President: Koudai Ando), which develops management and organizational consulting and training for employees using “Shingaku”, will be held on October 24, 2022 (Monday). Investigation on harassment” was conducted. As a result, 34.8% of respondents said they had been harassed in some way, and the most frequent case was “power harassment” at 71.0%. In addition, 36.0% of respondents reported that they reported harassment to the company, and 59.4% said that they did not report because they thought that reporting would not change anything. Even among those who reported to the company, 47.2% said, “(The company) did nothing.” In order to eliminate “harassment”, it is of course necessary to change the awareness of individuals, but I think that the measures taken by companies will greatly lead to peace of mind for workers. ■ Survey background
Recently, various “harassment” have been discussed. However, only the word “○○ harassment” precedes it, and the essence of “why do people harass” and “what do people feel harassment?”
Therefore, this time, we conducted a survey on various types of harassment, targeting company employees nationwide, such as what kind of harassment they have received, the actual situation, and how the company responded when they were harassed. rice field.
Research agency: Shigaku Co., Ltd.
Survey target: Men and women aged 20 to 49 who work for companies with 10 or more employees nationwide,
Those who have received “harassment” at work
Number of valid responses: 300 samples (screening: 2204 samples) Survey period: October 24, 2022 (Monday)
Survey method: Internet survey
*In this survey, figures are rounded to the second decimal place. Therefore, figures may not add up to 100%.
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Please be sure to specify the credit when quoting or reprinting this release. -Example- “According to the results of a survey conducted by Shigaku Co., Ltd….”
[Table 6: https://prtimes.jp/data/corp/29010/table/83_1_eb0b361ebf35c91d71473186d189526d.jpg ]
SC1. Have you ever been “harassed” at work?
(single answer, n=2204)
First, when we asked men and women between the ages of 20 and 49 who work for companies with 10 or more employees nationwide whether they have ever been harassed at work, 34.8% said they had been harassed in some way. I answered. By gender, 34.2% of men and 35.6% of women said they were harassed, and there was not much difference between genders. However, when looking at age groups, 32.3% of people in their 20s, 34.0% of people in their 30s, and 37.8% of people in their 40s tended to experience harassment as they got older. . This can be said to be because the chances of encountering harassment have increased as we age, but the awareness of harassment is much higher than before. As a result, the younger generation may be less likely to be harassed. Q1. Have you ever been harassed at work?
(Multiple answers, n=300)
Please tell us the specific content of the “harassment” you experienced at work. (Free answer, n=300)
When we asked those who answered that they had been harassed in the previous question what kind of content it was, the most common was “power harassment” at 71.0%, “moral harassment” at 43.0%, and ” Sexual harassment” followed by 21.0%.
By gender, there was no change in the ranking of 1st place “power harassment” and 2nd place “morahara”, but “sexual harassment”, which was the 3rd place overall, was 5.9% for men and 36.5% for women. There was a big difference. There was also a big difference between men and women in “Alhara”, with 23.0% of men and 5.4% of women.
[Specific episode of “harassment”]
●Female employees are forced to serve tea and wash used dishes. (Female, 44 years old)
●I was given one job after another, saying, “You’re the only one who can do that job, so do your best.” (Male, 40 years old)
● After being confessed to by a boss who has a wife and children and refused, I was harassed by not doing my job. (41 years old, female) ●I had to attend a drinking party in my club that I didn’t want to go to because I was told that I had to attend the second party until my third year. (Female, 29 years old)
●I was told that if I approached her about resigning due to pregnancy, the man would quit. (Male, 42 years old)
[Table 7: https://prtimes.jp/data/corp/29010/table/83_2_fbf5144006f405d2e0adb0e88e99e665.jpg ]
Q2. When “harassment” occurred in your workplace, did you report it to the company?
(single answer, n=300)
Q3. (Those who did not report to the company) Why did you not report to the company when “harassment” occurred at your workplace? (Multiple answers, n=192)
Q4. When “harassment” occurred in the workplace and it was reported, how did the company respond?
(Multiple answers, n=108)
When asked if they reported harassment to the company when it occurred, 36.0% answered that they did, and the remaining 64.0% answered that they did.
I replied that I did not report it.
Next, when asked why they did not report to the company, 59.4% of the respondents who answered “I did not report” answered “Because I thought it would not change even if I reported it”, which was the second highest. There was a big difference, with 35.9% saying, “Because I was afraid that reporting would make the damage worse.” Apparently, many people who have been harassed seem to have given up from the beginning.
Then, when we asked those who answered “reported” how the company responded, the most common answer was “nothing was done,” at 47.2%. By gender, men accounted for 37.7%, while women accounted for 56.4%.
[Table 8: https://prtimes.jp/data/corp/29010/table/83_3_1fd04924dfde48ad6484d5d563459d9d.jpg ]
Q5. What do you think is the cause of “harassment” in the workplace? (Multiple answers, n=300)
Q6. What measures do you think companies need to take to eliminate “harassment” in the workplace?
(Multiple answers, n=300)
“Why does harassment occur?” When asked about the reasons, 40.3% said “lack of knowledge or awareness about harassment”, 35.7% said “many emotional conversations and remarks”, and 33.3% said “rules to prevent harassment are not clear”. followed by %.
So what should the company do to eliminate harassment? When asked about their countermeasures, 58.0% answered “development and education of coping policies for harassers,” 48.7% answered “public awareness and awareness of harassment,” and “establish rules to prevent harassment.” followed by 43.7%.
I was harassed because it is important for the company to make it known what kind of behavior constitutes harassment, set rules to prevent harassment, and clearly show how the company will respond to the person who harassed him. The other side seems to think so.
[Table 9: https://prtimes.jp/data/corp/29010/table/83_4_36464a1152c97f9185ff7162469f35b2.jpg ]
Q7. Please answer what you consider to be “harassment”.
(Multiple answers, n=300)
Also, if you have experienced or witnessed any harassment, please name it “○○ harassment” and tell us the details.
(Free answer, n=300)
What kind of behavior constitutes “harassment”? When asked about the breakdown, 58.7% said they touched their shoulders, 53.3% said they poured alcohol, and 49.3% said they touched someone’s clothes. After all, the act of directly “touching” or “passing alcohol” seems to be NG. By gender, 50.7% of men consider “touching the shoulder” to be “harassment,” while 66.9% of women consider “touching the shoulder” to be “harassment.” was. In addition, 28.9% of men were asked if they were married, while 39.9% of women were more naive about their marital status.
[Experienced or witnessed “○○ harassment” and its episode]
●Tea harassment: Female employees are instructed to serve tea as if it were a matter of course. (Female, 49 years old)
● Correct harassment … It is said that the content that can only be said to be true is forever. (Female, 33 years old)
● Souvenir harassment: pressure to buy souvenirs when traveling. (Male, 43 years old)
●Cooler harassment…In a workplace where there are only men, the air conditioner is set to 18 degrees or less, and you have to wear several coats to protect yourself. (Female, 44 years old)
●Tobacco harassment: Forcing people to smoke cigarettes. (Male, 22 years old) ● Sushi harassment: Every time the launch is at a sushi restaurant. (Female, 34 years old)
●Treatment harassment: When you have bosses or co-workers who force you to buy something even if you refuse it, you feel like you are borrowing money and you feel uncomfortable. (Male, 30 years old)
[Table 10: https://prtimes.jp/data/corp/29010/table/83_5_39dfb9a41302e9b5475fc79c3c91a131.jpg ]
Q8. When you were “harassed” at work, have you ever “retaliated” against the person?
(single answer, n=300)
Q9. Please tell me the specifics of the “revenge”.
(single answer, n=62)
When they were harassed, many responded that “the company didn’t do anything”, but when asked if the person who was harassed had ever “retaliated” directly, the answer was “yes”. 20.7% answered that [Specific contents of “revenge”]
When I apologized for not being able to make the delivery on time as promised with the customer, I unilaterally directed the blame to my boss (Male, 40 years old)
●I wrote down the details in a notebook and reported it to the company, and warned him not to get involved any more. (Female, 46 years old)
● Sanctions such as ignoring, not handing out souvenirs, or not making coffee. (Female, 41 years old)
●I was asked if someone else would suddenly take a break and come in my place, but I declined. (Male, 31 years old)
● Disseminated the information that he was a “dangerous person for harassment”. I buried it from the outer moat and created a situation where I had no choice but to dispose of it. (Male, 40 years old) [Summary of survey results]
●Is the countermeasure not keeping up with the actual situation? In this survey, only 36.0% of respondents reported harassment to the company, and even among those who reported, 47.2% said that “(the company) did nothing.” Compared to the number of cases of harassment that actually occur, the number of cases where companies are aware of the facts and the number of cases where they are able to respond appropriately may be smaller than you might imagine.
●Causes of harassment occurring and continuing
So why does harassment occur in the first place? There are probably two main reasons for this. The first point is a “misunderstanding”. A “misunderstanding” is, for example, a phenomenon such as “a
subordinate thinks he is being harassed, but the boss has no intention of doing so.” In fact, even in this survey, when we asked about the causes of “harassment” in the workplace (Q5), the most common answer was “no knowledge or awareness of harassment” at 40.3%. The second point is that “on-site information is not reported.” In other words, even if an event that clearly corresponds to harassment occurs at the workplace level, similar harassment will continue and spread within the company because the information is not reported to the top. Rather than the fact that the harassed party does not report, this is more of a problem on the part of the organization that has not created a system that allows them to report the facts with peace of mind. ● Points for creating an organization that prevents harassment In order to prevent harassment, it is necessary to solve the above two points. Therefore, what is effective is to set and enforce “clear rules so that there is no discrepancy in recognition by anyone”. In addition to the rules for preventing harassment, these rules also clearly state the contact point for reporting and the company’s response in the event that harassment actually occurs, so that all employees can always check it. And in the unlikely event that harassment occurs, we will quickly modify or add rules to prevent recurrence.
Of course, the ideal situation is for all employees to have a wide range of correct knowledge and awareness of harassment, and to be able to voluntarily refrain from acts that constitute harassment. However, it can be difficult to determine whether an act constitutes
harassment, depending on the relationship between the parties and the situation. That’s why, by setting rules such as “It’s clearly NG to do something like that”, the standards for good and bad are clarified, and an environment where employees can concentrate on their work without hesitation can be built.
■ About science
Company name: SHIKIGAKU. Co., Ltd.
Head office location: 1st floor of Osaki West City Building, 2-9-3 Osaki, Shinagawa-ku, Tokyo 141-0032
Phone number: 03-6821-7560
Business description: Management and organizational consulting using “scientific knowledge”
Employee Training Using “Science”
Development and provision of web services based on “scientific knowledge” Publication of books related to “Scigaku”
Established: March 2015
Representative: Koudai Ando, President and CEO
Number of employees: 236 (*excluding executives and part-timers) *as of August 31, 2022
Branch information: Osaki branch office
Osaki With Tower 8th and 19th floors, 2-11-1 Osaki, Shinagawa-ku, Tokyo 141-0032
Phone number: 03-6821-7560
■ Osaka branch
〒541-0052 3-3-9 Azuchicho, Chuo-ku, Osaka-shi, Osaka Tamurakoma Building 3F Phone number: 06-4400-6231
■ Nagoya Branch
〒460-0003 1-20-30 Nishiki, Naka-ku, Nagoya City, Aichi Prefecture Fushimi Front Building 10th floor
Phone number: 052-990-6577
■ Fukuoka Branch
2nd floor, JRE Tenjin Crystal Building, 4-6-7 Tenjin, Chuo-ku, Fukuoka City, Fukuoka Prefecture 810-0001
Phone number: 092-600-7990
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