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パワーハラスメント防止法の対象となったレイシャルハラスメント
文, 公 輝
Permalink : http://hdl.handle.net/2115/80889
JaLCDOI : 10.14943/97163
Abstract
2019年5月に施行された「パワーハラスメント防止法」に関連して示された指針と行政通達は、法の運用にあたって「外国人である」属性が考慮要件とされることを明示している。つまり、職場におけるレイシャルハラスメントのうち、一定の人種差別言動が、事業所による措置義務の対象になった。「身体的な攻撃（暴行・傷害）」、「精神的な攻撃（脅迫・名誉毀損・侮辱・ひどい暴言）」、「個の侵害（私的なことに過度に立ち入ること）」など、指針が示すパワーハラスメントの類型ごとに、外国人であることを理由としたハラスメントの具体的内容を検討・例示した。また、措置義務対象となるパワーハラスメントを構成する3つの要件、事業主が講ずるべき措置、講ずることが望ましい措置について、人種差別問題の観点から考察した。これら、措置義務対象となるパワーハラスメントを予防するためには、「グレーゾーン」のレイシャルハラスメントを把握し、適切対応を行うことが重要である。本稿は外国人であることを理由としたハラスメントに関する考察だが、ミックスルーツ／マルチルーツの人たち、アイヌの人たちに対するハラスメントも、パワーハラスメント防止法の措置義務対象となり得る。全ての人種的マイノリティの働く権利を増進するために、法に基づく措置義務を企業が積極的に果たしていくことが重要である。
The guidelines and administrative notices issued in connection with the Power Harassment Prevention Act, which came into effect in May 2019, explicitly state that the attribute "being a foreigner" will be a requirement for consideration in the operation of the Act. As a result, certain types of racial harassment in the workplace are now subject to the obligation of business establishments to take measures. For each type of power harassment indicated in the guidelines, such as "physical assault (assault and injury)," "mental assault (threats, defamation, insults, and severe verbal abuse)," and "infringement of the individual (excessive intrusion into private matters)," the specific content of harassment on the basis of foreign nationality is examined and gave exanple. In addition, the three requirements that constitute power harassment subject to the obligation to take measures, measures to be taken by employers, and desirable measures were examined from the perspective of racial discrimination. In order to prevent power harassment that is subject to the obligation to take measures, it is important to understand the "gray zone" of racial harassment and to take appropriate measures. Although this paper is concerned with harassment on the basis of foreign nationality, harassment against mixed-roots/multi-roots people and Ainu people can also be subject to the measures required by the Power Harassment Prevention Law. In order to promote the right to work of all racial minorities, it is important for companies to actively fulfill their obligations to take measures under the law.
The guidelines and administrative notices issued in connection with the Power Harassment Prevention Act, which came into effect in May 2019, explicitly state that the attribute "being a foreigner" will be a requirement for consideration in the operation of the Act. As a result, certain types of racial harassment in the workplace are now subject to the obligation of business establishments to take measures. For each type of power harassment indicated in the guidelines, such as "physical assault (assault and injury)," "mental assault (threats, defamation, insults, and severe verbal abuse)," and "infringement of the individual (excessive intrusion into private matters)," the specific content of harassment on the basis of foreign nationality is examined and gave exanple. In addition, the three requirements that constitute power harassment subject to the obligation to take measures, measures to be taken by employers, and desirable measures were examined from the perspective of racial discrimination. In order to prevent power harassment that is subject to the obligation to take measures, it is important to understand the "gray zone" of racial harassment and to take appropriate measures. Although this paper is concerned with harassment on the basis of foreign nationality, harassment against mixed-roots/multi-roots people and Ainu people can also be subject to the measures required by the Power Harassment Prevention Law. In order to promote the right to work of all racial minorities, it is important for companies to actively fulfill their obligations to take measures under the law.
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