open access

https://doi.org/10.14943/97163

https://hdl.handle.net/2115/80889

Racial harassment covered by the Power Harassment Prevention Law Specified Nonprofit Corporation Multi-Ethnic' Human Right Education Center for Pro-existence

日本語

2021-03-01

北海道大学アイヌ・先住民研究センター

Aynu Teetawanoankur Kanpinuye

1

83-98

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.

紀要論文

Version of Record

2436-1763