Sighing, tongue-clicking, and forced participation in drinking parties... The Reality of Gray Zone Harassment in the Workplace - The "Less Than Harassment" Culture in Japanese Workplaces That Surprises Foreigners -

Table of Contents

1. Introduction: Why the "Gray Zone" is a Problem

2. Specific Examples of Gray Zone Harassment

3. Voices of Victims and Psychological Impact

4. Japan's Unique "Atmosphere" Culture and Silent Peer Pressure

5. Comparison with Overseas: Differences in Responses in the West

6. The "Invisible Wall" Felt by Foreign Workers

7. Pitfalls of Legal Gray Zones

8. Examples of Corporate Responses and Efforts for Improvement

9. Actions to Eliminate the Gray Zone: Individual and Organizational Actions

10. What Foreigners Need to Know to "Work Safely"

11. Conclusion: How to Face "Invisible Violence" in the Workplace

12. List of Reference Articles

1. Introduction: Why the "Gray Zone" is a Problem

The term "harassment" has become widely known in Japan, but its boundaries remain ambiguous. Gray zone harassment refers to actions that cause psychological distress to others, even if not intended, and are not as clearly illegal as "sexual harassment" or "power harassment."

2. Specific Examples of Gray Zone Harassment

• Sighing, Clicking Tongues, Ignoring

• Excessive Demands for Reporting, Contact, and Consultation

• Blatant Differences in Work Allocation

• Forcing Participation in Drinking Parties or Silent Pressure

• Microaggressions in Daily Reports or Progress Meetings

• "Teasing" or "Mocking" While Laughing
  
  
  

These actions are often justified as "jokes" or "consideration," but they clearly cause mental stress to the recipient.

3. Voices of Victims and Psychological Impact

Testimonies from people who have experienced gray zone harassment reveal the following severe impacts.

• Decreased Motivation for Work

• Depression, Sleep Disorders

• Lowered Self-Esteem

• Decisions to Resign or Change Jobs

4. Japan's Unique "Atmosphere" Culture and Silent Peer Pressure

In Japanese workplaces, there is a strong expectation to "sense" or "read the atmosphere" without direct orders. As a result, individuals are more likely to feel silent pressure from the actions and reactions of those around them, even if there is no explicit coercion.

5. Comparison with Overseas: Differences in Responses in the West

In the West, harassment is clearly defined, and the emphasis is placed on the "perception of the victim" rather than the "intent" of the perpetrator. Additionally, internal reporting systems and consultation frameworks with third-party organizations are well-established, creating an environment where individuals can speak up regardless of "who the boss is."

Main Differences with Japan:

• West: Emphasis on the Impact of Words and Actions

• Japan: Culture Prioritizing Intent, Atmosphere, and Hierarchical Relationships

6. The "Invisible Wall" Felt by Foreign Workers

Many foreign workers in Japan express feelings such as "I feel blamed even when I'm not being scolded" or "I feel like I've done something wrong when my colleagues go silent."

This indicates that Japan's unique "ambiguous pressure" can be a significant psychological stressor for people from different cultural backgrounds.

7. Pitfalls of Legal Gray Zones

Many instances of gray zone harassment fall outside the scope of the Labor Standards Act or the Equal Employment Opportunity Act. As a result, labor standards offices and lawyers often struggle to address these issues, with cases frequently being dismissed due to "lack of evidence."

8. Examples of Corporate Responses and Efforts for Improvement

Some companies have begun implementing the following measures.

• Annual Harassment Training

• Establishment of Multilingual Consultation Desks for Foreigners

• Expansion of Anonymous Internal Reporting Systems

• Education on "Unconscious Discrimination" Including Daily Conversations

9. Actions to Eliminate the Gray Zone: Individual and Organizational Actions

• Managers: Provide Clear Instructions That Don't Require "Reading the Atmosphere"

• Colleagues: Have the Courage to Speak Up When You Feel Something is Off

• Companies: Establish Systems to Protect Employees Who Speak Up

• Foreigners: Find Supporters Who Can Explain Cultural Differences

10. What Foreigners Need to Know to "Work Safely"

• There is a Culture Where You Can Clearly Say YES/NO

• You Can Refuse Participation Without Consent (Drinking Parties or Miscellaneous Tasks)

• Utilize External Consultation Desks if You Feel Mental or Physical Changes

• Consider Free Consultations Provided by Labor Offices or NPOs

11. Conclusion: How to Face "Invisible Violence" in the Workplace

For Japanese society to truly "embrace diversity," it is essential to understand not only clear acts of aggression but also the structures that harm people through "atmosphere." Listening to the "discomfort" of those who cannot speak up, visualizing ambiguous violence, and improving it—these are the first steps to creating a "work-friendly Japan."

🔍 List of Reference Articles

1. Ministry of Health, Labour and Welfare "Workplace Harassment Prevention Manual" (2023 Revision)
   　https://www.mhlw.go.jp/content/000911182.pdf

2. JILPT "Foreign Workers and Harassment Issues in Japan" (June 2024)
   　https://www.jil.go.jp/institute/research/2024/documents/foreign-worker-harassment2024.pdf

3. NHK Close-Up Gendai "The Suffering Created by the 'Unspoken' Workplace Atmosphere" (September 2024)
   　https://www.nhk.or.jp/gendai/articles/4721/index.html

4. Asahi Shimbun "What are the Boundaries of Gray Zone Harassment?" (February 2025)
   　https://www.asahi.com/articles/ASR2Z6W1FR2ZULFA01C.html

5. Toyo Keizai Online "Is 'Forcing Drinking Parties' Outdated?" (March 2025)
   　https://toyokeizai.net/articles/-/727289

6. Foreign Workers Support Center (JAFSA) Consultation Guide Page (Multilingual Support)
   　https://www.jasso.go.jp/en/ryugaku/kyoten/supportcenter/index.html

7. OECD Report "Diversity & Inclusion in Workplaces: Japan vs Western Nations" (2023)
   　https://www.oecd.org/employment/diversity-and-inclusion-in-japan-and-western-workplaces.htm