This paper examines the conflicts and challenges faced by women managers in Japan following the introduction of a new law in 2020 which merely obliges employers to take preventive measures against workplace bullying and (power harassment), but does not stipulate any criminal punishment for corporations or individuals responsible for workplace harassment, or the specific grounds for victims to have the right to claim damages. Cases are left to be disputed and decided in a costly and complicated process of arbitration, which could further exacerbate the precarious position of vulnerable workers, including women managers who are not only a small minority, but many are also marginal players in the workplace where job promotions do not enhance their participation in corporate decision-making. This paper elucidates how the new law ironically enables employers to legitimize discriminatory practices and acts of harassment against women, with serious, long-term ramifications on the emotional and mental health of these workers, as well as on the gendered workforce in Japan amidst global trends towards improving gender equality.

中文翻译：

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日本新反骚扰法以及职场骚扰女经理的讽刺合法性

本文探讨了2020年新法律出台后日本女性管理者面临的冲突和挑战，该法律仅要求雇主对职场欺凌和（权力骚扰）采取预防措施，但并未规定对企业或个人进行任何刑事处罚对工作场所骚扰负有责任，或受害人有权要求损害赔偿的具体理由。案件需要在昂贵且复杂的仲裁过程中进行争议和裁决，这可能会进一步加剧弱势工人的不稳定地位，其中包括女性管理人员，她们不仅是少数，而且许多人在工作场所也处于边缘角色。晋升并不能增强他们对公司决策的参与。本文阐明了新法律如何讽刺地使雇主能够将针对女性的歧视性做法和骚扰行为合法化，对这些工人的情感和心理健康以及全球趋势中日本的性别劳动力产生严重的长期影响致力于改善性别平等。