One of the reasons why sexual harassment has not decreased is the low level of public awareness of the harm it causes. Many countermeasure manuals and government guidelines only list examples of actions that could be sexual harassment, but do not help us understand why such actions should be prevented. The first step in eradicating sexual harassment is to raise public awareness of what sexual harassment is and what kinds of harm it causes to victims. In this article, I propose the “four-harms （harm to dignity, harm of sexual discrimination, harm to labor, harm to long-term self-actualization） approach.” I believe that the “four-harms approach” provides a comprehensive overview of sexual harassment from the standpoint of the victims without losing sight of the gendered power structure.

The word “pawahara” （roughly meaning harassment or abuse at workplace） was invented by a management counselor in the early 2000s. Since then “pawahara” has been recognized as one of the most serious issues at workplace. In 2019 the Diet passed a bill requiring employers to take measures for solving “pawahara” problems. As critics point out, however, the bill is just a starting point to tackle the problem. For further discussion the correlation between corporate culture and harassment at workplace should be analyzed. My paper is an attempt to explain it by taking Japanese-style employment practices into consideration.

In June 2019, the General Conference of the International Labour Organization have decided on the adoption of the Violence and Harassment Convention, 2019. It has defined harassment and violence （in the world of work） as unacceptable behaviours and practices which result in physical, psychological, sexual and economic harm. It has also mentioned that the protection by this convention should covered workers and other persons in the world of work, including not only employees with employment contract defined by national law, also persons who are working irrespective of their contractual status, such as interns and apprentices, workers whose employment has been terminated, and “individuals exercising the authority, duties or responsibilities of an employer”.

Whereas, in Japan, May 2019, a new legislation has been enacted and obliged employers to take steps for prevention of power harassment. However, this new law protects limited workers and practitioners, also has no provision to prohibit harassment neither one to impose criminal penalties. It means that the situations in Japan have still not met a standard defined by convention. In a different perspective, it is also a problem in Japan that there are several separated legislations for each type of harassment. It makes legislation systems difficult to understand. While it is also important to understand contexts and causes of harassment in struggle with them, legislations in Japan have an absence of them. This is another problem, too.

In light of these issues, Japan should also consider enacting an independent harassment prevention law.

Why did Kaga City, which has never substantially implemented local employment policies, start a very challenging project, combining the Programme of Regional Revitalization and the Programme of Support for Self-reliance of Needy Persons ? This first paper of the special edition outlines the overview of Kaga WCP, how it started and went on. Next, it explains the analytical framework, which is the backbone of the following two papers : various contexts structure the frontline practices, from which outcomes are brought about （van Berkel et al. eds., 2017）.

Pointing out its main characteristic of Kaga WCP, prior to the following papers, it will be that Kaga WCP has increased the uncertainty of the social service delivery : for the clients of Kaga WCP are more diverse, unstable and unpredictable than the above revitalization programme assumes. It was difficult to reach consensus and establish the governance suitable for service delivery to such clients as these. One might say that Kaga WCP has been implemented through ‘loosely-coupling’ （Weick, 1969） of the various ideals and goals of the people concerned.

This study aims to analyze the process of policymaking and its associated coordination, and to examine autonomous local employment policies of municipal goverments. In the case of the Kaga WCP, a method to promote cooperative ties was tested, but proved difficult to implement among local industries and groups that support employment. Furthermore, issues were detected where parts of the Replication could not be utilized. Thus implements of the Kaga WCP found it necessary to revise the original plan. However the national policy framework restricted implementation of the project due to insufficiency of judgment skills by the local government. The analysis demonstrates that effective governance by the local governments is essential to the effective implementation of autonomous projects to support local employment policy.

The purpose of this paper is to clarify why the contractor of the Kaga WCP was able to launch the project and put it on track in a short period of time. We analyzed the extent to which the cooperation between municipalities and private companies has progressed in Osaka Prefecture using a quantitative survey. In addition, we examined how the contracted service provider gained experience in job support in Toyonaka City, and how it was applied to Kaga WCP. Based on these surveys, we found two main points. Firstly, the municipalities in Osaka Prefecture had limited cooperation with private companies that provided job support experiences and job opportunities. Secondly, the contractor succeeded in establishing cooperative relationships with about 10 companies within a few years, and it became clear that this was due to the fact that they were able to reconstruct their accumulated experience in the contracted job support program by adjusting it to the situation in Kaga City.

This study explored how for-profit and nonprofit service organizations adapt to the Long-Term Care Insurance （LTCI） system, focusing on the exit patterns of these organizations. LTCI is the very first privatized public human service system in Japan. The analytical framework was developed drawing on the theory of resource allocation and competition mechanism. The data were collected based on a panel survey from 2005 to 2018 to follow these organizations. The results demonstrate that the service organizations were directed to adapt based on the strategic choice of exit, as they have little room to transform themselves for adaptation due to the LTCI’s strict regulations. The overall number of service organizations had been increasing, suggesting that new service organizations actively participate in LTCI at the same time. Meanwhile, some service organizations continued to exist. The difference in the response was related to legal status and also other organizational characteristics. The observation is discussed from the viewpoint of the complementary-organizational relationships and the stability of the services provided. This study concludes with directions for future studies.

It is generally found that over-skilled （under-skilled） workers earn less （more） than their correctly placed colleagues. Over-skilling （under-skilling） refers to the mismatch wherein an individual has higher （lower） skills than that required for his/her position. In sharp contrast to the lively debate on the economic effects of skill mismatch in western countries, evidence from Japan on this issue is relatively scarce. In this paper, we analyze the effects of over-skilling and under-skilling on wages and job satisfaction in the Japanese regional youth labor market. Our study uses the microdata gathered from our original survey ; the survey was conducted in January 2017. This study found substantial over-skilling penalties and under-skilling bonuses, in line with previous research. This suggests that the occupational structure of the Japanese labor market lacks the capacity to absorb the rising number of educated workers into traditional occupations. Thus, the empirical results of this study raise a number of important issues for Japanese labor policy.

Young people’s transition to adulthood, not only school to work, but also leaving home and family formation has been prolonging and delaying for the last few decades. Though deterioration of the youth labour market affects their leaving home and family formation seriously, different social security system may affect them differently. Some system with generous. support for young people would absorb the risk in the labour market for leaving home and family formation, but others with poor support would not. We examine the effects of social security for young people’s leaving home and family formation between Japan and UK. Japan has only limited social security for youth, but UK still has moderate ones, though they has been set backed in the last few decades. Our result indicates that, in UK, their social security mitigates young people’s family formation when they are at risk in the labour market, but in Japan, there are scarcely or no effects. Generous social security system is necessity for protects young people’s citizenship.

The essay aims to consider how trade unions and employers expected the functions of and dealt with a national bargaining and agreement of the British port industry in the inter-war years.

In the port industry of the early 1920s, trade unions lead the establishing of national bargaining and agreement as a minimum regulation of wage and working conditions, whereas employers tried to reduce the terrain of regulation by the agreement and to extend the room for local bargaining. However, in 1930s, employers attempted to extend the scope of national bargaining and agreement for trying to destroy local industrial relations institutions and regulations of wage and working conditions. In the inter-war years, the bargaining power and independency of dock labourers, who maintained the institutions and regulations that employers tried to destroy, was being consolidated. The change in the character of industry-wide national bargaining and agreement in the 1930s resulted from employer’s failure to destroy workers’ local struggles for the institutions and regulations.