Problems classified as being in the "gray-area" do not always result in action taken. However, when the victim reveals the problem, that person is ready to press charges. Therefore, sexual harassment litigations cannot be avoided just by establishing consultation offices. A consultation office may help to care for the mental needs of the victim, but cannot provide solutions or act as a deterrent. In addition to such consultation offices, we at JEAP will put forth recommendations on problem solutions and methods for future avoidance.

Step 1 Define the conflict structure in the workplace
Step 2 Definition of workplace problems potentially
arising from that conflict
Step 3 Examination and reconfirmation of the problem
Step 4 Call together the parties concerned in a 3-way
conference (mediation)
Step 5 Measurement of effectiveness
Step 6 Prevention of recurrence

1. Understand difference
   The precondition is that the perception of sex is different between the man and woman. Even if one does not know how it is different, he knows that it is not the same, so should refrain from making statements that could lead to misunderstandings.
   Official and private matters must be differentiated.
2. Building a relationship of trust For people who think that worrying about sexual harassment will hinder daily communication should build a relationship based on trust, so that misunderstandings are avoided. In order to say jokes to someone, you need to have a certain amount of trust with that person.
   
3. The female employee you are facing has an equal potential to that of a male employee. In the future, she could possibly become a board member, a general manager or your boss. (Or maybe even the wife of your boss). Always have a sense of respect when in contact with the person.
4. Whether or not you are aware of it we have a traditional values, and there is always the potential for gender harassment. One's traditional values should not be used to make on-the-job judgments.