남녀고용평등법은 사업주, 상급자, 근로자의 직장 내 성희롱 행위를 금지하고 있다. 이러한 직장 내 성희롱에 관한 규정은 1999년 법에 도입된 이후, 지속적으로 강화됐다. 직장 내 성희롱의 주요 원인 중 하나는 조직적 요인이므로 조직 차원의 노력이 없으면 해소되기 어렵다. 따라서 선제적으로 직장 내 성희롱 대응․조치 체계를 구축하고, 조직문화를 지속적으로 점검 및 개선해야 한다. 또한, 사업주의 예방조치와 조직문화 형성에 대한 조직 구성원의 지지와 협조가 필요하다. 이러한 문제의식을 바탕으로 직장 내 성희롱 대응․조치에 관한 주요 쟁점과 조직문화의 특성, 입법․정책적 개선방안을 연계하여 살펴보았다. 그동안 충분히 논의되지 못했던 직장 내 성희롱 대응․조치 체계 구축의 의미를 밝히는 한편, 구체적인 실행방안, 조직문화 개선, 조력 근로자 보호 방안에 대한 개선방안을 제시하였다. 그 밖의 입법 정책적 방안으로 직장 내 성희롱을 원-하청 관계로 확장하여 적용하거나, 직장 내 성희롱 문제를 산업안전과 근로자의 건강권으로 접근하는 방안도 살펴보았다. 이를 통해 직장 내 성희롱 문제가 해소되고 근로자의 정신적 건강권이 충분히 보호되기를 기대한다.
The Equal Employment Opportunity Act prohibits sexual harassment of employers, superiors, and employees in the workplace. The regulation on sexual harassment in the workplace has been continuously strengthened since it was made into law in 1999. Since sexual harassment in the workplace is mainly caused by factors related to the pertinent organization, it is difficult to eradicate sexual harassment without making efforts as the whole organization. Therefore, it is necessary to preemptively establish a system of responding to and countering sexual harassment in the workplace, and to continuously check and improve the organizational culture. In addition, the employer’s efforts to prevent sexual harassment and forming the healthy organizational culture need to be met with the support and cooperation of members of the organization. Based on this understanding about the topic, the author reviewed and explored issues related to responding to and countering sexual harassment in the workplace, the characteristics of organizational culture, and legislative and policy improvement measures in this paper. To this regard, it is necessary to clarify the implications of establishing a system of responding to and countering sexual harassment in the workplace, a subject that has not been sufficiently discussed. This paper proposes specific action plans, organizational culture improvement, and ways to protect workers helping the victims, as ways to tackle the problem of sexual harassment in the workplace. In addition, in this paper, the author considers an option of expanding the applicability of sexual harassment in the workplace to subcontract relationships, and an approach of viewing sexual harassment in the workplace as an issue of workers’ right to health, to consider legislative and policy measures to solve the issue. It is expected that this paper can contribute to resolving the problem of sexual harassment in the workplace and protecting workers’ right to mental health.