Bridging Jinji人事 and U.S. HR: What’s normal in Tokyo can be a lawsuit in San Francisco
Why Harassment Training for expat managers Is non-negotiable
Imagine this: you’ve just flown in a high-ranking manager from Tokyo to represent your company at a major U.S. conference. After a long day of meetings, he invites his Japanese PA for a late-night drink to celebrate. In Japan, this is standard practice. Declining might even feel awkward. But in the U.S.? That simple invitation could trigger a harassment claim.
This isn’t hypothetical. It happened to one of my clients. And it’s a wake-up call for every organization sending managers abroad.
The Cultural Gap That Can Cost You
In Japan, after-hours socializing is often seen as part of relationship-building. It’s not unusual for bosses to encourage team members to join for drinks, and saying “no” can feel uncomfortable.
But U.S. workplace norms are different, and so are the laws. What feels like friendly bonding in Tokyo can look like coercion in San Francisco.
The result?
Legal exposure: U.S. harassment laws are strict and apply regardless of cultural background.
Reputational risk: One misstep can damage your brand and employee trust.
Employee stress: Japanese subordinates in the U.S. may feel torn between cultural expectations and local norms, creating anxiety and disengagement.
Why Training Is Essential
Sending expat managers abroad without harassment training is like sending them into a legal minefield blindfolded. Cultural sensitivity isn’t optional—it’s a compliance necessity.
Effective training should include:
✅ Scenario-Based Learning: Real-world examples like the late-night drink case.
✅ Clear Definitions: What constitutes harassment under U.S. law,: verbal, physical, and situational.
✅ Cultural Awareness: Why “business as usual” doesn’t translate globally.
✅ Practical Alternatives: How to build rapport without crossing boundaries.
Bottom Line
Global mobility is a powerful growth strategy, but it comes with responsibility. Harassment training for expat managers isn’t just about avoiding lawsuits. It’s about creating a safe, respectful workplace for everyone, no matter where they come from.
Need more help?
This is where Saske HR Ninja comes to the rescue!
サスケが御社の人事を陰からお支え致します。
How I can help:
この様な局面でのお手伝いをさせて頂きます。
🎯 Coaching & Training コーチングとトレーニング
I offer specialized coaching and HR-focused training tailored for Japanese managers (in English and Japanese). This helps them understand U.S. workplace expectations and effectively convey information without causing offense. 日本人マネージャー向けに特化したコーチングと人事に特化したトレーニングを英語と日本語で提供させて頂いております。これらは米国のビジネスにおいて各々が何を求められているかを正しく理解し、すれ違いや不快感を与える事なく効果的に意思疎通を図る為に有用な知識です。
🎯 Ongoing Support 継続的なサポート
I provide continuous resources and follow-up sessions to reinforce effective communication practices, ensuring lasting change. 効率的なコミュニケーションを強化、継続できる改善のためのサポートをさせて頂きます。
My support goes way beyond a 'box-ticking' exercise. I work closely with management to defuse current tensions and implement strategies that prevent future issues and costly lawsuits. 私の提供するサポートは単純な項目チェックだけに留まりません。経営陣の方々と密接に連携し現時点での緊張を緩和し、将来的な問題や多額の損失を伴う訴訟などを未然に防止する為の具体的な戦略を作成いたします。
If this situation resonates with you, don’t hesitate to reach out! I’d be happy to discuss how I can assist. まずはお気軽にお問い合わせください。喜んでご相談に応じさせて頂きます。
