‘No Closure, No Transparency’: Harassment Victims Seek Resolution

Declining Reports, Growing Concerns

Recent surveys indicate that fewer women in South Korea are coming forward with workplace harassment complaints. While the numbers suggest a drop in reporting, the underlying reasons point to a deeper crisis of trust and accountability.

Why Claims Remain Unheard

Women who do file complaints often describe a pattern of dismissiveness and insensitivity from employers and investigative bodies. Many say their allegations are met with skepticism, delayed investigations, or outright neglect, leaving them feeling isolated and powerless.

Personal Accounts

One former employee, who asked to remain anonymous, shared: “I reported a serious incident, but the response was vague and the process dragged on for months. It felt like the company was more interested in protecting its reputation than supporting me.”

Another victim recounted: “After I spoke up, I was subtly excluded from projects and faced subtle retaliation. The lack of transparency made it impossible to know whether my case was being taken seriously.”

Systemic Barriers

Experts point to several structural issues that hinder effective resolution:

• Lack of clear reporting channels – many organizations still rely on informal or ambiguous procedures.
• Inadequate training – managers and HR personnel often lack the skills to handle harassment cases sensitively.
• Retaliation fears – employees worry about career repercussions, which discourages them from speaking out.

Government and Corporate Responses

The Ministry of Employment and Labor has pledged to strengthen anti‑harassment legislation, but critics argue that implementation remains slow. Some large corporations have introduced new “zero‑tolerance” policies, yet activists note that without transparent enforcement, such statements risk becoming mere PR gestures.

Calls for Change

Victims and advocacy groups are demanding three core reforms:

1. Transparent investigation processes that keep complainants informed at each stage.
2. Independent oversight bodies to ensure impartial handling of cases.
3. Protective measures that safeguard whistle‑blowers from retaliation.

Looking Ahead

While the decline in reported cases might appear encouraging on the surface, the prevailing sentiment among those who do speak out is that “no closure, no transparency” continues to dominate the workplace culture. Achieving genuine progress will require not only stronger laws but also a cultural shift toward empathy, accountability, and open dialogue.