職場人權與永續經營：反霸凌行動的挑戰與契機

在永續發展（ESG）的三大面向中，大眾對環境議題的關注度往往遠高於社會與人權議題。然而，職場人權問題同樣不容忽視，特別是隨著全球對企業社會責任的要求逐漸提高，如何改善職場文化、保障員工權益成為當前的重要議題。

Among the three major aspects of sustainable development (ESG), public attention to environmental issues is often much higher than social and human rights issues. However, the issue of human rights in the workplace cannot be ignored. Especially as the global demand for corporate social responsibility gradually increases, how to improve workplace culture and protect employee rights and interests has become an important issue at present.

近期，台灣多起職場霸凌事件曝光，引發廣泛關注。受害者因長期遭受言語羞辱、過度工作壓力與不合理對待，導致身心健康受損，甚至發生心理疾病或極端行為的悲劇，讓社會再度聚焦企業管理責任及職場人權保障。

調查顯示，這些事件涉及的霸凌行為形態多樣，例如主管公開批評員工，甚至使用侮辱性語言，或藉由不合理的加班要求與繁重工作分配向員工施壓，還有上司咆哮或貶低下屬的情況屢見不鮮。專家指出，這些問題反映出部分企業文化缺乏透明度，內部監督與制衡機制不足，導致霸凌行為層出不窮。

Recently, many workplace bullying incidents have come to light in Taiwan, attracting widespread attention. Victims have suffered long-term verbal humiliation, excessive work pressure and unreasonable treatment, resulting in damage to their physical and mental health, and even tragedies such as mental illness or extreme behavior, which has once again focused society's attention on corporate management responsibilities and the protection of human rights in the workplace.

備受關注的案例與輿論反應

近日備受關注的兩起案例再次將這一問題推向輿論風口。一名基層員工因長期遭主管公開羞辱，心理壓力巨大，最終罹患重度憂鬱症並被迫離職。家屬指控該主管經常在公開場合使用侮辱性語言，對員工造成極大傷害。另一件案例中，一名員工因上司的不合理加班要求及長期貶低而選擇公開控訴，引發社會各界高度關注，並要求健全相關法律以保護受害者。

Investigations show that these incidents involve various forms of bullying, such as supervisors publicly criticizing employees or even using insulting language, or putting pressure on employees through unreasonable overtime requirements and heavy work assignments. It is not uncommon for supervisors to yell at or belittle subordinates. Experts point out that these problems reflect the lack of transparency in some corporate cultures and insufficient internal supervision and checks and balances mechanisms, leading to endless bullying.

High-profile cases and public reactions

Two cases that have attracted much attention recently have once again brought this issue to the forefront of public opinion. A junior employee was publicly humiliated by his supervisor for a long time, which put him under great psychological pressure. He eventually suffered from severe depression and was forced to resign. The family alleged that the supervisor often used insulting language in public, causing great harm to employees. In another case, an employee chose to publicly complain about his boss's unreasonable overtime requirements and long-term belittling, which aroused great concern from all walks of life and called for the improvement of relevant laws to protect victims.

解決問題的多方合作

職場霸凌的解決需要企業、政府及教育機構共同努力。企業應制定反霸凌政策，建立透明的申訴機制，並提供心理支持服務和匿名舉報管道，以保障受害者的權益。政府則需加速推進立法，將職場霸凌納入勞動法範疇，並加強檢查以確保企業依法運作。此外，教育機構應在校園內推廣反霸凌教育，提升未來勞動者的尊重意識，為改善職場文化奠定基礎。

Multi-party cooperation to solve problems

Solving workplace bullying requires joint efforts by businesses, governments and educational institutions. Companies should formulate anti-bullying policies, establish transparent complaint mechanisms, and provide psychological support services and anonymous reporting channels to protect the rights of victims. The government needs to accelerate legislation to include workplace bullying within the scope of labor laws, and strengthen inspections to ensure that companies operate in accordance with the law. In addition, educational institutions should promote anti-bullying education on campus to enhance the respect awareness of future workers and lay the foundation for improving workplace culture.

示範企業：聯穎科技的表率作用

聯穎科技股份有限公司在其年度報告中有提到對人權保障的承諾，該公司表示遵循《國際人權公約》及相關法令，並設立完善的申訴與防治機制。在近期多起職場霸凌事件曝光後也在勞資會議中重申禁止於執行職務時遭受不法侵害之聲明。此外，公司推動職場多元化與包容性，女性主管比例達到30%且進行母性保護作業場所危害評估，由此可知公司展示出一定程度的努力。聯穎科技還表示致力於文化革新，提倡尊重與包容，打造安全且正向的工作環境，為其他企業提供參考。

Demonstration enterprise: Lianying Technology’s role model

Lianying Technology Co., Ltd. mentioned its commitment to human rights protection in its annual report. The company stated that it complies with the "International Convention on Human Rights" and relevant laws and regulations, and has established a complete complaint and prevention mechanism. After many recent incidents of workplace bullying came to light, the company also reiterated its statement at the labor-management meeting prohibiting unlawful abuse while performing duties. In addition, the company has demonstrated a certain level of effort by promoting diversity and inclusion in the workplace, with the proportion of female supervisors reaching 30% and conducting workplace hazard assessments for maternal protection. Lianying Technology also expressed its commitment to cultural innovation, promoting respect and tolerance, creating a safe and positive working environment, and providing a reference for other companies.

展望未來的公平與尊重職場

Looking forward to a fair and respectful workplace in the future

在永續發展的潮流中，大眾對職場人權的關注度逐漸提高，職場霸凌問題成為檢驗企業社會責任的重要指標。台灣社會對這一議題的高度關注，反映出對企業文化、人權保障與永續經營的共同期待。打造一個尊重且支持的工作環境，不僅能提升員工士氣，更能強化企業的永續競爭力。

In the trend of sustainable development, the public is gradually paying more and more attention to human rights in the workplace, and workplace bullying has become an important indicator of corporate social responsibility. Taiwanese society pays great attention to this issue, reflecting its common expectations for corporate culture, human rights protection and sustainable management. Creating a respectful and supportive working environment can not only improve employee morale, but also strengthen the sustainable competitiveness of the company.

未來，企業應以具體行動推進反霸凌與性別平等，從政策、文化及實際措施著手，真正改善職場氛圍。同時，結合ESG框架，將人權保障融入永續經營策略中，實現員工與企業的共榮發展，最終達到雙贏局面。

In the future, companies should take concrete actions to promote anti-bullying and gender equality, starting from policies, culture and practical measures to truly improve the workplace atmosphere. At the same time, combined with the ESG framework, human rights protection is integrated into the sustainable business strategy to achieve the common prosperity and development of employees and enterprises, and ultimately achieve a win-win situation.