海南大学学报(社会科学版)

MeToo运动及中国晚近多件知名公司董事、高管性骚扰丑闻案例表明：规制职场性失范，防止其对公司利益、股东权利的不利影响，抚慰失范行为对弱势群体所造创伤日益成为公司风险内控新的焦点与难题。虽然《民法典》进步性地新设第1010条“反性骚扰”条款并确立以合理“预防措施”“受理投诉措施”及“调查处置措施”三位一体的性骚扰私法内控应对机制，但对中国上交所和深交所共计近5000家上市公司披露的内控文件全景式实证研究表明这仅停留在象征性企业合规层面，职场性骚扰问题的解决终究走向受害主体无奈法外发声，进而迫使企业内部解决的规制理路。为此应以《民法典》1010条第2款为靶向，在尊重企业内控措施自治设置与建构模式自主选择的前提下，细化完善企业性骚扰内控措施的具体构成，运用立法论与解释论规则确立内外倒逼性内控措施实施机制成为解决职场性骚扰的关键所在。这不仅推动后MeToo时代企业风险内控中被忽视的性骚扰话题得到重视，也将进一步实现更为本质的性别平等与性别关怀。

The #MeToo movement and several recent cases of sexual harassment scandals involving directors and executives of well-known companies in China show that: regulating workplace sexual anomie, preventing its adverse impact on company interests and shareholders' rights, and soothing the trauma caused by anomie behavior to vulnerable groups has increasingly become a new challenge of corporate risk internal control.Although the progressive new Article 1010 "anti-sexual harassment" clause of the Civil Code and the establishment of a trinity of reasonable "preventive measures", "measures for accepting complaints" and "measures for investigation and handling" of sexual harassment private law internal control response mechanism,A panoramic empirical study of internal control documents disclosed by a total of 5,000 listed companiesshows that this is only at the symbolic level of corporate compliance, and the solution to workplace sexual harassment will eventually lead to the regulation that the victim has no choice but to speak out, and then force the company to resolve it internally.We should take the second paragraph of Article 1010 of the Civil Code as the target,and under the premise of respecting the autonomous setting and construction mode of corporate internal control measures, we should refine and improve the specific composition of corporate sexual harassment internal control measures, using legislative theory and interpretation theory. The key to solving sexual harassment in the workplace is to establish a mechanism for implementing internal and external control measures. This will not only promote the neglected topic of sexual harassment in corporate risk internal control in the postMeToo era, but also further realize more essential gender equality and gender care.