I am Kanae SAITO, Chairperson of the Association to Support Taeko Tsuchi, Plaintiff in the Sexual Development Disorder Power Harassment Lawsuit.
While I usually work as a doctor, I share information about LGBT issues on social media under the handle エスケー（SK） and publish articles in magazines. I have also published a book called "LGBT問題を考える 基礎知識から海外情勢まで（Thinking about LGBT Issues: From Basic Knowledge to Overseas Situation.）"
Although I studied about DSD (also known as DSD) in college, I did not know much about it, and while researching LGBT issues, I learned that the existence of people with the disorder is used by LGBT activists almost like propaganda (for example, by using DSD as an example to support its claim that "physical sex is not just male and female"), which deeply hurts the people involved, and I have raised the issue several times in my regular communications.
It was in mid-December 2024 that Taeko Tsuchi, the plaintiff in this lawsuit, contacted me through X's DM.
She said that information about her condition, a DSD, was inappropriately included in LGBT training materials at her workplace, and that she received unfair punishment as a result of protesting against it.
She strongly wanted to somehow make this injustice known to the public, seek an apology and compensation from her workplace through the law, and bring it to an end, so I introduced her to Takimoto Taro, the only lawyer I knew who works on LGBT issues.
After discussing the matter, we concluded that we should fight to the end, and I decided to cooperate as the chairman of the support group.
I sincerely hope that an appropriate apology and compensation will be made to Tsuchi, who was the victim of power harassment at her company, and I will do my best to achieve this goal.
I also hope that this trial will help improve the current situation in which the existence of people with DSD is unfairly exploited by LGBT activists, causing hurt to many of them.
My name is Taeko Tsuchi.
In 1995, I joined the Research & Development division of Procter & Gamble Far East Inc. (then P&G). At the time, P&G’s workplace culture was remarkably different from broader Japanese society. There were many female employees, and there was no unspoken pressure to conform to traditional gender roles. It was an ideal environment where I could work freely, as myself.
At age 17, I was diagnosed with Mayer-Rokitansky-Küster-Hauser syndrome (MRKH)—a congenital condition in which a person is born without a uterus or a fully formed vagina. This is sometimes classified as a type of Difference of Sex Development (DSD). For someone like me, P&G’s lack of expectations around marriage and childbirth offered a rare sense of safety.
However, in 2023, I began to find internal materials on the company portal stating that “intersex = a combination of male and female” or that intersex people are “born with differences in reproductive anatomy, chromosomes, or hormones that don’t fit typical definitions of male or female.” As someone with a DSD, I felt as though we were being told we didn’t belong in the male or female category—simply for being “atypical.”
I escalated the issue to P&G’s compliance office, formally requesting corrections and preventive measures. In response, P&G shared my confidential compliance helpline report with the very individuals involved, issued a work order instructing me not to discuss the issue either inside or outside the company, and secretly implemented a system to automatically forward any of my emails containing keywords like “intersex” or “GABLE” to the HR department.
Still, I refused to stay silent.
In December, I was disciplined on false grounds.
The emotional toll of being ignored, surveilled, and punished led to serious mental distress. I was forced to resign in May 2025.
Still, I have chosen to sue P&G.
Because:
“Instant allyship”—blindly adopting external political messaging without scrutiny—is not inclusion.An “internal investigation” where whistleblower reports are leaked to the accused is not justice.A corporate culture that silences dissent through orders and punishment is not equity.
This is no longer about my personal grievance.
This is about holding a powerful company accountable.
And it is the one responsibility I still carry—for those who come after me.