Late-night explicit WeChat messages exposed: alleged sexual harassment and coercion to wear a “dog bell” spark outrage

Workplace harassment — a recurring yet deeply disturbing issue — has once again shaken the automotive industry. This time, the spotlight is on Chinese automaker Chery.

The case emerged in late March 2026, when an open實名 complaint addressed to Chairman Yin Tongyue began circulating online. The whistleblower, a Gen-Z female employee from Chery’s commercial vehicle ecosystem division, accused senior executive Jiang Wenbo of sustained harassment, verbal abuse, and abuse of power.

In her statement, she wrote:
“After more than six months at the company, I suffered continuous verbal attacks and workplace harassment, leading to severe anxiety and insomnia. I no longer dare to go to work.”

According to the allegations, the misconduct went far beyond inappropriate messages and late-night calls. It included physical boundary violations in private office settings, as well as coercion through authority — using threats such as denying promotion or termination.

The report also described a toxic power dynamic, where employees were allegedly treated as personal assistants or worse, stripped of dignity under hierarchical pressure.

The complaint was internally received on March 28. Notably, Chery responded with unusual speed. On April 1, the company issued an official statement confirming that an investigation team had been formed immediately, and by March 31, the executive in question had been dismissed and his contract terminated.

From complaint to dismissal, the entire process took just three days — a rare case of rapid corporate response.

Following the decision, the company swiftly appointed a replacement to stabilize operations.

However, a deeper question remains:
How did such behavior persist within a large organization, and how did someone with such allegations continue rising through the ranks?

This is not an isolated case. Similar incidents across consulting firms and tech companies in recent years highlight a broader issue — the systemic gaps that allow abuse of power to exist beneath formal structures.

Under China’s Civil Code (Article 1010), harassment through words, actions, or abuse of authority against one’s will constitutes sexual harassment. Based on the claims, multiple thresholds appear to have been crossed.

The courage of a young employee speaking out has exposed more than an individual — it has revealed structural silence.

While the “three-day response” may be commendable, the real issue is not just how fast it was handled, but why it was allowed to happen at all.

A workplace should never be a space for unchecked power. Every voice that says “no” pushes the system closer to fairness and safety.