Implementation of Initiatives Based on the Plan for the Advancement of Persons with Disabilities in Fiscal 2023 (Fiscal 2023)
Year of assessment
- Fiscal 2023 (Fiscal 2023)
*As of December 2024
Degree of achievement against the target
1. Recruitment Goals
- Actual employment rate of 2.56% as of June 1, 2024 (2024)
(Reference) The statutory employment rate as of June 1, 2024 (2024) was 2.8%.
*As of September 1, 2024 (2024), the statutory employment rate has been achieved with an actual employment rate of 2.78% (the actual employment rate is below the statutory employment rate, but the statutory number of persons with disabilities has been achieved).
2. Targets for Establishment
- As of June 1, 2024 (2024), no employees who were hired in the previous fiscal year left their jobs.
3. Satisfaction Goals
- As of December 2024 (2024), 92.8% of respondents were satisfied (percentage of respondents who were satisfied or somewhat satisfied)
4. Career Development Goals
- Through periodic interviews, etc., ascertain whether the person and the job are appropriately matched, and make revisions as necessary.
State of implementation of initiatives
1. Establishment of a system to promote the active participation of persons with disabilities
1-1. Organizational Aspects
- Meetings were held as necessary by the Promotion Team to share issues and awareness regarding the employment of persons with disabilities, and to grasp and check the implementation status of the plan as needed.
- An in-house human support system (a person promoting the employment of persons with disabilities, a team promoting the employment of persons with disabilities, a vocational life consultant for persons with disabilities, etc.) was developed, and a cooperation system was established with related organizations outside the organization (the Ministry of Health, Labor and Welfare Employment Measures Division for Persons with Disabilities, the Labor Bureau, and the Public Employment Security Offices), and the division of roles and various consultation points were arranged and shared among the related parties.
- In order to avoid mismatches after entering the office due to disability characteristics, we made efforts to dispel the anxiety of applicants by conducting workplace tours in advance.
- A new system was established in accordance with changes such as personnel changes.
1-2. Human Resources
- Persons who have been appointed as vocational life consultant for persons with disabilities (including those who are scheduled to be appointed) are engaged as vocational life consultant for persons with disabilities by taking the vocational life consultant for persons with disabilities certification course sponsored by the Labor Bureau as needed.
- Efforts were made to promote the understanding of persons with disabilities by having them actively participate in key person training courses for employing persons with disabilities and training courses for mental and Persons with Development Disabilities work supporters, etc., mainly by employees working with persons with disabilities, supervisors, and employees in charge of recruitment.
- In the future, in order to facilitate the adaptation of employees with disabilities to the workplace, the agency plans to hold training sessions for employees.
- A screen reader workshop was held to raise awareness of accessibility among Agency staff.
2. Selection and creation of jobs that are fundamental to the active participation of persons with disabilities
- For all employees with disabilities, conduct interviews, etc. to check whether appropriate matching of duties has been achieved, and review the assignment of duties based on the wishes of employees.
3. Improving the Environment and Personnel Management to Promote Active Participation of Persons with Disabilities
3-1. Work Environment
- Based on requests from persons with disabilities, we will improve the environment of facilities and purchase employment support equipment.
- Voice reading software
- Headphone
- From the viewpoint of securing the traffic line, the seats are arranged close to the entrance.
- Requests are grasped based on information from the person concerned or surrounding employees, etc., and the environment is developed based on necessary considerations.
3-2. Recruitment and Employment
- The positive adoption was carried out regardless of the type and degree of the failure.
- The following procedures were not followed during recruitment and employment.
- Eliminate or limit specific obstacles.
- They set conditions such as being able to commute by themselves.
- Set conditions such as being able to perform work without a helper.
- Conditions such as "being affiliated with and registered with an employment support organization and being able to receive support during the employment period" will be set.
- Implement acceptance only from specific employment support agencies.
- Utilizing the step-up framework, the Ministry will conduct internal public recruitment for transfer to full-time government positions for officials with disabilities who work as part-time officials for a certain period of time.
3-3. Working style
- Based on the disability characteristics and within the scope of the current laws and ordinances, we will flexibly respond to working days and working hours by utilizing telework and early / late work, and promoting the extension of break time.
- With regard to the various leave systems, an outline of the various leave systems will be posted at the time of employment and after employment, and an environment will be developed in which the systems can be confirmed at all times.
3-4. Career Development
- Opportunities for appointment to full-time government positions utilizing the step-up framework were established within the limits of the quota.
- As a result of the questionnaire survey, requests were received for the holding of training that contributes to the improvement of skills in areas other than the current job, and adjustments are being made for the implementation of training.
3-5. Other Personnel Management
- Based on the wishes of persons with disabilities, efforts were made to grasp the situation and take their physical condition into consideration through the establishment of regular interviews and the establishment of a system for holding interviews as needed, as well as through daily communication with employees working in the vicinity of persons with disabilities.
- Based on requests from individuals, measures such as workplace assistance in consideration of disability characteristics and consideration for commuting were taken to the extent deemed necessary.
- There are no requests for the creation of a "work passport," but in the future, efforts will be made to support the establishment of the workplace by having persons in charge of employment support organizations visit the workplace.
4. Other
As far as possible, procurement in Digital Agency was carried out from facilities where persons with disabilities work. In fiscal 2023 (fiscal 2023), in addition to procurement of goods, there was procurement of services (cleaning). The number of cases decreased by one from fiscal 2022 (fiscal 2022), but the amount of procurement exceeded.