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Implementation of Initiatives Based on the Plan to Promote Dynamic Engagement of Persons with Disabilities (FY 2025)

Assessment Year

  • FY 2025
    • * As of June 2026

Degree of achievement of targets

1. Recruitment Goals

  • Actual employment rate as of June 1, 2025:2.91% (legally required rate: 2.8%)

2. Retention Goals

  • The number of employees hired in the previous fiscal year who left the company in fiscal 2025 was not disclosed.
    • *This information is "not disclosed" because the number of applicable persons is small and specific persons may be inferred.

3. Satisfaction Goals

  • Satisfaction in FY 2025:95.8% (Percentage of respondents who answered "satisfied" or "somewhat satisfied")

4. Career Development Goals

  • The SESC confirmed through regular one on-one interviews and other means that the SESC was properly matching the aptitude of the employee with his / her duties, and reviewed the job assignment and expanded the scope of work as necessary.

Status of implementation of measures

1. Development of a system to promote the active participation of persons with disabilities

1-1. Organization

  • In order to further develop the efforts of the "Team for the Promotion of Employment of Persons with Disabilities", a team dedicated to the promotion of employment of persons with disabilities was officially established in the personnel department, and personnel, including experts, were hired and assigned. This made it possible not only to provide support for employees with disabilities but also to provide specialized support to the surrounding employees who support the employees concerned, and cross-organizational cooperation centered on the team developed. As a result, it became possible to grasp the issues and needs related to the employment of persons with disabilities at an early stage and respond appropriately. At the same time, a system was established to check the implementation status of the Activity Promotion Plan as needed.
  • A system of cooperation was established with related external organizations such as Cabinet Bureau of Personnel Affairs, Ministry of Health, Labor and Welfare, Labour Bureaus, Public Employment Security Offices, and the Career Transition Support Office. The development of a more effective system for promoting the active participation of persons with disabilities was advanced by sharing information and receiving advice on support for recruitment and retention and the promotion of the employment of persons with disabilities.

1-2. Human Resources

  • Those who are to be appointed as vocational life consultant for persons with disabilities, persons in charge of personnel affairs, and employees who work with employees with disabilities were encouraged and informed to participate in the training course for certification of vocational life consultant for persons with disabilities hosted by Ministry of Health, Labor and Welfare not only within the organization, but also within the organization itself. In this way, not only specific persons in charge but also the entire organization deepened their understanding of the employment of persons with disabilities and a momentum to promote the employment of persons with disabilities was created.
  • Efforts were made to promote understanding of the disability characteristics by actively having supervisors and colleagues who work with employees with disabilities participate in employment-related training for persons with disabilities such as training courses for key persons for employing persons with disabilities and training courses for supporters of persons with mental and developmental disabilities.

2. Selection and creation of jobs that are fundamental to the active participation of persons with disabilities

  • For the selection and creation of jobs, persons in charge of employment promotion of persons with disabilities showed actual examples of their activities and supported the inventory of the work of each team. At the same time, a preparation format was prepared and used to organize the expected roles, supervisors, mentors, working conditions, working environment, etc. at the previous stage of recruitment activities.
  • The matching status between employees with disabilities and their work was appropriately grasped through interviews with them and their supervisors, etc. When mismatches or issues were found, support was provided from the perspective of both work and communication, and support was provided from the perspective of supporting their activities.

3. Development of environment and personnel management to promote the active participation of persons with disabilities

3-1. Work Environment

  • In response to requests from staff with disabilities, environmental improvement of facilities and purchase of employment support equipment were implemented.
    • Voice reading software
    • Braille display
    • Seats are located close to the entrance in order to secure the flow of traffic.
  • Regarding the improvement of the workplace environment, in addition to interviews with employees with disabilities and co-workers, questionnaires were also used to create opportunities to widely collect opinions on the improvement of the workplace environment, and efforts were made to grasp the opinions of each individual.

3-2. Recruitment and Employment

  • The positive adoption was carried out without relating to type and degree of the failure.
  • The following matters were not handled in recruitment and employment.
    • Eliminate or limit specific failures.
    • Set conditions such as the ability to commute on your own.
    • The condition that the business performance is possible without the helper is set.
    • Conditions such as "belonging to or registered with an employment support organization and being able to receive support during the employment period" are set.
    • Accept only from specific employment support agencies.
  • At the recruitment interview, the NPA conducted a workplace tour to prevent mismatches after entering the Immigration Bureau caused by the disability characteristics. In addition, the NPA carefully explained the status of commuting routes, working conditions, leave systems, support systems after entering the Immigration Bureau, etc., and provided necessary information so that employees can work as members of the organization with peace of mind. In addition, the NPA worked to establish a system in which not only the employees themselves but also the staff around them can work with peace of mind by having the person in charge of promoting the employment of persons with disabilities hold an onboarding briefing before the employees enter the Immigration Bureau to share the disability characteristics, necessary considerations, and points to note in employment management, etc.

3-3. Working styles

  • Based on the disability characteristics, the number of working days, work hours, etc. were dealt with flexibly by promoting the use of teleworking and flextime systems, extension of break time, etc. within the current laws and regulations.
  • The NPA prepared an environment in which various leave systems can be confirmed at any time after employment by providing a written notice at the time of employment and posting them on the organization's portal site.

3-4. Career Development

  • The NPA is considering the implementation of an in-house public call to transfer to a full-time government position for employees with disabilities who work for a certain period of time as part-time employees by utilizing the Step-up System.
  • Based on the results of the questionnaire, efforts were made to disseminate training that would lead to jobs and to provide opportunities for participation.

3-5. Other Personnel Management

  • Quarterly one on-one interviews were set up and a system was established to hold interviews as needed. At the same time, efforts were made to grasp the situation, consider the physical condition, and quickly summarize any issues through communication such as daily calls by persons in charge of employment promotion of persons with disabilities.

4. Other

For Digital Agency procurement, as much as possible, procurement was carried out from disabled people's work facilities, etc. In FY 2025, there was service (cleaning) procurement in addition to goods procurement, and the number decreased by four from FY 2024.

References