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Diversity Policy for Public Service in JapanReform of Public Service System in Japan Basic Policies...
Transcript of Diversity Policy for Public Service in JapanReform of Public Service System in Japan Basic Policies...
Diversity Policy for Public Service in Japan
― Policies for Women and
Persons with Disabilities―
Bunzo HIRAI
(Chief Analyst for Human Resources Management)
Miwa ETO
(Office of the Counselor for Appointment System)
Personnel and Pension Bureau
Ministry of Internal Affairs and Communications
Government of Japan
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Contents
● Overview of Recruitment and Appointment of
National Public Service in Japan
● Reform of Public Service System in Japan
● Social Needs
● Recruitment and Appointment Policy for Women
in Power and Decision-making
● Employment for Persons with Disabilities
● Concluding Remarks
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Overview of Recruitment and Appointment of
of National Public Service in Japan
Career-based System (Life-time employment)
the Merit System Japanese “Fast Streamers”;expected to be senior executives and promoted much faster than those who passed other exams
Reform of Public Service System in JapanBasic Policies for Appointment of Government Officials (Cabinet Decision, 2009) - Promoting personnel management based on competency and performance
- Equal opportunity to participate in executive candidate training
Type of Examination
LEVEL ⅠHigher Civil
Service Exam
LEVEL Ⅱ
LEVEL Ⅲ
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Social Needs
Not much in favor of women and persons with disabilities (PWDs) in Japan’s employment environment.- GEM rank : 54th / 93 countries source: UNDP, HDR 2007/2008
Seeking gender equality in decision-making process
Paradigm-shift in the policy for PWDs in general- Aiming for the independence and social participation of PWDs.
“ Transition from Welfare to Employment”
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Recruitment and Appointment Policy forWomen in Power and Decision-making
Legislative Background- The Second Basic Plan for Gender Equality (Cabinet decision based on the provision of the Basic Law for a Gender-equal Society, 2005)
“To expand women’s participation in every field so that women will have at least 30% of the leadership positions in all fields of society by 2020” (following Nairobi Forward-looking Strategies, 1985)
Existing Conditions (1): Recruitment -Target: to increase the employment rate for females in social-science background divisions of the LevelⅠExam to approximately 30% by around FY2010.
The target figure was achieved in 2009. =* 6.4% point yoy increase
30.6%5
Trends in the Number of Recruited Femalesin Public Service
*in social-science background divisions (public administration/law/economy)
Type of Examination
FY2005 FY2006 FY2007 FY2008 FY2009
Number Employ-mentRate
Number Employ-mentRate
Number Employ-mentRate
Number Employ-mentRate
Number Employ-mentRate
LEVELⅠ 132 20.4% 134 21.1% 137 21.9% 134 21.7% 170 25.8%
LEVEL ⅠIn social-science
background divisions
64 21.5% 66 22.4% 74 25.1% 71 24.2% 93 30.6%
LEVELⅡ 818 25.9% 715 26.4% 506 27.8% 514 25.4% 576 26.5%
LEVEL ⅡIn social-science
background divisions
668 28.1% 592 27.5% 418 31.3% 418 28.4% 468 29.9%
LEVELⅢ 503 32.8% 459 35.0% 457 37.2% 472 35.6% 560 36.1%
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Existing Conditions (2): Appointment
- Given the necessity for further strategic efforts to expand women’s participation, increasing the numbers of female national public employees in positions at director-level and higher is the next stage.
- Ratio of females in such positions in 2008 = 2.0% *0.1% point yoy increase
cf.) Assistant director 5.7%Section chief 17.4%
-The number of females in positions at director-level and higher is to be increased by greater efforts government-wide to retain female public employees and to provide them with steady career-improving opportunities.
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Challenges
- Reinforcement of legal measures and implementation
strategies to balance professional work and private life,
particularly childcare and family care
- Allocating enough human resources for diversity policies for
women in public service
・ Minister of State for Gender Equality
・ Gender Equality Bureau, Cabinet Office
・ Pension Bureau, Ministry of Internal Affairs and Communications
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・ childcare leave ・ family care leave・ nursing leave system ・ system to limit out-of-hours work・ system to limit late-night work ・ shortened working hours, etc.
(based on the Act on Child Care and Family Care Leave, 1991, etc.)
Legislative Background
- Statutory QuotasPursuant to the Law for Employment Promotion, etc. of the Disabled, each private enterprise
including non-profit entities, the national and local governments needs to employ at least the
following ratio of PWDs (statutory quotas).
Employment for Persons with Disabilities (PWDs)
○ Private
enterprises
○ National and local governments
(institutions with 48 or more employees)
○ Prefectural boards of education
(institutions with 50 or more employees)
Special public corporations, etc.
independent administrative institution
and special public institutions with
48 or more employees
2.1%
2.0%
2.1%
General enterprises
(enterprises with 56 or more employees)
1.8%
Actual employment rate in 2008 = 2.18%
Resource: Ministry of Health, Labour and Welfare, Power Point, “For Expanding Employment Opportunities forPersons with Disabilities”
Actual employment rate in 2008 = 1.55%
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Details of the preceding page
Persons with physical disabilities and persons with intellectual disabilities
are covered by obligatory employment (persons with mental disabilities are
not covered, but it is allowed to include an employee who has a “certificate of
person with mental disorders” when employers calculate the actual
employment rate of PWDs to assess compliance with the statutory quota).
* Employing 1 person with severe physical or intellectual disabilities
counts as employing 2 persons with physical or intellectual disabilities.
* In principle, part-time workers do not count as actual employment
rates. Nevertheless, a person with severe physical or intellectual
disabilities working part-time (weekly scheduled working hours of 20
hours or more but less than 30 hours) is counted as 0.5 person.
Resource: Ministry of Health, Labour and Welfare, Power Point, “For Expanding Employment Opportunities for Persons with Disabilities”
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Policy for persons with intellectual disabilities and persons
with mental disorders should be emphasized.
Bar Chart: Number of job applicants with disabilities (10,000 persons) Line Chart: Number of actually employed PWDs (10,000 persons)
Figure 1: Trends in the Number of Job Applicants and Actual Recruited Persons
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97,626
Existing Conditions: Challenge Employment
Legislative Background- The New Five-Year Plan (Decision by Headquarters for Promotion Measures
for Persons with Disabilities, composed of cabinet ministers, 2002)
Objective- Gaining working experience and skills aiming at long-term employment
in companies
Eligible Applicants - Persons with intellectual disabilities and mental disorders
● Job experience as casual employees in public service for 1~3 years● The program has been implemented throughout all ministries and
agencies since FY 2008.
The number of employees exceeds 100 as of June 1, 2009.
Challenge Employment program
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Challenges
- Expanding internship in public workplaces for those with mental disorders (since FY 2008)
* Internship in public workplaces for those with intellectual
disabilities (3 times, FY2005-FY2007)
- The necessity of creating a working environment for PWDs
* Support for improving workplace communications, work
performance, etc.
* Building a cooperative atmosphere between officials in public
service and PWDs as casual employees
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Concluding Remarks
How can the Japanese government advance the diversity
policy from an “equal at entry” approach to one that
considers “diversity as an asset”?
- Diversity policy of human resources as a strategic tool
in public management
- Need to not only recruit but also retain high-performing
female employees
- Need to improve working environment for PWDs
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