Persol Challenge Co., Ltd.
PERSOL CHALLENGE analyzes and announces “Challenges and Efforts for Corporate Employment of Persons with Disabilities” by Employment Stage ~ 70% of the results of employment of people with disabilities feel that they are contributing to corporate activities ~
Persol Challenge Co., Ltd. (Headquarters: Minato-ku, Tokyo;
Representative Director: Inoue), a subsidiary of Persol Holdings Co., Ltd. (Headquarters: Shibuya-ku, Tokyo; President and CEO: Takao Wada), a comprehensive human resources service company. Masahiro) organized by three employment stages (internal decision-making stage,
recruitment stage, acceptance environment and establishment stage) from the results of the “Survey on Efforts and Results of Employment of Persons with Disabilities” conducted in August 2022. We then analyzed the issues, specific initiatives, and results.
In the news release (*1) announced on September 21, we announced employment issues and countermeasures by industry and number of employees. We will announce new additions.
*1: “Survey on Efforts and Results of Employment of Persons with Disabilities” (announced September 21, 2022)
[Summary of survey results]
1. Challenges of employing persons with disabilities
Companies that have problems in hiring people with disabilities are high in all of the decision-making stage (80%), recruitment stage (90%), and acceptance/establishment stage (70%). percent).
■In-house decision-making stage …“Increase in acceptance of
assignments and administrative burden”, “Promoting understanding of employment throughout the company” slightly less than 60%
■ Recruitment stage: 60% of people “Understanding aptitude and ability at the time of hiring”
■ Acceptance/settlement stage … 30% for “consideration of workplace safety” and “personnel system (employment conditions, evaluation indicators, career path)”
2. Efforts to Address the Issues of Employing Persons with Disabilities The most common response (80%) to the issue of employment of persons with disabilities is “Ingenuity in work instructions and processes.” The hiring stage was the most frequently cited issue (90%), but only (60%) cited “ingenuity at the time of hiring”. In addition, 60% of respondents said that they would be able to support their retention and improve their management skills, and 40% said that they would create an environment that would allow them to work flexibly.
■ Ingenuity in work instructions and processes… 70% for “business considerations (content, quantity, etc.)”, 60% for “clarification of work content”
■ Ingenuity in recruitment activities … 60% “Utilizing an agent specializing in employment of people with disabilities”, 40% “Attending an interview with the department manager or education staff”
■ Ingenuity in retention management: 60% of “implementation of regular interviews (physical condition, duties, requests, etc.)”, around 40% of “promotion of internal understanding of D&I (diversity and inclusion)” Consideration for working hours” 60%, “Consideration for taking vacations” 50%
3. Results of Efforts to Employ Persons with Disabilities
70% of those in charge of companies engaged in employment of persons with disabilities recognize that efforts to promote employment of persons with disabilities “contribute to corporate activities.” The reason for this is that 50% of respondents said that they would “expand hiring of diverse human resources,” indicating that they are trying to expand the scope of employment and make use of the diversity of the abilities and personalities of people with disabilities. In addition, 30% of the responses were “promotion of penetration and understanding of D&I” and “improvement of corporate image and value”. Please indicate the source when citing this survey.
Description example: Persol Challenge “Survey on efforts and results for issues at each stage of employment for persons with disabilities” (announced in October 2022)
[Introduction of survey results]
1. Issues in Employing Persons with Disabilities
(1) Issues at each stage in the employment of persons with disabilities Figure 1 summarizes various answers about issues in hiring persons with disabilities into three groups: “1. In-house decision-making stage”, “2. Recruitment stage”, and “3. Acceptance/settlement stage” for each employment stage. Thing.
When a company engages in employment of persons with disabilities, it is important to first clarify the purpose and policy of engaging in employment of persons with disabilities. By determining policies and decisions as a company, including management, and promoting them throughout the company in line with those policies, we can not only fulfill our legal obligations, but also create value by taking root, becoming a force, and contributing to the company as a whole. can be connected. However, according to the results of the survey, 80% of the companies “have some kind of problem in the internal decision-making stage”, and it was found that there are an extremely large number of companies that have problems from the employment consideration stage. Once the employment policy is decided, the actual recruitment stage will begin, but 90% of companies say that they have some kind of problem when hiring people with disabilities. We can see that they are facing challenges at the stage of creating business and recruiting desired human resources.
This was followed by 70% of the companies that “improved the environment for accepting new employees,” which is carried out in parallel before and after recruitment activities, and “have some kind of problem in the settlement stage.” We can see that when employees with disabilities join the company or are employed, various issues have surfaced, such as establishing an environment for them to settle in the workplace and create an environment in which they can play an active role.
(2) Specific contents of tasks for each stage (multiple answers allowed) Figure 2 summarizes the specific content of the challenges for each stage in the employment of persons with disabilities.
Looking at the specific contents of the issues at each stage in the employment of persons with disabilities, “1. Issues at the internal decision-making stage” include “acceptance of assignments and increased management burden” and “promotion of understanding of employment throughout the company”. ” is close to 60%. Assuming the significance of hiring people with disabilities as a company and the increased burden associated with employment, it is necessary to deepen the understanding of the company as a whole, including management, about hiring people with disabilities. You can see the difficulty in For “2. Issues at the recruitment stage,” 60% of respondents answered “Understanding aptitude and ability at the time of hiring.” It can be seen that how to determine the skills and aptitudes required at the recruitment stage and the image of a person is becoming an important issue due to factors such as recruitment targets and regions, expansion of recruitment numbers, and changes in working styles due to the spread of telework. In addition, as the promotion of DX is expected to bring about drastic changes in work content and
occupational areas, more than half of respondents answered that they would create new occupational areas and operations.
A characteristic of the challenges in the “3. Acceptance/establishment stage” is that the answers vary. People with disabilities tend to be lumped together, but the characteristics of disabilities differ from person to person, and the details and strengths of necessary considerations and countermeasures vary from person to person. increase. 30% of respondents said that they had common issues such as “consideration of workplace safety” and “personnel system (employment conditions, evaluation indicators, career path)”, but the provision of reasonable accommodation is stipulated as a legal obligation. Since it is also a principle of the Labor Standards Act to clearly present working conditions, etc., it may be difficult to recognize it as an issue because it is considered to have already been implemented. 2. Efforts to Address the Issues of Employing Persons with Disabilities (1) Efforts to address employment issues for persons with disabilities Fig. 3 shows various answers about efforts to address issues in the employment of persons with disabilities for each process from recruitment to employment to retention: “1. Ingenuity in recruitment activities,” “2. Ingenuity in work and processes,” and “3. It is organized into four groups: 1. Ingenuity in retention support and management, and 4. Developing an environment for flexible working styles.
As for the challenges of hiring people with disabilities, 90% of the companies answered that they have problems at the hiring stage (Fig. 1), but 80% of the companies responded that they were “ingenious about work instructions and processes.” The most common response was “ingenuity at the time of hiring” at 60%, dropping in the ranking. In terms of issues, 70% of the companies answered that they had some kind of problem at the settlement stage, but the number of companies that made efforts to support retention and manage management was slightly reduced to 60%. Maintenance” was 40%.
(2) Specific content of initiatives (multiple answers allowed) Figure 4 summarizes specific efforts to address the issue of employment of persons with disabilities.
Looking at specific efforts to address the challenges of hiring persons with disabilities, as for “1. Ingenuity in hiring activities,” 60% of respondents answered “Using an agent specializing in employment of persons with disabilities,” followed by “Department supervisors and education personnel.” 40% of the interviewees attended the interview. The reason for this is thought to be that when agents are used, it is possible to clarify the human resource requirements required, and it is possible to easily narrow down the target audience and form a population that matches job abilities and aptitudes.
In addition, the presence of a department manager or education staff who is familiar with the situation at the time of the hiring interview allows us to directly confirm the possibility of responding to the requests and considerations of persons with disabilities before deciding whether or not to hire them. , it will be possible to reduce mismatches after recruitment and assignment.
As for “2. Devising work instructions and processes” after hiring, 70% of respondents answered “operational considerations (content, quantity, etc.),” followed by “clarification of work content” at 60%. However, even with the same work-related ingenuity, they started to improve work and develop work systems, such as “simplification of work processes and visualization of work” (40%) and “introduction of communication tools and systems” (20%). Fewer companies answered yes. Regarding “3. Ideas for retention management” as a retention support process, 60% of respondents answered “regular interviews (physical condition, work, requests, etc.)”, followed by “collaboration with external support organizations” and “mentors and job coaches.” etc.” also exceeded 30%. Some employees with disabilities are not good at asking for advice or expressing their concerns in words, such as sudden changes in their physical condition. It is also important to keep track of changes in the condition of people with disabilities, and to establish a system for cooperation with support organizations and medical institutions that better understand the characteristics of people with disabilities.
Nearly 40% of respondents answered “promoting internal understanding of D&I (diversity and inclusion),” but if the understanding and cooperation of those around them increases, they can be expected to become established and active, and lead to the promotion of D&I throughout the company. I guess. As for “4. Improving the environment for flexible working styles,” 60% answered “consideration of working hours (shorter working hours, flextime system, etc.)” and 50% answered “consideration of taking vacations.” It can be seen that work style diversification is progressing in the field of employment of persons with disabilities.
3. Results of Efforts to Employ Persons with Disabilities
70% of respondents answered “Yes” to the question “Does employment of persons with disabilities contribute to corporate activities?” (Fig. 5).
The most common reason for this is “expanding the hiring of diverse human resources,” and about half of the companies recognize the results. In the past, hiring needs were concentrated on specific disability characteristics, abilities, and employment forms, and there was a bias. seems to have come out. In addition, more than 30% of respondents cited “promotion of penetration and understanding of D&I” and “fostering a culture of mutual help” (23.9%) as an effect. It can be seen that it is connected to
As effects on work, “optimization and efficiency of work” (22.4%) and “improvement of work assignment and work instructions” (19.1%) were cited. “Work process improvement and work system development such as ‘simplification of work processes for people with disabilities and visualization of work’ and ‘introduction of communication tools and systems’ mentioned in the work process initiatives in the previous section (Fig. 4). By promoting this more proactively, it is expected that not only employees with disabilities, but also the company as a whole will be able to optimize and improve the efficiency of their work. In addition, 30% responded that they would “improve the image and value of the company,” indicating that one out of three companies felt that they were achieving results.
■ Attributes of Respondents
[Table 2: https://prtimes.jp/data/corp/82189/table/25_1_5030ca4ac0f632d2c2353a9f739bff31.jpg ]
■We have supported more than 3000 companies. We provide support according to the employment stage and all issues.
Persol Challenge Employment Solution for Persons with Disabilities –https://challenge.persol-group.co.jp/solution/-
PERSOL CHALLENGE provides a wide range of high-quality support for companies working to employ people with disabilities. In addition to introducing human resources that meet the requirements of your company through the “doda challenge”, which has the largest number of registrants in Japan, and recruitment via support organizations, we also provide support from strategic planning of employment plans to creating an environment and retention after hiring. We will support you according to your employment stage and issues.
In addition, through free seminars and the corporate information site “Challenge LAB”, we are introducing the problem-solving know-how cultivated by supporting the employment of people with disabilities and the latest trends in the employment market for people with disabilities.
About Persol Challenge Co., Ltd.-https://challenge.persol-group.co.jp/- As a special subsidiary of the Persol Group, since its establishment in October 2014, it has provided the largest number of job offers and registered users in Japan as a service for individuals with
disabilities. As a service for corporations, we are developing a “consulting service for employment of persons with disabilities” that responds to a wide variety of issues related to employment of persons with disabilities. We aim not only to succeed in hiring people with disabilities, but to achieve “successful employment of people with disabilities” that takes into account their retention, and provide a wide range of support for the independence and growth of people with disabilities.
■ About “PERSOL” –https://www.persol-group.co.jp/-
Based on the group vision of “Work and Laugh”, the Persol Group offers a wide range of services related to people and organizations, such as temporary staffing service “Tempstaff”, career change service “doda”, IT outsourcing and design development. .
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