Diversity Policy for Public Service in Japan

Transcription

1 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 1

2 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

3 Overview of Recruitment and Appointment 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 Japan Basic 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 of Type of Examination LEVEL Ⅰ Higher Civil Service Exam LEVEL Ⅱ LEVEL Ⅲ 3

4 Social Needs Not much in favor of women and persons with disabilities (PWDs) in Japan s employment environment. - GEM rank : 54 th / 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 4

5 Recruitment and Appointment Policy for Women 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 socialscience background divisions of the LevelⅠExam to approximately 30% by around FY2010. The target figure was achieved in = * 6.4% point yoy increase 30.6% 5

6 Trends in the Number of Recruited Females in Public Service *in social-science background divisions (public administration/law/economy) Type of Examination LEVEL Ⅰ LEVEL Ⅰ In social-science background divisions LEVEL Ⅱ LEVEL Ⅱ In social-science background divisions LEVEL Ⅲ Number FY2005 FY2006 FY2007 FY2008 FY2009 Employment Rate Number Employment Rate Number Employment Rate Number Employment Rate Number Employment Rate % % % % % % % % % % % % % % % % % % % % % % % % % 6

7 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. 7

8 Challenges - Reinforcement of legal measures and implementation strategies to balance professional work and private life, particularly childcare and family care 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.) - 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 8

9 Employment for Persons with Disabilities (PWDs) Legislative Background - Statutory Quotas Pursuant 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). Private enterprises General enterprises (enterprises with 56 or more employees) Special public corporations, etc. 1.8% Actual employment rate in 2008 = 1.55% 2.1% independent administrative institution and special public institutions with 48 or more employees National and local governments (institutions with 48 or more employees) Prefectural boards of education (institutions with 50 or more employees) 2.1% Actual employment rate in 2008 = 2.18% 2.0% Resource: Ministry of Health, Labour and Welfare, Power Point, For Expanding Employment Opportunities for Persons with Disabilities 9

10 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 10

11 Figure 1: Trends in the Number of Job Applicants and Actual Recruited Persons Bar Chart: Number of job applicants with disabilities (10,000 persons) Line Chart: Number of actually employed PWDs (10,000 persons) 97,626 Policy for persons with intellectual disabilities and persons with mental disorders should be emphasized. 11

12 Existing Conditions: Challenge Employment Challenge Employment program 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 The number of employees exceeds 100 as of June 1,

13 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 13

14 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 14