Working Paper Series No.003

JFBS Research Grant Program(September 2016 – August 2017)
Working Paper

Employer Perspectives on Hiring People with
Disabilities: A Comparative Study ofBangladesh and Japan

December 2018

Forhad Hossain
Sk Rokib Hussein

Research paperon

Employer Perspectives on Hiring People with
Disabilities: A Comparative Study ofBangladesh and Japan

Forhad Hossain

Sk Rokib Hussein

Principal Researcher and JFBS Member
Email: fhbipu@yahoo.com
Bangladesh

Researcher
Email: rakibeye@gmail.com
Bangladesh

Japan Forum of Business and Society-JFBS
Waseda University, Tokyo, Japan

Acknowledgements

This report is the output of many constructive efforts at various steps in preparation of thereport. It would be a failing if their cooperation and valuable contributions are not mentioned
and acknowledged.
First of all I would like to express my profound gratitude and thanks to Albert Mollah, ED, ABF
and Abdullah-Al-Mamun, Assistant Professor, Japanese Studies Department, University of
Dhaka for their guidance, constant supervision and constructive suggestions during my entire
period of study.
I would like to express my profound gratitude and thanks to Prof. Kanji Tanimoto, President,
Japan Forum of Business and Society-JFBS and all the board members of JFBS for this grant andcooperation.
The assistance and cooperation of the data collector and office staff facilitated the field
investigation and made it easier, sincere thanks are also due to them.
The officials of the business organizations and NGOs deserve appreciation and thanks forproviding valuable information and insight into different dimensions of disabilities.

Table of Contents
Executive summary…………………………………………………………………………………………………………V
Abbreviation & terminologies used in the report……………………………………………………………VI
1. Introduction.................................................................................................................................................. 1
1.1

Background of the Study ............................................................................................................................ 1

1.2

Purpose of the Study .................................................................................................................................... 2

1.3

Research objectives ...................................................................................................................................... 2

2. Methodology ................................................................................................................................................. 3
2.1

Survey Method................................................................................................................................................ 3

2.2

Sample Design and Size .............................................................................................................................. 3

2.3

Limitations of the study .............................................................................................................................. 3

3. Literature Review ................................................................................................................................... 4-9
4. Findings and Analysis....................................................................................................................... 10-15
5. Conclusion .................................................................................................................................................. 16
Reference..............................................................................................................................................................
Annex A: List of Documents
Annex B: Respondents’ Organization in Bangladesh
Annex C: Respondents’ Organization in Japan
Annex D: Key Informants’ List
Annex E: Survey Questionnaire
Annex F: KII QuestionnaireList of Tables and Figures
Tables
3.1. Japanese laws on persons with disabilities

5

3.2. Employment Quota for Persons with Disabilities

6

3.3. Expanded Range of Employers to be covered by Quota for Persons with Disabilities

7

3.4. Expanded Range of Disabilities Covered by Employment Quota

7

3.5. Employment of Persons with Disabilities by Sector (%) in Japan8

3.6. Employment of Persons with Disabilities by Profession (%) in Bangladesh

84.1. Comparison of employment quota system for persons with disabilities

10

4.2. List of Japanese Organizations Employing Persons with Disabilities

11

4.3. List of Bangladeshi Organizations Employing Persons with Disabilities

12

4.4. Comparison of the basic reasons to employ persons with disabilities by the private

14

sector employers of Japan and Bangladesh
4.5. Comparison of employment challenges to hire persons with disabilities

15

Executive Summary

It is estimated that 10- 15% persons with disability of the world’s population lives with adisability and estimated 80% of persons with disabilities live in developing countries [world
report on disability 2011, WHO & World Bank]. The rate of persons with disabilities in Japan is
6.2% while 9.1% is in Bangladesh [ESCAP, 2015].
In 1949, Japan passed the first Law for the Welfare of Persons with Physical Disabilities. In
1960, Japan established disability employment. Another Law for Employment Promotion of
Persons with Disabilities introduced mandatory quota system for the employment of persons
with disabilities in 1976. The law stipulates that 2.0% of the positions at all private-sector
companies employing 50 or more persons should be filled with persons with disabilities[Tomoko Otake].
In 03rd October 2013, the Bangladesh National Parliament passed the Rights & Protection of
Persons with Disabilities Act 2013 and on January 12, 2012 Ministry of Public Administration
announced 1% quota for Bangladesh Civil Service (BCS). On January 20, 2014, the governmentof Japan as the 140th country ratified the United Nations Convention on the Rights of Persons
with Disabilities while the Government of Bangladesh (GoB) ratified in 2007.
The aim of this comparative study is to find out disability quota scheme, disability employment
ratio, causes of disability employment creation and employment challenges faced by the private
employers at the workplace. The methodology of the study is consisted of review of literatures,
survey questionnaires and key informant interviews etc. to collect both qualitative andquantitative information.
After analysing the data, the study gives the following major findings. Firstly, Japan has
mandatory quota of 2.0% for private sector job while Bangladesh has no quota for private job.
Secondly, the ratio of hiring persons with disabilities in Japanese private organizations is lessthan 3%. On the other hand, Bangladesh is less than 1%. Thirdly, all Japanese respondent
private organizations of the study are hiring persons with disabilities because of the proper
implementation of legislations and policies while the implementation of law is hardly visible in
Bangladesh. But, some private sector employers are employing persons with disabilities for thebuyer policy. Finally, this comparative study extracts that lack of disability knowledge andinformation, more hiring labor cost, failing to match the skills needed, interacting difficulties atworkplace are the main challenges faced by the private sector employers of Japan and
Bangladesh at the time of hiring persons with disabilities which causes low employment
opportunities.
It is expected that the study would be lesson learning for stakeholders of both countries - Japanand Bangladesh.

VAbbreviation & Acronyms

BCS
CRP
DPO
ESCAP
EwD
GoB
HR
HRM
ILO
ISML
JEED
MoPA
NGO
PWD
P&D
RMG
UNCRPD
WHO

Bangladesh Civil Service
Centre for the Rehabilitation of the Paralyzed
Disable Persons Organization
Economic and Social Commission for Asia and the Pacific
Employees with Disabilities
Government of Bangladesh
Human Resource
Human Resources Management
International Labor Organization
Interfab Shirt Manufacturing Limited
Japan Organization for Employment of the Elderly and Persons with
Disabilities
Ministry of Public Administration
Non-Government Organization
Persons/People with Disabilities
Product and Development
Ready Made Garments
United Nations Convention on the Rights of Persons with Disabilities
World Health Organization

VI

1. INTRODUCTION
1.1. Background of the Study
One billion persons, or 15 % of the world’s population, experience some form of disability, anddisability prevalence is higher for developing countries. One-fifth of the estimated global total,or between 110 million and 190 million persons, experience significant disabilities.1 The
current population of Japan is 127 million of which 6.2% is persons with disabilities while 9.1%
is in Bangladesh [ESCAP, 2015].
Persons with disabilities, on average as a group, are more likely to experience adverse
socioeconomic outcomes than persons without disabilities, such as less education, worse healthoutcomes, less employment, and higher poverty rates. Persons with disabilities are mostvulnerable and deprived segment of the population having limited opportunities of
education, training and employment [Md Abdul Jalil]. As a result the scope of job opportunity
is inadequate in both public and private sectors. Thirty years ago the Japanese government
passed the Law for Employment Promotion, etc. of Persons with Disabilities (sic) making it
mandatory for companies to ensure a certain percentage of disabled persons in their workforce.
In Japan the law stipulates that 2.0% percent of the positions at all private-sector companies
employing 50 or more persons should be filled with persons with disabilities [Tomoko Otake].
Law for Employment Promotion, etc. of the Disabled Persons (1960, Law No. 123) played thecentral role in promoting employment for disabled persons through the Quota System and Levy
and Grant System. On the other hand, In Bangladeshi government job, 1% quota for Bangladesh
Civil Service (BCS) and 5% quota for 3rd & 4th grade employment are allocated.
On January 20, 2014, the government of Japan ratified the United Nations Convention on the
Rights of Persons with Disabilities while the Government of Bangladesh (GoB) in 2007 ratified
UN CRPD.
In 03rd October 2013, the Bangladesh National Parliament passed the Rights & Protection of
Persons with Disabilities Act 2013 with a view to ensuring the rights and dignity of persons
with disabilities. The aim of the act is to guarantee the educational, physical and mental
improvement of disabled persons and to support their participation in social and state activities
by removing all sorts of discrimination.2
In 1949, Japan passed the first Law for the Welfare of Persons with Physical Disabilities. In
1970, The Basic Law on the Measures for Persons with Intellectual and Physical Disabilities,
passed in 1970 and amended in 1993 and 2004 to become the Basic Law for Persons with
Disabilities in Japan.
Countries that have adopted the employment quota and levy system are mainly concentrated inEurope. In these countries, the system is founded on the long-standing acceptance of a social
obligation to employ individuals with disabilities [Thorton 1998]. From an international
1 World Bank.(2016): http://www.worldbank.org/en/topic/disability/overview

2 Dhaka Tribune.(2014): http://www.dhakatribune.com/juris/2014/apr/10/protecting-rights-persons-disabilities#sthash.KBut9Eyy.dpuf

standpoint, there are two approaches to ex-pand employment opportunities for persons withdisabilities of Japan: introduction of (i) a legal system on the antidiscrimination law and (ii) an
employment quota system (legally-prescribed minimum employment rate system). Looking atchanges in the number of persons with disabilities working for companies which are covered by
the employment quota system which has brought about substantial results. According to Miwa,
more recently, other three East Asian countries, i.e. South Korea, Thailand and thePhilippines followed suit and introduced similar quota systems.
The Private employers of Japanese business enterprises with 50 full-time employees or moreare compelled to hire 2.0% persons with disabilities in their respective organizations. But the
picture of Bangladesh is totally different because there is no specific quota system for private
business enterprises. In private sector, the scope of job opportunity is also inadequate. Some
private organizations are recruiting persons with disabilities but the numbers are notsatisfactory.
Both countries are working to promote the employment of persons with disabilities in themainstream labor market by imposing law as well as motivating the private sector employers.
1.2. Purpose of the Study
The purpose of this comparative study of Japan and Bangladesh is to explore the disability
employment quota system, disability employment status, causes of the creation of disability
employment and challenges faced by the private employers at the workplace. This study gives acomparative analysis of Japanese and Bangladeshi employers’ perspectives on hiring persons
with disabilities which provide lesson learning to Policy makers, NGOs, Development agencies,
private and public business enterprises/ organizations, DPOs, social organizations, and otherstakeholders benefitted to know the employers perceptions on hiring persons with disabilities
in the respective countries.
1.3. Research objectives
The specific objectives of this research are – To investigate the legal frameworks regarding quota system for the employment of
persons with disabilities in Japan and Bangladesh; To find out the disability employment ratio in different private businessorganizations in Japan and Bangladesh; To explore the reasons to employ persons with disabilities by private sector
employers of Japan and Bangladesh ; To find out the challenges faced by the private sector employers to hire persons
with disabilities

2. METHODOLOGY
2.1 Survey Method:
The study was undertaken through the following activities:
Desk review
A number of documents both Japan and Bangladesh were reviewed relating to employmentof persons with disabilities. For Bangladesh, documents include Rights and Protection of
Persons with Disabilities Act 2013, Labor Law, National Skills Development Policy 2011, ILO
Convention 159 etc. For Japan, documents include Law for the Employment Promotion of
Persons with Disabilities, Policy for persons with disabilities in Japan, Basic law for persons
with disabilities, Japanese National Plan of Action on Disability, Government Action Plan for
Persons with Disabilities, Japan Labor Review, and other related documents i.e. UN CRPD,
newspaper article, audit & CSR report, books, seminar, online resource, Journal article, etc.
SurveyTo collect data about disability employment, a survey was conducted with the help of predesigned questionnaire. The questionnaire recorded relevant information both qualitativeand quantitative. Sample size of the survey was total 30 private employers in Bangladesh andthe respondents were selected through a purposive sampling technique from Dhaka, Gazipur,
Mymensingh district. For Japan, online survey was conducted to collect the information
about 12 private organizations.
Key informant interviews
A total of 5 knowledgeable persons representing different agencies including NGOs actively
involved in the employment generation of young persons with disabilities, DPOs,
representative from buying house, professionals and practitioners were interviewed togather information on policy frameworks, possible interventions and their recommendations
to improve the employment situation of persons with disabilities.

2.2 Sample Design and Size
2.2.1 Sample respondent organizations
Sample respondents as the private sector employers are RMG, Textile, Pharmaceuticals,Electronics, Automobile, Developers, Engineering, Telecommunication, Hospitals, Bank,
Insurance, Electronic Media, Chain Shop, Information Technology and group of company.
Total sample size was 42 respondents’ private business organizations in Japan and
Bangladesh.
2.3 Limitations of the Study Budget deficiency was one of the biggest constraints for collecting data from Japan. As aresult we had to rely on online communication in most of the cases.
 Language was another major problem to collect data from Japan as most of the Japaneseare not comfortable to speak English.
 There were reservations from some of the employers to share details about persons
with disabilities both in Japan and Bangladesh.

3. LITERATURE REVIEW
It is estimated that there are between 180 and 220 million youth with disabilities worldwide, of
which nearly 80 percent live in developing countries. They are affected in far more complex
way in getting job, discriminatory beliefs and attitudes, inaccessible work environments,
communication barriers that contribute to further marginalization and exclusion from socialand economic life. In Japan, attitudes towards persons with disabilities have traditionally beencharacterized by segregation, lack of integration, stigma and bias [Diversity & Inclusion in Asia
Country View]. In Bangladesh, Persons with disabilities are more likely to experience adverse
socioeconomic outcomes, such as less education, worse health outcomes, less employment, andhigher poverty rates [Md Abdul Jalil].
3.1. Legal Frameworks
The constitution of the people’s republic of Bangladesh article 29(1) states that there shall beequality of opportunity for all citizens in respect of employment or office in the service of therepublic. 29(2) no citizen shall, on grounds only of religion, race, caste, sex or place of birth, beineligible for, or discriminated against in respect of, any employment or office in the service ofthe republic.
The constitution of Japan in Chapter III. Rights and Duties of the Persons have clearly defined
the rights and duties of all the citizens. Specially article 14 states that all of the persons areequal under the law and there shall be no discrimination in political, economic or social
relations because of race, creed, sex, social status or family origin. Article 13 states that all of thepersons shall be respected as individuals. There are another articles in the constitution of Japanstating the rights of the persons with disabilities. For example, Article 11 (Fundamental
human rights), Article 12 (Prohibition of abuse of freedoms and rights), Article 25 (Rightsof minimum standard life), Article 26 (Rights and obligations of education), Article 27(Rights and obligations of labor).
One of the most important advances for persons with disabilities in the last decade has been the
United Nations convention on the rights of persons with disabilities (UN CRPD). The issue of
employment addressed in the CRPD particularly in preamble, general state obligations and has
a separate article (article 27: work and employment) the CRPD recognizes the rights of persons
with disabilities to work, on an equal basis with others.
Bangladesh disability welfare act 2001 states that appropriate work fields to be identified andpersons with disabilities to be recruited in that work field, equal employment opportunity for
qualified persons with disabilities specific age limit to be relaxed, and appropriate quota ingovernment job to be reserved. There is a remarkable development to enact new Rights andProtection of Persons with Disabilities Act 2013 where a separate section included. It has been
mentioned clearly the employment rights of persons with disabilities in a separate Article 10.

The Government of Bangladesh passed a series of laws, plans and policies regarding persons
with disabilities which are:• Neuro Developmental Disorder Protection Act 2013
• Neuro Developmental Disorder Protection Rules 2015
• Disability Rights and Protection Act 2013
• Disability Rights and Protection Rules 2015
• Integrated Special Education Policy 2009 and 2016
• National Action Plan for Persons with Disabilities 2016
• National Strategic Plan for NDDs 2016-2021• One year Action Plan for NDDs 2016
• Disability Detection Survey 2015
• Bangladesh Rehabilitation Council Act 2016 (Proposed)
On the other hand, Japan started enacting a series of laws regarding persons with disabilities
after the Second World War which are shown in table 3.1.

Year
1949
1950
1961
1960
1970
1982
1993
1994
1995
1997
2000
2002
2004

Table- 3.1. Japanese laws on persons with disabilities
Laws
Law for the Welfare of Persons with Physical Disabilities
Mental Hygiene Law, amended in 1995 to become The Law Concerning Mental
Health and the Welfare of Persons with Mental Disabilities
Law for the Welfare of Persons with Intellectual Disabilities
Law for the Employment Promotion of Persons with Physical Disabilities, amended
in 1987 to become the Law Concerning the Employment Promotion, etc. for Persons
with Disabilities (in preparation for the ratification of the ILO Convention on
Vocational Rehabilitation and Employment [Disabled Persons] of 1983)
The Basic Law on the Measures for Persons with Intellectual and Physical
Disabilities, amended in 1993 to become the Basic Law for Persons with Disabilities
The Long-term Plan of the Measures for Persons with Disabilities, whichcorresponded to the UN Decade of Disabled Persons (1983-1992) and the World
Program of Action concerning Disabled Persons (1982)
The New Long-term Plan of the Measures for Persons with Disabilities, whichcorresponded to the Asian and Pacific Decade of Disabled Persons (1993-2002)
Law for the Promotion of the Construction of Special Buildings for Smooth Use by
the Aged and the Disabled, revised in 2002
Plan for Persons with Disabilities - Seven-Year Strategy toward Normalization (FY1996 – FY 2002)
Personal Care Insurance Law for the Aged
Law for Promoting Easily Accessible Public Transportation Infrastructure for the
Aged and the Disabled
Basic Program for Persons with Disabilities (FY 2003 – FY 2012) and Five-Year Planfor Implementation of Priority Measures (FY 2003 – FY 2007), which corresponds tothe 2nd Asian and Pacific Decade of Disabled Persons (2003 - 2012)
Latest revision of the Basic Law for Persons with Disabilities

As per Winnie Ng and Amanda Yik, the Japanese Government, in particular the Ministry of
Health, Labour and Welfare and Japan Organization for Employment of the Elderly and Persons
with Disabilities (JEED) have been taking proactive steps to improve the social participation ofJapan’s persons with disabilities:• In 1995, the Japanese Government implemented an Action Plan for Persons with
Disabilities which was a ‘seven-year normalization strategy’ to promote a barrier-freesociety and promote independence of persons with disabilities.
• A new Basic Plan for Persons with Disabilities covering the years 2003 through 2012
was passed in 2002, with a new Action Plan for Priority Areas.3• The Public Employment Office, known as ‘Hello Work’ provides advice to bothindividuals and companies and can help companies develop plans to meet their quotas.
3.2. The Employment Quota System
Countries that have adopted the employment quota and levy system are mainly concentrated inEurope. In these countries, the system is founded on the long-standing acceptance of a social
obligation to employ individuals with disabilities [Thorton, 1998]. Miwa (1997) argues thatJapan was the first East Asian country which introduced a systematic mechanism, such as
quota system, for the employment of disabled persons in open labour market. Japan’ssystem of disability employment is based on the 1960 “Act on Employment Promotion etc. of
Persons with Disabilities.” Disability employment policy in its present form has been developedsince the amendment of the Act in 1976 [Akira Nagae]. The government’s policies regarding theemployment of the disabled could be divided into the following three stages, or milestones:
1. Period One (1960-1975): Efforts to promote employment of physically disabled persons
2. Period Two (1976-1986): Introduction of levy system
3. Period Three (1987 – present): Efforts to promote employment of physically andintellectually disabled persons
The government strategies to revitalize Japan include promoting the employment of persons
with disabilities. On 1 April, a Ministry of Health and Welfare Law come into force requiring that,at firms in Japan with 50 or more employees, those with disabilities must account for at least
2% of the staff. Firms with 200 employees or more that do not meet this requirement are
penalized [Japan Today, 2017].
The law for Employment Promotion of Persons with Disabilities was promulgated on June 19,
2013 in the following:
Table- 3.2. Employment Quota for Persons with Disabilities
Classification of Employers
Private Business
General, Prefectural & Municipal
Governments
Board of Education

Before April 2013
1.8%
2.1%

April 2013 & Beyond
2.0%
2.3%

2.0%

2.2%

Table- 3.3. Expanded Range of Employers to be covered by Quota for Persons with Disabilities
3 http://www.disabledworld.com/news/asia/japan/japan.php#ixzz1K8y2PfxTEmployers Covered
Before April 2013
April 2013 & Beyond
Number of Employees
56 or more
50 or more
*With the rise of employment quota from 1.8% to 2.0 %, a business employing 50 persons or more
now has to employ at least one worker with disabilities
Table- 3.4. Expanded Range of Disabilities Covered by Employment Quota
Before April 2013
April 2018 & Beyond (Planned)
Disabilities to be
Physical & Intellectual
Physical, Intellectual and Mental Disorder
Covered(including developmental disability)
Although there are criticisms of this quota system and many companies find it
easier to pay the levy than hire persons with disabilities, this initiative - together
with increasing pressure to uphold reputation and engage in corporate social
responsibility, has had a significant impact on the corporate sector. The result isthat increasingly companies are looking to see how they can accommodate persons
with disabilities at their workplace.4
In 2010 the prime minister of Bangladesh gave the directive while inaugurating the 12th
National Disabled day and 3rd World Autism Awareness Day jointly organized by Social
Welfare Ministry and National Disabled Development Foundation in the city's Mirpur. she said
"I am asking you to implement the 10 percent quota reserved in recruiting disabled persons
against class three and class four posts and one percent quota in class one category jobs ingovernment services,".
As a result on January, 2012 the ministry of public administration (MoPA) gave a circulation“Reservation 1% quota for persons with disability for BCS Cadre Service and 1 st and 2nd classpublic job” and 10 present quotas (persons with disabilities and orphans) for third and fourth
grade jobs.
3.3. Disability Employment
Government statistics show that out of a population of around 127 million in Japan,
some 3.66 million are physically disabled, 3.23 million are mentally ill and 54.7 million
have intellectual disabilities. This means that roughly one in 20 persons in Japan has
some kind of disability. 5 The Government has taken steps to promote accessibility
and equality for persons with disabilities – including the introduction of employment
quotas, but social participation of persons with disabilities remains low.6
Table-3.5. Employment of Persons with Disabilities by Sector (%) in Japan
Industry
21.0%
19.2%
Service
0.4%
Agriculture
59.5%
Others
Source: Disability at a Glance 2015: Strengthening Employment Prospects for Persons with Disabilities in Asia and the Pacific, Economic
and Social Commission for Asia And The Pacific, United Nations

4 http://search.japantimes.co.jp/cgi-bin/fl20060827x1.html

5 http://www.jeed.or.jp/english/download/reference01.pdf
6 http://communitybusiness.org

Persons with disabilities in Bangladesh tend to experience higher unemployment and havelower earnings than persons without disabilities. There are millions of young persons withdisabilities struggling to live a life of dignity in Bangladesh due to lack of employment
opportunity. After ratifying the UNCRPD, the government of Bangladesh has been showing now
an increasing interest for the development of persons with disabilities and to work hand inhand with the non- governmental sector. For public job, quota has been introduced but for
private job, there is no obligation to employ persons with disabilities for the private sector
employers.
Table-3.6. Employment of Persons with Disabilities by Profession (%) in Bangladesh
Total
Percentage
Unfit for Job and unemployed Persons with Disabilities
68.70
Not fit for job?
751,227
Unemployment
221,507
Employment of Persons with Disabilities by Profession
Agriculture
House Hold
Daily labor
ArtistEducation
OthersTotal

108,153
137,959
95,955
1,043
66,246
31,844
1,414,334

53.13
15.67
31.30
7.65
9.76
6.79
0.07
4.69
2.25
100.00Source: Bangladesh Disability Detection Survey, 2015

In Japan, The Employment Promotion Act for Persons with Disabilities introduced a quota
system for the employment of persons with disabilities in 1976, requiring private companies to
employ persons with disabilities (physical or intellectual) to make up at least 2.0% of theirregular workers.7 Although there are criticisms of this quota system and many companies findit easier to pay the levy than hire persons with disabilities.8
While numerous challenges exist, it is clear that employment of persons with disabilities is
steadily on the rise in Japan after the first major amendment in 2013. The expectations are that
this amendment will contribute not only to promotion of employment, in terms of aquantitative increase in the number of disabled persons hired, but also to qualitative
improvements in working conditions, such as allocation of duties and adaptation of workplaces
so as to enable continued employment over the long term. [Hiromi Sakazume]
Economic research on the effects of the system in Japan includes that of Tsuchihashi and Oyama(2008). They state that “There are problems, in terms of efficiency, with each company always
having to employ persons with disabilities in proportion to their corporate scale when society
as a whole employ a fixed number of such persons.”
According to ODEP report in 2008 revealed that large companies are more likely to employ,hire and actively recruit persons with disabilities.

7 http://www.jeed.or.jp/english/download/reference01.pdf
8 http://search.japantimes.co.jp/cgi-bin/fl20060827x1.html

A baseline survey by Unleash Foundation Ltd in 2015 exposed that employers haveencountered barriers when they consider the employment of persons with disabilities. Up to
88% of the employers expressed that there were barriers in employing PWD. Most of thebarriers (69%) came from additional costs in training, supervision and accommodation, lack ofmanagement commitment and so on. Only 19% of the employers indicated that thebarriers came from the candidates being lack of requisite skills or related experience.
In august 2011, Employment Monitoring and Evaluation Branch of AG shown that medium andlarge employers were more inclined to rate positively than small employers, suggestingthat larger businesses may have greater capacity to support special needs in theworkplace. Financial assistance including wage subsidies and offsetting the cost of any
workplace modifications is an important factor in the recruitment decisions of many small
employers, who are more likely than large employers to see additional upfront costs as abarrier. Employers who used Workers with disability are often considered the most reliable
and loyal employees.
A research study of KU in 2015 revealed that Education, motivation and collaborative
communication will be among the key factors in achieving employment success.
Some challenges exposed from research findings which are 88 % of companies in Bangladesh
told that they do not employ anyone with a disability because of lack of tailored skill training
like traditional training programs, lack of alternative forms of training, fitness for a job and lackof tailored interventions like no incentives to employers , limited supported employments , nosheltered employment, no separate employment agencies and only 5% employers haveaccommodated a staff member with disabilities 99*Nuri et. al., (2012) “Impact Assessment of a Vocational Training Programme for Persons with Disabilities in
Bangladesh”: Vol 23, No.3, also available at: www.dcidj.org

4. FINDINGS AND ANALYSIS
4.1. Employment system of persons with disabilities in Bangladesh and Japan
Japan introduced the mandatory employment quota system for persons with disabilities in1976 while Bangladesh did in 2012 only for public sector job. Japan uses levy systems withdifferent mandatory quotas and coverage while Bangladesh does not. In 2013, Bangladesh
government passed the disability law of The Rights and Protection of Persons with Disabilities
Act though UNCRPD was ratified in 2017. Japan passed its first disability law- The Welfare of
Persons with Physical Disabilities in 1949 but in 1960 new law for Promotion of the
Employment of Persons with Disabilities was enacted to promote the employment of persons
with disabilities which is promulgated on June 19, 2013. In addition, On January 20, 2014, thegovernment of Japan ratified the United Nations Convention on the Rights of Persons with
Disabilities [UNCRPD]. In 2013, Japan Government revised employment quota for persons withdisabilities which was first introduced in 1976. Bangladesh government has no regulations for
mandatory quota schemes for private employers obliged to hire a specific number of employeewith disabilities. On the other hand, private sector employers in Japan are obliged to recruit
2.0% persons with disabilities if having 50 or more regular employees. These employment
opportunities are available for the three range of disabilities are Physical disability, Intellectual
disability and Mental disorder. In Bangladesh, there is no specific guideline on the range of
disabilities like Japan. The Rights and Protection of Persons with Disabilities Act 2013 has
defined 11 types of disabilities who will be given prioritized to cover the quotas for public
sector job.
Table-4.1. Comparison of employment quota system for persons with disabilities
Bangladesh
Japan
Disability Legislature

Year of UNCRPD
Ratification
Quota for Public Sector

Quota for Private Sector
Covered Employers

Range of Disabilities
Quota Calculation

The Rights and Protectionof Persons with Disabilities
Act 2013.
2007

Promotion of the Employmentof Persons with Disabilities Law(Law No. 123 of 25 July 1960).
2014

1% quota for 1st class job
5% quota for 3rd & 4th classjob
No provision of disabledquota by the government
N/A

2.3% for central, prefectural &Municipal Governments and2.2% for board of education
2.0%

50 or more (a businessemploying 50 persons or moremust employ at least one EwD)
As per RPPD act, 11 types of Physical disability, Intellectual
disabilities are included
disability and Mental disorder
N/A(Disabled Workers + Disabled
Unemployed)/ (Total Regular
Employees – Exempted Workers+ Total Unemployed)

4.2. Disability employment status in different private business organizations in Japanand Bangladesh
The study examined 12 Japanese private business organizations that have employed persons
with disabilities. The following table: 4.2 shows the total percent of persons with disabilities
working in private organizations in Japan. In addition, all the organizations fulfil the Japan’s
statutory requirement of 2.0%.
Table-4.2. List of Japanese Organizations Employing Persons with Disabilities
Private Business Organizations
Percent (%) of Total Employee withIn Japan
Disabilities
Fuji Electric Global
2.43
Osaka Gas
Fast Retailing Group
OLC
Sony Group
LawsonSumitomo Electric Group
Hitachi Group
Murata Manufacturing Co., Ltd
Kyocera Global
Mitsubishi Electric Group
Toshiba Global

2.35
2.23
2.22
2.20
2.20
2.17
2.18
2.13
2.08
2.06
2.05

The ratio of Fast retailing group is 2.23% or 125610 individuals in Japan. It wants to maximize
hiring opportunities of persons with disabilities and be a role model to other companies. The
average employees with disabilities for Sony Group in Japan is 2.2%11 which above the 2.0%
mandated by the Japanese law for companies over a certain size. As of April 1, 2017 thepercentage of employees with disabilities become 2.3%12 in Toshiba Group in Japan establisheda special subsidiary company in accordance with Toshiba’s basic policy aiming to employ
persons with disabilities. Fuji Electric Global promotes employment of persons with disabilities
with a goal of enabling as many persons as possible with disabilities to continue working until
retirement age. In 2016, persons with disabilities made up 2.43%13 of its workforce exceeding
legally mandated ratio of 2.0%. The rate of employees with disabilities at Kyocera intending toactively employ persons with disabilities according to specific action plans developed toenhance the rate of employees with disabilities is 2.08%14 in 2016. Murata surpassing the legal
minimum percentage and employing 2.13%15 persons with disabilities in the total workforce iscommitted to expanding employment opportunities and improving the workplace environment
for the physically challenged. OLC primarily at special subsidiary company- Mihama
10

http://www.fastretailing.com/eng/sustainability/employee/diversity.html

11https://www.sony.net/SonyInfo/csr_report/employees/diversity/index5.html

12https://www.toshiba.co.jp/csr/en/performance/social/diversity.htm

13

http://www.fujielectric.com/company/csr/with_employee/diversity.html

14

http://global.kyocera.com/ecology/human_rights.html

15

http://www.murata.com/about/csr/people/employeescorporation co. Ltd actively employs persons with disabilities. Employees with disabilities
represent 2.22%.16 The employment ratio of persons with disabilities is 2.18%17 in the entire
Group of Hitachi in Japan maintaining group-wide drive to hire more persons with disabilities.
Finally, the findings results in these private organizations have employed persons withdisabilities to maintain the workplace diversity as well as to obey the Japan’s legally required
employment rate of 2.0%.
Table- 4.3. List of Bangladeshi Organizations Employing Persons with Disabilities
Private Business Organizations
Percent (%) of Total Employee withIn Bangladesh
Disabilities
Keya Group
15.36
Inter Staff Apparels Ltd
2.50
Renata Limited
2.13
ISML
1.53
Aman Knitting Ltd
1.40
Pandora Sweaters Ltd
1.38
Young Socks
1.36
Fakruddin Textile Ltd.
1.33
FCI BD Ltd
1.20
Southern Garments
1.00
My TV
0.86
Mohammadia Garments
0.62
Shanta Industries Ltd.
0.60
Monno Ceramic Industries Ltd
0.50
Hopyick(Bd) Ltd
0.50
Barger Paints Bd Ltd
0.41
SQ Celsius Ltd
0.39
Chrony Group
0.38
Bitobi Garments
0.36
Viyellatex Ltd
0.36
Dekko Apparels Ltd
0.35
Urmi Garments
0.32
0.30
Energypac Electronis Ltd
0.30
Floreal International Ltd
0.30
Shagore Garments
0.21
Lab Aid Hospital
0.16
Prothom Alo Daily Newspaper
0.10
Sparrow Apparels
0.03
Pubali Bank
0.02
Grameen Phone
The study explores that Out of 30 private organizations, 21 belongs in the RMG & Textile, andthe rest 9 organizations are Telecom, Ceramic, Beverage, Electronic Media , Automobile andChain Shop etc. Garments and Textiles are hiring persons with disabilities comparatively highrather than other sectors. The study shows that only 3 organizations have above 2.0%
employment ratio, 20 organizations below the 1.0% indicating that the employment
opportunity of persons with disabilities in Bangladeshi private organizations are limited.
16

17

http://www.olc.co.jp/en/csr/5daiji/relation/opportunity.html
http://www.hitachi.com/csr/labor/diversity.html

Finally we can say that on an average, the ratio of hiring persons with disabilities in Japanese
private organizations is less than 3%. On the other hand, Bangladesh is less than 1%.
4.3. Causes of employment generation of persons with disabilities in private sectors inJapan and Bangladesh
Employment creation of persons with disabilities in the RMG and Textile sector is a big successin Bangladesh due to the initiative of foreign retailers and buyers. NGOs those who are working
for persons with disabilities, DPOs, international development agencies like ILO and employers’
associations are also playing a role to promote employment in the RMG, Textile and otherpromising sectors. The private employers initially recruited persons with disabilities at theinitiative of buyers, they like Keya Group, Inter Staff Apparels ltd, ISML, Fakruddin textile Ltd.,chrony Group, Aman Knitting Ltd. Etc. are now quite positive for employing more persons withdisabilities. For example, 1536 (15.36%) persons with disabilities out of 10,000 staffs are now
working in Keya Group but two years ago in 2015 it was only 1100 employee with disabilities.
Md. Porimol, general Manager (P&D), Keya Cosmetics of Keya Group Quotes “We did not know
about how persons with disabilities could work. We were interested when we saw theirperformance. Many factories do not know this”“Marks & Spencer, an UK based leading retailer of clothing,launched Marks & Start programme in 2004 to promote
employment of young people with disabilities and otherdisadvantaged groups. In Bangladesh this programmes operates
in collaboration with the Centre for Rehabilitation of the
Paralyzed (CRP), an organization that provides rehabilitation
services for disabled people in Bangladesh. CRP offers pre and post
placement support and guidance for the trainees. Through thisjoint initiative a total of 960 women with disabilities weretrained over the last 9 years. After that their employments havebeen created in 43 garments Industries.”

To promote the employment of persons with disabilities, Japan established the Japanesedisability employment system in 1960.18 In 1976, a levy-grant scheme was introduced andprivate firms were strictly requested to achieve their quotas. If they were not able to meet theirlevy quotas, the employers were required to pay levies.19 As a result of statutory mandate ofJapanese law, private organizations are hiring persons with disabilities positively of its
workforce. By examining the 12 organizations, the results show that the average percent of
18 Matsui (1998) and Hasegawa (2010) for the historical background of Japan’s disability employment system.

19 Yuko Mori and Norihito Sakamoto (2017): Economic consequences of employment quota system for disabled people: Evidence

from a regression discontinuity design in Japan.

PwD employees are below 2.19% which just exceeds Japan’s legally requirement ratio of 2.0%.
It clearly explains that Japanese private organizations strictly follow the legally mandate
percentage for the promotion of persons with disabilities.
Table-4.4. Comparison of the basic reasons to employ persons with disabilities by the private
sector employers of Japan and Bangladesh
Five Basic ReasonsMust: Legislation and Policies

Japan

Legally mandated level of
2.0% for having 50 or more
employees
May: Someone referred or requested!
Should: Human rights, CSR, Buyer Workplace Diversity
Policy, Public image, agreement andEconomic reason, Workplace Diversity
Being encouraged: By Government, In excess of the required
Peers, NGO, Network or Other number (200 ) Govt. gives
organization
allowance of 27,000 yen permonth for per person
Good business sense: Getting benefits/ UNIQLO
Business case

Bangladesh
No quota provision
for private job
Buyer Policy

NGO, Specially CRP
encourages
employers to hire
PwDs
Keya Group

4.4. Challenges faced by the private employers to hire persons with disabilities
Though the respondent’s organizations are positive to hire persons with disabilities, they facesome constraints in the level of staff selection and in the workplace. some major challenges
faced by the private sector employers both Japan and Bangladesh at the time of hiring persons
with disabilities like lack of disability knowledge and information, more hiring labor cost, failingto match the skills needed, interacting difficulties at workplace which result in limited
employment opportunity for persons with disabilities.

Table-4.5. Comparison of employment challenges to hire persons with disabilities
Bangladesh
Japan
Lack of information on employment Negative perceptions on PwD’s ability toopportunities
perform in the workplace.
Physical barriers to workplace
How to treat and interact with persons withdisabilities in the workplace
Limited education and experience and Lack of knowledge and experience about where
failing to match the skills needed
to find persons with disabilities with the rightskills and experiences.
Without training they cannot work
Extra costs and resources required to support
persons with disabilities in the workplace.
Need more supervision
Higher labour costs5. CONCLUSION
This study compared the Bangladeshi and Japanese quota scheme, disability employment ratio,
causes of disability employment creation and employment challenges. Firstly, Japan has
mandatory quota of 2.0% for private sector job while Bangladesh has no quota for private job.
Secondly, on an average the ratio of hiring persons with disabilities in Japanese privateorganizations are less than 3%. On the other hand, Bangladesh is less than 1%. Thirdly, allrespondent Japanese organizations of the study are hiring persons with disabilities because of
the proper implementation of legislations and policies while the implementation of law ishardly visible in Bangladesh but some private sector employers are employing persons withdisability for the buyer policy and the NGOs and DPOs motivations. Finally, this comparative
study examines that lack of disability knowledge and information, more hiring labor cost, failingto match the skills needed, interacting difficulties at workplace are the main challenges faced by
the private sector employers of Japan and Bangladesh at the time of hiring persons withdisabilities.
To sum up, employment of persons with disabilities is one of the most powerful indicators ofsocial inclusion. So, there is no alternate of promoting employment of persons with disabilities.
Joint initiative of government and non-government organizations, employers’ network, group ofcompanies, multinational and international companies can play a very vital role in promoting
employment of persons with disabilities both in Bangladesh and Japan.

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with Disabilities in Bangladesh”: Vol 23, No.3, also available at: www.dcidj.org[36] Nagae. Akira., (2015): “Disability Employment and Productivity” Japan Labor Review, vol.
12, no. 1, winter[37] Sunwoo and Sookyung,(2016): “Comparing Employment Quota Systems for Disabled
People Between Korea and Japan” Asian Journal of Human Services, Vol, 10, 80-92[38] Kudo. Tadashi., (2015): “Japan’s Employment Rate of Persons with Disabilities andOutcomes of Employment Quota System” Japan Labor Review, vol. 7, no. 2, SpringAnnex A
List of Documents Review
For Bangladesh:
Review employment related instruments for persons with disabilities i.e. UNCRPD
Rights and Protection of the Persons with Disabilities Act 2013
Labour Law 2006 (and amendments made in 2010 & 2013)
Labour Policy 2012
National Skills Development Policy 2011
National Strategy for Inclusion of Persons with Disabilities in Skills Development(draft) ILO convention (159)







For Japan:







Law for the Employment Promotion of Persons with Disabilities,
Policy for persons with disabilities in Japan,
Basic law for persons with disabilities,
Japanese National Plan of Action on Disability,
The Government Action Plan for Persons with Disabilities,
Japan Labor Review

Others:










United Nations Convention on the Rights of Persons with Disabilities
Newspaper Article
Audit Report
CSR Report
Books
Seminar
Online Resource
Journal Article
Conference Documents

Annex B
Respondents’ Organization in Bangladesh
Name of Respondent Organizations in Bangladesh
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28

Keya GroupInter Staff Apparels Ltd
Renata Limited
ISML
Aman Knitting Ltd
Pandora Sweaters Ltd
Young Socks
Fakruddin Textile Ltd.
FCI BD Ltd
Southern Garments
My TV
Mohammadia Garments
Shanta Industries Ltd.
Monno Ceramic Industries Ltd
Hopyick(Bd) Ltd
Barger Paints Bd Ltd
SQ Celsius Ltd
Chrony Group
Bitobi Garments
Viyellatex Ltd
Dekko Apparels Ltd
Urmi Garments
Energypac Electronis Ltd
Floreal International Ltd
Shagore Garments
Lab Aid HospitalProthom Alo Daily Newspaper
Sparrow Apparels

29

Pubali Bank

30

Grameen Phone

Annex C
Respondents’ Organization in Japan
Name of Respondent Organizations in Japan
1
2
3
4
5
6
7
8
9
10
11
12

Fuji Electric Global
Osaka Gas
Fast Retailing Group
OLC
Sony Group
LawsonSumitomo Electric Group
Hitachi Group
Murata Manufacturing Co., Ltd
Kyocera Global
Mitsubishi Electric Group
Toshiba Global

Annex D
Key Informants’ List
List of Key Informants
S.L.

Name of Respondents [ KII ]Organization's Name

1.
2.
3.
4.
5.

Albert Mollah
Vaskar Bhattacharjee
Peter Fremlin
Dr. Nafeesur Rahman
Ramesh HalderAccess Bangladesh Foundation
YPSA
ILO
NFOWD
CRP

Annex E
Survey Questionnaire
Respondent’s Name:…………………………………………………………………Designation:…………………………………
Name of Organization & its Address: …………………………………………………………………………
Email: ………………………………………………………………………..Contact no: …………………………………
People with disabilities, generally deprived of social facilities, are the most vulnerable anddisadvantaged group in the society. They have limited access to employment because of
infrastructural, informational, social attitude and so on. With the assistance of Waseda
University of Japan, a research study on “Employer perspectives on hiring people with
Disabilities: A Comparative Study of Bangladesh and Japan” is being conducted toknow about challenges faced by both employers and employees on the employment of people
with disabilities. This study aims to explore the employer perspectives on creating employment
opportunity for young people with disabilities.

PART I: GENERAL INFORMATION OF THE ORGANIZATION
Q1.1 Name of the organization:…………………………………………………………………………………………………………………………….
Q1.2

Type of organization: □Private Enterprise □Corporation□ Government□Education
Q1.3 Nature of the Business (like IT, financial Institutions, Telecom, Agro etc.):………………………………………………………
Q1.4 Number of total employees:………………………………………………………………………………………………………………………

□No of People with Disabilities……………………………□ No of People without
Disabilities………………………………
Q1.5 Kindly provide the following details information of disabled employees working
at your organization.
Sl.
no.

Designation

No. of Disabled
Employees

Type of Disability

Male

01.
02.
03.
04.
05.
Q1.6

Does your organization follow the Govt. quota system for employing PWDs?

□Yes

□No

FemaleQ1.7 Does the company have any employment/ HR policy on the employment ofpeople with disabilities?

□Yes

□No

Q1.8 Are people with disabilities encouraged specially in job advertisement of yourorganization?

□Yes

□No

Q1.9 As disabled people working in your organization so what sort of changes you
have made in your organization?
a) Modified PWD work station/ workplace Solutions
 Reading software □Braille□Sign Language Others …………………………………………………….

□Adjustable deskb) Managed office accessible for people with disabilities Ramps□Washrooms □Elevators□Railing Others …………………………………………………….
c) Arranged any special facilities for People with Disabilities?
 Accommodation facilities
 Transportation facilities
 Health Facilities
 Training/ Sheltered Workshop and Others …………………………………………………….

PART II: ATTITUDE TOWARDS EMPLOYEE WITH DISABILITIES
Q2.1
o
o
o
o
o
o
o
o
o
Q2.2
o
o
o
o
o
o
o
o
o

What is the reason to employ people with disabilities in your organization?
Obligation to Law (specially Quota System)
Tax Benefit/ Levy/ Grant
Company Goodwill
Government Pressure
Buyer Pressure
Social Responsibility
CSR Initiative
Positive response from clients and end-users
Others, if any……………………………………………………………………………………………………………………………………
Your perceptions on employees with disabilities in your organization?
Strong loyalty
Dedicated to work
Good behavior
Increasing morale to other staffs
People welcome themLike other workers
Negligible attrition
Honesty and Integrity
Others, if any……………………………………………………………………………………………………………………………………
…………..

Q2.3 What are the benefits you have got by employing disabled people in yourorganization?
o Waste Less timeo Absenteeism is lesso Low switching costo Higher retention and lower accidento Efficient in respective job
o Tremendous Performanceo Others, if any……………………………………………………………………………………………………………………………………
Q2.4 Are you satisfied with the productivity or performance of disabled employees atyour organization?

□Highly Satisfied
Dissatisfied□Satisfied□Moderate□Dissatisfied□Highly

Q2.8 Is there any scope to recruit persons with disabilities at your organization in thenext job circulation?

□Yes

□No

If yes, how
many?…………………………………………..……………………………………………………………..…………….……

PART III: CHALLENGES FACED BY THE EMPLOYERS TO EMPLOY PWDS
Q3.1
o
o
o
o
o
o
o
o
o

What kind of problems you have faced while recruiting people with disabilities?
Difficult to find qualified candidate from people with disabilities (PWDs)
Low response/ application against the job circulation
Matching qualifications and skills as per the nature of work and occupation
Lack of capability assessment mechanism
Do not know how to deal with PWDs / Lack of awareness of PWDs
Lack of accessible infrastructure like ramp, washroom
Lack of workplace solutions like Reading software for visual impaired
Type of disability
Prohibition by law (Quota system) Others, if any……………………………………………………………………………………………………………………………………

Q3.2 What kind of challenges you have faced after job placement of people withdisabilities?
o Extra workload is needed to work with PWDso Working with them may cause danger or adverse effect to other staffs
o Other staffs face difficulty to work with PWDs
o They need special training to work effectivelyo Reasonable accommodation is neededo Accessible infrastructure is neededo Improved worked station is neededo Adjusting work according to disability, interest and skills of PWDso Working environment and assignment of job
o Others, if any……………………………………………………………………………………………………………………………………
…………..

Q3.3 Kindly provide your opinion about Levy and Grant System for employing persons
with disabilities as per The Employment of Persons with Disabilities Promotion Act
amended in 2013. (Challenges & Prospects)………………………………………..……………………………………………………………..…………….…………………………
…………………..……………

PART IV: SUGGESTIONS ON ENHANCING THE EMPLOYMENT OPPORTUNITY OF
PWDS
Q4.1 Any suggestion regarding improvement of employment opportunity for persons
with disabilities………………………………………..……………………………………………………………..…………….…………………………
…………………..……………

Thank YOU FOR YOUR KIND COOPERATIONName ofInterviewer…………………………………………………………..Date…………………………………………………
Email: …………………………………………………………………Contact no:……………………………………..…………………

Annex F
KII Questionnaire
General Information of Key InformantName of the Respondent: …………………………………………………………………………………………



Gender: …………………………………………………………Email:…………………………………………………



Name of Organization: ……………………………………………………………………………………………



Designation: ……………………………………………………Contact no:……………………………

Sl.

Main Topic

Related Question

01

Knowledge on wage
employment issue
Challenges of people
with disabilities

 What is your opinion about wage employment ofpeople with disabilities?

Job Related Why business organizations are not unwilling to02
03

 What are the barriers you think responsible forlower rate of waged employment generation?
recruit people with disabilities?

04

Suggestion What type of initiatives should be taken by theemployers of both Government & non-governmentorganization to create an amicable job market?
 Your observation about the prospective fields for
employment of persons with disabilities.

THANK YOU FOR YOUR KIND COOPERATIONName of Interviewer………………………………………………..Date………………………………………………
Email: …………………………………………………………………Contact no: ……………………………

Team Members

Researcher
1. Forhad Hossain
2. Sk. Rokib Hussein
Data Processing
1. Md. Monir Hossain
Data Collectors
1. Abdullah Al Masum
2. Md. Borhanul Islam
3. Md. Tajul Islam
4. Mohiuddin Islam Rihab
5. Md. Saiful Islam