Guidelines for Eliminating Discrimination
Against Persons with Disabilities
PurposeArticle 1.

In accordance with Act for Eliminating Discrimination against Persons with Disabilities(Law number 65 of 2013; hereinafter Law), the Guidelines for Eliminating Discrimination against
Persons with Disabilities (hereinafter Guidelines) aims to stipulate particulars necessary for theappropriate handling, by International Christian University (ICU) faculty and staff (hereinafterFaculty and Staff), of matters prescribed by the Guideline for Eliminating Discrimination against
Persons with Disabilities by Ministry of Education, Culture, Sports, Science andTechnology(MEXT).
Basic Policy
Article 2.

Standing by the principles of the Universal Declaration of Human Rights, ICU shallprepare and maintain an environment in which all students can learn on the basis of equal
opportunity, without any discrimination, and with dignity. ICU shall secure opportunities for thosewith disabilities to participate in learning, teaching, research, and other related activities equallyalongside those without disabilities.
Definitions
Article 3.

In the context of the Guidelines, the definitions of the following words shall be asstipulated.
(1) Persons with disabilities: persons with disabilities as stipulated by The Basic Act for Persons
with Disabilities (Law No. 84 of May 21, 1970) Article 2, 1, i.e. all those (a) with physicaldisabilities, intellectual disabilities, mental disabilities (including neurodevelopmental
disoeders), and other disabilities of the mind and/or body (including disabilities caused byintractable diseases; hereinafter Disabilities); (b) who are subject to considerable limitationsin their daily or civic lives on an ongoing basis due to Disabilities and social barriers; and (c)who participate in ICU’s educational, research, and other activities.
(2) Social barriers: matters, systems, customs, notions, and anything else in society that become
barriers for persons with disabilities in their daily or civic lives.
Prohibition of Unreasonable Discriminatory Treatment
Article 4.

Faculty and Staff shall not engage in unreasonable discriminatory treatment of persons

with disabilities, as indicated by the Points of Note otherwise provided.
2.

In the context of the Guidelines, unreasonable discriminatory treatment is the infringement ofthe rights and interests of persons with disabilities with respect to ICU’s educational, research, andother activities without legitimate reasons and on the grounds of Disabilities, for example by (a)denying provision of opportunities; (b) limiting places, times, etc. when providing opportunities; or(c) adding conditions that are not applied to persons without Disabilities. To note, special measuresnecessary for promoting or achieving de facto equality of persons with disabilities are notunreasonable discriminatory treatment.
3.

Whether reasons are legitimate (see preceding section) shall not be determined simply based ongeneral or abstract reasons. Instead, legitimacy shall be determined by comprehensively andobjectively considering concrete details of each case, keeping in mind the persons with disabilities;
the rights and interests of third parties; and the upholding of the purposes/contents/functions of
ICU’s educational, research, and other activities. If Faculty and Staff determine that there arelegitimate reasons, they must explain those reasons to and endeavor to obtain the understanding of
the persons with disabilities.
Provision of Reasonable Accommodation
Article 5.

If persons with disabilities communicate that they require the removal of social barriers,and removal is not an undue burden, Faculty and Staff must endeavor to provide necessary andreasonable accommodation (hereinafter Reasonable Accommodation) for the removal of social
barriers based on the Disabilities, sex, and age of the persons with disabilities in a manner that does
not infringe their rights and interests, as indicated by the Points of Note otherwise provided.
2.

In the context of the Guidelines, Reasonable Accommodation is changes and adjustments that(a) are necessary and appropriate for ensuring that persons with disabilities enjoy or exercise all
human rights and fundamental freedoms on the basis of equality with others; (b) are deemed
essential in certain cases; and (c) do not impose uneven or undue burdens.
3.

Whether burdens are undue (see preceding section) shall not be determined simply based on

general or abstract reasons. Instead, whether burdens are undue shall be determined bycomprehensively and objectively considering concrete details of each case, keeping the following
points in mind. If Faculty and Staff determine that there are undue burdens, they must explain thosereasons to and endeavor to obtain the understanding of the persons with disabilities.
(1) Degree of influence on ICU’s educational, research, and other activities (whether their
purposes/contents/functions will be compromised)(2) Degree of feasibility (physical/technical/ personnel/system limitations)(3) Magnitude of expenditures, burdens(4) ICU’s scope, finances, and financial affairs
4.

To note, communication is what is transmitted via means that persons with disabilities requirewhen communicating with others, such as language (including sign language), Braille, writing, andbody language. Communication also includes what those who support communication, such as
family and caregivers of persons with disabilities, transmit on behalf of persons with disabilities
when they have difficulty communicating. Even if there is no communication, if it is clear that thepersons with disabilities in question require the removal of those barriers, efforts must be made topropose Reasonable Accommodation deemed appropriate for them.
Preparation of Advising System
Article 6.

ICU designates the following as advising centers for appropriately dealing withconsultations from persons with disabilities and related persons (such as family).
(1) Center for Teaching and Learning(2) Special Needs Support Services(3) Student Services Division(4) Faculty and Staff appointed by the president of ICU (desirable to include persons withdisabilities)
2.

Centers designated in the previous section shall secure and increase Faculty and Staff who dealwith consultations as necessary.
Advising Regarding Disputes
Article 7.

ICU designates the following as desks for preventing or resolving disputes regarding

discrimination on the grounds of Disabilities (unreasonable discriminatory treatment, lack ofReasonable Accommodation, etc.)(1) Human Rights Committee(2) The Third Person Committee
Information Disclosure
Article 8.

ICU shall disclose, via its homepage and so on, support policies, advising systems,

cases of Reasonable Accommodation, etc. to prospective students with Disabilities (including
short-term students such as exchange students), current students with Disabilities, and so forth.
System for Eliminating Discrimination against Persons with Disabilities
Article 9.

ICU’s system for Eliminating Discrimination against with Disabilities shall be asfollows.
(1) Chief Executive Director: The president of ICU shall serve as the Chief ExecutiveDirector. The Chief Executive Director shall unify ICU; take charge so that the Executive

Director appropriately conducts Elimination Discrimination against Persons withDisabilities; and bear the final responsibility regarding Elimination Discrimination against
Persons with Disabilities and environmental improvements therefor (e.g. promotion ofbarrier-free facilities, deployment of necessary personnel, manifestation of acceptance ofand policies regarding both prospective and current students with Disabilities, improvementof accessibility to information).
(2) Executive Director: The Vice President for Academic Affairs and the University
Secretariat Director shall serve as the Executive Director. The Executive Director shallassist the Chief Executive Director; designate the (Special Needs Support ServicesDirector); and take necessary measures regarding Elimination Discrimination against
Persons with Disabilities throughout ICU, such as training and edification of Faculty andStaff.
(3) Director (Special Needs Support Services Director): The Director (Special Needs SupportServices Director) shall assist the Executive Director and fulfill the duties prescribed inthe following article.
Director’s Duties
Article 10.

The Director must, for the Eliminating Discrimination against Persons withDisabilities, supervise matters so that unreasonable discriminatory treatment of persons withdisabilities does not occur by paying attention to the following items and make an effort so that
Reasonable Accommodation is provided to persons with disabilities.
(1) Promote awareness of Faculty and Staff regarding Elimination Discrimination against
Persons with Disabilities and have them deepen their understanding thereof.
(2) Quickly confirm the situation when there are consultations, complaints, etc. regarding
unreasonable discriminatory treatment and/or lack of Reasonable Accommodation frompersons with disabilities.
(3) Instruct Faculty and Staff to provide Reasonable Accommodation in an appropriate manner,
if necessity of Reasonable Accommodation is confirmed.
2.

If problems regarding discrimination on the grounds of Disabilities arise, the Director must

report them to the Executive Director and address them quickly and appropriately in accordancewith the Executive Director’s directions.
Training & Edification
Article 11.

ICU shall provide training and edification necessary for Eliminating Discrimination

against Persons with Disabilities to Faculty and Staff.

2.

ICU shall conduct training of new Faculty and Staff to make them understand basic mattersregarding discrimination against Persons with Disabilities and of Faculty and Staff who become
Director to make them understand the roles required of them regarding Elimination Discrimination
with Persons with Disabilities.
3.

ICU shall edify Faculty and Staff by making them understand the characteristics of Disabilities

and by preparing manuals, etc. necessary for appropriately dealing with persons with disabilities.
Review of Guidelines
Article 12.

ICU shall bear in mind that technological developments, changes in social conditions,etc. can bring about substantial developments in the substance, extent, etc. of Reasonable
Accommodation and lighten the burden of providing such accommodation; review the Guidelines
as necessary; and amend it in a timely manner. When doing so, ICU shall take into account amassed
cases of unreasonable discriminatory treatment and Reasonable Accommodation, etc. and also giveconsideration to international trends. Also, the Guidelines shall be reviewed when laws and basic
policies are reviewed.
Disciplinary Action
Article 13.

If Faculty and Staff engage in unreasonable discriminatory treatment of persons withdisabilities or do not provide Reasonable Accommodation even when there are no undue burdens,
they may be subject to disciplinary action when their conduct is deemed to go against or beneglectful of job duties.