| October 7, 2002 |
Yamatake Corporation's Fujisawa factory has received
the Health, Labour and Welfare Minister's Award for Employment of the Disabled.
Additionally, the staff of Yamatake Friendly, a special subsidiary of Yamatake,
have been commended by the Governor of Kanagawa Prefecture and the President
of the Association for Employment Development. |
In 2001, Yamatake Corporation received the Japan Association for Employment of
Persons with Disabilities President's Award. And this year our Fujisawa factory
received the Health, Labour and Welfare Minister's Award for Employment of
the Disabled. Moreover, two members of the staff at Yamatake Friendly, a special
subsidiary of Yamatake, have been commended by the Governor of Kanagawa Prefecture
and the President of the Kanagawa Association for Employment Development.
In addition to encouraging the disabled to achieve independence through work, Japan's Ministry of Health, Labour and Welfare aims to further increase the awareness and understanding of the general populace - and especially of employers - as regards the challenges faced by the disabled in finding jobs. To this end, each year the Ministry has designated September as the "Month for the Promotion of Employment Opportunities for the Disabled," conferring the Health, Labour and Welfare Minister's Award on businesses that are deemed outstanding in their employment of the disabled, on individuals who have contributed both to promoting the employment of the disabled and to ensuring their occupational stability, and also to disabled persons who are recognized as outstanding workers.
The Fujiwara factory received the Health, Labour and Welfare Minister's Award having been recognized as an outstanding business for actively cooperating in the employment of the disabled over many years. Awards were also received by individuals: Masashi Tomita of Yamatake Friendly received the Kanagawa Prefecture Governor's Award for having made a conspicuous contribution to promoting the employment of the disabled. In addition, Tomeji Ohtake, also of Yamatake Friendly, received the President's Award from the Kanagawa Association for Employment Development for the excellent work he has done as an advisor on issues relating to the occupational life of workers with disabilities.
From as far back as 1976 Yamatake has demonstrated a very positive approach toward the employment of those with physical disabilities, with impaired hearing, etc. Over the last decade, disabled employment at our Fujisawa factory has never dropped below 2.8%, and as of June 1 this year it stood at 2.96%. When Yamatake Friendly is included, disabled employment for all of Yamatake is 3.39%.
In July 1998, the Law for the Promotion of Employment for the Disabled was revised, marking the start of obligatory employment of the mentally handicapped. However, even before the inception of this system Yamatake had already developed practices for the employment of those with mental disabilities. Based on the suggestion of an employee, Yamatake established its special subsidiary, Yamatake Friendly. (The person who made the suggestion was Masashi Tomita, who was recently commended for his work.)
Yamatake Friendly was thus established in 1998 as a special subsidiary whose business activities center on the productive employment of the mentally handicapped. With a staff of 16 (including 3 managers), it contracts with the parent company, Yamatake Corporation, to do such work as the supplementary assembly of products, workplace cleaning and organizing, maintenance of equipment, collection and delivery of internal mail, and photocopying. Yamatake Friendly assigns jobs that make the most of the skills of the disabled. It strives to create an environment designed to provide opportunities for the mentally disabled to work independently as the employees of a viable business rather than having to rely on the protective care provided by welfare agencies. This policy, called The Friendly Method, has been widely praised and, as a sign of "the sincerest form of flattery," it has been emulated by other companies around the country, which have set up similar special subsidiaries.
The Friendly Method
1.Keep the mentally handicapped in focus when assigning jobs
Those with a mental disability can face difficulties in a conventional workplace, but a clear appreciation of the special situation and skills of each such person makes it possible to assign them jobs that make the most of what they can offer.
2.Keep costs down and avoid extra investment
Those who are mentally handicapped with no physically disabilities do not require any additional outlay for upgrading the workplace. With the application of a little ingenuity, it is possible to make do with existing facilities and equipment.
3.Network with welfare organizations, volunteer groups, etc.
The company takes responsibility for proving the opportunity and place to work, while supporting other aspects of the disabled workers' lives by working hand-in-hand with social welfare organizations.
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