Promotion of Diverse Human Resources

Expanding Employment Opportunities and Advancement of Persons with Disabilities

At KDDI, many employees with disabilities are each playing an important role in their respective workplace. As a role model of a person with disabilities who plays an active role in a company, three KDDI employees, the most among the participating companies in ACE Award, received its grand prix prize.
Established in 2008 as a special subsidiary to provide opportunities for many people, KDDI Challenged Corporation is promoting the independence and success of work of employees with disabilities, aiming to expand and create the types and scope of duties, including the operations of the three cafes. With the aim of increasing the employment of persons with intellectual disabilities as required under the law in fiscal 2018, we have been continuing to expand job areas with a focus on developing diverse occupations, by understanding their characteristics mainly through pre-employment training; so that each can fully excise their ability in a work area in which they excel. At KDDI, the rate of employment for persons with disabilities is 2.58% [1] (as of June 2022), which exceeds the legal requirement (2.30%).

  1. [1]Includes KDDI Challenged (special subsidiary) and KDDI Engineering

Work Status of Employees with Disabilities

Work location Work roles
KDDI Challenged Work handled under contract from the KDDI Group, including manually disassembling mobile phones, performing maintenance on business mobile phones, handling accounting procedures, PC kitting [2], facility maintenance and operating Refresh Room and Café Challenged
KDDI Challenged Osaka Office Cleaning (morning), manually disassembling mobile phones (afternoon), and operations of Refresh Room and Café Challenged
  1. [2]Refers to the process such as setting up a PC operating system and installing applications

Support System for Employees with Disabilities

The Act on the Elimination of Discrimination against Persons with Disabilities, enacted in Japan in 2016, stipulates the need of rational consideration to be taken to eliminate barriers in the life of people with disabilities as much as possible.
To ensure that employees with disabilities can lead stable professional life that matches their abilities and disabilities, we strive to create supportive work environment for them by providing support to them based on a questionnaire survey, while preparing a guidebook for their supervisors.

Examples of Support for Employees with Disabilities

Measures Content
Questionnaire surveys We conduct questionnaires for all employees with disabilities to assess factors such as the inconveniences they face in the company and changes in their conditions, and based on these opinions changes are incorporated into their work environments.
Guidebook for supervisors To understand, accept and treat employees with disabilities according to the need of each of the employees, we provide a guidebook for their supervisors.
Guidebook for communication with employees with hearing difficulties This guidebook, which was created with the participation of employees with hearing difficulties, is posted on the intranet to provide easy-to-understand explanations on the rules of sign language interpretation and how to support summary writing in the workplace.
Support in creating network Help employees with disabilities build a network with people with disabilities who work for other companies and have opportunities to grow themselves through participation in external seminars targeting them.
Introduction of an app for persons with hearing difficulties We introduced the UD Talk speech translation app to further ensure the access to information by employees with hearing difficulties.

Employment Promotion for People with Difficulty in Securing Employment

KDDI and Nippon Telegraph and Telephone (NTT) have been working together since March 2021 on the "Tsunagu x Kaeru (Link and Transform)" project to provide employment support for people in the "Employment Ice Age." Over 200 participants have passed the employment assessment tests of NTT Group, KDDI Group, and companies suitable for them.

■ Results of Our Actions

  1. 1Support for remote working skills training: over 5,800 trainees (all interested applicants)

  2. 2Support for ICT skills training:

    [1] Skills counselling: More than 3,400 of the participants in the remote working skills training who requested it

    [2] Support for acquisition of ICT skills and certifications through online training: 500 people who wish to work in the ICT and telecommunications industry or in ICT-based occupations (321 of them obtained IT certifications (as of March 23, 2022))

  3. 3Career-related support: 248 passed employment examinations for industries and in ICT-based occupations

Promoting Active Role of Elderly Workers

As we enter the era of 100-year lifespans, KDDI has adopted systems that help its employees aged 50 years or older can play an active role in a workplace. We have established a post-retirement re-employment program for employees who have reached the age of 60 and satisfy certain requirements, encouraging them to work as non-regular employees until age 65 at the latest. This system employs open recruiting, allowing the employees to select their desired job type and activity while creating a mechanism for former full-time employees to make full use of their skills and experience in various workplaces.
For employees aged 50 years or older, we also hold seminars that inspire them to think about their life and work styles after retirement.
Furthermore, to create an environment to help senior employees further broaden their field of activities, since fiscal 2019 we have offered internal open recruiting opportunities and supported career development for employees aged 50 years or older.

Advancement of Foreign Employees (Prevention of Discrimination)

To ensure that employees from countries other than Japan can work comfortably in Japan and make full use of their abilities, we provide a variety of information about obtaining permanent resident status and programs relating to dependents and employee pension. In light of religious diversity, a space for worship is prepared in a workplace.
In fiscal 2016, we held discussions with them to improve the working environment as the company expands globally. We provide employees with a guidebook explaining multi-culture in an easy-to-understand manner to ensure that non-Japanese employees are not discriminated for race and religion.

Human Resources