This report explains specific support methods based on research results on information sharing challenges, regarding communication considerations and innovations for people with disabilities in the workplace.
The Japan Organization for Employment of the Elderly, Persons with Disabilities and Job Seekers conducted a questionnaire survey targeting 10,000 companies (1,217 valid responses, 12.2% response rate) and 721 people with disabilities, as well as interviews at 14 companies, to clarify what challenges people with disabilities face in workplace information exchange and what considerations they need. The analysis was conducted by dividing information into work instructions and non-work instruction information, examining characteristics of cognitive function disabilities (intellectual, mental, developmental, higher brain function disabilities) and sensory function disabilities (visual, hearing, speech disabilities).
Regarding difficulties in conveying and understanding work instructions, it was found that there are gaps in perception between companies and people with disabilities, particularly for hearing/speech disabilities and developmental disabilities, with people with disabilities feeling more difficulties than companies recognize. For people with cognitive function disabilities, companies reduced cognitive load through considerations such as simplifying instruction content and using plain language, conveying multiple instructions separately in order, and clarifying priorities, while preventing mistakes by confirming instruction content on the spot.
For people with sensory function disabilities, communication methods considering visibility and audibility were utilized. For people with visual disabilities, enlarged printing and electronic file provision were used, while for people with hearing disabilities, sign language, written communication, text conversion apps, Teams chat functions, and transcription functions were utilized to ensure work instructions were accurately conveyed.
Regarding non-work instruction information acquisition, approximately 70% of those with hearing/speech disabilities and developmental disabilities, and 40-50% of those with mental disabilities, visual disabilities, and intellectual disabilities experience difficulties. Companies implemented information dissemination through morning meetings and regular meetings, with supervisors confirming understanding status, while people with disabilities devised ways to receive natural information provision through active questioning of supervisors and colleagues and building good relationships. Conversely, for mental and developmental disabilities, considerations were also observed for maintaining mental stability by spending break time alone and avoiding unnecessary information exposure.
The article concludes that creating environments where people with disabilities can naturally participate in workplace communication through information security, understanding support, and subtle assistance is important.