to adjustments that are made to accommodate the unique characteristics and needs of people with disabilities to ensure that their human rights are respected in the same manner as non-disabled individuals. 合理的配慮は、その⼈のもつ障害の特性や、具体的場⾯や状況に応じて異なり、 多様かつ個別性の⾼いものです。 Reasonable Accommodation is varied and individualized, depending on factors such as the unique characteristics of the person's disability and specific situations and circumstances. 今⽇は合理的配慮とは何を指すのかを学び、必要性を体験してもらうことを⽬的としています。 Today's goal is to help you understand and experience what reasonable accommodation means and why it is important.
Persons with Disabilities was enforced in April 2008 with the aim of " realizing a society of coexistence with mutual respect for one another's personality and individuality, without being divided by the existence of disabilities, and to promote the elimination of discrimination on the basis of disability." この法律の改正に伴い、「合理的配慮」の義務化が令和6年4⽉1⽇（来週！）からスタートします。 The law will be amended to make "reasonable accommodation" mandatory from April 1, 2024 (next week!). なぜ今合理的配慮なのか？｜Why Is This Important?
accommodation has become mandatory for service providers as well. ユーザーコミュニケーションも合理的配慮 User communication is also reasonable accommodation ⾏政機関など Administrative Organizations etc. ⺠間事業者 （私たち） Private Operators (=freee) 1)不当な差別的取扱いの禁⽌ Prohibition of disparate and unfair discriminatory treatment 法的義務 Legal obligation 2)合理的配慮の提供 Providing reasonable accommodation 法的義務 Legal obligation （改正前）努⼒義務 （改正後）法的義務 (pre-amendment)Obligation to make efforts (post-amendment) Legal obligation 3)環境の整備 Improvement of environment 努⼒義務 Obligation to make efforts
perspectives. freee strives to eliminate "barriers" in social models as much as possible. 医学モデル｜Medical Model: 医学的な事実に基づいて、その⼈が障害者であると判断する考え⽅ Concept of identifying a person as disabled based on medical facts. 社会モデル｜Society Model: 社会環境の不備がその⼈の不便を⽣み、その⼈を障害者にしているとする考え⽅ Concept that inadequacies in a social environment create inconvenience for the person and make them disabled. （復習）「障害」の考え⽅を知る ｜(Review) Understanding "Disability"
activities set within communication scenarios that diverge from your typical modes of interaction 近くの⼈と3⼈組になってください （どうしても余る場合は4⼈組で） Please form a group of 3 or 4(if needed) with people seated near you.
the screen in a group of three (or four) is #1. From there, the roles will be allocated clockwise: #2, #3, and #4. オンラインの⼈はブレイクアウトルームができてから、 誰が何番かを決めてください（ちょっと待っててください） For those online, please decide who is what number after the breakout room is made (please wait for it to be setup) ⾃分の番号が何番か、わかりますか？ Has everyone decided on their #? 配役を決めます｜Find your role number
out what each member ate yesterday. 時間が余ったら「いちばん最近した旅⾏の⾏き先」を、 同じようにお互いが知っている状態になってください If you finish before 5 minutes…find out the recent travel destination of each member. 道具や⽅法は制限はありません。配役の状態であれば何をしてもOKです There is no limit to how you approach this exercise. Just make sure you remain in the assigned role. 役の状態でやってほしいこと｜What to do
…find out what each member ate yesterday. 時間が余ったら「いちばん最近した旅⾏の⾏き先」を、 同じようにお互いが知っている状態になってください If you finish early, find out the recent travel destination of each member. 道具や⽅法は制限はありません。配役の状態であれば何をしてもOKです。 There is no limit to how you approach this exercise. Just make sure you remain in the assigned role.
• ⽂字を読み上げる｜Read out loud • 指さしや⾝振り⼿振りで伝える｜Use gestures いろんな⼯夫ができると思いますが、それが「合理的配慮」なのです(All of this is “reasonable accommodation”) • ニーズにあわせて、やり⽅を変えたり柔軟に対応する｜Accommodate needs flexibly by changing methods • お互いがお互いのために、できる範囲のことをやる｜Do what you can for each other ⾒えてない⼈と、喋れない⼈がいる状態で、どうやってコミュニケーションする？ How do you communicate with someone who can't see or speak?
(work-related challenges) 必要な合理的配慮 (required reasonable accommodation) ドアが開けられない（⾞椅⼦など） ⾻折をしてしまった 移動に困難が伴う Cannot open doors (e.g., wheelchair) Has broken bones Mobility challenges - ⾃動ドアを⽤意し、そこから⼊ってもらうようにする - リモートワークを併⽤する - Install automatic doors to enable easier mobility - Leverage remote work ⼤きな⾳が苦⼿ 聴覚が過敏である ⽿が聞こえない(聞こえづらい） Not comfortable with loud noises Hyperacusis Hearing impairment (difficulty hearing) - 補聴器やイヤーマフなどを使う - ⽚側が聞こえないなどの場合は、席の配置に配慮する（チームメンバーを聞こえが良い側に配置するなど） - 業務中は話しかけず、chatでコミュニケーションを⼼がける - Use hearing aids or ear muffs. - Consider seating arrangements if you cannot hear on one side of the room (e.g., place team members near the person who can hear better). - Do not talk to them during work, but try to communicate with them via chat. ⽬が⾒えない PCのモニターの前に居られない環境にある Cannot see In an environment where cannot be in front of PC monitor - ⾳声読み上げソフトで画⾯上の情報を読み上げてもらう - slackの通知を⾳声読み上げできるようにする - Use text-to-speech software to help reading information - Use text-to-speech for Slack notifications
challenges) 必要な合理的配慮(required reasonable accommodation) 急な予定の変更や、臨機応変な対応が苦⼿ Not comfortable with sudden schedule changes, being flexible ⼀⽇の業務スケジュールを⽴てた上で、その通りに業務を進める。 業務スケジュールに変更が⽣じる際には、事前に説明する。 Establish a daily work schedule and work accordingly.Provide prior explanation of any changes to the work schedule 指⽰を「⼝頭」でおこなった場合、 ⼀度で覚えきれずに、抜け漏れが発⽣してしまう Struggles to remember verbal instructions, which can lead to missing details. 指⽰の内容は社内のチャットツールを使い「⽂章」で伝える。 マニュアルや⼿順書等で、作業や指⽰内容を随時確認できるようにする。 Communicate via “text” using internal chat tools to provide directions Ensure that work and instructions can be checked regularly via manuals, procedure guides, etc. 作業の優先順位付けが苦⼿なため、 複数の社員から指⽰をすると、混乱して 効率よく作業が進められない Has difficulty prioritizing tasks, feeling confused and unable to work efficiently when given instructions by multiple people 指⽰系統を⼀本化し、指⽰をおこなう担当者を決める。 他の⼈から本⼈に直接指⽰があった場合は、本⼈から担当者に 相談をして、どの順で作業を進めるか相談して決めるようにする。 Centralize lines of communication and decide who will be in charge of giving instructions. If the individual receives instructions directly from another person, the individual should consult with the person in charge to determine the order in which to proceed with the work. マルチタスクが苦⼿ Struggles with multitasking ⼀つの作業が終わってから、次の作業の指⽰を出している。 Give out next instructions once one task is completed. 「なるはや」「だいたい」「できるだけ早く」などの曖昧な 表現から、意図を想像して業務を調整することが難しい Struggles understanding intentions and coordinating work based on ambiguous expressions such as "ASAP," "approximately," etc 作業の期限⽇、必要な数量などを明確にし、 具体的に説明するようにしている。 Clarify due dates, required amounts for a task and ensure to communicate clearly/specifically.
reasonable accommodation has become mandatory for service providers as well. （再掲）ユーザーコミュニケーションも合理的配慮 User communication is also reasonable accommodation 行政機関など Administrative Organizations etc. 民間事業者 （私たち） Private Operators (=freee) 1)不当な差別的取扱いの禁⽌ Prohibition of disparate and unfair discriminatory treatment 法的義務 Legal obligation 2)合理的配慮の提供 Providing reasonable accommodation 法的義務 Legal obligation （改正前）努⼒義務 （改正後）法的義務 (pre-amendment)Obligation to make efforts (post-amendment) Legal obligation 3)環境の整備 Improvement of environment 努⼒義務 Obligation to make efforts
situations where user response is needed (5 min) - イベントに電動⾞椅⼦で来たいという⽅がいる - 商談の電話をかけたら、聴覚障害のある⽅だった - サポートへ問い合わせをしてきた⽅が外国の⽅で、 ⽇本語が得意でなさそうだった - Someone wants to come to an event in a electric wheelchair. - You call for a sales meeting and the person who answered has a hearing impairment. - A foreigner contacted customer support and seems to not be fluent in Japanese. ユーザー対応のときに、どういうケースが想定されるのか？ 3⼈で話してみましょう。 What kind of situations can be expected when dealing with users? Discuss in your group. freeeのユーザー対応では何ができるか話してみよう｜What can we do for users?
using freee 考えられる合理的配慮 Considered reasonable accommodation webサイト上でイベントの申し込みがうまくできない （視覚障害をお持ちの⽅） Difficulty in registering for events on the website (visually impaired) - (前提として)webのアクセシビリティを担保する※環境の整備 - 電話やメールによる申込を受け付ける - (As a prerequisite) Ensure web accessibility* improve environment - Accept applications by phone or email 聴覚障害をお持ちのお客様との商談 Business meetings with hearing impaired customers - 事前に質問を確認し、商談資料に商談内容を⽂章で記載する - webの場合chatでコミュニケーションする。対⾯の場合は筆談で対応する - ⼿話を使うことのできる従業員の同伴を検討する - Confirm questions in advance and describe the business meeting in writing in meeting materials - Communicate via chat or hold face-to-face meetings and use written communication - Consider involving an employee who can use sign language. イベントに⾞いすで来場されたいとの申し出があった が、会場が完全にバリアフリー化されていない A guest have requested to come to an event in a wheelchair, but venue is not completely barrier-free. - 出⼊りしやすい席や段差がない区域に「関係者席」等として座席を確保しておき、そち らへ案内する - （エレベーターがない場合）裏⼝の従業員⽤エレベーターを案内する - Reserve seats in an area that is easy to enter and exit or where there are no steps, and direct them to the " reserved seats" section - If there is no elevator, guide them to the employee elevator at the rear entrance.
perspectives. freee strives to eliminate "barriers" in social models as much as possible. 医学モデル｜Medical Model: 医学的な事実に基づいて、その⼈が障害者であると判断する考え⽅ Concept of identifying a person as disabled based on medical facts. 社会モデル｜Society Model: 社会環境の不備がその⼈の不便を⽣み、その⼈を障害者にしているとする考え⽅ Concept that inadequacies in a social environment create inconvenience for the person and make them disabled. 合理的配慮は「Equity(公平性)」の担保の話 Reasonable accommodation is a guarantee of "Equity"
below list or resources on past reasonable accommodation examples at freee. freeeの合理的配慮⼀覧（現在更新中※） ここにないけど、こういう対応できるかと気になったら…( if not on the list…) ask メンバーサクセス(member success) 上記に該当せず、相談したい場合は(for cases that dont apply to any of the above) ダイバーシティよろず相談窓⼝(Diversity & Inclusion Hotline/Helpline) 「合理的配慮」に迷ったら…｜When in doubt…
In addition to offering guidance to members, JMs can also consult with our occupational physician regarding communication with members. Please feel free to make use of occupational physician meetings instead of trying to solve the problem on your own, as it is a place where you can receive medical advice from a third party's perspective. 例： ‧メンバーが最近体調を崩しているようだが、どう声をかけるとよいか ‧メンバーから妊娠を打ち明けられたが、どんなサポートをしたらよいか ‧How should I talk to a member who seems to be feeling unwell recently? ‧A member has confided in me that she is pregnant, what kind of support should I give them?
メンバーサクセス FY22Q4 In addition to the occupational physician who provides physical counseling, we also offer psychological counseling. This too can be used to guide your team members, or can be used to consult about communication with members as a JM. Applications can be made through the same form as the industrial physician interview. For more information, please refer to Member Success FY22Q4 document 例： ‧チーム内での⼈間関係に悩んでいて、誰に相談したらいいかわからない ‧メンバーが最近元気がないみたいだけど原因が分からない、どう声をかけるとよいか ‧I'm having trouble with relationships within my team and don't know who to talk to. ‧A team member seems to be losing their motivation lately, but I don't know why, and how to talk to them.
freee
akiraasano
molmolken
signer
yatabe
sciencetokyo
helmedeiros
zakiyama
aleyda
frankvandijk
pauljervisheath
katiecoart
wjessup
ryanjones
lcolladotor
thirion
jacobian
codingconduct
