Section 6. Discrimination, Societal Abuses, and Trafficking in Persons
Discrimination based on race, ethnicity, nationality, sexual orientation, or gender identity is not prohibited.
Minorities experienced varying degrees of societal discrimination.
The law specifically addresses discrimination against Buraku (the descendants of feudal-era outcasts). It obligates national and local governments to study discrimination against Buraku, implement awareness education, and enhance the counseling system.
Despite legal safeguards against discrimination, foreign permanent residents in the country and nonethnically Japanese citizens, including many who were born, raised, and educated in the country, were subjected to various forms of entrenched societal discrimination, including restricted access to housing, education, health care, and employment opportunities. Foreign nationals and “foreign looking” citizens reported they were prohibited entry, sometimes by signs reading “Japanese Only,” to privately owned facilities serving the public, including hotels and restaurants. Such discrimination usually was open and direct, and NGOs complained of government failure to enforce laws prohibiting such restrictions.
There was no indication of increased societal acceptance of ethnic Koreans. Representatives of the ethnic Korean community said hate speech against Koreans in public and on social networking sites persisted. After a stabbing spree in May that left 20 persons dead or injured, false rumors were spread online claiming the perpetrator was Korean. In March the government’s Japan Pension Service fired a branch director after he tweeted offensive messages against Koreans. Although authorities approved most naturalization applications, advocacy groups continued to complain about excessive bureaucratic hurdles that complicated the naturalization process and a lack of transparent criteria for approval. Ethnic Koreans who chose not to naturalize faced difficulties in terms of civil and political rights and regularly encountered discrimination in job promotions as well as access to housing, education, and other benefits.
Senior government officials publicly repudiated the harassment of ethnic groups as inciting discrimination and reaffirmed the protection of individual rights for everyone in the country.
Section 7. Worker Rights
d. Discrimination with Respect to Employment and Occupation
The law prohibits discrimination with respect to employment and occupation. The law does not explicitly prohibit discrimination with respect to employment and occupation based on religion, sexual orientation or gender identity, HIV-positive status, or language.
The law prohibits gender-based discrimination in certain circumstances, including recruitment, promotion, training, and renewal of contracts, but it does not address mandatory dress codes.
The law also mandates equal pay for men and women; however, the International Labor Organization noted the law’s protection against such wage discrimination is too limited because it does not capture the concept of “work of equal value.” Enforcement regulations of the equal employment opportunity law also include prohibitions against policies or practices that were adopted not with discriminatory intent but which have a discriminatory effect (called “indirect discrimination” in law) for all workers in recruitment, hiring, promotion, and changes of job type. Women, however, continued to express concern about unequal treatment in the workforce, including sexual and pregnancy harassment. Women’s average monthly wage was approximately 73 percent of that of men in 2018.
The law included provisions to obligate employers to treat regular and nonregular workers equally when 1) the job contents are the same and 2) the scope of expected changes to the job content and work location are the same. The labor law revisions related to equal pay for equal work go into effect in April 2020 for large companies and in 2021 for small and medium enterprises (SME).
The women’s empowerment law requires national and local governments, as well as private-sector companies that employ at least 301 persons, to analyze women’s employment in their organizations and release action plans to promote women’s participation and advancement. Revisions to this law passed in May, which expand the reporting requirements to SMEs that employ at least 101 persons and increase the number of disclosure items, go into effect in 2021.
In response to government agencies overstating the number of their employees with disabilities to meet statutory hiring requirements in 2018, the government revised the law in June. The revisions included new preventive provisions, including a requirement for verification of disability certificates to ensure the job candidate’s disability. In August the MHLW released its statistics showing nearly 40 percent of government institutions missed hiring targets for persons with disabilities. The law mandates that both government and private companies hire at or above a designated minimum proportion of persons with disabilities (including mental disabilities). The law requires a minimum hiring rate for the government to be 2.5 percent and for private companies to be 2.2 percent. By law companies with more than 100 employees that do not comply with requirements to hire minimum proportions of persons with disabilities must pay a fine per vacant position per month. There is no penalty for government entities failing to meet the legal minimum hiring ratio for persons with disabilities. Disability rights advocates claimed that some companies preferred to pay the mandated fine rather than hire persons with disabilities.
In cases of violation of law on equal employment opportunity, the MHLW may request the employer report the matter, and the ministry may issue advice, instructions, or corrective guidance. If the employer does not follow the ministry’s guidance, the employer’s name may be publicly disclosed. If the employer fails to report or files a false report, the employer may be subject to a fine. Government hotlines in prefectural labor bureau equal employment departments handled consultations concerning sexual harassment and mediated disputes when possible.