1. Introduction

　As stated in the Ritsumeikan Charter, Ritsumeikan has been working toward building an institution where many cultures coexist and in order to further promote diversity and inclusion, in 2020 we have established the Diversity & Inclusion Promotion Headquarters (hereinafter referred to as “D&I Headquarters”) and the Office of Diversity & Inclusion Promotion (hereinafter referred to as “D&I Office”). Going forward, we will continue to make an effort to realize an institution where members with diverse backgrounds and circumstances can respect each other, demonstrate creativity in diversity that transcends professional and organizational barriers, and work with vigor and vitality.
　As one of the efforts to achieve this policy, we have established the “Guidelines for Providing Reasonable Accommodation to Ritsumeikan Trust Faculty and Staff.” These guidelines are based on the “Guidelines Concerning Measures Employers Should Take to Improve Circumstances that Impede Equal Opportunities and Treatment between Persons with and without Disabilities in Employment and the Effective Use of the Abilities of Workers with Disabilities” (Koyo no Bunya ni Okeru Shogaisha to Shogaisha de nai Mono tono Kinto na Kikai moshiku wa Taigu no Kakuho mata wa Shogaisha de aru Rodosha no Yusuru Noryoku no Yuko na Hakki no Shisho to Natteiru Jijo wo Kaizen Suru Tame ni Jigyonushi ga Kozu Beki Shochi ni Kansuru Shishin) (hereinafter referred to as the “Guidelines for Reasonable Accommodation” (Ministry of Health, Labor and Welfare Notification No. 117, 2015) (See the link for the Guidelines (Japanese only)).
　Please note that the term “reasonable accommodation” as it is defined in Article 2 of the UN Convention on the Rights of Persons with Disabilities, “necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure to persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms”, shall apply here.


2. Policy on Provision of Reasonable Accommodation

(1) Eligibility and Scope of Provision of Reasonable Accommodation

1. ①Eligibility: Faculty and staff with a disability who have employment contracts with Ritsumeikan Trust regardless of the length of employment, and candidates for employment screening who have a disability, who wish to receive support, and whose need for such support is recognized by the Trust.
   *“Faculty and staff with disabilities” refers to all faculty and staff employed by Ritsumeikan Trust who have a disability as defined in Article 2, Item 1 of the Act to Facilitate the Employment of Persons with Disabilities: “a person who has a physical impairment, intellectual impairment, mental impairment (including any prescribed developmental impairment), or other such impairment of their physical or mental functions (hereinafter the term for any one of these is “impairment”), and faces substantial, prolonged limitations in their working life or extreme, prolonged difficulty in having a working life because of this”. The same definition applies to “candidates for employment screening who have a disability.”
2. ②Scope of provision: The scope of provision of reasonable accommodation to faculty and staff with disabilities will be considered based on the needs of individual employees in accordance with their education, research, and other work duties and the commuting necessary for the implementation of these duties. Candidates for employment selection who have a disability will be considered on the basis of their individual needs to the extent that they are relevant to the employment selection process.


(2) Consensus on the Provision of Reasonable Accommodation

　When a faculty or staff member with a disability expresses a need for the provision of reasonable accommodation, the D&I Office will work with the head of the department/office to which they belong to consider the content of reasonable accommodation to be provided based on individual needs.
　The content of the provision is determined by the head of the D&I Office based on the examples of reasonable accommodation in the table of the “Guidelines for Reasonable Accommodation” of the Ministry of Health, Labor and Welfare, and a “Letter of Agreement Confirming Reasonable Accommodation to be Provided” will be prepared. The letter of agreement will be issued to the applicant by the head of the department/office that they belong to.

3. Organizational Structure

　Each department/office you are affiliated with and the D&I Office will work together to examine the details and method of providing reasonable accommodation for faculty and staff with disabilities.

4. Enactment, Amendment or Abolition

　The establishment, revision, or abolition of the Guidelines for Providing Reasonable Accommodation to Ritsumeikan Trust Faculty and Staff will be deliberated on at the D&I Headquarters Meeting and decided by the Executive Board of Trustees.



For Inquiries:

Please contact the relevant consultation desk regarding the provision of reasonable accommodation as follows.

• Faculty and research staff: Please consult with the head of your department or administrative office.
• Staff: The manager of your department
  
  For faculty and staff affiliated with APU, the DE&I Promotion Committee is also available for consultation.
  All faculty and staff, regardless of affiliation, can also consult with the D&I Office.

Diversity and Inclusion Promotion

• Office hours
  Monday to Friday (excluding public holidays)
  9:00 to 17:30 (during certain times, no staff may be available)
  Closed during summer break, winter break, and the Golden Week holidays
• Location
  Nakagawa Hall 7F (Suzaku Campus, Ritsumeikan University)
• Email
  dcontact[at]st.ritsumei.ac.jp *Replace [at] with @.