QO Inc. (President and CEO: Yu Tsutou; Headquarters: Chuo-ku, Tokyo, hereinafter "QO"), which engages in research and planning to explore questions for people and society, has, as part of its "Social Issue Lab" (hereinafter "SIL") activities to provide opportunities to learn about social issues, conducted a "Survey on the Actual State of Disability Inclusion" in collaboration with PROJECT SOLIT (hereinafter "SOLIT"), which specializes in inclusive design and other areas. The survey targeted a total of 3,104 individuals, including people with disabilities working in general companies, HR managers, and general employees nationwide.

This survey's findings are being published to objectively reveal the structural disadvantages arising from a focus on meeting the legal employment rate and fulfilling legal obligations, in anticipation of the increase in the disability employment rate on July 1, 2026.

<Survey Summary>

1. "Career Dead End" Faced by People with Disabilities Working in General Companies It was found that over 70% of people with disabilities working in general companies feel a career dead end in their current workplace. While accommodations such as exemption from workload are provided, an environment that blocks career advancement has emerged.

2. Gap in Dialogue and Evaluation Approximately 60% of people with disabilities working in general companies responded that "regular career interviews or support do not exist." The survey of corporate HR departments also revealed that about half are trapped in conservative operations that prioritize "stable employment (status quo) over performance," indicating a lack of substantive dialogue with individuals.

3. "Overwhelming Indifference and Cognitive Gap" Lurking in Expanding Disability Employment in Companies Approximately 80% of general employees responded, "I don't think there are any employees with disabilities in my workplace." As companies have proceeded with the segregation of work (e.g., establishing special subsidiary companies or isolating employees in specialized departments) to avoid trouble and management burdens, the reality is that contact and mutual understanding in the workplace have been lost.

Background of the Survey: A Turning Point in Disability Employment and the Challenges Faced by Workplaces

In recent years, disability employment in Japan has been at a major turning point. Driven by the mandatory provision of reasonable accommodations and the increase in the legal employment rate, the "quantitative expansion" of disability employment in companies has been steadily progressing. The fact that the number of people employed by private companies continues to break past records each year is a clear result of the institutional and practical efforts of both government and corporations to date.

However, precisely because we have passed this initial phase of quantitative expansion, new realities of operational formalism and "stagnation" in acceptance workplaces are emerging for the next stage. The dilemma is that prioritizing the retention and stable employment of people with disabilities leads to a deviation from mid- to long-term development processes and objective personnel evaluations, thereby depriving individuals of opportunities for growth.

This survey delved into the current state of these structural challenges from multiple perspectives, including those of people with disabilities working in general companies and workshops, corporate HR departments, executives, managers, and frontline employees. First, as preliminary data, we are releasing three key survey results that represent the reality on the ground.

Survey Results: Structural Distortions and Challenges in Workplaces Brought to Light

(1) "Sense of Career Dead End" Faced by Over 70% of People with Disabilities Working in General Companies

● Feeling a career dead end, with no prospect of skill improvement, salary increases, or promotions in their current job.

When asked about their perception of their careers, 72.1% of people with disabilities working in general companies responded that they "feel" or "somewhat feel" a career dead end (a state where no further promotion, salary increase, or expansion of job scope can be expected). Furthermore, it was found that 41.5% of those who "feel" this way.

While physical or work-related "accommodations" such as exemption from overtime work and reduction of workload are provided, this indicates a reality where individuals are forced to remain silent in an environment that separates them from mid- to long-term growth and promotion paths.

(2) "Gap in Evaluation and Interviews" Dysfunctional in Approximately 60% of Workplaces

● "No regular interviews or support systems" for career development.

● Accommodations perceived as lacking.

When asked about the existence of systems for regular consultations and interviews with supervisors or HR personnel regarding future careers, work styles, and skill development, 58.8% of people with disabilities working in general companies responded that there are "no regular interviews or support systems" for career development. Furthermore, when asked about accommodations they feel are lacking, the top item was "transparency of evaluation criteria (clear standards, goal setting that considers individual characteristics, etc.)," accounting for 21.3%. In addition, heartfelt voices were received regarding the lack of transparency in evaluation systems, such as, "Because the company is employing people with disabilities, they are excessively limiting the workload. Therefore, I cannot expect future career advancement or wage increases," and "There is no clear standard shown for when I will receive a raise after reaching a certain level of ability."

(3) Limits of "Defensive Governance" Companies Fall Into, and "Overwhelming Indifference" Spreading Within Companies

On the other hand, a different perspective emerges from the survey of companies employing people with disabilities. The background behind companies' inability to provide "mid- to long-term careers" and "transparent evaluations" to individuals highlights structural dilemmas for organizational defense. When asked about expectations for disability employment, 52.3% of those involved in disability hiring as executives or HR managers indicated that they prioritize "stable employment and rule compliance over performance," and 49% expressed a desire for "continuation of current routine tasks (status quo) rather than step-up opportunities." This is not due to malice on the part of the companies, but rather reflects the real-life struggles of workplaces that are forced to choose "defensive governance" by keeping individuals in safe, routine tasks to avoid troubles, management burdens, and the risk of turnover.

● Which of the following best describes the reality of disability employment?

However, the packaging of simple routine tasks, which has been advanced to avoid this risk avoidance, appears to be reaching its physical limits. When HR managers were asked about the current challenges in their company's disability employment, 26.4% of super-large companies with 5,000 or more employees responded, "There are no appropriate jobs or tasks to assign (depletion of job roles)," revealing a serious bottleneck. More serious is the fact that, as a result of companies promoting "work segregation (establishing special subsidiary companies or consolidating into specialized back-office departments)" to avoid workplace confusion and management burdens, a striking 78% of general employees responded that there are "no (they think) employees with disabilities in their workplace." The risk hedging chosen by companies to meet the legal employment rate and fulfill legal obligations has, ironically, created overwhelming indifference within the company, further reinforcing the structural stagnation of the aforementioned "career dead end" and "gap in dialogue" for individuals. This vicious cycle is also confirmed by data from the companies' side.

● Challenges in Disability Employment: "No appropriate jobs or tasks to assign"

Future Initiatives

The challenges of "career dead end" and "gap in dialogue" revealed by this survey cannot be solely attributed to the lack of effort by individual companies or HR managers. For Japan's disability employment to move beyond the phase of "meeting numerical quotas" and to practically balance corporate management based on modern human rights perspectives with sustainable human capital management, it is essential to first confront the practical dilemmas and bottlenecks faced by leading companies. As part of this joint project (SIL x SOLIT), we will sequentially release a "Survey Report" that analyzes the structure of this organizational stagnation in detail, using the institutional reform on July 1, 2026, as an opportunity. We will also regularly hold online seminars and discussion forums for HR managers and diversity promotion personnel who are currently exploring and tackling these issues in practice, to promote the sharing of practical, objective insights and the creation of dialogue platforms.

Online Seminar for Media Representatives

We will hold an online seminar exclusively for media representatives to provide a detailed explanation of the survey results and explore the future of disability inclusion. During the seminar, there will be a Q&A session, and information on individual interviews after the event will also be provided.

● Seminar Title

[Urgent Explanation of July Legal Reform] Structural Stagnation of "Disability Inclusion" in Japanese Companies and Future Perspectives Unveiled Through Large-Scale Survey

● Seminar Overview

・Date and Time: July 28, 2026 (Tue) 14:30-15:15

・Format: Online Distribution (Zoom)

・Target Audience: Media Representatives Only

・Fee: Free

● Program

1. Introduction to the "Disability Inclusion Actual State Survey 2026" Detailed Report (by SIL)

2. Explanation and Message from an Expert (by Ms. Misaki Tanaka, Founder of PROJECT SOLIT)

3. Q&A

4. Introduction of Future Initiatives

● Speakers

Yu Tsutou

President and CEO, QO Inc. / Director, Social Issue Lab (SIL)

Misaki Tanaka

President and CEO, PROJECT SOLIT (Operating Company: morning after cutting my hair Inc.)

● How to Apply

Media representatives, please apply using the form below.

https://zoom.us/webinar/register/WN_12LeRffoRTynJnaMWWWwMQ

Survey Overview

Survey Theme: Grasping the actual state of disability inclusion Survey Target: Total sample size 3,104 1 2,000 men and women aged 15-64 currently working 2 300 people involved in disability hiring as executives or HR managers 3 309 people with disabilities in their workplace 4 301 people with disabilities working in general companies 5 194 people with disabilities working in workshops Allocation Method: The 2,000 men and women aged 15-64 currently working (1) were collected according to demographic data by gender, age group, and region. Survey Period: May-June 2026 Survey Method: Internet Survey Survey Contractor: Macromill, Inc. Planning and Analysis: SIL, SOLIT *Survey proportions are calculated by rounding to the second decimal place.

[Social Issue Lab (SIL) Overview] SIL is a research institution that collects unheard voices in society through the power of research and provides opportunities to learn about social issues. Launched in 2023 with the aim of delivering the research techniques and knowledge cultivated by QO to society, it has since published research reports and social letters on themes such as "gender gap," "disaster support," "disaster prevention and mitigation," "defamation," "backlash against environmental issues," "diversity of sexual orientation," "peace," and "dementia."

[PROJECT SOLIT Overview] PROJECT SOLIT operates as a design team connecting Japan and the world, focusing on inclusive design, disability inclusion, and social innovation. It provides comprehensive support to companies and local governments, from design strategy to manufacturing, organizational/system design, and communication. It received the highest award, GOLD, at the "iF DESIGN AWARD 2022," one of the world's top three design awards. Its parent company, morning after cutting my hair Inc., obtained B Corp certification in January 2026.

[QO Inc. Company Overview]

QO Inc. is a research and planning company that explores questions for people and society.

As a joint venture company combining the expertise of Hakuhodo's strategic planning with Macromill's data assets and research capabilities, it supports the entire range of marketing activities, from discovering marketing opportunities and formulating strategies to concept development and PDCA for implementation.

President and CEO: Yu Tsutou

Headquarters: Kyobashi East Building 9F, 2-7-19 Kyobashi, Chuo-ku, Tokyo

Established: June 1965

Business Activities: Research Solutions Business, Marketing Planning Business

Corporate Website: https://www.q4one.co.jp/

Social Issue Lab: https://socialissuelab.com/

[morning after cutting my hair Inc. Company Overview]

President and CEO: Misaki Tanaka

Headquarters: 5-67-8 Yoyogi, Shibuya-ku, Tokyo

Business Activities: All-inclusive product development and planning, consulting and training on inclusion, etc.

Corporate Website: https://macmh-inc.com/

PROJECT SOLIT: https://solit-japan.com/

[Contact Information for Inquiries]

QO Inc. Public Relations Office

MAIL: corporate.info@q4one.co.jp

FACT BOX

  • Source: PR TIMES
  • Category: 社会Survey
  • Organizations: PROJECT SOLIT