{"id":74592,"date":"2025-10-11T00:31:23","date_gmt":"2025-10-10T15:31:23","guid":{"rendered":"https:\/\/monolith.law\/tr\/?p=74592"},"modified":"2025-10-19T03:48:49","modified_gmt":"2025-10-18T18:48:49","slug":"equality-disability-law-japan","status":"publish","type":"post","link":"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan","title":{"rendered":"Japonya \u0130\u015f Hukukunda \u0130stihdam E\u015fitli\u011fi: Erkekler ve Kad\u0131nlar Aras\u0131 ve Engellilere Y\u00f6nelik \u015eirketlerin Yasal Y\u00fck\u00fcml\u00fcl\u00fckleri"},"content":{"rendered":"\n<p>G\u00fcn\u00fcm\u00fcz \u015firket y\u00f6netiminde, uyumun sa\u011flanmas\u0131, i\u015fletmenin s\u00fcrd\u00fcr\u00fclebilirli\u011fi ve kurumsal de\u011ferin korunmas\u0131 i\u00e7in temel bir unsurdur. \u00d6zellikle global olarak faaliyet g\u00f6steren \u015firketler i\u00e7in, faaliyet g\u00f6sterdikleri her \u00fclkenin hukuk sistemini, \u00f6zellikle de i\u015f hukukunu derinlemesine anlamak \u015fartt\u0131r. Japon i\u015f hukuku, istihdamda e\u015fitli\u011fin sa\u011flanmas\u0131n\u0131 \u00f6nemli bir direk olarak benimsemi\u015f olup, \u015firketlere kat\u0131 y\u00fck\u00fcml\u00fcl\u00fckler getirmektedir. Bu hukuki y\u00fck\u00fcml\u00fcl\u00fckleri do\u011fru bir \u015fekilde anlamak ve insan kaynaklar\u0131 y\u00f6netimine yans\u0131tmak, sadece hukuki uyu\u015fmazl\u0131k risklerini \u00f6nlemekle kalmaz, ayn\u0131 zamanda \u00e7e\u015fitli yeteneklerin \u00e7al\u0131\u015fabilece\u011fi bir i\u015f ortam\u0131 olu\u015fturarak \u015firketin rekabet g\u00fcc\u00fcn\u00fc art\u0131rmada da son derece \u00f6nemlidir. Bu makalede, Japon i\u015f hukuku alt\u0131nda istihdam e\u015fitli\u011finin temelini olu\u015fturan, yani cinsiyetler aras\u0131 e\u015fitlik ve engellilerin istihdam ayr\u0131mc\u0131l\u0131\u011f\u0131n\u0131n ortadan kald\u0131r\u0131lmas\u0131na odaklanaca\u011f\u0131z. \u00d6zellikle, Japon \u0130\u015f Standartlar\u0131 Yasas\u0131&#8217;n\u0131n belirledi\u011fi erkek ve kad\u0131nlar i\u00e7in e\u015fit \u00fccret ilkesi, Japon Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Yasas\u0131&#8217;n\u0131n d\u00fczenledi\u011fi geni\u015f kapsaml\u0131 f\u0131rsat e\u015fitli\u011fi ve Japon Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Yasas\u0131&#8217;na dayanan ayr\u0131mc\u0131l\u0131k yasa\u011f\u0131 ve makul d\u00fczenlemelerin sa\u011flanmas\u0131 y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc gibi d\u00f6rt ana temay\u0131, ilgili mevzuat ve yarg\u0131 kararlar\u0131na dayanarak, \u015firket y\u00f6neticileri ve hukuk departman\u0131 \u00e7al\u0131\u015fanlar\u0131n\u0131n uymas\u0131 gereken hukuki y\u00fck\u00fcml\u00fcl\u00fckleri detayl\u0131 bir \u015fekilde a\u00e7\u0131klayaca\u011f\u0131z.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_53 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_Kadin_ve_Erkekler_Icin_Esit_Ucret_Ilkesi\" title=\"Japonya&#8217;da Kad\u0131n ve Erkekler \u0130\u00e7in E\u015fit \u00dccret \u0130lkesi\">Japonya&#8217;da Kad\u0131n ve Erkekler \u0130\u00e7in E\u015fit \u00dccret \u0130lkesi<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Hukuki_Dayanak_Japon_Is_Kanunu%E2%80%99nun_4_Maddesi\" title=\"Hukuki Dayanak: Japon \u0130\u015f Kanunu&#8217;nun 4. Maddesi\">Hukuki Dayanak: Japon \u0130\u015f Kanunu&#8217;nun 4. Maddesi<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#%E2%80%9CAyrimci_Muamele%E2%80%9Dnin_Kapsami\" title=\"&#8220;Ayr\u0131mc\u0131 Muamele&#8221;nin Kapsam\u0131\">&#8220;Ayr\u0131mc\u0131 Muamele&#8221;nin Kapsam\u0131<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Yargi_Kararlarinin_Analizi_Iwate_Bankasi_Olayi\" title=\"Yarg\u0131 Kararlar\u0131n\u0131n Analizi: Iwate Bankas\u0131 Olay\u0131\">Yarg\u0131 Kararlar\u0131n\u0131n Analizi: Iwate Bankas\u0131 Olay\u0131<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_Kadin_ve_Erkekler_Arasinda_Esit_Firsat_ve_Muamele_Guvencesi\" title=\"Japonya&#8217;da Kad\u0131n ve Erkekler Aras\u0131nda E\u015fit F\u0131rsat ve Muamele G\u00fcvencesi\">Japonya&#8217;da Kad\u0131n ve Erkekler Aras\u0131nda E\u015fit F\u0131rsat ve Muamele G\u00fcvencesi<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Hukuki_Temel_Japonya%E2%80%99da_Erkek_ve_Kadin_Istihdam_Firsat_Esitligi_Kanunu\" title=\"Hukuki Temel: Japonya&#8217;da Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Kanunu\">Hukuki Temel: Japonya&#8217;da Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Kanunu<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_Dogrudan_Ayrimciligin_Yasaklanmasi\" title=\"Japonya&#8217;da Do\u011frudan Ayr\u0131mc\u0131l\u0131\u011f\u0131n Yasaklanmas\u0131\">Japonya&#8217;da Do\u011frudan Ayr\u0131mc\u0131l\u0131\u011f\u0131n Yasaklanmas\u0131<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_Dolayli_Ayrimciligin_Yasaklanmasi\" title=\"Japonya&#8217;da Dolayl\u0131 Ayr\u0131mc\u0131l\u0131\u011f\u0131n Yasaklanmas\u0131\">Japonya&#8217;da Dolayl\u0131 Ayr\u0131mc\u0131l\u0131\u011f\u0131n Yasaklanmas\u0131<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_Evlilik_Hamilelik_Dogum_Gibi_Sebeplerle_Ayrimci_Muamele_Yasagi\" title=\"Japonya&#8217;da Evlilik, Hamilelik, Do\u011fum Gibi Sebeplerle Ayr\u0131mc\u0131 Muamele Yasa\u011f\u0131\">Japonya&#8217;da Evlilik, Hamilelik, Do\u011fum Gibi Sebeplerle Ayr\u0131mc\u0131 Muamele Yasa\u011f\u0131<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Engellilere_Yonelik_Ayrimci_Muameleye_Karsi_Yasak\" title=\"Engellilere Y\u00f6nelik Ayr\u0131mc\u0131 Muameleye Kar\u015f\u0131 Yasak\">Engellilere Y\u00f6nelik Ayr\u0131mc\u0131 Muameleye Kar\u015f\u0131 Yasak<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Hukuki_Dayanak_Japonya%E2%80%99da_Engellilerin_Istihdaminin_Tesvik_Edilmesi_Hakkinda_Kanun\" title=\"Hukuki Dayanak: Japonya&#8217;da Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Hakk\u0131nda Kanun\">Hukuki Dayanak: Japonya&#8217;da Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Hakk\u0131nda Kanun<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Yasaklanan_Ayrimci_Muamelelere_Ornekler\" title=\"Yasaklanan Ayr\u0131mc\u0131 Muamelelere \u00d6rnekler\">Yasaklanan Ayr\u0131mc\u0131 Muamelelere \u00d6rnekler<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_Engellilere_Yonelik_Makul_Duzenlemelerin_Saglanma_Zorunlulugu\" title=\"Japonya&#8217;da Engellilere Y\u00f6nelik Makul D\u00fczenlemelerin Sa\u011flanma Zorunlulu\u011fu\">Japonya&#8217;da Engellilere Y\u00f6nelik Makul D\u00fczenlemelerin Sa\u011flanma Zorunlulu\u011fu<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Japonya%E2%80%99da_%E2%80%98Makul_Duzenlemelerin%E2%80%99_Tanimi_ve_Zorunlulugu\" title=\"Japonya&#8217;da &#8216;Makul D\u00fczenlemelerin&#8217; Tan\u0131m\u0131 ve Zorunlulu\u011fu\">Japonya&#8217;da &#8216;Makul D\u00fczenlemelerin&#8217; Tan\u0131m\u0131 ve Zorunlulu\u011fu<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Yukumluluk_Istisnasi_%E2%80%9CAsiri_Yuk%E2%80%9D\" title=\"Y\u00fck\u00fcml\u00fcl\u00fck \u0130stisnas\u0131: &#8220;A\u015f\u0131r\u0131 Y\u00fck&#8221;\">Y\u00fck\u00fcml\u00fcl\u00fck \u0130stisnas\u0131: &#8220;A\u015f\u0131r\u0131 Y\u00fck&#8221;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Ayrimcilik_Yasagi_ve_Makul_Duzenlemelerin_Karsilastirilmasi\" title=\"Ayr\u0131mc\u0131l\u0131k Yasa\u011f\u0131 ve Makul D\u00fczenlemelerin Kar\u015f\u0131la\u015ft\u0131r\u0131lmas\u0131\">Ayr\u0131mc\u0131l\u0131k Yasa\u011f\u0131 ve Makul D\u00fczenlemelerin Kar\u015f\u0131la\u015ft\u0131r\u0131lmas\u0131<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/equality-disability-law-japan\/#Ozet\" title=\"\u00d6zet\">\u00d6zet<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Kadin_ve_Erkekler_Icin_Esit_Ucret_Ilkesi\"><\/span>Japonya&#8217;da Kad\u0131n ve Erkekler \u0130\u00e7in E\u015fit \u00dccret \u0130lkesi<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Hukuki_Dayanak_Japon_Is_Kanunu%E2%80%99nun_4_Maddesi\"><\/span>Hukuki Dayanak: Japon \u0130\u015f Kanunu&#8217;nun 4. Maddesi<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon i\u015f hukuku d\u00fczenlemeleri i\u00e7inde, kad\u0131n ve erkek aras\u0131ndaki \u00fccret e\u015fitli\u011fini garanti eden en temel h\u00fck\u00fcm, Japon \u0130\u015f Kanunu&#8217;nda yer almaktad\u0131r. Bu kanun, i\u015f\u00e7ilerin temel \u00e7al\u0131\u015fma ko\u015fullar\u0131n\u0131 d\u00fczenler ve 4. maddesi, &#8220;\u0130\u015fveren, i\u015f\u00e7inin kad\u0131n olmas\u0131 sebebiyle, \u00fccret konusunda erkeklerle ayr\u0131mc\u0131 muamele yapamaz.&#8221; \u015feklinde a\u00e7\u0131k\u00e7a belirlemi\u015ftir. Bu h\u00fck\u00fcm, Japon Anayasas\u0131&#8217;n\u0131n 14. maddesi taraf\u0131ndan garanti edilen &#8220;kanun \u00f6n\u00fcnde e\u015fitlik&#8221; ilkesini, istihdam alan\u0131nda ve \u00f6zellikle \u00fccret gibi somut bir \u00e7al\u0131\u015fma ko\u015fulunda somutla\u015ft\u0131rmaktad\u0131r. Tarihsel olarak var olan kad\u0131n ve erkek aras\u0131ndaki \u00fccret farkl\u0131l\u0131klar\u0131n\u0131 d\u00fczeltmeyi ve kad\u0131n i\u015f\u00e7ilerin ekonomik stat\u00fclerini iyile\u015ftirmeyi ama\u00e7lamaktad\u0131r. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%E2%80%9CAyrimci_Muamele%E2%80%9Dnin_Kapsami\"><\/span>&#8220;Ayr\u0131mc\u0131 Muamele&#8221;nin Kapsam\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon \u0130\u015f Kanunu&#8217;nun 4. maddesi taraf\u0131ndan yasaklanan &#8220;ayr\u0131mc\u0131 muamele&#8221;nin hedef ald\u0131\u011f\u0131 &#8220;\u00fccret&#8221; kapsam\u0131 geni\u015ftir. Japon \u0130\u015f Kanunu&#8217;nun 11. maddesine g\u00f6re, sadece temel maa\u015f de\u011fil, ikramiyeler, \u00e7e\u015fitli \u00f6denekler (aile veya konut \u00f6dene\u011fi gibi) ve i\u015fverenin i\u015f\u00e7iye \u00e7al\u0131\u015fma kar\u015f\u0131l\u0131\u011f\u0131 olarak \u00f6dedi\u011fi di\u011fer t\u00fcm \u00f6demeler de dahildir. &nbsp;<\/p>\n\n\n\n<p>&#8220;Ayr\u0131mc\u0131 muamele&#8221;, sadece kad\u0131n i\u015f\u00e7ileri erkek i\u015f\u00e7ilere k\u0131yasla dezavantajl\u0131 duruma d\u00fc\u015f\u00fcrmekle kalmaz, ayn\u0131 zamanda avantajl\u0131 duruma getirmeyi de i\u00e7erir. Kanunun amac\u0131, cinsiyete dayal\u0131 her t\u00fcrl\u00fc farkl\u0131l\u0131\u011f\u0131 yasaklamaktad\u0131r. Ancak, bu ilke, her t\u00fcrl\u00fc \u00fccret fark\u0131n\u0131 yasaklayan bir \u015fey de\u011fildir. \u0130\u015f\u00e7inin i\u015f g\u00f6revi, becerisi, verimlili\u011fi, deneyimi, hizmet s\u00fcresi gibi makul sebeplere dayal\u0131 \u00fccret farkl\u0131l\u0131klar\u0131, 4. madde taraf\u0131ndan yasaklanan ayr\u0131mc\u0131 muameleye dahil de\u011fildir. Yasaklanan, i\u015f\u00e7inin &#8220;kad\u0131n olmas\u0131&#8221;n\u0131 tek veya belirleyici sebep olarak \u00fccrette fark yaratmakt\u0131r. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Yargi_Kararlarinin_Analizi_Iwate_Bankasi_Olayi\"><\/span>Yarg\u0131 Kararlar\u0131n\u0131n Analizi: Iwate Bankas\u0131 Olay\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Bu e\u015fit \u00fccret ilkesinin ger\u00e7ekte nas\u0131l uyguland\u0131\u011f\u0131n\u0131 anlamak i\u00e7in \u00f6nemli bir yarg\u0131 karar\u0131 olarak Iwate Bankas\u0131 Olay\u0131 (1992 y\u0131l\u0131 (Heisei 4) 10 Ocak Sendai Y\u00fcksek Mahkemesi karar\u0131) bulunmaktad\u0131r. &nbsp;<\/p>\n\n\n\n<p>Bu olayda, bankan\u0131n maa\u015f y\u00f6netmeli\u011fi sorgulanm\u0131\u015ft\u0131r. Banka, &#8220;aile reisi olan \u00e7al\u0131\u015fanlara&#8221; aile \u00f6dene\u011fi \u00f6d\u00fcyordu, ancak e\u015flerin her ikisi de \u00e7al\u0131\u015f\u0131yorsa, kocan\u0131n geliri olup olmamas\u0131na bak\u0131lmaks\u0131z\u0131n kocay\u0131 aile reisi olarak kabul ediyor ve kad\u0131n \u00e7al\u0131\u015fan olan e\u015fe \u00f6deme yapm\u0131yordu. Banka, aile reisi olup olmama durumunun cinsiyetle ilgisiz bir kriter oldu\u011funu savunmu\u015ftu. Ancak, mahkeme, bu &#8220;aile reisi&#8221; kriterinin uygulanmas\u0131n\u0131n, ger\u00e7ekte kad\u0131n \u00e7al\u0131\u015fanlar\u0131 cinsiyete dayal\u0131 olarak dezavantajl\u0131 duruma d\u00fc\u015f\u00fcrd\u00fc\u011f\u00fc sonucunu do\u011furdu\u011funa ve Japon \u0130\u015f Kanunu&#8217;nun 4. maddesine ayk\u0131r\u0131 oldu\u011funa karar vermi\u015ftir. &nbsp;<\/p>\n\n\n\n<p>Bu karar, \u015firketlerin insan kaynaklar\u0131 y\u00f6netimini yaparken \u00f6nemli ipu\u00e7lar\u0131 sunmaktad\u0131r. \u015eirket i\u00e7i y\u00f6netmelikler ve politikalar \u015feklen cinsiyet a\u00e7\u0131s\u0131ndan tarafs\u0131z g\u00f6r\u00fcnse de, uygulamalar\u0131 ve ger\u00e7ek etkileri belirli bir cinsiyete zarar veriyorsa, yasa d\u0131\u015f\u0131 ayr\u0131mc\u0131l\u0131k olarak de\u011ferlendirilme riski ta\u015f\u0131d\u0131\u011f\u0131n\u0131 g\u00f6stermektedir. \u015eirketler, \u00fccret sistemlerini ve \u00f6deme standartlar\u0131n\u0131 tasarlarken ve uygularken, sadece ifadelerini de\u011fil, ger\u00e7ekte hangi etkileri do\u011furdu\u011funu dikkatlice de\u011ferlendirmeli ve istenmeyen ayr\u0131mc\u0131l\u0131klar\u0131n ortaya \u00e7\u0131kmamas\u0131 i\u00e7in \u00f6zen g\u00f6stermelidirler.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Kadin_ve_Erkekler_Arasinda_Esit_Firsat_ve_Muamele_Guvencesi\"><\/span>Japonya&#8217;da Kad\u0131n ve Erkekler Aras\u0131nda E\u015fit F\u0131rsat ve Muamele G\u00fcvencesi<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Hukuki_Temel_Japonya%E2%80%99da_Erkek_ve_Kadin_Istihdam_Firsat_Esitligi_Kanunu\"><\/span>Hukuki Temel: Japonya&#8217;da Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Kanunu<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u00dccret d\u0131\u015f\u0131nda, istihdam y\u00f6netiminin her a\u015famas\u0131nda erkek ve kad\u0131nlar aras\u0131nda e\u015fitli\u011fi sa\u011flamak i\u00e7in merkezi bir yasa olan &#8220;\u0130stihdam Alan\u0131nda Erkek ve Kad\u0131nlar\u0131n E\u015fit F\u0131rsat ve Muamelelerinin G\u00fcvence Alt\u0131na Al\u0131nmas\u0131 Hakk\u0131nda Kanun&#8221;, bilinen ad\u0131yla Japonya&#8217;da Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Kanunu&#8217;dur. Bu kanun, i\u015fe al\u0131m ve se\u00e7imden istifa ve i\u015ften \u00e7\u0131karmaya kadar, istihdamla ilgili t\u00fcm durumlarda cinsiyete dayal\u0131 ayr\u0131mc\u0131l\u0131\u011f\u0131 yasaklamaktad\u0131r. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Dogrudan_Ayrimciligin_Yasaklanmasi\"><\/span>Japonya&#8217;da Do\u011frudan Ayr\u0131mc\u0131l\u0131\u011f\u0131n Yasaklanmas\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Yasas\u0131&#8217;n\u0131n (Japanese Equal Employment Opportunity Law) 5. ve 6. maddeleri, cinsiyeti do\u011frudan bir sebep olarak kullanarak ayr\u0131mc\u0131 davran\u0131\u015flar\u0131 a\u00e7\u0131k\u00e7a yasaklamaktad\u0131r. Yasaklanan spesifik davran\u0131\u015flar, Japonya \u00c7al\u0131\u015fma ve Sosyal G\u00fcvenlik Bakanl\u0131\u011f\u0131&#8217;n\u0131n (Japanese Ministry of Health, Labour and Welfare) y\u00f6nergeleri arac\u0131l\u0131\u011f\u0131yla detayl\u0131 bir \u015fekilde \u00f6rneklendirilmi\u015f olup, \u015firketler bu t\u00fcr davran\u0131\u015flardan kesinlikle ka\u00e7\u0131nmak zorundad\u0131r.<\/p>\n\n\n\n<p>\u0130\u015fe al\u0131m s\u00fcrecinde, bir cinsiyeti i\u015fe al\u0131m s\u00fcrecinden d\u0131\u015flamak (\u00f6rne\u011fin: &#8220;Sadece erkek adaylar sat\u0131\u015f pozisyonu i\u00e7in ba\u015fvurabilir&#8221;), erkek ve kad\u0131nlar i\u00e7in farkl\u0131 i\u015fe al\u0131m \u015fartlar\u0131 koymak (\u00f6rne\u011fin: sadece kad\u0131nlardan bek\u00e2r olmalar\u0131n\u0131 istemek), i\u015f g\u00f6r\u00fc\u015fmelerinde sadece kad\u0131nlara evlilik veya do\u011fum planlar\u0131 hakk\u0131nda sorular sormak gibi uygulamalar yasakt\u0131r.<\/p>\n\n\n\n<p>Yerle\u015ftirme, terfi ve e\u011fitim programlar\u0131na kat\u0131l\u0131m konusunda ise, belirli g\u00f6revlere (\u00f6rne\u011fin: temel i\u015fler) sadece erkekleri yerle\u015ftirmek, kad\u0131nlar\u0131 yaln\u0131zca yard\u0131mc\u0131 i\u015flere atamak, terfi kriterlerini cinsiyete g\u00f6re de\u011fi\u015ftirmek, y\u00f6netici yeti\u015ftirme e\u011fitimlerine sadece bir cinsiyete kat\u0131l\u0131m f\u0131rsat\u0131 vermek gibi uygulamalar tipik ihlal \u00f6rnekleridir.<\/p>\n\n\n\n<p>Refah ve sosyal yard\u0131mlar konusunda da, konut tahsisi veya ya\u015fam maliyeti i\u00e7in yap\u0131lan \u00f6d\u00fcn\u00e7 verme gibi \u00f6nlemlerde erkek ve kad\u0131nlar i\u00e7in farkl\u0131 \u015fartlar belirlemek kabul edilemez.<\/p>\n\n\n\n<p>Ek olarak, emeklili\u011fi te\u015fvik etme, emeklilik ya\u015f\u0131, i\u015ften \u00e7\u0131karma ve i\u015f s\u00f6zle\u015fmesinin yenilenmesi gibi istihdam ili\u015fkisinin sona ermesiyle ilgili durumlarda da cinsiyete dayal\u0131 ayr\u0131mc\u0131l\u0131k kesinlikle yasakt\u0131r. \u00d6rne\u011fin, i\u015fletme rasyonalizasyonu s\u0131ras\u0131nda sadece kad\u0131nlar\u0131 emeklili\u011fi te\u015fvik etme hedefi olarak belirlemek veya erkek ve kad\u0131nlar i\u00e7in farkl\u0131 emeklilik ya\u015flar\u0131 belirlemek yasad\u0131\u015f\u0131d\u0131r. Ge\u00e7mi\u015fte, erkek ve kad\u0131nlar i\u00e7in farkl\u0131 emeklilik ya\u015flar\u0131 belirleme uygulamas\u0131 vard\u0131 ancak mahkemeler, bu t\u00fcr ayr\u0131mc\u0131l\u0131\u011f\u0131n Japon Medeni Kanunu&#8217;nun (Japanese Civil Code) 90. maddesinde belirtilen kamu d\u00fczeni ve iyi ahlaka ayk\u0131r\u0131 oldu\u011funa ve ge\u00e7ersiz oldu\u011funa karar vermi\u015ftir (1979 y\u0131l\u0131nda (1979) Japonya Y\u00fcksek Mahkemesi&#8217;nin karar\u0131 gibi).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Dolayli_Ayrimciligin_Yasaklanmasi\"><\/span>Japonya&#8217;da Dolayl\u0131 Ayr\u0131mc\u0131l\u0131\u011f\u0131n Yasaklanmas\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japonya&#8217;n\u0131n Erkek ve Kad\u0131n \u0130\u015f\u00e7ilerin \u0130stihdam F\u0131rsatlar\u0131n\u0131n E\u015fitli\u011fi Yasas\u0131, do\u011frudan ayr\u0131mc\u0131l\u0131\u011f\u0131n yan\u0131 s\u0131ra, daha ince ve dolayl\u0131 bir ayr\u0131mc\u0131l\u0131k t\u00fcr\u00fc olan &#8216;dolayl\u0131 ayr\u0131mc\u0131l\u0131\u011f\u0131&#8217; da yasaklamaktad\u0131r. Dolayl\u0131 ayr\u0131mc\u0131l\u0131k, Japonya&#8217;n\u0131n Erkek ve Kad\u0131n \u0130\u015f\u00e7ilerin \u0130stihdam F\u0131rsatlar\u0131n\u0131n E\u015fitli\u011fi Yasas\u0131&#8217;n\u0131n 7. maddesinde tan\u0131mland\u0131\u011f\u0131 \u00fczere, cinsiyet d\u0131\u015f\u0131ndaki bir nedene dayan\u0131rken, sonu\u00e7 olarak bir cinsiyete \u00f6nemli \u00f6l\u00e7\u00fcde dezavantaj sa\u011flayan ve makul bir gerek\u00e7esi olmayan uygulamalar\u0131 ifade eder. Bu d\u00fczenleme, \u015firketin niyetinin ayr\u0131mc\u0131 olup olmad\u0131\u011f\u0131na bakmaks\u0131z\u0131n, politikan\u0131n yaratt\u0131\u011f\u0131 &#8216;etkiye&#8217; odaklanmas\u0131yla dikkat \u00e7eker.<\/p>\n\n\n\n<p>\u015eu anda, Sa\u011fl\u0131k, \u00c7al\u0131\u015fma ve Refah Bakanl\u0131\u011f\u0131&#8217;n\u0131n y\u00f6netmelikleri uyar\u0131nca, a\u015fa\u011f\u0131daki \u00fc\u00e7 uygulaman\u0131n dolayl\u0131 ayr\u0131mc\u0131l\u0131k olu\u015fturma potansiyeline sahip oldu\u011fu belirtilmi\u015ftir:<\/p>\n\n\n\n<ol type=\"1\" start=\"1\">\n<li>\u0130\u015f\u00e7i al\u0131m\u0131nda boy, kilo veya fiziksel g\u00fc\u00e7 gibi \u00f6zellikleri \u015fart ko\u015fmak.<\/li>\n\n\n\n<li>\u0130\u015fe al\u0131m, terfi veya i\u015f t\u00fcr\u00fcn\u00fcn de\u011fi\u015fikli\u011finde, ta\u015f\u0131nmay\u0131 gerektiren yer de\u011fi\u015fikli\u011fine uyum sa\u011flayabilmeyi \u015fart ko\u015fmak.<\/li>\n\n\n\n<li>Terfi etmek i\u00e7in, daha \u00f6nce yer de\u011fi\u015fikli\u011fi deneyimi olmas\u0131n\u0131 \u015fart ko\u015fmak.<\/li>\n<\/ol>\n\n\n\n<p>\u00d6rne\u011fin, \u00fclke genelinde faaliyet g\u00f6steren bir \u015firketin y\u00f6netici pozisyonlar\u0131na terfi \u015fart\u0131 olarak &#8216;ta\u015f\u0131nmay\u0131 gerektiren yer de\u011fi\u015fikli\u011fi deneyimi&#8217; ko\u015ftu\u011funu d\u00fc\u015f\u00fcnelim. Bu \u015fart, formel olarak cinsiyeti sorgulamaz. Ancak, genellikle ev i\u00e7inde \u00e7ocuk bak\u0131m\u0131 veya ya\u015fl\u0131 bak\u0131m\u0131 gibi sorumluluklar\u0131 \u00fcstlenen kad\u0131nlar i\u00e7in bu \u015fart\u0131 kar\u015f\u0131lamak erkeklerden daha zor olabilir. E\u011fer \u015firket, y\u00f6netici pozisyonunun i\u015flerini yerine getirmede yer de\u011fi\u015fikli\u011fi deneyiminin objektif olarak ger\u00e7ekten zorunlu oldu\u011funa dair makul bir gerek\u00e7e sunamazsa, bu \u015fart yasa d\u0131\u015f\u0131 bir dolayl\u0131 ayr\u0131mc\u0131l\u0131k olarak de\u011ferlendirilebilir. \u0130\u015fte bu nedenle, \u015firketlerin, geleneksel olarak kabul edilmi\u015f insan kaynaklar\u0131 politikalar\u0131n\u0131n bile, onlar\u0131n makuliyeti ve cinsiyete dayal\u0131 dengesiz etkileri a\u00e7\u0131s\u0131ndan s\u00fcrekli olarak yeniden de\u011ferlendirilmesi gerekmektedir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Evlilik_Hamilelik_Dogum_Gibi_Sebeplerle_Ayrimci_Muamele_Yasagi\"><\/span>Japonya&#8217;da Evlilik, Hamilelik, Do\u011fum Gibi Sebeplerle Ayr\u0131mc\u0131 Muamele Yasa\u011f\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon Erkek ve Kad\u0131n \u0130stihdam F\u0131rsat E\u015fitli\u011fi Yasas\u0131, \u00f6zellikle kad\u0131n \u00e7al\u0131\u015fanlar\u0131n kar\u015f\u0131la\u015fabilece\u011fi, evlilik, hamilelik, do\u011fum gibi sebeplerle yap\u0131lan ayr\u0131mc\u0131 muamelelere kar\u015f\u0131 9. maddede g\u00fc\u00e7l\u00fc korumalar sa\u011flamaktad\u0131r. Bu, kad\u0131n \u00e7al\u0131\u015fanlar\u0131n evlenmesi, hamile kalmas\u0131, do\u011fum yapmas\u0131 veya yasal olarak belirlenen do\u011fum \u00f6ncesi ve sonras\u0131 izinleri kullanmas\u0131 gibi sebeplerle i\u015ften \u00e7\u0131kar\u0131lma veya di\u011fer ayr\u0131mc\u0131 muamelelerin yasakland\u0131\u011f\u0131 anlam\u0131na gelir.<\/p>\n\n\n\n<p>&#8216;Ayr\u0131mc\u0131 muamele&#8217; terimi, sadece i\u015ften \u00e7\u0131karmay\u0131 de\u011fil, ayn\u0131 zamanda r\u00fctbe d\u00fc\u015f\u00fcrme, maa\u015f kesintisi, dezavantajl\u0131 pozisyonlara atama, s\u00f6zle\u015fmeyi yenilememe (i\u015ften el \u00e7ektirme) gibi \u00e7e\u015fitli eylemleri de kapsar.<\/p>\n\n\n\n<p>\u00d6zellikle dikkat edilmesi gereken, hamilelik s\u00fcresince ve do\u011fumdan sonraki bir y\u0131l i\u00e7inde kad\u0131n \u00e7al\u0131\u015fanlara yap\u0131lan i\u015ften \u00e7\u0131karmalarla ilgili d\u00fczenlemelerdir. \u0130\u015fveren, bu t\u00fcr bir i\u015ften \u00e7\u0131karmay\u0131 hamilelik veya do\u011fum gibi sebeplerle yapmad\u0131\u011f\u0131n\u0131 kendisi kan\u0131tlamad\u0131k\u00e7a, bu t\u00fcr i\u015ften \u00e7\u0131karmalar ge\u00e7ersiz say\u0131l\u0131r. Bu, ispat y\u00fck\u00fcn\u00fc i\u015fveren taraf\u0131na kayd\u0131ran ve son derece kat\u0131 bir d\u00fczenlemedir. \u0130\u015fverenlerin bu d\u00f6nemde bir kad\u0131n \u00e7al\u0131\u015fan\u0131 i\u015ften \u00e7\u0131karmas\u0131 durumunda, i\u015ften \u00e7\u0131karma sebebinin hamilelik gibi durumlarla hi\u00e7bir ilgisi olmad\u0131\u011f\u0131n\u0131 objektif kan\u0131tlarla ispat edebilmesi gereken son derece dikkatli bir yakla\u015f\u0131m beklenir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Engellilere_Yonelik_Ayrimci_Muameleye_Karsi_Yasak\"><\/span>Engellilere Y\u00f6nelik Ayr\u0131mc\u0131 Muameleye Kar\u015f\u0131 Yasak<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Hukuki_Dayanak_Japonya%E2%80%99da_Engellilerin_Istihdaminin_Tesvik_Edilmesi_Hakkinda_Kanun\"><\/span>Hukuki Dayanak: Japonya&#8217;da Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Hakk\u0131nda Kanun<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Engelli bireylerin istihdam\u0131nda e\u015fitli\u011fin sa\u011flanmas\u0131na y\u00f6nelik temel yasa, &#8220;Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Hakk\u0131nda Kanun&#8221; yani Japonya&#8217;da Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Hakk\u0131nda Kanundur. 2013 y\u0131l\u0131nda yap\u0131lan yasal d\u00fczenleme ile 2016 y\u0131l\u0131 Nisan ay\u0131n\u0131n 1&#8217;inden (2016) itibaren, i\u015f alan\u0131nda engellilik sebebiyle ayr\u0131mc\u0131l\u0131k yap\u0131lmas\u0131 i\u015fverenler i\u00e7in yasal bir y\u00fck\u00fcml\u00fcl\u00fck haline gelmi\u015ftir.<\/p>\n\n\n\n<p>Bu kanun, i\u015fe al\u0131m s\u00fcrecindeki ayr\u0131mc\u0131l\u0131\u011f\u0131 34. madde ile, \u00fccret belirleme, e\u011fitim ve \u00f6\u011fretim uygulamalar\u0131, refah hizmetlerinin kullan\u0131m\u0131 ve di\u011fer muamelelerle ilgili ayr\u0131mc\u0131l\u0131\u011f\u0131 ise 35. madde ile yasaklamaktad\u0131r. Bu h\u00fck\u00fcmler, i\u015fletmenin b\u00fcy\u00fckl\u00fc\u011f\u00fc veya sekt\u00f6r\u00fcne bak\u0131lmaks\u0131z\u0131n, t\u00fcm i\u015fverenlere uygulanmaktad\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Yasaklanan_Ayrimci_Muamelelere_Ornekler\"><\/span>Yasaklanan Ayr\u0131mc\u0131 Muamelelere \u00d6rnekler<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Kanunun yasaklad\u0131\u011f\u0131 &#8220;ayr\u0131mc\u0131 muamele&#8221;, hakl\u0131 bir sebep olmaks\u0131z\u0131n, yaln\u0131zca engellilik durumunu gerek\u00e7e g\u00f6stererek, i\u015fe al\u0131m f\u0131rsatlar\u0131n\u0131 engellemek veya dezavantajl\u0131 \u00e7al\u0131\u015fma ko\u015fullar\u0131 belirlemektir. \u00d6zellikle, a\u015fa\u011f\u0131daki gibi davran\u0131\u015flar yasakt\u0131r.<\/p>\n\n\n\n<p>\u0130\u015fe al\u0131m s\u00fcrecinde, yaln\u0131zca engelli olma sebebiyle ba\u015fvurular\u0131n reddedilmesi veya i\u015fin gerektirdi\u011fi asli yetenekler d\u0131\u015f\u0131nda (\u00f6rne\u011fin, b\u00fcro i\u015fine ba\u015fvuran bir tekerlekli sandalye kullan\u0131c\u0131s\u0131ndan ara\u00e7 s\u00fcr\u00fc\u015f ehliyeti talep etmek) ek \u015fartlar ko\u015farak engellilerin d\u0131\u015flanmas\u0131na yol a\u00e7mak yasakt\u0131r.<\/p>\n\n\n\n<p>\u0130\u015fe al\u0131nd\u0131ktan sonra, ayn\u0131 i\u015fi yapan engelsiz \u00e7al\u0131\u015fanlarla k\u0131yasland\u0131\u011f\u0131nda, yaln\u0131zca engelli olma durumunu gerek\u00e7e g\u00f6stererek daha d\u00fc\u015f\u00fck \u00fccret belirlemek veya terfi ve zam f\u0131rsatlar\u0131ndan keyfi olarak d\u0131\u015flamak a\u00e7\u0131k bir ayr\u0131mc\u0131l\u0131kt\u0131r. Ayr\u0131ca, engellilerin yetenek ve uygunluklar\u0131n\u0131 dikkate almadan yaln\u0131zca yard\u0131mc\u0131 i\u015flere yerle\u015ftirmek veya di\u011fer \u00e7al\u0131\u015fanlar\u0131n ald\u0131\u011f\u0131 e\u011fitim ve \u00f6\u011fretim f\u0131rsatlar\u0131n\u0131 sunmamak da yasaklanm\u0131\u015ft\u0131r.<\/p>\n\n\n\n<p>Yine de, engellilerin aktif olarak i\u015fe al\u0131nmas\u0131n\u0131 te\u015fvik etmek i\u00e7in al\u0131nan \u00f6nlemler, \u00f6rne\u011fin yaln\u0131zca engellilere y\u00f6nelik i\u015f ilanlar\u0131 yapmak gibi, &#8220;Pozitif Ayr\u0131mc\u0131l\u0131k&#8221; olarak kabul edilir ve kanunun yasaklad\u0131\u011f\u0131 ayr\u0131mc\u0131l\u0131\u011fa girmez.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Engellilere_Yonelik_Makul_Duzenlemelerin_Saglanma_Zorunlulugu\"><\/span>Japonya&#8217;da Engellilere Y\u00f6nelik Makul D\u00fczenlemelerin Sa\u011flanma Zorunlulu\u011fu<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_%E2%80%98Makul_Duzenlemelerin%E2%80%99_Tanimi_ve_Zorunlulugu\"><\/span>Japonya&#8217;da &#8216;Makul D\u00fczenlemelerin&#8217; Tan\u0131m\u0131 ve Zorunlulu\u011fu<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Yasas\u0131, \u015firketlere sadece ayr\u0131mc\u0131l\u0131k yapmama gibi pasif bir y\u00fck\u00fcml\u00fcl\u00fck (atalet y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc) getirmekle kalmaz, ayn\u0131 zamanda daha aktif bir y\u00fck\u00fcml\u00fcl\u00fck (eylem y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc) de y\u00fckler. Bu, 36. maddenin 2. f\u0131kras\u0131nda belirtilen &#8216;makul d\u00fczenlemelerin sa\u011flanmas\u0131 y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc&#8217;d\u00fcr.<\/p>\n\n\n\n<p>&#8216;Makul d\u00fczenleme&#8217;, engelli i\u015f\u00e7ilerin, engelsiz i\u015f\u00e7ilerle e\u015fit f\u0131rsatlar elde edebilmeleri ve yeteneklerini etkin bir \u015fekilde kullanabilmeleri i\u00e7in, i\u015fverenin bireysel engel \u00f6zellikleri ve durumlar\u0131na g\u00f6re gerekli ve makul de\u011fi\u015fiklikler veya ayarlamalar yapmas\u0131n\u0131 ifade eder. Bu, i\u015f yerinde engellilikten kaynaklanan engellerin (bariyerlerin) kald\u0131r\u0131lmas\u0131 i\u00e7in al\u0131nan somut \u00f6nlemlerdir.<\/p>\n\n\n\n<p>Sa\u011flanmas\u0131 gereken d\u00fczenlemelerin i\u00e7eri\u011fi \u00e7ok \u00e7e\u015fitlidir. \u00d6rne\u011fin, a\u015fa\u011f\u0131dakiler gibi d\u00fczenlemeler yap\u0131labilir:<\/p>\n\n\n\n<ul>\n<li>Fiziksel \u00e7evreye y\u00f6nelik d\u00fczenlemeler: Tekerlekli sandalye kullananlar i\u00e7in masa y\u00fcksekli\u011finin ayarlanmas\u0131, ge\u00e7itlerdeki engellerin kald\u0131r\u0131lmas\u0131, rampalar\u0131n kurulmas\u0131.<\/li>\n\n\n\n<li>\u0130leti\u015fim d\u00fczenlemeleri: G\u00f6rme engelli i\u015f\u00e7iler i\u00e7in ekran okuyucu (ekran\u0131 sesli okuma yaz\u0131l\u0131m\u0131) kullan\u0131m\u0131, i\u015fitme engelli i\u015f\u00e7ilerle yap\u0131lan toplant\u0131larda yaz\u0131l\u0131 ileti\u015fim veya i\u015faret dili terc\u00fcman\u0131 kullan\u0131m\u0131.<\/li>\n\n\n\n<li>Kurallar ve geleneklerde esnek de\u011fi\u015fiklikler: Zihinsel engelli veya geli\u015fimsel engelli i\u015f\u00e7iler i\u00e7in g\u00f6rsel destekli anla\u015f\u0131l\u0131r i\u015f talimatlar\u0131n\u0131n haz\u0131rlanmas\u0131, tedavi i\u00e7in esnek \u00e7al\u0131\u015fma saatlerinin tan\u0131nmas\u0131, duyusal hassasiyeti hafifletmek i\u00e7in sessiz dinlenme alanlar\u0131n\u0131n sa\u011flanmas\u0131.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Yukumluluk_Istisnasi_%E2%80%9CAsiri_Yuk%E2%80%9D\"><\/span>Y\u00fck\u00fcml\u00fcl\u00fck \u0130stisnas\u0131: &#8220;A\u015f\u0131r\u0131 Y\u00fck&#8221;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japonya&#8217;daki i\u015fverenlerin makul d\u00fczenlemeler sa\u011flama y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc s\u0131n\u0131rs\u0131z de\u011fildir. Japon yasalar\u0131na g\u00f6re, bu d\u00fczenlemelerin i\u015fveren i\u00e7in &#8220;a\u015f\u0131r\u0131 y\u00fck&#8221; te\u015fkil etti\u011fi durumlarda, sa\u011flama y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc bulunmamaktad\u0131r.<\/p>\n\n\n\n<p>&#8220;A\u015f\u0131r\u0131 y\u00fck&#8221;\u00fcn ne oldu\u011fu, her bir durum i\u00e7in a\u015fa\u011f\u0131daki fakt\u00f6rlerin b\u00fct\u00fcnsel olarak ve objektif bir \u015fekilde de\u011ferlendirilmesiyle belirlenir:<\/p>\n\n\n\n<ul>\n<li>\u0130\u015fletme faaliyetlerine olan etkinin derecesi (\u00fcretim faaliyetleri veya hizmet sunumu ciddi \u015fekilde zarar g\u00f6r\u00fcyor mu)<\/li>\n\n\n\n<li>Ger\u00e7ekle\u015ftirilebilirlik derecesi (fiziksel ve teknik s\u0131n\u0131rlamalar, insan kaynaklar\u0131 ve yap\u0131sal k\u0131s\u0131tlamalar)<\/li>\n\n\n\n<li>Maliyet ve y\u00fck\u00fcn derecesi ile \u015firketin finansal durumu<\/li>\n\n\n\n<li>\u015eirketin b\u00fcy\u00fckl\u00fc\u011f\u00fc<\/li>\n\n\n\n<li>Uygulaman\u0131n ger\u00e7ekle\u015ftirilmesi i\u00e7in kamu deste\u011finin (hibeler vb.) varl\u0131\u011f\u0131<\/li>\n<\/ul>\n\n\n\n<p>Burada son derece \u00f6nemli olan nokta, engelli \u00e7al\u0131\u015fanlardan gelen belirli bir d\u00fczenlemenin &#8220;a\u015f\u0131r\u0131 y\u00fck&#8221; olarak de\u011ferlendirilse bile, \u015firketin y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn\u00fcn bu noktada sona ermedi\u011fidir. Bu durumda, \u015firket, neden bu d\u00fczenlemeyi sa\u011flayamad\u0131\u011f\u0131n\u0131 ilgili ki\u015fiye a\u00e7\u0131klamak ve daha az y\u00fck getiren alternatif d\u00fczenlemelerin (daha az y\u00fck getiren \u00f6nlemler) olup olmad\u0131\u011f\u0131n\u0131 ilgili ki\u015fiyle yeterince tart\u0131\u015fmak zorundad\u0131r. Bu &#8220;yap\u0131c\u0131 diyalog&#8221; s\u00fcreci, yasalar taraf\u0131ndan talep edilen y\u00fck\u00fcml\u00fcl\u00fcklerin bir par\u00e7as\u0131d\u0131r. \u015eirket, d\u00fczenlemenin sa\u011flanmas\u0131n\u0131 tek tarafl\u0131 olarak reddeder ve bu diyalog s\u00fcrecini ihmal ederse, bu durum kendisi bir yasal y\u00fck\u00fcml\u00fcl\u00fck ihlali olarak de\u011ferlendirilebilir. Bu nedenle, \u015firketler, d\u00fczenleme talebi ald\u0131klar\u0131nda, samimi bir diyalog y\u00fcr\u00fctmeli ve \u00e7\u00f6z\u00fcm yollar\u0131n\u0131 ara\u015ft\u0131ran bir i\u00e7 s\u00fcreci olu\u015fturmal\u0131d\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ayrimcilik_Yasagi_ve_Makul_Duzenlemelerin_Karsilastirilmasi\"><\/span>Ayr\u0131mc\u0131l\u0131k Yasa\u011f\u0131 ve Makul D\u00fczenlemelerin Kar\u015f\u0131la\u015ft\u0131r\u0131lmas\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Engelli bireylerin istihdam\u0131 ile ilgili olarak \u015firketlerin \u00fczerine d\u00fc\u015fen iki temel yasal y\u00fck\u00fcml\u00fcl\u00fck; &#8216;ayr\u0131mc\u0131l\u0131k yasa\u011f\u0131&#8217; ve &#8216;makul d\u00fczenlemelerin sa\u011flanmas\u0131 y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc&#8217;, birbiriyle yak\u0131ndan ili\u015fkili olmakla birlikte farkl\u0131 niteliklere sahiptir. Bu fark\u0131 do\u011fru bir \u015fekilde anlamak, uygun bir uyum s\u00fcreci olu\u015fturmak i\u00e7in elzemdir.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>\u00d6zellik<\/td><td>Ayr\u0131mc\u0131l\u0131k Yasa\u011f\u0131<\/td><td>Makul D\u00fczenlemelerin Sa\u011flanmas\u0131 Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc<\/td><\/tr><\/thead><tbody><tr><td>Yasal Dayanak<\/td><td>Japonya Engelli \u0130stihdam Te\u015fvik Yasas\u0131&#8217;n\u0131n (Japanese Act on Employment Promotion of Persons with Disabilities) 34. ve 35. maddeleri<\/td><td>Japonya Engelli \u0130stihdam Te\u015fvik Yasas\u0131&#8217;n\u0131n 36. maddesinin 2<\/td><\/tr><tr><td>Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn Niteli\u011fi<\/td><td>Edimsizlik Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc: Engellili\u011fi sebep g\u00f6stererek aleyhte muamele yapmama y\u00f6n\u00fcnde pasif bir y\u00fck\u00fcml\u00fcl\u00fck.<\/td><td>Edim Y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc: Engelleri kald\u0131rmak i\u00e7in aktif olarak harekete ge\u00e7me y\u00f6n\u00fcnde pozitif bir y\u00fck\u00fcml\u00fcl\u00fck.<\/td><\/tr><tr><td>Temel \u0130lke<\/td><td>E\u015fit Muamele: Ayn\u0131 durumda olan ki\u015filere ayn\u0131 \u015fekilde davran\u0131lmas\u0131.<\/td><td>F\u0131rsat E\u015fitli\u011fi: Farkl\u0131 muamele yaparak, ger\u00e7ekte e\u015fit sonu\u00e7lar elde etmeyi hedefleme.<\/td><\/tr><tr><td>\u015eirketin Eylemleri<\/td><td>T\u00fcm politika ve eylemlerin tarafs\u0131z olmas\u0131n\u0131 ve engellilik sebebiyle dezavantaj yaratmamas\u0131n\u0131 sa\u011flama.<\/td><td>\u00c7al\u0131\u015fanlarla diyalog kurarak, a\u015f\u0131r\u0131 bir y\u00fck getirmeyecek \u015fekilde gerekli d\u00fczenlemeleri belirleme ve uygulama.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Bu tablo g\u00f6sterildi\u011fi gibi, &#8216;ayr\u0131mc\u0131l\u0131k yasa\u011f\u0131&#8217;, engellilik durumundan ba\u011f\u0131ms\u0131z olarak herkesi ayn\u0131 ba\u015flang\u0131\u00e7 \u00e7izgisinde yer almas\u0131n\u0131 sa\u011flamay\u0131 ama\u00e7lar. \u00d6te yandan, &#8216;makul d\u00fczenlemeler&#8217;, ba\u015flang\u0131\u00e7 \u00e7izgisinde yer alman\u0131n kendisinin zor oldu\u011fu durumlarda, \u00f6rne\u011fin bir rampa kurarak bireysel destek sa\u011flayarak, ki\u015filerin rekabete kat\u0131labilmelerini hedefler. \u015eirketler, bu iki y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc yerine getirerek, yasan\u0131n talep etti\u011fi ger\u00e7ek istihdam e\u015fitli\u011fini sa\u011flayabilirler.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ozet\"><\/span>\u00d6zet<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Bu makalede g\u00f6zden ge\u00e7irdi\u011fimiz \u00fczere, Japonya&#8217;daki i\u015f hukuku, \u015firketlere istihdamda e\u015fitli\u011fi sa\u011flamak i\u00e7in \u00e7e\u015fitli yasal y\u00fck\u00fcml\u00fcl\u00fckler getirmektedir. Japon \u0130\u015f Kanunu&#8217;na dayanan kat\u0131 e\u015fit \u00fccret ilkesi, do\u011frudan ve dolayl\u0131 ayr\u0131mc\u0131l\u0131\u011f\u0131n kapsaml\u0131 bir \u015fekilde yasakland\u0131\u011f\u0131 Japon Kad\u0131n ve Erkek \u0130\u015f F\u0131rsatlar\u0131n\u0131n E\u015fitli\u011fi Yasas\u0131, ve ayr\u0131mc\u0131l\u0131k yasa\u011f\u0131 ile makul d\u00fczenlemelerin sa\u011flanmas\u0131n\u0131 talep eden Japon Engellilerin \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Yasas\u0131, t\u00fcm\u00fc modern i\u015fletme y\u00f6netiminde g\u00f6z ard\u0131 edilemeyecek \u00f6nemli uyum maddeleridir. Bu yasal d\u00fczenlemelere uymak, sadece yasal riskleri y\u00f6netmekle kalmaz, ayn\u0131 zamanda \u00e7e\u015fitli ge\u00e7mi\u015flere sahip yeteneklerin potansiyellerini en \u00fcst d\u00fczeye \u00e7\u0131karabilecekleri adil ve \u00fcretken bir i\u015f ortam\u0131 olu\u015fturman\u0131n temelini olu\u015fturur.<\/p>\n\n\n\n<p>Biz Monolit Hukuk B\u00fcrosu olarak, bu makalede a\u00e7\u0131klanan karma\u015f\u0131k yasal konular hakk\u0131nda, hem yerel hem de uluslararas\u0131 bir\u00e7ok m\u00fc\u015fteriye dan\u0131\u015fmanl\u0131k hizmeti sunmu\u015f geni\u015f bir deneyime sahibiz. B\u00fcromuzda, yabanc\u0131 avukatl\u0131k niteliklerine sahip ki\u015filer de dahil olmak \u00fczere, birden fazla \u0130ngilizce konu\u015fan avukat bulunmaktad\u0131r ve bu sayede k\u00fcresel \u015firketlerin Japonya&#8217;daki i\u015f hukukunun karma\u015f\u0131k taleplerine sorunsuz ve profesyonel destek sa\u011flamam\u0131z m\u00fcmk\u00fcnd\u00fcr. \u015eirketinizin insan kaynaklar\u0131 politikas\u0131n\u0131n yasall\u0131\u011f\u0131n\u0131n do\u011frulanmas\u0131, bireysel istihdam sorunlar\u0131na yan\u0131t verilmesi ve Japonya&#8217;daki yasal risklerin azalt\u0131lmas\u0131 konusunda, biz tam bir destek sistemiyle yard\u0131mc\u0131 olmaya haz\u0131r\u0131z.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>G\u00fcn\u00fcm\u00fcz \u015firket y\u00f6netiminde, uyumun sa\u011flanmas\u0131, i\u015fletmenin s\u00fcrd\u00fcr\u00fclebilirli\u011fi ve kurumsal de\u011ferin korunmas\u0131 i\u00e7in temel bir unsurdur. \u00d6zellikle global olarak faaliyet g\u00f6steren \u015firketler i\u00e7in, faaliyet g [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":74593,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[24,89],"acf":[],"_links":{"self":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74592"}],"collection":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/comments?post=74592"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74592\/revisions"}],"predecessor-version":[{"id":74719,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/74592\/revisions\/74719"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media\/74593"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media?parent=74592"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/categories?post=74592"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/tags?post=74592"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}