『保健医療科学』 保健医療科学 2025 Vol.74 No.4 p.338－ 349（2025年10月）
特集： 障害者の就労を通じたダイバーシティ・エクイティ＆インクルージョンの再考
＜総説＞
障害者就労支援の意義と課題
村木太郎
一般社団法人ダイバーシティ就労支援機構
ISignificance and issues of support for working persons with disabilities
MURAKI Taro
Japan Organization for Diversity Employment Support
＜抄録＞
障害者就労は障害者自身にとって自立，自己肯定感，社会とのつながり，成長など多くの点で大きな意義を持つ．加えて高齢化が進む中で社会を支える人を増やす意味でも，企業のCSRやDE&Iを進める意味でも重要である．
障害者就労には障害者雇用促進法の雇用義務に基づく企業雇用と障害者総合支援法の福祉サービスの一環である福祉就労の 2 つの制度がある．企業雇用は，雇用契約を結び労働法が適用され企業の一員として生産計画に基づいて自律して働くことが基本である．福祉就労は，福祉サービスの利用者として手厚い支援の下で一人一人の特性・状況に応じた配慮がなされるが，労働法は就労継続支援A型以外は適用されない．企業雇用と福祉就労では働き方が異なっているが，社会に有用なものを産み出し収入を得るという労働の基本においては同じである．
障害者の就労率は非障害者も含めた日本全体と比較すると低く，加齢による低下も大きい．しかし，就労者数は企業雇用，福祉就労ともこのところ急速に増加している．その背景には法定雇用率の上昇や障害福祉制度の充実がある．福祉就労から企業雇用への流入は量としては増加しているが，必ずしも強まっているとは言えない．
今後の課題としては，就労障害者に関する課題として，高齢化，精神障害者・発達障害者が働く場の整備，引きこもりや難病患者，刑務所出所者など障害者以外のの働きづらさを抱えた人たちに対する支援（WORK! DIVERSITY）が挙げられる．働く場の変化に伴う課題としては，新たな働く場の開拓，農福連携，「あしきA型」や障害者雇用ビジネスなど制度利用ビジネスへの対応が挙げられる．制度の新たな展開に向けた課題としては，企業雇用と福祉就労の連携，雇用率の性格と算定方法の見直し，福祉就労の制度の見直しが挙げられる．
キーワード：障害者，就労支援，文化
Abstract
Working is of great significance for persons with disabilities, to promote their independence, self-esteem,social connections, and growth. In addition, it increases the number of persons supporting society in an aging society, and also promotes corporate CSR and DE&I.
There are two systems of work for persons with disabilities: corporate employment based on the employ ment obligation under the Act to Facilitate the Employment of Persons with Disabilities, and working at a welfare facility as part of welfare services under the Act on Providing Comprehensive Support for the Daily Life and Life in Society of Persons with Disabilities. Corporate employment is based on an employment contract, is subject to labor laws, and involves working autonomously as a member of the company based on production plans. Working at a welfare facility involves receiving extensive support as a user of welfare services, with consideration given to each individualʼs characteristics and circumstances, and with labor laws not applying except for Type A. Although corporate employment and working at a welfare facility differ in terms of working style, they are the same in terms of the basic principle of working to produce something useful to society and earn an income.
The percentage of working persons with disabilities is low compared to the overall rate for Japan, including persons without disabilities, and declines significantly with age. However, in recent years, both corporate employment and working at welfare facilities have been increasing rapidly due to a rise in the legal employment rate and an enhancement of the disability welfare systems. While the number of persons transitioning from working at welfare facilities to corporate employment has been increasing, this trend cannot necessarily be said to be strengthening.
Future issues related to working persons with disabilities include aging, the development of workplaces for persons with mental disabilities and developmental disabilities, and support for persons with difficulties in working (WORK! DIVERSITY), such as those who are socially withdrawn, have intractable diseases, or are former prisoners. Challenges associated with changes in the workplace include the development of new workplaces, agriculture-welfare collaboration, and addressing businesses that exploit the system, such as “bad Type A” businesses and disability employment businesses. Issues related to additional development of the system include collaboration between corporate employment and working at a welfare facility, revision of the nature and calculation methods for the employment rate, and revising the system for working at a welfare facility
keywords : Working for persons with disabilities, corporate employment, working at a welfare facility