For local governments, organizations, and companies
I, a former hikikomori myself who has experienced recovery, will give a lecture on the theme of "Recovering from Hikikomori."
"Hikikomori,
Through mental illness
Opened an independent business
The Case of "Me"
Theme 1
- On the richness brought about by the "crisis of my emptiness" -
Lecture duration: 60-90 minutes (workshop format also possible)
Estimated lecture fee: To be discussed with local governments and organizations
*If transportation or accommodation costs occur, you will be responsible for them.
Currently in Japan, there are an estimated 1.46 million people aged between 15 and 64 who are known as "hikikomori," people who stay at home and have extremely limited interaction with the outside world (according to a Cabinet Office survey).
The number of "middle-aged and elderly hikikomori" (recluses) is increasing, particularly among people in their 40s and 50s, and the long-term effects and aging of these people are becoming major social issues. The resulting social loss (assuming everyone earns the same lifetime income as the average male college graduate) is estimated to be approximately 380 trillion yen, and the total tax loss is said to be approximately 4.4 trillion yen, with the possibility of this increasing further in the future.
To prevent people who are withdrawn and their families from becoming isolated, it is urgent to provide support that addresses the difficulties of living and to provide hope for recovery.
On the other hand, I also see hikikomori as a state in which a new self is being nurtured within a cocoon. By "fully withdrawing," the "indescribably oppressive experience" finally becomes a thing of the past, and a new backbone supports the present. Furthermore, observations from the "future self" give positive meaning to the current experience, and this change becomes hope and spreads to other people. As a hikikomori who has experienced and recovered from hikikomori, I would like to talk about how to view hikikomori itself as such a valuable state.
Main contents
★About the right state of being ☆About hikikomori being at the cutting edge of the times ★About the effectiveness of blaming someone else or yourself ☆About the real and the fake ★About entrusting yourself to something greater than yourself ☆About reviving yourself from the age of ten ★About fluctuating and converging to the center ☆About the past being the future and waiting its turn ★About passing through a crisis helping yourself ☆About getting on the rails of welfare from the perspective of shu, ha, ri ★About the worry that "if we carry on like this we'll become the Earth" ...and more
Lecture content
A story about the challenges I have faced and the valuable wisdom I have gained from them.
I want this to reach these people
〇People and their families who are struggling to live.
- Education and welfare workers who are worried about how to provide support.
〇Theater people who want to discover their deepest self-resources
What I want to convey and what I can do in the lecture
Empathy and reassurance: "You are fine just the way you are"
Restoring self-esteem: "Even if it's not good, it's still good"
Rediscovering Meaning: "The Past is the Future Waiting in Waiting"
Information on institutional support: "The reality of disability pensions"
・My confidence level has sky rocketed!
・The act of acting suddenly became easier for me.
・I felt like I was receiving words of wisdom and counseling.
・I was given a weapon that would release the tension in my chest.
*From the review of the Bokmak-style "Introductory Acting Workshop"
Theme 2
special lecture
"Experience the essence of the Act on the Elimination of Discrimination against Persons with Disabilities"
~Adjusting your individuality and coexistence~
This lecture is not a time to "know" the law.
This is a time to experience individuality and coexistence through dialogue and experience.
Disabilities are not just an individual problem,
It is seen as something that is born in relation to society.
We will understand the paradigm shift represented by the Act on Elimination of Discrimination not only in theory but also as a "feeling."
The focus is particularly on invisible difficulties, including mental disorders.
Based on actual issues occurring in the field and concrete examples of reasonable accommodation,
We will delve into the questions of "what is consideration" and "what is equal adjustment."
In the second half, a workshop on requests and adjustments was held.
Beyond the hierarchical relationship of support and support,
You will experience the "essence of reasonable accommodation" that builds relationships through dialogue.
A symbiotic society is not a society where we "help" others,
A society that continues to adjust so that everyone can live as they wish.
Why not take that first step together with us here?
I want this to reach these people
Those who are "informed" about the Act on the Elimination of Discrimination against Persons with Disabilities but don't know how to apply it in the workplace
Managers and HR personnel who feel that reasonable accommodation is something they should do for others or something they should do because it is their duty
On-site staff are confused and there is no right answer when it comes to consideration for mental and developmental disabilities
Those who have experienced the feeling that "I was trying to be considerate, but somehow it just didn't work out"
Those who want to think about coexistence from the perspective of "relationships with people" rather than systems or manuals
Those who feel uncomfortable with the structure of supporters and recipients
Those who want to face their own "difficulty in working" and "difficulty in living"
What you will gain from this seminar
1. You will truly understand why this law was created
Rather than viewing the Act for Eliminating Discrimination against Persons with Disabilities as merely a set of rules to follow, you will understand it as an inevitable outcome shaped by the lived pain of individuals and the evolution of society.
Instead of memorizing legal knowledge, you will be able to explain—in your own words—why this law was necessary.
2. Your understanding of “reasonable accommodation” will fundamentally change
Reasonable accommodation does not mean:
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Doing something special
-
Finding a perfect or absolute answer
In this seminar, you will experience—through real cases and hands-on learning—that the essence of reasonable accommodation lies in a process of adjustment through dialogue.
You will shift from a binary “do or don’t” mindset to a perspective of “How can we make this possible?”
3. You will understand the “invisible difficulties” of mental and developmental disabilities as structural issues
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Lack of understanding from supervisors or colleagues
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Ambiguous instructions
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Miscommunication and friction
Rather than attributing these issues to personality or effort, the seminar reframes them as social and structural barriers.
Behaviors that once appeared as “laziness” will be seen differently, expanding your options for meaningful and effective engagement.
4. You will learn “requesting” and “adjusting” through experience
In the second half of the seminar, we conduct an experiential workshop that avoids hierarchical dynamics.
Participants experience both:
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The perspective of making a request
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The perspective of receiving a request
Through this process, reasonable accommodation is understood not as a one-sided act of provision, but as something that emerges within relationships.
5. You will also reflect on your own authenticity
Discussions about an inclusive society are deeply connected to how we treat ourselves.
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Are you pushing yourself too hard?
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Are you able to set healthy boundaries?
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Are you allowing yourself to ask for help?
This seminar offers time not only for understanding others, but also for deepening self-understanding.
Changes You Can Expect After the Seminar
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A shift from “I must provide accommodation” to “We can talk and adjust together”
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The ability to view workplace friction as a structural issue rather than an individual problem
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A perspective that transcends the roles of “person concerned” and “supporter,” enabling truly equal dialogue
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A clear understanding that inclusion is not an idealistic notion, but a practical approach that strengthens organizations and society
Message
This seminar is not a place to take home “the right answers.”
Answers are created together, within relationships.
This is a space to experience and internalize the Act for Eliminating Discrimination against Persons with Disabilities—not as a system on paper, but as a practice rooted in everyday dialogue.
Organizer:
Certified Social Insurance and Labor Consultant
Office Bokumakuhari
Theme 3
" Examples of psychologically safe team building that I have implemented as a person with a disability in the employment of people with disabilities "
After working at a day care center and a Type B business, she began working at a special subsidiary company (employing people with disabilities).
And now he is starting his own business.
In this seminar, I will talk about my experiences in my five years of employment, not as a "supporter" of the employment of people with disabilities, but as a "worker" myself, particularly the two years I spent as a team leader.
At that time, I was blessed with an understanding instructor (manager),
We were able to continue our monthly meetings and team newsletters for about a year and a half.
As a result,
A member who used to fall asleep has become a reliable, careful and mistake-free person.
A member with no experience in managing people quickly grew into a group leader
While understanding each other's characteristics, they gain experience in "coming to terms with their own disabilities" through work.
Such changes were occurring within the team.
In this seminar, we will use materials such as the "Team Newsletter" that was actually published at the time,
We will frankly share the ingenuity and conflicts that only someone involved can see, as well as the moments when the workplace itself becomes a barrier.
Psychological safety does not come from any special system or idealism.
It is something that is built up little by little on the job and through relationships.
Managers and supporters involved in the employment of people with disabilities,
And for everyone who wants to know "what's happening on the ground,"
This is a practical seminar.
Monthly meeting example
Monthly interactive meetings with participation from managers
This is a monthly meeting run by members, with a focus on dialogue.
The administrator is not in charge of giving instructions, but rather is involved in the role of participant and supervisor, watching over the process.
This is not a place to come up with the right answer, but rather a time to develop "thinking skills" and "relationships" while respecting each other's opinions.
Examples of team newsletters created by members
A proposal to create a monthly newsletter that would be published with the involvement of the members themselves, and that would value dialogue and expression.
It can be used not only to share information but also to express yourself and get to know each other.
Communicate, acknowledge, and connect. Through our newsletter, we foster team relationships and a sense of security.
Examples of everyday systems that support mental well-being and work
This is an initiative to make daily emotions and work visible and easier to handle without bottling them up.
Managers and leaders value being able to gently intervene when needed.
Emotions and failures are not "problems" and can be a strength to the team if handled in an appropriate way.
This initiative is based on that idea.
Examples of team management strategies that foster self-discipline and growth
This initiative aims to create a team where each person has a role to play and sees their work as something that "personally concerns them."
Don't just leave it to them.
Not too supportive.
We value an environment where challenges and security go hand in hand.