SUN Digital Transformation Launches "Artisan-Type Disabled Employment Solution" for Manufacturing Industry

SUN Digital Transformation Co., Ltd. (Osaka City, Osaka Prefecture, President and CEO Koji Mizumoto, hereinafter "SUN DX") announced on July 7, 2026, the launch of its "Artisan-Type Disabled Employment Solution," a service designed to support disabled employment for manufacturing companies. This service comprehensively supports assessment (aptitude identification), recruitment activities, training design, onboarding systems, and retention support, acting as a consultant. It considers the specific characteristics of manufacturing processes and the individual hopes, aptitudes, and necessary accommodations of each candidate. To commemorate the launch, an online seminar for HR and site managers in the manufacturing industry will be held on July 31, 2026 (Fri) (details at the end of this release).

Service Overview

Service Name

Artisan-Type Disabled Employment Solution

Launch Date

July 7, 2026

Target Audience

Manufacturing companies (companies considering or promoting disabled employment in their production sites)

Service Contents

Assessment (Profiling) → Talent Acquisition → Training (Manufacturing + Mindset) → Retention Support, provided as a comprehensive consulting service

Service Format

Consulting Contract (Nationwide service)

Pricing

Please contact us for service details and pricing.

SUN DX has previously offered consulting services to leverage individuals with disabilities in white-collar positions such as administrative and office roles. This new service is a newly systematized application of that expertise for manufacturing sites. As a corporate consultant, SUN DX will provide end-to-end support in identifying (profiling) individuals with disabilities from the local community who can contribute to quality control on the production floor, and then procuring, training, and ensuring their long-term retention according to the company's specific processes.

The key lies in "artisan-type" personnel who meticulously follow established procedures and reliably support quality. "Artisan-type" refers to individuals who excel at accurately and continuously performing the same task. SUN DX's expertise, cultivated through on-site experience, lies in identifying which individuals with specific characteristics are suited for which processes and production line configurations. Based on its experience in developing the abilities of over 1,000 individuals with mental and developmental disabilities, SUN DX will address the concerns of companies that feel "it's hard to imagine successfully integrating disabled employees into the production line" by providing recruitment, training, and retention support tailored to site compatibility.

Furthermore, talent acquisition under this service will be conducted in compliance with the Employment Security Act, the Employment Security Act, and other relevant laws and regulations, based on SUN DX's labor dispatch business license and paid employment placement business license.

Additionally, when handling information related to individual disability characteristics, we will ensure the acquisition of consent, clarification of usage purposes, and thorough implementation of safety management measures.

Gathering people and having them succeed on-site are different matters

Manufacturing sites involve tasks requiring highly specialized skills, as well as operations like production lines that require a large workforce. This service targets the latter, focusing on how to secure and utilize personnel for labor-intensive operations.

SUN DX is not primarily a manufacturing company. However, through its involvement in numerous manufacturing sites while supporting disabled employment, it has observed a recurring issue: simply "gathering and assigning people" to secure labor often does not lead to success.

For example, consider a situation where a production line struggling to find workers hires foreign nationals, part-time workers, or temporary staff, but the quality remains unstable. The company then switches to disabled employment and hires a group of individuals with disabilities. However, without proper assessment (evaluation), assigning a large number of people results in many individuals not being suited for the specific processes, and the quality still does not stabilize. The same outcome tends to occur whether hiring foreign nationals, part-time workers, or individuals with disabilities – simply "gathering them." The question is not about the quality of the individuals, but whether they can be assessed at the time of hiring for their suitability to the manufacturing site's processes. Even the same person can thrive in one environment and struggle in another.

Public surveys show a similar trend. The top challenge cited by companies in disabled employment, across all disability types, is "whether there are suitable jobs within the company" (74-79%) [Note 1]. The difficulty of "just assigning someone" is a common concern for many companies.

We believe that "assessment" is the key. When viewed on two axes – employment stability and skill level – the individuals most likely to excel as contributors on the production floor are neither those with limited work capacity nor those with high skills who can already work independently, but rather the "intermediate layer" who can work stably. SUN DX believes this. Our proprietary "Insight Analysis" is designed to identify this "intermediate layer." It deciphers potential skills and characteristics from basic assessments, unearthing the "intermediate layer" that is difficult to discern through interviews and documents alone, and assesses their suitability for specific production processes.

Identifying the "Intermediate Layer" of Production Site Contributors through Insight Analysis (Employment Stability x Skill Level)

Assessing local individuals with disabilities to become "Artisan-Type" personnel who support quality

SUN DX identifies individuals with disabilities living in the local community who are suited for the factory's processes and supports them to become valuable contributors. For labor-intensive sites like production lines, "artisan-type" personnel who meticulously follow established procedures and reliably support quality are crucial. "Artisan-type" refers to individuals who excel at accurately and continuously performing the same task. Quality in manufacturing sites is heavily influenced by the ability to reproduce the same procedures without variation. Characteristics that are often perceived as "difficulties" can, in fact, become strengths when matched with the right processes.

This assessment is conducted along two axes: first, the skill level required to perform the process, and second, the employment stability that allows them to continue working consistently. Both are essential. Employment stability is difficult to assess through interviews or documents alone, as individuals naturally try to present themselves in the best light during hiring. Skill level is also not straightforward. It is necessary to consider to what extent the individual's inherent skills and potential are influenced by their disability characteristics and how this manifests in actual job performance. We assess whether they can truly work stably from multiple perspectives, including the state of their disability, triggers for change, their self-understanding, and their recovery capabilities. This assessment, which is more complex than it appears, is where SUN DX's expertise lies.

We believe that the types of work where individuals with disabilities can excel are not limited to specific areas. We assess suitability for processes such as pressing, casting, welding, cutting, assembly, surface treatment/painting, and in-process/final inspection, regardless of the specific job type. Therefore, we believe we can be of service to various manufacturing sites dealing with different products and processes.

Insight Analysis – Assessing the Direction of Success from Collected Information

Support from Assessment → Acquisition → Training → Retention within the Manufacturing Site Flow

As a corporate consultant, this service provides end-to-end support through the following process:

Assessment (Profiling) – We identify which processes the individual is suited for, based on basic assessments and other factors.

Talent Acquisition – We develop channels for talent acquisition in the local area and gather individuals with disabilities from the community.

Training (Manufacturing + Mindset) – Instead of immediate placement on-site, we first provide training to facilitate integration into the workplace. SUN DX supports the design of training that imparts basic manufacturing understanding and a work mindset, preparing them to perform effectively.

Retention Support – During the initial introduction phase, adjustments may be needed from both the site and the individual's perspective. We provide ongoing support, from initial observation to self-sufficiency, with continuous fine-tuning to ensure stable employment.

As fluid and continuous support is necessary, the service is provided under a consulting contract. It is available nationwide.

Three-Layered Cycle for Individual Support – Assess, Nurture, Support

Which Production Site Processes Leverage the "Intermediate Layer"?

Manufacturing site jobs have a wide range. Some processes require advanced judgment and planning, making them suitable only for highly specialized personnel, while others involve very simple, repetitive tasks. In between lies a broad spectrum of processes for actually manufacturing products and inspection processes that affect quality. It is in these processes – where procedures are followed without deviation and quality is consistently supported – that we believe our target "intermediate layer" can excel.

Specifically, we envision processes such as pre-processing, machining/molding, assembly, and surface treatment for product manufacturing, as well as in-process inspection and final inspection. This applies to both sites that repeat a single process and those that cycle through multiple processes sequentially.

Individuals with ASD (Autism Spectrum Disorder) and ADHD (Attention-Deficit/Hyperactivity Disorder) may also be able to perform well in manufacturing settings if their aptitudes align with the processes. Characteristics that might seem unsuitable for repetitive tasks can become strengths depending on the site and how the processes are structured.

Identifying which individuals with specific characteristics are suited for which processes and production line configurations is expertise that SUN DX has systematized through 10 years of experience and support for over 1,000 individuals on-site.

Assessment and Training Underpinned by On-Site Experience

SUN DX's strength lies in its on-site experience, not just theoretical knowledge. We have been involved in the development of abilities for over 1,000 individuals with mental and developmental disabilities over 10 years on the front lines. Through our unique "Insight Analysis," which identifies potential skills from basic assessments and draws out talent, we have seen cases of individuals achieving success starting with zero skills and no prior work experience.

SUN DX has confirmed in manufacturing settings that the characteristic of "meticulously following established procedures" directly contributes to quality. This service is a systematization of this knowledge for the manufacturing industry, combining both welfare-oriented and technical support.

It is known that the 1-year job retention rate for individuals with mental disabilities is 49.3%, the lowest among all disability types [Note 2]. This is precisely why SUN DX provides continuous support until retention, rather than ending with initial placement.

Manufacturing Industry Faces the Challenge of "How to Secure Human Resources"

The manufacturing industry continues to face a labor shortage. The active job opening ratio for production process occupations was 1.53 in April 2026, significantly exceeding the overall average of 1.02 [Note 3].

The labor shortage is particularly severe in regional factories. The active job opening ratio is higher in rural areas [Note 4], and young people are migrating to urban centers. In 2025, the net inflow into the Tokyo metropolitan area was approximately 123,000, primarily young people [Note 5]. Furthermore, the aging workforce is progressing, with the proportion of those aged 34 and under in manufacturing declining from 31.4% in 2002 to approximately 24.4% recently [Note 6]. As employees reach retirement age, those who have supported the production floor are leaving.

In this context, "how to secure human resources in the future" is a common question for HR departments in the manufacturing industry. Moreover, in July 2026, the statutory employment rate for persons with disabilities will be raised from 2.5% to 2.7%, and the number of employees used as a basis for calculation will expand from 40.0 or more to 37.5 or more [Note 7]. Disabled employment is increasingly becoming an unavoidable issue for more companies.

President's Comment (Koji Mizumoto, President and CEO)

"Japan's manufacturing industry is facing the serious challenge of a severe labor shortage. On the other hand, among individuals with mental and developmental disabilities, there are those who possess the motivation and ability to work but have not yet found a suitable workplace or job.

While approximately 6 million people nationwide receive medical treatment for mental and developmental disabilities, the number of individuals with mental disabilities working in private companies is estimated to be around 210,000 [Note 8]. While these figures do not directly represent the number of people seeking employment, we believe there is still significant room for expanding employment opportunities for individuals with disabilities.

These individuals are not concentrated in urban areas but live throughout the country. Manufacturing companies also often have factories in rural regions. We aim to connect individuals with disabilities who live in these areas, possess abilities, but lack employment opportunities, with companies in need of labor, through appropriate assessment, training, and retention support.

Our ultimate goal is a future where individuals with disabilities can work and thrive as a matter of course. We hope that the expertise accumulated through our on-site experience will contribute to developing personnel who support quality in regional manufacturing sites."

Seminar to be Held Alongside Service Launch

To mark the launch of this service, a seminar will be held for HR and site managers in the manufacturing industry. Specifics on assessment and training will be provided during the session.

Date and Time: July 31, 2026 (Fri), 14:00 - 14:50 (Online / Zoom broadcast)

Participation Fee: Free

Registration: Please register through the "Japan HR Department" seminar page on our website or via our contact form.

Company Profile

Company Name

SUN Digital Transformation Co., Ltd. (Abbreviation: SUN DX)

Representative

Koji Mizumoto, President and CEO

Location

8F, Kitahama Business Building, 2-1-17 Kitahama, Chuo-ku, Osaka-shi, Osaka 541-0041

Established

July 2023

Capital

10,000,000 yen

Business Activities

Support for Disabled Employment / DX Support / Education Business

Parent Company

Kitahama Capital Partners Co., Ltd.

(TSE Standard Market, Securities Code: 2134)

Inquiries Regarding This Matter

SUN Digital Transformation Co., Ltd.

TEL: 06-4708-7605 / FAX: 06-6226-7582

Inquiry Form: https://sundx.kitahamabank.co.jp/contact/

General and Media Inquiries: Hiyoshi, General Affairs Department

【Surveys and Sources】

[Note 1] Ministry of Health, Labour and Welfare, "Survey on Employment of Persons with Disabilities, Reiwa 5" (Top challenge in disabled employment: "Whether there are suitable jobs within the company" 74-79%)

[Note 2] JEED, Vocational Rehabilitation Center for Persons with Disabilities, "Research Report No. 137" (1-year job retention rate for individuals with mental disabilities: 49.3%)

[Note 3] Ministry of Health, Labour and Welfare, "Monthly Labor Survey (April, Reiwa 8)" (Active job opening ratio for production process occupations: 1.53 / Total occupations: 1.02)

[Note 4] Ministry of Health, Labour and Welfare, "Monthly Labor Survey (April, Reiwa 8)" by employment location (Active job opening ratio is higher in rural areas)

[Note 5] Ministry of Internal Affairs and Communications, "Basic Resident Register Population Movement Report, Reiwa 7 Results" (Net inflow into the Tokyo metropolitan area: 123,534 people)

[Note 6] Ministry of Economy, Trade and Industry et al., "2024 Monozukuri White Paper" (Proportion of manufacturing industry workers aged 34 and under: 31.4% in 2002 → approx. 24.4% recently)

[Note 7] Ministry of Health, Labour and Welfare, "Regarding the Increase in the Statutory Employment Rate for Persons with Disabilities and Strengthening of Support Measures" (July 2026: 2.5% → 2.7%, calculation basis: 40.0 people → 37.5 people)

[Note 8] Ministry of Health, Labour and Welfare, "Patient Survey, Reiwa 5" (Total patients with mental disorders: approx. 6.03 million) / Ministry of Health, Labour and Welfare, "Survey on Employment of Persons with Disabilities, Reiwa 5" (Persons with mental disabilities employed in private companies: approx. 215,000)