*Subtitles: Choose “Subtitles/CC” in the “Settings” (gear icon) at the bottom right of the YouTube video.
*Subtitles may not show with multiple languages or overlapping audio.

The session titled “Rectification of labor market inequality” is one of eight themes under the broader heading of “Peace, Human Security, and Dignity.” Labor issues should be addressed from both a growth and a human rights perspective. This session will explore labor-related challenges through various lenses, including corporate perspectives, business and human rights, poverty and well-being, and the experiences of young people. The COVID-19 pandemic made us aware of how interconnected the world is, while also deepening global divisions. The Sustainable Development Goals (SDGs), adopted by the United Nations General Assembly in 2015 with a target year of 2030, remain far from fully realized. However, two key points emphasized in the SDGs remain particularly relevant. First, the recognition that many challenges are shared by both developing and developed countries, regardless of economic status. Second, it emphasized in the SDGs is the importance of environmental issues, which transcend national borders and are directly connected to our shared future. Under the principle of “leaving no one behind,” 17 goals were established, among which inequality in the workplace remains a serious challenge across all countries. One particularly urgent issue is human rights within global supply chains. In Japan, the “Guidelines for Respecting Human Rights in Responsible Supply Chains” were adopted in 2022 (https://www.meti.go.jp/press/2022/09/20220913003/20220913003-a.pdf)【*Source: Ministry of Economy, Trade and Industry (METI)】. In 2024, the Ministry of Economy, Trade and Industry led discussions on corporate responsibility and human rights due diligence. It is no longer realistic to justify corporate profit-seeking alone; human rights, labor rights, and the fight against inequality have become core concerns. These issues are rooted in the need to ensure humane working conditions and the broader protection of workers’ rights. In this context, how are companies specifically supporting and implementing policies that promote diversity and safeguard the human rights of a wide range of workers? What is the current state of well-being across different countries? And what role should young people, who often lack sufficient opportunities to participate in policy-making due to their life stage or early career status, be encouraged to play? These questions will be explored from four key perspectives—corporate practices, business and human rights, poverty and well-being, and the voices of youth. Scholars, practitioners, corporate executives, and policymakers from diverse backgrounds will actively engage in these discussions.

【Program Summary】
In this session, “Rectification of Labor Market Inequality,” discussions focused on how to address the widening disparities in labor markets amid the rapid advancement of globalization and digitalization, as well as the economic and social transformations following the pandemic, in order to achieve a sustainable and inclusive society. Throughout the dialogue, it was recognized that rectifying labor market inequalities is not a challenge for governments or corporations alone, but requires structural transformation supported by global cooperation and a shift in social consciousness. It was confirmed that sustainable development depends on institutional reform, investment in education and skills, respect for diversity, and a commitment to inclusively embracing young people and vulnerable groups.

【Speaker Summary: Sawako Shirahase】
Sawako Shirahase opened the session by stressing that “rectifying labor market inequality” is directly connected to the protection of human rights, the realization of social justice, and the building of a sustainable future society. She pointed out that globalization has accelerated the movement of people, goods, and capital, expanding employment opportunities but at the same time deepening inequalities and precarious forms of labor. She also referred to the growing rise of nationalism and populism in many countries, which has undermined international cooperation and multilateralism, highlighting the difficulty of reaching international consensus. She presented three main points for discussion. First, she argued that corporations, as key actors in economic activity, must not focus solely on profit-seeking but have a responsibility to embed respect for human rights and diversity at the core of management. Second, she emphasized that in developing countries high poverty rates and fragile labor environments still persist, requiring policies that reflect local voices and strengthened international frameworks to protect workers’ rights. Third, she underscored the potential of the younger generation, noting the importance of positioning youth not merely as beneficiaries but as active participants in decision-making. Inequalities in education and employment, she warned, obstruct youth participation in society and undermine long-term sustainability, making intergenerational collaboration an urgent task. Shirahase further stressed that to overcome challenges linked to globalization, diverse actors—states, corporations, civil society, and international organizations—must cooperate while respecting differences in perspectives and values. While diversity can complicate consensus-building, she positioned it as a source of new value creation, arguing that the intersection of differing perspectives generates sustainable solutions. In closing, she reaffirmed the responsibility of the present generation toward youth and future generations, stressing that despite the difficulties, through persistent effort it is possible to generate benefits that are shared across society.

【Speaker Summary: Miwa Yamada】
Miwa Yamada emphasized that addressing labor market inequality requires a global perspective that links corporate activities to human rights protection. She introduced the UN Guiding Principles on Business and Human Rights, noting that they clearly define the responsibilities of companies to respect human rights, in addition to the obligations of states to protect them. She stressed that supply chains, which span across borders, must be the central arena for the realization of these principles. Yamada pointed out that while globalization has generated economic growth, it has also enabled the proliferation of exploitative labor practices, such as child labor, forced labor, and gender-based discrimination. These practices are often hidden deep within global supply chains, making transparency and accountability indispensable. She stressed that corporations must establish systems of due diligence to identify risks, prevent violations, and provide remedies. In this process, international organizations and civil society must also play an important monitoring role. She introduced recent developments in Japan, including the government’s issuance of guidelines for human rights due diligence and increasing awareness among Japanese companies regarding ESG (Environmental, Social, and Governance) criteria. However, she noted that implementation remains uneven, particularly among small and medium-sized enterprises, and that further support and guidance are required. Yamada also highlighted the importance of protecting vulnerable workers, including migrants and women in precarious employment. She explained that discriminatory treatment and lack of social safety nets often prevent these groups from escaping cycles of poverty. She emphasized that governments and corporations alike must ensure equal access to opportunities and decent working conditions. Finally, Yamada stressed that rectifying labor market inequality is not merely a matter of compliance but also a source of competitiveness and innovation for corporations. Companies that build trust with workers and communities can enhance their resilience and long-term value. She concluded by stating: “Labor rights are human rights, and ensuring them is a shared responsibility of the global community.”

【Speaker Summary: Tomoko Kusuda】
Tomoko Kusuda introduced the initiatives of L’Oréal Japan, emphasizing the company’s long-standing commitment to diversity, equity, and inclusion. She stated that rectifying labor market inequality is not only a corporate responsibility but also an essential condition for sustainable growth. She highlighted L’Oréal’s efforts to increase the representation of women in leadership positions. Currently, women account for more than half of management roles within the company, a figure significantly higher than the national average in Japan. Kusuda explained that this achievement was made possible through the introduction of transparent evaluation systems, flexible working arrangements, and active support for work–life balance. In particular, she emphasized the importance of return-to-work programs for employees after childcare or caregiving leave, ensuring that career progression does not stop due to family responsibilities. Kusuda also touched upon the significance of addressing unconscious bias. She explained that even in organizations with formal equality, invisible barriers persist in daily practices and decision-making. To overcome these, L’Oréal conducts regular workshops and training sessions to raise awareness and foster a culture of mutual respect. Furthermore, she explained that the company extends its commitment beyond its own workforce, engaging with business partners and suppliers to promote respect for human rights throughout its supply chain. By doing so, the company aims to ensure that its pursuit of beauty is aligned with the dignity and well-being of people worldwide. She also stressed the link between corporate diversity and innovation. Diverse teams, she noted, generate more creativity and are better equipped to understand the needs of a diverse customer base. From this perspective, promoting diversity and inclusion is not merely a social responsibility but a driver of competitive advantage. In closing, Kusuda emphasized that rectifying labor market inequality requires both systemic reform and individual awareness. She concluded with the message that “corporate responsibility is not separate from corporate growth; the two advance together,” urging other companies to follow suit in building equitable workplaces.

【Speaker Summary: Sabina Alkire】
Sabina Alkire, Director of the Oxford Poverty and Human Development Initiative (OPHI), provided an analytical perspective on how multidimensional poverty is linked to labor market inequality. She began by explaining that poverty cannot be measured by income alone; it is a multidimensional condition that encompasses education, health, housing, employment stability, and access to social services. Labor market inequality, she emphasized, directly exacerbates these dimensions of deprivation. Alkire presented findings from OPHI’s global research, showing that individuals in vulnerable employment are disproportionately affected by overlapping forms of poverty. For example, irregular and insecure work often leads to limited access to education and healthcare, while the absence of social protection leaves households at constant risk of falling back into poverty. She argued that unless labor market policies are designed with an awareness of such multidimensional aspects, inequality will persist across generations. She highlighted the importance of disaggregated data to reveal inequalities that national averages often obscure. For instance, while employment rates may appear to improve at the national level, marginalized groups—such as women, migrants, and ethnic minorities—frequently remain excluded from stable and decent work. Accurate measurement and targeted interventions are therefore indispensable. Alkire also underlined the central role of education. Without equal access to quality education, individuals are trapped in low-paying, insecure jobs, perpetuating cycles of inequality. She called for education policies that are closely integrated with labor market reforms, ensuring that skills development matches opportunities for decent work. Furthermore, she emphasized that rectifying labor market inequality is not only a moral imperative but also an economic necessity. Societies that allow inequality to widen incur long-term costs in the form of lost productivity, social unrest, and weakened resilience. By contrast, inclusive labor markets create multiplier effects that benefit both individuals and society as a whole. In closing, Alkire stressed that the rectification of labor market inequality requires cooperation across sectors—governments, corporations, and civil society. She concluded with the message: “Labor is not simply an economic resource; it is the foundation of human dignity. Policies must reflect this reality if we are to build truly inclusive societies.”

【Speaker Summary: Narita Naziree】
Narita Naziree, Executive Vice President of Group Human Capital at Maybank Group, provided insights into how the financial sector can contribute to rectifying labor market inequality through diversity, equity, and inclusion (DEI) policies. She began by stressing that human capital is the most critical asset of any organization, and that respecting diversity while maximizing individual potential is indispensable for sustainable growth. She explained that Maybank, as a leading financial group in Southeast Asia, operates in highly diverse societies across multiple countries. For this reason, the bank regards “embracing diversity” not as an option but as a necessity for competitiveness. She introduced several initiatives, including policies to increase the proportion of women in leadership positions, support systems for employees returning from parental leave, and targeted programs to nurture young leaders. These initiatives are underpinned by a corporate philosophy that views inclusion as an essential driver of innovation. Naziree also emphasized the importance of financial inclusion. By providing access to banking and financial services to disadvantaged populations, Maybank seeks to reduce inequalities in economic participation. For example, microfinance programs and digital financial services have been expanded to reach rural communities and small enterprises that were previously excluded from mainstream financial systems. She explained that improving access to finance directly supports job creation, entrepreneurship, and community resilience. Furthermore, she highlighted Maybank’s efforts to foster a culture of continuous learning. In the face of rapid technological change, particularly digitalization and AI, the bank has invested heavily in reskilling and upskilling programs to ensure that employees are not left behind. She stressed that empowering workers with new skills is essential to prevent digital divides from translating into new forms of inequality. Naziree underscored that leadership plays a decisive role in driving cultural change. Senior management must embody values of empathy, transparency, and fairness if DEI policies are to take root within organizations. She argued that leaders must not only set policies but also model inclusive behavior in their daily interactions. In conclusion, Naziree described the rectification of labor market inequality as “a collective endeavor that requires synergy between corporations, governments, and communities.” She called for cross-sector partnerships to ensure that opportunities for dignified work are extended to all. She closed with a strong affirmation: “Inclusion is not just a policy, but a lived experience that must be realized in workplaces and societies alike.”

【Speaker Summary: Felipe Paullier】
Paullier emphasized the crucial importance of youth participation in addressing labor market inequalities. According to United Nations statistics, the global youth unemployment rate remains high, and in many countries the number of NEETs (young people not in education, employment, or training) poses a serious social challenge. He pointed out that young women and migrant youth in particular face double and triple layers of inequality, making them more vulnerable to exclusion from opportunities for social participation. He stressed that young people must be positioned not as “recipients of support” but as “agents of change,” and that mechanisms are essential to ensure youth participation across all processes of education, employment, and policymaking. As concrete examples, he introduced youth-led innovation and entrepreneurial initiatives. In Africa and Asia, startups leveraging digital technologies are creating jobs in local communities, illustrating how young people are actively engaged in solving social challenges. He also referred to the UN’s Youth, Peace and Security agenda, underscoring the vital role that youth play in peacebuilding in conflict-affected and unstable regions. Furthermore, he highlighted the deep connection between addressing youth inequality in the labor market and education policy. Without guaranteed access to quality education and vocational training, young people risk being confined to precarious employment throughout their lives. Especially in today’s era of rapid digitalization, he noted, providing equal opportunities for acquiring new skills is a foundation for ensuring fairness in the labor market. In closing, he reaffirmed the message that “young people are the protagonists shaping the future of society.” He concluded by stating that harnessing the creativity and dynamism of youth requires solidarity across generations and international cooperation, expressing his hope that this session would serve as an opportunity to advance discussions centered on young people.

【Discussion Summary】
The discussion brought together perspectives from academia, international organizations, the private sector, and civil society, exploring pathways to rectify labor market inequality from multiple dimensions. Miwa Yamada reiterated that transparency in global supply chains is critical to ensuring that corporate growth does not come at the expense of vulnerable workers. She stressed that human rights due diligence must be mainstreamed into corporate governance and that both states and corporations share responsibility for creating fairer labor markets. Tomoko Kusuda emphasized that initiatives within companies can drive broader societal change. By tackling unconscious bias and building inclusive workplace cultures, corporations can foster innovation while simultaneously reducing inequality. She noted that companies must expand their influence beyond their own operations to include business partners and supply chains. Sabina Alkire emphasized the necessity of multidimensional analysis of poverty and inequality. She argued that unless education, health, and social protection are addressed in tandem with labor issues, inequality will persist across generations. She stressed that the design of labor policies must be evidence-based, inclusive, and responsive to the realities of marginalized groups. Narita Naziree introduced examples of Maybank’s financial inclusion and reskilling programs, highlighting the role of the financial sector in expanding equal access to opportunities. She emphasized that building trust and cultivating a culture of continuous learning are key to ensuring that technological change reduces rather than exacerbates inequality. Felipe Paullier concluded by stressing the centrality of youth. He highlighted the importance of intergenerational solidarity, reminding participants that young people must be treated not as passive recipients but as partners in shaping labor markets. Ensuring decent work for youth, he argued, is indispensable for the sustainability of societies as a whole. As moderator, Sawako Shirahase summarized the dialogue by underlining that labor market inequality is a cross-cutting issue that affects human rights, social stability, and sustainable development. She emphasized that overcoming inequality requires solidarity across sectors and generations, and a shared recognition that labor rights are inseparable from human dignity. The session as a whole reaffirmed that rectifying labor market inequality is not only an economic imperative but also a moral one, and that multi-stakeholder collaboration will be essential to build labor markets that leave no one behind.