Support Indonesia SSW Workers in Japan
Why Indonesia SSW Workers Are Drawn to Japan
Indonesians have a strong affinity for Japan, making them a valuable source of talent for Japanese companies. A survey by Aun Consulting across 14 countries asked participants: “Do you love Japan?” Indonesians scored 100% favorability, citing:
- Natural beauty
- High-quality products
- Food, culture, and history
- Public safety
- Manga and anime
Despite this, fewer Indonesians work in Japan compared to Filipinos (~170,000 vs 240,000). Factors like dietary restrictions and prayer access can create hesitation, highlighting the need for inclusive workplace practices.
Six Steps to Support Indonesia SSW Workers
Provide Industry-Specific Japanese Language Training
Even with JLPT N3 certification, many workers struggle with workplace-specific terminology. Companies can:
- Partner with certified LPKs in Indonesia for tailored courses
- Teach practical, daily phrases for the industry
- Offer incentives like exam fee reimbursement for passing N4/N3
Example phrases:
「ホッチキスを貸してもらえますか？」 (May I borrow the stapler?)
「ドライバーを渡してもらえますか？」 (Could you please pass me the screwdriver?)
Collaborate with Muslim Communities in Japan
Support religious practices by partnering with organizations such as the Japan Muslim Association to:
- Design prayer rooms and identify qibla directions
- Source halal-certified meals
- Foster cultural awareness
This shows respect and creates a welcoming environment.
Implement a Mentorship Program with Indonesian Senpai
Assign senior Indonesian workers as mentors to help new hires:
- Adapt socially and professionally
- Improve language skills
- Reduce homesickness
This peer approach builds cohesion and increases retention.
Communicate Transparent Career Pathways
Clearly define advancement opportunities:
Trainee → Line Leader → Supervisor
Transparent pathways motivate workers and show long-term growth potential.
Create “Day in the Life” Video Content
Short videos depicting daily work experiences, subtitled in Indonesian and Japanese, can:
- Foster empathy among Japanese teams
- Align expectations with reality
- Boost morale
Use Case-Based Interviews to Evaluate Emotional Intelligence
Scenario-based questions can assess cultural awareness and problem-solving skills:
- 「挨拶を無視されたらどうしますか？」 (What would you do if your greeting was ignored?)
- 「SNSで『インドネシア人は信用できない』という投稿を見たら、どう対応しますか？」 (How would you respond to negative posts about Indonesians on social media?)
This approach helps ensure a harmonious, productive workforce.
Final Thoughts
Indonesia’s strong affinity for Japan makes it an attractive talent pool. By implementing language support, mentorship, cultural accommodations, and transparent career pathways, Japanese companies can attract and retain motivated Indonesia SSW workers.
At Vintage Management, we help companies optimize recruitment, onboarding, and retention strategies for Indonesian SSW talent.
Interested in hiring Indonesia SSW workers?
Contact us for a private consultation
Further Reading
How Businesses can Make Impact to Tackle Unemployment in Indonesia
