Creating spaces where both people with and without disabilities feel comfortable. The essential "equity" perspective for diverse organizations.

Dentsu Inc. Youth Research Department "Wakamon" (hereafter Wakamon), a planning and creative unit exploring emerging values under the vision "Designing the Future from Youth," researches the management mindset essential for future leaders.

From this work emerged the concept of "Flat Management." It's the idea that leaders create "comfortable teams" not by imposing top-down directives, but by respecting subordinates and team members and engaging with them on an equal, horizontal level.

In July 2023, they published the book "Flat Management: 7 Ways Leaders Create 'Comfortable Teams'" (MDN Corporation).

In this series, we've interviewed prominent figures practicing Flat Management. Our guest this time is Ms. Ryo Kurisu, Artistic Director of the certified NPO Slow Label.

Slow Label aims to realize a diverse and harmonious society through activities like " SLOW CIRCUS," which comprehensively nurtures cooperation, problem-solving skills, self-esteem, and communication abilities through learning circus techniques, linking this to solving social issues like poverty and disability. They also run " Earth∞Pieces," where all players, recruited through open auditions, perform Beethoven's Ninth Symphony together.

Rei Nagi of Wakamon spoke with Mr. Kurisu, who promotes DEI (Diversity, Equity, and Inclusion), about the principles he values and the perspectives needed to build flat relationships with diverse people.

Overcoming barriers to diversity practice and pursuing communities where truly flat relationships emerge

Nagi: The pandemic accelerated the diversification of work styles and the meaning of work. I feel society is gradually shifting towards greater respect for diverse backgrounds that may not have been sufficiently valued before. Precisely because of this era, leaders managing teams are required to have the ability to guide their teams in a positive direction while engaging with each individual's diversity.

Slow Label's activities—driving projects with teams transcending age, gender, nationality, and disability status—resonate deeply with the essence of flat management. Could you share more about your past initiatives and current focus areas?

Kurisu: I had been creating social entertainment works centered on the theme of "the extraordinary in the ordinary," traveling through depopulated regions to confront the issues of division and conflict within each community. After losing all function in my right lower limb due to osteosarcoma in 2010, I began creative activities where people with and without disabilities pursue interesting expressions while respecting each other.

A major milestone in this work was the Tokyo 2020 Paralympic Closing Ceremony. As a Stage Advisor, I provided comprehensive oversight from an accessibility perspective on the concept, planning, direction, choreography, casting, operations, production, and commentary guide, working to promote and practice the value of diversity.

However, I believe significant barriers still exist in the post-Paralympics entertainment world—a world where people without disabilities remain the majority—regarding the actual practice of diversity. I am now tackling the new challenge of how to overcome these barriers and build a truly flat community.

The concept of "fairness" is indispensable for achieving sustainable diversity.

Nagi: I remember participating in Mr. Kurisu's workshop several years ago and being deeply moved by its flat approach. It was a program where people with and without disabilities formed teams to tackle challenges, but the presence or nature of any disability was never disclosed. This meant that whether someone had a disability or not became irrelevant; instead, we naturally focused on how to communicate smoothly and effectively. In the workplace too, communication flows smoothly sometimes and stalls other times, right? That workshop made me realize: the difficulty of communication isn't tied to whether someone has a disability or not.

Kurisu: Exactly. Our recently launched participatory music project, "Earth∞Pieces," takes a similar approach. It's a program where music director Shuta Hasunuma leads all players, recruited through open auditions, in performing Beethoven's "Ode to Joy" (Ninth Symphony). The recruitment process itself is very flat; we have scholarship slots and general player slots, but we don't separate them based on disability. Those without disabilities who struggle to afford the participation fee due to financial circumstances can apply for the scholarship, and people with disabilities can apply for the general player slot. Also, since it's a one-day project, we had a preliminary remote meeting beforehand. On screen, you can't tell if someone has a disability unless they mention it themselves. Seeing that screen, I felt we had finally created a fundamentally flat environment.

Nagi: That's wonderful. I think the fundamental premise is considering accessibility for everyone, encompassing not just disability but also financial circumstances. But then you took it a step further, challenging yourselves to create a flat relationship where disability itself isn't even a factor.

Kurisu: When conceptualizing "Earth∞Pieces," the word "fairness" weighed heavily on my mind. For instance, are programs or performances designed with people with disabilities as the starting point truly "fair"? While the concept of promoting and practicing diversity isn't wrong, the sustainability of continuing this approach in a world where people without disabilities are the majority presents challenges. Moreover, in today's world where considerations beyond just diversity are increasing, many non-disabled people also feel stress and struggle. I realized anew how important it is for everyone to achieve well-being fairly.

Nagi: I understand. In flat management, we also place great importance on maintaining that sense of balance and a fair perspective.

Kurisu: For "Earth∞Pieces," we're also recruiting companies and organizations that resonate with the project's vision. Primarily, HR departments and DEI promotion departments have shown interest. When asked why, they said they want to participate to enhance their employees' self-esteem and well-being. I think it's excellent in terms of fairness that they participate with the goal of employee mental care, rather than leaning too heavily on the perspective of deepening understanding of people with disabilities.

 

Controlling the load—not too intense, not too lax—leads to growth and insights

Nagi: Another thing I'd like to ask about is communication. While remote work has many benefits, personally, I feel it makes it harder to hone communication skills. Opportunities to communicate have decreased, and some people feel hesitant about casually reaching out. I've even thought, "If you're in such a hurry, wouldn't a phone call be faster than an email?" (laughs).

Kurisu: Exactly. Improving communication skills is one of the key points we emphasize in our program. "Earth∞Pieces" allows even people who find playing instruments difficult to participate through the simple act of making sound, so the low participation barrier means a truly diverse group of people gather. However, because the mission is to complete Beethoven's Ninth Symphony in just one day, they must communicate effectively and cooperate within that short timeframe.

Initially, some expressed concern about the pressure of having to complete it in one day with no prior rehearsal. But aiming for a perfect performance isn't the goal. I believe that precisely because it's a once-in-a-lifetime encounter, people can reveal their true feelings and authentic selves.

Nagi: Since we don't spend months rehearsing, the barrier to entry is low, but there's also a healthy amount of pressure to complete it in one day. Too much pressure isn't good, but in an environment with absolutely no stress, I don't think you gain growth or insights.

Kurisu: Yes, we're consciously managing that balance. Also, having Mr. Hasunuma as music director is huge. He's someone who can freely design musical structures – like treating the act of people freely moving around and rearranging bottles placed in a park as a compositional act. With his experience conducting the Para Orchestra, I believe he can take on the challenge of bringing diverse people together to complete a piece in a single day.

Click the image to watch the video

"Earth∞Pieces vol.1" held on March 16, 2024. A documentary exhibition recording the event will be held at Sony Park Mini from May 9 to 22 (release details here ).

We should pursue the well-being of each individual, not just implement measures for minorities

Nagi: Mr. Kurisu, you often interact with corporate executives and management. From the perspective of flatness and fairness, what advice can you offer companies?

Kurisu: In recent years, more companies have established departments dedicated to DEI initiatives, sustainability promotion, or improving employee mental health. However, it's not uncommon for these departments to operate in silos. Fundamentally, these issues are interconnected, so collaborating across them would likely lead to more substantive solutions.

Furthermore, an environment where diverse people can work comfortably isn't just about minorities; it's crucial that the majority feels comfortable too. Therefore, rather than creating initiatives solely for minorities, I think it would be beneficial to establish a task force aimed at pursuing the well-being of every individual.

Nagi: That's right. For example, with DEI initiatives, it's crucial not to stop at just attending training sessions. We need to create opportunities to practice fairness in environments with diverse people and to hone communication skills.

Kurisu: It's difficult to grasp the essence solely through lectures or books. I believe you gain something valuable precisely because you genuinely engage with others in real, diverse settings where people aren't homogeneous.

Nagi: Learning these concepts—imagining others' perspectives and tailoring communication to each person—really aligns with the core principles of flat management. It helped me organize my thoughts again. Thank you so much for your valuable insights today!