Interior frontiers and highly skilled migrants' work-related challenges in Japan

Interior frontiers and highly skilled migrants'... | F1000Research "use strict";function _typeof(t){return(_typeof="function"==typeof Symbol&&"symbol"==typeof Symbol.iterator?function(t){return typeof t}:function(t){return t&&"function"==typeof Symbol&&t.constructor===Symbol&&t!==Symbol.prototype?"symbol":typeof t})(t)}!function(){var t=function(){var t,e,o=[],n=window,r=n;for(;r;){try{if(r.frames.__tcfapiLocator){t=r;break}}catch(t){}if(r===n.top)break;r=r.parent}t||(!function t(){var e=n.document,o=!!n.frames.__tcfapiLocator;if(!o)if(e.body){var r=e.createElement("iframe");r.style.cssText="display:none",r.name="__tcfapiLocator",e.body.appendChild(r)}else setTimeout(t,5);return!o}(),n.__tcfapi=function(){for(var t=arguments.length,n=new Array(t),r=0;r 3&&2===parseInt(n[1],10)&&"boolean"==typeof n[3]&&(e=n[3],"function"==typeof n[2]&&n[2]("set",!0)):"ping"===n[0]?"function"==typeof n[2]&&n[2]({gdprApplies:e,cmpLoaded:!1,cmpStatus:"stub"}):o.push(n)},n.addEventListener("message",(function(t){var e="string"==typeof t.data,o={};if(e)try{o=JSON.parse(t.data)}catch(t){}else o=t.data;var n="object"===_typeof(o)&&null!==o?o.__tcfapiCall:null;n&&window.__tcfapi(n.command,n.version,(function(o,r){var a={__tcfapiReturn:{returnValue:o,success:r,callId:n.callId}};t&&t.source&&t.source.postMessage&&t.source.postMessage(e?JSON.stringify(a):a,"*")}),n.parameter)}),!1))};"undefined"!=typeof module?module.exports=t:t()}(); dataLayer = dataLayer || []; // Standard GTM initialization - Google Consent Mode handles consent automatically (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start': new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0], j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src= 'https://www.googletagmanager.com/gtm.js?id='+i+dl+ '>m_auth=hzk0Vc3qFsQYhCrIoHz68A>m_preview=env-1>m_cookies_win=x';f.parentNode.insertBefore(j,f); })(window,document,'script','dataLayer','GTM-MWFK8L5J'); ;window.NREUM||(NREUM={});NREUM.init={distributed_tracing:{enabled:true},privacy:{cookies_enabled:true},ajax:{deny_list:["bam.nr-data.net"]}}; ;NREUM.loader_config={accountID:"438030",trustKey:"438030",agentID:"772317073",licenseKey:"97f8f67f26",applicationID:"772317073"} ;NREUM.info={beacon:"bam.nr-data.net",errorBeacon:"bam.nr-data.net",licenseKey:"97f8f67f26",applicationID:"772317073",sa:1} ;/*! For license information please see nr-loader-spa-1.236.0.min.js.LICENSE.txt */ (()=>{"use strict";var e,t,r={5763:(e,t,r)=>{r.d(t,{P_:()=>l,Mt:()=>g,C5:()=>s,DL:()=>v,OP:()=>T,lF:()=>D,Yu:()=>y,Dg:()=>h,CX:()=>c,GE:()=>b,sU:()=>_});var n=r(8632),i=r(9567);const o={beacon:n.ce.beacon,errorBeacon:n.ce.errorBeacon,licenseKey:void 0,applicationID:void 0,sa:void 0,queueTime:void 0,applicationTime:void 0,ttGuid:void 0,user:void 0,account:void 0,product:void 0,extra:void 0,jsAttributes:{},userAttributes:void 0,atts:void 0,transactionName:void 0,tNamePlain:void 0},a={};function s(e){if(!e)throw new Error("All info objects require an agent identifier!");if(!a[e])throw new Error("Info for ".concat(e," was never set"));return a[e]}function c(e,t){if(!e)throw new Error("All info objects require an agent identifier!");a[e]=(0,i.D)(t,o),(0,n.Qy)(e,a[e],"info")}var u=r(7056);const d=()=>{const e={blockSelector:"[data-nr-block]",maskInputOptions:{password:!0}};return{allow_bfcache:!0,privacy:{cookies_enabled:!0},ajax:{deny_list:void 0,enabled:!0,harvestTimeSeconds:10},distributed_tracing:{enabled:void 0,exclude_newrelic_header:void 0,cors_use_newrelic_header:void 0,cors_use_tracecontext_headers:void 0,allowed_origins:void 0},session:{domain:void 0,expiresMs:u.oD,inactiveMs:u.Hb},ssl:void 0,obfuscate:void 0,jserrors:{enabled:!0,harvestTimeSeconds:10},metrics:{enabled:!0},page_action:{enabled:!0,harvestTimeSeconds:30},page_view_event:{enabled:!0},page_view_timing:{enabled:!0,harvestTimeSeconds:30,long_task:!1},session_trace:{enabled:!0,harvestTimeSeconds:10},harvest:{tooManyRequestsDelay:60},session_replay:{enabled:!1,harvestTimeSeconds:60,sampleRate:.1,errorSampleRate:.1,maskTextSelector:"*",maskAllInputs:!0,get blockClass(){return"nr-block"},get ignoreClass(){return"nr-ignore"},get maskTextClass(){return"nr-mask"},get blockSelector(){return e.blockSelector},set blockSelector(t){e.blockSelector+=",".concat(t)},get maskInputOptions(){return e.maskInputOptions},set maskInputOptions(t){e.maskInputOptions={...t,password:!0}}},spa:{enabled:!0,harvestTimeSeconds:10}}},f={};function l(e){if(!e)throw new Error("All configuration objects require an agent identifier!");if(!f[e])throw new Error("Configuration for ".concat(e," was never set"));return f[e]}function h(e,t){if(!e)throw new Error("All configuration objects require an agent identifier!");f[e]=(0,i.D)(t,d()),(0,n.Qy)(e,f[e],"config")}function g(e,t){if(!e)throw new Error("All configuration objects require an agent identifier!");var r=l(e);if(r){for(var n=t.split("."),i=0;i {r.d(t,{D:()=>i});var n=r(50);function i(e,t){try{if(!e||"object"!=typeof e)return(0,n.Z)("Setting a Configurable requires an object as input");if(!t||"object"!=typeof t)return(0,n.Z)("Setting a Configurable requires a model to set its initial properties");const r=Object.create(Object.getPrototypeOf(t),Object.getOwnPropertyDescriptors(t)),o=0===Object.keys(r).length?e:r;for(let a in o)if(void 0!==e[a])try{"object"==typeof e[a]&&"object"==typeof t[a]?r[a]=i(e[a],t[a]):r[a]=e[a]}catch(e){(0,n.Z)("An error occurred while setting a property of a Configurable",e)}return r}catch(e){(0,n.Z)("An error occured while setting a Configurable",e)}}},6818:(e,t,r)=>{r.d(t,{Re:()=>i,gF:()=>o,q4:()=>n});const n="1.236.0",i="PROD",o="CDN"},385:(e,t,r)=>{r.d(t,{FN:()=>a,IF:()=>u,Nk:()=>f,Tt:()=>s,_A:()=>o,il:()=>n,pL:()=>c,v6:()=>i,w1:()=>d});const n="undefined"!=typeof window&&!!window.document,i="undefined"!=typeof WorkerGlobalScope&&("undefined"!=typeof self&&self instanceof WorkerGlobalScope&&self.navigator instanceof WorkerNavigator||"undefined"!=typeof globalThis&&globalThis instanceof WorkerGlobalScope&&globalThis.navigator instanceof WorkerNavigator),o=n?window:"undefined"!=typeof WorkerGlobalScope&&("undefined"!=typeof self&&self instanceof WorkerGlobalScope&&self||"undefined"!=typeof globalThis&&globalThis instanceof WorkerGlobalScope&&globalThis),a=""+o?.location,s=/iPad|iPhone|iPod/.test(navigator.userAgent),c=s&&"undefined"==typeof SharedWorker,u=(()=>{const e=navigator.userAgent.match(/Firefox[/\s](\d+\.\d+)/);return Array.isArray(e)&&e.length>=2?+e[1]:0})(),d=Boolean(n&&window.document.documentMode),f=!!navigator.sendBeacon},1117:(e,t,r)=>{r.d(t,{w:()=>o});var n=r(50);const i={agentIdentifier:"",ee:void 0};class o{constructor(e){try{if("object"!=typeof e)return(0,n.Z)("shared context requires an object as input");this.sharedContext={},Object.assign(this.sharedContext,i),Object.entries(e).forEach((e=>{let[t,r]=e;Object.keys(i).includes(t)&&(this.sharedContext[t]=r)}))}catch(e){(0,n.Z)("An error occured while setting SharedContext",e)}}}},8e3:(e,t,r)=>{r.d(t,{L:()=>d,R:()=>c});var n=r(2177),i=r(1284),o=r(4322),a=r(3325);const s={};function c(e,t){const r={staged:!1,priority:a.p[t]||0};u(e),s[e].get(t)||s[e].set(t,r)}function u(e){e&&(s[e]||(s[e]=new Map))}function d(){let e=arguments.length>0&&void 0!==arguments[0]?arguments[0]:"",t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:"feature";if(u(e),!e||!s[e].get(t))return a(t);s[e].get(t).staged=!0;const r=[...s[e]];function a(t){const r=e?n.ee.get(e):n.ee,a=o.X.handlers;if(r.backlog&&a){var s=r.backlog[t],c=a[t];if(c){for(var u=0;s&&u {let[t,r]=e;return r.staged}))&&(r.sort(((e,t)=>e[1].priority-t[1].priority)),r.forEach((e=>{let[t]=e;a(t)})))}function f(e,t){var r=e[1];(0,i.D)(t[r],(function(t,r){var n=e[0];if(r[0]===n){var i=r[1],o=e[3],a=e[2];i.apply(o,a)}}))}},2177:(e,t,r)=>{r.d(t,{c:()=>f,ee:()=>u});var n=r(8632),i=r(2210),o=r(1284),a=r(5763),s="nr@context";let c=(0,n.fP)();var u;function d(){}function f(e){return(0,i.X)(e,s,l)}function l(){return new d}function h(){u.aborted=!0,u.backlog={}}c.ee?u=c.ee:(u=function e(t,r){var n={},c={},f={},g=!1;try{g=16===r.length&&(0,a.OP)(r).isolatedBacklog}catch(e){}var p={on:b,addEventListener:b,removeEventListener:y,emit:v,get:x,listeners:w,context:m,buffer:A,abort:h,aborted:!1,isBuffering:E,debugId:r,backlog:g?{}:t&&"object"==typeof t.backlog?t.backlog:{}};return p;function m(e){return e&&e instanceof d?e:e?(0,i.X)(e,s,l):l()}function v(e,r,n,i,o){if(!1!==o&&(o=!0),!u.aborted||i){t&&o&&t.emit(e,r,n);for(var a=m(n),s=w(e),d=s.length,f=0;fn,p:()=>i});var n=r(2177).ee.get("handle");function i(e,t,r,i,o){o?(o.buffer([e],i),o.emit(e,t,r)):(n.buffer([e],i),n.emit(e,t,r))}},4322:(e,t,r)=>{r.d(t,{X:()=>o});var n=r(5546);o.on=a;var i=o.handlers={};function o(e,t,r,o){a(o||n.E,i,e,t,r)}function a(e,t,r,i,o){o||(o="feature"),e||(e=n.E);var a=t[o]=t[o]||{};(a[r]=a[r]||[]).push([e,i])}},3239:(e,t,r)=>{r.d(t,{bP:()=>s,iz:()=>c,m$:()=>a});var n=r(385);let i=!1,o=!1;try{const e={get passive(){return i=!0,!1},get signal(){return o=!0,!1}};n._A.addEventListener("test",null,e),n._A.removeEventListener("test",null,e)}catch(e){}function a(e,t){return i||o?{capture:!!e,passive:i,signal:t}:!!e}function s(e,t){let r=arguments.length>2&&void 0!==arguments[2]&&arguments[2],n=arguments.length>3?arguments[3]:void 0;window.addEventListener(e,t,a(r,n))}function c(e,t){let r=arguments.length>2&&void 0!==arguments[2]&&arguments[2],n=arguments.length>3?arguments[3]:void 0;document.addEventListener(e,t,a(r,n))}},4402:(e,t,r)=>{r.d(t,{Ht:()=>u,M:()=>c,Rl:()=>a,ky:()=>s});var n=r(385);const i="xxxxxxxx-xxxx-4xxx-yxxx-xxxxxxxxxxxx";function o(e,t){return e?15&e[t]:16*Math.random()|0}function a(){const e=n._A?.crypto||n._A?.msCrypto;let t,r=0;return e&&e.getRandomValues&&(t=e.getRandomValues(new Uint8Array(31))),i.split("").map((e=>"x"===e?o(t,++r).toString(16):"y"===e?(3&o()|8).toString(16):e)).join("")}function s(e){const t=n._A?.crypto||n._A?.msCrypto;let r,i=0;t&&t.getRandomValues&&(r=t.getRandomValues(new Uint8Array(31)));const a=[];for(var s=0;s {r.d(t,{Bq:()=>n,Hb:()=>o,oD:()=>i});const n="NRBA",i=144e5,o=18e5},7894:(e,t,r)=>{function n(){return Math.round(performance.now())}r.d(t,{z:()=>n})},7243:(e,t,r)=>{r.d(t,{e:()=>o});var n=r(385),i={};function o(e){if(e in i)return i[e];if(0===(e||"").indexOf("data:"))return{protocol:"data"};let t;var r=n._A?.location,o={};if(n.il)t=document.createElement("a"),t.href=e;else try{t=new URL(e,r.href)}catch(e){return o}o.port=t.port;var a=t.href.split("://");!o.port&&a[1]&&(o.port=a[1].split("/")[0].split("@").pop().split(":")[1]),o.port&&"0"!==o.port||(o.port="https"===a[0]?"443":"80"),o.hostname=t.hostname||r.hostname,o.pathname=t.pathname,o.protocol=a[0],"/"!==o.pathname.charAt(0)&&(o.pathname="/"+o.pathname);var s=!t.protocol||":"===t.protocol||t.protocol===r.protocol,c=t.hostname===r.hostname&&t.port===r.port;return o.sameOrigin=s&&(!t.hostname||c),"/"===o.pathname&&(i[e]=o),o}},50:(e,t,r)=>{function n(e,t){"function"==typeof console.warn&&(console.warn("New Relic: ".concat(e)),t&&console.warn(t))}r.d(t,{Z:()=>n})},2587:(e,t,r)=>{r.d(t,{N:()=>c,T:()=>u});var n=r(2177),i=r(5546),o=r(8e3),a=r(3325);const s={stn:[a.D.sessionTrace],err:[a.D.jserrors,a.D.metrics],ins:[a.D.pageAction],spa:[a.D.spa],sr:[a.D.sessionReplay,a.D.sessionTrace]};function c(e,t){const r=n.ee.get(t);e&&"object"==typeof e&&(Object.entries(e).forEach((e=>{let[t,n]=e;void 0===u[t]&&(s[t]?s[t].forEach((e=>{n?(0,i.p)("feat-"+t,[],void 0,e,r):(0,i.p)("block-"+t,[],void 0,e,r),(0,i.p)("rumresp-"+t,[Boolean(n)],void 0,e,r)})):n&&(0,i.p)("feat-"+t,[],void 0,void 0,r),u[t]=Boolean(n))})),Object.keys(s).forEach((e=>{void 0===u[e]&&(s[e]?.forEach((t=>(0,i.p)("rumresp-"+e,[!1],void 0,t,r))),u[e]=!1)})),(0,o.L)(t,a.D.pageViewEvent))}const u={}},2210:(e,t,r)=>{r.d(t,{X:()=>i});var n=Object.prototype.hasOwnProperty;function i(e,t,r){if(n.call(e,t))return e[t];var i=r();if(Object.defineProperty&&Object.keys)try{return Object.defineProperty(e,t,{value:i,writable:!0,enumerable:!1}),i}catch(e){}return e[t]=i,i}},1284:(e,t,r)=>{r.d(t,{D:()=>n});const n=(e,t)=>Object.entries(e||{}).map((e=>{let[r,n]=e;return t(r,n)}))},4351:(e,t,r)=>{r.d(t,{P:()=>o});var n=r(2177);const i=()=>{const e=new WeakSet;return(t,r)=>{if("object"==typeof r&&null!==r){if(e.has(r))return;e.add(r)}return r}};function o(e){try{return JSON.stringify(e,i())}catch(e){try{n.ee.emit("internal-error",[e])}catch(e){}}}},3960:(e,t,r)=>{r.d(t,{K:()=>a,b:()=>o});var n=r(3239);function i(){return"undefined"==typeof document||"complete"===document.readyState}function o(e,t){if(i())return e();(0,n.bP)("load",e,t)}function a(e){if(i())return e();(0,n.iz)("DOMContentLoaded",e)}},8632:(e,t,r)=>{r.d(t,{EZ:()=>u,Qy:()=>c,ce:()=>o,fP:()=>a,gG:()=>d,mF:()=>s});var n=r(7894),i=r(385);const o={beacon:"bam.nr-data.net",errorBeacon:"bam.nr-data.net"};function a(){return i._A.NREUM||(i._A.NREUM={}),void 0===i._A.newrelic&&(i._A.newrelic=i._A.NREUM),i._A.NREUM}function s(){let e=a();return e.o||(e.o={ST:i._A.setTimeout,SI:i._A.setImmediate,CT:i._A.clearTimeout,XHR:i._A.XMLHttpRequest,REQ:i._A.Request,EV:i._A.Event,PR:i._A.Promise,MO:i._A.MutationObserver,FETCH:i._A.fetch}),e}function c(e,t,r){let i=a();const o=i.initializedAgents||{},s=o[e]||{};return Object.keys(s).length||(s.initializedAt={ms:(0,n.z)(),date:new Date}),i.initializedAgents={...o,[e]:{...s,[r]:t}},i}function u(e,t){a()[e]=t}function d(){return function(){let e=a();const t=e.info||{};e.info={beacon:o.beacon,errorBeacon:o.errorBeacon,...t}}(),function(){let e=a();const t=e.init||{};e.init={...t}}(),s(),function(){let e=a();const t=e.loader_config||{};e.loader_config={...t}}(),a()}},7956:(e,t,r)=>{r.d(t,{N:()=>i});var n=r(3239);function i(e){let t=arguments.length>1&&void 0!==arguments[1]&&arguments[1],r=arguments.length>2?arguments[2]:void 0,i=arguments.length>3?arguments[3]:void 0;return void(0,n.iz)("visibilitychange",(function(){if(t)return void("hidden"==document.visibilityState&&e());e(document.visibilityState)}),r,i)}},1214:(e,t,r)=>{r.d(t,{em:()=>v,u5:()=>N,QU:()=>S,_L:()=>I,Gm:()=>L,Lg:()=>M,gy:()=>U,BV:()=>Q,Kf:()=>ee});var n=r(2177);const i="nr@original";var o=Object.prototype.hasOwnProperty,a=!1;function s(e,t){return e||(e=n.ee),r.inPlace=function(e,t,n,i,o){n||(n="");var a,s,c,u="-"===n.charAt(0);for(c=0;c 2?n-2:0),o=2;o {r(A[T],e,w),r(E[T],e,w)})),r(l._A,"fetch",y),t.on(y+"end",(function(e,r){var n=this;if(r){var i=r.headers.get("content-length");null!==i&&(n.rxSize=i),t.emit(y+"done",[null,r],n)}else t.emit(y+"done",[e],n)})),t}const O={},j=["pushState","replaceState"];function S(e){const t=function(e){return(e||n.ee).get("history")}(e);return!l.il||O[t.debugId]++||(O[t.debugId]=1,s(t).inPlace(window.history,j,"-")),t}var P=r(3239);const C={},R=["appendChild","insertBefore","replaceChild"];function I(e){const t=function(e){return(e||n.ee).get("jsonp")}(e);if(!l.il||C[t.debugId])return t;C[t.debugId]=!0;var r=s(t),i=/[?&](?:callback|cb)=([^&#]+)/,o=/(.*)\.([^.]+)/,a=/^(\w+)(\.|$)(.*)$/;function c(e,t){var r=e.match(a),n=r[1],i=r[3];return i?c(i,t[n]):t[n]}return r.inPlace(Node.prototype,R,"dom-"),t.on("dom-start",(function(e){!function(e){if(!e||"string"!=typeof e.nodeName||"script"!==e.nodeName.toLowerCase())return;if("function"!=typeof e.addEventListener)return;var n=(a=e.src,s=a.match(i),s?s[1]:null);var a,s;if(!n)return;var u=function(e){var t=e.match(o);if(t&&t.length>=3)return{key:t[2],parent:c(t[1],window)};return{key:e,parent:window}}(n);if("function"!=typeof u.parent[u.key])return;var d={};function f(){t.emit("jsonp-end",[],d),e.removeEventListener("load",f,(0,P.m$)(!1)),e.removeEventListener("error",l,(0,P.m$)(!1))}function l(){t.emit("jsonp-error",[],d),t.emit("jsonp-end",[],d),e.removeEventListener("load",f,(0,P.m$)(!1)),e.removeEventListener("error",l,(0,P.m$)(!1))}r.inPlace(u.parent,[u.key],"cb-",d),e.addEventListener("load",f,(0,P.m$)(!1)),e.addEventListener("error",l,(0,P.m$)(!1)),t.emit("new-jsonp",[e.src],d)}(e[0])})),t}var k=r(5763);const H={};function L(e){const t=function(e){return(e||n.ee).get("mutation")}(e);if(!l.il||H[t.debugId])return t;H[t.debugId]=!0;var r=s(t),i=k.Yu.MO;return i&&(window.MutationObserver=function(e){return this instanceof i?new i(r(e,"fn-")):i.apply(this,arguments)},MutationObserver.prototype=i.prototype),t}const z={};function M(e){const t=function(e){return(e||n.ee).get("promise")}(e);if(z[t.debugId])return t;z[t.debugId]=!0;var r=n.c,o=s(t),a=k.Yu.PR;return a&&function(){function e(r){var n=t.context(),i=o(r,"executor-",n,null,!1);const s=Reflect.construct(a,[i],e);return t.context(s).getCtx=function(){return n},s}l._A.Promise=e,Object.defineProperty(e,"name",{value:"Promise"}),e.toString=function(){return a.toString()},Object.setPrototypeOf(e,a),["all","race"].forEach((function(r){const n=a[r];e[r]=function(e){let i=!1;[...e||[]].forEach((e=>{this.resolve(e).then(a("all"===r),a(!1))}));const o=n.apply(this,arguments);return o;function a(e){return function(){t.emit("propagate",[null,!i],o,!1,!1),i=i||!e}}}})),["resolve","reject"].forEach((function(r){const n=a[r];e[r]=function(e){const r=n.apply(this,arguments);return e!==r&&t.emit("propagate",[e,!0],r,!1,!1),r}})),e.prototype=a.prototype;const n=a.prototype.then;a.prototype.then=function(){var e=this,i=r(e);i.promise=e;for(var a=arguments.length,s=new Array(a),c=0;c e())),t};function m(e,t){i.inPlace(t,["onreadystatechange"],"fn-",E)}function b(){var e=this,t=r.context(e);e.readyState>3&&!t.resolved&&(t.resolved=!0,r.emit("xhr-resolved",[],e)),i.inPlace(e,f,"fn-",E)}if(function(e,t){for(var r in e)t[r]=e[r]}(o,p),p.prototype=o.prototype,i.inPlace(p.prototype,J,"-xhr-",E),r.on("send-xhr-start",(function(e,t){m(e,t),function(e){h.push(e),a&&(y?y.then(A):u?u(A):(w=-w,x.data=w))}(t)})),r.on("open-xhr-start",m),a){var y=c&&c.resolve();if(!u&&!c){var w=1,x=document.createTextNode(w);new a(A).observe(x,{characterData:!0})}}else t.on("fn-end",(function(e){e[0]&&e[0].type===d||A()}));function A(){for(var e=0;e {r.d(t,{t:()=>n});const n=r(3325).D.ajax},6660:(e,t,r)=>{r.d(t,{A:()=>i,t:()=>n});const n=r(3325).D.jserrors,i="nr@seenError"},3081:(e,t,r)=>{r.d(t,{gF:()=>o,mY:()=>i,t9:()=>n,vz:()=>s,xS:()=>a});const n=r(3325).D.metrics,i="sm",o="cm",a="storeSupportabilityMetrics",s="storeEventMetrics"},4649:(e,t,r)=>{r.d(t,{t:()=>n});const n=r(3325).D.pageAction},7633:(e,t,r)=>{r.d(t,{Dz:()=>i,OJ:()=>a,qw:()=>o,t9:()=>n});const n=r(3325).D.pageViewEvent,i="firstbyte",o="domcontent",a="windowload"},9251:(e,t,r)=>{r.d(t,{t:()=>n});const n=r(3325).D.pageViewTiming},3614:(e,t,r)=>{r.d(t,{BST_RESOURCE:()=>i,END:()=>s,FEATURE_NAME:()=>n,FN_END:()=>u,FN_START:()=>c,PUSH_STATE:()=>d,RESOURCE:()=>o,START:()=>a});const n=r(3325).D.sessionTrace,i="bstResource",o="resource",a="-start",s="-end",c="fn"+a,u="fn"+s,d="pushState"},7836:(e,t,r)=>{r.d(t,{BODY:()=>A,CB_END:()=>E,CB_START:()=>u,END:()=>x,FEATURE_NAME:()=>i,FETCH:()=>_,FETCH_BODY:()=>v,FETCH_DONE:()=>m,FETCH_START:()=>p,FN_END:()=>c,FN_START:()=>s,INTERACTION:()=>l,INTERACTION_API:()=>d,INTERACTION_EVENTS:()=>o,JSONP_END:()=>b,JSONP_NODE:()=>g,JS_TIME:()=>T,MAX_TIMER_BUDGET:()=>a,REMAINING:()=>f,SPA_NODE:()=>h,START:()=>w,originalSetTimeout:()=>y});var n=r(5763);const i=r(3325).D.spa,o=["click","submit","keypress","keydown","keyup","change"],a=999,s="fn-start",c="fn-end",u="cb-start",d="api-ixn-",f="remaining",l="interaction",h="spaNode",g="jsonpNode",p="fetch-start",m="fetch-done",v="fetch-body-",b="jsonp-end",y=n.Yu.ST,w="-start",x="-end",A="-body",E="cb"+x,T="jsTime",_="fetch"},5938:(e,t,r)=>{r.d(t,{W:()=>o});var n=r(5763),i=r(2177);class o{constructor(e,t,r){this.agentIdentifier=e,this.aggregator=t,this.ee=i.ee.get(e,(0,n.OP)(this.agentIdentifier).isolatedBacklog),this.featureName=r,this.blocked=!1}}},9144:(e,t,r)=>{r.d(t,{j:()=>m});var n=r(3325),i=r(5763),o=r(5546),a=r(2177),s=r(7894),c=r(8e3),u=r(3960),d=r(385),f=r(50),l=r(3081),h=r(8632);function g(){const e=(0,h.gG)();["setErrorHandler","finished","addToTrace","inlineHit","addRelease","addPageAction","setCurrentRouteName","setPageViewName","setCustomAttribute","interaction","noticeError","setUserId"].forEach((t=>{e[t]=function(){for(var r=arguments.length,n=new Array(r),i=0;i 1?r-1:0),i=1;i {e.exposed&&e.api[t]&&o.push(e.api[t](...n))})),o.length>1?o:o[0]}(t,...n)}}))}var p=r(2587);function m(e){let t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:{},m=arguments.length>2?arguments[2]:void 0,v=arguments.length>3?arguments[3]:void 0,{init:b,info:y,loader_config:w,runtime:x={loaderType:m},exposed:A=!0}=t;const E=(0,h.gG)();y||(b=E.init,y=E.info,w=E.loader_config),(0,i.Dg)(e,b||{}),(0,i.GE)(e,w||{}),(0,i.sU)(e,x),y.jsAttributes??={},d.v6&&(y.jsAttributes.isWorker=!0),(0,i.CX)(e,y),g();const T=function(e,t){t||(0,c.R)(e,"api");const h={};var g=a.ee.get(e),p=g.get("tracer"),m="api-",v=m+"ixn-";function b(t,r,n,o){const a=(0,i.C5)(e);return null===r?delete a.jsAttributes[t]:(0,i.CX)(e,{...a,jsAttributes:{...a.jsAttributes,[t]:r}}),x(m,n,!0,o||null===r?"session":void 0)(t,r)}function y(){}["setErrorHandler","finished","addToTrace","inlineHit","addRelease"].forEach((e=>h[e]=x(m,e,!0,"api"))),h.addPageAction=x(m,"addPageAction",!0,n.D.pageAction),h.setCurrentRouteName=x(m,"routeName",!0,n.D.spa),h.setPageViewName=function(t,r){if("string"==typeof t)return"/"!==t.charAt(0)&&(t="/"+t),(0,i.OP)(e).customTransaction=(r||"http://custom.transaction")+t,x(m,"setPageViewName",!0)()},h.setCustomAttribute=function(e,t){let r=arguments.length>2&&void 0!==arguments[2]&&arguments[2];if("string"==typeof e){if(["string","number"].includes(typeof t)||null===t)return b(e,t,"setCustomAttribute",r);(0,f.Z)("Failed to execute setCustomAttribute.\nNon-null value must be a string or number type, but a type of was provided."))}else(0,f.Z)("Failed to execute setCustomAttribute.\nName must be a string type, but a type of was provided."))},h.setUserId=function(e){if("string"==typeof e||null===e)return b("enduser.id",e,"setUserId",!0);(0,f.Z)("Failed to execute setUserId.\nNon-null value must be a string type, but a type of was provided."))},h.interaction=function(){return(new y).get()};var w=y.prototype={createTracer:function(e,t){var r={},i=this,a="function"==typeof t;return(0,o.p)(v+"tracer",[(0,s.z)(),e,r],i,n.D.spa,g),function(){if(p.emit((a?"":"no-")+"fn-start",[(0,s.z)(),i,a],r),a)try{return t.apply(this,arguments)}catch(e){throw p.emit("fn-err",[arguments,this,"string"==typeof e?new Error(e):e],r),e}finally{p.emit("fn-end",[(0,s.z)()],r)}}}};function x(e,t,r,i){return function(){return(0,o.p)(l.xS,["API/"+t+"/called"],void 0,n.D.metrics,g),i&&(0,o.p)(e+t,[(0,s.z)(),...arguments],r?null:this,i,g),r?void 0:this}}function A(){r.e(439).then(r.bind(r,7438)).then((t=>{let{setAPI:r}=t;r(e),(0,c.L)(e,"api")})).catch((()=>(0,f.Z)("Downloading runtime APIs failed...")))}return["actionText","setName","setAttribute","save","ignore","onEnd","getContext","end","get"].forEach((e=>{w[e]=x(v,e,void 0,n.D.spa)})),h.noticeError=function(e,t){"string"==typeof e&&(e=new Error(e)),(0,o.p)(l.xS,["API/noticeError/called"],void 0,n.D.metrics,g),(0,o.p)("err",[e,(0,s.z)(),!1,t],void 0,n.D.jserrors,g)},d.il?(0,u.b)((()=>A()),!0):A(),h}(e,v);return(0,h.Qy)(e,T,"api"),(0,h.Qy)(e,A,"exposed"),(0,h.EZ)("activatedFeatures",p.T),T}},3325:(e,t,r)=>{r.d(t,{D:()=>n,p:()=>i});const n={ajax:"ajax",jserrors:"jserrors",metrics:"metrics",pageAction:"page_action",pageViewEvent:"page_view_event",pageViewTiming:"page_view_timing",sessionReplay:"session_replay",sessionTrace:"session_trace",spa:"spa"},i={[n.pageViewEvent]:1,[n.pageViewTiming]:2,[n.metrics]:3,[n.jserrors]:4,[n.ajax]:5,[n.sessionTrace]:6,[n.pageAction]:7,[n.spa]:8,[n.sessionReplay]:9}}},n={};function i(e){var t=n[e];if(void 0!==t)return t.exports;var o=n[e]={exports:{}};return r[e](o,o.exports,i),o.exports}i.m=r,i.d=(e,t)=>{for(var r in t)i.o(t,r)&&!i.o(e,r)&&Object.defineProperty(e,r,{enumerable:!0,get:t[r]})},i.f={},i.e=e=>Promise.all(Object.keys(i.f).reduce(((t,r)=>(i.f[r](e,t),t)),[])),i.u=e=>(({78:"page_action-aggregate",147:"metrics-aggregate",242:"session-manager",317:"jserrors-aggregate",348:"page_view_timing-aggregate",412:"lazy-feature-loader",439:"async-api",538:"recorder",590:"session_replay-aggregate",675:"compressor",733:"session_trace-aggregate",786:"page_view_event-aggregate",873:"spa-aggregate",898:"ajax-aggregate"}[e]||e)+"."+{78:"ac76d497",147:"3dc53903",148:"1a20d5fe",242:"2a64278a",317:"49e41428",348:"bd6de33a",412:"2f55ce66",439:"30bd804e",538:"1b18459f",590:"cf0efb30",675:"ae9f91a8",733:"83105561",786:"06482edd",860:"03a8b7a5",873:"e6b09d52",898:"998ef92b"}[e]+"-1.236.0.min.js"),i.o=(e,t)=>Object.prototype.hasOwnProperty.call(e,t),e={},t="NRBA:",i.l=(r,n,o,a)=>{if(e[r])e[r].push(n);else{var s,c;if(void 0!==o)for(var u=document.getElementsByTagName("script"),d=0;d {s.onerror=s.onload=null,clearTimeout(h);var i=e[r];if(delete e[r],s.parentNode&&s.parentNode.removeChild(s),i&&i.forEach((e=>e(n))),t)return t(n)},h=setTimeout(l.bind(null,void 0,{type:"timeout",target:s}),12e4);s.onerror=l.bind(null,s.onerror),s.onload=l.bind(null,s.onload),c&&document.head.appendChild(s)}},i.r=e=>{"undefined"!=typeof Symbol&&Symbol.toStringTag&&Object.defineProperty(e,Symbol.toStringTag,{value:"Module"}),Object.defineProperty(e,"__esModule",{value:!0})},i.j=364,i.p="https://js-agent.newrelic.com/",(()=>{var e={364:0,953:0};i.f.j=(t,r)=>{var n=i.o(e,t)?e[t]:void 0;if(0!==n)if(n)r.push(n[2]);else{var o=new Promise(((r,i)=>n=e[t]=[r,i]));r.push(n[2]=o);var a=i.p+i.u(t),s=new Error;i.l(a,(r=>{if(i.o(e,t)&&(0!==(n=e[t])&&(e[t]=void 0),n)){var o=r&&("load"===r.type?"missing":r.type),a=r&&r.target&&r.target.src;s.message="Loading chunk "+t+" failed.\n("+o+": "+a+")",s.name="ChunkLoadError",s.type=o,s.request=a,n[1](s)}}),"chunk-"+t,t)}};var t=(t,r)=>{var n,o,[a,s,c]=r,u=0;if(a.some((t=>0!==e[t]))){for(n in s)i.o(s,n)&&(i.m[n]=s[n]);if(c)c(i)}for(t&&t(r);u {i.r(o);var e=i(3325),t=i(5763);const r=Object.values(e.D);function n(e){const n={};return r.forEach((r=>{n[r]=function(e,r){return!1!==(0,t.Mt)(r,"".concat(e,".enabled"))}(r,e)})),n}var a=i(9144);var s=i(5546),c=i(385),u=i(8e3),d=i(5938),f=i(3960),l=i(50);class h extends d.W{constructor(e,t,r){let n=!(arguments.length>3&&void 0!==arguments[3])||arguments[3];super(e,t,r),this.auto=n,this.abortHandler,this.featAggregate,this.onAggregateImported,n&&(0,u.R)(e,r)}importAggregator(){let e=arguments.length>0&&void 0!==arguments[0]?arguments[0]:{};if(this.featAggregate||!this.auto)return;const r=c.il&&!0===(0,t.Mt)(this.agentIdentifier,"privacy.cookies_enabled");let n;this.onAggregateImported=new Promise((e=>{n=e}));const o=async()=>{let t;try{if(r){const{setupAgentSession:e}=await Promise.all([i.e(860),i.e(242)]).then(i.bind(i,3228));t=e(this.agentIdentifier)}}catch(e){(0,l.Z)("A problem occurred when starting up session manager. This page will not start or extend any session.",e)}try{if(!this.shouldImportAgg(this.featureName,t))return void(0,u.L)(this.agentIdentifier,this.featureName);const{lazyFeatureLoader:r}=await i.e(412).then(i.bind(i,8582)),{Aggregate:o}=await r(this.featureName,"aggregate");this.featAggregate=new o(this.agentIdentifier,this.aggregator,e),n(!0)}catch(e){(0,l.Z)("Downloading and initializing ".concat(this.featureName," failed..."),e),this.abortHandler?.(),n(!1)}};c.il?(0,f.b)((()=>o()),!0):o()}shouldImportAgg(r,n){return r!==e.D.sessionReplay||!1!==(0,t.Mt)(this.agentIdentifier,"session_trace.enabled")&&(!!n?.isNew||!!n?.state.sessionReplay)}}var g=i(7633),p=i(7894);class m extends h{static featureName=g.t9;constructor(r,n){let i=!(arguments.length>2&&void 0!==arguments[2])||arguments[2];if(super(r,n,g.t9,i),("undefined"==typeof PerformanceNavigationTiming||c.Tt)&&"undefined"!=typeof PerformanceTiming){const n=(0,t.OP)(r);n[g.Dz]=Math.max(Date.now()-n.offset,0),(0,f.K)((()=>n[g.qw]=Math.max((0,p.z)()-n[g.Dz],0))),(0,f.b)((()=>{const t=(0,p.z)();n[g.OJ]=Math.max(t-n[g.Dz],0),(0,s.p)("timing",["load",t],void 0,e.D.pageViewTiming,this.ee)}))}this.importAggregator()}}var v=i(1117),b=i(1284);class y extends v.w{constructor(e){super(e),this.aggregatedData={}}store(e,t,r,n,i){var o=this.getBucket(e,t,r,i);return o.metrics=function(e,t){t||(t={count:0});return t.count+=1,(0,b.D)(e,(function(e,r){t[e]=w(r,t[e])})),t}(n,o.metrics),o}merge(e,t,r,n,i){var o=this.getBucket(e,t,n,i);if(o.metrics){var a=o.metrics;a.count+=r.count,(0,b.D)(r,(function(e,t){if("count"!==e){var n=a[e],i=r[e];i&&!i.c?a[e]=w(i.t,n):a[e]=function(e,t){if(!t)return e;t.c||(t=x(t.t));return t.min=Math.min(e.min,t.min),t.max=Math.max(e.max,t.max),t.t+=e.t,t.sos+=e.sos,t.c+=e.c,t}(i,a[e])}}))}else o.metrics=r}storeMetric(e,t,r,n){var i=this.getBucket(e,t,r);return i.stats=w(n,i.stats),i}getBucket(e,t,r,n){this.aggregatedData[e]||(this.aggregatedData[e]={});var i=this.aggregatedData[e][t];return i||(i=this.aggregatedData[e][t]={params:r||{}},n&&(i.custom=n)),i}get(e,t){return t?this.aggregatedData[e]&&this.aggregatedData[e][t]:this.aggregatedData[e]}take(e){for(var t={},r="",n=!1,i=0;i t.max&&(t.max=e),e 2&&void 0!==arguments[2])||arguments[2];super(e,r,j.t,n),c.il&&((0,t.OP)(e).initHidden=Boolean("hidden"===document.visibilityState),(0,N.N)((()=>(0,s.p)("docHidden",[(0,p.z)()],void 0,j.t,this.ee)),!0),(0,O.bP)("pagehide",(()=>(0,s.p)("winPagehide",[(0,p.z)()],void 0,j.t,this.ee))),this.importAggregator())}}var P=i(3081);class C extends h{static featureName=P.t9;constructor(e,t){let r=!(arguments.length>2&&void 0!==arguments[2])||arguments[2];super(e,t,P.t9,r),this.importAggregator()}}var R,I=i(2210),k=i(1214),H=i(2177),L={};try{R=localStorage.getItem("__nr_flags").split(","),console&&"function"==typeof console.log&&(L.console=!0,-1!==R.indexOf("dev")&&(L.dev=!0),-1!==R.indexOf("nr_dev")&&(L.nrDev=!0))}catch(e){}function z(e){try{L.console&&z(e)}catch(e){}}L.nrDev&&H.ee.on("internal-error",(function(e){z(e.stack)})),L.dev&&H.ee.on("fn-err",(function(e,t,r){z(r.stack)})),L.dev&&(z("NR AGENT IN DEVELOPMENT MODE"),z("flags: "+(0,b.D)(L,(function(e,t){return e})).join(", ")));var M=i(6660);class B extends h{static featureName=M.t;constructor(r,n){let i=!(arguments.length>2&&void 0!==arguments[2])||arguments[2];super(r,n,M.t,i),this.skipNext=0;try{this.removeOnAbort=new AbortController}catch(e){}const o=this;o.ee.on("fn-start",(function(e,t,r){o.abortHandler&&(o.skipNext+=1)})),o.ee.on("fn-err",(function(t,r,n){o.abortHandler&&!n[M.A]&&((0,I.X)(n,M.A,(function(){return!0})),this.thrown=!0,(0,s.p)("err",[n,(0,p.z)()],void 0,e.D.jserrors,o.ee))})),o.ee.on("fn-end",(function(){o.abortHandler&&!this.thrown&&o.skipNext>0&&(o.skipNext-=1)})),o.ee.on("internal-error",(function(t){(0,s.p)("ierr",[t,(0,p.z)(),!0],void 0,e.D.jserrors,o.ee)})),this.origOnerror=c._A.onerror,c._A.onerror=this.onerrorHandler.bind(this),c._A.addEventListener("unhandledrejection",(t=>{const r=function(e){let t="Unhandled Promise Rejection: ";if(e instanceof Error)try{return e.message=t+e.message,e}catch(t){return e}if(void 0===e)return new Error(t);try{return new Error(t+(0,D.P)(e))}catch(e){return new Error(t)}}(t.reason);(0,s.p)("err",[r,(0,p.z)(),!1,{unhandledPromiseRejection:1}],void 0,e.D.jserrors,this.ee)}),(0,O.m$)(!1,this.removeOnAbort?.signal)),(0,k.gy)(this.ee),(0,k.BV)(this.ee),(0,k.em)(this.ee),(0,t.OP)(r).xhrWrappable&&(0,k.Kf)(this.ee),this.abortHandler=this.#e,this.importAggregator()}#e(){this.removeOnAbort?.abort(),this.abortHandler=void 0}onerrorHandler(t,r,n,i,o){"function"==typeof this.origOnerror&&this.origOnerror(...arguments);try{this.skipNext?this.skipNext-=1:(0,s.p)("err",[o||new F(t,r,n),(0,p.z)()],void 0,e.D.jserrors,this.ee)}catch(t){try{(0,s.p)("ierr",[t,(0,p.z)(),!0],void 0,e.D.jserrors,this.ee)}catch(e){}}return!1}}function F(e,t,r){this.message=e||"Uncaught error with no additional information",this.sourceURL=t,this.line=r}let U=1;const q="nr@id";function G(e){const t=typeof e;return!e||"object"!==t&&"function"!==t?-1:e===c._A?0:(0,I.X)(e,q,(function(){return U++}))}function V(e){if("string"==typeof e&&e.length)return e.length;if("object"==typeof e){if("undefined"!=typeof ArrayBuffer&&e instanceof ArrayBuffer&&e.byteLength)return e.byteLength;if("undefined"!=typeof Blob&&e instanceof Blob&&e.size)return e.size;if(!("undefined"!=typeof FormData&&e instanceof FormData))try{return(0,D.P)(e).length}catch(e){return}}}var X=i(7243);class W{constructor(e){this.agentIdentifier=e,this.generateTracePayload=this.generateTracePayload.bind(this),this.shouldGenerateTrace=this.shouldGenerateTrace.bind(this)}generateTracePayload(e){if(!this.shouldGenerateTrace(e))return null;var r=(0,t.DL)(this.agentIdentifier);if(!r)return null;var n=(r.accountID||"").toString()||null,i=(r.agentID||"").toString()||null,o=(r.trustKey||"").toString()||null;if(!n||!i)return null;var a=(0,_.M)(),s=(0,_.Ht)(),c=Date.now(),u={spanId:a,traceId:s,timestamp:c};return(e.sameOrigin||this.isAllowedOrigin(e)&&this.useTraceContextHeadersForCors())&&(u.traceContextParentHeader=this.generateTraceContextParentHeader(a,s),u.traceContextStateHeader=this.generateTraceContextStateHeader(a,c,n,i,o)),(e.sameOrigin&&!this.excludeNewrelicHeader()||!e.sameOrigin&&this.isAllowedOrigin(e)&&this.useNewrelicHeaderForCors())&&(u.newrelicHeader=this.generateTraceHeader(a,s,c,n,i,o)),u}generateTraceContextParentHeader(e,t){return"00-"+t+"-"+e+"-01"}generateTraceContextStateHeader(e,t,r,n,i){return i+"@nr=0-1-"+r+"-"+n+"-"+e+"----"+t}generateTraceHeader(e,t,r,n,i,o){if(!("function"==typeof c._A?.btoa))return null;var a={v:[0,1],d:{ty:"Browser",ac:n,ap:i,id:e,tr:t,ti:r}};return o&&n!==o&&(a.d.tk=o),btoa((0,D.P)(a))}shouldGenerateTrace(e){return this.isDtEnabled()&&this.isAllowedOrigin(e)}isAllowedOrigin(e){var r=!1,n={};if((0,t.Mt)(this.agentIdentifier,"distributed_tracing")&&(n=(0,t.P_)(this.agentIdentifier).distributed_tracing),e.sameOrigin)r=!0;else if(n.allowed_origins instanceof Array)for(var i=0;i 2&&void 0!==arguments[2])||arguments[2];super(r,n,Z.t,i),(0,t.OP)(r).xhrWrappable&&(this.dt=new W(r),this.handler=(e,t,r,n)=>(0,s.p)(e,t,r,n,this.ee),(0,k.u5)(this.ee),(0,k.Kf)(this.ee),function(r,n,i,o){function a(e){var t=this;t.totalCbs=0,t.called=0,t.cbTime=0,t.end=E,t.ended=!1,t.xhrGuids={},t.lastSize=null,t.loadCaptureCalled=!1,t.params=this.params||{},t.metrics=this.metrics||{},e.addEventListener("load",(function(r){_(t,e)}),(0,O.m$)(!1)),c.IF||e.addEventListener("progress",(function(e){t.lastSize=e.loaded}),(0,O.m$)(!1))}function s(e){this.params={method:e[0]},T(this,e[1]),this.metrics={}}function u(e,n){var i=(0,t.DL)(r);i.xpid&&this.sameOrigin&&n.setRequestHeader("X-NewRelic-ID",i.xpid);var a=o.generateTracePayload(this.parsedOrigin);if(a){var s=!1;a.newrelicHeader&&(n.setRequestHeader("newrelic",a.newrelicHeader),s=!0),a.traceContextParentHeader&&(n.setRequestHeader("traceparent",a.traceContextParentHeader),a.traceContextStateHeader&&n.setRequestHeader("tracestate",a.traceContextStateHeader),s=!0),s&&(this.dt=a)}}function d(e,t){var r=this.metrics,i=e[0],o=this;if(r&&i){var a=V(i);a&&(r.txSize=a)}this.startTime=(0,p.z)(),this.listener=function(e){try{"abort"!==e.type||o.loadCaptureCalled||(o.params.aborted=!0),("load"!==e.type||o.called===o.totalCbs&&(o.onloadCalled||"function"!=typeof t.onload)&&"function"==typeof o.end)&&o.end(t)}catch(e){try{n.emit("internal-error",[e])}catch(e){}}};for(var s=0;s 1?e[1]=i:e.push(i)}else e[0]&&e[0].headers&&s(e[0].headers,n)&&(this.dt=n);function s(e,t){var r=!1;return t.newrelicHeader&&(e.set("newrelic",t.newrelicHeader),r=!0),t.traceContextParentHeader&&(e.set("traceparent",t.traceContextParentHeader),t.traceContextStateHeader&&e.set("tracestate",t.traceContextStateHeader),r=!0),r}}function x(e,t){this.params={},this.metrics={},this.startTime=(0,p.z)(),this.dt=t,e.length>=1&&(this.target=e[0]),e.length>=2&&(this.opts=e[1]);var r,n=this.opts||{},i=this.target;"string"==typeof i?r=i:"object"==typeof i&&i instanceof Y?r=i.url:c._A?.URL&&"object"==typeof i&&i instanceof URL&&(r=i.href),T(this,r);var o=(""+(i&&i instanceof Y&&i.method||n.method||"GET")).toUpperCase();this.params.method=o,this.txSize=V(n.body)||0}function A(t,r){var n;this.endTime=(0,p.z)(),this.params||(this.params={}),this.params.status=r?r.status:0,"string"==typeof this.rxSize&&this.rxSize.length>0&&(n=+this.rxSize);var o={txSize:this.txSize,rxSize:n,duration:(0,p.z)()-this.startTime};i("xhr",[this.params,o,this.startTime,this.endTime,"fetch"],this,e.D.ajax)}function E(t){var r=this.params,n=this.metrics;if(!this.ended){this.ended=!0;for(var o=0;o 2&&void 0!==arguments[2])||arguments[2];super(e,t,we.t,r),this.importAggregator()}}new class{constructor(e){let t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:(0,_.ky)(16);c._A?(this.agentIdentifier=t,this.sharedAggregator=new y({agentIdentifier:this.agentIdentifier}),this.features={},this.desiredFeatures=new Set(e.features||[]),this.desiredFeatures.add(m),Object.assign(this,(0,a.j)(this.agentIdentifier,e,e.loaderType||"agent")),this.start()):(0,l.Z)("Failed to initial the agent. Could not determine the runtime environment.")}get config(){return{info:(0,t.C5)(this.agentIdentifier),init:(0,t.P_)(this.agentIdentifier),loader_config:(0,t.DL)(this.agentIdentifier),runtime:(0,t.OP)(this.agentIdentifier)}}start(){const t="features";try{const r=n(this.agentIdentifier),i=[...this.desiredFeatures];i.sort(((t,r)=>e.p[t.featureName]-e.p[r.featureName])),i.forEach((t=>{if(r[t.featureName]||t.featureName===e.D.pageViewEvent){const n=function(t){switch(t){case e.D.ajax:return[e.D.jserrors];case e.D.sessionTrace:return[e.D.ajax,e.D.pageViewEvent];case e.D.sessionReplay:return[e.D.sessionTrace];case e.D.pageViewTiming:return[e.D.pageViewEvent];default:return[]}}(t.featureName);n.every((e=>r[e]))||(0,l.Z)("".concat(t.featureName," is enabled but one or more dependent features has been disabled (").concat((0,D.P)(n),"). This may cause unintended consequences or missing data...")),this.features[t.featureName]=new t(this.agentIdentifier,this.sharedAggregator)}})),(0,T.Qy)(this.agentIdentifier,this.features,t)}catch(e){(0,l.Z)("Failed to initialize all enabled instrument classes (agent aborted) -",e);for(const e in this.features)this.features[e].abortHandler?.();const r=(0,T.fP)();return delete r.initializedAgents[this.agentIdentifier]?.api,delete r.initializedAgents[this.agentIdentifier]?.[t],delete this.sharedAggregator,r.ee?.abort(),delete r.ee?.get(this.agentIdentifier),!1}}}({features:[J,m,S,class extends h{static featureName=oe;constructor(t,r){if(super(t,r,oe,!(arguments.length>2&&void 0!==arguments[2])||arguments[2]),!c.il)return;const n=this.ee;let i;(0,k.QU)(n),this.eventsEE=(0,k.em)(n),this.eventsEE.on(se,(function(e,t){this.bstStart=(0,p.z)()})),this.eventsEE.on(ae,(function(t,r){(0,s.p)("bst",[t[0],r,this.bstStart,(0,p.z)()],void 0,e.D.sessionTrace,n)})),n.on(ce+ne,(function(e){this.time=(0,p.z)(),this.startPath=location.pathname+location.hash})),n.on(ce+ie,(function(t){(0,s.p)("bstHist",[location.pathname+location.hash,this.startPath,this.time],void 0,e.D.sessionTrace,n)}));try{i=new PerformanceObserver((t=>{const r=t.getEntries();(0,s.p)(te,[r],void 0,e.D.sessionTrace,n)})),i.observe({type:re,buffered:!0})}catch(e){}this.importAggregator({resourceObserver:i})}},C,xe,B,class extends h{static featureName=de;constructor(e,r){if(super(e,r,de,!(arguments.length>2&&void 0!==arguments[2])||arguments[2]),!c.il)return;if(!(0,t.OP)(e).xhrWrappable)return;try{this.removeOnAbort=new AbortController}catch(e){}let n,i=0;const o=this.ee.get("tracer"),a=(0,k._L)(this.ee),s=(0,k.Lg)(this.ee),u=(0,k.BV)(this.ee),d=(0,k.Kf)(this.ee),f=this.ee.get("events"),l=(0,k.u5)(this.ee),h=(0,k.QU)(this.ee),g=(0,k.Gm)(this.ee);function m(e,t){h.emit("newURL",[""+window.location,t])}function v(){i++,n=window.location.hash,this[ve]=(0,p.z)()}function b(){i--,window.location.hash!==n&&m(0,!0);var e=(0,p.z)();this[pe]=~~this[pe]+e-this[ve],this[ye]=e}function y(e,t){e.on(t,(function(){this[t]=(0,p.z)()}))}this.ee.on(ve,v),s.on(be,v),a.on(be,v),this.ee.on(ye,b),s.on(ge,b),a.on(ge,b),this.ee.buffer([ve,ye,"xhr-resolved"],this.featureName),f.buffer([ve],this.featureName),u.buffer(["setTimeout"+le,"clearTimeout"+fe,ve],this.featureName),d.buffer([ve,"new-xhr","send-xhr"+fe],this.featureName),l.buffer([me+fe,me+"-done",me+he+fe,me+he+le],this.featureName),h.buffer(["newURL"],this.featureName),g.buffer([ve],this.featureName),s.buffer(["propagate",be,ge,"executor-err","resolve"+fe],this.featureName),o.buffer([ve,"no-"+ve],this.featureName),a.buffer(["new-jsonp","cb-start","jsonp-error","jsonp-end"],this.featureName),y(l,me+fe),y(l,me+"-done"),y(a,"new-jsonp"),y(a,"jsonp-end"),y(a,"cb-start"),h.on("pushState-end",m),h.on("replaceState-end",m),window.addEventListener("hashchange",m,(0,O.m$)(!0,this.removeOnAbort?.signal)),window.addEventListener("load",m,(0,O.m$)(!0,this.removeOnAbort?.signal)),window.addEventListener("popstate",(function(){m(0,i>1)}),(0,O.m$)(!0,this.removeOnAbort?.signal)),this.abortHandler=this.#e,this.importAggregator()}#e(){this.removeOnAbort?.abort(),this.abortHandler=void 0}}],loaderType:"spa"})})(),window.NRBA=o})(); window.jQuery || document.write(' ') CKEDITOR_BASEPATH='https://f1000research.com/js/vendor/ckeditor/' window.reactTheme = 'research'; window.MathJax = { CommonHTML: { linebreaks: { automatic: true } }, 'HTML-CSS': { linebreaks: { automatic: true } }, SVG: { linebreaks: { automatic: true } }, AuthorInit: function() { MathJax.Hub.Register.MessageHook('End Process', function () { let timeout = false; // holder for timeout id const delay = 250; // delay after event is "complete" to run callback const reflowMath = function() { const dispFormulas = document.querySelectorAll('.disp-formula.panel'); if (!dispFormulas) { return; } for (const dispFormula of dispFormulas) { const child = dispFormula.querySelector('.MathJax_Preview').nextSibling.firstChild; const isMultiline = MathJax.Hub.getAllJax(dispFormula)[0].root.isMultiline; if (dispFormula.offsetWidth < child.offsetWidth || isMultiline) { MathJax.Hub.Queue(['Rerender', MathJax.Hub, dispFormula]); } } }; window.addEventListener('resize', function() { clearTimeout(timeout); // clear the timeout timeout = setTimeout(reflowMath, delay); // start timing for event "completion" }); }); }, }; if (window.location.hash == '#_=_'){ window.location = window.location.href.split('#')[0] } !function(f,b,e,v,n,t,s){if(f.fbq)return;n=f.fbq=function() {n.callMethod? n.callMethod.apply(n,arguments):n.queue.push(arguments)} ;if(!f._fbq)f._fbq=n; n.push=n;n.loaded=!0;n.version='2.0';n.queue=[];t=b.createElement(e);t.async=!0; t.src=v;s=b.getElementsByTagName(e)[0];s.parentNode.insertBefore(t,s)}(window, document,'script','https://connect.facebook.net/en_US/fbevents.js'); fbq('init', '1641728616063202'); fbq('track', "PixelInitialized", {}); (function(h,o,t,j,a,r){ h.hj=h.hj||function(){(h.hj.q=h.hj.q||[]).push(arguments)}; h._hjSettings={hjid:2318163,hjsv:6}; a=o.getElementsByTagName('head')[0]; r=o.createElement('script');r.async=1; r.src=t+h._hjSettings.hjid+j+h._hjSettings.hjsv; a.appendChild(r); })(window,document,'https://static.hotjar.com/c/hotjar-','.js?sv='); search file_upload Submit your research search menu close search Browse Gateways & Collections How to Publish Submit your Research My Submissions Article Guidelines Article Guidelines (New Versions) Open Data, Software and Code Guidelines Open Data and Accessible Source Materials Guidelines (HSS) Open Data, Software and Code Guidelines (PSE) Prepublication Checks Production Process Posters and Slides Guidelines Document Guidelines Article Processing Charges Peer Review Finding Article Reviewers About How it Works For Reviewers Our Advisors Policies Glossary FAQs For Developers Newsroom Contact My Research Submissions Content and Tracking Alerts My Details Sign In file_upload Submit your research { "@context": "https://schema.org", "@type": "ScholarlyArticle", "mainEntityOfPage": { "@type": "WebPage", "@id": "https://f1000research.com/articles/13-420" }, "headline": "Interior frontiers and highly skilled migrants' work-related challenges in Japan", "datePublished": "2024-04-29T16:52:57", "dateModified": "2024-04-29T16:52:57", "author": [ { "@type": "Person", "name": "Liang Morita" } ], "publisher": { "@type": "Organization", "name": "F1000Research", "logo": { "@type": "ImageObject", "url": "https://f1000research.com/img/AMP/F1000Research_image.png", "height": 480, "width": 60 } }, "image": { "@type": "ImageObject", "url": "https://f1000research.com/img/AMP/F1000Research_image.png", "height": 1200, "width": 150 }, "description": "In this opinion article, the author argues that highly skilled migrants in Japan face many challenges and are ineffectively used due to the existence of interior frontiers. Although interior frontiers are more subtle than the external boundaries these migrants have had to cross to enter the country, they have tremendous power over their everyday lives. Ethnocentric attitudes, influenced by Nihonjinron, have contributed to the existence of these frontiers. They emphasise homogeneity instead of flexibility and accommodation, and exist in the workplace. Employers want a homogeneous workplace and highly skilled migrants face strong pressures to assimilate. There is also an insistence on Japanese human resource practices such as seniority-based pay and promotion. An interior frontier also exists in the hiring process, and migrants are less likely to progress beyond the first round of interviews. With Japan’s rapidly aging and declining population and acute labour shortages, there is urgency in addressing these frontiers." } { "@context": "http://schema.org", "@type": "BreadcrumbList", "itemListElement": [ { "@type": "ListItem", "position": "1", "item": { "@id": "https://f1000research.com/", "name": "Home" } }, { "@type": "ListItem", "position": "2", "item": { "@id": "https://f1000research.com/browse/articles", "name": "Browse" } }, { "@type": "ListItem", "position": "3", "item": { "@id": "https://f1000research.com/articles/13-420/v1", "name": "Interior frontiers and highly skilled migrants' work-related challenges..." } } ] } Home Browse Interior frontiers and highly skilled migrants' work-related challenges... ALL Metrics - Views Downloads Get PDF Get XML Cite How to cite this article Morita L. Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.12688/f1000research.147767.1 ) NOTE: If applicable, it is important to ensure the information in square brackets after the title is included in all citations of this article. Close Copy Citation Details Export Export Citation Sciwheel EndNote Ref. Manager Bibtex ProCite Sente EXPORT Select a format first Track Share ▬ ✚ Opinion Article Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] Liang Morita https://orcid.org/0000-0001-8509-5843 Liang Morita https://orcid.org/0000-0001-8509-5843 PUBLISHED 29 Apr 2024 Author details Author details Nagoya University, Nagoya, Japan Liang Morita Roles: Writing – Original Draft Preparation, Writing – Review & Editing OPEN PEER REVIEW DETAILS REVIEWER STATUS This article is included in the Human Migration Research gateway. Abstract In this opinion article, the author argues that highly skilled migrants in Japan face many challenges and are ineffectively used due to the existence of interior frontiers. Although interior frontiers are more subtle than the external boundaries these migrants have had to cross to enter the country, they have tremendous power over their everyday lives. Ethnocentric attitudes, influenced by Nihonjinron , have contributed to the existence of these frontiers. They emphasise homogeneity instead of flexibility and accommodation, and exist in the workplace. Employers want a homogeneous workplace and highly skilled migrants face strong pressures to assimilate. There is also an insistence on Japanese human resource practices such as seniority-based pay and promotion. An interior frontier also exists in the hiring process, and migrants are less likely to progress beyond the first round of interviews. With Japan’s rapidly aging and declining population and acute labour shortages, there is urgency in addressing these frontiers. READ ALL READ LESS Keywords Japan, immigration, highly skilled migrants, workplace, interior frontiers Corresponding Author(s) Liang Morita ( [email protected] ) Close Corresponding author: Liang Morita Competing interests: No competing interests were disclosed. Grant information: The author(s) declared that no grants were involved in supporting this work. Copyright: © 2024 Morita L. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. How to cite: Morita L. Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.12688/f1000research.147767.1 ) First published: 29 Apr 2024, 13 :420 ( https://doi.org/10.12688/f1000research.147767.1 ) Latest published: 29 Apr 2024, 13 :420 ( https://doi.org/10.12688/f1000research.147767.1 ) 1. Introduction Since the end of the 20 th century, many developed countries have focused on having knowledge-based economies, prompting them to participate in the race to attract highly skilled migrants ( Shachar, 2006 ). Japan has also joined this global competition for highly skilled migrants, and frames these migrants as desirable human resources ( Joppke, 2021 ). Japan has been selectively prioritising the highly skilled from the late 1980s ( Liu-Farrer et al., 2023 ). In 2012, it introduced a point-based system and the category of ‘highly skilled professionals’, providing incentives for the highly skilled to live and work in the country. The government has developed increasingly attractive policies and programmes to recruit and retain these migrants, making Japan the most liberal immigration regime ( Oishi, 2014 ). From the beginning of the 21 st century, Japanese companies and recruitment agencies have tapped into foreign labour markets, setting up job fairs and collaborating with universities in Southeast Asia to recruit their graduates ( Conrad and Meyer-Ohle, 2019 ). In spite of lawmakers’ and policymakers’ good intentions, highly skilled migrants do not necessarily find Japan to be an attractive destination and those who have come do not necessarily integrate smoothly into the workplace or are able to find alternative employment when they wish to. In fact, research has shown that the country can be unattractive ( Morita, 2017 ; Liu-Farrer, 2023 ), highly skilled migrants face challenges in the workplace ( Hof and Tseng, 2021 ), and there is discrimination in the hiring process ( Igarashi and Mugiyama, 2023 ). In the context of Japan’s rapidly aging and declining population and shrinking workforce, there is urgency in understanding and addressing the issues involved. This opinion article draws on the concept of interior frontiers in Lems’ (2020a , 2020b) work on young asylum seekers in Switzerland. In spite of the fact that these young people are already physically present in the country, interior frontiers prevent them from being accepted and integrated into Swiss society. Likewise, highly skilled migrants in Japan face interior frontiers in the workplace, although they have successfully crossed the external boundary and entered the country. There are parallels between Lems’ work and the situation of these migrants in Japan that can help us better understand and address the challenges the latter face. The next section introduces the concept of interior frontiers and ethnocentric attitudes, followed by employers’ desire for a homogeneous workplace in Section 3. Highly skilled migrants face strong pressures to assimilate into the workplace, and their unique skills and abilities are undervalued. Section 4 discusses employers’ insistence on Japanese human resource practices such as seniority-based pay and promotion. Section 5 finds discrimination in the hiring process, and the paper ends with Discussion and concluding remarks in Section 6. 2. Interior frontiers and the ethnocentric attitudes that contribute to their existence 2.1 Interior frontiers ‘Interior frontier’ (also ‘interior border’ or ‘interior boundary’) was originally a concept put forward by Johann Fichte, a German philosopher in the 19 th century. It was revived by Etienne Balibar about 30 years ago, and was employed by Stoler (2017 , 2018) to describe the rise of Trumpism in the US when Donald Trump was President from 2017-2021. According to Fichte, an interior frontier is a fortifying moral barricade against the erosion of the nation and self, a boundary between those who belong in the nation and those who do not ( Stoler, 2017 ). Stoler stresses that these barricades and boundaries result in vast inequalities ( Morita, 2023 ). Lems (2020a , 2020b) , in adopting the concept in her work on young asylum seekers from Eritrea, Guinea and Somalia in Switzerland, describes interior frontiers as vernacular thresholds of belonging that create unspoken distinctions between self and other, familiar and alien, and inside and outside. They are not conspicuous frontiers created by overt acts of boundary-drawing, but are put in place in much more subtle ways. In spite of the fact that interior frontiers are less visible than external ones, they have tremendous power over the life-worlds of individuals, as they determine who is allowed in and who is kept out of society ( Lems, 2020a , 2020b ; Morita, 2023 ). There are striking parallels between the following account provided by Lems and what highly skilled migrants in Japan face at the workplace. In the school which young asylum seekers attend, these young people are taught to integrate into a system of values which is extremely alien to them. The approach used by their teachers in this process of integration is one-way, which means that the young people are required to fully submerge into Swiss society, but the Swiss do not have to show any flexibility in accommodating them. In this asymmetrical power relationship, even if the young people were to obey the rules and try to blend in, acceptance as members of Swiss society is not guaranteed ( Lems, 2020a , 2020b ; Morita, 2023 ). The young asylum seekers studied by Lems have in fact experienced rejection in spite of their efforts in submitting to the rules and blending in. They frequently experience being excluded by the Swiss, they have difficulties in transferring from their school’s ‘integration’ stream to ‘regular’ stream, and they have trouble securing apprenticeships ( Lems, 2020a , 2020b ). 2.2 Ethnocentric attitudes that contribute to the existence of interior frontiers In the author’s opinion, ethnocentric attitudes have contributed to the existence of interior frontiers, and these attitudes have been strongly influenced by Nihonjinron (‘theories about being Japanese’). Nihonjinron has been referred to as Japan’s dominant identity discourse ( Befu, 2001 ), and has been the subject of thousands of books and articles ( Rear, 2017 ). Its key tenets, summarised by Rear (2017) , are firstly, that Japan is a homogeneous country and its culture and people are extremely unique, to the point of its culture being superior to that of other countries. Secondly, Japan is a vertical society in which social obligations, indebtedness and shame are prioritised over Western values of individual rights, duties and conscience. Thirdly and finally, Japanese culture values harmony over conflict and emotion over rationality. Homogeneity is emphasised, along with the unique set of collectivist and harmonious social values that have built the country ( Rear, 2017 ). Japanese values such as self-sacrifice and supposed to be truly understood only by the Japanese, because they possess a unique sensibility. If one deviates from Japanese values, for example, by behaving in a manner deemed to be individualistic or self-serving, one risks being judged as having betrayed what it truly means to be Japanese ( Rear, 2017 ). Ethnocentric attitudes influenced by Nihonjinron are unfriendly to migrants in general, to say the least. The emphasis on homogeneity translates into the thinking that Japan is for the Japanese only, and that non-Japanese do not belong. The belief that Japanese culture and customs are unique and superior encourages an insistence on doing things the Japanese way instead of openness, flexibility and accommodation in situations where non-Japanese are involved ( Morita, 2022 ). We will see what this looks like in real life in the workplace when employers insist on Japanese practices and are unwilling or unable to accommodate highly skilled migrants. 3. Employers want a homogeneous workplace We begin this section with the experiences of fresh foreign university graduates who joined Japanese companies at entry level. We will see that they face pressures to assimilate culturally. A boundary between the Japanese and non-Japanese exists, although more subtle and less overt and conspicuous than the boundaries the latter have had to cross to enter the country and later the company. This is an interior frontier which has great power over the life-worlds of individuals ( Lems, 2020a , 2020b ), as we will see below. In the application process, fresh foreign university graduates encounter extremely high ethnocentric cultural expectations ( Liu-Farrer and Shire, 2021 ). In spite of the discourse of workplace diversity resulting in higher revenues and greater success, most companies expect highly skilled migrants to conform culturally and behave like Japanese employees, referred to as ‘coerced harmonisation’ by Wakisaka (2018) . Companies recruit these migrants in order to assimilate them into Japanese employees ( Hof and Tseng, 2021 ). In this process of assimilation, non-Japanese are measured against the ideal Japanese employee, assuming that non-Japanese are imperfect versions of the Japanese ( Desai-Trilokekar et al., 2016 ) rather than ‘global talent’ they are often said to be. Some white employees feel that they are not adequately valued for their skills and abilities, and have been hired merely for their physical appearances, which serve as symbols of diversity ( Hof, 2021 ). All of the above: pressures to conform culturally and assimilate, being thought of as of less worth than Japanese coworkers, and having one’s skills and abilities undervalued, directly impact highly skilled migrants’ everyday lives. It is widely known in business management research that employees have a need to feel unique, to maintain a distinctive and differentiated sense of self ( Shore et al., 2011 ). For many highly skilled migrants, this need is probably not being met. What comes across clearly in the preceding paragraph is employers’ desire for a homogeneous workplace, which is directly related to the Nihonjonron emphasis on a homogeneous Japan. This desire is carefully detailed in Hof and Tseng’s (2021) study, which found a homogenising work culture, a sole focus on assimilation, and inflexibility towards others. Homogeneity in fact supersedes the desire for a more diverse workplace, where employees from different backgrounds can better serve customers around the world in this age of globalisation. This can be seen in the tendency of companies to hire highly skilled migrants whom they think can be ‘Japanised’ or made to behave like the Japanese ( Wakisaka, 2018 ). This is in fact a more important criterion in the hiring process than the unique skills and abilities an applicant possesses. Cox (1991) and Joshi’s (2006) model in business management can help us better understand where Japanese companies stand now and where they should be ideally. The model is made up of demographically heterogeneous organisations in three stages, each stage being different in terms of the proportion of diverse social groups, their integration, and power and status hierarchy. The stages are named ‘low’ (monolithic), ‘moderate’ (pluralistic) and ‘high’ (multicultural). ‘Monolithic’ has the lowest degree of heterogeneity and structural integration, while ‘multicultural’ has the highest. Most Japanese companies fall into the category of ‘monolithic’ ( Sekiguchi et al., 2016 ; Ghosh et al., 2023 ). There are distinct in-groups and out-groups in which in-group members (Japanese) are treated preferentially while out-group members (non-Japanese) are disregarded. In monolithic organisations, employees from dominant groups possess high status and power, hold positions at higher levels, and command more respect and deference ( Ghosh et al., 2023 ). From the point of view of non-dominant employees, the impermeability of status and power differences threatens their identity and devalues their sense of self, and their uniqueness needs are not met in this exclusionary environment. More importantly, non-dominant employees’ unique perspectives, knowledge or ideas are not considered as relevant ( Shore et al., 2011 ). They are not treated as insiders who belong and whose uniqueness is valued. At the other end of Cox (1991) and Joshi’s (2006) model is ‘multicultural’ organisations. These companies are heterogeneous, structurally integrated, and inclusive. All employees respect, value, and learn from one another ( Ghosh et al., 2023 ). Employees from all social groups are treated as insiders and encouraged to retain and leverage their unique attributes. Non-dominant employees can effectively use their unique knowledge, skills and abilities, and are assured of being valued members of the organisation and that it is safe to express their identities and associated values ( Ghosh et al., 2023 ). The description in the preceding paragraph contrasts sharply with the situation of highly skilled migrants in Japanese companies, where they are expected to conform culturally and behave like Japanese employees. They are also measured against Japanese employees and made to feel second-rate, and their skills and abilities undervalued. Japanese companies would be far more productive if they are willing to learn from Cox (1991) and Joshi’s (2006) ‘multicultural’ organisations. 4. Employers insist on Japanese human resource practices Many of the frequently discussed workplace practices that highly skilled migrants are dissatisfied with stem from the tradition of lifelong employment in Japan ( Liu-Farrer, 2023 ). While it is understandable that Japan has developed its own system of human resource practices, what comes across clearly is employers’ unwillingness or inability to be flexible and accommodate their non-Japanese employees ( Liu-Farrer, 2023 ). This suggests the existence of an interior frontier, where one-way submission to the rules is expected of outsiders, while insiders do not have to show any flexibility in accommodating them ( Lems, 2020a ; Lems, 2020b ). Japanese companies mostly recruit fresh university graduates with a view to employing them for the rest of their working lives. Employees who join companies mid-career are relatively few, and often find that they lack the in-depth knowledge of the company possessed by coworkers who have been working there since the beginning of their careers. Many highly skilled migrants are mid-career when hired by Japanese companies, and feel left out of the unwritten rules and conventions shared by the majority of their Japanese colleagues ( Morita, 2022 ). In comparison with other developed countries, Japanese salaries may appear low, due to the fact that Japanese salaries are determined with the assumption that employees stay in the same company for their entire working lives. Salaries start low but gradually increase with annual increments. Highly skilled migrants are often dissatisfied with their earnings and this is exacerbated by their tendency to leave before they benefit from the yearly increments ( Morita, 2022 ). Promotion is seniority-based, depending on the length of time employees have served the company, which contrasts sharply with performance-based promotion practised in many developed countries. Many highly skilled migrants feel that promotion is slow ( Liu-Farrer and Shire, 2021 ), and their career development stifled. Company-provided training is yet another practice which highly skilled migrants are dissatisfied with. This directly impacts fresh foreign university graduates who join Japanese companies alongside their Japanese counterparts. Companies typically provide three to six months’ training for their new employees, the contents of which are company-specific and not transferrable or useful should the employee choose to work for a different employer. From the point of view of highly skilled migrants, the skills gained are too specific and may hinder their mid-career moves to other companies or other countries, thereby limiting them to their initial places of employment. In general, Western-style human resources practices such as performance-based pay and promotion have not become mainstream among Japanese companies ( Haghirian, 2022 ). In addition to benefitting highly skilled migrants, it is in these companies’ best interests to modernise their practices, as explained below. Due to Japan’s rapidly aging and declining population, there has been an acute shortage of skilled labour ( Haghirian, 2022 ). Skilled employees are in short supply in many new business areas (including technology-related ones, digitisation and social media), and the conventional practice of giving employees a few years to develop the necessary skills and knowledge has proven to be too slow. Employers realise that they need skilled employees in fast-moving business fields, but find it very difficult to recruit mid-career employees in the Japanese labour market. The difficulties are due to relatively low numbers of Japanese employees changing jobs mid-career, and to the traditional seniority system being an obstacle to the integration of new employees of higher rank. Experienced and skilled employees are reluctant to change employers in case they end up in a lower position than they should in the seniority hierarchy of the new company ( Haghirian, 2022 ). In this context of a fast-moving and everchanging business world, it would make business sense, or would even be imperative to overhaul Japanese human resource practices. The traditional training system for new employees and seniority-based pay and promotion have to adapt to changing times and circumstances. 5. Discrimination in the hiring process Compared with studies conducted on highly skilled migrants and the challenges they encounter at the workplace, there are relatively few on discrimination in the hiring process. Igarashi and Mugiyama, 2023 is one of the most recent, which includes migrants of all skill levels and utilises the concept of taste-based discrimination. The authors found that there is taste-based discrimination in the hiring process, which suggests the existence of an interior frontier when migrants seek employment. Taste-based discrimination is defined as personal and societal (i.e. customers and coworkers) preferences for native applicants, and is due to prejudice against other ethnic groups ( Igarashi and Mugiyama, 2023 ). Becker (1957) , who first put forward this notion, stated that employers avoided hiring from other ethnic groups in order to avoid interacting with them, and they assumed that customers and coworkers are prejudiced against these groups. By not having employees from other ethnic groups, employers felt they were protecting their companies’ reputation and avoiding conflict between their employees and those from other ethnic groups that may decrease workplace productivity ( Igarashi and Mugiyama, 2023 ). Igarashi and Mugiyama found that due to taste-based discrimination, non-Japanese applicants are less likely to progress to the next stage of the job application process (after the initial round of interviews) after controlling for human capital. ‘Prejudice’ is a key word in Igarashi and Mugiyama’s work, which is generally understood as an unfair or unreasonable opinion or feeling against someone or something. It is difficult to say with certainty as the authors did not elaborate on prejudices of Japan employers, but prejudice against other ethnic groups would point to a boundary between those who belong in the nation and those who do not ( Stoler, 2017 ), or between insiders and outsiders ( Lems, 2020a ; Lems, 2020b ). Ethnocentric attitudes influenced by Nihonjinron also appear to be involved, since employers clearly prefer a homogeneous workplace without employees from other ethnic groups. The preference for a homogeneous workplace is also clear in a government publication on Japan’s labour situation ( JILPT, 2014 ). About two-thirds of employers who participated in a survey said they had no plans to hire foreign employees. This is a telling response in the context of Japan’s rapidly aging and declining population and labour shortages. In the same publication, it is reported that in companies which are experienced in hiring foreign employees, Japanese language ability is prioritised over specialist knowledge, skills or experience ( JILPT, 2014 ). This is justified by the explanation that work-related instructions are given in Japanese, so Japanese language skills are a precondition for employment. The Japanese language requirement sounds commonsensical and reasonable, but it is also a fact in Japan that practically all students study English in elementary, middle and high schools. Those who attend university receive a few more years of English language instruction. With English being the global lingua franca, and provided Japanese employers are willing to make the effort, communication with non-Japanese employees should be possible to some extent. By laying down the rule that Japanese language is a precondition for employment, employers are revealing their expectations of migrants’ one-way submission to Japanese rules. 6. Discussion and concluding remarks The Japanese situation involving highly skilled migrants in the workplace is not unique in the world. In the literature on diversity management, lack of preparedness on the part of human resource staff members to accommodate and make efficient use of highly skilled migrants’ diversity is nothing new ( van Riemsdijk and Basford, 2022 ). Friesen and Ingram (2013) noted managers’ lack of diversity management experience in Canadian engineering firms. Managers with limited intercultural management experience complained about the ‘deficits’ of foreign engineers vis-a-vis their Canadian counterparts initially, but in the long run, they learned that foreign engineers’ differences (not deficits) can be a strength. Diversity of experience can increase productivity and innovation for companies, and imparts new skills that enhance professional development for employees ( van Riemsdijk and Basford, 2022 ). Openness to diversity is crucial to cross-cultural collaboration in the workplace, which requires employer commitment to diversity management ( Homan et al., 2008 ). In a study conducted in Sweden ( Morillas and Romani, 2023 ), managers who have been encouraged to believe that ‘diversity is good’ conclude that although highly skilled migrants are culturally different from them, the difference is superficial. Differences are perceived as enriching and as contributing to a more sustainable society. Managers also become more open-minded and motivated to work towards inclusion, as well as see integration as a two-way process. The present author could not agree more with Liu-Farrer’s (2023) remark that highly skilled migrants are being ineffectively used in Japan. Interior frontiers have stood in the way, and addressing and eradicating these boundaries is one way to move forward. Fichte defined an interior frontier as a boundary between those that belong to the nation and those that do not, and Stoler emphasised that such boundaries result in inequalities ( Stoler, 2017 ), which is what is happening in the hiring process in Japan. Non-Japanese applicants are less likely to be called back for a second round of interviews after controlling for human capital ( Igarashi and Mugiyama, 2023 ). Employers’ prejudice against non-Japanese points to boundaries between insiders and outsiders ( Lems, 2020a , 2020b ). Lems (2020a , 2020b) observed in her work that although interior frontiers are less visible than external ones, they have a great deal of power over the lives of individuals, which can be seen in Japanese workplaces when highly skilled migrants are pressurised to assimilate culturally, thought of as imperfect substitutes for Japanese employees, and have their skills and abilities undervalued. These directly impact and have tremendous power over their everyday lives. Lems also noted that the process of integration for young asylum seekers is one-way, meaning that they have to submit to Swiss rules while the Swiss do not have to do anything or show flexibility in accommodating them. The same can be observed in Japanese workplaces, where highly skilled migrants are required to follow Japanese practices while their employers do little to accommodate them. In the JILPT (2014) publication which cited employers stating Japanese language skills are a precondition for employment, it is clear that they expect one-way submission to Japanese rules on the part of migrants. Ethnocentric attitudes influenced by Nihonjinron manifest themselves too, especially Nihonjinron ’s emphasis on homogeneity. Japan culture and customs, as well as people, are thought to be unique to the point of being superior to others, which may explain employers’ unwillingness to make exceptions for highly skilled migrants regarding Japanese workplace practices or in wanting them to behave like Japanese employees. Superiority can also result in prejudice against non-Japanese and preference for Japanese employees. The belief that Japan should be homogeneous is pervasive, as can be observed in the forced assimilation of highly skilled migrants in the workplace and the preference for Japanese employees. The first step to take in moving forward is to challenge the discourse of Japanese homogeneity, which is inaccurate and inappropriate. Indigenous people in Hokkaido and Okinawa have lived in the country for a long time alongside the Japanese, and more recently, the Koreans and Chinese. With globalisation, more migrants are arriving. Japan is clearly not homogeneous. While there is no question that Japanese culture and customs are unique, other cultures and customs are unique too and have their strengths. Japan would benefit far more from being open, flexible and accommodating to highly skilled migrants. Data availability statement No data are associated with this article. References Becker GS: The Economics of Discrimination. Chicago: The University of Chicago Press; 1957. Befu H: Hegemony of Homogeneity. Melbourne: Trans Pacific Press; 2001. Conrad H, Meyer-Ohle H: Overcoming the ethnocentric firm? – foreign fresh university graduate employment in Japan as a new international human resource development method. Int. J. Hum. Resour. Manag. 2019; 30 (17): 2525–2543. Publisher Full Text Cox T: The multicultural organization. Executive. 1991; 5 (2): 34–47. Publisher Full Text Desai-Trilokekar R, Thomson K, El Masri A: International Students As Ideal Immigrants: Ontario Employers’ Perspective. Toronto: York University; 2016. Friesen M, Ingram S: Advancing intercultural competency: Canadian engineering employers’ experiences with immigrant engineers. Eur. J. Eng. Educ. 2013; 38 : 219–227. Publisher Full Text Ghosh D, Gonzalez JA, Sekiguchi T: Different feathers embedding together: Integrating diversity and organizational embeddedness. J. Manag. Stud. 2023: 1–29. Publisher Full Text Haghirian P: Japan’s employment system and human resource management – coping with increasing adjustment pressures. Contemporary Japan. 2022; 34 (1): 3–12. Hof H: Intersections of race and skills in European migration to Asia: Between white cultural capital and “passive whiteness”. Ethn. Racial Stud. 2021; 44 (11): 2113–2134. Publisher Full Text Hof H, Tseng Y-F: When “global talents” struggle to become local workers: The new face of skilled migration to corporate Japan. Asian Pac. Migr. J. 2021; 29 (4). Homan AC, Hollenbeck JR, Humphrey SE, et al. : Facing differences with an open mind: Openness to experience, salience of intragroup differences, and performance of diverse work groups. Acad. Manag. J. 2008; 51 (6): 1204–1222. Publisher Full Text Igarashi A, Mugiyama R: Whose tastes matter? Discrimination against immigrants in the Japanese labour market. J. Ethn. Migr. Stud. 2023; 49 : 3365–3388. Publisher Full Text Joppke C: Neoliberal Nationalism: Immigration and the Rise of the Populist Right. Cambridge: Cambridge University Press; 2021. Joshi A: The influence of organizational demography on the external networking behavior of teams. Acad. Manag. Rev. 2006; 31 (3): 583–595. Publisher Full Text Lems A: Being inside out: the slippery slope between inclusion and exclusion in a Swiss educational project for unaccompanied refugee youth. J. Ethn. Migr. Stud. 2020a; 46 (2): 405–422. Publisher Full Text Lems A: Phenomenology of exclusion: Capturing the everyday thresholds of belonging. Social Inclusion. 2020b; 8 (4): 116–125. Publisher Full Text Liu-Farrer G: The logics of staying for highly skilled Asian migrants in Japan. Asian Pac. Migr. J. 2023; 32 : 105–128. Publisher Full Text Liu-Farrer G, Green AE, Ozgen C, et al. : Immigration and labor shortages: Learning from Japan and the United Kingdom. Asian Pac. Migr. J. 2023; 32 : 336–361. Publisher Full Text Liu-Farrer G, Shire K: Who are the fittest? The question of skills in national employment systems in an age of global labour mobility. J. Ethn. Migr. Stud. 2021; 47 (10): 2305–2322. Publisher Full Text Morillas M, Romani L: Ideology, doxa and critical reflexive learning: The possibilities and limits of thinking that ‘diversity is good’. Manag. Learn. 2023; 54 (4): 511–530. Publisher Full Text Morita L: Why Japan isn’t more attractive to highly-skilled migrants. Cogent Social Sciences. 2017; 3 (1306952): 1–12. Publisher Full Text Morita L: Japanese norms in Japanese workplaces. F1000 Res. 2022; 11 (1210): 1–10. Morita L: Interior frontiers in Japanese blue-collar workplaces. SSRN. 2023: 1–14. Publisher Full Text Oishi N: Redefining the “highly skilled”: The Points-Based System for highly skilled professionals in Japan. Asian Pac. Migr. J. 2014; 23 (4): 421–450. Publisher Full Text Rear D: A critical analysis of Japanese identity discourses: Alternatives to the hegemony of Nihonjinron. Asian Studies. 2017; 53 (2): 1–27. Sekiguchi T, Froese FJ, Iguchi C: International human resource management of Japanese multinational corporations: Challenges and future directions. Asian Bus. Manag. 2016; 15 (2): 83–109. Publisher Full Text Shachar A: The race for talent: Highly skilled migrants and competitiveimmigration regimes. N. Y. Univ. Law Rev. 2006; 81 (1): 148–206. Shore LM, Randel AE, Chung BG, et al. : Inclusion and diversity in work groups: A review and model for future research. J. Manag. 2011; 37 (7): 1262–1289. Publisher Full Text Stoler AL: “Interior frontiers” as political concept, diagnostic, and dispositif. Society for Cultural Anthropology Editor’s Forum; 2017. Reference Source Stoler AL: Interior frontiers: Diagnostic and dispositive. Political Concepts: A Critical Lexicon. 2018. Reference Source The Japan Institute for Labour Policy and Training (JILPT): Labour Situation in Japan and its Analysis: General Overview 2013/2014. Tokyo: JILPT; 2014. van Riemsdijk M , Basford S: Integration of highly skilled migrants in the workplace: A multi-level framework. J. Int. Migr. Integr. 2022; 23 : 633–654. Publisher Full Text Wakisaka D: Labyrinth of highly skilled migration in Japan. University of Bristol; 2018. PhD thesis. Comments on this article Comments (0) Version 1 VERSION 1 PUBLISHED 29 Apr 2024 ADD YOUR COMMENT Comment Author details Author details Nagoya University, Nagoya, Japan Liang Morita Roles: Writing – Original Draft Preparation, Writing – Review & Editing Competing interests No competing interests were disclosed. Grant information The author(s) declared that no grants were involved in supporting this work. Article Versions (1) version 1 Published: 29 Apr 2024, 13:420 https://doi.org/10.12688/f1000research.147767.1 Copyright © 2024 Morita L. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. Download Export To Sciwheel Bibtex EndNote ProCite Ref. Manager (RIS) Sente metrics Views Downloads F1000Research - - PubMed Central info_outline Data from PMC are received and updated monthly. - - Citations open_in_new 0 open_in_new 0 open_in_new SEE MORE DETAILS CITE how to cite this article Morita L. Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.12688/f1000research.147767.1 ) NOTE: If applicable, it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS track receive updates on this article Track an article to receive email alerts on any updates to this article. TRACK THIS ARTICLE Share Open Peer Review Current Reviewer Status: ? Key to Reviewer Statuses VIEW HIDE Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Version 1 VERSION 1 PUBLISHED 29 Apr 2024 Views 0 Cite How to cite this report: Tian Y. Reviewer Report For: Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.5256/f1000research.162001.r270679 ) The direct URL for this report is: https://f1000research.com/articles/13-420/v1#referee-response-270679 NOTE: it is important to ensure the information in square brackets after the title is included in this citation. Close Copy Citation Details Reviewer Report 22 May 2024 Yunchen Tian , Department of History and Political Science, Saint Martin's University, Lacey, Washington, USA Approved VIEWS 0 https://doi.org/10.5256/f1000research.162001.r270679 Morita argues that even highly skilled workers in Japan, enjoying supposedly privileged visas and migration pathways, face a variety of barriers within Japan. Deeming them internal frontiers, Morita argues that they arise from ethnocentric attitudes, antiquated human resources and managerial ... Continue reading READ ALL Morita argues that even highly skilled workers in Japan, enjoying supposedly privileged visas and migration pathways, face a variety of barriers within Japan. Deeming them internal frontiers, Morita argues that they arise from ethnocentric attitudes, antiquated human resources and managerial practices, and other organizational dynamics in Japanese corporate culture. Morita's argument can be simply distilled into identifying the relevance of Stoler's concept of "interior frontiers", itself drawn for the work of Johann Fichte, in conceptualizing the challenges faced by skilled migrants to Japan today. This modest argument is suitable for an opinion piece within your journal. I do not take issue with any of the argumentation or evidence. However, I suggest that Morita consider the use of the term "frontier" versus another, such as "border". As Stoler admits, the translation from Fichte's original German allows for ambiguity in this regard. She herself uses "interior border" and "interior frontier" interchangeably throughout her chapter on the term. However, in contemporary academic literature, "border" and "frontier" have increasingly developed differing nuances. For example, the work of Thomas Nail on the border identifies frontier as having the connotation of (the prospect for) future (often colonial) expansion. (Nail T, 2016 [Ref 1]) That nuance doesn't seem to exist in Morita's use of the term, so I would suggest that Morita use the term "internal borders" more so than "internal frontiers". Is the topic of the opinion article discussed accurately in the context of the current literature? Yes Are all factual statements correct and adequately supported by citations? Yes Are arguments sufficiently supported by evidence from the published literature? No Are the conclusions drawn balanced and justified on the basis of the presented arguments? Yes References 1. Nail T: Border Kinopower. 2016. 21-44 Publisher Full Text Competing Interests: No competing interests were disclosed. Reviewer Expertise: migration, race and ethnicity, border studies, Japan I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. Close READ LESS CITE CITE HOW TO CITE THIS REPORT Tian Y. Reviewer Report For: Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.5256/f1000research.162001.r270679 ) The direct URL for this report is: https://f1000research.com/articles/13-420/v1#referee-response-270679 NOTE: it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS Report a concern Respond or Comment COMMENT ON THIS REPORT Views 0 Cite How to cite this report: Nagy SR. Reviewer Report For: Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.5256/f1000research.162001.r270674 ) The direct URL for this report is: https://f1000research.com/articles/13-420/v1#referee-response-270674 NOTE: it is important to ensure the information in square brackets after the title is included in this citation. Close Copy Citation Details Reviewer Report 13 May 2024 Stephen R Nagy , Department of Politics and International studies, International Christian University, Tokyo, Japan Approved VIEWS 0 https://doi.org/10.5256/f1000research.162001.r270674 The author uses an interesting framework, interior frontier to discuss the challenges of highly skilled migrants. It covers the essential literature such as Liu-Farrer, Oishi and others. It is balanced and not normative, sticking to the data and ... Continue reading READ ALL The author uses an interesting framework, interior frontier to discuss the challenges of highly skilled migrants. It covers the essential literature such as Liu-Farrer, Oishi and others. It is balanced and not normative, sticking to the data and academic literature. The only squabble that I have is that the problems faced by highly skilled overlap heavily with the non-skilled/ low skilled migrants. The exclusive nature of Japan's ethno-centric identity based on insider and outsider groups at all levels in society creates conditions where everyone including Japanese citizens are negotiating the interior frontier when they engage with groups that are not their insider group. Is the topic of the opinion article discussed accurately in the context of the current literature? Yes Are all factual statements correct and adequately supported by citations? Yes Are arguments sufficiently supported by evidence from the published literature? Yes Are the conclusions drawn balanced and justified on the basis of the presented arguments? Yes Competing Interests: No competing interests were disclosed. Reviewer Expertise: I conducted research on Japan's migration policies in the past I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. Close READ LESS CITE CITE HOW TO CITE THIS REPORT Nagy SR. Reviewer Report For: Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.5256/f1000research.162001.r270674 ) The direct URL for this report is: https://f1000research.com/articles/13-420/v1#referee-response-270674 NOTE: it is important to ensure the information in square brackets after the title is included in all citations of this article. COPY CITATION DETAILS Report a concern Respond or Comment COMMENT ON THIS REPORT Comments on this article Comments (0) Version 1 VERSION 1 PUBLISHED 29 Apr 2024 ADD YOUR COMMENT Comment keyboard_arrow_left keyboard_arrow_right Open Peer Review Reviewer Status info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Reviewer Reports Invited Reviewers 1 2 Version 1 29 Apr 24 read read Stephen R Nagy , International Christian University, Tokyo, Japan Yunchen Tian , Saint Martin's University, Lacey, USA Comments on this article All Comments (0) Add a comment Sign up for content alerts Sign Up You are now signed up to receive this alert Browse by related subjects keyboard_arrow_left Back to all reports Reviewer Report 0 Views copyright © 2024 Tian Y. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 22 May 2024 | for Version 1 Yunchen Tian , Department of History and Political Science, Saint Martin's University, Lacey, Washington, USA 0 Views copyright © 2024 Tian Y. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. format_quote Cite this report speaker_notes Responses (0) Approved info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions Morita argues that even highly skilled workers in Japan, enjoying supposedly privileged visas and migration pathways, face a variety of barriers within Japan. Deeming them internal frontiers, Morita argues that they arise from ethnocentric attitudes, antiquated human resources and managerial practices, and other organizational dynamics in Japanese corporate culture. Morita's argument can be simply distilled into identifying the relevance of Stoler's concept of "interior frontiers", itself drawn for the work of Johann Fichte, in conceptualizing the challenges faced by skilled migrants to Japan today. This modest argument is suitable for an opinion piece within your journal. I do not take issue with any of the argumentation or evidence. However, I suggest that Morita consider the use of the term "frontier" versus another, such as "border". As Stoler admits, the translation from Fichte's original German allows for ambiguity in this regard. She herself uses "interior border" and "interior frontier" interchangeably throughout her chapter on the term. However, in contemporary academic literature, "border" and "frontier" have increasingly developed differing nuances. For example, the work of Thomas Nail on the border identifies frontier as having the connotation of (the prospect for) future (often colonial) expansion. (Nail T, 2016 [Ref 1]) That nuance doesn't seem to exist in Morita's use of the term, so I would suggest that Morita use the term "internal borders" more so than "internal frontiers". Is the topic of the opinion article discussed accurately in the context of the current literature? Yes Are all factual statements correct and adequately supported by citations? Yes Are arguments sufficiently supported by evidence from the published literature? No Are the conclusions drawn balanced and justified on the basis of the presented arguments? Yes References 1. Nail T: Border Kinopower. 2016. 21-44 Publisher Full Text Competing Interests No competing interests were disclosed. Reviewer Expertise migration, race and ethnicity, border studies, Japan I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. reply Respond to this report Responses (0) Tian Y. Peer Review Report For: Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.5256/f1000research.162001.r270679) NOTE: it is important to ensure the information in square brackets after the title is included in this citation. The direct URL for this report is: https://f1000research.com/articles/13-420/v1#referee-response-270679 keyboard_arrow_left Back to all reports Reviewer Report 0 Views copyright © 2024 Nagy S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 13 May 2024 | for Version 1 Stephen R Nagy , Department of Politics and International studies, International Christian University, Tokyo, Japan 0 Views copyright © 2024 Nagy S. This is an open access peer review report distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. format_quote Cite this report speaker_notes Responses (0) Approved info_outline Alongside their report, reviewers assign a status to the article: Approved The paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions The author uses an interesting framework, interior frontier to discuss the challenges of highly skilled migrants. It covers the essential literature such as Liu-Farrer, Oishi and others. It is balanced and not normative, sticking to the data and academic literature. The only squabble that I have is that the problems faced by highly skilled overlap heavily with the non-skilled/ low skilled migrants. The exclusive nature of Japan's ethno-centric identity based on insider and outsider groups at all levels in society creates conditions where everyone including Japanese citizens are negotiating the interior frontier when they engage with groups that are not their insider group. Is the topic of the opinion article discussed accurately in the context of the current literature? Yes Are all factual statements correct and adequately supported by citations? Yes Are arguments sufficiently supported by evidence from the published literature? Yes Are the conclusions drawn balanced and justified on the basis of the presented arguments? Yes Competing Interests No competing interests were disclosed. Reviewer Expertise I conducted research on Japan's migration policies in the past I confirm that I have read this submission and believe that I have an appropriate level of expertise to confirm that it is of an acceptable scientific standard. reply Respond to this report Responses (0) Nagy SR. Peer Review Report For: Interior frontiers and highly skilled migrants' work-related challenges in Japan [version 1; peer review: 2 approved] . F1000Research 2024, 13 :420 ( https://doi.org/10.5256/f1000research.162001.r270674) NOTE: it is important to ensure the information in square brackets after the title is included in this citation. The direct URL for this report is: https://f1000research.com/articles/13-420/v1#referee-response-270674 Alongside their report, reviewers assign a status to the article: Approved - the paper is scientifically sound in its current form and only minor, if any, improvements are suggested Approved with reservations - A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved - fundamental flaws in the paper seriously undermine the findings and conclusions Adjust parameters to alter display View on desktop for interactive features Includes Interactive Elements View on desktop for interactive features Competing Interests Policy Provide sufficient details of any financial or non-financial competing interests to enable users to assess whether your comments might lead a reasonable person to question your impartiality. Consider the following examples, but note that this is not an exhaustive list: Examples of 'Non-Financial Competing Interests' Within the past 4 years, you have held joint grants, published or collaborated with any of the authors of the selected paper. You have a close personal relationship (e.g. parent, spouse, sibling, or domestic partner) with any of the authors. You are a close professional associate of any of the authors (e.g. scientific mentor, recent student). You work at the same institute as any of the authors. You hope/expect to benefit (e.g. favour or employment) as a result of your submission. You are an Editor for the journal in which the article is published. Examples of 'Financial Competing Interests' You expect to receive, or in the past 4 years have received, any of the following from any commercial organisation that may gain financially from your submission: a salary, fees, funding, reimbursements. You expect to receive, or in the past 4 years have received, shared grant support or other funding with any of the authors. You hold, or are currently applying for, any patents or significant stocks/shares relating to the subject matter of the paper you are commenting on. Stay Updated Sign up for content alerts and receive a weekly or monthly email with all newly published articles Register with F1000Research Already registered? Sign in Not now, thanks close PLEASE NOTE If you are an AUTHOR of this article, please check that you signed in with the account associated with this article otherwise we cannot automatically identify your role as an author and your comment will be labelled as a “User Comment”. If you are a REVIEWER of this article, please check that you have signed in with the account associated with this article and then go to your account to submit your report, please do not post your review here. If you do not have access to your original account, please contact us . All commenters must hold a formal affiliation as per our Policies . The information that you give us will be displayed next to your comment. User comments must be in English, comprehensible and relevant to the article under discussion. We reserve the right to remove any comments that we consider to be inappropriate, offensive or otherwise in breach of the User Comment Terms and Conditions . Commenters must not use a comment for personal attacks. When criticisms of the article are based on unpublished data, the data should be made available. I accept the User Comment Terms and Conditions Please confirm that you accept the User Comment Terms and Conditions. Affiliation ✕ refresh Please enter your institution. Note: To add your institution or organisation, start typing the name and then select the correct name from the list. Where applicable, the name will appear in both the original language and in English. Do not paste in the name. If the name does not appear in the drop-down list, we will display the information you have entered. ✕ refresh Country/Region * USA UK Canada China France Germany Afghanistan Aland Islands Albania Algeria American Samoa Andorra Angola Anguilla Antarctica Antigua and Barbuda Argentina Armenia Aruba Australia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belarus Belgium Belize Benin Bermuda Bhutan Bolivia Bosnia and Herzegovina Botswana Bouvet Island Brazil British Indian Ocean Territory British Virgin Islands Brunei Bulgaria Burkina Faso Burundi Cambodia Cameroon Canada Cape Verde Cayman Islands Central African Republic Chad Chile China Christmas Island Cocos (Keeling) Islands Colombia Comoros Congo Cook Islands Costa Rica Cote d'Ivoire Croatia Cuba Cyprus Czech Republic Democratic Republic of the Congo Denmark Djibouti Dominica Dominican Republic Ecuador Egypt El Salvador Equatorial Guinea Eritrea Estonia Ethiopia Falkland Islands Faroe Islands Federated States of Micronesia Fiji Finland France French Guiana French Polynesia French Southern Territories Gabon Georgia Germany Ghana Gibraltar Greece Greenland Grenada Guadeloupe Guam Guatemala Guernsey Guinea Guinea-Bissau Guyana Haiti Heard Island and Mcdonald Islands Holy See (Vatican City State) Honduras Hong Kong Hungary Iceland India Indonesia Iran Iraq Ireland Israel Italy Jamaica Japan Jersey Jordan Kazakhstan Kenya Kiribati Kosovo (Serbia and Montenegro) Kuwait Kyrgyzstan Lao People's Democratic Republic Latvia Lebanon Lesotho Liberia Libya Liechtenstein Lithuania Luxembourg Macao Madagascar Malawi Malaysia Maldives Mali Malta Marshall Islands Martinique Mauritania Mauritius Mayotte Mexico Minor Outlying Islands of the United States Moldova Monaco Mongolia Montenegro Montserrat Morocco Mozambique Myanmar Namibia Nauru Nepal Netherlands Antilles New Caledonia New Zealand Nicaragua Niger Nigeria Niue Norfolk Island North Korea North Macedonia Northern Mariana Islands Norway Oman Pakistan Palau Palestinian Territory Panama Papua New Guinea Paraguay Peru Philippines Pitcairn Poland Portugal Puerto Rico Qatar Reunion Romania Russian Federation Rwanda Saint Helena Saint Kitts and Nevis Saint Lucia Saint Pierre and Miquelon Saint Vincent and the Grenadines Samoa San Marino Sao Tome and Principe Saudi Arabia Senegal Serbia Seychelles Sierra Leone Singapore Slovakia Slovenia Solomon Islands Somalia South Africa South Georgia and the South Sandwich Is South Korea South Sudan Spain Sri Lanka Sudan Suriname Svalbard and Jan Mayen Swaziland Sweden Switzerland Syria Taiwan Tajikistan Tanzania Thailand The Gambia The Netherlands Timor-Leste Togo Tokelau Tonga Trinidad and Tobago Tunisia Turkey Turkmenistan Turks and Caicos Islands Tuvalu UK USA Uganda Ukraine United Arab Emirates United States Virgin Islands Uruguay Uzbekistan Vanuatu Venezuela Vietnam Wallis and Futuna West Bank and Gaza Strip Western Sahara Yemen Zambia Zimbabwe Please select your country/region. You must enter a comment. Competing Interests Please disclose any competing interests that might be construed to influence your judgment of the article's or peer review report's validity or importance. Competing Interests Policy Provide sufficient details of any financial or non-financial competing interests to enable users to assess whether your comments might lead a reasonable person to question your impartiality. Consider the following examples, but note that this is not an exhaustive list: Examples of 'Non-Financial Competing Interests' Within the past 4 years, you have held joint grants, published or collaborated with any of the authors of the selected paper. You have a close personal relationship (e.g. parent, spouse, sibling, or domestic partner) with any of the authors. You are a close professional associate of any of the authors (e.g. scientific mentor, recent student). You work at the same institute as any of the authors. You hope/expect to benefit (e.g. favour or employment) as a result of your submission. You are an Editor for the journal in which the article is published. Examples of 'Financial Competing Interests' You expect to receive, or in the past 4 years have received, any of the following from any commercial organisation that may gain financially from your submission: a salary, fees, funding, reimbursements. You expect to receive, or in the past 4 years have received, shared grant support or other funding with any of the authors. You hold, or are currently applying for, any patents or significant stocks/shares relating to the subject matter of the paper you are commenting on. Please state your competing interests The comment has been saved. An error has occurred. Please try again. Cancel Post var lTitle = "Interior frontiers and highly skilled migrants\'...".replace("'", ''); var linkedInUrl = "http://www.linkedin.com/shareArticle?url=https://f1000research.com/articles/13-420/v1" + "&title=" + encodeURIComponent(lTitle) + "&summary=" + encodeURIComponent('Read the article by '); var deliciousUrl = "https://del.icio.us/post?url=https://f1000research.com/articles/13-420/v1&title=" + encodeURIComponent(lTitle); var redditUrl = "http://reddit.com/submit?url=https://f1000research.com/articles/13-420/v1" + "&title=" + encodeURIComponent(lTitle); linkedInUrl += encodeURIComponent('Morita L'); var offsetTop = /chrome/i.test( navigator.userAgent ) ? 4 : -10; var addthis_config = { ui_offset_top: offsetTop, services_compact : "facebook,twitter,www.linkedin.com,www.mendeley.com,reddit.com", services_expanded : "facebook,twitter,www.linkedin.com,www.mendeley.com,reddit.com", services_custom : [ { name: "LinkedIn", url: linkedInUrl, icon:"/img/icon/at_linkedin.svg" }, { name: "Mendeley", url: "http://www.mendeley.com/import/?url=https://f1000research.com/articles/13-420/v1/mendeley", icon:"/img/icon/at_mendeley.svg" }, { name: "Reddit", url: redditUrl, icon:"/img/icon/at_reddit.svg" }, ] }; var addthis_share = { url: "https://f1000research.com/articles/13-420", templates : { twitter : "Interior frontiers and highly skilled migrants\' work-related.... Morita L, published by " + "@F1000Research" + ", https://f1000research.com/articles/13-420/v1" } }; if (typeof(addthis) != "undefined"){ addthis.addEventListener('addthis.ready', checkCount); addthis.addEventListener('addthis.menu.share', checkCount); } $(".f1r-shares-twitter").attr("href", "https://twitter.com/intent/tweet?text=" + addthis_share.templates.twitter); $(".f1r-shares-facebook").attr("href", "https://www.facebook.com/sharer/sharer.php?u=" + addthis_share.url); $(".f1r-shares-linkedin").attr("href", addthis_config.services_custom[0].url); $(".f1r-shares-reddit").attr("href", addthis_config.services_custom[2].url); $(".f1r-shares-mendelay").attr("href", addthis_config.services_custom[1].url); function checkCount(){ setTimeout(function(){ $(".addthis_button_expanded").each(function(){ var count = $(this).text(); if (count !== "" && count != "0") $(this).removeClass("is-hidden"); else $(this).addClass("is-hidden"); }); }, 1000); } close How to cite this report {{reportCitation}} Cancel Copy Citation Details $(function(){R.ui.buttonDropdowns('.dropdown-for-downloads');}); $(function(){R.ui.toolbarDropdowns('.toolbar-dropdown-for-downloads');}); $.get("/articles/acj/147767/162001") new F1000.Clipboard(); new F1000.ThesaurusTermsDisplay("articles", "article", "162001"); $(document).ready(function() { $( "#frame1" ).on('load', function() { var mydiv = $(this).contents().find("div"); var h = mydiv.height(); console.log(h) }); var tooltipLivingFigure = jQuery(".interactive-living-figure-label .icon-more-info"), titleLivingFigure = tooltipLivingFigure.attr("title"); tooltipLivingFigure.simpletip({ fixed: true, position: ["-115", "30"], baseClass: 'small-tooltip', content:titleLivingFigure + " " }); tooltipLivingFigure.removeAttr("title"); $("body").on("click", ".cite-living-figure", function(e) { e.preventDefault(); var ref = $(this).attr("data-ref"); $(this).closest(".living-figure-list-container").find("#" + ref).fadeIn(200); }); $("body").on("click", ".close-cite-living-figure", function(e) { e.preventDefault(); $(this).closest(".popup-window-wrapper").fadeOut(200); }); $(document).on("mouseup", function(e) { var metricsContainer = $(".article-metrics-popover-wrapper"); if (!metricsContainer.is(e.target) && metricsContainer.has(e.target).length === 0) { $(".article-metrics-close-button").click(); } }); var articleId = $('#articleId').val(); if($("#main-article-count-box").attachArticleMetrics) { $("#main-article-count-box").attachArticleMetrics(articleId, { articleMetricsView: true }); } }); var figshareWidget = $(".new_figshare_widget"); if (figshareWidget.length > 0) { window.figshare.load("f1000", function(Widget) { // Select a tag/tags defined in your page. In this tag we will place the widget. _.map(figshareWidget, function(el){ var widget = new Widget({ articleId: $(el).attr("figshare_articleId") //height:300 // this is the height of the viewer part. [Default: 550] }); widget.initialize(); // initialize the widget widget.mount(el); // mount it in a tag that's on your page // this will save the widget on the global scope for later use from // your JS scripts. This line is optional. //window.widget = widget; }); }); } close Error Close Add Reset F1000.MICROSERVICES.AFFILIATION = ''; $(document).ready(function () { $('.js-affiliations-form').each((index, form) => { new AffiliationForm({ formId: form.id, institutionErrorSelector: '.comment-enter-institution', departmentErrorSelector: '.comment-enter-department', placeSelector: '.js-add-comment-place', stateSelector: '.js-add-comment-state', zipCodeSelector: '.js-add-comment-zipcode', countrySelector: '.js-add-comment-country', countryErrorSelector: '.comment-enter-country', }); }); }); $(document).ready(function () { var reportIds = { "270676": 0, "270677": 0, "270678": 0, "270679": 7, "270672": 0, "270673": 0, "270674": 7, "270675": 0, "270671": 0, "270680": 0, }; $(".referee-response-container,.js-referee-report").each(function(index, el) { var reportId = $(el).attr("data-reportid"), reportCount = reportIds[reportId] || 0; $(el).find(".comments-count-container,.js-referee-report-views").html(reportCount); }); var uuidInput = $("#article_uuid"), oldUUId = uuidInput.val(), newUUId = "b4b97c8e-35a2-41e5-9019-f2784acc38ae"; uuidInput.val(newUUId); $("a[href*='article_uuid=']").each(function(index, el) { var newHref = $(el).attr("href").replace(oldUUId, newUUId); $(el).attr("href", newHref); }); }); An innovative open access publishing platform offering rapid publication and open peer review, whilst supporting data deposition and sharing. Browse Gateways Collections How it Works Contact For Developers Cookie Notice Privacy Notice RSS Submit Your Research Follow us © 2012-2026 F1000 Research Ltd. ISSN 2046-1402 | Legal | Partner of Research4Life • CrossRef • ORCID • FAIRSharing R.templateTests.simpleTemplate = R.template(' $text $text $text $text $text '); R.templateTests.runTests(); var F1000platform = new F1000.Platform({ name: "f1000research", displayName: "F1000Research", hostName: "f1000research.com", id: "1", editorialEmail: "[email protected]", infoEmail: "[email protected]", usePmcStats: true }); $(function(){R.ui.dropdowns('.dropdown-for-authors, .dropdown-for-about, .dropdown-for-myresearch');}); // $(function(){R.ui.dropdowns('.dropdown-for-referees');}); $(document).ready(function () { if ($(".cookie-warning").is(":visible")) { $(".sticky").css("margin-bottom", "35px"); $(".devices").addClass("devices-and-cookie-warning"); } $(".cookie-warning .close-button").click(function (e) { $(".devices").removeClass("devices-and-cookie-warning"); $(".sticky").css("margin-bottom", "0"); }); $("#tweeter-feed .tweet-message").each(function (i, message) { var self = $(message); self.html(linkify(self.html())); }); $(".partner").on("mouseenter mouseleave", function() { $(this).find(".gray-scale, .colour").toggleClass("is-hidden"); }); }); Sign In Remember me Forgotten your password? Sign In Cancel Email or password not correct. Please try again Please wait... $(function(){ // Note: All the setup needs to run against a name attribute and *not* the id due the clonish // nature of facebox... $("a[id=googleSignInButton]").click(function(event){ event.preventDefault(); $("input[id=oAuthSystem]").val("GOOGLE"); $("form[id=oAuthForm]").submit(); }); $("a[id=facebookSignInButton]").click(function(event){ event.preventDefault(); $("input[id=oAuthSystem]").val("FACEBOOK"); $("form[id=oAuthForm]").submit(); }); $("a[id=orcidSignInButton]").click(function(event){ event.preventDefault(); $("input[id=oAuthSystem]").val("ORCID"); $("form[id=oAuthForm]").submit(); }); }); If you've forgotten your password, please enter your email address below and we'll send you instructions on how to reset your password. The email address should be the one you originally registered with F1000. Email address not valid, please try again You registered with F1000 via Google, so we cannot reset your password. To sign in, please click here . If you still need help with your Google account password, please click here . You registered with F1000 via Facebook, so we cannot reset your password. To sign in, please click here . If you still need help with your Facebook account password, please click here . Code not correct, please try again Reset password Cancel Email us for further assistance. Server error, please try again. If your email address is registered with us, we will email you instructions to reset your password. If you think you should have received this email but it has not arrived, please check your spam filters and/or contact for further assistance. Please wait... Register $(document).ready(function () { signIn.createSignInAsRow($("#sign-in-form-gfb-popup")); $(".target-field").each(function () { var uris = $(this).val().split("/"); if (uris.pop() === "login") { $(this).val(uris.toString().replace(",","/")); } }); });