have a particular religion, harmonious solutions should be sought to realize both freedoms if possible. Thus, the Commission deemed that it is undesirable that freedom to choose one's occupation by job applicants is fundamentally violated on the basis of freedom of religion. Furthermore, the universities have the autonomy and independence as private universities and thus it is difficult to consider restricting recruitment of their staffs to people with particular religions as an appropriate exercise of their autonomy. Also, in case the applicants are not believers of particular religions, excluding them from recruitment on the ground that disadvantages in personnel matters are expected does not constitute a reasonable cause in that the accused have the responsibility to ensure that no disadvantages will be imposed in regard to the promotion and relocation of personnel when recruiting applicants with particular religions and to operate the organization in a way that they are not subject to criticism or verbal attacks. Accordingly, the Commission recommended to the accused to rectify the practice of limiting application eligibility as those with particular religions when recruiting administrative staffs. Section 3. Evaluation In 2010, the Commission made concerted efforts to enhance the effectiveness of investigations and remedies for discriminatory acts and heighten their social impact. In the year, it received 2,674 complaints on discrimination, an increase by 58.6% or 989 cases from the previous year's 1,685. This sharp increase in complaints on discrimination was mainly attributable to the rapid rise in complaints on discrimination based on disability, yet it appears that it is also related to enhanced sensitivity to discrimination in society in general. The Commission also distributed press releases for major cases in which it made recommendations to enhance sensitivity to and standards on discrimination in daily lives, thereby seeking discrimination prevention. 108 Part II. Major Activities of the Commission