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Together with Employees
(Human Rights / Employment)

The Lintec Group has been creating a comfortable working environment to support all employees who perform their jobs with energy and motivation.

Respecting Human Rights and Diversity

The employees of the Lintec Group are working together based on the company motto, "Sincerity and Creativity". To ensure that all employees may find their work equally rewarding, the group respects the diversity* of every employee and prohibits any kind of discrimination, including that based on race, creed, gender, education, nationality or age. Lintec joined the UN Global Compact, which seeks to eliminate the use of child and forced labor, in 2011. The group aims to continue its growth based on mutual understanding and respect between all employees. In fiscal 2018, two registered job return program users were re-hired.

  • *Respecting diversity: By respecting diverse characteristics that exist among people and groups, it is possible to generate more original ideas, solve problems using diverse perspectives, and allow people to display their full potential by appointing the best person for each job.
Employment
  • *Percentage of each gender in management positions.

Diversity Committee

Family Care Support Handbook distributed to all employees

Family Care Support Handbook distributed to all employees

Lintec's Diversity Committee carries out activities to realize a workplace environment where a diverse range of employees, who each have different lifestyles and ways of thinking, can exercise their abilities to the full and make active contributions.

In fiscal 2018, the Committee focused on supporting sick or injured employees and engaged in a series of discussions to revise work regulations to support employees who need to balance receiving treatment and work. Continuing the activities it carried out in the previous fiscal year, the Committee also provided a training program led by an expert in which the Family Care Support Handbook was used to facilitate understanding and establishment of support for employees engaged in family care. About 160 employees across Japan, including those of group companies, undertook the program.

Diversity Committee

Target ① Raise the average percentage of females in the total number of new hires (graduated from university/graduate school) to over 30%
Initiatives

From April 2016 onward

  • Continue to raise employee awareness to promote employment of female students
  • Improve job/workplace environments and review/creatively improve ways of working
  • Appoint female recruiters for each job category to conduct employment screening
Achievement rate (%) FY2016 FY2017 FY2018 Plan period average
32.5 34.2 32.4 32.4
  • Plan period: 3 years from April 1, 2016 to March 31, 2019
Target ② Raise the percentage of female supervisors (section chiefs) to over 10%
Initiatives

September 2016

  • Continue to provide diversity management training for managers to raise awareness of the importance of creating a diverse workplace environment where individual members can exercise their abilities to the full

November 2016

  • Continue to provide training for female employees to raise their awareness of the importance of promoting female empowerment initiatives, and individual career development and future working style plans

From February 2017 onward

  • Consider reviewing career development training programs
Achievement rate (%) FY2016 FY2017 FY2018
5.4 6.3 7.2
  • Plan period: 3 years from April 1, 2016 to March 31, 2019

Next Action Plan

Action Plan based on Female Empowerment Promotion Act (Phase 2)
Plan period: 3 years from April 2019 to March 31, 2022
Current issue Inadequate female candidate pool for managerial/supervisory positions
(Particularly for global-type [main career track] positions)
Targets
  • Raise the average percentage of females in the total number of new hires (graduated from junior college/university/graduate school) to over 35%
  • Aim to increase the percentage of female managers/supervisors by 10% from the current level in the coming three years
  • Develop role models for female employees on a continuous basis
Initiatives Develop female employees on a continuous basis
  • By monitoring trends related to the retirement of female managers/supervisors, ensure that new promotions are more than adequate to fill vacancies while promoting personnel development in an effort to achieve the target of increasing the percentage by 10% from the current level in the coming three years
  • Hold interviews with young female employees hired at the Head Office (in their fourth and seventh year) on an ongoing basis to support their career development
  • Organize a networking luncheon for female managers/supervisors and younger female employees at each workplace, in order to provide an opportunity to discuss relevant topics
  • Consider promoting mid-career hiring in addition to new graduate recruitment for the purpose of increasing the female workforce over the long term.
Action Plan based on the Act for Measures to Support the Development of the Next-Generation Children (Phase 4)
Plan period: 3 years from April 2019 to March 31, 2022
Target ① Review and advertise company programs to support parenting employees on an ongoing basis, and enhance initiatives to support appropriate activities
Measures
  • Monitor the usage situation and operational status of programs to support parenting employees, and review and improve them on an ongoing basis
  • Promote understanding of the programs' details for use, using the Support Programs Guidebook and other tools
  • In order to create a work environment where parenting employees can continue working, promote systems to provide an opportunity for such employees who have returned from parenting leave and their superiors to engage in communication using an interview sheet
Target ② Continue to promote initiatives to allow all employees to maintain their health and a sound work style.
Initiatives
  • Encourage planned usage of annual paid leave, looking to narrow gaps in the usage rate by workplace, job category, and person, while considering reviewing and improving operational efficiency, thereby increasing the company's overall usage rate
  • Enforce the work-interval system to build a workplace that enables employees' health management and sound work styles

Revision of work regulations, etc. [in April 2018]

Accumulated time off
  • Increasing the upper limit of accumulated time off days (50 days to 80 days)
  • Easing requirements for taking time off (accepting "in need of support" in addition to "being in need of care")
  • Expanding the scope of family (adding family of spouse). Eligible for absence for at least 4 days due to the same illness/injury, which must be confirmed by a medical certificate
Family care leave
  • Easing requirements for taking time off (accepting "in need of support" in addition to "being in need of care")
  • Expanding the scope of family (adding family of spouse)
Family care time off
  • Providing benefit during time off
Half-day off
  • Increasing the number of times (from up to 40 times/year to up to 80 times/year)
  • Revised in April 2018

Respect for Human Rights in Labor Management and Education

Training for new employees

Training for new employees

The Lintec Group believes that compliance forms a foundation forits activities and thoroughly adheres to both social rules and relevant laws and regulations in and outside Japan. This also applies to the recruitment and treatment of employees. Labor management is performed in accordance with relevant laws. Unfair discrimination, child labor, and harassment are prohibited.

Lintec incorporates human rights education into its rank-based training programs. In fiscal 2019, Lintec provided 42 new employees who joined the company during the fiscal year with "UN Global Compact and CSR" training and provided sexual harassment and workplace bullying training during training programs for newly appointed section chiefs and managers.

Employment of Persons with Disabilities

Improved accessibility in a new head office building

Improved accessibility* in a new head office building

Lintec provides employment opportunities to persons with disabilities. The full-year employment rate at Lintec for persons with disabilities in fiscal 2018 was 2.41%, above the legally mandated rate of 2.2%.

The Operation Support Office, which was established under the Human Resources Department on April 1, 2015, creates an environment for employees with disabilities to undertake specific tasks requested by individual departments and recruits new employees to support operations of individual departments.

Over the four years since the office opened, requests from departments have increased and it has accordingly expanded its staff numbers from the initial three to five at present. Based on the past results, we have begun to introduce the function to other areas, mainly for plant operations.

Employment rate for Persons with Disabilities
  FY2016 FY2017 FY2018
Number of employees 53 59 63
Full-year employment rate (%) 2.06 2.26 2.41
  • *Accessibility: Enabling older persons and those with disabilities to have easy access to facilities, products, and services.

Job Return Program

In April 2010, Lintec introduced a job return program. Under this program, the company re-hires employees who had retired for personal reasons such as childbirth, childcare, nursing care of a family member, or other family circumstances such as the transfer of spouses to a different work location. In August 2014, we revised re-employment systems, introduced the registration system, and advertised the program to employees. As a result, the number of registrations for the program increased.

Number of registered Job Return Program Users(Persons)
  FY2016 FY2017 FY2018
Registered users 6 13 16

Employment of Older Person

Re-hired retiree providing guidance on the frontlines

Re-hired retiree providing guidance on the frontlines

Lintec continues to offer employment to its retirees. All interested retirees are re-hired, in principle. In fiscal 2018, the Company re-hired 42 out of 48 retirees. Re-hired employees are making meaningful contributions, making use of the skills and experience they have developed over many years.

Number of re-employed retirees(Persons)
  FY2016 FY2017 FY2018
Number of mandatory retirees 44 44 48
Number of retirees rehired
(%)
34(77%) 35(80%) 42(88%)