Social Report

Together with Employees (Human Rights / Employment)

All employees of the LINTEC Group work together under the company motto, “Sincerity and Creativity.” To ensure that all employees have the opportunity to engage in equally rewarding work, the group respects the diversity of its employees and prohibits any kind of discrimination, including that based on race, creed, gender, education, nationality, religion, age, origin, physical disabilities, native inhabitation, immigrant status, sexual orientation, or gender identity. In 2011, LINTEC joined the United Nations Global Compact, which seeks to eliminate the use of child and forced labor. The LINTEC Group will continue to promote diversity so that all employees can grow through mutual understanding and respect.

  • Diversity: Diversity means the existence of people in different positions and with different values in a single group. When the diverse characteristics of people and groups are respected, the right people will be able to exercise their abilities in the right place, and problem-solving from a diverse perspective as well as the generation of ingenious ideas will be facilitated.

Respecting Human Rights and Diversity

Employment

FY2022
  • Percentage of each gender in management positions.

For detailed data, click here.

For FY2020 and FY2021 data, click here.

Increasing Career Development Opportunities for Female Employees

LINTEC has worked to increase career development opportunities for female employees following the action plan based on the Act on the Promotion of Women’s Active Engagement in Professional Life (Phase 2). As a new goal for the period from April 2022 to March 31, 2026, LINTEC formulated the action plan (Phase 3) based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace. Under this action plan, we will ensure and expand diversity.
Specifically, the plan sets four targets as indicated below, and we will make steady steps toward achieving our ideal vision.
The percentage of male employees who took childcare leave exceeded the target value by the end of fiscal 2022. We will aim to achieve further improvement.

  1. Increase the rate of women among the total number of new hires (graduates from a junior college, university, or graduate school) to 35% or higher (average during the period of the plan)
  2. Aim to increase the number of female managers/supervisors by 20% from the current number in four years
  3. Develop and operate systems that enable female employees to continue to work easily, and provide continuous training of female employees
  4. Aim to increase the percentage of male employees who take childcare leave to 30% or higher by March 31, 2026

Measures to Support the Development of the Next Generation

Based on the Act on Advancement of Measures to Support Raising the Next Generation (Phase 4), LINTEC has reviewed on an ongoing basis the company programs to support employees in balancing their work and childcare or family care and worked to familiarize employees with these programs. As a new goal for the period from April 2022 to March 31, 2026, LINTEC has formulated an action plan based on the Act on Advancement of Measures to Support Raising the Next Generation (Phase 5), under which efforts to ensure and expand diversity will be continued.
In fiscal 2022, we established a paternal leave system as an initiative unique to LINTEC, in which the first five days of the paternal leave are considered as paid leave. In addition, we distributed flyers and questionnaires explaining the system to male employees eligible for childcare leave through their superiors, in an effort to increase understanding and awareness in the workplace. The percentage of male employees taking childcare leave was 8.9% in fiscal 2021, but increased to 59.7% in fiscal 2022.
To enable all employees to work in a healthy and flexible manner, we are reviewing and improving work operations, and leveling the percentage of paid leave taken among different workplaces, jobs, and individuals. Overall, we aim to increase the rate of paid leave taken to 70%. With the establishment of planned annual leave, which has been implemented since fiscal 2017, we also introduced paid leave that can be taken by the hour in fiscal 2021. As a result, the percentage of paid leave days taken in fiscal 2022 was 72.7%. The work-interval system was also introduced in fiscal 2019.
Meanwhile, we continue to allow remote working as an option for promoting flexibility. We are considering verifying and revising the system to help employees work effectively according to their job category.

Revision of Work Regulations, etc.

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Related to leave and day off Childbirth leave
(paternal leave)
Employees can take the leave to take care of children, accompany their spouses, attend childbirth, support after hospital discharge, and to carry out procedures for birth registration. As an initiative unique to LINTEC, the first five days of the paternal leave are considered as paid leave.
Established in October 2022
Social contribution leave Employees can take the leave to participate in long-term social contribution activities that are approved by the company, such as helping in disaster recovery and overseas aid.
Established in October 2022
Social contribution days off Employees can take day(s) off to participate in social contribution activities approved by the company, such as cooperation with local communities and volunteer activities. The system was revised to allow employees to take 10 days/fiscal year off for social contribution activities to support restoration/recovery of areas affected by a disaster.
Revised in October 2022
Related to diverse workstyles Career return program In this program, the company re-hires employees who resigned due to personal circumstances for career development outside the company, such as job changes or studying abroad, as industry-ready professionals. We conduct screening to determine whether to hire each candidate.
Established in October 2022

Respect for Human Rights in Labor Management and Education

The LINTEC Group believes that compliance forms a foundation for its 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. LINTEC provided training on the UN Global Compact and CSR for 37 new employees in fiscal 2023 and training on prevention of sexual harassment and workplace bullying for newly appointed supervisors and managers.

New employee training
New employee training

New employee training

Employment of Persons with Disabilities

LINTEC provides employment opportunities for people with disabilities. The full-year employment rate for people with disabilities at LINTEC in fiscal 2022 was 2.26%, falling short of the statutory rate of 2.3%, although it increased from 2.0% in the previous year.
The Operation Support Center was established in April 2015 under the Head Office’s Human Resources Department to provide employment to people with disabilities. It has since been undertaking specific tasks requested by other departments. To expand the initiative at the Head Office, the Operation Support Center Suboffice was established at the Research Center in May 2022.
We will continue to consider expanding the initiative to the Bunkyo Kasuga Office and the Osaka Branch.

The Operation Support Center Suboffice at Research Center
The Operation Support Center Suboffice at Research Center

Employment rate for persons with disabilities

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  FY2019 FY2020 FY2021 FY2022
Number of employees 57 54 57 61
Full-year employment rate (%) 2.2 2.0 2.0 2.26

Job Return Program and Career Return Program

LINTEC introduced a job return program in April 2010. This program is designed to re-hire employees who had earlier resigned due to personal circumstances, such as having a child, providing care to family members, or a spouse’s job transfer, as industry-ready professionals. There are 21 registered users of this program, three of which were actually re-hired. Also, as a new initiative to support diverse workstyles, LINTEC introduced a career return program in October 2022. In this program, the company re-hires employees who resigned due to personal circumstances for career development outside the company, such as job change or studying abroad, as industry-ready professionals.

Number of registered Job Return Program users

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  FY2019 FY2020 FY2021 FY2022
Registered users (total) 19 20 22 21

Employment of Older Person

In fiscal 2022, we re-hired 47 out of 54 employees who turned 60 years old as full-time employees, as well as three out of 23 employees who reached 65 years old as full-time employees and eight on a part-time basis.
In line with the revision of the Act on Stabilization of Employment of Elderly Persons, LINTEC revised its rules on re-employment after retirement to allow re-employment of employees aged between 65 and 70 years. In addition, the age 65 retirement rule was introduced starting in fiscal 2023.
The re-hired workers are playing active roles in various workplaces, and passing on the knowledge and skills that they have developed over many years to subsequent generations.

  • Employees on a part-time basis: Employees whose designated weekly working hours total less than 20 hours.

Number of re-employed retirees

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  FY2019 FY2020 FY2021 FY2022
Number of those who have reached the specified age 60 years old 45 38 53 54
65 years old 15 23
Number of those re-hired (percentage*) 60 years old 32(82%) 33(87%) 43(81%) 47(87%)
65 years old 6(40%) 11(48%)
  • Note: Percentage = Number of those who have reached the specified age ÷ Number of those re-hired.

Social Contribution Leave Program

LINTEC established the social contribution leave (volunteer leave) program in fiscal 2022.
In this program, employees can take leave to participate in a social contribution activity for a period approved by the company (a maximum of one year), such as recovery from a disaster and overseas aid.