Integrated Report 2019

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51LINTEC INTEGRATED REPORT 2019Theme-based trainingCompliance Guideline Diversity-Related InitiativesAs one facet of measures to promote the active participation of female employees, LINTEC has been advancing the awareness of female employees as well as the entire workplace through various types of training for female employees and for managers. We are also working to increase the number of female supervisors and the percentage of women among our new hires. In addition, former employees can start to contribute immediately, and accordingly we have introduced the Job Return System, under which we rehire employees who have resigned due to such circumstances as childbirth, family care, or the job transfer of a spouse. In these ways, we are expanding the opportunities for active participation of women in the workplace. We have also established a retiree rehiring program under which we rehire employees who have reached the retirement age of 60, utilizing one-year employment agreements up to the age of 65. We are also considering raising the retirement age to 65. As well, we are taking steps to expand employment of people with disabilities, such as improving internal facilities as needed. For the fiscal year ended March 31, 2019, our employment rate for people with disabilities was 2.40%, higher than the legally mandated rate of 2.2%.Employment Rate for People with Disabilities Harassment CountermeasuresThe LINTEC Compliance Guideline, which is distributed to all employees as one facet of CSR management, expressly prohibits harassment. At management training and CSR study sessions for all employees, we take a thorough approach to fostering a correct understanding about harassment. In Japan, in advance of a bill concerning measures to prevent power harassment, which is expected to take effect in April 2020, we will institute harassment training for the improvement of workplace environments, which will be provided for all employees at LINTEC and Group companies. In addition, we have established the Harassment Consultation Hotline. Moving forward, we will continue working to prevent harassment on a Groupwide basis, including overseas.Employee EducationLINTEC has a Companywide training system based on rank, as human resource education programs tailored to years of continuous service and career. In addition, we are taking steps to promote the career advancement of employees, including theme-based training, such as legal training and Companywide information security training, as well as language training for the development of global human resources. We spend approximately ¥30 million per year on increasing the capa-bilities of employees and human resources development. In other initiatives, the Company’s intranet offers e-learning programs to increase all our employees’ understanding of topics such as the envi-ronment, product quality, the business continuity management system, compliance, and CSR.201720162015201820192.42.22.01.802.401.972.061.941.78(Fiscal year ended March 31)%Financial InformationESGStrategyOverview