20182019202020212022Approximately 2.402.191.97Compliance Guidelines2.001.90Female Manager Ratio (As of the end of March 2022)Rate of Return after Childcare Leave (As of the end of March 2022) Diversity-Related InitiativesAs one facet of our measures to promote the active participation of women, LINTEC has been advancing the awareness of female employees as well as the entire workforce through various types of training for female employees and for managers. We are also working to increase the percentage of women among our manag-ers and supervisors as well as 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 had 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. Last June, we also established such a system for employees older than 65, allowing rehiring up to the age of 70. Six employees took advantage of this system in its first year. We are also preparing for the early introduction of a system raising the retirement age to 65. We are working to increase the rate of employment of people with disabilities by establishing specialized departments at our head office and research centers to create an amenable working environment for employees with disabilities. Due to limits on work experience sessions during the pandemic, the employment rate for people with disabilities was 2.0% in the fiscal year ended March 31, 2022, below the legal employment rate of 2.3%. Going forward, we will expand the employment of people with disabilities by developing specialized departments at other locations and conducting work experience sessions.(LINTEC Group, including non-consolidated companies)2.01.51.0% 2.50 Harassment CountermeasuresThe LINTEC Compliance Guidelines, which have been trans-lated into seven languages and are distributed to all employees, expressly prohibit harassment. Through management training and study sessions for all employees, we take a thorough approach to fostering a correct understanding about harass-ment. In Japan, we are instituting harassment training for the improvement of workplace environments, which is provided for all employees at the Company and Group companies. In addi-tion, we have established the Harassment Consultation Hotline, which enables employees to consult directly with clinical psychologists and other experts. Moving forward, we will con-tinue working to prevent harassment on a Groupwide basis, including overseas.(Fiscal years ended March 31)56SocietyEmployment Rate for People with Disabilities15%100% Employee EducationLINTEC has a Companywide training system based on rank with human resource education programs tailored to years of continu-ous 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. In the fiscal year ended March 31, 2022, we spent approximately ¥20 million on increasing the capa-bilities of employees and human resource development. In other initiatives, the Company’s intranet offers e-learning programs to increase all our employees’ understanding of topics such as the environment, product quality, the business continuity manage-ment system, compliance, and CSR.
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