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*1 Diversity: Differences between individuals and groupsLabor Management and Education with Respect for Human RightsThe 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.Job Return Program and Career Return ProgramLINTEC 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, as industry-ready professionals. Employment of Older PersonIn 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 LINTEC incorporates human rights education into its rank-based LINTEC Group’s ApproachAll 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*1 of its employees and prohibits any kind of discrimination, including that based on race, creed, gender, nationality, religion, age, origin, physical disabilities, native inhabitation, immigrant status, sexual orientation, or gender identity. The LINTEC Group will continue to promote diversity so that all employees can grow through mutual understanding and respect.For more detailed information, please visit our Sustainability website.LINTEC Together with Employees (Human Rights / Employment)SearchIncreasing Career Development Opportunities for Female EmployeesLINTEC 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 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.employees who reached 65 years old as full-time employees and eight on a part-time basis*2.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.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.*2 Employees on a part-time basis: Employees whose designated weekly working hours total less than 20 hours22Respect for Human Rights
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