• ◆Percentage of each gender in management positions

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For FY2019 and FY2020 data,click here

Following the action plan based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace(Phase 2), Lintec has established targets for the period from April 1, 2019 to March 31, 2022 to increase career development opportunities for female employees. The company aimed to raise the average rate of women among the total number of new hires (graduates from a junior college or technical college/university/graduate school) to over 35%. The percentage of female employees in Phase 2 stood at 37%.
We have also set a numerical target for the number of female managers/supervisors, namely, to increase it by 10% from the fiscal 2018 level. Fiscal 2021 saw an increase of 30%, indicating steady progress.
In addition, we hold interviews with young female employees hired at the Head Office on an ongoing basis (in their fourth and seventh year) to support their career development.

Based on the Act on Advancement of Measures to Support Raising Next Generation (Phase 4), Lintec has established targets for the period from April 1, 2019 to March 31, 2022 in order to promote measures to support the development of the next generation.
We review and advertise company programs to support employees who are raising children on an ongoing basis. To enhance initiatives to support appropriate activities, the company helps employees understand how to use the programs using the Support Programs Guidebook and other tools. With the establishment of planned annual leave, which has been implemented since fiscal 2017, the percentage of paid leave days taken in fiscal 2021 was 63.7%. In fiscal 2021, we also introduced paid leave that can be taken by the hour. The work-interval system was launched in fiscal 2019 as part of our efforts to build a workplace that encourages employees' health management and sustainable ways of working. 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.

VOICE My Next Stage

At the Research Center, I am in charge of developing release films used for optical adhesive. I took childcare leave for three months following the birth of my first child and I am currently struggling to maintain a work-life balance.
Anyone can become unable to work in the way they wish for various reasons. Based on my experience, I would like to help improve the workplace environment to make it easier for people to use systems when they need to.

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 24 new employees in fiscal 2022 and training on prevention of sexual harassment and workplace bullying for newly appointed supervisors and managers.

Remotely held new employee training

Lintec provides employment opportunities for people with disabilities. The full-year employment rate at Lintec in fiscal 2021 was 2.0%, falling short of the statutory rate (raised in March 2021 to 2.3%).
This is attributable to the reduced hiring of people with disabilities relative to those who resigned as we were unable to provide opportunities for workplace experience due to the COVID-19 pandemic.
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 consider expanding the initiative to the Bunkyo Kasuga Office and the Osaka Branch.

In April 2010, Lintec introduced a job return program to provide more options for those seeking employment. Under the program, Lintec re-hires employees who had earlier resigned due to personal circumstances, such as having a child, providing care to family members, or job transfer of their spouse, as industry-ready professionals. In August 2014, we revised our employment system, introduced a registration system, and informed our employees accordingly. The number of applications for the registration system has increased. In fiscal 2021, no registered job return program user was re-hired.

With the revision of the Act on Stabilization of Employment of Elderly Persons on April 1, 2021, Lintec revised its rules on re-employment after retirement to allow the re-employment of employees aged between 65 and 70.
In fiscal 2021, we re-hired 43 out of 53 employees who turned 60 years old as full-time employees, as well as six out of 15 employees who reached their 65th birthday on a part-time basis. These workers are playing active roles in various workplaces, and passing on the knowledge and skills that they have developed over many years.

• ※Percentage = Number of those who have reached the specified age ÷ Number of those re-hired