Approach to DE&I

To create new value, the Link and Motivation Group considers it essential to recognize each person’s individuality and maximize their potential without regard to their specific attributes, and is committed to providing impartial opportunities.
Our policy for environmental management, an issue which currently has minimal impact on our business, is to continuously monitor risks and opportunities and take appropriate measures.

Approach to Diversity, Equity and Inclusion

We believe that diversity, equity and inclusion cannot be uniformly measured across companies, but should be appropriately defined according to business content and strategy.
For the Group to achieve sustainable business growth and create new value, it is critical that our human resources, with their diverse talents, personalities and strengths, recognize each other’s strengths and make the most of their abilities. We need to provide them with opportunities to demonstrate their capabilities based on a high level of motivation. In other words, it is important to acknowledge the individuality of each person and their different backgrounds, rather than specific attributes such as gender or nationality.
Based on this approach, we treat each person equally as a professional without making judgments based on specific attributes such as gender or nationality, and strive to maximize each person’s potential.

Promoting the Active Participation of Female Employees

We provide impartial evaluation and promotion opportunities for all employees under a policy of promoting individuals based on their performance and growth, regardless of specific attributes such as gender or nationality. The gender ratio in management positions as of December 31, 2024 is shown in the chart below. We believe that the reason why women account for 25.3% of the total, or about one-third the amount of men, is because fewer women are in career paths that lead to managerial positions, and women are more likely to take maternity and childcare leave, and for longer periods than men. As a result, promotion to a managerial position takes a longer time for women.
The Group provides support for life events through systems for balancing childcare and work. We emphasize an approach of redefining the relationship between the company and the employee as a way to reevaluate mutual expectations in response to changes in personal circumstances, such as marriage, childbirth, childcare and nursing care. Specifically, our work style option system allows for reduced working hours. Employees can choose the work style that best suits them from a wide range of options within the parameters of between six to eight hours a day and three to five days a week. In addition, although Japanese law requires that reduced hours and leave for childcare be available until the child’s third birthday, we make it available until the child’s graduation from junior high school.
By setting and applying various employment classifications like these, we enable flexible work styles that respect employee intentions and desires.

Gender Ratio in Management Positions*

1. * Calculated as the percentage of all management positions (excluding officers) held by women, based on definitions established by the Ministry of Health, Labour and Welfare.