MEISEI INDUSTRIAL Co.,Ltd.
1976・Prime Market・Construction
Governance
Structured as a company with an Audit and Supervisory Committee, comprising 9 directors (including 5 Audit and Supervisory Committee members and 4 outside directors). Adopted an executive officer system to separate management oversight responsibilities from business execution responsibilities. Established a Nomination and Compensation Committee (comprising the President and 2 outside directors) to deliberate on director appointments and compensation.
Risk Management
Risks across the group are comprehensively and centrally managed in accordance with the "Risk Management Regulations." For material issues, a task force headed by the Representative Director is established, and a system is in place to prevent damage from spreading, drawing on advice from external experts such as retained legal counsel.
Shareholder Returns
Stable dividends are paid under a policy targeting DOE of 4% or higher and a payout ratio of approximately 30–40%. For FY2026 (ending March 2026), the dividend per share is ¥65 (interim ¥20 + year-end ¥45), with a payout ratio of 55.6%. An annual dividend of ¥65 is also planned for FY2027 (ending March 2027). Share buybacks are also conducted flexibly (1,700,000 shares acquired for ¥2,743 million in the current period).
Dividend Policy
The company aims for a DOE (dividend on equity ratio) of 4% or higher, determined by comprehensively taking into account a payout ratio of approximately 30% to 40%. Dividends are paid twice a year, as an interim dividend and a year-end dividend. The company flexibly conducts share buybacks, taking into account cash flow, capital efficiency, and other factors, to enhance shareholder returns.
ESG
The company expressed support for the TCFD recommendations in December 2022 and conducted scenario analysis under two scenarios (4°C and below 2°C). While working to reduce CO2 emissions with the aim of contributing to carbon neutrality by 2050, it is also focusing on human capital development, promotion of diversity (targeting a 20% ratio of female hires and a 10% male childcare leave uptake rate), and employee health promotion.
Last updated: June 22, 2026