KYODO PUBLIC RELATIONS CO., LTD.
2436・Standard Market・Services
Governance
The company has adopted the Audit and Supervisory Committee structure, with a Board of Directors comprising 13 members, including 4 outside directors, all of whom serve on the Audit and Supervisory Committee. It has established a Governance and Compliance Committee, an Internal Audit Office, a Compliance Helpline, and other frameworks, and has also built a legal check system in coordination with an external law firm.
Risk Management
In accordance with the "Risk Management Regulations," the "Risk Management Committee," chaired by the Representative Director, is responsible for deliberating on risks and determining policies. The responsible organizations regularly review risk identification and countermeasures, and the company continuously reviews its risk management framework while utilizing advice from its accounting auditor, legal counsel, and tax advisor.
Shareholder Returns
The annual dividend forecast for FY2026 (ending December 2026) is ¥8 per share (on a post-split basis; the substantive dividend level remains unchanged). A stock split of 1 share into 2 shares is planned effective July 1, 2026. In addition, a share buyback with a cap of 200,000 shares and a total acquisition amount of ¥200 million is planned to be carried out from June to November 2026.
Dividend Policy
The basic policy is to continue paying a stable dividend once a year, taking into account consolidated business results while securing retained earnings for purposes such as business investment and strengthening the management foundation. The dividend forecast for FY2026 (ending December 2026), after taking into account the stock split of 2 shares for every 1 share effective July 1, 2026, is ¥8 per share at fiscal year-end (total of ¥8). Note that the previous forecast before the stock split was ¥16 at fiscal year-end, and there is no change in the substantive dividend level.
ESG
The company positions human capital as its most critical sustainability issue, achieving a female employee ratio of 54.9% and a female manager ratio of 38.4% (as of end-December 2025). It promotes talent development through OJT, reskilling, and a talent development task force, flexible working arrangements such as remote work and free-address seating, and health-focused management through monthly Health and Safety Committee meetings. It has also identified the establishment of an AI governance framework as a management priority.
Last updated: March 26, 2026