E-SUPPORTLINK, Ltd.
2493・Standard Market・Services
Governance
Company with a Board of Corporate Auditors. The Board of Directors consists of 6 members (including 3 outside directors, all of whom are independent officers), and the Board of Corporate Auditors is composed of 3 outside auditors. An executive officer system has been introduced to separate decision-making and oversight from business execution. A Compensation Committee has been established to ensure transparency in management. No Nomination Committee has been established.
Risk Management
The company has established a Risk Management Committee chaired by the President and Representative Director, Executive Officer and COO, with subcommittees under it organized by risk category, such as compliance and information security. Based on analysis of the business environment, risks are identified, assessed, and monitored, and a system is in place to regularly report the results, including sustainability perspectives, to the Board of Directors.
Shareholder Returns
Basic policy is stable and continuous dividends; a year-end dividend of ¥5 per share is forecast for FY2026 (ending November 2026), with no interim dividend. This maintains the same level as the previous fiscal year's actual results. No share buybacks have been conducted.
Dividend Policy
The basic policy is to continue paying stable dividends while securing internal reserves necessary to strengthen the company's management foundation and support future business development. For FY2026 (ending November 2026), a year-end dividend of ¥5 per share is forecast (no interim dividend). This is the same level as the previous fiscal year's actual results (FY2025 (ended November 2025): year-end dividend of ¥5, annual dividend of ¥5, total dividends of ¥22,122 thousand). There has been no revision from the most recently announced dividend forecast.
ESG
Under the corporate philosophy of "Everything for producers and consumers," the company pursues environmentally conscious business practices, including reducing losses and improving efficiency in fresh food distribution and addressing climate change. On the human capital front, it formulated a personnel policy in May 2024 and discloses metrics such as a 45.8% ratio of female employees, a 19.3% ratio of female managers, and a 50.0% rate of male employees taking childcare leave. The gender pay gap (all workers) stands at 69.8%. No disclosure of quantitative environmental targets (such as CO2 reduction) has been confirmed.
Last updated: February 26, 2026