J-OIL MILLS, INC.
2613・Prime Market・Foods
Governance
The company operates as a company with a board of statutory auditors, comprising 8 directors (5 outside) and 4 statutory auditors (3 outside), and has adopted an executive officer system. It has established a Nomination Advisory Committee and a Compensation Advisory Committee, both chaired by independent outside directors.
Risk Management
The Management Risk Committee, chaired by the President and Representative Director & Executive Officer, oversees group-wide risk and coordinates with the Risk Management Subcommittee, Compliance Subcommittee, and Sustainability Committee under its umbrella to promote risk management through a PDCA cycle. In the event of a serious crisis, a Crisis Response Headquarters is established, and the internal audit department (Audit Department) reports through a dual reporting line to both the Board of Corporate Auditors and the President.
Shareholder Returns
The annual dividend for FY2026 (ending March 2026) is ¥70 per share (interim ¥35, year-end ¥35), with total dividends of ¥2,333 million and a payout ratio of 48.7%. For FY2027 (ending March 2027), the dividend is planned to increase to ¥80 per share (interim ¥40, year-end ¥40). The company maintains a stable dividend policy targeting a consolidated payout ratio of around 40% as a guideline, with a medium-term goal of achieving a DOE (dividend on equity) of 3%.
Dividend Policy
While using a consolidated payout ratio of around 40% as a guideline, the company aims to achieve a dividend on equity (DOE) of 3% over the medium term in order to continue stable dividends unaffected by short-term earnings fluctuations. Dividends are paid twice a year, as an interim dividend and a year-end dividend. Distributions of surplus are determined by resolution of the Board of Directors.
ESG
The company endorses the TCFD recommendations and has set targets of a 50% reduction in CO2 emissions by FY2030 (versus FY2013, Scope 1 and 2) and carbon neutrality by 2050, promoting emission-reduction investments through the use of internal carbon pricing. On the human capital front, it discloses a female manager ratio of 9.2% (with a 20% target for 2030) and a male childcare leave uptake rate of 103.7%, while also working on DE&I promotion, health management, and next-generation management talent development.
Last updated: June 22, 2026