istyle Inc.
3660・Prime Market・Information & Communication
Governance
Company with a Board of Corporate Auditors. As of the filing date of the Annual Securities Report, the company is composed of 7 directors (3 outside directors) and 3 corporate auditors (all outside). A Nomination and Compensation Advisory Committee, chaired by an independent outside director, has been established as an advisory body to the Board of Directors. Following approval at the Annual General Meeting of Shareholders scheduled to be held on September 27, 2025, the number of directors is expected to become 8 (4 outside directors).
Risk Management
A SUSTAINABILITY Promotion Committee has been established under the direct oversight of the Representative Director and President, with the Director, Executive Vice Chairman and CFO serving as the person responsible. For each risk category—including compliance, environment, disaster, and information security—the responsible department establishes rules and guidelines, conducts training, and carries out cross-organizational monitoring of risk conditions and company-wide response. For new risks, the Board of Directors promptly designates a person responsible.
Shareholder Returns
For FY2025 (ended June 2025), a year-end dividend of ¥1 (annual ¥1) was implemented. For FY2026 (ending June 2026), a year-end dividend of ¥1 (annual ¥1) is forecast, unchanged from the previous forecast. No mention of share buybacks or shareholder benefit programs.
Dividend Policy
The company's policy is to implement appropriate profit distribution while comprehensively taking into account consolidated business results, financial condition, free cash flow, and other factors. For FY2025 (ended June 2025), a dividend of ¥0 at the second-quarter end and ¥1 at year-end was implemented, for an annual total of ¥1. For FY2026 (ending June 2026), a year-end dividend of ¥1 (annual ¥1) is forecast, with no revision from the most recently announced forecast.
ESG
Identified four materiality items: "Trusted Platform," "Co-creation through Partnerships," "Empowerment of Human Capital," and "Enhancement of Governance." For climate change response, the company measures Scope 1-3 emissions based on the TCFD framework, and has set a target to reduce Scope 2 emissions to 300t-CO² or less by 2030 (a roughly 50% reduction from the current level). In terms of human capital, the company achieved a consolidated ratio of female managers of 63% and a male childcare leave take-up rate of 100%, and has set a new target of achieving a "70% ratio of employees who feel a sense of job satisfaction and fulfillment."
Last updated: September 26, 2025