Mynet Inc.
3928・Standard Market・Information & Communication
Governance
The company has an Audit and Supervisory Committee structure. The Board of Directors consists of 5 members in total (1 representative director, 1 director, and 3 outside directors serving as Audit and Supervisory Committee members), with outside directors accounting for 60% (3 out of 5). No Nomination Committee or Compensation Committee has been confirmed to be established, but a Compliance Committee has been established. The Board of Directors held 16 meetings during the fiscal year under review.
Risk Management
The Company has established Risk Management Regulations, under which the Corporate Division serves as the department in charge, sharing information with each division and maintaining a system for obtaining advice from external experts such as lawyers and certified public accountants. Regarding sustainability risks, the Compliance Committee, chaired by the Representative Director, works together with each division to formulate evaluation and response policies, which are then discussed by the Audit and Supervisory Committee and regularly reported to the Board of Directors.
Shareholder Returns
The company continues to forecast an annual dividend of ¥0 (no dividend) for FY2026 (ending December 2026). No revision has been made to the dividend forecast. No share buyback has been confirmed. Shareholder returns remain constrained.
Dividend Policy
The forecasted annual dividend for FY2026 (ending December 2026) is ¥0 (¥0 at the second quarter-end, ¥0 at year-end). The actual annual dividend for FY2025 (ended December 2025) was also ¥0 (no dividend). There has been no revision from the most recently announced dividend forecast.
ESG
The company has established a task force team led by the director responsible for sustainability (Head of Corporate Division) with cross-departmental collaboration, and a framework overseen by the Board of Directors. In terms of human capital, it achieved a paid leave utilization rate of 73.5% (target: 70%), a maternity/childcare leave uptake rate of 100% (target: 75%), and an employment continuation rate six months after returning from childcare leave of 100% (target: 100%). It discloses a ratio of women in management positions of 12.6%, a male childcare leave uptake rate of 100%, and a gender pay gap of 78.8% (all employees). The company has introduced full remote/hybrid work arrangements and a refresh leave system (up to 4 days per year), and is also working on promoting employment of people with disabilities and developing next-generation talent.
Last updated: March 27, 2026