SOCIALWIRE CO., LTD.
3929・Growth Market・Information & Communication
Governance
Company with a Board of Corporate Auditors. The Board of Directors consists of 9 directors (including 2 outside directors), chaired by President and Representative Director Mineyuki Yada. The Board of Directors meets 16 times per year. The company has established a Management Committee, an Internal Audit Office, and a Risk and Compliance Committee, with basic policies focused on accelerating decision-making and ensuring transparency.
Risk Management
The company has established the "Risk Management Regulations" and holds a Risk and Compliance Committee, chaired by the President and Representative Director, once a month. It recognizes regulatory compliance, information security, cyber attacks, changes in AI technology, M&A risk, and other matters as key issues, and strives to prevent risks before they occur and detect them at an early stage through collaboration with outside experts (lawyers, certified public accountants, etc.).
Shareholder Returns
No dividends planned for both FY2026 (ending March 2026) and FY2027 (ending March 2028) (annual dividend of ¥0). The company continues its policy of prioritizing investment in enhancing product value and allocating internal reserves accordingly. Regarding share buybacks, the articles of incorporation provide for a framework allowing execution by board resolution.
Dividend Policy
The annual dividend for FY2026 (ending March 2026) is ¥0 (¥0 at the second quarter-end and ¥0 at year-end). The forecast annual dividend for FY2027 (ending March 2028) is also ¥0. The company continues its policy of prioritizing investment in enhancing the product value of the Digital PR Business and allocating internal reserves accordingly. Although the articles of incorporation provide for a twice-yearly dividend structure comprising an interim dividend (record date September 30) and a year-end dividend, no dividends are planned for the foreseeable future.
ESG
Human capital diversity is a key priority, with a female regular-employee ratio of 61% and male childcare-leave uptake rate of 100% (as of March 2026) achieved. Target metrics have been set at a female managerial ratio of around 60% and a gender pay gap ratio of 90% or higher, with initiatives underway to develop diverse working environments, including flexible work arrangements, remote work infrastructure, year-round recruitment, and promotion of conversion from non-regular to regular employment. No specific disclosures regarding climate change have been identified.
Last updated: June 24, 2026