SHOWA PAXXS CORPORATION
3954・Standard Market・Pulp & Paper
Governance
The company operates as a company with a board of corporate auditors, comprising 7 directors (including 2 outside directors) and 3 corporate auditors (including 2 outside corporate auditors). In addition to holding monthly Board of Directors meetings (12 times per year), it has established an Executive Committee and a General Managers' Meeting, building a structure that balances mutual checks and rapid decision-making.
Risk Management
Under the Risk Management Regulations, each department head, acting as the person responsible for risk management, considers responses, and each division head reports to the Managing Directors' Meeting and the Board of Directors. The company has established a system to identify risks inherent in its operations, such as quality claims, industrial accidents, natural disasters, and bad debts, and to have the Representative Director promptly set up a crisis response headquarters in the event of a crisis.
Shareholder Returns
For FY2026 (ending March 2026), the company implemented a total dividend of ¥50 per share (interim ¥20 + year-end ¥30, including a ¥10 commemorative dividend), an increase of ¥10 year-on-year. The payout ratio was 17.1%. For FY2027 (ending March 2027), a dividend of ¥50 (interim ¥25 + year-end ¥25) is planned. No share buybacks were conducted during the current fiscal year.
Dividend Policy
The basic policy is to continue stable dividend payments twice a year, comprising an interim dividend and a year-end dividend. The annual dividend for FY2026 (ending March 2026) totals ¥50 per share (interim ¥20, year-end ¥30, including a ¥10 commemorative dividend included in the year-end dividend), with total dividends of ¥219 million and a payout ratio of 17.1%. The dividend forecast for FY2027 (ending March 2027) is a total of ¥50 per share (interim ¥25, year-end ¥25).
ESG
The company has identified climate change risks (carbon tax and rising energy costs, supply chain disruption from natural disasters, etc.), but specific strategies and metrics are still under consideration. Regarding human capital, it has established three pillars: "Work-Life Balance," "Professional Development," and "Gender Equality," setting a 2030 target of 100% for the male childcare leave uptake rate (currently 50.0%). Challenges such as a 0% ratio of female managers and a 58.6% gender pay gap are also disclosed.
Last updated: June 25, 2026