Gun Ei Chemical Industry Co.,Ltd.
4229・Prime Market・Chemicals
Governance
In June 2024, the company transitioned from a company with a Board of Corporate Auditors to a company with an Audit and Supervisory Committee. The Board of Directors consists of 5 internal directors and 3 outside directors (including 3 independent officers), and the company has established an executive officer system, a Nomination and Compensation Advisory Committee, a Risk Management Committee, and a Compliance Committee to separate supervision from business execution.
Risk Management
Risk identification, assessment, monitoring, and control are conducted based on the
Shareholder Returns
Stable dividends implemented with a payout ratio target of around 40%. For FY2026 (ending March 2026), interim and year-end dividends of ¥50 each, totaling ¥100 per share for the year (total dividends of ¥663 million, payout ratio of 33.6%). The dividend forecast for FY2027 (ending March 2027) is undetermined at this time as the earnings forecast has not yet been established.
Dividend Policy
Stable dividends are implemented with a payout ratio target of around 40%. Dividends are paid twice a year, interim and year-end. For FY2026 (ending March 2026), the interim dividend is ¥50 per share and the year-end dividend is ¥50 per share (totaling ¥100 per share), with total dividends of ¥663 million and a payout ratio of 33.6%. Internal reserves are allocated to investment in new businesses and growth areas. The dividend forecast for FY2027 (ending March 2027) is undetermined at this time, in line with the consolidated earnings forecast, as it is difficult to reasonably estimate the impact of the situation in the Middle East on raw material prices and procurement; it will be announced once it becomes possible to do so.
ESG
The company conducted scenario analysis based on the TCFD recommendations, setting a target of reducing Scope 1 and 2 emissions by 46% by FY2030 (compared to FY2013 levels). On the human capital side, the company has set metrics for the ratio of female managers at 10% (target by March 2031; current level 8.0%) and the gender pay gap at 90% (current level 89.3%), and is working on health management, diversity promotion, and tiered training programs.
Last updated: June 19, 2026