RAKSUL INC.
4384・Prime Market・Information & Communication
Governance
The company is structured as a company with an Audit and Supervisory Committee. The Board of Directors consists of 9 members (7 of whom are outside directors, all serving as independent officers), with an outside director ratio of approximately 77.8%. The company has established voluntary Nomination and Compensation Committees, both of which ensure objectivity and transparency by having a majority of their members composed of independent outside directors.
Risk Management
The Company has established a Risk Management Committee chaired by the President and Representative Director, which recognizes, identifies, and discusses countermeasures for business risks based on the Risk Management Regulations. Material risks identified by the Sustainability Committee are integrated into company-wide risks in coordination with the Risk Management Committee, establishing a framework to mitigate and prevent such risks in advance.
Shareholder Returns
For the interim period (end of Q2) of FY2026 (ending July 2026), the dividend is ¥0. The full-year dividend forecast is also ¥0 at fiscal year-end (annual total of ¥0), reflecting a no-dividend policy. For FY2025 (ended July 2025), the actual annual dividend was ¥3.00 per share (total of ¥173 million). Share buybacks were effectively zero during this interim period (expenditure of ¥0 million).
Dividend Policy
For FY2026 (ending July 2026), the dividend is ¥0 at both the end of Q1 and the end of Q2, and the full-year forecast is also ¥0 at fiscal year-end (annual total of ¥0), reflecting a no-dividend policy. In the previous fiscal year (FY2025, ended July 2025), an annual dividend of ¥3.00 per share was paid (¥3.00 at fiscal year-end). Note that, as of March 17, 2026, R1 Co., Ltd. acquired more than 50% of voting rights through a tender offer and became the parent company of the Company, and a series of transactions toward going private are currently underway.
ESG
Under support for TCFD, the company has conducted 1.5°C and 4°C scenario analyses and set a target of achieving Scope 1+2 carbon neutrality by FY2027 (ending July 2027), using FY2024 (ending July 2024) as the base year. In terms of human capital, it has achieved a 44.4% ratio of female directors and a 60.0% rate of paternity leave uptake among male employees, and is working on diverse talent recruitment, next-generation leadership development, and long-term incentive design through a stock-based compensation system.
Last updated: October 22, 2025