Kurimoto,Ltd.
5602・Prime Market・Iron & Steel
Governance
The Board of Directors, composed of 9 directors (3 of whom are outside directors), serves as the highest decision-making body, and a Nomination and Compensation Committee chaired by an outside director has been established. As a company with a Board of Corporate Auditors (3 auditors, 2 of whom are outside auditors), the company ensures management independence and transparency.
Risk Management
The company has established a Compliance and Risk Management Committee chaired by the President and Representative Director, which reviews annually a risk matrix that evaluates risks across four categories: human, physical, liability, and credit. Climate change risk is integrated into the company-wide risk management framework in coordination with the CSR Committee.
Shareholder Returns
Targeting a payout ratio of 50% or more during the mid-term 3-year management plan period. Annual dividend for FY2026 (ending March 2026) is effectively ¥288 (before consideration of the stock split), with a payout ratio of 52.2%. For FY2027 (ending March 2027), a dividend of ¥60 per share (post-split) is forecast, with a payout ratio of 50.9%. Share buybacks are also being conducted.
Dividend Policy
The basic policy is to pay dividends twice a year (interim and year-end), implementing stable and continuous dividends. A payout ratio target of 50% or more has been set for each fiscal year during the mid-term 3-year management plan period (FY2024–FY2026). The total dividend amount for FY2026 (ending March 2026) is ¥3,509 million, with a payout ratio of 52.2%. A 5-for-1 stock split was implemented effective October 1, 2025; on a post-split basis, the year-end dividend for FY2026 (ending March 2026) is ¥28.80 (equivalent to ¥144 before the split), and for FY2027 (ending March 2027), an interim dividend of ¥30 and year-end dividend of ¥30, totaling an annual dividend of ¥60 (payout ratio of 50.9%), is forecast.
ESG
Based on the TCFD recommendations, the company has conducted scenario analysis under both 1.5°C and 4°C scenarios, and has set a target of reducing Scope 1 and 2 CO2 emissions by at least 50% by FY2030 compared to FY2013 levels (FY2024 actual result: a 54.6% reduction). In terms of human capital, the company has established KPIs such as a 3% ratio of female managers (target for end of FY2030) and a 100% rate of male employees taking childcare leave, and is working to promote DEI (Diversity, Equity, and Inclusion) and human resource development.
Last updated: June 24, 2026