Mitsubishi Steel Mfg. Co., Ltd.
5632・Prime Market・Iron & Steel
Governance
The company has a Board of Corporate Auditors structure (6 directors including 2 outside directors; 4 auditors including 3 outside auditors), with a policy of maintaining an outside director ratio of at least one-third. It has established a Nomination and Compensation Committee chaired by an independent outside director, and has also introduced an executive officer system. The company plans to transition to a company with an Audit and Supervisory Committee at the Ordinary General Meeting of Shareholders in June 2026.
Risk Management
The Risk Management Committee, headed by the CRO, meets periodically to identify, evaluate, and formulate response measures for company-wide short-, medium-, and long-term risks. ESG-related risks are also managed in coordination with the Sustainability Committee, with the Board of Directors overseeing the overall framework. In addition, the Investment and Financing Committee has been established to scrutinize the feasibility and risks of capital expenditures, M&A, and other business activities.
Shareholder Returns
For FY2026 (ending March 2026), the annual dividend is ¥81 per share (interim ¥40 + year-end ¥41), with total dividends of ¥1,250 million and a payout ratio of 40.1%. For FY2027 (ending March 2027), the annual dividend is forecast at ¥104 (interim ¥52 + year-end ¥52), with a payout ratio of 50.7% expected.
Dividend Policy
For FY2026 (ending March 2026), the annual dividend is ¥81 per share (interim ¥40 + year-end ¥41), with total dividends of ¥1,250 million and a consolidated payout ratio of 40.1%. The FY2027 (ending March 2027) forecast is an annual dividend of ¥104 (interim ¥52 + year-end ¥52), with a payout ratio of 50.7% expected. Regarding share buybacks, the amount acquired in the current period was nearly zero (-¥0 million).
ESG
Regarding GHG emissions, the company has set a target of a 50% reduction versus the base year by FY2030 and carbon neutrality by 2050; in FY2025, domestic Scope 1+2 emissions were reduced by 30.2%, exceeding the plan's progress. In terms of human capital, the employee engagement survey score improved by 6.2% compared to FY2023, with the ratio of female managers reaching 5.6% and the paid leave utilization rate reaching 75.5%. Non-financial indicators such as CO2 reduction, safety performance, and engagement survey results are incorporated into executive compensation KPIs.
Last updated: June 17, 2026