Furukawa Electric Co., Ltd.
5801・Prime Market・Nonferrous Metals
Governance
The company transitioned to a company with an Audit and Supervisory Committee in June 2025. The Board of Directors consists of 11 members (6 outside directors, all of whom are independent officers), and a Nomination and Compensation Committee (chaired by an outside director) has been established to ensure objectivity and transparency in nominations and compensation.
Risk Management
The company has established a Risk Management Committee, chaired by the President, to centrally manage company-wide risks such as compliance, large-scale disasters, and information security. For material risks, special committees are set up, and a system is in place to regularly report on the status of internal controls to the Board of Directors.
Shareholder Returns
The FY2026 (ending March 2026) year-end dividend is ¥210 per share (total dividends ¥14,829 million, payout ratio 20.4%). From FY2027 (ending March 2027), interim dividends will be resumed, and after considering the stock split (1 share → 10 shares, effective July 1, 2026), the annual dividend is forecast at ¥22 (interim ¥11, year-end ¥11). The shareholder return policy has been changed to target a DOE of 3.5%.
Dividend Policy
During the Vision 2030 period (FY2026–FY2030), the basic policy is to provide stable shareholder returns while advancing investments aimed at enhancing corporate value. In place of the payout ratio, dividends will be based on a target Dividend on Equity (DOE) of 3.5%. From FY2027 (ending March 2027), interim dividends will be resumed, and after considering the stock split (1 share → 10 shares, effective July 1, 2026), the annual dividend is forecast at ¥22 (interim ¥11, year-end ¥11; ¥220 before considering the split).
ESG
On climate change, the company implements disclosures in line with the TCFD recommendations, has obtained SBT 1.5°C certification, and has set a target of net zero by 2050; the Scope 1 and 2 reduction rate for FY2025 is expected to reach approximately 44% versus FY2021. In human capital, the company has set targets for improving employee engagement scores, raising the ratio of female managers to 10% (target for 2030), and achieving a 100% male childcare leave take-up rate (target for 2030), and is working on introducing a job-based HR system and promoting reskilling.
Last updated: June 24, 2026