TOYO SHUTTER CO., LTD
5936・Standard Market・Metal Products
Governance
As a company with a Board of Corporate Auditors, the Board of Directors is composed of 8 directors (including 3 outside directors, an outside ratio of 37.5%). A voluntary Nomination and Compensation Committee has been established as an advisory body to the Board of Directors, with a structure ensuring that outside officers hold a majority.
Risk Management
The company has established a Compliance Management Department (comprising the Risk Management Department, Business Audit Department, and Quality & Safety Management Department) independent from the business execution divisions, and holds a Risk Management Committee meeting, centered on all officers, four times a year. It has conducted internal audits at 93 locations, and works to prevent risks before they occur, resolve them promptly, and prevent recurrence based on the TS Contingency Plan.
Shareholder Returns
Annual dividend per share for FY2026 (ending March 2026) increased to ¥42 (payout ratio 32.0%). ¥43 is planned for FY2027 (ending March 2027). The company targets a payout ratio of 40% in the final year of the medium-term management plan (FY2030, ending March 2030).
Dividend Policy
The policy is to allocate cash flow optimally and proactively based on the company's financial condition, while securing internal reserves necessary for capital investment and R&D to improve corporate quality and support SDGs initiatives. For FY2026 (ending March 2026), an annual dividend of ¥42 per share is planned (total dividends of ¥265 million, payout ratio of 32.0%). For FY2027 (ending March 2027), an annual dividend of ¥43 per share is planned (forecast payout ratio of 34.0%). The company targets a payout ratio of 40% in the final year of the medium-term management plan "TOYO ADVANCE 5" (FY2030, ending March 2030).
ESG
As part of its climate change response, the company has already introduced 100% renewable energy power at the Nara Plant toward its target of reducing Scope 1+2 CO2 emissions by 46% versus FY2019 levels (FY2030 target). In terms of human capital, the company has set targets of a 10% ratio of female managers (target for FY2030 (ending March 2030); currently 2.7%) and a 100% male childcare leave utilization rate (currently 33%), and is promoting measures such as a base pay increase of approximately 5%, extension of the retirement age (to 65), and a mentoring program.
Last updated: June 25, 2026