CHOFU SEISAKUSHO CO., LTD.
5946・Prime Market・Metal Products
Governance
Company with an Audit and Supervisory Committee. The Board of Directors comprises 11 directors (of whom 2 are outside directors), and both outside directors serve as members of the Audit and Supervisory Committee and are designated as independent officers. The company has adopted an executive officer system. The Board of Directors met 13 times during the fiscal year under review, with all directors attending every meeting. The establishment of a nomination committee or compensation committee could not be confirmed in the securities report.
Risk Management
Each business division is responsible for department-level risk management, and a system has been established under which a countermeasure headquarters, led by the President as its head, is set up to respond swiftly in the event of an unforeseen incident. With respect to sustainability risks, the CN Promotion Team manages environmental issues on a cross-divisional basis, and a system has been established whereby the content of deliberations and progress are reported to the Board of Directors via the Management Committee.
Shareholder Returns
The basic policy is to pay dividends twice a year (interim and year-end, ¥23 each), and an annual dividend of ¥46 per share is planned for FY2026 (ending December 2026) as well, maintaining the same level as the previous period's results. No new share buyback has been announced.
Dividend Policy
The company places importance on maintaining stable dividends and adopts a basic policy of paying dividends twice a year, in the form of an interim dividend and a year-end dividend. For FY2025 (ended December 2025), the actual annual dividend per share was ¥46 (¥23 interim and ¥23 year-end). For FY2026 (ending December 2026), the forecast annual dividend is also ¥46 (¥23 interim and ¥23 year-end), unchanged from the previous forecast announced on February 13, 2026.
ESG
Under the banner of "kind to people, kind to the environment," the company has set targets to reduce GHG emissions (Scope 1+2) by 46% by 2030 compared to 2013 levels, and to achieve carbon neutrality by 2050. It joined the GX League from FY2024, with a cross-divisional CN Promotion Team driving strategy. On the human capital side, its action plan for 2025–2030 sets targets including 20 female career-track hires, a male childcare leave uptake rate of 30% or higher, and reductions in overtime work; however, as of 2025, the ratio of female managers remains at 0% and the male-female wage ratio for regular employees stands at only 62.6%, leaving challenges unresolved.
Last updated: March 18, 2026