IID, Inc.
6038・Growth Market・Services
Governance
Company with a Board of Corporate Auditors. The Board of Directors consists of 4 directors (including 2 outside directors, a 50% outside ratio), and the Board of Corporate Auditors consists of 3 auditors (including 2 outside auditors). All directors attended all 19 Board of Directors meetings held during the fiscal year. Neither a Nomination Committee nor a Compensation Committee has been established.
Risk Management
Under the Crisis Management Regulations, in the event of a material risk, the Company requires immediate reporting to the Management Meeting, the Board of Directors, and the Audit & Supervisory Board Members, and provides for the establishment of an Emergency Risk Response Committee. Based on the Privacy Mark (JIS Q 15001) obtained in March 2007, the Company appropriately manages personal information in accordance with its PMS Manual.
Shareholder Returns
Year-end dividend forecast for FY2026 (ending June 2026) raised to ¥23 per share (up ¥1 year-on-year). Total dividend payout is expected to increase from the previous fiscal year's actual figure of ¥106,995 thousand. Treasury shares decreased from 199,148 shares at the end of the previous fiscal year to 154,148 shares.
Dividend Policy
The basic policy is to pay dividends once annually at fiscal year-end. The year-end dividend forecast for FY2026 (ending June 2026) is ¥23 per share (an increase of ¥1 from the forecast announced on August 14, 2025). The actual dividend for the previous fiscal year was ¥22 per share (ordinary dividend of ¥16 plus a 25th anniversary commemorative dividend of ¥6), with a total dividend payout of ¥106,995 thousand. Details of the dividend policy (including DOE guidelines, etc.) are described in the "Notice Regarding Revision (Increase) of Full-Year Earnings Forecast and Dividend Forecast for FY2026 (Ending June 2026)" announced on May 15, 2026.
ESG
The company judges that the environmental impact of its core businesses is minor and that the impact of climate change risk is limited. In human capital initiatives, it promotes diverse talent recruitment, human resource development through e-learning utilization, and the establishment of a comfortable working environment combining remote work options. As targets for 2027, the company has set a male childcare leave utilization rate of 50% or higher, a 5% reduction in overtime work, and an increase in the ratio of female managers from 17% to 20% or higher.
Last updated: September 24, 2025