SHIMA SEIKI MFG.,LTD.
6222・Prime Market・Machinery
Governance
The company is structured as a Company with an Audit and Supervisory Committee, with a Board of Directors composed of 8 members (4 of whom are outside directors). It has established a voluntary Nomination and Compensation Committee chaired by an outside director, and separates management oversight from business execution through the introduction of an executive officer system.
Risk Management
The company has established a Risk Management Committee to build a framework for identifying, analyzing, and monitoring risks across the group. The Sustainability Committee conducts scenario analysis based on the IPCC's Sixth Assessment Report, managing sustainability-related risks, including climate change risks, as key management issues.
Shareholder Returns
Based on the mid-term management plan "Ever Onward 2026," the company continues stable dividends with a target consolidated payout ratio of 40%. For FY2026 (ending March 2026), the annual dividend is ¥20 (interim ¥10, year-end ¥10), with total dividends of ¥674 million and a payout ratio of 79.3%. An annual dividend of ¥20 is also planned for FY2027 (ending March 2027). Share buybacks are conducted flexibly, taking into comprehensive account the share price level, funding conditions, and market environment.
Dividend Policy
The company continues stable dividends with a target consolidated payout ratio of 40%, distributed twice a year through interim and year-end dividends. Emphasis is placed on balancing growth investment from a long-term perspective with internal reserves. The FY2026 (ending March 2026) actual dividend is an annual ¥20 (interim ¥10, year-end ¥10), and the FY2027 (ending March 2027) forecast dividend is also an annual ¥20 (interim ¥10, year-end ¥10).
ESG
As GHG reduction targets, the company has set a goal of a 30% reduction by 2030 (versus fiscal 2030 baseline) and achieving Scope 1 and 2 carbon neutrality by 2050, and has formulated the decarbonization roadmap "SHIMA SEIKI 2030 PLAN." In terms of human capital, the company conducts tiered training programs, an internal job posting system, and diversity promotion initiatives, achieving a male childcare leave take-up rate of 85.7% (at the reporting company).
Last updated: June 24, 2026