The Nippon Signal Co., Ltd.
6741・Prime Market・Electric Appliances
Governance
As a company with an Audit and Supervisory Committee, 5 of 9 directors (a majority) are independent outside directors. It has established a Nomination and Compensation Advisory Committee, and practices separation of oversight and execution through an executive officer system, Group Management Council, and advisory board.
Risk Management
The company has established a Risk Management Committee (chaired by the Representative Director, meeting twice during the fiscal year under review) directly under the Board of Directors, which centrally manages company-wide risks including compliance risk. The Internal Control Audit Office (3 members) conducts internal audits under a dual reporting structure, coordinating with the accounting auditor and the Audit and Supervisory Committee.
Shareholder Returns
Annual dividend for FY2026 (ending March 2026) is ¥56 per share (interim ¥13, year-end ¥43, an increase of ¥13 year on year), with a payout ratio of 30.1%. The forecast for FY2027 (ending March 2027) maintains the same ¥56 (interim ¥17, year-end ¥39), with a projected payout ratio of 34.9%. No share buybacks were conducted.
Dividend Policy
The basic policy is to pay dividends twice a year, at the interim and year-end. The annual dividend for FY2026 (ending March 2026) (the 143rd fiscal period) is ¥56 per share (interim ¥13, year-end ¥43), with total dividends of ¥3,492 million, a consolidated payout ratio of 30.1%, and a dividend-to-net-assets ratio of 3.2%. The forecast for FY2027 (ending March 2027) (the 144th fiscal period) is an annual dividend of ¥56 (interim ¥17, year-end ¥39), with a projected payout ratio of 34.9%.
ESG
As part of its climate change response, the company has conducted 1.5°C and 4°C scenario analyses based on IFRS S1/S2 (TCFD) and has set targets of net-zero Scope 1+2 emissions and a 50% reduction in Scope 3 emissions (versus FY2013 (ending March 2013)) by FY2030 (ending March 2030). In terms of human capital, it has set targets of a 5% ratio of female managers (target for FY2031 (ending March 2031)) and a male childcare leave take-up rate of 93% or higher, and is working on initiatives such as obtaining Certified Health & Productivity Management Organization recognition (for four consecutive years), tiered training programs, and the promotion of DE&I.
Last updated: June 15, 2026