ICOMINCORPORATED
6820・Prime Market・Electric Appliances
Governance
Company with a Board of Corporate Auditors. Six directors (three of whom are outside directors) and three corporate auditors (two of whom are outside auditors) have been elected, and a Nomination and Compensation Advisory Committee chaired by an independent outside director has been established. The Board of Directors meets 13 times per year.
Risk Management
A "Sustainability Promotion Group" has been established directly under the Management Committee, working in coordination with the Risk Management Unit of the General Affairs Department to identify, assess, and manage various risks, including climate change, on a company-wide basis. Under this framework, deliberation results are reviewed by the Management Committee before final approval by the Board of Directors.
Shareholder Returns
Dividends are paid twice a year with a target consolidated payout ratio of approximately 40%. For FY2026 (ending March 2026), the dividend consists of an interim dividend of ¥25 and a year-end dividend of ¥50 (total ¥75, payout ratio 40.4%). The forecast for FY2027 (ending March 2027) is a total of ¥87 (interim ¥25, year-end ¥62). Share buybacks can be implemented flexibly based on a resolution of the Board of Directors.
Dividend Policy
The basic policy is to set the annual dividend per share at a minimum of either ¥50 or an amount corresponding to a consolidated payout ratio of 40%, whichever is higher. Dividends are basically paid twice a year: an interim dividend (resolved by the Board of Directors) and a year-end dividend (resolved by the general meeting of shareholders). The actual result for FY2026 (ending March 2026) was a total of ¥75 (payout ratio 40.4%), and the forecast for FY2027 (ending March 2027) is a total of ¥87 (payout ratio 40.3%).
ESG
The company supports the TCFD recommendations and has set targets to reduce Scope 1 and 2 emissions by 43% by 2030 (versus FY2021) and to achieve net-zero Scope 1–3 emissions by 2050. On the human capital front, it has introduced diversity promotion, reskilling support, and a mentoring system, achieving a 100% return rate after maternity/childcare leave and a 66.7% male childcare leave uptake rate (FY2026 (ending March 2026) results).
Last updated: July 6, 2026