RION CO., LTD.
6823・Prime Market・Electric Appliances
Governance
The company has a Board of Corporate Auditors system. The Board of Directors consists of 8 directors (including 4 independent outside directors), with a voluntary Nomination Committee and Compensation Committee in place. The Board of Directors met 17 times during the fiscal year under review, with all members maintaining a high attendance rate.
Risk Management
The President serves as the Chief Risk Management Officer, with the Head of the Corporate Planning Division as the officer responsible for promotion. Based on the Risk Management Regulations, the company identifies and analyzes risks such as legal compliance, financial reporting, quality, and information security, and has established a system to report important matters to the Board of Directors.
Shareholder Returns
Progressive dividend policy as the basic principle, with dividends paid twice a year. For FY2026 (ending March 2026), an interim dividend of ¥35 and a year-end dividend of ¥50 totaling ¥85 for the year (an increase from ¥70 in the previous fiscal year), with a payout ratio of 31.3%. For FY2027 (ending March 2027), an annual dividend of ¥90 is forecast.
Dividend Policy
The basic policy is a progressive dividend aimed at maintaining continuous dividends and raising the dividend level in line with business performance. Dividends are paid twice a year, as an interim dividend and a year-end dividend. FY2026 (ending March 2026) results: interim dividend of ¥35, year-end dividend of ¥50, annual total of ¥85 (total dividends of ¥1,048 million, payout ratio of 31.3%, dividend on equity of 3.2%). FY2025 (ended March 2025) results: interim dividend of ¥28, year-end dividend of ¥42, annual total of ¥70 (total dividends of ¥862 million, payout ratio of 30.1%). FY2027 (ending March 2027) forecast: interim dividend of ¥45, year-end dividend of ¥45, annual total of ¥90.
ESG
The company endorses the TCFD (Task Force on Climate-related Financial Disclosures) and has set targets to reduce Scope 2 emissions by 50% by FY2030 (ending March 2030) compared to FY2024 (ending March 2024) levels, and to achieve carbon neutrality by FY2050 (ending March 2050). In terms of human capital, the company has established diversity promotion initiatives, training programs by job level, and comprehensive employee benefits, setting the maintenance and improvement of the average employee tenure of 16.8 years (FY2025 (ending March 2025)) as a key indicator.
Last updated: June 24, 2026