New Constructor's Network Co., Ltd.
7057・Standard Market・Services
Governance
Company with a Board of Corporate Auditors (six directors, two of whom are outside directors). A Nomination and Compensation Advisory Committee has been established as a voluntary advisory body to the Board of Directors, with independent outside officers comprising a majority of its members. An Executive Officer Committee (ten members) has also been established to separate oversight from business execution.
Risk Management
The company has established a Compliance Committee (meeting four times a year), chaired by the Representative Director and President, which deliberates on risk management policies, structures, and measures. The Internal Audit Office (one dedicated staff member) conducts internal audits based on an annual plan covering all departments and affiliated companies, and the company has also established an internal whistleblowing system, including an externally outsourced contact point.
Shareholder Returns
The basic policy is to implement continuous and stable dividends based on a consolidated dividend payout ratio of 40% as the benchmark. For FY2026 (ending March 2026), a year-end dividend of ¥31 per share is planned (total dividend amount ¥92 million, payout ratio 63.6%). For FY2027 (ending March 2027), a dividend of ¥33 per share (payout ratio 40.0%) is forecast.
Dividend Policy
The company implements continuous and stable dividends based on an annual consolidated dividend payout ratio of 40% as the benchmark, taking into account the profit level and cash flow situation for each fiscal period. The basic policy is to pay dividends once a year at fiscal year-end. The year-end dividend for FY2026 (ending March 2026) is ¥31 per share (total dividend amount ¥92 million, payout ratio 63.6%, DOE 4.4%). The forecast dividend for FY2027 (ending March 2027) is ¥33 per share (payout ratio 40.0%).
ESG
The company positions the promotion of wooden construction, seismic resistance and long-lifespan design, and the spread of ZEH (Net Zero Energy Houses) as the core of its business strategy for CO2 fixation and reduction, pursuing its contribution to a decarbonized society. On the human capital front, it has achieved a female employee ratio of 34.0%, a female manager ratio of 17.1%, and a male childcare leave uptake rate of 50.0%, while establishing flexible working arrangements such as shortened working hours and staggered work-hour options.
Last updated: June 16, 2026