Daido Metal Co., Ltd.
7245・Prime Market・Transportation Equipment
Governance
A company with a Board of Corporate Auditors system, composed of 9 directors (including 3 outside directors). The company has introduced an executive officer system to clarify operational responsibility, and has established a voluntary Nomination Committee, Compensation Committee, and Advisory Board to ensure transparency. The Board of Directors met 15 times in fiscal 2025, with all members maintaining high attendance rates.
Risk Management
The Company has established a Risk Management Committee that identifies and implements mitigation measures for risks across the entire group twice a year, reporting the results to the Board of Directors. Twelve priority risk items have been selected, including business globalization, cyber attacks, natural disasters, climate change, human resource acquisition, and compliance, and the Company has also established compliance management through the Corporate Ethics Committee as well as an internal whistleblowing system.
Shareholder Returns
The basic policy is to pay long-term stable dividends, taking into account business performance, payout ratio, and internal reserves. The annual dividend for FY2024 (ending March 2024) was ¥18 per share (interim ¥7 + year-end ¥11). No specific numerical target for the payout ratio has been disclosed.
Dividend Policy
The basic policy is to maintain a long-term and stable level of dividend payments from surplus, comprehensively considering appropriate profit distribution based on business performance and payout ratio, as well as the internal reserves needed for future business development, R&D, and strengthening the management foundation. The annual dividend for FY2024 (ending March 2024) was ¥18 per share (interim ¥7 + year-end ¥11). The Articles of Incorporation stipulate that interim and year-end dividends may be implemented by resolution of the Board of Directors.
ESG
The company supports the TCFD recommendations and has conducted 1.5°C and 4°C scenario analyses, targeting a 35% reduction in CO2 emissions (Scope 1, 2, and 3) by FY2030 (ending March 2031) compared to FY2019 (ended March 2020), with the goal of achieving carbon neutrality by FY2050 (ending March 2051). In terms of human capital, the company aims to raise the ratio of female managers to 10% (target for FY2030 (ending March 2031)), achieve a 100% male childcare leave uptake rate, and keep overtime hours at 60 hours or below, while also promoting human rights due diligence and working to respect human rights across the entire supply chain.
Last updated: June 22, 2026