SUZUKI MOTOR CORPORATION
7269・Prime Market・Transportation Equipment
Governance
Company with an Audit & Supervisory Board (with a voluntary Nomination and Compensation Committee). Of the 9 directors, 4 are outside directors (outside director ratio of approximately 44%), and the company has established a Nomination and Compensation Committee, the majority of whose members are outside directors, to enhance transparency and objectivity.
Risk Management
With the Corporate Governance Committee, chaired by the President, at its core, the company has established the Carbon Neutrality Promotion Council and the Environmental Promotion Council to manage company-wide risks—including climate change risks (transition and physical)—on a cross-organizational basis. It has also put in place a Business Continuity Plan (BCP) and an internal whistleblowing system (the Suzuki Group Risk Management Hotline).
Shareholder Returns
Continuing a progressive dividend policy, the annual dividend for FY2026 (ending March 2026) is ¥46 (up ¥5, +12.2% year on year). The company has adopted a DOE (dividend on equity ratio) target of 3.0%, and plans a further increase for FY2027 (ending March 2027) to ¥51 (up ¥5, +10.9%).
Dividend Policy
Dividends are paid stably and continuously based on a progressive dividend policy. From FY2026 (ending March 2026), the company has adopted DOE (dividends divided by the average of beginning- and end-of-period equity attributable to owners of the parent per share) of 3.0% as a key indicator. The annual dividend for FY2026 (ending March 2026) is ¥46 (interim ¥22 + year-end ¥24), an increase of ¥5 from the previous year's actual figure of ¥41. The forecast for FY2027 (ending March 2027) is an annual dividend of ¥51 (interim ¥25 + year-end ¥26), corresponding to a DOE level of 3.0%. Dividends are paid twice a year, at the interim and year-end.
ESG
Endorsing the TCFD recommendations, the company evaluates climate-related risks under two scenarios: 4°C and 1.5°C/2°C. It targets a 42% reduction in Scope 1 and 2 CO2 emissions by FY2030 (compared to FY2022) and carbon neutrality by 2050. On the human capital front, it is promoting improvements in diversity metrics, including achieving a 5.0% ratio of female managers by 2030 and a 73.2% male childcare leave take-up rate (FY2025).
Last updated: June 23, 2026