NIPPON SEIKI CO.,LTD.
7287・Standard Market・Transportation Equipment
Governance
The company operates as a company with an Audit and Supervisory Committee, with a Board of Directors composed of 10 members (including 5 outside directors, a 50% outside ratio). Both a Nomination Committee and a Compensation Committee have been established, with outside directors holding a majority on each committee to ensure effectiveness.
Risk Management
Under the Internal Control Promotion Meeting overseen by the Representative Director, President and Executive Officer, the Company has established a Risk Management Committee chaired by a Senior Executive Officer, which examines countermeasures for material risks and conducts regular monitoring. Risks related to sustainability issues are examined over the short, medium, and long term by each responsible department and meeting body, and a framework has been established to report such matters to the Board of Directors.
Shareholder Returns
Basic policy of maintaining stable dividends, with dividends paid twice a year (interim and year-end). Annual dividend for the current period is ¥50 per share (interim ¥25 + year-end ¥25), with a payout ratio of 60.9%. No mention of share buybacks.
Dividend Policy
Profit returns are determined by comprehensively considering business performance and payout ratio for each fiscal year. The basic policy is to pay dividends twice a year, an interim dividend and a year-end dividend, decided by resolution of the Board of Directors. For the current period, the annual dividend per share is ¥50 (interim ¥25 + year-end ¥25), with a payout ratio of 60.9%. Retained earnings are utilized for advance investment in research and development and for the development of domestic and overseas production and sales systems.
ESG
Endorsing the TCFD recommendations, the company has set targets of a 50% reduction in Scope 1 + Scope 2 CO2 emissions by 2030 (versus 2019) and carbon neutrality by 2050. Total emissions for FY2026 (ending March 2026) were 69,019 t-CO2 (down 13.7% versus FY2020 (ended March 2020)). On the human capital front, the company is promoting diversity and work-style reform, with the ratio of female managers at 5.3% (target: 9%) and the male childcare leave uptake rate at 75.0% (target of 70% achieved).
Last updated: June 23, 2026