TOMY COMPANY, LTD.
7867・Prime Market・Other Products
Governance
As a company with a Board of Corporate Auditors, the company is composed of 9 directors (5 of whom are outside directors), and has established advisory bodies such as the Director Nomination Committee, Compensation Committee, Risk/Compliance Committee, and Sustainability Committee. An executive officer system has been introduced to accelerate management decision-making.
Risk Management
The company has established a Risk/Compliance Committee to deliberate on material risks and report to the Board of Directors. Climate change risk is managed by the Environmental Task Force under the oversight of the Sustainability Committee, and business continuity measures are also implemented through the formulation of a BCP.
Shareholder Returns
Under the principle of a total shareholder return ratio of 50%, the annual dividend for FY2026 (ending March 2026) is ¥64 per share (interim ¥32 + year-end ¥32), with a payout ratio of 48.7%. For FY2027 (ending March 2027), the dividend is planned to be increased to ¥70 per share (interim ¥35 + year-end ¥35). Share buybacks were also conducted (expenditure of ¥7,517 million in the current period).
Dividend Policy
The company sets a total shareholder return ratio, combining dividends and share buybacks, at a principle of 50%. Dividends are paid twice a year (interim and year-end). For FY2026 (ending March 2026), the annual dividend per share is ¥64 (interim ¥32 + year-end ¥32), with a payout ratio of 48.7%. The forecast for FY2027 (ending March 2027) is an annual dividend of ¥70 (interim ¥35 + year-end ¥35). Toward FY2030 (ending March 2030), the company has set target indicators of continued EPS growth of 10% or more, continued ROE of 11% or more, and a PBR of 3x.
ESG
Under the purpose statement "Quality dedicated to play can make the world healthier and more vibrant," the company has identified 11 materiality issues. It targets a 50% reduction in CO2 emissions (Scope 1+2) by 2030 versus FY2022 levels, and net zero by 2050; FY2024 results showed a 19.4% reduction versus the base year. The company is also actively pursuing human capital initiatives, including promoting DEI, a target of 30% female managers (by FY2027, ending March 2027), and a male childcare leave uptake rate of 108.3%.
Last updated: June 24, 2026