NOVARESE,Inc.
9160・Standard Market・Services
Governance
Company with a Board of Corporate Auditors (8 directors, of which 2 are outside directors; 3 outside corporate auditors). Adopts an executive officer system and has established a Risk Management Committee and a Compliance Committee. Scheduled to transition to a company with an Audit and Supervisory Committee effective April 1, 2026, in connection with the merger with Escrit.
Risk Management
The company has established a Risk Management Committee chaired by the Representative Director and President to provide integrated management of company-wide risks. When a risk materializes, a response headquarters headed by the Representative Director and President is established, and a system is in place whereby the results of periodic audits conducted by the Internal Audit Office are reported to the Board of Directors and the Representative Director and President. No separate risk management process specific to sustainability has been established.
Shareholder Returns
For FY2026 (ending December 2026), the company continues its no-dividend policy (annual dividend forecast of ¥0). There is no change to the policy of prioritizing retained earnings. Note that in Q1 of the current fiscal year, the company acquired treasury shares worth ¥352 thousand, representing a small-scale share buyback.
Dividend Policy
The annual dividend forecast for FY2026 (ending December 2026) is ¥0 (¥0 at Q2 end, ¥0 at year end). The company also paid no dividend in the previous period (FY2025, ending December 2025), continuing its no-dividend policy. In the bridal market, which continues to face declining birthrates and a shrinking number of marriages, the company prioritizes securing retained earnings in order to maximize the effects of the merger integration with Escrit and to strengthen its business development and financial position. Note that Escrit (FY2026, ending March 2026), disclosed for reference, also paid an annual dividend of ¥0.
ESG
Positioning human capital as the most important management priority, the company achieved a female manager ratio of 42.9%, a male childcare leave uptake rate of 100%, and an annual paid leave uptake rate of 80.7%. It offers over 100 in-house training programs and supports diverse working styles through initiatives such as the flexible career system, the side-job program "Paranova," and a babysitter subsidy program. No individual quantitative targets or indicators regarding climate change have been disclosed.
Last updated: March 19, 2026