Cocorport, Inc.
9346・Growth Market・Services
Governance
Company with a Board of Corporate Auditors. The Board of Directors consists of 7 directors (including 3 outside directors, an outside ratio of approximately 42.9%). A Nomination and Compensation Committee has been established as a voluntary advisory body to the Board of Directors, chaired by an outside director and comprising a majority of outside directors. The Board of Directors meets 13 times per year, with a 100% attendance rate for all directors.
Risk Management
The Risk and Compliance Committee, which also serves as the Management Committee (chaired by the Representative Director and President, with all full-time officers and department heads in attendance), consolidates and assesses risks once a month and reports to the Board of Directors once a quarter. Company-wide risk identification and reassessment is conducted once every half-year. Internal and external whistleblowing contact points have been established to facilitate early detection of potential risks.
Shareholder Returns
The annual dividend forecast for FY2026 (ending June 2026) is ¥61 per share (an increase of ¥14 from ¥47 in the prior period). The company continues its policy of targeting a payout ratio of 40%. During the current period, the company acquired and retired 37,800 shares of treasury stock.
Dividend Policy
The policy is to implement continuous and stable dividends aligned with business growth, targeting a payout ratio of 40%, while securing internal reserves to maintain a sound financial structure and expand operations. The FY2025 (ended June 2025) actual result was ¥47 per share (a single year-end dividend, with total dividends of ¥173,686 thousand). The forecast for FY2026 (ending June 2026) is ¥61 per share (a single year-end dividend).
ESG
The company positions solving social issues through the Designated Disability Welfare Services Business (Single Segment) at the core of its ESG initiatives. In its human capital strategy, it achieved a 52.6% ratio of women in management positions (target: 50% or higher) and a 90% male childcare leave utilization rate (target: 70%). In FY2025 (ending June 2025), it implemented internal environmental improvements such as introducing a bonus system, increasing annual holidays to 120 days, introducing a leave-of-absence system to support fertility treatment, and raising starting salaries. No specific disclosures regarding climate change have been confirmed.
Last updated: September 19, 2025