METAWATER Co., Ltd.
9551・Prime Market・Electric Power & Gas
Governance
As a company with a Board of Corporate Auditors, the company has established a Board of Directors (3 of 7 members outside directors) and a Board of Corporate Auditors (2 of 4 members outside corporate auditors), and has introduced a voluntary Nomination and Compensation Advisory Committee chaired by an independent outside director, as well as an executive officer system. The attendance rate at Board of Directors meetings for all directors and corporate auditors is 100%.
Risk Management
Based on the "MetaWater Group Risk Management Regulations," risks are systematically identified and assessed across 6 external environment categories and 17 business environment categories, with monitoring conducted in three stages: beginning of the fiscal year, first half, and full year. A governance subcommittee compiles risks across the entire group, with a reporting structure established to report to the Sustainability Committee, Management Committee, and Board of Directors.
Shareholder Returns
For FY2026 (ending March 2026), dividends per share are ¥35 at interim and ¥35 at year-end (¥70 total), with a payout ratio of 33.4%. The forecast for FY2027 (ending March 2027) calls for an increase to ¥80 total (¥40 interim and ¥40 year-end). The company continues its progressive dividend policy targeting a consolidated payout ratio of 30-40%.
Dividend Policy
While securing the internal reserves necessary to respond to changes in the business environment and achieve stable growth, the company will continue to return profits to shareholders in line with its business performance, implementing progressive dividends and aiming for a consolidated payout ratio of 30-40% as its basic policy. Dividends from surplus are determined by resolution of the Board of Directors.
ESG
The company conducted climate change scenario analysis based on the TCFD framework, setting a target of reducing Scope 1 and 2 GHG emissions by 70% by FY2030 (ending March 2031) compared to FY2020 (ending March 2021), with net zero by FY2050 (ending March 2051) (FY2026 (ending March 2026) actual: 5,750 t-CO2). In terms of human capital, the company is promoting work-style reforms such as a three-day weekend system and a 7-hour standard working day, as well as diversity initiatives including improving the ratio of female managers (4.3%), a disability employment rate of 3.0%, and a male childcare leave uptake rate of 84.8%.
Last updated: June 16, 2026