Business Coach Inc.
9562・Growth Market・Services
Governance
Company with a Board of Corporate Auditors. As of the filing date of the securities report, the Board of Directors consists of 7 members (4 outside directors, an outside ratio of approximately 57%). A Risk and Compliance Committee has been established, with a system in place involving 2 internal audit personnel and coordination with legal counsel. No Nomination Committee or Compensation Committee has been confirmed to exist.
Risk Management
The Company has established a Risk and Compliance Committee chaired by the Director and CFO, who also serves as General Manager of the Management Administration Division, to manage company-wide risks through regular meetings held semiannually (with the full-time Audit & Supervisory Board Member and internal audit personnel participating as observers). The Committee conducts scenario analyses, including sustainability-related risks, and reports on its activities to the Board of Directors twice a year. A framework has also been established to set up a response headquarters, comprising the President and other members, in the event of an emergency.
Shareholder Returns
For FY2026 (ending September 2026), a year-end dividend of ¥17 per share (post-split basis) is planned. A stock split (1-for-3, effective April 1, 2026) is being implemented. The actual result for the previous period (FY2025, ended September 2025) was ¥50 per share (total dividends of ¥56,527 thousand). Share buybacks are permitted by board resolution under the Articles of Incorporation.
Dividend Policy
The basic policy is to pay a year-end dividend once per year. A stock split at a ratio of 3 shares for every 1 share of common stock will be implemented effective April 1, 2026. The forecasted year-end dividend for FY2026 (ending September 2026) is ¥17 per share (post-split basis). Excluding the effect of the stock split, the year-end dividend per share would be ¥51.
ESG
The company has set "human capital" and "organizational capability" as key sustainability themes. It employs a mid-career-hire-only, job-based HR system, and promotes talent development through succession plans, use of external coaches, a mentor 1-on-1 program, and monthly progress interviews. The engagement score (Wevox) is used as a key KPI, with an actual result of 78pt in FY2025 (ended September 2025) against a target of 80pt for FY2026 (ending September 2026). Disclosed figures include a 20.0% ratio of women in management positions, a 3.3% male childcare leave take-up rate, and a 77.3% gender pay gap (all workers). No specific disclosures regarding the environment (climate change) were confirmed.
Last updated: December 25, 2025