GREENLAND RESORT COMPANY LIMITED
9656・Standard Market・Services
Governance
Company with a Board of Corporate Auditors (7 directors, including 2 outside directors, outside ratio approximately 28.6%). A Nomination and Compensation Committee (with independent outside directors comprising the majority) has been established as an advisory body to the Board of Directors, and decision-making and business execution are separated through the executive officer system and the Management Committee. A three-way audit system has been established, supported by the Internal Audit Office.
Risk Management
The Company has established Risk Management Regulations, under which each responsible department formulates risk response measures, which are then deliberated and decided upon at the Management Committee. Particularly important matters are submitted to and reported at the Board of Directors, thereby establishing a system for comprehensive management of company-wide risks.
Shareholder Returns
Basic policy is stable dividends, paid twice a year (interim and year-end). The annual dividend forecast for FY2026 (ending December 2026) is ¥15 per share (¥5 interim + ¥10 year-end), unchanged from the previous fiscal year's actual amount. No change to the dividend forecast.
Dividend Policy
The company positions returning profits to shareholders as an important management policy, implementing appropriate dividends that take into account consolidated performance and business development while giving consideration to stable dividends from retained earnings. Dividends twice a year (interim and year-end) are stipulated in the articles of incorporation. The FY2025 (ended December 2025) actual result was an annual dividend of ¥15 per share (¥5 interim + ¥10 year-end). The FY2026 (ending December 2026) forecast is also an annual dividend of ¥15 per share (¥5 interim + ¥10 year-end), unchanged.
ESG
Sustainability issues are deliberated by the Management Committee and the Board of Directors. On the environmental front, the company promotes appropriate management of its abundant green spaces, utilization of solar power generation, and reduction of food loss. On the human capital front, the company uses improvement of employee engagement scores as an indicator (target of 5.6/7 points, most recent score 4.98/7 points), and implements training, 1-on-1 meetings, refresh leave, wage revisions, and expanded mid-career hiring, among other measures. The ratio of female managers is 10.0%, and the rate of male employees taking childcare leave is 100% (at the reporting company).
Last updated: March 26, 2026