PARKER CORPORATION
9845・Standard Market・Chemicals
Governance
Company with a Board of Corporate Auditors (6 directors, of whom 2 are outside directors). The Board of Directors meets 24 times per year with full attendance. The company advocates "integrated management-type group governance" and has established an Internal Control Committee, Risk Management Committee, Compliance Committee, J-SOX Committee, and Central Health and Safety Committee. An executive officer system has also been introduced to accelerate decision-making.
Risk Management
The company has established a Risk Management Committee to manage risks across the group based on its Risk Management Regulations. The committee identifies risks that need to be addressed and examines response policies, reporting to the Internal Control Committee, which is composed of directors. Climate change risk is also recognized as a factor influencing business activities.
Shareholder Returns
The basic policy is to pay dividends twice a year (interim and year-end), with an emphasis on maintaining stable dividends. The annual dividend for FY2026 (ending March 2026) is ¥53.0 per share (interim ¥16.5 + year-end ¥36.5), with total dividends of ¥1,326 million and a payout ratio of 28.3%. The forecast for FY2027 (ending March 2027) maintains an annual dividend of ¥53.0 (interim ¥26.5 + year-end ¥26.5).
Dividend Policy
The basic policy is to pay dividends twice a year, interim and year-end, with the aim of continuing stable dividends to shareholders while strengthening the financial structure and management foundation. The annual dividend for FY2026 (ending March 2026) is ¥53.0 per share (interim ¥16.5 + year-end ¥36.5), with total dividends of ¥1,326 million and a payout ratio of 28.3%. The forecast for FY2027 (ending March 2027) calls for an annual dividend of ¥53.0 (interim ¥26.5 + year-end ¥26.5).
ESG
Regarding GHG emissions, the company has set a target of reducing Scope 1 and 2 sales-based CO2 emission intensity by 30% by FY2030 (ending March 2031) compared to FY2019 (ending March 2020) levels, aiming for carbon neutrality by FY2050 (ending March 2051). On the human capital front, the company targets a female manager ratio of 10% or higher and a female ratio among career-track employees of 20% or higher by 2035, and a male childcare leave uptake rate of 50% or higher by 2030, while promoting talent development through mid- to long-term training programs.
Last updated: June 24, 2026