Executive compensation linked to the sustainable enhancement of corporate value
First written in FY2020. 7 of 9 entries say "Advanced", first in FY2021. Latest entry: 2026-10-23.
The whole theme swung hardest in 2025: 1 of 11 companies on the "Worse" side.
6 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「The Company has also introduced a restricted stock compensation plan linked to achievement of quantitative ESG targets and grants such shares to eligible directors, excluding outside directors.」
In addition to its previous executive compensation policy focused on enhancing corporate value and transparency, the Company introduced restricted stock compensation linked to achievement of quantitative ESG targets, specifying the areas to which the compensation system is linked. - FY2024AdvancedAnnual report
「During the fiscal year, the Nomination and Compensation Committee met 5 times, considered executive compensation by referring to compensation levels at domestic companies, discussed issues relating to the nomination and compensation systems, and submitted recommendations to the Board of Directors.」
The number of meetings of the Nomination and Compensation Committee increased from 4 in FY2023 to 5, and the company disclosed the matters deliberated, including compensation levels, system issues and candidate selection. - FY2023AdvancedAnnual report
「During the fiscal year, the Nomination and Compensation Committee met 4 times, compared compensation levels with those of peer companies, discussed issues relating to the nomination and compensation systems, and submitted recommendations to the Board of Directors.」
The Nomination and Compensation Committee conducted 4 rounds of comparisons of compensation levels with peer companies, deliberations on system issues, and recommendations to the Board of Directors in FY2023. - FY2021AdvancedAnnual report
「In determining compensation, we have established a voluntary Nomination and Compensation Committee, compare compensation levels and other matters with those of peer companies, submit recommendations to the Board of Directors, and obtain a resolution from the Board. The voluntary Nomination and Compensation Committee met 4 times during the fiscal year.」
In addition to a compensation policy linked to increases in corporate value, it established a voluntary Nomination and Compensation Committee, which met 4 times in FY2021. It also described the composition of fixed compensation, performance-based compensation and restricted stock compensation. - FY2020First statedAnnual report
「We have established the following basic policies: "compensation that enables us to appoint outstanding human resources who put the management philosophy into practice," "a compensation structure that provides incentives for sustained increases in corporate value," and "a highly transparent and objective compensation decision-making process."」
For executive compensation, it presented as basic policies the appointment of human resources, incentives for sustained increases in corporate value, and a highly transparent and objective decision-making process.