Ensuring Board Diversity and a Medium- to Long-Term Incentive Plan
First written in FY2023. 4 of 6 entries say "Advanced", first in FY2024. Latest entry: FY2026.
- FY2026RaisedAnnual report
「Corporate governance; ensuring diversity in the composition of the Board of Directors; maintaining and increasing the proportion of outside directors to at least 50%; revising the executive compensation system; strengthening its linkage to financial metrics and incorporating non-financial metrics」
We expanded our objectives from the previous targets of 4 independent outside directors out of 9 directors and 1 female director to maintaining and increasing the proportion of outside directors to at least 50% and revising the executive compensation system to include non-financial metrics. - FY2025AdvancedAnnual report
「This plan covers the fiscal years included in our medium-term management plan (the “covered period”). Directors are evaluated based on the degree to which performance metric targets and other criteria are achieved in each fiscal year during the covered period, and shares are delivered to the directors after the covered period ends.」
As a medium- to long-term incentive plan, we introduced a performance-based stock compensation plan and established specific operating procedures under which share delivery points fluctuate within a range of 0% to 200% based on revenue, operating profit and ROE. - FY2024AdvancedAnnual report
「In terms of governance, we introduced a stock-based compensation plan linked to the medium-term management plan for directors other than outside directors.」
The Board of Directors has maintained 4 independent outside directors out of 9 directors and 1 female director, and introduced a performance-based stock compensation plan from fiscal 2024 using revenue, operating profit and ROE under the medium-term management plan as performance metrics. - FY2023First statedAnnual report
「Board diversity Independent outside directors 4/9 1 woman director Fiscal 2025 target Increase diversity Fiscal 2030 target Maintain and increase Review of executive compensation and systems Fiscal 2025 target Introduce a long-term incentive plan Fiscal 2030 target Strengthen the system of responsible officers」
The company has newly organised fiscal 2025 and fiscal 2030 targets for board diversity, women directors and the executive compensation system as non-financial targets under Medium-Term Management Plan 2025.