Governance structure
The executive compensation system will be revised from fiscal 2026. Performance-linked post-delivery stock compensation (PSUs) will be introduced, and ESG metrics will be adopted in addition to financial metrics. The variable components of share price-linked cash compensation and restricted stock compensation will be discontinued, and the proportion of variable compensation in the president’s compensation will be changed from the current 60% to 70%. Share ownership guidelines and malus and clawback provisions will also be established.
| Item | Details |
|---|---|
| Committee | Compensation committee (percentage of outside members: not disclosed) |
| Changes this time | The executive compensation system will be revised from fiscal 2026. Performance-linked post-delivery stock compensation (PSUs) will be introduced, and ESG metrics will be adopted in addition to financial metrics. The variable components of share price-linked cash compensation and restricted stock compensation will be discontinued, and the proportion of variable compensation in the president’s compensation will be changed from the current 60% to 70%. Share ownership guidelines and malus and clawback provisions will also be established. |
Items this document does not state (6)
These are items the company does not state in this document. We do not leave them blank, nor fill them in from other sources or by inference.
The reasons the company gives
The company's own explanation, not something inferred from the numbers.To strengthen executives’ commitment to achieving the goals of Long-Term Management Plan 2030 and promote a management mindset centered on the two pillars of the “Shareholder Value Enhancement Strategy” and the “Social Value Enhancement Strategy.”