SUSTAINABILITY REPORT 2020

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Human Rights
ThaiBev strictly respects human rights including those of all stakeholders and complies with national and international laws, such as the Labour Protection Act B.E. 2541, Universal Declaration of Human Rights, United Nations Guiding Principles on Business and Human Rights, and The International Labor Organization Declaration on Fundamental Principles and Rights at Work.
Additionally, ThaiBev has identified approaches for human rights management throughout the value chain, which include:
  • Respect Human Rights by treating all business units equally.
  • Proactively manage Human Rights issues through the Human Rights due diligence process.
  • Responsible and committed to instilling all parts of the organization to highly respect the human rights of all sectors, especially ThaiBev’s stakeholders, as well as to supervise all business activities from being involved in human rights violations.
  • Having an effective mechanism to remedy, correct, rehabilitate and compensate for impact of human rights violation arising from the organization’s business activities.
  • Communicate Human Rights practices to all stakeholders and provide transparent and effective channels to file complaints.
  • Provide knowledge, training, and support for employees, suppliers, and customers to strictly respect the Human Rights of all stakeholders in their businesses.
Human Rights Due Diligence Process
This program has been organized for the third year since its inception in 2017. In 2020, ThaiBev identified 3 important Human Rights risks related to the stakeholders, which include:
  • Employee health and safety
  • Employee working conditions
  • Community health and safety
The next step is to hold a meeting among all relevant parties to identify root causes to develop collaborative solutions, track success, and further communicate to those involved.

1. Policy Commitment
ThaiBev is committed to respect human rights of all stakeholders. In this connection, ThaiBev operates well in line with international human rights principles and international labor standards, including the United Nations Universal Declaration of Human Rights and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work. ThaiBev expects not only all executives and employees in business operation, including the operations of its subsidiaries, joint ventures and new business relations (i.e. mergers and acquisition), as well as suppliers and business partners to respect human rights of all stakeholders in order to ensure that the basic rights of all stakeholder groups are respected equally. In doing so, strict compliance with the contents of the Human Rights Policy by all aforementioned stakeholders is compulsory.

Key human rights aspects in the Human Rights Policy and Statement include Discrimination and Harassment, Forced Labor and Child Labor, Freedom of association, Equal Remuneration, working conditions and workplace safety and health. All mentioned aspects shall comply with laws and regulations and strive for higher standards by all ThaiBev’s stakeholders.
Implementation
Through human rights due diligence, ThaiBev consistently inspect human rights risks in all of its business activities, including direct impacts from own operations and impacts that ThaiBev may be involved in or have a role in supporting in every area of operation. ThaiBev has also established various policies and management controls to support implementation of human rights management.

Examples of such policies and management controls include:
  • Occupational Health, Safety, and Environment Policy
  • Employee Code of Conduct
  • Anti-Corruption Policy
  • Whistleblowing Policy
  • Environmental Policy
  • Risk Management Policy
  • Supplier Code of Practice
  • Investment Guideline
Furthermore, ThaiBev has tracked, monitored, and assessed its human right risks, as well as ensure its whistleblowing and complaint channels to gather issues and concerns related to human rights violations. Results gathered from these channels will be used to inform improvements, and reported in the human rights performance section of the annual sustainability report.

For further details of Human Rights policy and statements revised in 2020 please visit:
Human Rights Policy    |     Human Rights Statement
2. Assess Actual and Potential Impacts (Human Rights Risk Assessment)
The human rights risk assessment covered 100% of ThaiBev’s operational sites which were categorized by business activities:
  • Main business activities: Sourcing, Production, Distribution and Logistics, Marketing and Sales, and Post-consumption Packaging Management
  • Supporting business activity: Human Resources
Also the human rights risk assessment covered 100% of ThaiBev’s Tier 1 suppliers.

The human rights risk assessment covers actual and potential human rights issues as follows:
  • Forced labor
  • Human trafficking
  • Forced labor
  • Child labor
  • Freedom of association
  • Right to collective bargaining
  • Equal remuneration
  • Discrimination and harassment
  • Working conditions and OHS
  • Related issues

The human rights risk assessment covered employees and at-risks/ vulnerable groups. Vulnerable groups considered:
  • Women
  • Children
  • Indigenous people
  • Migrant workers
  • Third-party contracted labor
  • Local Communities
  • LGBTQI+
  • Disabled people
Human Rights Risk Assessment (Methodology)

Human Rights Issue Identification
  • Identify all relevant human rights issues to ThaiBev’s own operations, value chain, and new business relations by considering impact to business and potential rights holders effected
  • Identify affected groups of stakeholders, including vulnerable people i.e. women, children, indigenous people, migrant labour, third-party contracted labour, local communities, LGBTQI+ and disabled people


Inherent Risk Ranking
  • Ranking inherent risks (risks without controls/ measures) of identified human rights issues.


Residual Risk Ranking
  • For high inherent risk, ranking residual risks (risks with existing company’s controls/ measures)


Risk Prioritization
  • Prioritizing human rights salient issues, referring to identified human rights issues with high residual risk.


Step 1 of Methodology: Human Rights Issues Identification

Identification of relevant human rights issues, which are related to ThaiBev’s business activities and value chain, is completed through peer benchmarking of companies in a food and beverage sector, revisiting ThaiBev’s past salient human rights issues, and updating global trend of human rights including COVID-19 implication.
The scope of ThaiBev’s relevant human rights are shown below.

Human Rights Risk Mapping

Labor Rights
  • Working conditions
  • Health and safety
  • Freedom of association and collective bargaining
  • Discrimination
  • Illegal forms of labor

Community and Environmental Rights
  • Community health and safety
  • Community standard of living
  • Community access to water and sanitation
  • Land acquisition

Customer Rights
  • Consumer health and safety
  • Customer data privacy
  • Customer discrimination


Step 2 & 3 of Methodology: Risk Ranking

The assessment of human rights risk level for inherent and residual risks was conducted using Human Rights Risk Assessment Criteria to determine the significance of the human rights.
There are 2 assessment comprises of the Axis-X and the Axis-Y.
  • The Axis-X is the assessment level of Likelihood.
  • The Axis-Y is the assessment level of Severity.
Level of Likelihood and Severity can be illustrated in Human Rights Risk Matrix.
Human Rights Risk Assessment Criteria
Severity Level Scale
(Level of impact)
Scope
(Numbers of affected people)
Remediability
(Capacity in remediation)
Critical (4) Significant impact to health condition and danger to life, which can cause physical disability or fatality Impact to all stakeholders in the relevant group (e.g. all community members, all employees and all suppliers) Impossibility to remediate relevant stakeholders and/ or taking longer than 5 years to remediate (> 5 years)
High (3) Impact to health condition and safety, which can cause loss time injury Impact to most stakeholders in the relevant group Possibility to remediate relevant stakeholders by taking time around 3 - 5 years
Medium (2) Slight impact to health condition and safety, which can cause minor injury with need of medical treatment from doctor (no loss time) Impact to some stakeholders in the relevant group Possibility to remediate relevant stakeholders by taking time around 1 - 3 years
Low (1) No impact to health condition and safety – only first aid case No impact to relevant group of stakeholders Possibility to remediate relevant stakeholders by taking time less than 1 year
Likelihood Level Description
Very likely (4) Occurs all the time
Likely (3) Occurs frequently
Unlikely (2) Occurs rarely
Very unlikely (1) Almost never
Human Rights Risk Matrix


Step 4 of Methodology: Risk Prioritization

ThaiBev prioritized its human rights salient issues which are the human rights issues at risk of the most severe negative impact through ThaiBev’s activities and business relationships.
In 2020, ThaiBev has 10 following human rights salient issues.
  • Employee Health and Safety (Distribution: Logistics)
  • Working Conditions (Marketing and Sales: Event)
  • Employee Health and Safety (Marketing and Sales: Event)
  • Discrimination (Marketing and Sales: Event)
  • Community Health and Safety (Marketing and Sales: Event)
  • Community Health and Safety (Marketing and Sales: Commando)
  • Employee Health and Safety (Marketing and Sales: Sales)
  • Community Health and Safety (Marketing and Sales: Sales)
  • Employee Health and Safety (Post-consumption Packaging Management: Reuse/ Recycle)
  • Employee Health and Safety (Human Resources)
Results of Human Rights Risk Assessment

100%

  • 100% of ThaiBev operational sites were assessed human rights risk and impact

17.22%

  • 17.22% of ThaiBev operational sites have been identified to have high human rights risks level (salient issues).
  • ThaiBev has a total 10 salient human rights issues.

100%

  • 100% of ThaiBev operational sites which identified with human rights risks, have mitigation measures and remediation process implemented.
Remark:
  • 836 operational sites include ThaiBev and 217 subsidiaries and joint ventures with management control
  • 17.22% was calculated from 144 operational sites, with high human rights risks, out of total 836 sites throughout the value chain
  • Joint Ventures were assessed as part of the ThaiBev human rights assessment resulting with 7.5% of the companies have been identified to have human rights risks while 6.98% of suppliers have been identified to have human rights risks.
  • 100% of 144 operational sites with high human rights risks, have mitigation measures and remediation process implemented. Other sites with medium-to-low risks also have mitigation measures in-placed to prevent human rights risks.
3. Integrate Findings and Potential Impacts
Once the human rights risks and impacts have been assessed, ThaiBev will ensure its management measures, particularly measures for salient issues which have high level of risks. When these management measures have been implemented, ThaiBev will further monitor and review the performance with a view to ensuring continuous development for maximum efficiency.
In 2020, ThaiBev has 10 following human rights salient issues.
  • Employee Health and Safety (Distribution: Logistics)
  • Working Conditions (Marketing and Sales: Event)
  • Employee Health and Safety (Marketing and Sales: Event)
  • Discrimination (Marketing and Sales: Event)
  • Community Health and Safety (Marketing and Sales: Event)
  • Community Health and Safety (Marketing and Sales: Commando)
  • Employee Health and Safety (Marketing and Sales: Sales)
  • Community Health and Safety (Marketing and Sales: Sales)
  • Employee Health and Safety (Post-consumption Packaging Management: Reuse/ Recycle)
  • Employee Health and Safety (Human Resources)
2020 Human Rights Salient Issues
(1) Employee Health and Safety (Distribution: Logistics)
Human Rights Issues
Distribution: Logistics
  • Transportation accidents (i.e. injury, death)
  • Drop object
  • Spread of COVID-19 pandemic/ risk of infection
Mitigation Measure
Distribution: Logistics
  • Testing workers’ level of alcohol and readiness before transporting
  • Checking level of pressures and heart rate of drivers before driving
  • TOMS application
  • Regular maintenance of transportation vehicle
  • Intensive refreshing training on safe transportation
  • Oversight by safety officer
  • COVID-19 testing for all employees
  • Provide COVID-19 protective measures e.g. mask, alcohol gels to employees
2020 Human Rights Salient Issues
(2) Working Conditions (Marketing and Sales: Event)
Human Rights Issues
Marketing and Sales: Event
  • Working until late night to prepare event
  • Working during weekends and holidays
  • Insufficient sleep
  • Drinking alcohol during working
  • Spread of COVID-19 pandemic/ risk of infection, especially in large gatherings events
Marketing and Sales: Event (PG)
  • Working during late night
Mitigation Measure
Marketing and Sales: Event
  • Life insurance
  • Welfare (i.e. expense and accommodation)
  • Compensation for working during weekends and holidays
  • Penalty for drinking alcohol during working
  • Follow strict regulations from government sectors relating to COVID-19
Marketing and Sales: Event (PG)
  • Increasing commission payment
  • Social security
  • Financial supports during COVID-19
2020 Human Rights Salient Issues
(3) Employee Health and Safety (Marketing and Sales: Event)
Human Rights Issues
Marketing and Sales: Event
  • Spread of COVID-19 pandemic/ risk of infection, especially in large gathering events
  • Potential transportation accident Potential accident during installation and decommissioning of event (i.e. installing equipment)
  • Packing and decommissioning event equipment at late night
Marketing and Sales: Event (PG)
  • Risk of impact on health and safety from working at late night
Mitigation Measure
Marketing and Sales: Event
  • Compliance with Ministry of Public Health
  • Preparation of PPE and safety equipment, and safety training
  • Mitigation measures for COVID-19
  • Requirement to equip PPE
Marketing and Sales: Event (PG)
  • Safety manual and training program
  • Mitigation measures for COVID-19
  • COVID insurance
  • Training (i.e. defensive method during working with customer)
2020 Human Rights Salient Issues
(4) Discrimination (Marketing and Sales: Event)
Human Rights Issues
Marketing and Sales: Event
  • Category of workers, which differentiate payment that they receive
  • Potential discrimination
  • Potential sexual harassment
  • Spread of COVID-19 pandemic/ risk of infection, especially in large gathering events
Mitigation Measure
Marketing and Sales: Event
  • Balancing category of workers to ensure that all workers receive equal treatment
  • Problem-solving manual
  • Suggested communication method (i.e. politeness, gesture)
  • Running simulation to provide recommendations
  • Designing appropriate outfit
  • Check-in/out app for COVID-19 monitoring to all employees
2020 Human Rights Salient Issues
(5) Community Health and Safety (Marketing and Sales: Event)
Human Rights Issues
Marketing and Sales: Event
  • Impacts toward health and safety from noise during event
  • Spread of COVID-19 pandemic/ risk of infection to community members, especially in large gatherings events.
Mitigation Measure
Marketing and Sales: Event
  • Compliance with event-related law
  • Informing local communities about event before starting
  • Noise control, complying with law and regulation
  • Avoiding conducting event in the location, where event could negatively affect local people
  • Proposing and convincing customer to select location of event without causing negative impact to local community e.g. cause high risk of COVID-19
2020 Human Rights Salient Issues
(6) Community Health and Safety (Marketing and Sales: Commando)
Human Rights Issues
Marketing and Sales: Commando
  • Spread of COVID-19 pandemic to community members (i.e. employee may be infected by the virus)
  • Road accident during routine sales
Mitigation Measure
Marketing and Sales: Commando
  • Vehicle inspection and safety regulation for safe driving
  • Penalty for drinking alcohol while working
  • Reduce activities based on spread of COVID-19 risk level
  • COVID-19 mitigation measures e.g. provision of protective mask, alcohol gels
  • COVID-19 testing for employees at high risk
  • Provide financial support to suppliers to reduce spread of virus to communities
  • COVID-19 risk assessment for suppliers
2020 Human Rights Salient Issues
(7) Employee Health and Safety (Marketing and Sales: Sales)
Human Rights Issues
Marketing and Sales: Sales
  • Accidents during work (i.e. injury)
  • Spread of COVID-19 pandemic/ risk of infection
  • Potential accidents during lifting item to shelf, and checking stock of customer’s item
  • Spread of COVID-19 pandemic/ risk of infection
Mitigation Measure
Marketing and Sales: Sales
  • Group insurance
  • Health and safety training program
  • Identifying the most convenient route for commuting
  • Preparation of face shield, gloves, hygienic mask
  • Communication on health and safety
  • COVID-19 mitigation measures
2020 Human Rights Salient Issues
(8) Community Health and Safety (Marketing and Sales: Sales)
Human Rights Issues
Marketing and Sales: Routine Sales
  • Transportation accident that affects local people
  • Spread of COVID-19 pandemic/ risk of infection to community members (e.g. employee infected by the virus)
Mitigation Measure
Marketing and Sales: Routine Sales
  • Regular maintenance and monitoring of vehicle condition
  • Ensuring that vehicle is ready to use
  • Penalty for drinking alcohol during working
  • Sharing knowledge on health and safety
  • COVID-19 mitigation measures to minimize risk for local communities
2020 Human Rights Salient Issues
(9) Employee Health and Safety (Post-consumption Packaging Management: Reuse/ Recycle)
Human Rights Issues
Post-consumption Packaging Management: Reuse/ Recycle
  • Accident during working (i.e. wound by piece of glass)
  • Drop object
  • Spread of COVID-19 virus/ risk of infection
Mitigation Measure
Post-consumption Packaging Management: Reuse/ Recycle
  • First aid kit and PPE equipment
  • Morning safety talk
  • Accident reporting procedure
  • Informing recently occurred accidents to employee
  • Safety officer
  • Safety training
  • Assign manager and all employees need approval from manager before coming to work in high risk areas
  • Management conduct site-audit every 2 months
  • COVID-19 mitigation measures
2020 Human Rights Salient Issues
(10) Employee Health and Safety (Human Resources)
Human Rights Issues
Human Resources
  • Accident during working (i.e. falling from height)
  • Spread of COVID-19 virus, risk of infection
Mitigation Measure
Human Resources
  • Ensure organization in office with lower shelves office so not to put employee at risk of falling from height
  • Penalty for not following work regulation/ employees’ code of conduct
  • Safety training
  • Safety manual
  • Safety equipment/ PPEs e.g. safety belts
  • Social distancing and COVID-19 mitigation measures
4. Track and Communicate Performance
ThaiBev is committed to conduct a regular review of human rights due diligence, as well as to report its human rights performances on annual basis through the annual sustainability report or ThaiBev website. ThaiBev will track violation of human rights that stakeholders may experience from communication channel. Therefore, in order to mitigate adverse impacts and to provide appropriate remedies to affected stakeholders, all stakeholders are encouraged to report such violation through communication channel given below.
Communication Channel
Thai Beverage Public Company Limited
14 Vibhavadi Rangsit Road, Chomphon,
Chatuchak, Bangkok 10900
Telephone 02 785 5555
Fax: 02 785 5882
http://www.thaibev.com
5. Remediate Adverse Impacts
ThaiBev realized that its business activities may potentially cause/ contribute or have linkage with human rights violation of relevant stakeholders. ThaiBev is thus committed and strived to mitigate such potential risks and violation. To ensure fulfillment of such commitment, human rights risk assessment will be conducted within appropriate timeframe to identify situation of human rights violations in ThaiBev’s operational sites. Additional mitigation measures will be therefore established with objectives to remediate and reduce possibility of human right violations, which may be caused or endorsed by ThaiBev’s business activities. In addition, monitoring, reporting of performance and reviewing of policy commitment regarding to human rights will be annually conducted in order to maximize effectiveness of ThaiBev’s human rights management.

In 2020, there was no human rights violation case. Therefore, there was no remediation measure taken.
Projects to Support Human Rights Policies
1. Employee Wellness Team
ThaiBev formed Employee Health Management Working Group within the Human Capital Unit with the goal to make ThaiBev a happy workplace. This working group oversees the work space to ensure that suitability for employees per relevant laws as well as monitoring employee-related human rights risks. For instance, promote employees’ well-being through activities such as training on stress management and virtual run.

In 2020, the working group, human capital unit, and relevant business units helped employees to prevent COVID-19 infections by distributing masks and alcohol gel and facilitating other assistance for employees
2. Global Summit of Women 2020
ThaiBev donated 100,000 US dollars in support to the Global Summit of Women 2020 as Thailand was honored to host the summit under the theme: “Women Revolutionizing Economies.” This summit brought together talented businesswomen from more than 70 countries to discuss interesting topics, and share experiences and perspectives toward work and female leadership. This international summit links businesspersons, professionals, and management executives from public, private, and social sectors to build a collaboration network and share experiences to expand business opportunities and promote sustainable global economic development. This year celebrates the 30th anniversary of the summit. It is an opportune moment to reinforce Thailand’s positive image on the global stage and highlight Thailand’s recognition of female roles in its business sectors, as they are a major force in mobilizing economic and social development, both at national and international levels.
Freedom of association

ThaiBev employees are covered by Welfare Committees in which committee members are elected from the employee body to represent themselves in negotiations with the company. Welfare Committees are set up at all major operations across the country and covers all of ThaiBev business units. The Committee has a role to provide advice and welfare management, results in strengthened relationships and understanding between the Company and its employees, this will provide motivation and encouragement for their work. It serves as a guideline for continuous improvement of welfare, enabling the Company and employees to discuss openly and sincerely.
Moving Forward
  • Initiate Human Rights Due Diligence Process by conducting annual examinations
  • Establish an Employee Wellness Team as an important channel to receive complaints from employees whose human rights are violated
  • Review human rights policy with a determination to in pursuant to relevant laws and regulations as well as setting higher standards
  • ThaiBev plans to create knowledge and understanding about Human Rights by communicating and providing ongoing trainings and workshops for its employees both in Thailand and overseas, as well as for its contractors and suppliers. The company organizes annual training on Human Rights topics in its new employee orientation program.
  • Improve the three human rights risk issues identified in the Human Rights Due Diligence Process in 2019, which are employee health and safety, employee working conditions, and community health and safety. employee working conditions, and community health and safety. In addition, ThaiBev is committed to preventing risks that may occur in the future by implementing measures to ensure safety, occupational health in the work environment, and the wellbeing of employees in all regions continuously and extensively. It will also organize safety activities for employees throughout the ThaiBev Group, as well as a project to develop paramedics and rescue experts at operation sites and communities surrounding factories.
  • ThaiBev performs on-site risk assessment, including for Human Rights issues, for all of its critical tier 1 suppliers. The company also collaborates with these key suppliers to mitigate Human Rights risks that could arise from its non-tier 1 suppliers.
Insight

Primit Sida
Position: Hot Kitchen / Cold Kitchen
OISHI Restaurant
Receiving an opportunity to work for OISHI has made me happy in every aspect. It has been 8 years that I am part of OISHI family. I am very proud and have never felt uncomfortable or inferior, even though I have physical limitation. Since the beginning, I was trained on various duties and received opportunity to increase my capability. The job has helped me sustain good living condition, able to send money to my family in the province, and funded two of my children’s education until graduation. I would like to share the happiness that I received to the customers who came into our restaurant.