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 expects that senior executives, employees, subsidiaries and associated companies, suppliers, and business partners respect human rights of all stakeholders under legal and disciplinary frameworks on human rights, together with international labor standards, without discriminating due to race, nationality, ethnicity, gender, language, age, skin color, physical differences, religious beliefs, political views, education, social status, culture, tradition, union membership, gender diversity, or other human-rights related issues in order to ensure that all stakeholders’ basic rights are respected equally. All stakeholders are obligated to comply with the above-mentioned policies. Moreover, ThaiBev regularly monitors human rights risks of all business unit including direct and indirect impacts that ThaiBev contributes to or has a role in supporting. There also is an open channel for whistleblowers and complaints on matters related to human rights violations.
2. Assess actual and potential human rights impacts (Human Rights Risk Assessment)
Human rights risk assessment covers all ThaiBev business activities, with the following procedures:
1. Identify human rights issues
  • Identify human rights issues related to ThaiBev businesses
  • Identify affected stakeholders, together with vulnerable groups such as women, children, indigenous people, migrant workers, third-party contracted labors, and local communities.
2. Rank inherent risks
  • Rank human rights inherent risks (uncontrollable/unmeasurable risks) that were identified
3. Rank residual risks
  • For high inherent risks, rank residual risks, and existing risks that the company already has control measures for.
4. Prioritize risks
  • Prioritize human rights topics that are identified as high residual risks.
3. Integrated Findings and Potential Impacts
After implementing appropriate measures, ThaiBev monitors and review the outcomes to ensure continuous development and effectiveness, which is part of creating and sharing the value of growth to stakeholders.
Salient Human Rights Issues Monitored by ThaiBev in 2020
Employee Health and Safety
  • Working until phase 3 of lockdown’s ease in terms of risk for COVID-19 infection
  • Accidents from transportation such as injuries or fatalities
  • Accidents that are caused by installation or dismantling of various activities and events such as in the equipment installation process
  • Risks that impact health and safety from working at odd hours such as accidents from traveling at night
  • Accidents that might be caused by lifting items or inspecting products in customer warehouses
Prevention and Mitigation Measure
  • Check alcohol levels and readiness before transportation
  • Check drivers’ blood pressure and heart rate before driving
  • Regular vehicle conditions inspection
  • Comply with Ministry of Public Health measures
  • Prepare Personal Protective Equipment (PPE)
  • Workplace safety training such as accurate and safe work procedures and how to use protective equipment
  • COVID-19 mitigation measures such as keeping physical distance at workplace
  • COVID-19 Insurance
Community Health and Safety
  • Health and safety impacts from noise hazards from activities and events
  • Transportation accidents that may affect local community
Prevention and Mitigation Measures
  • Notify community about activities or events that will happen in advance
  • Noise control as regulated by laws and regulations
  • Avoid holding activities that might create negative impacts to communities
  • Training and emphasis on rules, regulations and procedures, together with consequences of consuming alcohol while working.
  • Knowledge sharing related to health and safety
Working Conditions
  • Categorization of employees based on different compensations
  • Potential favoritism
  • Potential sexual harassment (sales promotion officers)
Prevention and Mitigation Measures
  • Life insurance
  • Compensate leave days and/or monetary compensation for working on weekends and other holidays
  • Training and support for prevention of COVID-19, together with utilization of digital technology to prevent risks from customers visits
  • Prepare protective gear and financial assistance during COVID-19 pandemic
  • Regular inspection of transport vehicles
  • Knowledge sharing related to health and safety
Discrimination
  • Categorization of employees based on different compensations
  • Potential favoritism
  • Potential sexual harassment (sales promotion officers)
Prevention and Mitigation Measures
  • Balancing employee categories in order for everyone to be treated equally
  • Suggest communication methods (such as politeness and gestures)
  • Design proper outfits (sales promotion officers)
4. Track and Communicate Performance on Human Rights
ThaiBev is committed to tracking and assessing its impacts on human rights, and reporting in its sustainability report or ThaiBev’s website. Furthermore, ThaiBev tracks human rights violations that might occur to stakeholders through communication channels in order to mitigate adverse impacts and provide appropriate remedies to affected stakeholders. ThaiBev encourages all stakeholders to report any violations through the following communication channels.
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 realizes that its business activities may potentially cause or linked with human rights violations of stakeholders. In order to achieve the goals of this commitment, ThaiBev is determined to mitigate risks and possible violations by conducting human rights risk assessments in order to identify potential human rights violations in ThaiBev’s business activities. At the same time, ThaiBev also designates other mitigation measures with an aim to remediate human rights adverse impact that might be caused by or contributed to by ThaiBev’s business activities. Moreover, ThaiBev tracks, reports performances, and reviews human-rights-related commitments annually to maximize its efficiency in human rights management. There have been no violations in 2020. Therefore, there is no remediation.
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.
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.