ThaiBev expects all executives and employees in its businesses, including those in its subsidiaries, joint ventures, and new business relations (i.e. through mergers and acquisitions), as well as in its suppliers and business partners, to respect the human rights of all stakeholders
to ensure that all are respected equally. In doing so, strict compliance with the company’s Human Rights Policy is compulsory for all stakeholders.
Key human rights aspects covered in the company’s Human Rights Policy and Statement include human trafficking, discrimination and harassment, forced labor and child labor, freedom of association, rights to collective bargaining, equal remuneration, working conditions, and workplace safety and health. ThaiBev expects all suppliers (including Tier 1 suppliers and non-Tier 1 suppliers)
and business partners to comply with these aspects and satisfy them to the highest possible standards.
To ensure supplier compliance, the human rights aspects mentioned above are covered in ThaiBev’s Supplier and Business Partner Code of Practice which has been
developed in accordance with relevant national laws and regulations. All suppliers have to sign and agree to the Supplier and Business Partner Code of Practice. Refusing or failing to follow the code will result in rejection/elimination as a vendor/supplier to ThaiBev.
ThaiBev is dedicated to fostering a workplace where all employees feel valued and respected, embracing diversity, equity, and inclusion (DE&I). We strive to cultivate an environment where everyone has equal opportunities to thrive and succeed, and we firmly prohibit discrimination
of any kind. We recognize that a diverse and inclusive workforce is crucial to our success. By embracing diversity, equity, and inclusion, we can enhance employee
engagement, retention, and overall organizational performance.
In order to foster human rights practice, ThaiBev has established welfare committees as a means to support the rights to freedom of association, and to receive employee grievances. The company also organizes training sessions to communicate the committees’ roles on labor rights and welfare.
This program was initiated in 2017. Its objective is to identify, prevent, and mitigate adverse human rights impacts that arise from ThaiBev’s business activities throughout the value chain, as well as to identify and assess how ThaiBev addresses those impacts and provides remedies for affected stakeholders. The UN Guiding Principles on Business and Human Rights are the foundation
of ThaiBev’s human rights due diligence process.
The human rights risk assessment covers 100% of
ThaiBev’s operational sites, which are categorized by business activity:
- Main business activities: Sourcing, Production,
Distribution and Logistics, Marketing and Sales,
and Post-consumption Packaging Management
- Supporting business activities such as Human Resources
The assessment also covers 100% of ThaiBev’s Tier 1 suppliers and joint ventures without management control.
ThaiBev has identified human rights issues covering its own operations, its Tier 1 suppliers, and its business relations (i.e., joint ventures). If there is a case of merger and acquisition in the future, an assessment will be conducted to identify any potential human rights issues.
The human rights risk assessment covers actual and potential human rights issues as follows:
- Forced labor
- Human trafficking
- Child labor
- Freedom of association
- Rights to collective bargaining
- Equal remuneration
- Discrimination and harassment
- Working conditions and OHS
- Related issues
The human rights risk assessment also covers at-risk/vulnerable groups. Vulnerable groups include:
- Women
- Children
- Indigenous people
- Migrant workers
- Third-party employees
- Local communities
- LGBTQI+
- People with disabilities
ThaiBev has identified the key ESG issues in supply chain management based on ThaiBev’s material issues, industry-
specific ESG risks, and the indicators from recognized ESG standards with human rights as one of the key issues. The material issues were then embedded as part of supplier screening, supplier assessment, and supplier development processes. ThaiBev has screened 100% of its active Tier 1 suppliers, using human rights as one of the screening criteria. ThaiBev has been able to collaborate with high-risk suppliers to implement corrective actions, by outlining details of the key areas for improvement from the supplier assessment results. Suppliers have also been included in the scope of ThaiBev’s human rights due diligence program.
In addition, ThaiBev’s Supplier and Business Partner
Code of Practice also address human rights issues,
in accordance with ThaiBev’s Human Rights Policy and Non-Discrimination and Anti-Harassment Policy.
In 2023, ThaiBev assessed the human rights risks related
to its value chains and rights holders. Three salient human rights issues were identified:
- Employee health and safety
- Supplier/contractor health and safety
- Community standard of living
- Work-related accidents (e.g. injury from machinery and equipment, falling from a height)
- Non-compliance with safety measures (e.g. not putting on PPE)
- Accident when using machinery which could lead to permanent disabilities or loss of life
- Working environment that may cause discomfort to employees, suppliers and contractors such as brightness, noise, chemicals, and ventilation
- Transportation accidents (e.g. road accident and falling off a vehicle)
- Right to life
- Right to enjoy just and favorable
conditions of work
- Right to an adequate standard of living
- Right to health
- Women, migrant workers, LGBTQI+, people with disabilities, and
(for suppliers/contractors) third-party employees
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- Commitment in the Human Rights Policy to observe high standards of safety, occupational health and working environment to prevent work-related accidents, injuries and illnesses, in accordance with the standards imposed by health and safety certifications
(e.g. OHSAS 18001 and ISO 45001)
- Establishment of the Occupational Health and Safety Policy
- Analysis and mitigation of risks
including Job Safety Analysis (JSA), Safety Standard Operation Procedure (SSOP)
- Strict management of employees to comply with safety measures including alcohol tests, vehicles maintenance,
and speed-limit monitoring via
TOMs app
- Provision of PPE, safety manuals and training, for employees working in
operations such as forklift driving
- Establishment of safety clinics with
volunteer teams to create a safety culture
- For employees: Conduct of monthly meetings to determine safety activities
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- Road accidents from transportation of materials or employees can impact communities’ health
- Increase in traffic jams
- Noise and smell might cause
disturbance to local communities
- Air pollution or waste pollution from factories/operations can impact
communities’ quality of life
- Contamination of natural resources (from wastewater released or from waste disposal) may affect community members’ ability to make a living, in turn affecting their incomes and living standards (e.g. making fish unavailable for fishermen to catch and sell)
- Right to life
- Right to an adequate standard of living
- Right to health
- Women, children, indigenous people, migrant workers, LGBTQI+, people with disabilities
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- Commitment in the Human Rights
Policy to implement community
development projects and social
enterprises to improve local
communities’ quality of life
- Business practices to follow
international standards such as
ISO 14001, ISO 45001, and ISO 50001
- Promotion of road-safety discipline among employees by organizing
training and other activities
- Accident investigation to avoid traffic jams in the community
- Conduct of community survey to listen to the community’s opinions, which can help to prevent human rights violations
- Commitment to zero emissions through waste management under the 3Rs
principle (Reduce, Reuse, Recycle)
- Establishment of the company’s
environmental governance
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ThaiBev is committed to conducting a regular review of human rights due diligence, as well as reporting its human rights performance on a yearly basis through the annual sustainability report or ThaiBev website.
All stakeholders are encouraged to report any human rights violations via telephone at 027855555 or through
our website’s Contact Us section located at
https://www.thaibev.com The company will track
these communications and has put in place plans for
any necessary mitigation and remedial actions to tackle the issues raised.
In 2023, ThaiBev had two reported cases of harassment with one being verbal and the other involving verbal and physical contact. A disciplinary committee was quickly formed to investigate the incidents under the company’s established guidelines and regulations. The committee uncovered evidence of physical contact or stalking
in multiple locations, causing the victims discomfort
and distress. Consequently, the disciplinary committee proposed a formal warning, with the possibility of
termination if such behavior recurs. To support the victims’ recovery and well-being, ThaiBev implemented a range
of remedial measures. These included relocating the victims to a different workplace, providing access to a hotline for ongoing support, conducting regular follow-up calls via phone and online platforms, and offering access to psychiatric evaluations and anti-anxiety medication when necessary.
100%
of ThaiBev operational sites (a total of 963 sites)
have been assessed for human rights risks and
impacts including subsidiaries and joint ventures
(with management control).
16.41%
of the operational sites (158 out of 963 sites)
were identified as having a high human rights risk level (salient issues), down from 20.83% in 2022.
100%
of the operational sites identified with a high human rights risk level (158 sites)
have had mitigation measures and remediation processes implemented. Additionally, the company has mitigation measures in place and keeps monitoring risk at all operational sites.
0%
of ThaiBev joint ventures (0 out of 8 joint ventures)
have been identified as having a high human rights risk level (salient issues). Nonetheless, the company has
mitigation measures in place and keeps monitoring risk
at all joint ventures.
100%
of new employees have received human rights trainingM
and 100% of participants passed an examination set by their own organization.
ThaiBev has implemented various initiatives to foster
an inclusive environment where employees from all backgrounds can thrive and contribute their unique talents. It has consistently demonstrated a profound commitment to social responsibility through its unwavering support for the Fund for Empowerment
of Persons with Disabilities since 2007. In 2023,
the company has contributed over 53 million Baht
to the fund, directly impacting the lives of over 400 individuals with disabilities.
Additionally, ThaiBev actively fosters social inclusion through initiatives such as the “Massage to Change Lives 2 Plus” project. This initiative employs ten blind masseurs to provide relaxation massages to employees at various locations, addressing two key objectives:
- Reduction of Social Inequality: By providing
meaningful and sustainable employment
opportunities for individuals with disabilities, ThaiBev empowers them to achieve self-reliance
and participate meaningfully in society.
- Enhancement of Employee Well-being: Employees benefit from reduced stress and alleviation of office syndrome symptoms through the weekly massages.
These initiatives have been recognized and lauded
by the Social Innovation Foundation and its partners. Since 2020, the company has been recognized at their annual ceremony, receiving prestigious plaques and certificates of merit for our efforts.
Our dedication to DE&I is further reflected in the
consistently high employee engagement scores in
this dimension. In 2023, 80% of employees agreed
that the company values diversity in the workplace, encompassing age, gender, ethnicity, language, education, qualifications, and perspectives. This score
is the third highest out of 16 dimensions that are surveyed every year.
Furthermore, when analyzing scores across different groups, including gender, generation, and employee level, there is remarkable consistency, with all scores being consistently around 80%. This indicates that employees from diverse backgrounds within the company share a common perception of the company’s dedication to embracing diversity.
ThaiBev’s commitment to DE&I is evident in its ongoing initiatives, dedicated resources, and positive impact
on both its employees and the communities it serves.
The company continues to strive towards an even more inclusive and diverse environment where everyone feels valued and empowered to contribute their unique talents.
In 2023, ThaiBev demonstrated its commitment to human rights by conducting comprehensive training sessions
for key stakeholders, including senior management, representative from relevant department, and representatives
from the Human Capital departments and other relevant functions. These sessions, catering to both local and international audiences from Thailand, Vietnam, Myanmar, and Scotland totaling approximately 100 attendees,
had the objectives to:
- Update knowledge on human rights issues and industry best practices.
- Build a foundational understanding of business and
human rights.
- Raise awareness of potential human rights issues,
including DE&I.
- Deepen understanding of human rights due diligence within ThaiBev’s operations.
- Ensure ThaiBev’s activities contribute positively to
human rights.
This initiative reflects ThaiBev’s dedication to responsible business practices and safeguarding human rights throughout its value chain.
To promote the right to an adequate standard of living
in neighboring communities surrounding its operational sites, ThaiBev organized a series of volunteer activities
throughout 2023. These initiatives served as a testament
to the company’s unwavering commitment to enhancing
the well-being of community members and fostering sustainable practices.
In Surat Thani Province, ThaiBev organized a volunteer activity called “Planting Forests for a Sustainable
Environment.” This initiative brought together a diverse group of participants, including volunteer colleagues from various internal companies, students from a local school, and representatives from government agencies.
The activity aimed to increase green areas by planting various tree species and to instill care for limited forest resources. Through hands-on participation, the volunteers gained a deeper appreciation for the importance of protecting our precious forests.
On the same day, ThaiBev also organized a another volunteer project in Pattani Province. This project focused on planting mangroves, which are vital for protecting aquatic and forest species. By strengthening the mangrove ecosystem, the volunteers helped to foster environmental sustainability in this important region.
In Nakhon Pathom Province, the volunteer activity took place in a local school where ThaiBev worked closely with the staff and students to establish a meshed greenhouse and vegetable garden. The produce cultivated in this sustainable garden will be utilized as ingredients for school lunches, and any surplus will be sold to generate revenue for further school development initiatives.
In Wat Kho Non Maha Sawat community in Nonthaburi Province, ThaiBev has partnered with local residents and government representatives to establish a new waste collection and storage facility. This initiative aims to help improve the quality of life for local residents by addressing the issue of waste pollution. In addition, ThaiBev also organized a workshop to promote sustainable waste management practices and empower the community towards financial independence. The workshop covered topics such as waste sorting techniques and the creation
of brooms and trash cans from recycled plastic bottles.
100% of 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 cover all of ThaiBev business units. The committees have a role to provide advice and welfare management, resulting in strengthened relationships and understanding between the company and its employees. This platform provides motivation and encouragement
in their work. It serves as a guideline for continuous improvement of welfare, enabling the company and employees to discuss matters openly and sincerely.
