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HUMAN RIGHTS
ThaiBev recognizes the critical role that corporations play in safeguarding human rights, given their involvement in human rights risks across the entire value chain, affecting all stakeholders. Mismanagement of human rights can result in significant harm, depriving impacted stakeholders of basic necessities, exacerbating societal inequalities, and eroding trust in the company and its reputation. At ThaiBev, we are unwavering in our commitment to protect human rights, both within our organization and for all stakeholders involved.

We rigorously adhere to national and international laws, regulations, and guiding principles, such as Thailand’s Labour Protection Act (1998), the Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work.

The company is committed to setting the standard as a leader in best practices by proactively preventing and mitigating human rights risks that impact stakeholders and working environments. We are dedicated to upholding strict compliance with our company’s Human Rights Policy. Additionally, ThaiBev places particular emphasis on the intersection of human rights and climate resilience. We firmly believe that constructive engagement with stakeholders can foster partnerships that contribute to the development of a more climate-resilient society.
Human Rights Related Progress
ThaiBev 2024 Human Rights Due Diligence

The objective of human rights due diligence is to identify, prevent, mitigate adverse human rights impacts that occur from ThaiBev’s business activities throughout value chain, as well as to identify and assess how ThaiBev addresses those impacts and remedies affected stakeholders.

UN Guiding Principles on Business and Human Rights (UNGP) is foundation of ThaiBev’s human rights due diligence process.

This due diligence program has been organized annually since its inception in 2016.
Policy Commitment
ThaiBev is committed to respecting the human rights of all stakeholders. As such, the company operates in line with international human rights principles and labour standards, including the United Nations Universal Declaration of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. ThaiBev expects all Directors, 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 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 discrimination and harassment, forced labour and child labour, freedom of association, rights to collective bargaining, equal remuneration, working conditions, and workplace safety and health. All ThaiBev stakeholders must comply with these aspects according to laws and regulations and aim to satisfy them with the highest possible standards.
Assess Actual and Potential Impacts
(Human Rights Risk Assessment)
The human rights risk assessment covered 100% of ThaiBev’s operational sites (in Thailand and Overseas) 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
Additionally, the human rights risk assessment covered 100% of ThaiBev’s Tier 1 suppliers and Joint Ventures without management control.
The human rights risk assessment covered actual and potential human rights issues as follows:
  • Forced labour
  • Human trafficking
  • Child labour
  • Freedom of association
  • Right to collective bargaining
  • Equal remuneration
  • Discrimination and harassment
  • Working conditions and Occupational Health and Safety
  • Related issues (e.g. Data Privacy, Land acquisition and Forced Re-Settlement, Customer Heath and Safety)
The human rights risk assessment covered employees and at-risks/ vulnerable groups.
Vulnerable groups considered include:
  • Women
  • Children
  • Indigenous people
  • Migrant workers
  • Third-party employees
  • Local Communities
  • LGBTQI+
  • People with disabilities
Human Rights Risk Assessment (Methodology)
1
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 employee, local communities, LGBTQI+ and people with disabilities
2
Inherent Risk Ranking
  • Ranking inherent risks (risks without controls/ measures) of identified human rights issues.
3
Residual Risk Ranking
  • For high inherent risk, ranking residual risks (risks with existing company’s controls/ measures)
4
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 own operations throughout its business activities, its value chains and its business relations (i.e., joint ventures), 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. The scope of ThaiBev’s relevant human rights are shown below.
Methods for Human Rights Issues Identification
Internal Source
  • Grievance mechanism
  • Whistleblowing channels
  • Company’s communication channel, where stakeholders/ rights holders are allowed to express or report
External Source
Country Level
  • External reports
  • News
  • Social Media
Industry Level
  • Disclosure of peers in the industry (i.e. Sustainability Report, Integrated Report, Website)

Labour/ Employee Rights
  • Working condition
  • Occupational health and safety
  • Freedom of association and right to collective bargaining
  • Discrimination and harassment
  • Illegal forms of labour

Community and Environmental Rights
  • Health and safety
  • Standard of living (Water and sanitation)
  • Land acquisition and forced re-settlement
  • Security forces

Supplier and Contractor Rights
  • Working condition
  • Occupational health and safety
  • Discrimination and harassment
  • Vendor discrimination

Customer Rights
  • Health and safety
  • Data privacy
  • Discrimination and harassment
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.
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 (Salient issue) through ThaiBev’s activities and business relationships. Issues ranked at “High Risk” are considered salient human rights issues.
High: Stop immediately. Risk is too high and not acceptable
Medium: Requires attention to reduce the rating and regular ongoing monitoring
Low: Continue with existing control; however, monitor for changes
Results of Human Rights Risk Assessment
100%
  • 100% of ThaiBev operational sites (total of 1,042 sites) were assessed human rights risk and impact.
  • ThaiBev operational sites consist of subsidiaries and joint ventures (with management control).
5.67%
  • 5.76% of ThaiBev operational sites (60 out of 1,042 sites) have been identified to have high human rights risks level (salient issues).
  • ThaiBev has a total of two salient human rights issues, including:
    • Employee occupational health and safety
    • Supplier/contractor occupational health and safety
100%
  • 100% of ThaiBev operational sites (60 out of 60 sites identified with high human rights risks) which identified with human rights risks, have mitigation measures and remediation process implemented.
  • However, the company has mitigation measures and keeps monitoring risk that may occur to prevent human rights violation to all operational sites.
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 2024, ThaiBev has 2 following human rights salient issues.

2024 Human Rights Salient Issues
(1) Employee Occupational Health and Safety
Risks at operational site throughout business activities
  • Production: Spirit/ Bottling facility (6 operational sites overseas)
  • Marketing and Sales: Sales (21 operational sites in Thailand)
  • Post-consumption Packaging Management: Reuse/ Recycle (32 operational sites in Thailand)
  • Human Resources (1 operational site in Thailand)
Potential Human Rights Issues
  • Accident when using machinery which could lead to permanent disabilities or loss of life
  • Falls from elevated work areas which pose a significant risk of severe injuries (e.g. falling off vehicles)
  • Warehouse accidents (e.g. load-handling accidents)
  • Office injuries (e.g. slips, falls, or collisions with objects)
  • Transportation accidents (e.g. road accidents, vehicle condition unfit for operation)
Regarding these potential human rights issues, they may violate the rights of employee on occupational health and safety, which include:
  • Right to life
  • Right to enjoy just and favorable conditions of work
  • Right to an adequate standard of living
  • Right to health
Ref: UDHR
Mitigation Measure
ThaiBev has taken steps to implement measures to manage and minimize risks associated with health and safety issues. These measures are aimed at safeguarding the rights of employee who are involved in operations.
Policies, Systems, and Approaches
  • ThaiBev’s Human Rights Policy which prioritizes high standards of safety, occupational health and working environment in accordance with applicable laws and certifications (e.g. OHSAS 18001 and ISO 45001).
  • Establishment of occupational health and safety policy and Key Performance Indicators (KPIs) to promote safety awareness, create engagement, and compliance with laws, regulations, and operational approach, including penalties for violations of safety requirements.
Operational Protocols and Implementation
  • Following safety procedures in order to analyze and mitigate risks including Job Safety Analysis (JSA), Safety Standard Operation Procedure (SSOP).
  • Supervisors' strict management of employees' compliance with safety measures in the work area, including testing workers' alcohol levels, conducting driver health checkups before transportation, regular maintenance of transportation vehicles, and monitoring speed limits through the TOMS application.
  • Periodic onsite safety inspections at all facilities by the corporate safety team.
  • Provision of PPEs, safety manuals, and intensive refreshing safety training for employees working in the operation such as machine safety training, safety driving training, as well as safety equipment to prevent traffic accidents, ensure safety at heights, and when working with machinery.
  • Audits for health and safety incidents to identify root causes and mitigation measures.
  • The series of integrated actions are organized to prepare responses to emergency situations: emergency plans for explosions, chemical leak, fire evacuation drills.
  • Representatives from management and employees attend monthly safety meetings in each area to discuss safety activities, handle complaints or suggestions, and determine corrective measures.
  • Establishing safety clinics with volunteer teams to create a safety culture. There are various channels for OHS communication through the complaints system, including documents, phone calls, e-mails, LINE application, and a special channel for employees to report urgent health issues while on duty.
Additional Measures
  • Compliance with Ministry Regulation B.E. 2564 for working at height, ensuring safety standards in hazardous areas prone to falls and slides, including risk assessment, provision of safety manuals, adjustment of methods, and providing suitable PPEs. (Post-consumption Packaging Management, Thailand)
  • Transportation arrangements to pick up employees who are unable to drive back can be requested through a supervisor, with reimbursement provided by the company. (Marketing and Sales, Thailand)
  • Developing safe load handling procedures and conducting safety training for safe load handling. (Marketing and Sales, Thailand)
  • Renovating and improving high-risk areas of the workplace, such as adding warning signs and introducing additional safety equipment and securing hazardous machine components with guards for safety. (Post-consumption Packaging Management, Thailand) (Human Resource, Thailand) (Production, Scotland)
Vulnerable Groups Women, Migrant workers, Third-party employees, LGBTQI+, People with disabilities
(2) : Supplier/Contractor Occupational Health and Safety
Risks at operational site throughout business activities
  • Production: Spirit/ Bottling facility (6 operational sites overseas)
  • Marketing and Sales: Sales (21 operational sites in Thailand)
Potential Human Rights Issues
  • Warehouse accidents (e.g., load-handling accidents)
  • Transportation accidents (e.g. road accidents, vehicle condition unfit for operation, falling off vehicles)
Regarding these potential human rights issues, they may violate the rights of supplier and contractor on occupational health and safety, which include:
  • Right to life
  • Right to enjoy just and favorable conditions of work
  • Right to an adequate standard of living
  • Right to health
Mitigation Measure
ThaiBev has taken steps to implement measures to manage and minimize risks associated with health and safety issues. These measures are aimed at safeguarding the rights of employee who are involved in operations.
Policies, Systems, and Approaches
  • ThaiBev’s Human Rights Policy which prioritizes high standards of safety, occupational health and working environment in accordance with applicable laws and certifications (e.g. OHSAS 18001 and ISO 45001).
  • Procurement standards that evaluate suppliers' compliance with ThaiBev's occupational health and safety criteria as outlined in its "Business Ethics of Thai Beverage Group" and "Supplier’s Code of Practice.“
  • Establishment of occupational health and safety policy to promote safety awareness, create engagement, enforce all suppliers to comply with laws, regulations, and operational approach.
Operational Protocols and Implementation
  • Safety procedures in order to analyze and mitigate risks including Job Safety Analysis (JSA), Safety Standard Operation Procedure (SSOP).
  • Supervisors' strict enforcement of safety measures among suppliers/contractors in the work area, including testing workers' alcohol levels, conducting driver health checkups before transportation, regular maintenance of transportation vehicles, and monitoring speed limits through the TOMS application.
  • Periodic onsite safety inspections at all facilities by the corporate safety team
  • Suppliers are required to provide PPEs, safety manuals, and intensive refreshing safety training for their employees working in the operation such as machine safety training, safety driving training, as well as safety equipment to prevent traffic accidents, ensure safety at heights, and when working with machinery.
  • The series of integrated actions are organized to prepare responses to emergency situations: emergency plans for explosions, chemical leak, fire evacuation drills.
  • Establishing safety clinics with volunteer teams to create a safety culture. There are various channels for OHS communication through the complaints system, including documents, phone calls, e-mails, LINE application, and a special channel for employees to report urgent health issues while on duty.
Additional Measures
  • Transportation arrangements to pick up employees who are unable to drive back can be requested through a supervisor, with reimbursement provided by the company. (Marketing and Sales, Thailand)
  • Developing safe load handling procedures and conducting safety training for safe load handling. (Marketing and Sales, Thailand)
  • Renovating and improving high-risk areas of the workplace, such as adding warning signs and introducing additional safety equipment and securing hazardous machine components with guards for safety. (Production, Scotland)
Vulnerable Groups Women, Migrant workers, Third-party employees, LGBTQI+, People with disabilities
Results of Human Rights Risk Assessment
2024 ThaiBev Human Rights Risk Assessment Results
JVs without management control
100%
  • 100% of ThaiBev joint ventures (total of 8 joint ventures) were assessed human rights risk and impact
0%
  • 0% of ThaiBev joint ventures (0 out of 8 joint ventures) have been identified as having high human rights risk levels (salient issues) in joint ventures.
0%
  • 0% of ThaiBev joint ventures (0 out of 8 joint ventures) have been identified as having high human rights risk levels, and therefore no mitigation actions were taken.
  • However, the company has mitigation measures in place and continuously monitors risks to prevent human rights violations in all joint ventures.
ThaiBev has informed its joint ventures about the importance of upholding human rights for all rights holders and complying with ThaiBev’s human rights commitments as stated in its Human Rights Policy, Corporate Governance and Business Ethics, Non-Discrimination and Anti-Harassment Policy and other relevant policies. ThaiBev actively manages the operations of joint ventures through its executives and ensures that they adhere to human rights regulations and implement measures to mitigate human rights risks. In additions, ThaiBev provides guidance on human rights regulations and follows a comprehensive human rights due diligence process aligned with international standard.
Track and Communication 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
https://www.thaibev.com

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 2023-2024, there was no human rights violation case. Therefore, there was no remediation measure taken.
Freedom of Association
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.