ThaiBev Sustainability

Home / ThaiBev's Sustainability

HUMAN RIGHTS

Respect for human rights is at the core of ThaiBev’s activities both within our own operations and across our value chain. We rigorously adhere to national and international regulations and guiding principles, including prevailing labor laws, 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.

As a responsible corporate citizen, we aim to be a driving force for human rights. To uphold the rights of all our stakeholders to the highest possible standards, we have an annual Human Rights Due Diligence program in all of our global operations, including subsidiaries, joint ventures, and Tier-1 suppliers. We are unwavering in our commitment to monitoring any violations and ensuring that mitigation measures are in place.

Management Approach

ThaiBev is committed to creating a culture of respect for human rights that extends to all individuals involved in our business operations. The foundation of this commitment is ThaiBev’s Human Rights Policy and Statement, which has been developed in line with global principles such as the Universal Declaration of Human Rights. Key aspects of the policy include human trafficking, forced labor, child labor, discrimination and harassment, diversity, freedom of association, rights to collective bargaining, equal remuneration, working conditions, and workplace health and safety.

We require all stakeholders across our entire value chain to comply with our Human Rights Policy, including subsidiaries, joint ventures. In any merger and acquisition process, human rights risks in the potential new business must be assessed and addressed. Human rights are also safeguarded in our Supplier and Business Partner Code of Practice, which all Tier-1 suppliers must sign up to. ThaiBev can terminate dealings with any supplier that fails to follow the code. In addition, all Tier 1 suppliers-as well as our subsidiaries and joint ventures, are included in our annual Human Rights Due Diligence program.

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 also recognize that a diverse and inclusive working environment is crucial to our success, enhancing employee engagement, retention, and overall organizational performance.

Human Rights Due Diligence Process

This annual program was initiated in 2017, with the United Nations Guiding Principles on Business and Human Rights as its foundation. 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 assess how to address those impacts and provide remedies for affected stakeholders.

Human Rights Risk Assessment

The Human Rights Risk Assessment (HRRA) covers 100% of ThaiBev’s global operational sites (including subsidiaries and joint ventures with management control), which are categorized by business activity:

Main business activities: Sourcing, Production, Distribution and Logistics, Marketing and Sales, and Post-consumption Packaging Management

Supporting business activity: Human Resources

The assessment also covers 100% of ThaiBev’s Tier-1 suppliers and joint ventures without management control. In the event of a merger or 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
Right to collective bargaining
Equal remuneration
Discrimination and harassment
Working conditions and OHS
Related issues

The HRRA also covers specific considerations related to at-risk/vulnerable groups. Vulnerable groups 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 human rights issues relevant to ThaiBev’s own operations, value chain, and new business relations by considering the impacts on the business and potential rights holders
Identify affected groups of stakeholders, including vulnerable people i.e. women, children, indigenous people, migrant labor, third-party employees, local communities, LGBTQI+ and people with disabilities

2. Inherent Risk Ranking
Rank inherent risks (risks without controls/measures) of identified human rights issue

3. Residual Risk Ranking
For high inherent risk, rank residual risks (risks with existing company controls/measures)

4. Risk Prioritization
Prioritize salient human rights issues, referring to identified human rights issues with high residual risk

Integrate Findings and Potential Impacts

In 2024, two human rights issues were identified by the HRRA as salient, according to their severity and likelihood:

Employee occupational health and safety
Supplier/contractor occupational health and safety

Salient Human Rights Issues Identified

Potential Human Rights Issues

Mitigation Measures

Employee Occupational Health and Safety

Accidents 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 risks, they may violate the rights of employees, which include:

Right to life
Right to enjoy just and favorable conditions of work
Right to an adequate standard of living
Right to health

Vulnerable Groups

Women, Migrant workers, Third-party employees, LGBTQI+, People with disabilities

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 Corporate Occupational Health and Safety Policy (“OHS” Policy) and Key Performance Indicators (KPIs) to create engagement, and promote safety awareness 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 personal protection equipment (“PPE”), safety manuals, and intensive refresher safety training for employees working in operations, such as machine safety training and safety driving training, as well as safety equipment, to prevent from traffic accidents, ensure safety at heights and when working with machinery.
Audits for health and safety incidents to identify root causes and mitigation measures.
A series of integrated actions are organized to prepare responses to emergency situations: emergency plans for explosions, chemical leaks, 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 heights, ensuring safety standards in hazardous areas prone to falls and slides, including risk assessment, provision of safety manuals, adjustment of methods, and providing suitable PPE.
Transportation arrangements to pick up employees who are unable to drive back can be requested through a supervisor, with reimbursement provided by the company.
Developing safe load-handling procedures and conducting safety training for safe load-handling.
Renovating and improving high-risk areas of the workplace, such as adding warning signs, introducing additional safety equipment, and securing hazardous machine components with guards for safety.

Supplier/Contractor Occupational Health and Safety

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 risks, they may violate the rights of suppliers and contractors, which include:

Right to life
Right to enjoy just and favorable conditions of work
Right to an adequate standard of living
Right to health

Vulnerable Groups

Women, Migrant workers, Third-party employees, LGBTQI+, People with disabilities

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 and Business Partner Code of Practice“.
Establishment of occupational health and safety policy to promote safety awareness, create engagement, and ensure that all suppliers 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 PPE, safety manuals, and intensive refresher safety training for their employees working in operations, such as machine safety training and safety driving training, as well as safety equipment to prevent traffic accidents, ensure safety at heights and when working with machinery.
A series of integrated actions are organized to prepare responses to emergency situations: emergency plans for explosions, chemical leaks, 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.
Developing safe load-handling procedures and conducting safety training for safe load-handling.
Renovating and improving high-risk areas of the workplace, such as adding warning signs, introducing additional safety equipment, and securing hazardous machine components with guards for safety.

Track and Communicate Performance

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 educated about our human rights practices and are encouraged to report any human rights violations through the communication channel given below. The company will track these communications and has put in place plans for any necessary mitigation and remedial actions to tackle the issues raised.

Remediate Adverse Impacts

Whenever necessary, ThaiBev designs and implements both corrective and preventive measures to mitigate the actual and potential impacts of human rights issues. In 2024, ThaiBev received one report of a harassment case involving verbal and physical misconduct. Upon learning of the incident, the company quickly established a third-party investigation committee to ensure fairness in the fact-finding process. Both parties were given the opportunity to present relevant facts without bias, and stakeholders were regularly updated on the proceedings. The disciplinary decision was communicated, and employees had 15 days to appeal. Senior management expressed confidence in the process and encouraged employees to report any future incidents of distress, mental harm, or harassment. The Human Resources department followed up with the affected employee to assess their emotional well-being and address any additional needs to alleviate anxiety, ensuring they could return to work as usual

Freedom of Association

100% of our employees are covered by a Welfare Committee elected by the employees themselves, as well as by labor unions and employee representatives. This ensures a healthy employer- employee relationship and fosters solidarity among employees based on equality and human dignity. The employee representatives act as spokespersons, negotiating and advocating for employee welfare within the organization. They provide advice, suggestions, and feedback to management on employee welfare matters, and oversee the implementation of welfare programs. This approach promotes strong labor relations and mutual understanding between employers and employees, paving the way for improvements in employee welfare and working conditions. It also reinforces democratic principles and boosts employee morale. The effectiveness of these labor relations initiatives is evident through ThaiBev’s continual recognition with outstanding labor relations awards.

Key Projects

Employment of People with Disabilities

ThaiBev actively promotes the employment of people with disabilities through Sections 33 and 35 of the relevant legislation. This involves direct employment under Section 33 and promoting vocational training through concessions under Section 35, while discontinuing contributions to the Fund for the Empowerment of Persons with Disabilities (Section 34). This direct approach aims to boost both employment and income for people with disabilities.

In 2024, ThaiBev Group employed a total of 475 individuals with disabilities, categorized as follows:

Direct Employment by the Company

77 people with disabilities were directly employed within ThaiBev Group companies.
53 employees with disabilities and their families were provided with employment opportunities.
31 people were employed in various vocational projects such as retail, cattle farming, and clothing sales.

Employment through Social Innovation Foundations

112 people with disabilities were employed through contracted services in various departments.
75 people were employed in vocational projects.
Happy Relax: 52 visually impaired people were employed as massage therapists, providing relaxation services to ThaiBev Group’s employees. In 2023, massage services were expanded to new office buildings such as CW Tower and ThaiBev Quarter. Additionally, roadshows were organized to promote massages by visually impaired therapists, aiming to increase employment opportunities for this group.

SABECO (Vietnam): Education about Family Violence

SABECO provides training to all employees to address concerns about family violence, encourage open communication, and reduce stigma, with the aim of promoting mental health and well-being. This is a vital tool in raising awareness, teaching employees how to recognize signs of family violence, empowering employees to support colleagues who experience family violence, and providing information on available resources.
Key components of family violence education:

Understanding family violence
Recognizing warning signs
Impact of family violence
Prevention actions
Legal and support system
Building resilience and empowerment

F&N (Singapore): TOUCH Family Festival 2024

F&N was proud to participate in the TOUCH Family Festival held at Gardens by the Bay on 25 May, 2024. As part of our commitment to youth empowerment, we sponsored the “Walk with Me” package for a youth beneficiary center. This initiative allowed us to join forces with young people with special needs for a memorable walk. Additionally, ICE MOUNTAIN, a brand under F&N, served as the official water sponsor, providing hydration to all participants throughout the event. By collaborating with TOUCH Community Services and tertiary special-needs students, we were able to create a meaningful and impactful experience for all involved.

Grand Royal Group (Myanmar): Workplace Coordinating Committee

We are committed to safeguarding the well-being and human rights of our employees. At Grand Royal Group, the Workplace Coordinating Committee plays a crucial role in promoting employee interests and ensuring compliance with labor laws and regulations. This committee, comprised of elected representatives from both management and labor, actively engages in discussions on issues such as employment terms, health and safety, and welfare.

Achievements

100% of ThaiBev operational sites (a total of 1,042 sites) were assessed for human rights risks and impacts in 2024.
5.76% of operational sites (60 out of 1,042 sites) were identified as having high human rights risks levels (salient issues), down from 16.41% in 2023. Mitigation measures were implemented in all cases.
Two salient human rights issues (employee and supplier/contractor occupational health and safety) were identified in 2024, down from three in 2023.
100% of ThaiBev joint ventures (a total of 8 joint ventures) were assessed for human rights risks and impacts in 2024.
As in 2024, none of the joint ventures were identified as having high human rights risk levels (salient issues), and therefore no mitigation actions were taken.

ThaiBev aims to set the standard as a leader in best practices by both safeguarding and advancing the human rights of all our stakeholders. To further this aim, we are committed to running our Human Rights Due Diligence program every year at all of our operations. We have also set ourselves long-term targets of reducing incidents of discrimination and of human rights violation to zero.


Read More Information about Human Rights in Sustainability Report 2024