ThaiBev
ThaiBev’s Sustainability 2025
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Human Rights
ThaiBev’s commitment to human rights is outlined in its Human Rights Policy and Statement, which align with key international frameworks such as the UNGPs, UDHR, and ILO standards. Compliance is required across the full value chain, including all subsidiaries, Tier 1 suppliers, and joint ventures. This commitment is put into practice through the annual Human Rights Due Diligence (HRDD) program, which covers 100 percent of operations and the supply chain, providing ongoing assessment and mitigation of risks for all stakeholders, with particular attention to vulnerable groups.

For 2025, the most significant human rights concern identified is Occupational Health and Safety (OHS) for employees and supply chain partners. ThaiBev’s mitigation approach is comprehensive, incorporating ISO 45001 alignment, structured process safety protocols (JSA/SSOP), and enhanced transport safety initiatives. Strong labor governance is further supported by a democratic Welfare Committee that represents all employees. The company also maintains a clear and accessible remediation process for addressing adverse impacts, underscoring its commitment to timely and transparent resolution.
Management Approach
ThaiBev’s commitment to human rights is grounded in its Human Rights Policy and Statement, which set clear expectations for a culture of respect across all operations. The policy aligns with key international principles, including the Universal Declaration of Human Rights, and outlines strict requirements in areas such as human trafficking, forced and child labor, discrimination and harassment, diversity, freedom of association, collective bargaining, fair remuneration, working conditions, and workplace health and safety.

Compliance with this policy is required across the entire value chain, covering all subsidiaries, joint ventures, business partners, and Tier 1 suppliers. Human rights risk assessments are mandatory for all mergers and acquisitions to ensure alignment from the outset. Tier 1 suppliers must sign and comply with the Supplier and Business Partner Code of Practice, with non-compliance subject to potential termination. In addition, all Tier 1 suppliers, subsidiaries, and joint ventures take part in the annual Human Rights Due Diligence (HRDD) program. Internally, ThaiBev promotes a strong culture of Diversity, Equity, and Inclusion (DEI), ensuring equal opportunities and zero tolerance for discrimination.
Human Rights Due Diligence Process
ThaiBev conducts human rights due diligence with the objective of identifying, preventing, and mitigating actual and potential adverse human rights impacts arising from our business activities across the value chain. The process also includes assessing how the company responds to these impacts and provides remedy to affected stakeholders, where appropriate.

The company’s human rights due diligence framework is guided by the United Nations Guiding Principles on Business and Human Rights (UNGPs), which serve as the foundational standard for responsible business conduct.

Since its inception in 2016, this due diligence process has been conducted on an annual basis to continuously strengthen ThaiBev’s human rights management and ensure alignment with international best practices.

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 labor standards, including the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGP), and the International Labour Organization’s (ILO) 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 labor, child labor, and all other forms of exploitation that are linked to human trafficking, 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.
Human Rights Risk Assessment
1.Assess Actual and Potential Impacts
The Human Rights Risk Assessment covered 100% of ThaiBev’s operational sites (both in Thailand and overseas), categorized by business activities as follows:
  • Main business activities: Sourcing, Production, Distribution and Logistics, Marketing and Sales, and Post-consumption Packaging Management
  • Supporting business activity: Human Resources
In addition, the assessment covered 100% of ThaiBev’s Tier 1 suppliers and Joint Ventures without management control.
100%
of own operational sites
100%
of Tier 1 Suppliers
100%
of Joint Ventures without management control

The assessment addressed both actual and potential human rights issues, including:
  • Forced labor
  • Human trafficking
  • Child labor
  • Freedom of association
  • Right to collective bargaining
  • Equal remuneration
  • Discrimination and harassment
  • Working conditions and occupational health and safety
  • Related issues (e.g., living wage, data privacy, land acquisition and forced resettlement, customer health and safety)

The human rights risk assessment covered employees, suppliers, contractors, communities, and customers/consumers, as well as at-risk and vulnerable groups.
Vulnerable groups considered in the assessment include:
  • Women
  • Children
  • Indigenous peoples
  • Migrant workers
  • Third-party employees
  • Local communities
  • LGBTQI+ individuals
  • Persons with disabilities
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 labor, third-party employee, local communities, LGBTQI+ and people with disabilities
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 salient human rights risks identified as having high residual impact.
Step 1: Human Rights Issues Identification
The identification of relevant human rights issues related to ThaiBev’s own operations—across all business activities, the value chain, and business relationships (e.g., joint ventures)—was conducted through peer benchmarking within the food and beverage sector, a review of previously identified salient human rights issues, and an update on global human rights trends.
The scope of ThaiBev’s relevant human rights are shown below
Internal Source
  • Grievance mechanism
  • Whistleblowing channels
  • Company’s communication channel
  • Direct report
External Source
Country Level
  • External reports
  • News
  • Social Media (i.e. Twitter, Facebook)
Industrial Level
  • Disclosure of peers in the industry (i.e. Sustainability Report, Integrated Report, Website)
Labor/ Employee Rights
  • Working condition
  • Living wage
  • Occupational health and safety
  • Freedom of association and right to collective bargaining
  • Discrimination and harassment
  • Illegal forms of labor
Supplier and Contractor Rights
  • Working condition
  • Occupational health and safety
  • Discrimination and harassment
  • Vendor discrimination
Community and Environmental Rights
  • Health and safety
  • Standard of living (Water and sanitation)
  • Land acquisition and forced re-settlement
  • Security forces
Customer Rights
  • Health and safety
  • Data privacy
  • Discrimination and harassment
Step 2 & 3: 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.

Severity Level Scale
(Seriousness of Impact) 		Scope
(how many people are/ will be affected) 		Remediability
(how difficulty is it to restore the people impacted to their previous situation)
Impact on health Impact on other factors
(e.g., property, personal data, restriction of rights)
Very High
(4)		 Significant impact to health and safety: physical disability or fatality Unable to live a normal life, including restrictions on the rights of affected individuals (e.g., forced relocation, coercion, job loss) Impact to all stakeholders in the group e.g. all of members in the community, all employees, all suppliers Impossible to restore or will take longer than 5 years (>5 years) to restore the impact
High
(3)		 Moderate impact to health and safety: serious injury that needs rehabilitation (loss-time injury) Long-term adaptation or impact on livelihood (e.g., loss of opportunities due to relocation, increased expenses from moving, job changes, or any lifestyle changes resulting in reduced quality of life) Impact to most stakeholders in a particular stakeholder group Take 3-5 years to restore the impact
Medium
(2)		 Slight impact to health and safety: minor injury or illness (no loss-time) Short-term adaptation or partial lifestyle changes (e.g., relocation, job change, or lifestyle changes that do not affect personal expenses, economic conditions, or quality of life) Impact to some stakeholder in a particular stakeholder group Take 1-3 years to restore the impact
Low
(1)		 Minor impact to health and safety: first aid case Minimal or no adaptation or impact on lifestyle (e.g., no relocation, job change, or lifestyle change; or minor lifestyle adjustments that do not require adaptation or reduce quality of life) No negative impact to stakeholder Take less than a year (<1 year) to restore the impact
Human Rights Risk Matrix
Likelihood Level Likelihood of Occurrence and Frequency
Very High (4) Occurs frequently within 1 year, or occurs every year
High (3) Occurs very often, or occurs every 1-5 years
Medium (2) Occurs moderately or rarely occurs every 5-10 years
Low (1) Almost never occurs, or more than 10 years
Step 4: Risk Prioritization

ThaiBev prioritized 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: Human Rights Salient Issues which require the implementation of additional measures to reduce the severity and/or likelihood of risks to a lower level.
Medium: Human rights issues that still require strict enforcement of mitigation measures.
Low: Continue with existing control; however, monitor for changes
HUMAN RIGHTS RISK ASSESSMENT : RESULTS FOR OWN OPERATIONS
100%
  • 100% of ThaiBev operational sites (1,179 out of 1,179 sites) were assessed human rights risk and impact.
  • ThaiBev operational sites consist of subsidiaries and joint ventures (with management control).
9.67%
  • 9.67% of ThaiBev operational sites (114 out of 1,179 sites) have been identified to have high human rights risks level (salient issues).
  • ThaiBev has a total of four salient human rights issues, including:
    • Employee working condition
    • Employee occupational health and safety
    • Employee discrimination and harassment
    • Community health and safety
100%
  • 100% of ThaiBev operational sites (114 out of 114 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.
HUMAN RIGHTS RISK ASSESSMENT : RESULTS FOR TIER 1 SUPPLIERS
100%
  • ThaiBev had been assessing 100% of active tier-1 suppliers using Supplier Sustainability Assessment through Supplier Life Cycle Management (SLCM) platform.
Note: total number of tier-1 suppliers is more than 3,200
1.12%
  • In FY2025, 1.12% of total active tier-1 suppliers had been identified as having high Human Rights Risks. ThaiBev collaborates with these suppliers to implement the corrective action by outlining the details of the key area for improvement from the supplier assessment
100%
  • 100% of ThaiBev active tier-1 suppliers identified with high human rights risks, have mitigation measures and remediation process implemented.
HUMAN RIGHTS RISK ASSESSMENT : RESULTS FOR JVS WITHOUT MANAGEMENT CONTROL
100%
  • 100% of ThaiBev joint ventures (8 out of 8 joint ventures) were assessed human rights risk and impact
0%
  • 0% of ThaiBev’s joint ventures (0 out of 8) have been identified as having high human rights risks or salient human rights issues.
0%
  • 0% of ThaiBev’s joint ventures (0 out of 0) have been identified as having high human rights risk levels; therefore, no mitigation actions were required. .
  • However, the company has established mitigation measures and continues to monitor risks to prevent potential human rights violations across all joint ventures.
ThaiBev has communicated the importance of upholding human rights to all joint ventures, emphasizing the need to respect the rights of all rights holders and comply with ThaiBev’s Human Rights Policy, Corporate Governance and Business Ethics, Non-Discrimination and Anti-Harassment Policy, and other relevant guidelines. The company actively oversees joint venture operations through its appointed executives to ensure alignment with human rights standards and the implementation of risk mitigation measures. In addition, ThaiBev provides guidance on applicable human rights regulations and follows a comprehensive human rights due diligence process in line with international standards.
2. Integrate Findings and Potential Impacts
Once the human rights risks and impacts have been assessed, ThaiBev will implement appropriate management measures, with particular focus on salient issues that carry high levels of risk. Following implementation, ThaiBev will continue to monitor and review performance to ensure continuous improvement and maximize efficiency.

In 2026, ThaiBev has identified the following 4 salient human rights issues:
  • Employee Working Condition
  • Employee Occupational Health And Safety
  • Employee Discrimination and Harassment
  • Community Health and Safety
2026 Human Rights Salient Issue
1. Employee Working Condition
Human Rights Issues
  • Involuntary work during public holidays and festive periods, restricting workers' rights to rest, leisure, and family life
Regarding these potential human rights issues, they may violate the rights of employees regarding working condition, which include:
  • Right to access to effective remedies
  • Right to enjoy just and favorable conditions of work
  • Right to an adequate standard of living
  • Right to health
  • Rights of minorities
Affected Rights Holder
Employees
Vulnerable Groups
Women, Pregnant Women, Children, LGBTQI+, Migrant workers, Third-party contracted labors, People with disabilities
Business Activities with Identified Human Rights Risks

Marketing & Sales: Event (1 operational site in Thailand)

Mitigation Measures
  • Implement a timekeeping system to record employees' working hours.
  • Provide compensatory leave for employees required to work on weekends and public holidays.
  • Provide employee benefits, including per diem allowances, travel expenses, and meal allowances.
  • Arrange accommodation for employees assigned to events in upcountry locations.
  • Conduct employee work supervision to ensure compliance with company policies and working hour requirements.
  • Maintain employee communication and grievance mechanisms through labor unions and employee welfare committees.
  • Provide flexible working arrangements during crisis situations.
  • Schedule working hours appropriately based on each retail location.
  • Schedule PG staff to work during daytime or early evening shifts in retail stores.
  • Limit working hours in compliance with labor laws, with PG employees working no more than six hours per day.
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Additional Measures to Address Identified Risks:
Involuntary work during public holidays and festive periods
  • Provide overtime pay, commission, special annual performance bonuses, per diem allowances, and meal allowances where work on extended hours or holidays is required
  • Plan work schedules for each activity in advance. Employees who wish to take leave may notify their supervisors accordingly.
  • Allow employees to request alternative rest days by notifying supervisors in advance so that work schedules can be adjusted accordingly.
2026 Human Rights Salient Issue
2. Employee Occupational Health and Safety
Human Rights Issues
  • Occupational injuries resulting from contact with machinery, sharp materials, and slips and falls, causing lost-time injuries
  • Falls from elevated work platforms during operational activities, resulting in serious lost-time injuries.
  • Occupational injuries resulting from contact with sharp materials, causing lost-time injuries
  • Occupational injuries resulting from contact with machinery, causing lost-time injuries
Regarding these potential human rights issues, they may violate the rights of employees regarding occupational health and safety, which include:
  • Right to life
  • Right to access to effective remedies
  • Right to enjoy just and favorable conditions of work
  • Right to an adequate standard of living
  • Right to health
Affected Rights Holder
Employees
Vulnerable Groups
Women, Pregnant Women, Children, LGBTQI+, Migrant workers, Third-party contracted labors, People with disabilities
Business Activities with Identified Human Rights Risks

1. Production: Food Processing (1 operational site in Thailand)
2. Post-consumption & Packaging Management: Reuse/ Recycle (32 operational sites in Thailand)
3. Production: Spirit (2 operational sites overseas)
4. Production: Food and Beverage Processing (2 operational sites in overseas)
Mitigation Measures (Thailand)
  • ThaiBev’s Human Rights Policy prioritizing high standards of safety, occupational health, and working environment in accordance with applicable laws and certifications (e.g. OHSAS 18001, ISO 45001).
  • Occupational health and safety policy and KPIs to promote safety awareness, engagement, and compliance with laws, regulations, and operational approach, including penalties for safety violations.
  • Mandatory compliance with work permit requirements for high-risk activities (e.g., work at height, confined space entry, hot work, and chemical handling) in accordance with applicable legal requirements.
  • Safety procedures for risk analysis and mitigation, including Job Safety Analysis (JSA) and Safety Standard Operation Procedure (SSOP).
  • Periodic onsite safety inspections at all facilities by the corporate safety team.
  • Provision of PPEs through a PPE Matrix specifying mandatory PPE requirements for each work area and activity, safety manuals, and structured safety training, including onboarding for new employees, refresher training, and topic-specific sessions on machine safety, work at height, and other high-risk operational activities.
  • Installation of machine safety guards across all sites, along with equipment-specific safety training to prevent mechanical hazards.
  • Audits of health and safety incidents to identify root causes and mitigation measures.
  • Safety induction and mandatory safety training for contractors prior to commencing work.
  • Near-miss reporting and KYT activities to proactively identify and mitigate workplace hazards before incidents occur; TPM activities to maintain machinery reliability and reduce equipment-related safety risks.
  • Ongoing worksite monitoring by occupational safety officers, safety committees, and supervising engineers during high-risk operations.
  • Incident notification procedures to promptly communicate workplace incidents and lessons learned to relevant employees.
  • First aid kits at operational sites; welfare and family support measures for affected employees
  • Periodic management safety walks to reinforce leadership commitment and monitor compliance with occupational health and safety requirements.
+
Additional Measures to Address Identified Risks:
Occupational injuries resulting from contact with machinery, sharp materials, and slips and falls
  • Cover medical expenses incurred as a result of the workplace incident.
  • Provide compensation for lost income during the employee's work absence.
  • Closely monitor the employee's recovery and medical condition.
  • Assess risks: Review risk assessments jointly by supervisors, the Occupational Health and Safety (OH&S) team, and workers.
  • Control and reduce risks: Implement risk control measures to eliminate or reduce risks to an acceptable level.
  • Determine PPEs: Develop and implement a PPE Matrix that specifies appropriate PPEs based on the nature of the work and task-specific risks.
  • Train and communicate workplace risks: Provide on-site safety training to communicate workplace hazards and preventive measures delivered by supervisors and the OH&S team across all operational areas.
  • Monitor routine safety: Daily inspections by supervisors and occupational safety officers, and monthly inspections by the OH&S team and the Safety Committee.
Falls from elevated work platforms during operational activities
  • Transport injured employees to a hospital immediately.
  • Cover medical expenses through the Compensation Fund.
  • Provide employee welfare support, including hospital visitation during recovery.
  • Continue paying employees their full salary throughout the recovery period without deducting the absence as sick leave.
  • Provide financial assistance for rehabilitation equipment.
  • Conduct annual refresh training on working at heights in line with the procedures.
  • Immediately communicate accident cases and lessons learned to other branches.
  • Appoint Safety Champions at each branch to promote a strong safety culture, particularly at locations without dedicated occupational safety officers.
  • Assess fall protection equipment for bottle and crate handling operations.
Mitigation Measures (Overseas)
  • PPEs and safety training for employees and suppliers/contractors working in the operation
  • health and safety certification/ international standards
  • Safety officer to investigate the matter and recommend solution
  • Collect food sampling daily and will send the sample to the laboratory if food poisoning cases were found, to prevent food poisoning incidents in employees
  • Regular emergency response drill for Food Poison in every 6-month.
  • First-aid after accidents
  • Day-off for employee experiences an accident
  • Yearly renewal of ISO 45001 certificate
  • Yearly instrument inspection
  • Weekly & monthly checking list for the machine
  • Additional Workplace Safety Training by Third Party Training Center for Chemical Handling, First-Aid, Confined Space, Scaffolding & Forklift, Weekly inspection for personal hygiene to all workplace employees
  • Regular yearly inspection of lightning arrester, all electrical inspections.
  • Regular Fire Prevention awareness Training & Drill. Yearly Flu-Vaccine Injection to all employees before rainy season.
  • HAZOP certification and annual audit with internal & external auditors. Psychological Counselling program to employees after 7.7 Magnitude Earthquake happening in Mandalay
  • ASEAN OSHNET AWARD
  • Implementing periodic eye examinations for Bottling Line QC staff and hearing tests for employees working in areas with noise levels exceeding 85 dB(A) as part of the occupational health surveillance program.
  • Monthly Occupational Health & Safety (OHS) and Fire Safety meetings with cross-functional departments to review safety performance, discuss incidents and corrective actions, monitor compliance, and strengthen workplace safety awareness.
+
Additional Measures to Address Identified Risks:
Occupational injuries resulting from contact with sharp materials
  • Immediate first aid was provided by the trained first aider at the worksite and then referred to a medical facility for further examination and treatment.
  • Work activities were stopped in the affected area to prevent further exposure to hazards.
  • Provided with appropriate medical follow-up until fit to resume normal duties.
  • Corrective actions were implemented to eliminate the hazard and prevent recurrence, ensuring a safe working environment for all personnel.
  • The affected individual was briefed on the investigation findings and preventive measures implemented.
Mitigation Measures (Overseas)
  • Incorporate "Zero lost time injury" as a shared sustainability Key Performance Indicator (KPI) for all executives, tying safety directly to incentive structures.
  • Conduct systematic OHS Risk & Hazard Assessments and Environmental Impact Assessments prior to project execution.
  • Maintain a specialized Health Risk Assessment Committee to continuously monitor air quality, lighting, temperature, and noise.
  • Primary manufacturing facilities adhere to internationally recognized standards, including ISO 45001 (Occupational Health & Safety) and ISO 14001 (Environmental Management).
  • Comply with International Labour Organisation (ILO) guidelines and local labor acts across key markets like Singapore, Malaysia, and Thailand.
  • Deliver mandatory, role-specific safety training to both internal employees and third-party contractors.
  • Reinforce safety awareness via monthly safety briefings and newsletters on hazard identification and risky behaviors.
  • Provide mandatory Personal Protective Equipment (PPE), routine noise-level monitoring, and annual audiometric testing with follow-up medical consultations for workers in high-noise environments.
  • Offer health/mental resilience initiatives, extended hospitalization coverage, and flexible working arrangements.
  • Establish site-specific Company Emergency Response Teams (CERT) to handle potential workplace incidents quickly.
  • Implement strict procedures to investigate all work-related injuries, ill health, and near-misses to identify root causes and preventive actions.
  • Enforce hazard-reporting channels—including anonymous options—allowing employees to raise unsafe conditions without fear of reprisal.
+
Additional Measures to Address Identified Risks:
Occupational injuries resulting from contact with machinery
  • Revise the Standard Operating Procedure for manual handling activities in the workshop
  • Brief production maintenance technicians on the accident details and the newly revised workshop SOP
  • Introduce the use of a Bench Vise to assist with holding machine parts during work activities
  • Display safety posters across the workshop to increase hazard awareness among workers
2026 Human Rights Salient Issue
3. Employee Discrimination and Harassment
Human Rights Issues
Workplace sexual harassment, including unwanted physical contact causing psychological harm
Regarding these potential human rights issues, they may violate the rights of employees regarding discrimination and harassment, which include:
  • Right not to be subjected to torture, cruel, inhuman, and/or degrading treatment or punishment
  • Right to equality before the law, equal protection of the law, non-discrimination
  • Right to access to effective remedies
  • Right to work
  • Right to enjoy just and favorable conditions of work
  • Right to an adequate standard of living
  • Right to health
  • Rights of minorities
Affected Rights Holder
Employees
Vulnerable Groups
Women, Pregnant Women, Children, LGBTQI+, Migrant workers, Third-party contracted labors, People with disabilities
Business Activities with Identified Human Rights Risks

Marketing & Sales: Event (1 operational site in Thailand)

Mitigation Measures
  • Implement the Beverest Life Application for employee check-in/check-out.
  • Ensure a balanced allocation of work assignments across different employee groups to promote fair and equitable treatment.
  • Provide guidance on appropriate workplace communication, including professional language and conduct.
  • Design appropriate and modest uniforms and require employees to wear them only while performing duties at the workplace.
  • Conduct scenario-based training with practical guidance, supported by training manuals and competency assessments twice a month.
  • Promote awareness of the roles, responsibilities, and contributions of promotional staff (PGs) through internal communications and a profile application showcasing employees' qualifications, work history, and achievements.
  • Provide awareness training for promotional staff (PGs).
+
Additional Measures to Address Identified Risks:
Workplace sexual harassment
  • Reassign the affected promotional staff (PG) to a different work location.
  • Report the incident to the police and engage with the alleged offender.
  • Conduct awareness training.
  • Conduct a formal investigation where the alleged offender is an employee.
  • Provide mental health assessments for affected employees where incidents have affected employees' psychological well-being.
  • Ensure a fair and transparent investigation process by communicating reporting procedures and establishing an investigation committee.
  • Ensure the safety of promotional staff (PGs) by reassigning the offending sales employee to an office outside the PG's work area or arranging temporary accommodation for the affected PG in a safe location.
  • Provide training on workplace harassment prevention and available grievance reporting channels.
2026 Human Rights Salient Issue
4. Community Health and Safety
Human Rights Issues
Fatal road accidents caused by drink-driving employees, resulting in third-party fatalities
Regarding these potential human rights issues, they may violate the rights of community members regarding health and safety, which include:
  • Right to life
  • Right to access to effective remedies
  • Right to enjoy just and favorable conditions of work
  • Right to an adequate standard of living
  • Right to health
Affected Rights Holder
Communities
Vulnerable Groups
Women, Pregnant Women, Children, LGBTQI+, Indigenous People, People with disabilities, Elderly
Business Activities with Identified Human Rights Risks

Marketing & Sales: Event 1. (76 operational site in Thailand)

Mitigation Measures
  • Conduct regular vehicle inspections.
  • Provide safe driving training programs delivered by external experts for employees, particularly CASHVAN employees
  • Establish disciplinary measures for alcohol consumption during working hours.
  • Establish a clear policy on driving vehicles while on duty.
  • Assign occupational safety officers to oversee and monitor the safe operation of CASHVAN employees.
+
Additional Measures to Address Identified Risks:
Fatal road accidents
  • Provide immediate financial assistance from the employee responsible for the incident.
  • Provide financial assistance from the Company, along with a funeral wreath and drinking water for the funeral service.
  • Preventive measures for employees who need to consume alcohol with customers for business purposes, including:
    • Notify their supervisor and arrange for a buddy or colleague to accompany them home.
    • Arrange a designated driver service.
    • Cover related costs in the event of an accident.
    • Arrange accommodation near the work location after completing business activities involving alcohol consumption.
    • Conduct vehicle inspections before work using a prescribed inspection checklist.
  • Establish an investigation committee in cases of non-compliance with the Company's requirements.
  • Employees are responsible for all repair costs if insurance rejects a claim due to drink-driving.
3. Track and Communicate Performance
ThaiBev is committed to regularly reviewing our human rights due diligence process and reporting on human rights performance annually through the Sustainability Report or the ThaiBev website. The company monitors potential human rights violations experienced by stakeholders via designated communication channels. To help prevent adverse impacts and ensure appropriate remedies, all stakeholders are encouraged to report any violations through the communication channels provided below.
Thai Beverage Public Company Limited
14 Vibhavadi Rangsit Road,
Chomphon Sub-district, Chatuchak District,
Bangkok 10900

Telephone: +66 2 785 5555
Fax: +66 2 272 3026
https://www.thaibev.com
4. Remediate Adverse Impacts
ThaiBev recognizes that our business activities may potentially cause, contribute to, or be linked with human rights violations involving relevant stakeholders. We are committed to identifying and mitigating such risks through regular assessments and preventive measures.

In 2025, ThaiBev received three harassment complaints involving verbal and physical misconduct. The matters were addressed promptly through established procedures, ensuring fairness and support for all parties involved. Our disciplinary actions and remediation measures include 1) Terminate employees found responsible immediately after investigations. 2) Assess the emotional well-being of the affected employees and address any additional needs to alleviate anxiety, ensuring they could return to work.
“ During 2025-2026, no incidents were determined to constitute human rights violations requiring remediation. Therefore, no remediation action was taken.”
However, ThaiBev maintains a proactive approach to human rights, ensuring any concerns are promptly and effectively addressed to protect the rights and dignity of all stakeholders.
Non-discrimination and Anti-harassment Complaint Mechanisms
ThaiBev established mechanisms and processes for receiving complaints from people who are treated unfairly and/or harassed in the workplace to prevent and resolve issues related to any type of discrimination and harassment in the workplace, including communicating to whistleblowers about solutions through the following channels;
  • Supervisor of the employee
  • Human Capital Business Partner of the respective business units.
  • Employee Wellness Management Department via E-Mail : wellness@thaibev.com
2025 Performance
Total number of incidents of discrimination and harassment
3 cases
Target 2025
0 cases
Freedom of Association
The company’s commitment to employee well-being is embodied by the Welfare Committee, which covers 100 percent of employees. Composed of democratically elected employee representatives and the labor union, this structure ensures a healthy, unified employer- employee relationship founded on equality and human dignity. The representatives act as spokespersons, advocating for employee welfare, providing advice to management, and overseeing program implementation. This robust, democratic approach reinforces strong labor relations and mutual understanding, an effectiveness further evidenced by ThaiBev’s continual recognition with outstanding labor awards. The committee formalizes this process by meeting with management at least once per quarter on a clear, predefined schedule.

Meeting agenda focus on improving working conditions and providing comprehensive monetary and non-monetary benefits. This includes tangible workplace improvements such as increasing microwave points, adding cafeteria tables, upgrading staff restrooms, and improving parking cover. Beyond physical infrastructure, the Group consistently funds 12 employee clubs (spanning sports, health, and social activities) annually. This crucial consultation mechanism successfully translates employee needs into concrete welfare improvements, underscoring the company’s commitment to its employees’ high quality of life.
Click For Employee Rulebook
Paying a Living Wage
(Translation of Remuneration and Benefits Policy)
The company places great importance on every employee, regardless of their role, and is committed to fostering a non-discriminatory working environment. We focus on creating a safe and positive workplace, offering fair compensation that reflects the nature of the work, and providing comprehensive employee benefits. In addition, we continuously invest in new innovations and technologies to support our employees’ work, as a way to recognize their contributions toward the company’s success. This policy also extends to the operations of our subsidiaries and affiliates. The key details are as follows:
  • The company ensures fair employment conditions and offers equal opportunities for career advancement within the organization.
  • The company promotes and supports job security by offering promotions and position advancements. Priority is given to internal candidates who meet the required qualifications before considering external applicants.
  • The company encourages all employees to reach their full potential by offering fair compensation and performance-based incentives. This includes salaries, bonuses, and appropriate operational expenses in accordance with company regulations. Compensation is benchmarked against industry standards and the company’s performance. In the short term, compensation is linked to annual profitability, while in the long term, employees may be rewarded through company stock (Long-Term Incentive Plan), subject to review and approval by the company’s Board of Directors.
  • The company ensures fair employment rights, including leave entitlements, transfers, and open communication channels between employees and senior management. These channels aim to foster understanding of employee concerns and allow direct feedback from employees to management.
  • The company provides a range of employee benefits designed to meet the diverse needs of its workforce. These include medical expenses, a provident fund, accident insurance, educational support for employees, uniforms, and various forms of employee assistance.
  • The company allocates necessary resources, labor, workplace facilities, and tools to support employees in performing their duties efficiently. These resources must be used strictly for work-related purposes or for welfare entitlements as permitted, and not for any unrelated or unauthorized use.
Avoiding or reducing overtime or excessive working hours & Setting maximum working hours
(Translation of Employee Rulebook, Section 4, item 1, and Section 2)
Section 4: Overtime and Holiday Work Compensation Principles
  • If the nature of the work requires continuous operation (where stopping would cause damage), is emergency work, or falls under other categories specified by ministerial regulations, the company may require employees to work overtime and/or on holidays as necessary. Employee consent isn't required for this, provided the total combined overtime or excessive working hours don't exceed 36 hours per week.
Section 2: Normal Working Hours
  • Head Office and other Offices: Monday-Friday (7.5 hours/day)
  • Factories: Monday-Saturday (8 hours/day)
Equal remuneration for men and women
ThaiBev strives to cultivate an environment where everyone has equal opportunities to thrive and succeed, and firmly prohibits discrimination of any kind. ThaiBev recognizes that a diverse and inclusive workforce is crucial to our success. This includes initiative that creates a way for boosting work-life balance.

The majority of our workforce is employed across the value chain—particularly in production, sales, supply chain and warehouse functions. These roles tend to be male-dominated due to the physical and operational requirements inherent to the industry. As a result, the overall number of male employees and the cumulative annual compensation base for male employees are higher than those for female employees.

Nevertheless, ThaiBev is committed to ensuring equitable compensation practices for all employees, regardless of gender. Our salary and wage management policies are guided by principles of fairness and competitiveness. Compensation is determined based on job level, role and responsibilities, relevant experience, and educational background. The structure is aligned with internal grading systems and benchmarked against comparable positions in the external labor market to ensure fairness and competitiveness.

Annual salary increases are determined through a merit-based process approved by the Chief Executive Officer. Performance evaluations from the prior year are the key criteria in determining adjustments. This process helps maintain equity, transparency, and consistency across the organization.

3. Components form foundation of HC Management Job grade structure is group of positions within a range of job value, which reflects expected role and responsibility of employee at a particular grade/level
Paying workers for annual leave
(Translation of Employee Rulebook, Section 3, item 3.1)
Section 3: Holidays, Leave, and Principles for Taking Leave
Clause 3 - Annual Leave
Item 3.1 Employees are entitled to annual vacation with pay, determined by their job level and years of service, as follows:
  • 3.1.1 First Year of Employment:
    Employees who have passed probation and been appointed as permanent staff are entitled to annual vacation leave proportionate to the rights outlined in Clause 3.1.2. The leave days will be calculated based on the actual length of service from the start date until the end of the accounting year (fractions of a day are rounded down).
  • 3.1.2 Annual Leave Entitlement based on Job Level and Years of Service:
    • Levels 1-9:
      • Less than 5 years of service: 6 working days
      • 5 years of service or more: 8 working days
    • Levels 10-12:
      • Less than 5 years of service: 8 working days
      • 5 years of service or more: 10 working days
    • Levels 13 and above:
      • Less than 5 years of service: 10 working days
      • 5 years of service or more: 12 working days
Setting minimum consultation or notice periods before mass terminations
(Translation of Employee Rulebook, Section 8, item 3.1)
Section 8: Termination of Employment
Clause 3: Special Severance Pay
3.1 The Company will pay special severance pay in accordance with the law to employees whose employment is terminated due to restructuring of the organization, production processes, sales, or services resulting from the introduction or alteration of machinery or technology, which necessitates a reduction in the number of employees. The Company will notify the labor inspector and the affected employees of the termination date, the reason for termination, and their names at least sixty days prior to the termination date.

Should the Company fail to provide the aforementioned advance notice, or provide less notice than stipulated, the Company will pay special severance pay in lieu of notice. This amount will be equivalent to sixty days of the employee's last wage rate, or the wages for the last sixty days of work for employees paid on a piece-rate basis.
In cases where special severance pay in lieu of notice has been paid, it shall also be considered as payment in lieu of notice under the Civil and Commercial Code.
Ensure adequate wages at or above cost-of-living estimates or benchmarks
ThaiBev ensures adequate wages by regularly reviewing compensation structures and comparing them to national and regional cost-of-living indices and industry benchmarks. We engage adjust salaries accordingly to ensure that all staff can maintain a decent standard of living. This is part of our commitment to employee well-being and sustainable development.
Example of other allowances are payments provided to employees in addition to their basic salary, designed to help cover employment-related costs based on their job.
Monitor working hours including overtime management
ThaiBev committed to promoting employee well-being by avoiding or reducing overtime and excessive working hours. We have implemented internal policies that set clear maximum working hours in compliance with labor laws, encourage work planning and time management, and monitor working hours regularly through the "Time Management System". Managers are trained to distribute workloads effectively, and employees are encouraged to raise concerns when workloads become unmanageable. These efforts support a healthy work-life balance and sustainable productivity. Recognizing the importance of work-life balance, the company has consistently valued a harmonious work-life integration such as 12 employee clubs, catering to diverse interests, namely football, badminton, running, cycling, tennis, golf, bowling, off-roading, healthcare, photography, music, and ASEAN. Fostering a supportive work environment that prioritizes the physical and emotional well-being of its employees.

Ensure employees are paid for overtime work
The company has established clear policies to set maximum working hours in line with labor laws. Regular working hours do not exceed 8 hours per day or 48 hours per week, with overtime strictly controlled and subject to approval from line manager in Time Management System. The purpose of this policy is to ensure employee well-being, prevent fatigue, and promote a healthy work-life balance.

Section 4: Overtime and Holiday Work Compensation Principles
(Translation of Employee Rulebook, Section 4)
  • If the nature of the work requires continuous operation (where stopping would cause damage), is emergency work, or falls under other categories specified by ministerial regulations, the company may require employees to work overtime and/or on holidays as necessary. Employee consent isn't required for this, provided the total combined hours don't exceed 36 hours per week.
  • Employees ordered by their supervisor to work overtime or on holidays will receive overtime pay and holiday pay according to the following criteria:
    • Employees working overtime on a normal working day will receive one-and-a-half times their normal hourly wage rate for the hours worked. If working overtime on a holiday, they will receive three times their normal hourly wage rate for the actual hours worked. If overtime work immediately follows normal working hours for at least 2 hours, employees must be given a break of at least 20 minutes before continuing overtime. This break can be waived if the work's nature requires continuous operation with the employee's consent, or if it's emergency work.
    • Employees working on a holiday who already receive wages for holidays will receive an additional one times their normal working day wage rate for the hours worked. Employees working on a holiday who do not receive wages for holidays will receive two times their normal working day wage rate for the hours worked on the holiday.
Routinely monitor the gender pay gap to achieve equal remuneration for men and women
ThaiBev is committed to the principles of fairness and equality by determining compensation and evaluating job value based on the nature of the work and employee performance. This approach ensures that all employees are fairly rewarded in alignment with their skills, capabilities, and contributions, while also fostering a workplace culture driven by performance and embracing diversity and inclusions as following:
  • Recruitment and Selection:
    ThaiBev focuses on the qualifications, competencies, and suitability of candidates, regardless of gender, to promote equality and provide fair opportunities for all.
  • Job Evaluation:
    Involves analyzing and assessing the value of each job position by considering various factors such as responsibilities, job complexity, required skills, and the overall impact of the job. This helps appropriately rank the importance of different positions.
  • Compensation Management:
    Refers to determining salaries or rewards that correspond to the job’s value and align with the labor market, while also taking into account employee performance, abilities, and experience. This process aims to motivate employees and maintain fairness within the organization.
Both processes are important tools for promoting transparency, equality, and sustainable employee development.

To align with its principles of sustainability and social responsibility, ThaiBev actively monitors the gender pay gap as part of its commitment to equal remuneration. We achieve this by systematically collecting and analyzing compensation data, which helps us ensure accountability and drive continuous improvement.

We implement various corrective measures to close any identified gaps, including:
  • Conducting regular pay equity audits (for independent assurance, please refer to the LRQA Independent Assurance Statement, PDF page 1, "Terms of engagement" section, 3rd bullet point – "GRI 405-2 Ratio of basic salary and remuneration of women to men").
  • Revising compensation policies.
  • Promoting inclusive talent development programs.
Expand social protection coverage for workers beyond public programs
  • Provident Fund
  • Medical Welfare
  • Social Security
  • Employees’ Children’s Scholarships
  • Retirement Benefits
  • Loan for Disaster Relief
  • Company Medical Room
  • Mobile Mammography
  • Happy Relax (massage by visually impaired people)
  • Day Care for ThaiBev Kids
  • Employee Education Scholarships
  • Mobile Dental Services
  • Employee Shuttle Service
  • Influenza Vaccine
  • Corporate Hotel Benefits
  • Annual Health Check

Ensure employees are taking their paid annual leave entitlements
ThaiBev ensures employees utilize their annual leave entitlements by requiring them to submit annual leave forms at the beginning of each year. This proactive approach allows the company to plan its continuous operations effectively.

Furthermore, Section 3, Item 3.2 of the Employee Rulebook stipulates that employees wishing to take annual vacation must submit a leave request to their supervisor at least three working days in advance. Written approval from the supervisor is mandatory before leave can be taken. In instances of business necessity, the company reserves the right to pre-determine employees' annual vacation dates.

Provide training or reskilling to mitigate negative effects of industrial or climate transition changes Example of courses
  • Awareness Building for Energy Conservation
  • Sustainability Course (Understanding ESG or GHG Reduction Management)
  • Sustainable Green Concept: Aiming for Zero Waste to Landfill (Philosophy for reducing waste to landfills)
  • Greenhouse Gas Reduction with Employee Participation
  • Awareness Building for Energy Conservation
  • Product Carbon Footprint (CFP) Assessment
  • Basic Knowledge of Green Industry
  • Green Industry Related Laws and Regulations
Workforce Breakdown

Women in
The total workforce
41.17%
Target 42%
By 2030

Women in
All Management Positions
42.90%
(as% of all management workforce)
Target 45%
By 2030

Women in
Junior Management Positions
44.73%
(as% of all junior management workforce)
Target 50%
By 2030

Women in
Top Management Positions
39.92%
(as% of all senior management workforce)
Target 40%
By 2030

All management positions Women in
Revenue-Generating Positions
40.59%
(as% of all management in Revenue-Generating Positions)
Target 50%
By 2030

Women in
Stem-Related Positions
40.44%
(as% of all management in Stem-Related Positions)
Target 50%
By 2030
Nationality Diversity
Nationality % of Total Workforce % of Total Management Workforce

Thai		 83.15 57.46

Vietnamese		 6.08 5.53

Burmese		 4.36 16.60

British		 0.61 2.46
Other Asian Nationality 5.72 17.34
Other Non-Asian Nationality 0.08 0.60
Remark:
Other Asian Nationality includes: Cambodian, Chinese, Malaysian, Singaporean, Hong Kong, Indian, Filipino, Indonesian, Lebanese, Nepalese and Taiwanese.
Other Non-Asian Nationality includes: Mexican, La Réunion, Portuguese, Polish, New Zealander, French, Russian, Spanish, American, Italian, Australian, Irish, Brazilian, Canadian, German, and Saint Lucian.
GENDER PAY GAP (Full-Time Employees Only)
Indicator Difference between men and women employees (%)
Mean gender pay gap -12.05
Median gender pay gap 8.85
Mean bonus gap -8.79
Median bonus gap -12.36
GENDER PAY GAP
(Full-Time + Part-Time + Temporary Employees)
Indicator Difference between men and women employees (%)
Mean gender pay gap -13.10
Median gender pay gap 29.83
Mean bonus gap -6.22
Median bonus gap -10.51
Key Projects
Employment of People with Disabilities
ThaiBev actively promotes the direct employment of People with Disabilities under Section 33 and Section 35 of the relevant law. The company has moved away from financial contributions under Section 34, aiming instead to maximize both direct employment and income support for People with Disabilities.
1. Direct Employment and Support through ThaiBev (163 Individuals)
  • Section 33 (Direct Employment):
    81 people employed directly by company operations.
  • Section 35 (Vocational Projects for Employee Families):
    45 people who are family members of ThaiBev employees, hired under vocational career projects.
  • Section 35 (Vocational Projects):
    31 people hired under various career programs:
    • 11 people in projects such as retail, cattle farming, and clothing sales.
    • 20 people working in public service at external agencies.
  • Section 34 (Fund Contribution): 6 positions accounted for by contributions to the People with Disabilities Fund.
2. Employment through External Partner Organizations (315 Positions)
  • Hiring via Social Innovation Foundations (Section 35):
    240 people hired for various vocational projects and public service roles in external agencies.
    Note: Of this number, 47 visually impaired individuals are employed as traditional Thai masseurs, providing relaxation massage services to ThaiBev employees. In FY2025, this service expanded to other office buildings, including CW Tower and ThaiBev Quarter.
  • Hiring via Five for All Foundation (Section 35):
    40 positions hired for various vocational projects and public service roles in external agencies.
  • Hiring via Coordination Center for Discharged Disabled Military Personnel and Families (Section 35):
    35 positions hired for public service roles in external agencies.
Human Rights Capacity Building
A cross-functional human rights team has been established, consisting of 29 representatives drawn from the five core value chains: Sourcing, Production, Distribution & Logistics, Marketing & Sales, and Post-consumption Packaging Management.

The team’s primary objective is to build capacity to effectively embed human rights practices and develop skilled trainers within the organization. Their operational tasks cover the entire lifecycle of risk management, including managing the Human Rights Due Diligence (HRDD) process, organizing departmental workshops, collecting data on human rights incidents, conducting risk assessments, developing monitoring systems (such as KPIs), and evaluating the effectiveness of both mitigation and remediation measures.
SABECO (Vietnam): Employee Dialogues to Strengthen Communication
SABECO continues to place people at the heart of its sustainable growth strategy. The company organized employee dialogue sessions at headquarters and subsidiaries to promote open, two-way communication between employees and management. These sessions provided a platform for sharing ideas, addressing concerns, and discussing company goals, helping to build mutual trust and transparency. Feedback gathered from employees informed decision-making and guided improvements in workplace practices. By encouraging inclusive participation and regular follow-up, the dialogues fostered a culture of respect, engagement, and accountability. This initiative supports SABECO’s ongoing commitment to uphold human rights by ensuring that every employee’s voice is heard and valued.
F&N (Malaysia): Dapur Panas Digital
This Ramadan, F&N and TV3 turned up the heat with Dapur Panas Digital, a platform designed to empower B40 women entrepreneurs to kickstart their F&B businesses. A B40 women entrepreneur refers to a woman who owns or runs a small business and belongs to the bottom 40 percent of household income earners in their country. Through this initiative, aspiring female entrepreneurs had the chance to set up their own stalls at the bustling Bazaar Ramadan, serving up delicious creations made even better with F&N Canned Milk, Ideal, and 100PLUS.

Spanning eight exciting episodes, Dapur Panas Digital followed their journey, capturing the hustle, the passion, and the real stories behind every dish. From perfecting recipes to handling the heat of the Ramadan rush, these women proved that with the right support, anything is possible. More than just a show, the program celebrated resilience, community, and the taste of success.
Grand Royal Group (Myanmar) Commitment to Worker Rights
Grand Royal Group (GRG) is founded on a respectful and diverse work culture, adhering to high legal and ethical standards. GRG’s commitment centers on fairness (preventing discrimination and harassment, offering performance-based pay), health and safety, and investing in professional growth. This foundation ensures that the structure of our governance and communication systems upholds fundamental worker rights.
Supporting Worker Rights Through Integrated Channels
We leverage strategic digital investments to ensure our communication is secure, transparent, and rights-respecting:
  • 1. Secure Information (Right to Privacy):
    • SharePoint is used to proactively distribute confidential personal documents (e.g., pay slips, tax certificates) via secure folders, upholding the employee’s right to privacy.
  • 2. Transparency & Participation (Right to Information):
    • Monthly town halls, newsletters, and direct email ensure high-level transparency and accountability.
    • Google Forms facilitate secure, user-friendly
      • surveys (like annual engagement) to accurately capture employee sentiment and enable their right to participation in shaping the work environment.
    • Viva Engage enhances corporate culture by sharing developments and recognition.
  • 3. Governance & Safety (Freedom of Association):
    • The Workplace Coordinating Committee (WCC), composed of independently elected representatives, serves as our formal governance body. The WCC’s mandate to negotiate collective agreements on employment terms and Occupational Health & Safety (OHS) affirms the fundamental rights to freedom of association and collective bargaining, and the right to safety at work
International Beverage (UK): Fair Pay and Gender Equity Progress
International Beverage UK continues to champion fair labor practices by maintaining accreditation as a Real Living Wage employer. This ensures that all directly employed staff and regular third-party contractors are paid at least the Real Living Wage, reflecting the true cost of living in the UK.

Alongside this, the business has made significant progress in promoting gender equality. Our latest Gender Pay Gap Report, which is a legislative requirement in the UK for businesses of 250+ employees, shows a reduction in the median pay gap at 7.4 percent compared to the previous year’s 8.54 percent, which is also well below the country’s average of 13.1 percent.

At International Beverage we are committed to ensuring equitable compensation for all our employees. We believe that fair pay is fundamental to fostering a diverse and inclusive workplace where everyone has the opportunity to succeed. We pledge to create an environment where every individual feels valued and can contribute their best, knowing their efforts are recognized and rewarded equitably. We believe the above goes a long way to evidence and support this.
Achievements
  • 100% of ThaiBev operational sites (1,179 out of 1,179 sites) were assessed human rights risk and impact
  • 9.67% of ThaiBev operational sites (114 out of 1,179 sites) have been identified to have high human rights risks level (salient issues).
  • Four salient human rights issues (Employee working condition, Employee occupational health and safety, Employee discrimination and harassment, and Community health and safety) were identified in 2026
  • 100% of ThaiBev operational sites (114 out of 114 sites identified with high human rights risks) which identified with human rights risks, have mitigation measures and remediation process implemented
  • 1.12% of total active tier-1 suppliers had been identified as having high Human Rights Risks, and all of them have mitigation measures and remediation process implemented
  • 0% of ThaiBev’s joint ventures (0 out of 8) have been identified as having high human rights risks or salient human rights issues, however, the company has established mitigation measures and continues to monitor risks to prevent potential human rights violations across all joint ventures
Moving Forward

ThaiBev is committed to being an industry leader by continually advancing the human rights of all stakeholders. We will continue to conduct our comprehensive annual Human Rights Due Diligence (HRDD) program across all global operations. Our strategic focus is to achieve zero incidents of discrimination, harassment, and human rights violations. We are prioritizing strengthening Occupational Health and Safety (OHS) protocols for employees and contractors while simultaneously ensuring that our democratic Welfare Committee remains a robust channel for collective bargaining and transparent remediation of any adverse impacts.
Read More Information about
Human Rights
in Sustainability Report 2025

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