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2019
Human Rights
Employee Diversity

Gender Diversity


Females share of total workforce

43.55%


Females in management positions

39.06%

(as % of total management workforce)


Females in junior management positions, i.e. first level management

45.52%

(as % of total junior management positions)


Females in top management positions, i.e. maximum two levels away from the CEO (or comparable position)

32.85%

(as % of total top management positions)


Females in management positions in revenue-generating functions (e.g. sales) as a % of all such managers

31.51%

(i.e. excluding support functions such as HR, IT, Legal, etc.)

Age Group Diversity


Age Group Ratio of Workforce % Female
over 50 Years 15.4% 33.7%
30-50 Years 47.2% 35.7%
under 30 Years 37.4% 53.7%

Breakdown of workforce based on nationality and gender

Nationality Female Male Grand Total
British 0 3 3
Cambodian 1 45 46
Chinese 0 2 2
German 0 1 1
Japanese 0 2 2
Lao 1 0 1
Malaysian 1 1 2
Myanmar 8 258 266
Singapore 0 4 4
Vietnamese 1 1 2
Thai 18,571 25,333 43,904
Freedom of Association


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 covers all of ThaiBev business units. The Committee has a role to provide advice and welfare management, results in strengthened relationships and understanding between the Company and its employees, this will provide motivation and encouragement for their work. It serves as a guideline for continuous improvement of welfare, enabling the Company and employees to discuss openly and sincerely.
THAIBEV’S COMMITMENT ON HUMAN RIGHTS
Human rights are fundamental rights relating to life, body,mind, thoughts, and wellbeing that all humans are equally entitled. ThaiBev conducts its business by adhering to theprinciples of Human Rights and respecting the Human Rights of all stakeholders, including employees, suppliers, and business partners. ThaiBev is also committed to complying with the provisions of International Human Rights Standards, International Labor Standards, the United Nation Universal Declaration of Human Rights, the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work, Thailand’s Labour Protection Act (No. 6) B.E. 2560 (2017), and with respect for the ILO.
ThaiBev sets guidelines for the Human Rights management throughout the value chain as follows:
  • Respect Human Rights by treating all parts of the business equally without discriminating between employees, communities, business partners, including children and women, disabled and disadvantaged people, indigenous groups, local communities, and foreign workers.
  • Proactively tackling Human Rights issues through the Human Rights due diligence process, examining violations of Human Rights through the company’s mechanism on the promotion and protection of Human Rights, and regularly inspecting and monitoring potential Human Rights impacts.
  • Communicate Human Rights practices to all stakeholders, and providing a transparent and effective channel for complaints, establishing a fair treatment process for those who are affected. In addition, ThaiBev has appointed a labor relations team to advise employees when violations occur in the company.
  • Provide knowledge, training and support for employees, suppliers, and customer to strictly respect the Human Rights of all stakeholders in their businesses by taking into consideration ThaiBev’s policies and regulations, such as ThaiBev’s Code of Business Conduct, Supplier Code of Practice, and Human Rights Policy. In 2019, a Human Rights workshop was organized for selected employees from various departments at risk of potentially causing Human Rights violations, such as Production, Logistic, Procurement, Sales and Marketing, and Human Capital, to educate them about Human Rights risks.
In 2019, there were no Human Rights violations reported in ThaiBev. However, ThaiBev is aware that its business activities may be directly or indirectly linked to a violation of the Human Rights of stakeholders. ThaiBev is therefore seriously committed to reducing the risk and potential violations by consistently using ThaiBev’s Human Rights risk assessment mechanisms. In addition, the company has implemented additional mitigation measures to solve and reduce the likelihood of Human Rights violations that may result from ThaiBev’s business activities.
Human Rights Related Progress
progress
2020 ThaiBev Human Rights Due Diligence
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.

01. Policy Commitment

ThaiBev is committed to respect human rights of all stakeholders. In this connection, ThaiBev operates well in line with international human rights principles and international labor standards, including the United Nations Universal Declaration of Human Rights and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work.

ThaiBev expects not only all executives and employees in business operation, including the operations of its subsidiaries and joint ventures, but also suppliers and business partners to respect human rights of all stakeholders in order to ensure that the basic rights of all stakeholder groups are respected equally. In doing so, strict compliance with the contents of the Human Rights Policy by all aforementioned stakeholders is compulsory.

Key human rights aspects in the Human Rights Policy include Discrimination and Harassment, Forced Labor and Child Labor, Freedom of association, working hours and workplace safety and health. All mentioned aspects shall comply with laws and regulations and strive for higher standards by all ThaiBev’s stakeholders.

Implementation

Through human rights due diligence, ThaiBev consistently inspect human rights risks in all of its business activities, including direct impacts from own operations and impacts that ThaiBev may be involved in or have a role in supporting in every area of operation.

ThaiBev has also established various policies and management controls to support implementation of human rights management. Examples of such policies and management controls include:

  • Occupational Health, Safety, and Environment Policy
  • Employee Code of Conduct
  • Anti-Corruption Policy
  • Whistleblowing Policy
  • Environmental Policy
  • Risk Management Policy
  • Supplier Code of Practice

Furthermore, ThaiBev has tracked, monitored, and assessed its human right risks, as well as ensure its whistleblowing and complaint channels to gather issues and concerns related to human rights violations. Results gathered from these channels will be used to inform improvements, and reported in the human rights performance section of the annual sustainability report.

02. Assess Actual and Potential Impacts
(Human Rights Risk Assessment)

The human rights risk assessment covered 100% of ThaiBev’s business activities, which were categorized into two main groups:
1) Main business activities:
Sourcing, Production, Distribution, Marketing and Sales, and Post-consumption Packaging Management.

2) Supporting business activity:
Human Resources.


Vulnerable groups considered:

  • Women
  • Children
  • Indigenous people
  • Migrant labour
  • Third-party contracted labour
  • Local communities

Human Rights Risk Assessment (Methodology)
1. Human Rights Issue Identification
  • Identify all relevant human rights issues to ThaiBev’s business activities.
  • Identify affected groups of stakeholders, including vulnerable people i.e. women, children, indigenous people, migrant labour, third-party contracted labour, and local communities.
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 business activities of ThaiBev, is completed through peer benchmarking of companies in a food and beverage sector. The scope of ThaiBev’ relevant human rights are shown below.


Labour Rights

  • Working conditions
  • Health and safety
  • Freedom of association and collective bargaining
  • Discrimination
  • Illegal forms of labour


Community and Environmental Rights

  • Community health and safety
  • Community standard of living
  • Community access to water and sanitation
  • Land acquisition


Customer rights

  • Consumer health and safety
  • Customer data privacy
  • Customer discrimination
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.

Severity Level Description
Scale
(Level of impact)
Scope
(Numbers of affected people)
Remediability
(Capacity in remediation)
Critical (4) Significant impact to health condition and danger to life, which can cause physical disability or fatality Impact to all stakeholders in the relevant group (e.g. all community members, all employees and all suppliers) Impossibility to remediate relevant stakeholders and/ or taking longer than 5 years to remediate (> 5 years)
High (3) Impact to health condition and safety, which can cause loss time injury Impact to most stakeholders in the relevant group Possibility to remediate relevant stakeholders by taking time around 3 - 5 years
Medium (2) Slight impact to health condition and safety, which can cause minor injury with need of medical treatment from doctor (no loss time) Impact to some stakeholders in the relevant group Possibility to remediate relevant stakeholders by taking time around 1 - 3 years
Low (1) No impact to health condition and safety – only first aid case No impact to relevant group of stakeholders Possibility to remediate relevant stakeholders by taking time less than 1 year
Likelihood Level Description
Very likely (4) Occurs all the time
Likely (3) Occurs frequently
Unlikely (2) Occurs rarely
Very unlikely (1) Almost never
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 through ThaiBev’s activities and business relationships.

In 2020, ThaiBev has 10 following human rights salient issues.

  • Employee Health and Safety (Distribution: Logistics)
  • Community Health and Safety (Distribution: Logistics)
  • Working Conditions (Marketing and Sales: Event)
  • Employee Health and Safety (Marketing and Sales: Event)
  • . Discrimination (Marketing and Sales: Event)
  • Community Health and Safety (Marketing and Sales: Event)
  • Working Conditions (Marketing and Sales: Commando/ Sales)
  • Employee Health and Safety (Marketing and Sales: Commando/ Sales)
  • Community Health and Safety (Marketing and Sales: Commando/ Sales)
  • Employee Health and Safety (Post-consumption Packaging Management: Reuse/ Recycle)

Results of Human Rights Risk Assessment

100%

  • 100% of ThaiBev operations and business activities were assessed human rights risk and impact

33.3%

  • 33.3% of ThaiBev business activities have been identified to have high human rights risks level (salient issues).
  • ThaiBev has a total 10 salient human rights issues.

100%

  • 100%of ThaiBev operations and business activities which identified with human rights risks, have mitigation measures and remediation process implemented.

Remarks: 33.3% was calculated from 4 activities out of 12 throughout the value chain

03. 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 2020, ThaiBev has 10 following human rights salient issues.

1 Employee Health and Safety (Distribution: Logistics)
2 Community Health and Safety (Distribution: Logistics)
3 Working Conditions (Marketing and Sales: Event)
4 Employee Health and Safety (Marketing and Sales: Event)
5 Discrimination (Marketing and Sales: Event)
6 Community Health and Safety (Marketing and Sales: Event)
7 Working Conditions (Marketing and Sales: Commando/ Sales)
8 Employee Health and Safety (Marketing and Sales: Commando/ Sales)
9 Community Health and Safety (Marketing and Sales: Commando/ Sales)
10 Employee Health and Safety (Post-consumption Packaging Management: Reuse/ Recycle)
1. Employee Health and Safety (Distribution: Logistics)
Distribution: Logistics
  • Transportation accidents (i.e. injury, death)
  • Drop object
Prevention and Mitigation Measure
Danger card title
  • Testing workers’ level of alcohol and readiness before transporting
  • Checking level of pressures and heart rate of drivers before driving
  • TOMS application
  • Regular maintenance of transportation vehicle
  • Intensive refreshing training on safe transportation
  • Oversight by safety officer
2. Community Health and Safety (Distribution: Logistics)
Distribution: Logistics
  • Transportation accidents (i.e. accident between company’s vehicle and local people’s vehicle)
Prevention and Mitigation Measure
Danger card title
  • Communication channel
  • Complaint reporting procedure
  • Testing workers’ level of alcohol and readiness before transporting
  • Checking level of pressures and heart rate of drivers before driving
  • TOMS application
  • Intensive refreshing training on safe transportation
3. Working Conditions (Marketing and Sales: Event))
Marketing and Sales: Event
  • Working until late night to prepare event
  • Working during weekends and holidays
  • Insufficient sleep
  • Drinking alcohol during working
Marketing and Sales: Event (PG)
  • Working during late night
Prevention and Mitigation Measure
Marketing and Sales: Event
  • Life insurance
  • Welfare (i.e. expense and accommodation)
  • Compensation for working during weekends and holidays
  • Penalty for drinking alcohol during working
Marketing and Sales: Event (PG)
  • Increasing commission payment
  • Social security
  • Financial supports during COVID-19
4. Employee Health and Safety (Marketing and Sales: Event)
Marketing and Sales: Event
  • Working until lockdown phase 3 relaxation (i.e. risk of COVID-19)
  • Potential transportation accident Potential accident during installation and decommissioning of event (i.e. installing equipment)
  • Packing and decommissioning event equipment at late night
Marketing and Sales: Event (PG)
  • Risk of impact on health and safety from working at late night
Prevention and Mitigation Measure
Marketing and Sales: Event
  • Compliance with Ministry of Public Health
  • Preparation of PPE and safety equipment, and safety training
  • Mitigation measures for COVID-19
  • Requirement to equip PPE
Marketing and Sales: Event (PG)
  • Safety manual and training program
  • Mitigation measures for COVID-19
  • COVID insurance
  • Training (i.e. defensive method during working with customer)
5. Discrimination (Marketing and Sales: Event)
Marketing and Sales: Event (PG)
  • Category of workers, which differentiate payment that they receive
  • Potential discrimination
  • Potential sexual harassment
Prevention and Mitigation Measure
Marketing and Sales: Event (PG)
  • Balancing category of workers to ensure that all workers receive equal treatment
  • Problem-solving manual
  • Suggested communication method (i.e. politeness, gesture)
  • Running simulation to provide recommendations
  • Designing appropriate outfit
6. Community Health and Safety (Marketing and Sales: Event)
Marketing and Sales: Event
  • Impacts toward health and safety from noise during event
Prevention and Mitigation Measure
Marketing and Sales: Event
  • Compliance with event-related law
  • Informing local communities about event before starting
  • Noise control, complying with law and regulation
  • Avoiding conducting event in the location, where event could negatively affect local people
  • Proposing and convincing customer to select location of event without causing negative impact to local community
7. Working Conditions (Marketing and Sales: Commando/ Sales)
Marketing and Sales: Routine Sales
  • Transportation during late night
  • Insufficient sleep
  • Drinking alcohol during working
  • Visiting customer in location with risk of COVID-19 and local conflict
  • Risk of female employees from visiting customer during late night
Prevention and Mitigation Measure
Marketing and Sales: Routine Sales
  • Regular maintenance and monitoring of vehicle condition
  • Penalty for drinking alcohol during working
  • Sharing knowledge on health and safety
  • Increasing insurance benefits
8. Employee Health and Safety (Marketing and Sales: Commando/ Sales)
Marketing and Sales: Commando
  • Accidents during work (i.e. injury)
Marketing and Sales: Routine Sales
  • Potential accidents during lifting item to shelf, and checking stock of customer’s item
Prevention and Mitigation Measure
Marketing and Sales: Commando
  • Group insurance
  • Health and safety training program
  • Identifying the most convenient route for commuting
  • Preparation of face shield, gloves, hygienic mask
Marketing and Sales: Routine Sales
  • Communication on health and safety
9. Community Health and Safety (Marketing and Sales: Commando/ Sales)
Marketing and Sales: Routine Sales
  • Transportation accident that affects local people
Prevention and Mitigation Measure
Marketing and Sales: Routine Saleso
  • Regular maintenance and monitoring of vehicle condition
  • Ensuring that vehicle is ready to use
  • Penalty for drinking alcohol during working
  • Sharing knowledge on health and safety
10. Employee Health and Safety (Post-consumption Packaging Management: Reuse/ Recycle)
Post-consumption Packaging Management: Reuse/ Recycle
  • Accident during working (i.e. wound by piece of glass)
  • Drop object
Prevention and Mitigation Measure
Post-consumption Packaging Management: Reuse/ Recycle
  • First aid kit
  • PPE
  • Morning safety talk
  • Accident reporting procedure
  • Informing recently occurred accidents to employee
  • Safety officer
  • Safety training
04. Track and Communicate 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 Sub-District,
Chatuchak District, Bangkok 10900
Telephone: 02 785 5555
Facsimile: 02 785 5882
Website: http://www.thaibev.com

05. 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 business activities. 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 2019, there was no human rights violation case. Therefore, there was no remediation measure taken.

Moving Forward
  • ThaiBev plans to create knowledge and understanding about Human Rights by communicating and providing ongoing trainings and workshops for its employees both domestic and overseas, as well as for its contractors and suppliers. The company organizes annual training and includes Human Rights topics in its new employee orientation program.
  • Proceeds to improve the three risk issues identified in the Human Rights inspection process in 2019, including employee health and safety, employee working conditions, and community health and safety. In addition, ThaiBev is committed to prevent risks that may occur in the future by implementing measures to ensure safety, occupational health for the working environment and wellbeing of employees in all regions continuously and extensively. It will also organize safety activities for employees in companies in the ThaiBev Group, as well as a project to develop paramedic and rescue experts at the operation sites and communities around the factories.
  • Performs on-site risk assessment, including Human Rights issues, for all of its critical tier 1 suppliers. The company also collaborates with these key suppliers to mitigate Human Rights risks that could arise from its non-tier 1 suppliers.