Females share of total workforce
Females in management positions
(as % of total management workforce)
Females in junior management positions, i.e. first level management
(as % of total junior management positions)
Females in top management positions, i.e. maximum two levels away from the CEO (or comparable position)
(as % of total top management positions)
Females in management positions in revenue-generating functions (e.g. sales) as a % of all such managers
(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%|
|under 30 Years||37.4%||53.7%|
Breakdown of workforce based on nationality and gender
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.
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:
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.
The human rights risk assessment covered 100% of ThaiBev’s business activities, which were
into two main groups:
1) Main business activities:
Sourcing, Production, Distribution, Marketing and Sales, and Post-consumption Packaging Management.
2) Supporting business activity:
Vulnerable groups considered:
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.
Community and Environmental Rights
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.
Level of Likelihood and Severity can be illustrated in Human Rights Risk Matrix.
(Level of impact)
(Numbers of affected people)
(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|
|Very likely (4)||Occurs all the time|
|Likely (3)||Occurs frequently|
|Unlikely (2)||Occurs rarely|
|Very unlikely (1)||Almost never|
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.
Remarks: 33.3% was calculated from 4 activities out of 12 throughout the value chain
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.
|2020 Salient Human Rights 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)|
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.
Thai Beverage Public Company Limited,
14 Vibhavadi Rangsit Road, Chomphon Sub-District,
Chatuchak District, Bangkok 10900
Telephone: 02 785 5555
Facsimile: 02 785 5882
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.