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Employee Diversity
Gender Diversity
Females share of total workforce
40.85%
Females in management positions
40.37%
(as % of total management workforce)
Females in junior management positions, i.e. first level management
44.36%
(as % of total junior management positions)
Females in top management positions, i.e. maximum two levels away from the CEO (or comparable position)
29.07%
(as % of total top management positions)
Females in management positions in revenue-generating functions (e.g. sales) as a % of all such managers
35.93%
(i.e. excluding support functions such as HR, IT, Legal, etc.)
Age Group Diversity
Age Group Ratio of Workforce % Female
over 50 Years 17.4% 31.0%
30-50 Years 51.9% 34.0%
under 30 Years 30.6% 51.1%
Breakdown of workforce based on nationality and gender
Nationality Female Male Grand Total
   British 3 3
   Chinese 2 2
   German 1 1
   Japan 2 2
   Cambodian 1 3 4
   Malaysian 1 2 3
   Myanmar 12 12 24
   Singapore 5 5
   Lao 3 1 4
   Vietnamese 1 1
   Thai 16,995 24,507 41,502
17,013 24,538 41,551
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
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.
ThaiBev Human Rights Due Diligence Process
Since 2016, ThaiBev has conducted human rights due diligence as an on-going risk management process with a view to identifying, preventing, mitigating and being account for how the company addresses its adverse human rights impacts that occur throughout its business activities.

ThaiBev’s human rights due diligence process consisting of 5 steps guided by the UN Guiding Principles on Business and Human Rights (UNGP).
ThaiBev Human Rights Policy
  • ThaiBev is committed on respect of human rights of all stakeholders. In 2016, the company announced its first human rights policy which fully respects international human rights principles and international labour standards.
  • The scope of the human rights policy refers to ThaiBev’s expectation on human rights compliance not only in their own operation but also subsidiaries, and business partners.
  • Human rights topics in the policy are, for example, discrimination and harassment, forced labour and child labour, freedom of association, working hours and workplace safety and health.
View ThaiBev Human Rights Policy in pdf format
Human Rights Risk Assessment
As part of human rights due diligence, ThaiBev conducted Human Rights Risk Assessment in order to identify and assess actual and potential human rights risks that the company might cause, contribute to or have linkage through its business relationships. ThaiBev considered both internal and external groups of stakeholders, whom may be directly and/or indirectly affected by ThaiBev’s business activities throughout value chain. The company also takes into account of vulnerable groups, such as women, children, indigenous people, migrant labour, third-party contracted labour, and local communities, who may involve in its business activities, in the process of human rights risk assessment.

The human rights risk assessment covered 100% of ThaiBev’s business activities which were categorized into two main groups:
  • Main business activities:
    sourcing, production, distribution, marketing and sales and post-consumption packaging management, and
  • Supporting business activity:
    human capital, corporate communication, accounting and finance, etc
Human Rights Risk and Impact Assessment (Methodology)
Human rights issues identification
  • Identify all relevant human rights issues to ThaiBev’s business activities.
  • identify all affected groups of stakeholders, including vulnerable people i.e. women, children, indigenous people, migrant labour, third-party contracted labour, and local communities.
Human rights risk ranking
Inherent risk
Ranking inherent risks (risks without controls/ measures) of identified human rights issues.
Human rights risk ranking
Residual risk
Ranking residual risks (risks with existing company’s controls/ measures) of identified human rights issues with high inherent risk
Human rights risk prioritization
Prioritizing human rights salient issues, referring to identified human rights issues with high residual risk
STEP 1: 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
  • Discrimination
  • Freedom of association and collective bargaining
  • Illegal migrant labour
  • Child labour
  • Forced and compulsory labour


Community and Environmental Rights

  • Standards of living and quality of life
  • Community health and safety
  • Land acquisition
  • Water and sanitation


Customer rights

  • Consumer health and safety
  • Customer data privacy
  • Customer discrimination
STEP 2 – 3: Risk Ranking
The assessment of human rights risk level for inherent and residual risks was conducted using a matrix on Figure 3 to determine the significance of the human rights, where the Axis-X is the level of likelihood and Axis-Y is the level of severity. Human rights risk assessment criteria is presented in tables below.
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

Figure 3
STEP 4: Risk Prioritization
The assessment of human rights risk level for inherent and residual risks was conducted using a matrix on Figure 3 to determine the significance of the human rights, where the Axis-X is the level of likelihood and Axis-Y is the level of severity. Human rights risk assessment criteria is presented in tables below.
ThaiBev prioritized its human rights salient issues which are the human rights issues at risk of the most severe negative impact through the company’s activities and business relationships. In 2019, ThaiBev has 3 following human rights salient issues.

1. Health and Safety of Employees

2. Working Conditions

3. Community Health and Safety
Results of 2019 Human Rights Risk Assessment
100%
100% of ThaiBev operations and business activities were assessed human rights risk and impact
41.7%
  • 41.7% of ThaiBev business activities have been identified to have high human rights risks level (salient issues).
  • ThaiBev has a total 3 salient human rights issues.
100%
100% of ThaiBev operations and business activities which identified at human rights risks, have mitigation measures and remediation process implemented.
Human Rights Integration
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, The company will further monitor and review the performance with a view to ensuring continuous development for maximum efficiency.
In 2019, ThaiBev has 3 following human rights salient issues.
2019 Salient Human Rights Issues

Health and Safety of Employees

Working Conditions

Community Health and Safety

Health and Safety of Employees
Description
Distribution and Logistics:
  • Car accidents
  • Limited vehicle maintenance
Human Resources:
  • Unsafe working environments
  • Sexual harassment
  • Overtime work
Marketing and Sales:
  • Car accidents after late meetings with clients (2 AM – 3 AM)
Post-consumption Packaging Management:
  • Falling from working at height
  • Forklift accidents
  • Working in confined spaces
  • Working in places with high temperatures (i.e. boiler)
  • Falling objects
  • Electric shocks
Mitigation
  • Compliance with Thailand Labour Standard (TLS 8001-2010)
  • ISO 45001
  • OHSA 18000
  • Health check up
  • PPE check up
  • Policy of Complaint Handling
  • Complaint channels
  • Training programs on occupational health and safety
  • The Committee of Safety, Occupational Health and Work Environment Risk assessment
  • Regulation and punishment
  • No drinking policy
  • Training on relevant law and regulations, designed specifically for employees

Working Conditions
Description
Marketing and Sales (Commando Team):
  • Consumption of alcohol during meeting with clients
  • Inadequate resting hours
  • Receiving only wages without welfare (daily workers)
Mitigation
  • Compliance with Thailand Labour law (TLS 8001-2010)
  • ISO 45001
  • OHSA 18000
  • Employee Conduct of Conduct
  • Policy of Complaint Handling
  • Complaint channels

Community Health and Safety
Distribution and Logistics
  • Car accidents leading to impacts on community safety
  • Air pollution from transportation activities
Mitigation
  • Corporate Social Responsibility Policy
  • Risk Management Policy
  • ISO 9001
  • ISO 14001
  • ISO 14046
  • ISO 50001
  • Principle of the 3Rs
  • Compliance with EIA mitigation measures
  • Refreshing training programs
  • Vehicle maintenance
  • Health checkup for drivers (i.e. heart rate and pressure)
  • 33 truck stop programs
  • “Good Community With Smile” program
Tracking and Communication
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.

That aside, ThaiBev will track violation of human rights that stakeholders may experience from communication channels. Therefore, all stakeholders are encouraged to report such violation through communication channels 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
Remediation and Commitment
Human Rights Situation
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. Henceforth, additional mitigation measures will be established with objectives to remediate and reduce possibility of human right violations, which may be caused or endorsed by business activities of ThaiBev. In addition, monitoring, reporting of performance and reviewing of policy commitment regarding to human rights will be ensured in order to maximize effectiveness of the company’s human rights management.

In 2018, there was no human rights violation cases. Therefore, there were no remediation measures taken.