Human Rights
Supporting the SDGs Goals
Goal 1:
Goal 5:
Goal 10:
Goal and Performance Highlights
Goal
Performance
Management Approach and Value Creation
The company recognizes the importance of respecting human rights as a fundamental basis for conducting business. We firmly believe that treating all individuals with equality and without discrimination is a fundamental cornerstone for building a sustainable organization. In alignment with this principle, the company has established a clear and comprehensive Human Rights Policy to guide our operations and to ensure effective communication with employees, business partners, allies, and all relevant stakeholders.
Human Rights Policy and Guidelines
The Company recognizes the importance of respecting human rights as a fundamental basis for conducting business. At the Board of Directors’ Meeting No. 5/2024, held on June 26, 2024, the Board approved the first revision of the Human Rights Policy. This policy serves as a formal commitment to uphold, support, and promote the respect and protection of the fundamental rights and human dignity of all individuals involved in the company’s operations. The policy aligns with national laws, international human rights principles, and recognized best practices. It encompasses key global frameworks, including the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), the Principles of the United Nations Global Compact (UNGC), and the Declaration of the International Labour Organization (ILO).
In addition, the company encourages its business partners, alliances, and stakeholders to acknowledge and adopt the Human Rights Policy as a guiding framework to ensure alignment in practice. The key principles are as follows:
Human Rights Due Diligence Process
In the year 2024, the Corporate Governance and Risk Management Committee’s meeting No. 5/2024 held on June 26, 2024 has approved the Human Rights Manual of Ratch Pathana and Affiliates which included the scope of human right assessment, both existing and potential risks, as well as concerns throughout the value chain. It encompasses activities directly conducted by the company itself and indirectly through the operations of partners, contractors, which may lead to collaborative misconduct in human rights violations. Additionally, it outlines the process of investigating misconduct and corruption, measures of whistleblower and complainer protection, and remediation
Human Rights Due Diligence Process
Communication with Business Partners on Human Rights Issues
Over the past year, the company has revised the Group’s Supplier Code of Conduct to encompass all external service providers, including distributors, brokers, consultants, contractors, and suppliers of products or services. Human rights considerations have been integrated as a key component of the Code to promote ethical business practices and respect for human rights among the Group’s suppliers. These principles have been established as essential elements of the commercial terms and contractual agreements used in supplier evaluation. The Company has also communicated these guidelines to its suppliers to ensure mutual understanding and alignment in business operations
Human Rights Risk Assessment
The company has conducted a human rights risk assessment to prevent and mitigate potential impacts related to human rights within its operations. The assessment focused on labor-related human rights risks, including:
Working conditions of employees
Employee health and safety
Discrimination
Harassment
Rights violations
Equality
Freedom of association
Assembly
Collective bargaining
Use of illegal labor
Based on the assessment results, the Group has implemented a standardized and fair employee selection process, including written examinations and interviews, to evaluate candidates’ knowledge, capabilities, and suitability for each position. The company adheres to principles of fairness and equality in accordance with its Human Rights Policy and practices, without discrimination based on gender, nationality, race, religion, political beliefs, or any other grounds, as approved by the Board of Directors at Meeting No. 5/2024 on June 26, 2024. Furthermore, the company prioritizes internal promotion by offering vacant positions to qualified internal candidates before considering external recruitment. In 2024, one of the company’s subsidiaries encountered a human rights issue related to occupational health and safety, which is currently being addressed.
Grievance Management and Remediation
The company places great importance on the management of grievances and the remediation of affected individuals. A remediation mechanism has been established to address any adverse impacts resulting from the Company’s operations. This includes measures such as issuing apologies, providing assistance, restoring affected parties, offering compensation, and/or other appropriate forms of remedy. Disciplinary actions and preventive measures are also implemented to ensure that similar incidents do not recur.
During the years 2022–2024, there were no labor-related disputes.
| Title/Year | 2022 | 2023 | 2024 |
|---|---|---|---|
| Number of human rights violations | 0 | 0 | 0 |
| Number of labor disputes | 0 | 0 | 0 |
Human Rights Operations 2024
The company is committed to respecting human rights principles and values equality, fairness, and equal opportunity in the workplace. In 2024, the company drafted human resources management guidelines, which were presented to the management and officially implemented in February 2025. These guidelines align with the human rights policy regarding non-discrimination throughout the recruitment, hiring, development, performance evaluation, and employee compensation processes. The policy aims to prevent and protect employees at all levels from discrimination in any form, whether through exclusion or preferential treatment of any individual or group based on race, nationality, skin color, religion, social status, gender, gender identity, age, disability, political views, or any other factor that could lead to discrimination. This ensures that the operations and the human resource management and development practices are conducted in accordance with human rights policies, laws, and relevant regulations.
The company does not hire or support the hiring of child labor under age of 18. It also places great importance on promoting children's rights through various projects and activities aimed at providing children and youth with access to better opportunities, especially in education. Examples include scholarship programs, youth painting competitions, and the "Orsomor-noi" project, among others. Additionally, the company offers internships to students, which helps enhance the potential of both the organization and the students. This provides multiple benefits, such as creating a new generation of skilled personnel, serving as a recruitment channel for quality employees, and offering students opportunities to gain practical experience. Internships are part of the company's Corporate Social Responsibility (CSR), and there is a manual for handling internship programs to ensure that the management of interns is standardized and aligned with the rights of children and youth. This is done in compliance with laws, policies, and related regulations. Interns are provided with the same care and access to benefits as regular employees. For instance, they receive allowances, accident insurance, personal protective equipment, and the right to participate in company activities. In 2024, the company is offering internship opportunities to a total of 5 people (2 males and 3 females).
The company places great importance on promoting women's rights and protecting female labor by ensuring that female employees are not required to engage in work that could be harmful to their health or physical well-being, as required by law. Pregnant employees are provided with a work environment that is safe for their health and well-being during pregnancy. Additionally, the company ensures that female employees are not dismissed, demoted, or have their benefits reduced due to pregnancy. The company also promotes equal opportunities for female workers to develop their knowledge and skills, and ensures that their performance is evaluated fairly, creating opportunities for career advancement without discrimination.
In addition, the company places great importance on and promotes women's rights through various projects carried out in collaboration with communities and local authorities. These include initiatives such as promoting career opportunities for female labor groups, supporting women's group activities in communities surrounding the power plant areas, and other similar programs aimed at empowering women and improving their lives.
The company places great importance on promoting the dignity and respect of its employees and workers. The company has established human resource management practices, which include provisions regarding labor, stating: "The company will not engage in or support any form of forced labor, nor will it demand or accept security payments from employees, whether upon hiring or during employment, or as a condition of employment unless exempted by law. The company also prohibits physical punishment, harassment, or any form of physical, sexual, mental, or verbal abuse as a disciplinary or control measure." These practices, along with other measures, reflect the company’s commitment to respecting labor rights and human dignity, in line with human rights policies such as non-discrimination and opposition to harassment. These practices are further demonstrated by the fact that, over the past three years, there have been no complaints regarding human rights violations or labor disputes.
The company has a compensation management system based on principles of fairness and equality, ensuring internal fairness while remaining competitive with external businesses. It also links compensation to job performance. The company conducts job evaluations, manages performance, and uses a salary structure system to administer employee salaries. In addition to providing benefits and entitlements as required by law, the company also considers providing additional benefits based on the appropriateness of each area. This is aimed at improving the well-being of employees, enhancing security, ensuring a suitable work environment, and boosting morale. The approach to managing compensation and benefits follows the company’s human resources management and development practices.
The company complies with labor laws regarding employee working hours and promotes a work-life balance concept. The standard working hours are set at 8 hours per day, and overtime (OT) should only occur when necessary and with approval from management. The company also supports the use of technology to help reduce workload and unnecessary working hours. Additionally, the company has a policy that supports flexible work arrangements, such as hybrid working, to reduce travel time and allow employees to choose their work locations freely at times. The focus is on work results rather than tracking time. All of this aims to prevent burnout and enhance employee work efficiency.
The company promotes respect for and acceptance of diversity, ensuring that there is no discrimination or exclusion in any form. It recognizes and treats all employees equally, including those with diverse gender identities (LGBTQ+), from the recruitment process to the employment stage. The company also respects individuals' freedom of expression, allowing employees to freely express their thoughts. It provides various channels through which complaints, suggestions, or reports of human rights violations related to the company can be made. These channels are accessible to all stakeholders, both internal and external. Additionally, the company ensures that whistleblower information remains confidential and anonymous. Furthermore, the company has established a human rights task force to oversee and guide human rights issues in accordance with the company's human rights policy. The task force's responsibilities include promoting group collaboration for expressing ideas and encouraging employee participation in human rights activities. Clear plans for meetings and initiatives are outlined for the task force to follow.
In 2024, the company organized a training course titled "Business and Human Rights" by specialized experts from the Department of Rights and Liberties Protection, Ministry of Justice, to promote human rights knowledge to employees in all areas. The training covered not only rights and duties related to business but also provided knowledge on managing harassment, which is related to human rights issues. A total of 123 employees, including both management and operational staff, participated in the training, representing 67% of the total workforce.
Stakeholders Directly Impacted
Employees
