Human Rights Impact Assessment
Moreover, the human rights risk assessment result is used to consider and conduct human rights impact assessment to study the impact level of residual risks regarding human rights by surveying and interviewing the Right Holders who may be affected by the human rights risk in order to gather information.
These include the company’s employees, business partners, and local communities. The human rights impact assessment results enable GC to understand human rights risks caused by its business activities. Therefore, the company is able to set preventive and mitigation measures, and remedy those affected more efficiently.
Human rights impacts and mitigation measures
Employee
Impacts
- Working Condition and Remuneration
- Occupational Health and Safety
- Discrimiation and Harassment
- Freedom of Association and Rights to Collective bargaining
- Data Privacy
- Security Management/Security Forces
Mitigation Measures
- Related policies (e.g. Human Rights Policy, Sexual Harassment Policy, Code of Conduct, Supplier Code of Conduct, Personal Data Privacy Policy, as well as Corporate Governance and Business Ethics, and the Code of Conduct for manufacturers, suppliers of goods, raw materials, and services.
- Promote employee health and safety through QSE Direction and Plan, GC Management System (GCMS), Safety Talks, B-CAREs, Zero ICU, and other standards such as PSM, OEMS, BCMS, IMS, SWO, ISO 45001, and ISO 14001, including whistleblowing channels.
- Welfare committee
- Provide compensation through life insurance, accident insurance, provident fund, and financial assistance in the event of work-related losses.
- Deliver safety training, conducted pre-job inspections, and allowed the right to stop work upon identifying potential risks.
- Conduct field risk assessments, site safety walkdowns, and safety training for transport service providers.
- Inspect lighting conditions and performed maintenance or repairs when deficiencies were detected.
Community
Impacts
- Standard of living
- Health and Safety
Mitigation Measures
- Related policies (e.g. Human Rights Policy, sustainable water management and policy) and other related standards (e.g. ISO 39001)
- Environmental Management System (EMS)
- Conduct Environmental Impact Assessment (EIA)
- Community satisfaction survey and community visit
- Enhance community engagement program with community leaders
- Implement community and environmental responsibility measures and conduct community satisfaction surveys.
Suppliers
Impacts
- Working Condition
- Illegal Form of Labors
- Occupational Health and Safety
- Discrimination and harassment
Mitigation Measures
- Supplier code of conduct and supplier acknowledgement form
- Supply Chain management system
- Supplier self-assessment
- Supplier Survey
- Sustainability performance assessment for suppliers
- Communicate with suppliers in the operational level about expected performance that meet the company’s standard, for example, compliance good governance guidelines, ILO convention on labor rights, etc.
- Provide adequate facilities for the number of contractors working on-site, such as rest areas, dining spaces, shelter tents, and parking areas.
- Promote LGBTQ+ inclusion and fair treatment of employees and business partners.
* Whistleblower channel (e.g. email, website, letter, welfare committee, etc.) is provided for all related rights holders.
Monitoring and Reviewing of the Human Rights Performance
GC regularly monitors and reviews its human rights performance by setting the target and the Key Performance Indicators (KPIs) on human rights for the related departments and persons. Examples of KPIs include participation in human rights policy trainings, third-party verification on human rights, etc. GC also requires its business partners to perform self-assessment on human rights and monitor the suppliers through Environment, Social, Governance (ESG) Audit which covers labor, environment, human rights and community issues. On top of this, GC has provided channels to receive feedbacks and recommendations for its employees and outsiders. Recommendations which have been provided are used to improve existing plans, which allows GC to prevent and reduce the risks that could lead to human right violations.
GC has established a whistleblowing policy and reporting channels to receive feedback, suggestions, and complaints from both internal and external stakeholders. These channels cover violations of policies, codes of conduct, fraud, and human rights infringements. Emphasis is placed on protecting whistleblowers and accused individuals, as well as on conducting thorough investigations, ensuring remedies, and monitoring outcomes.
Reporting Channel
Report to: Chairman of the Corporate Governance and Sustainability Committee, Head of Internal Audit, Company Secretary
PTT GLOBAL CHEMICAL PUBLIC COMPANY LIMITED
555/1 Energy Complex, Building A, 18ᵗʰ Floor, Vibhavadi Rangsit Road, Chatuchak, Bangkok 10900
Email: whistleblower@pttgcgroup.com, corporatecompliance@pttgcgroup.com
Track and Monitoring Performance in 2024
(Human Rights Performance Data from the risk assessment and complaint channels)
0 cases of Working Condition Violation in Own Operations
0 cases of Living Wage Violation in Own Operations
0 cases of Discrimination
0 cases of Sexual Harassment
0 cases of Non-sexual Harassment
0 cases of Illegal Forms of Labor (Forced Labor, Human Trafficking, Child Labor) In Own Operations
GC values transparency in our work operations with respect to human right. Therefore, we publicly disclose our human rights performance through our integrated sustainability report and the company’s website. This includes our Human Rights Due Diligence (HRDD) process which encompasses Human Rights Risk Assessment (HRRA) and Human Rights Impact Assessment (HRIA), along with the findings and mitigation actions taken to address salient issues.
In the event of severe human rights violation, GC will announce the incident, impacts, remediation actions, and communication channels to affected rights holders and the public via the company’s website.
Raising Awareness on Human Rights
Executives, employees and joint ventures shall pass training related to the human rights policies and operational guidelines regarding to the international standards, such as employee’s health and safety, and specific human rights issues for relevant personnel, including security guards and human resources personnel. This is to understand the basic human rights that individuals and related stakeholders should be obtained. In addition to protecting violation of human rights to not occur within the business operation and GC’s value chain. GC has prepared a human rights training system or E-learning so that all employees can receive knowledge and understanding of human rights that is related to operation.
Moreover, GC communicates and educates about human rights to suppliers at the annual Supplier Conference to ensure that the company’s suppliers is aware, understand and is alerted about human rights within the organization. For instance, human rights policy, human rights due diligence, human rights risk activities, the number of sites where has mitigation measures, human rights issues that related to vulnerable groups, such as children, community, migrant workers, safety working rights, rights to join the trade union or employee welfare committee to prevent risks and mitigate impacts on human rights which may occur with suppliers.