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Human Rights Due Diligence Human Rights Risk Assessment Human Rights Impact Assessment

Human Rights Management

Challenges and Business Opportunities

Currently, human rights issue is a key issue attracting global attention because it is rights that all individual are equally and ethically entitled to and should not be violated by anyone. Various issues related to the violation of human rights can potentially have a negative effect on GC’s reputation and business operation such as refusal of purchasing goods and services.

Therefore, GC prioritizes the importance of human rights by operating its business in respect to the human rights principle, as well as in accordance with the provisions set out in the Thai laws, and internationally recognized laws and regulations.

GC is committed to maintaining standards in compliance with human rights policies to prevent and avoid violations of human rights among employees, joint ventures, business partners (including suppliers, contractors, and customers), and local communities. Furthermore, to serve as a role model in conducting business grounded in human rights principles, the company has developed guidelines for adherence to human rights standards aligned with international benchmarks. These include the United Nations Universal Declaration of Human Rights (UDHR), the UN Guiding Principles on Business and Human Rights (UNGP), and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work.

Management Approach GRI 3-3 (2021)

Human Rights Commitment

GC has developed the human rights management guideline throughout its value chain according to the UN Guiding Principles on Business and Human Rights (UNGP) in order to prevent and avoid human rights abuses among employees, business relations (joint ventures, mergers, and acquisitions), business partners (suppliers, contractors, and customers) and local communities. GC also promotes employee engagement with human rights organizations and charitable causes through volunteering, donations, and advocacy campaigns, fostering a corporate culture that genuinely upholds and respects human rights.

Human Rights Management Process

Human Rights Management Framework

The human rights management approach is separated into five stages as follows

  • Establishing a human rights policy
  • Conducting a Human Rights Due Diligence (HRDD), which includes a human rights risk assessment
  • Conducting human rights impact assessment, establishing preventive and corrective measures, and providing remedies for those who might be affected by immediate and long-term solutions
  • Monitoring and reporting on human rights performance
  • Raising awareness among stakeholders to prevent potential human rights violations The figure below outlines the Human Rights Management process.
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GC Human Rights Policy

GC Human Rights Policy

Guidelines

All Executives and employees have the responsibility to follow the human rights guidelines, adhere to the laws and respect for human dignity, rights and liberty, and treat all parties equally.

  • Carry out, promote, protect and encourage respect for fundamental Human Rights at all levels. The Company shall also ensure that no person receives any harassment in both sexual and non-sexual forms and unfair treatment or is subjected to discrimination against race, nationality, skin color, lineage, age, religion, gender identity, physical and mental abilities, social and economic status, culture, political opinion, marital status and any other characteristics.

  • Executives and employees have duties and responsibilities to promote the rights in accordance with social and universal rules wherever GC operates businesses. This is to ensure that such business conduct does not contribute to or refrain from committing any act which results in Human Rights violation. Accordingly, executives and employees should also give priority in business dealings with customers, suppliers, mergers and acquisitions who also have respect for Human Rights.

  • Abide with the gender equality GC promotes the achievement of the SDGs and the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). GC also highly values gender equality throughout the supply chain to ensure that there is zero human rights impact. GC also supports no discrimination against race, nationality, skin color, lineage, age, religion, gender, physical and mental abilities, social and economic status, culture, political opinion, marital status and any other characteristics.

  • Determine and maintain fair working conditions for all, as well as, being good examples for conducting business and for other related aspects in line with Human Rights, such as prevention of child labor. GC follows the universal standards concerning the principles of Human Rights, rights, liberty and equality.

  • Recruit new joiner fairly and do not discriminate any employees, by which there are opportunities for all employees to grow in the organization and benefits are provided equally.

  • Provide workshop regarding Human Rights to both managers and employees to understand the basic rights that everyone should have. This might reduce the risks of misconduct on human right in business operation.