GC treats our employees in line with Thailand’s Labor Protection Act, improving their quality of life by following both national and international standards. The company promotes our labor standards to all employees nationwide to ensure effective personnel management, while strengthening employees’ competitiveness and improving their quality of life. We aim to embed fair operational practices in compliance with all applicable laws, regulations, and policies related to employment conditions and the work environment, including wages, working hours, holidays, and workplace safety. In addition, GC undergoes a certified audit of our compliance with Thailand’s Labor Standards (TLS. 8001-2010) every three years.

GC is taking efforts to increase diversity in the workplace by continuing to provide equal opportunities in hiring, capacity development and career path planning. This ensures that high profile assignments are accessible to women and are not restricted to men. GC employees are assessed based on their competencies relevant to their job attributes in accordance with established career management principles across all operations. Therefore, all employees have equal opportunity to grow in their careers as clear guidelines and transparency processes in place. GC also hires employees with disabilities and provides appropriate facilities to support disabled people, such as slope way, and widening a doorway.

Diversity in GC

% Female of Total Workforce





Female in Top Management Positions

(% of Total Top Management Workforce)

Female in Management Positions

(% of Total Management Workforce)

Female in Junior Management Positions

(% of Total Junior Management Workforce)

Female in management positions in revenue-generating functions, e.g. sales, Marketing, Operation, etc.

(as% of all such managers)

Equal Remuneration

Employee Level Ratio (Average Female Salary / Average Male Salary)
Executive level (base salary only) 0.82 : 1
Management level (base salary only) 0.99 : 1
Management level (base salary + other cash incentives) 0.95 : 1
Non-management level 1.05 : 1

Welfare Committee

Although the company currently has no trade unions, but GC does not restrict our employees to establish trade unions or becoming union members. However, GC has a Welfare Committee that serves as an independent mechanism to provide employees with collective bargaining powers. The Welfare Committee responds to employee concerns regarding our work environment, offers a grievance mechanism, determines benefits, and handles complaints about unfair labor practices. All employees are eligible to nominate and become representatives to be candidates in the election of Welfare Committee.

Welfare Committee members are selected from a pool of volunteer candidates. There are a total 50 members on the Welfare Committee, each of whom serves a two-year term. 100% of our employees are covered under Welfare Committee to bargain labor and welfare aspect with company. All employees enable to report concerns to employee representatives in Welfare Committee throughout whistleblower system, email, mail, intranet and direct reporting. The concerns are discussed in the Welfare Committee meeting quarterly as required by the Thai Labor Protection Act B.E. 2541.

The Welfare Committee meets regularly with GC management to find solutions to specific issues and monitor progress and results. It ensures fair and equitable treatment of all employees in terms of health, welfare, compensation, and benefits.

employees covered