Employee Well-being
GC focuses on creating the best experience for all groups of employees throughout their time with the company—starting from the first day on the job until retirement. At the same time, various projects have been organized to uplift employee happiness and well-being, which includes both their well-being while working with the company and after retirement. Furthermore, GC aims to become a Happy and Zero Accident Organization; therefore, it provides employees with a working environment that is safer than legal requirements and performs ergonomic risk assessments.
In the past year, GC realizes the need to care for employees’ health and well-being. GC has supported the well-being of employees during such time of crisis through various healthcare projects, with emphasis on ergonomics and stress management.
Employee Health & Well-Being Program
GC is aware of the changes in the current business sphere. In addition to developing employee skills and capabilities, GC also cares for their well-being and good working experience. GC has conducted many programs that support wide-range benefits e.g., life insurance, health care, disability, parental leave, retirement provision, stockownership, etc., including a work from anywhere procedure. Moreover, GC adjusts to new work formats quickly and sustainably in line with GC’s business operations.
Work From Anywhere
To allow employees greater flexibility in their work and to align with changing work patterns while promoting quality of life, the company has implemented Work From Anywhere (WFA) as a work model starting from July 1, 2023. This applies to employees whose tasks can be effectively completed through information technology. The decision is at the direction of managers and above, and employees must be able to return to their respective offices (in Bangkok or Rayong) within 2 hours if needed.
Flexible Working Operations
We have policy to offer and support flexible working hours and to allow employees to work at home, so long as this can be done in a way that meets the needs of the business and there is continued compliance with the needs of employees and changes in circumstances
Family Support
The company policies are also extended to cover the well-being of our employees and their families as well.
- GC provides 10 breast-feeding rooms in all company sites and support employees who are pregnant or recently have children.
- GC provides health insurance for employees and their families, including spouses and children. This coverage includes vaccinations for infants and dental care for employees' children. The coverage amount has been increased from 5,000 baht to 10,000 baht. Additionally, special allowances have been introduced for employees and their families who do not claim medical expenses for a period of 1 year and 2 years, amounting to 2,500 baht and 5,500 baht, respectively.
- GC also provide health assurance for employees and their families i.e. spouse and children We also support tuition fees for employees’ children from kindergarten school to university (age not over 22 years old).
Paid Parental Leave
- Female employees have the rights to leave for childbirth, not more than 98 days and to receive wages during the leave but not to exceed 70 days, which is beyond Thai’s Labour Laws. If a pregnant employee holds a first class medical certificate that shows the employee cannot work on the usual duty, the employee has the right to ask an employer to change a job on a temporary basis before or after birth.
- Male employees have the rights to parental leave for take care of their family for up to three working days per child, which is beyond Thai’s Labour Laws and to receive wages on the day of leave.
- Employees can apply for additional personal leave or annual leave to care for family members (i.e., children, spouse, parents). The company will consider the suitability on a case-by-case basis.
Additionally, GC has projects aimed at enhancing the work environment and atmosphere, alongside supporting environmental problem-solving, reducing global warming, and decreasing greenhouse gas emissions. These projects also aim to support well-being by promoting a happy working environment, focusing on health, mindfulness, and wealth. Examples include the GC Fit & Stretch Challenge 2023, the Employee Assistance Program (EAP), the GC Wellness initiative, Medical Treatment Support, and NCD Clinic Plus.
GC Fit & Stretch Challenge 2023
GC has implemented the GC Fit & Stretch Challenge 2023
Happy Life
GC conducts Happy Life, which is one of the workplace stress management projects, to promote quality of life and EQ helps counseling employees with personal issues that may affect performance in areas such as anxiety, stress at work, conflict in the workplace and financial or legal anxiety by providing professional, confidential counseling on social and mental health issues. Participation is voluntary and typically self-referred.
GC’s Happy Life Service consists of three types; 1) Consulting by 24 hours telephone for promptly personal advice 2) Privately consulting on diverse stress management programs such as stress awareness, stop smoking, crisis management, etc. 3) Annual booth activity, to create awareness of their own mental state.
Well Being
GC has conducted numerous employee physical and mental health care programs by offering various special benefits, arranging activities to talk with medical personnel, and building fitness facilities (Sport & Health Initiatives) in Bangkok and Rayong areas to ensure employees’ happiness and well-being while they work with the organization. Examples of projects in the past year include:
Flexible Benefits
Employees can exchange their vacation days for points which can be used to redeem a variety of benefits according to each employee’s needs, such as medical expenses that are beyond the company’s coverage, health promotion expenses, utilities expenses and support for work-from-home, and costs related to knowledge development and quality of life promotion, etc. Also, GC has expanded options to support remote work and to accommodate different generations.
Healthy Talk
Organizing training sessions on common diseases in today’s society, such as diabetes, hypertension, hyperlipidemia and kidney failure, for employees by medical personnel who offer lectures and advice on how to live a proper life far from disease.
Online Talk
Organizing trainings to create motivation by inviting famous motivational speakers to give lectures to awaken commitment and encourage employees in working within the organization.
Fitness Center
GC built fitness facilities, such as a swimming pool, badminton court and tennis court, to encourage employees to exercise more easily and efficiently by providing easy access to equipment and facilities that are more conducive to exercise.
Medical Treatment Support
The Medical Treatment Assistance initiative has been carried out in conjunction with the annual employee health check-up program. Through this project, GC works to ensure that employees receive appropriate medical care in an effort to reduce their health risks, financial burden and treatment time. The Medical Treatment Assistance project is carried out under the following steps
NCD Clinic Plus
At present, the common and dangerous diseases among employees are non-communicable diseases (NCD), heart disease and stroke. Therefore, GC performs intensive health checkup for employees and categorizes them according to their risk of contracting such diseases in the future. In order to provide appropriate and effective healthcare measures, employees who have been assessed for health risks are classified into 3 groups, namely high risk, medium risk and low risk.
| Risk Group | Care Measures | No. of Employees |
|---|---|---|
| High Risk |
|
1,069 |
| Medium Risk |
|
2,270 |
| Low Risk |
|
777 |
After implementing the project for six months, it was found that 1,795 employees had improved their BMI, and 116 employees had noticeably reduced from the obese category to nearly normal.
Employee Engagement
In addition to ongoing employee well-being programs, GC also monitors the implementation results of such programs through employee satisfaction and employee engagement surveys. The surveys were prepared and developed according to the Kincentric Model which is a comprehensive multi-dimensional evaluation model In the 7 Core Experience Elements, there are factors such as enabling tools and work processes, managing and support from supervisors, developing personnel, connecting internal relationships, recognizing through evaluation and rewards, leading by senior executives, and performing in company efficiency.
GC conducts an annual employee survey. The details of employee metrics used to measure employee engagement as well as examples of the assessment results in some dimensions are as follows:
| Dimension | Job Satisfaction |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 66% of respondents satisfied with the job |
| Actions to Improve the Job Satisfaction Rate | Communication by senior executives through CEO Townhall activities helps convey the company's direction and strategy, motivating employees to drive operations towards the organization's goals. |
| Dimension | Purpose |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 67% of respondents has a sense of purpose |
| Action to Improve the Purpose Rate | Corporate Culture Promotion Project focusing on the professional collaboration between employees and their growth alongside the organization to create sustainability. Sub-projects include Leadership Showcase: Senior executives set a good example in fostering a company culture both within and across departments, GC Culture Camp: For new employees to understand the company culture, facilitating onsite reconnection among staff, Change Agent Showcase: Involving learning exchanges with recipients of the GC SPIRIT Award. |
| Dimension | Happiness |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 59% of the respondents feeling happy in the workplace. |
| Action to Improve the Happiness Rate |
|
| Dimension | Stress |
|---|---|
| Metrics |
|
| Result of Survey | 65% of respondents do not experience stress at work. |
| Actions to Improve the Stress Rate |
|
Performance Summary
Based on the abovementioned performance and assessment results, employee engagement level in 2023 stood at 66%.
Employee Engagement Survey Result
Performance
Target
| Performance | Target 2023 |
||||
|---|---|---|---|---|---|
| 2020 | 2021 | 2022 | 2023 | ||
| Employee engagement Survey Result (%) | 75 | 72 | 65 | 65 | 72 |
| Employees who Responded to the Survey Ratio (%) | 93 | 98 | 97 | 98 | |
(%)