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, the COVID-19 situation has prompted GC to realize the need to care for employees’ health and well-being. Therefore, the company has established control policies and measures to reduce risks of COVID-19 spread and contraction. Such policies and measures are applied to all employees, contractors and visitors to the company. Moreover, 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 home procedure. Moreover, in order to enable them to fulfil tasks and GC adjusts to new work formats quickly and sustainably in line with GC’s business operations.
Work From Home: WFH
GC has implemented the Work From Home (WFH) policy as a normal working style, newly launching a positive policy, in order to ensure work flexibility and adaptability to the COVID-19 pandemic while adhering to the demands of new generation employees. GC has also developed the infrastructures so that employees who work from home will be able to deliver similar performance compared to working in the office, for example, GC has improved its information technology system by expanding the Direct Access and VPN systems to enable employees to optimally “Work From Home”.
GC has a policy of working from home, which is incorporated in the Business Continuity Management Plan to avoid the business impacts from any circumstances when staff cannot work at the headquarter office.
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 conducted Family Day Activity to give employees a chance to relax and spend quality time with their loved children. This activity demonstrates company values in a parent-child relationship.
- GC also provide health assurance for employees and their families i.e. spouse and children including vaccinations for employees’ infant and dental fees for employees’ children. Apart from wellness, 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.
In 2022, GC has launched several well-being projects that focused on uplifting health, mindfulness and wealth of its employees to create friendly working environment and happy working conditions. Examples of well-being projects such as Happy Life , Well Being, Medical Treatment Support, Well-being Day, and NCD Clinic Plus project.
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 advise 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) 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.
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 |
|
901 |
| Medium Risk |
|
2,753 |
| Low Risk |
|
827 |
After a period of 2 months, employees’ health risk level has been lowered by 24 percent.
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 with the ability to measure up to 15 employee engagement factors, such as brand, career and development, rewards and recognition, and work/life balance.
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 | 68% of respondents satisfied with the job |
| Actions to Improve the Job Satisfaction Rate | Well Being with activities that support continuous work commitment and satisfaction, such as Online Talk, etc. |
| Dimension | Purpose |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 64% 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 Meet the TOP and Change Agent Chit-Chat. |
| Dimension | Happiness |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 64% of the respondents feeling happy in the workplace. |
| Action to Improve the Happiness Rate |
|
| Dimension | Stress |
|---|---|
| Sample of Metrics |
|
| Result of Survey | 59% 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 2022 stood at 65%.
Employee Engagement Survey Result
Performance
Target 2022
| Performance | Target 2022 |
||||
|---|---|---|---|---|---|
| 2019 | 2020 | 2021 | 2022 | ||
| Employee engagement Survey Result (%) | 70 | 75 | 72 | 65 | 75 |
| Employees who Responded to the Survey Ratio (%) | 99 | 93 | 98 | 97 | 98 |
(%)