Human Rights

Human Rights Due Diligence Process Guideline which covers all group of stakeholders in value chain by focusing on proactive actions to prevent human rights violations and use as a guideline for concrete implementation which consist of 4 steps as follows;

Identifying Human Rights Issues

Reference: Guide to Human Rights Impact Assessment and Management (HRIAM)

Human Rights Related Issues

• 100% of SCGP’s own operations have been assessed for Human Rights risks
• 100% of Contractors and Critical Tier 1 Suppliers have been assessed for Human Right risks
• 100% of Joint Ventures (> 10% share) have been assessed for Human Right risks

Human Rights Salient Issues in 2025

Salient Human Rights Issues

Number of SCGP and Subsidiaries (Companies/Sites) with mitigation plans : 82

Number of SCGP Joint Ventures (Companies/Sites) with mitigation plans : 7

Number of Contractors and Suppliers (Business Partners) with mitigation plans : 4,115

Remarks :

• 100% of SCGP’s own operations have been assessed for Human Rights risks
• 100% of Contractors and Critical Tier 1 Suppliers have been assessed for Human Right risks
• 100% of Joint Ventures (> 10% share) have been assessed for Human Right risks

• Remedy: Provide a channel to all group of stakeholders to provide information about fraud, non-compliance with laws, regulations, rules, the Code of Conduct, Human Rights Policy and other applicable policies by handling complaints effectively and determine mitigation actions to reduce impacts including remediation actions for those affected via whistleblower system The complaints received through this channel, as well as other channels will be consider and investigate by the committee then conclude result and propose punishment as well as determine remediation actions for

Employee

Communicate basic knowledge to employees at all levels for better understanding and raise awareness of human rights through many channels such as E-Mail, One page, Signage, VDO etc.

Contractors/ Suppliers

SCGP procures with business ethical supplier with professionalism able to deliver quality products and services. We conduct supplier development plan taking into account and in alignment with the risks including environmental, social and governance (ESG) aspects. The highlight implementations as follows;

• Conduct risk assessment and certify all suppliers annually and continually, applying enterprise risk management framework and “SCGP Sustainable Procurement Framework” which covers Environmental, Social and Governance (ESG) issues.

SCGP Sustainable Procurement Framework

• 100% of contractors and suppliers with procurement spending of over 1 million baht passed ESG risk assessment
• 100% of contractors and suppliers demonstrated intent to comply with SCGP Supplier Code of Conduct
• 100% of major carriers certified under Fleet Carrier Standards
• Formulate supplier development and capability enhancement plan for business sustainability including ESG aspects for consistency and efficiency like Contractor Safety Management

Joint Ventures

SCGP expects and encourage joint ventures, such as associate companies or other investments where SCGP does not have overall control, as well as contractors, suppliers and others to emphasize the importance of a commitment to human rights. The highlight implementations as follows;

• Announced expectation letter and communicate to Joint ventures to promote and create mutual understanding of SCGP’s human rights expectations.
• Establish human rights questionnaire which cover Policy/ Commitment, Human Rights Due Diligence Process and key performance and survey annually to know the current status and jointly plan to support the implementations of Joint ventures from SCGP.
• 100% of Joint Ventures* have been assessed for Human Rights risks.

Remark: * = > 10% SCGP share

Community

SCGP considers it the company’s responsibility to advance its business in conjunction with social and environmental development according to sustainable development guidelines. As such, followed to drive the business with SCG ESG by developing the ESG 4 Plus Guidelines “Achieve Net Zero – Go Green – Reduce Inequality – Embrace Collaboration” plus fairness and transparency, placing emphasis on addressing problems that affect livelihoods and quality of life by helping to enhance occupational skills that can lead to income generation and, thus, sustainably alleviate the critical social problem of inequality.

Reduce Inequality by Power of Community

The problems of inequality and poverty in Thai society are intensifying as the COVID-19 epidemic continues to escalate, impacting the occupation and livelihood of many people.

SCGP is working towards reducing inequality and strengthening communities through the Power of Community project, which provides training to enhance knowledge alongside virtue and inspire communities to rise up and develop themselves by maximizing the value of their products with unique local identities, learning the principles of marketing and branding, expanding sales channels through e-commerce, and creating a life plan for sustainability. The goal of Power of Community project is to create stable communities with incomes of tens to hundreds of thousands per month, and as poverty and inequality still persist in many areas, SCGP will continue to expand this initiative.

Actions to address Human Rights issues

Prevention of Child labor and Forced labor

SCGP strictly prohibits child labor and forced labor across its operations and value chain, as outlined in its Human Rights Policy and Supplier Code of Conduct, aligned with international standards such as the ILO and UN Guiding Principles.

To prevent such risks, SCGP implements age verification processes, ensures all employment is voluntary, and prohibits coercion or unfair labor practices. These requirements are extended to suppliers and business partners, supported by due diligence, risk assessments, and ongoing monitoring to ensure compliance.

Mechanisms to allow employee representatives to engage with company management

SCGP takes efforts on both collective bargaining and freedom of association because they are crucial for ensuring a fair and balanced employment relationship through welfare committee, safety committee and labor unions. They provide employees with a platform to negotiate for better wages, improved working conditions, and other benefits. These rights help to create a more equitable and productive workplace, where the concerns and needs of both employers and employees are taken into account. More details are on Collective Bargaining & Freedom of Association.

Reduction of excessive working hours

SCGP manages and reduces excessive working hours by ensuring compliance with legal working hour requirements and monitoring working hours by monthly through an HR dashboard across all business units. Where potential issues are identified, SCGP takes corrective actions, including workforce planning and operational adjustments, to support appropriate working hours and employee well-being.

Supporting a living wage

SCGP is committed to providing fair and competitive wages that support employees’ basic living needs. Compensation is reviewed annually against market benchmarks to ensure it remains appropriate and aligned with living standards. More details are on Link

Action to improve workforce diversity, equal opportunities, or reduce discrimination

SCGP is committed to promotes diversity, equal opportunity, and non-discrimination across its workforce through formal policies and inclusive HR practices. This includes fair recruitment and promotion processes, as well as ongoing diversity and inclusion initiatives and training to raise awareness and prevent discrimination across all dimensions, including race, religion, gender, age, sexual orientation, disability, and nationality. These principles are also extended to suppliers and business partners. SCGP actively supports gender diversity across all levels of the organization and promotes inclusive employment opportunities for persons with disabilities through appropriate hiring practices and workplace support. Diversity and inclusion are embedded in SCGP’s business practices and SCG culture, with a commitment to treating all employees fairly and equitably. SCGP also monitors workforce diversity and continuously reviews its practices to support an inclusive and respectful workplace.

Equal pay for equal work

SCGP is committed to fair and equitable compensation, including equal pay for equal work, in compliance with applicable local labor laws and aligned with international human rights standards. This principle is embedded in the Company’s Human Rights Policy and applied across its operations, ensuring that employees are treated fairly and without discrimination. It is further supported by compensation practices benchmarked against market standards and cost-of-living considerations.

Diversity and Inclusion management is considered as SCGP management commitment and is embedded in our corporate culture throughout the organization and appropriately integrate into business strategy. In 2020, SCGP announced its Diversity and Inclusion Policy and continuously implemented until now.

• SCGP manages the equality and fairness of its workforce diversity everywhere where it operates business activities including the extent to its suppliers and joint venture businesses by following its principle of human rights.
• SCGP treats all employees equitably, respects and embraces the diversity of its personnel across the organization, undertakes management with transparency, and adheres to ethical business conduct. It also places emphasis on the diversity of its employees across all aspects. Relevant initiatives include increasing the proportion of female executives, taking care of mid-career employees, encouraging a new generation of employees to develop startups, and developing an LGBTQI+ inclusion policy.
• SCGP respects to Diversity and inclusion, no discrimination against gender, age, physical condition, disability, nationality, religious, culture, and any other workforce diversities that go beyond legal compliance.
• SCGP Human resources management in hiring and placement, compensation, development, promotion, rotation and hiring of mid-career employees, training and guidance etc., has adhered to the principle of fairness and equality such as hiring people with disabilities and support activity to promote their quality of life, promoting women are equal in their pursuit of career growth as well as in welfare and compensation
• SCGP has implemented initiative support to a diverse workforce such as expand capability building program for overseas employees by given opportunity to learn and attend Flagship Program such as Business Concept Development (BCD), Management Development Program (MDP). Moreover, the Management Development Committee formed the Female Employee Development Working Group to support and oversee the achievement of the target of having 24% Female employees in all management positions by 2030.
• SCGP has joined SCG Broadcast Live in Theme: Woman in leadership inspiration talk to raise awareness on non-discrimination and harassment (both sexual and non-sexual harassment) and create inspiration of all employees about value of diversity.

Since 2019, SCGP joined with The Sedex Members Ethical Trade Audit (SEDEX) is an organization whose members consist of business organizations around the world. It requires the members to comply with SEDEX standards in four areas: labor standards, health and safety, business ethics, and environment, which assure companies, suppliers, customers, and employees of the organization’s responsible business practice and respect for human rights.

In 2025, 12 companies in SCGP have implemented SEDEX’s regulations, assessed by external auditors and become members of SEDEX.