Challenges and Commitments

At present, human rights is a major issue of interest worldwide, especially the use of labor to drive business expansion which creates risks of violating human rights to which all humans are equally entitled. Moreover, human rights violation produces negative impacts on the image of a business. Therefore, GGC upholds the principle of human rights as a guideline in systematically conducting business in accordance with the provisions set forth by Thai domestic laws and international laws as well as globally recognized rules to prevent and avoid violating the human rights of employees and relevant stakeholders throughout the value chain.

Key Stakeholders

Shareholder, Investor and Analyst
Supplier and Business Partner

Management Approach

Human Rights Policy

The Company respects and complies with human rights laws, as well as prevents and avoids human rights violations on various topics of employees, joint ventures, business partners (suppliers, contractors and customers), and local communities such as Human Trafficking, Forced Labor, Child Labor, Freedom of Association, Right to Collective Bargaining, Equal Remuneration, Discrimination, as well as other rights, for example, Anti-harassment in both sexual and non-sexual manner, as well as Importance to Rights of Vulnerable Groups, such as Children, Persons with Disabilities, LGBTQI+. In the past, the Company has operated on human rights under the provisions stipulated in the Thai and foreign law and International Accepted Standards. These consist of the Constitution of the Kingdom of Thailand, Universal Declaration of Human Rights of the United Nations, the UN Guiding Principles on Business and Human Rights, the UN Global Compact Guide to Develop a Human Rights Policy, and the ILO Declaration on Fundamental Principles and Rights.

Human rights policy requires all businesses that the Company operates, including corporate units operating areas and entities under the Company's Direct Activities, as well as Products and Services. GGC requires that other business partners, such as Joint Ventures, as well as suppliers and contractors, and any group of companies that the Company operates business with must comply and maintain their own operational standards corresponding to the Human Rights Policy of the Global Green Chemicals Group.

Human Rights Due Diligence Process

The Company has set up a comprehensive human rights audit process consisting of risk identification in our own operations, value chain or other activities related to our business including new business relations such as mergers, acquisitions, joint ventures, policy formulation and scope of operations of examining and analysis of the severity of the impact and the likelihood that it may occur, as well as mitigation and monitoring and reviewing human rights performance. These steps will help prioritize human rights risks within the organization as well as serve as Mitigation Actions and Remediation Actions on Human Rights Impact appropriately to ensure that the Company's operations will not result in human rights violations against stakeholders throughout the value chain.

Policies regarding people with disabilities

GGC emphasizes improving the quality of life of the disabled and encouraging the disabled to have the opportunity to demonstrate their abilities, which leads to self-reliant income and reduces the burden of their families and society. GGC also encourages people with disabilities, especially those in the working age group, to be an important force in further strengthening the economy of their families and the country. The objective of Persons with Disabilities Empowerment Act, B.E. 2550 is to promote the development of the quality of life for people with disabilities. The Act contains provisions to prescribe important measures related to occupational promotion and protection of employment for people with disabilities.

In 2022, GGC has operated in accordance with the Persons with Disabilities Empowerment Act B.E. 2550, Section 33 and Section 35, by hiring people with disabilities to work in various departments and granting concessions to organize a retail space. The Company also hired 3 contract workers, including sign language interpreters and carers for the disabled. Persons with disabilities are employed at a higher ratio than the 1 per 100 employees ratio required by law.