HUMAN RIGHTS, DIVERSITY and INCLUSION 

 

The United Nations (UN) declaration stated that everyone must have the ability to live in “a clean, healthy, and sustainable environment” a universal human rights. UN also urged countries, businesses, and international organizations to step up efforts to make that a reality. The concerns about human rights have risen globally more than before and this is since climate change is already affecting a large portion of the global population. Business operations have significant impacts on the economy, environment, and people. When companies prioritize profit over everything else, they can exploit workers, violate human rights, and harm the environment. However, businesses that prioritize human rights can benefit society by creating fair-paying jobs, providing safe working conditions, and promoting environmental sustainability. It is crucial for businesses to consider the potential negative impacts of their operations and take steps to mitigate them. By prioritizing human rights, businesses can play a crucial role in creating a more just and equitable society.

In response, BJC constantly stays up-to-date with the global trend and the UN’s declaration of human rights, and set out its commitment accordingly. All along, the company has put its effort in minimizing human rights violations and maintaining a safe, healthy, inclusive, and diverse working environment. A wide range of new engagement activities were initiated, aiming to advocate for employee diversity and inclusion throughout the value chain, protecting the rights of individual employees as well as surrounding communities, and promoting community rights, local traditions, and societal equality of the nation. With its human rights commitment through Human Rights Policy and Diversity and Inclusion Management, and Non-Discrimination Policy, as well as the compliance with law and regulations, BJC’s business operations are involved in creating negative impacts regarding human rights. 

 

 

 

Human Rights, Diversity, and Inclusion Management Approach

 

Human rights have always been one of BJC's top priorities in doing business. The company believes that focusing on protecting human rights and cultivating positive relationships with all stakeholders can ensure the business's long-term growth, particularly as climate change has raised many human rights issues and concerns in society. BJC correspondingly follows the human rights principles and requirements of national and international renowned human rights standards, for instance, The United Nations Universal Declaration of Human Rights (UDHR), The United Nations Guiding Principles on Business and Human Rights (UNGPs), The United Nation’s Sustainable Development Goals (SDGs), The International Labor Organization (ILO) and Thailand’s Labor Protection Act. In addition, in 2024, there was no operation nor suppliers in any country or geographic area, at significant risk for incidents of child labor and forced or compulsory labor.

As stated in the corporate-wide human rights policy and incorporated into BJC’s culture and value, the company is committed to treating employees and other stakeholders fairly, regardless of race, gender, nationality, ethnicity, language, religion, or any other status.  BJC enhanced its human rights commitment further by initiating a corporate-wide whistle blowing system as stated in steps below.

 

1. Identify clues or complaints about breaches or violations of rule and regulation in relation to Human Rights Policy including human trafficking, forced labor and child labor.

2. Complaints are consolidated and maintained confidentiality.

3. Establish inspection task force to check facts and propose the result to Investigation Committee.

4.             - Consider disciplinary and/or legal penalties if the action is illegal              - Consider appropriate remediation if the violation affects someone              - Identify and assign responsible person for preventing a recurrence and improving operations

5. Report as appropriate

 

Moreover, BJC continued to prioritize and conduct human rights best practices through new initiatives and activities, promoting its corporate value of 'Happy Workplace,' encouraging all employees to treat others fairly and valuing diversity and inclusion.

 

Policy Commitment: As stated in BJC's Group-wide Human Rights Policy, BJC places a high value on upholding best human rights practices throughout the value chain, and expects all employees and relevant business partners, including executives, suppliers, joint ventures, and other stakeholders, to comply with all applicable human rights laws, regulations, and standards, as well as international standards, in order to ensure that all stakeholders are equally respected and protected.  Moreover, as stated in the company’s Diversity and Inclusion Management, and Non-Discrimination Policy, BJC is committed to recognize the importance of equality and nondiscrimination treatment. BJC always encourages utilizing the diverse thoughts, skills and experiences of employees to create value added, new innovation to drive company’s business forward. BJC has extended the importance of human rights beyond its own operation and set human rights performance as one of the criteria to determine the business relationship. BJC has covered the human rights screening and human rights clauses in the significant investment agreement and contracts.

 

Labor Union and Collective Bargaining Agreement (Freedom of Association)
 

Employees can communicate their issues, criticisms, and suggestions through a hotline and meetings, which BJC has made available. Furthermore, in order to promote positive relationships with employees, BJC encourages employees to form and join labor unions, fostering employee freedom of association. There are currently 4 labor unions operating across 4 plants, namely 1. Berli Jucker Foods Labor Union 2. Rubia Thailand Labor Union 3. The Glass Union of Thailand and 4. Fasai Labor Union.

 

100 % of BJC's entire workforce participating in the welfare committee.

2.49 % of employees represented by an independent trade union and covered by collective bargaining agreements.

 

Y2022	Y2023	Y2024	Y2025
3.63	3.21	3.38	2.49

 

For employees not covered by collective bargaining agreements, BJC determines their working conditions and terms of employment based on collective bargaining agreements. No country or geographic area with BJC’s operations and suppliers considered at risk, regarding labor union and collective bargaining agreement.

Moreover, according to labor law and regulation, all employees are required to participate in the group and have the right to express their ideas. Controlling, monitoring, and encouraging suppliers and subcontractors to observe human rights norms and guidelines in line with BJC's operation are all part of this.

 

 

Human Right Due Diligence

 

Regarding the UN Guiding Principles on Business and Human Rights (UNGPs), The Human Resource Department conducts Human Rights Due Diligence every three years, and it analytically evaluates potential human rights risks associated with BJC business activities throughout the value chain. BJC’s human rights due diligence process includes;

 

	Policy Commitment
	Risk assessment
	Intregration and Acting
	Monitoring and Communication
	Remediation and Grievance Mechanism

 

BJC conducts Human Rights Due Diligence (HRDD) every three years in accordance with its HRDD Manual, establishing this as the company’s minimum standard. The latest Human Rights Report, published in 2023, covers the period 2023–2025 and sets out identified risks, mitigation actions, and monitoring requirements. In line with the Manual, BJC reviews progress on these mitigation actions each year to ensure continuous improvement and accountability.

In addition to the three-year HRDD cycle, BJC conducts annual online human rights surveys among employees to capture emerging issues and improvement opportunities. In 2024, this annual survey placed a targeted focus on mental health in the workplace, reflecting the growing global recognition of mental health as a critical human rights and workforce concern. The survey findings were analyzed and reported to top management, and were used by the Human Resource Department, with support from the Sustainability and Risk Management Department, to develop and deliver relevant training programs.

The 2024 HRDD was carried out exclusively among employees at the BJC Big C head office. This initiative aimed to gather insights into mental well-being and foster a culture of open communication. The employee survey revealed key feedback, such as a desire for better time management strategies and more transparent communication from managers. BJC swiftly acted on these findings. The Human Resources and Sustainability & Risk Management Departments collaborated to develop targeted mental health training programs. Managers received specialized training on creating positive work environments, while all employees participated in a comprehensive mental health course. The survey results were directly integrated into the training content to ensure practical solutions were addressed. This proactive approach highlights its unwavering commitment to cultivating a workplace environment that respects, values and empowers its employees while proactively addressing potential human rights risks. By placing mental health at the forefront, BJC demonstrates a deep prioritization of employee well-being, ensuring that every individual feels supported and valued. This dedication aligns seamlessly with global trends that recognize mental health as an indispensable element of a thriving workplace culture. By fostering inclusivity and striving to let no one behind, BJC reinforces its vision of creating a supportive environment where everyone, regardless of their circumstances, has the opportunity to grow, contribute and succeed. This approach not only enhances employee satisfaction and productivity but also strengthens the company’s position as a socially responsible and forward-thinking organization. 

Moreover, while BJC has robust human rights policies, we recognize that risks exist within our supply chain. Key concerns include labor conditions and supplier practices. In 2024, under BJC’s supplier risk assessment, we identified no potential human rights risks, no forced or compulsory labor risk and no child labor cases were found.

 

 

 

 

Monitoring and Communication

 

BJC is committed to fostering a safe, respectful, and inclusive workplace free from bullying and harassment. To strengthen this commitment, the company raises awareness on whistleblowing and reporting mechanisms through regular email communications and team head briefings. These efforts ensure that all employees and managers are informed about how to recognize, report, and address instances of workplace misconduct in compliance with BJC’s anti-harassment policy and legal standards. Employees also have access to confidential reporting channels, ensuring fair and prompt resolution of any reported concerns while maintaining a zero-tolerance approach to workplace harassment.

 

BJC implements the corporate-wide procedure to monitor human rights risks throughout the value chain. The procedure provides a clear process of managing human rights complaints from start to finish as follows;

 

1. Complaints received via whistle blowing channels;
1.1 Big C Whistle Blowing		1.2 BJC Whistle Blowing
- Direct call to investication team 24 hours           - Call center 1756 during 08.00 - 22.00 hrs.           - Big C website           - QR code		- Direct call 02-146-5999           - e-mail: comsec@bjc.co.th           - Post to HR or company secretary           - BJC website
2. The information will be kept confidential.
3. Investigation committee is set up to investigate.
4. Punishment approval
5. Report as appropriate

 

Remediation and Grievance Mechanism

 

BJC has established a process of receiving complaints, correcting actions, providing justice, punishing the perpetrators and compensating the victims appropriately. If there is a case relating to human rights occurs, the responsible departments will report the issues to human resources management. Following this process, the investigation will take place to navigate the roots of the problems. The committee for investigation will also be appointed to Establish a Commission of Inquiry to consider and convict those who commit crimes in accordance with the company's requirements and/or consider legal action in case of wrongdoing in violation of the law, as well as to consider remedies for those affected appropriately.

In terms of compensation, in addition to providing justice to all parties, BJC also focuses on treating those who have been subjected to human rights abuses in both monetary and non-monetary ways. With a compliance with the law, BJC place importance on rehabilitation and care for both physical and mental health conditions, as well as putting great emphasis on preventive planning so that the case does not happen again. The compensation can be categorized as follows:

 

1. Monetary Compensation:

2. Non-monetary Compensation:

- Claims for physical and mental recovery: the cost of maintaining and recovering the physical and mental health of those affected. - Socioeconomic claims: expenses for material damages and opportunity costs.

- The rehabilitation of physical and mental health: in addition to monetary compensation, other actions may be required for recovery. - Satisfaction is our focus to strengthen the relationships between the company and those who are affected. This may include expressing regrets and apologies in public and private, along with long-term care. - The prevention of recurrence is ensured for those who are affected and stakeholders. This is to prevent a repetition in the future.

 

Types of Remediation Actions
BJC has identified the following types of remediation actions;
1. Immediate remediation actions	refer to the remediation actions that must be executed immdediately when an incident occurs.
2. Remediation actions related to BJC's policy, law and regulations	refer to the steps or process of remediation actions, stated in the company's policy, law or regulations.
3. Long-term remediation actions	refer to longer-term of remediation actions taken place in a period of time  such as rehabilitation.

 

Human Rights, Diversity, and Inclusion Training

 

In order to raise human rights’ awareness and equally respect to all level of staff in the organization, BJC has set up Human Rights Training for all employees through online HR application. Furthermore, post-test are provided to evaluate the effectiveness of the training session. The post-test also include an opportunity for employees to provide additional suggestions for future session improvements. To ensure corporate wide awareness and understanding against violations against human rights, BJC is committed to continuously improve the knowledge and understanding of employees in the human rights to be more effective.   

 

1. BJC Human Rights Training

BJC’s dedication to fostering human rights awareness and respect throughout the organization remains unwavering. Leveraging the successes of prior iterations, the 2025 human rights training program employed innovative online platforms and the HR mobile application to deliver comprehensive training to employees. The training curricula encompassed BJC’s Human Rights Policy, Supplier Code of Conduct, and the United Nations Guiding Principles on Business and Human Rights (UNGP). Key topics addressed included the identification and mitigation of human rights violations, the Human Rights Due Diligence Process (HRDD), and the established whistle-blowing procedures for reporting concerns. As a fundamental element of onboarding, all new recruits are mandatorily enrolled in online discrimination and harassment training alongside their human rights training. Additionally, to ensure sustained knowledge and application, regular on-site training sessions are conducted every three years for 100% of employees and security personnel.

 

2. Human Rights, Diversity and Inclusion Training for Factories

BJC conducted comprehensive onsite sessions at key factory locations, encouraging a two-way communication model to foster open discussions. In the fourth quarter of 2024, BJC’s Sustainability and Risk Management Department held these sessions at Berli Jucker Cellox, and Berli Jucker Foods, Rubia Industriesa and Thai Glass Industries.

In anticipation of Thailand’s upcoming legislation on same-sex marriage, set to take effect in early 2025, BJC updated corporate-wide policies and benefits to ensure inclusivity for all gender identities. These changes reinforce BJC’s dedication to DEI, recognizing its national and global significance and its intention to eliminate and prevent all forms of forced or compulsory labor. Thus, the training’s curriculum included updated corporate policies and focused on practical applications of DEI principles.  Moreover, the training also emphasized critical topics, including:

• United Nations Guiding Principles on Business and Human Rights (UNGP)
• Updated whistle-blowing procedures
• Corporate-wide Human Rights Policy and Code of Conduct
• Human rights considerations for key stakeholders
• Risks related to human rights, diversity, equity, and inclusion
• Current Issues and Case Studies on Diversity and Inclusion

Following each session, relevant issues and participant questions were discussed in depth, with specific recommendations provided. Across the various factory sites, over 100 managers and function heads engaged in the training, underscoring BJC’s commitment to embedding DEI across all levels of the organization.

 

                                                                    

 

3. Human Rights & Diversity Training for HR Personnel

BJC believes diversity recruiting is an important step toward creating an inclusive workplace that is reflective of the customers it serves, and best prepared to compete in a changing economy and marketplace.  The training on human rights and diversity for HR Personnel has been conducted virtually, as an interactive sharing session where the HR personnel of BJC and its subsidiaries could share and discuss their related cases.  The ground knowledge and global trends on human rights and diversity, especially for recruitment process has been provided by Sustainability & Risk Management Department. 

 

4. Human Rights Training for Big C Store Staffs

Amidst growing public awareness and heightened customer expectations regarding human rights, BJC acknowledges the evolving concerns of Big C customers regarding their rights. Consequently, the company has intensified its commitment to upholding human rights, particularly in the realm of customer service. Human rights training sessions are conducted across Big C stores nationwide, targeting key personnel at the management level, specifically the Big C store general manager position. These sessions aimed to foster a shared understanding of expected behavioral standards among employees concerning “Human Rights and Customer Service”. It was expected that each store general manager, once well-versed in these standards, would serve as a key role model, setting examples for everyone in the workplace and helping to prevent any future breach cases. These sessions addressed human rights risks associated with customer interactions, including aspects related to health and safety, equity, and data privacy. Real-world business case studies and facilitated discussions further solidified these crucial learnings. This proactive approach ensures that Big C staff are empowered to uphold human rights while delivering an unparalleled customer experience.

 

 

Diversity and Inclusion Highlight Projects

 

DiverCity Project
BJC initiated DiverCity Project, with a tagline DiverCity – A Community for All. The project was initiated to promote the company’s corporate-wide Diversity and Non-discrimination Management Policy and to encourage all employees and stakeholders to experience true diversity, where there was no discrimination regarding differences in age, gender, religion, race, nationality, disability, or marital status. A variety of related engagement activities were planed and organized throughout the year, which targeted to continue from year 2022 onwards.

 

DiverCity Day

In June 2025, BJC proudly hosted its annual DiverCity Day under the theme “DiverCity Day 2025: The Path to Inclusive Business”, reaffirming the company’s commitment to diversity, equity, inclusion (DEI), and human rights as fundamental principles of its business practices. DiverCity Day 2025 welcomed XX participants onsite, including BJC employees, key suppliers, business partners, and representatives from various sectors, underscoring the importance of engaging a broad range of stakeholders in advancing the company’s DEI and human rights commitments. The event featured insightful sessions by distinguished speakers, including Ms. Michaela Friberg-Storey, the United Nations Resident Coordinator in Thailand, Mr. Chadchart Sittipunt, Governor of Bangkok, Professor Emeritus Vitit Muntarbhorn, former UN Independent Expert and current UN Special Rapporteur, Dr. Thanapob Bamphenkiattikun from Chulalongkorn University, and Mr. Ekkasit Trakulkasemsuk, Film Director at GMM25. Through the exchange of diverse perspectives and experiences, participants gained a deeper understanding of how inclusive business practices can drive innovation, sustainable growth, and long-term business resilience.

Beyond fostering dialogue and learning, DiverCity Day 2025 reflected BJC’s commitment to creating positive social impact and promoting a culture where all individuals are respected and empowered regardless of their background or identity. Proceeds generated from the event were donated to the United Nations to support initiatives that promote diversity, equity, and inclusion in society, demonstrating BJC’s dedication to contributing to a more equitable and inclusive future for all.