Occupational Health & Safety
Occupational Health, Safety and Security are the most important aspects of the petroleum business and its stakeholders, particularly employees, suppliers/contractors, and communities and society. Because of this, Bangchak has set in place a Safety, Security, Occupational Health, Environment, and Energy (SHEE) Policy which requires employees and contractors to perform safety duties and responsibilities for themselves and their colleagues in compliance with safety regulations and standards. For safety management, the company has SHEE management structure and safety management system - ISO 45001.
Human Rights Due Diligence
Bangchak recognizes the importance of human rights management in systematic business operation. The Company conducts its businesses by adhering to the rights of all stakeholders including LGBTQ+ group and accepts differences of opinion as well as social equality such as religion, skin color, and ethnicity. To build confidence in doing business with respect to human rights, Bangchak’s human rights policy has been established in accordance to the UN Global Compact, Universal Declaration of Human Right (UDHR), United Nation Guiding Principles on Business and Human Rights (UNGP), and Women’s Empowerment Principles (WEPs). The Company set a framework on this by setting guidelines for the Board of Directors, management executives and employees at all levels, for the compliance of everyone.
The implementation of the Women Empowerment Principles (WEPs) is a guideline for gender equality under the concept “Diversified energy sources create energy security. Just as diversity and equality strengthens organizations. At Bangchak Group we recognize the importance of gender equality and create a workplace where everyone is truly engaged” and promote this issue, and the company has signed a contract accepting the principles of WEPs.
Risk Assessment on Human Rights
Bangchak conducted a comprehensive annual human rights assessment following the guidelines of the Human Rights Commission. The assessment covers eight risk areas: Construction and expansion of facilities, employees, contractors, communities and society, environment around the operating areas, customers and consumers, busine ss relationships with other organizations, migrant labor, LGBTIQ+ employees and temporary workers covering all targets in risks (children, women, locals, and disabled persons) within the organization covering Refinery and Oil Trading Business Group, Marketing Business Group, and business partners along the supply chain with the report of human rights activities in the Sustainability Report.
| Employees | Contractors & Tier 1 Suppliers | Subsidiaries | |
|---|---|---|---|
| Percentage of risk assessed for the last 3 years | 100% | 100% | 100% |
| Percentage of cases with identified risks | 0% | 0% | 0% |
| Percentage of risk identified with measures to reduce impact | 0% | 0% | 0% |
Collective Bargaining
The company provides an opportunity for communication between executives and employees in collective bargaining of employee benefits through Labor Union of the company that has been registered legally. At present, the Union has members who are the company's employees in 41% of the total employees. The meeting with management is regularly held, reflecting the company's good will in supporting the rights to work which is in consistent with Universal Declaration of Human Rights (UNGP). Labor Union has the right to appoint an employee committee (currently there are a total of 13 people) in order to develop the welfare and benefits of employees together with management representatives. This allows employees to receive welfare that meets their needs and expectations appropriately. The consultation meetings happen every quarter per legal requirement.
Employee Stewardship
The Company prioritizes employee care under the 100XHappiness strategy, promoting work practices aligned with the organizational values of “i am bcp” Additionally, the Company emphasizes talent attraction and retention, as well as career development and advancement, to align with business objectives and ensure that every employee experiences happiness. This aims to enhance employee’s happiness by 100 times as well as to steer towards the 100 year sustainable growth goal, also known as Bangchak100X with frameworks, objectives, and continuous operational efforts as follows
Employee Stewardship by the BEST Employer Framework
Agility
- Having adaptability, flexibility, and high capability to adjust.
- Emphasizing teamwork, respecting differences, and effectively harmonizing diversity.
- Fostering innovation to support and adapt to changes.
- Being responsive to evolving customer needs
Engaging Leadership
- Leadership development.
- Maintaining relationships, fostering engagement, and connecting with employees by communicating a clear vision and demonstrating core value s to create inclusivity.
Talent Focus
- Creating a positive work environment and providing motivation to employees.
- Developing employee skills and promoting employee growth.
- Compensation management and employee retention.
Employee Engagement
- Fostering positive emotions among employees, cultivating long-term commitment to the organization, and demonstrating intrinsic motivation in fulfilling job responsibilities to the fullest.
The organization has an initiative to elevate the sense of ownership of all employees including all executives via the Bangchak ownership program. This project aims to keep potential personnel with reliable performance who have always been dedicated to working for the company to stay together for a long time to create sustainable growth for the organization. Moreover, the project can motivate and create a sense of involvement in the company's ownership to employees, and it aligns with one of the company values, iambcp. This project is a "restricted stock unit" in which qualifying personnel receive the company shares with a transfer restriction. Even in 2025, the company has not allocated new shares. The stocks are prohibited from being sold or traded for a period of three years from the date of allocation.
| BCP | 5.13 | 4.50 | 2.99 | 2.83 |
| Year | 2021 | 2022 | 2023 | 2024 |
Target: the employee turnover rate is less than orequal to the industry.
The proportion of remuneration per employee (female to male)
Performance on Recruitment Targets
| Target | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| The ratio of successful employment as planned (Target) |
90% (90%) |
92% (90%) |
100% (94%) |
95% (95%) |
| Employment of the disabled / handicap (Target) |
11 persons (11 persons) |
11 persons (11 persons) |
12 persons (11 persons) |
12 persons (11 persons) |
Participation in Social and Community Development
Social development is part of Bangchak's business management. It is stated in the corporate and employee culture which is to engage in social development for sustainability.
Community
Population estimate
10 communities in Bang Na / Phra Khanong
1 military flats
1 Bang Nam Phueng Subdistrict,
17,800 people
Family
Population estimate
5,098 households that are members of “Leaf Family”
School
Population estimate
19 schools in Bang Na District, Phra Khanong and Bang Nam Phueng sub-district
11,244
people
Condos
Population estimate
29 projects around the refinery
6,890 people
Complaints from the Community
Target: 0 Case
2021 = 1
2022 = 0
2023 = 0
2024 = 0
Social Activities
All Social Activity by Bangchak plc this year, and archived from the past years.
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