Human Rights
Goal and Performance Highlights
Performance
Goal
Challenges and Opportunities
With a diverse business portfolio of Central Pattana Public Company Limited spanning shopping centers, residential projects, office buildings, and hotels, while also relying on an extensive network of business partners, suppliers, and subcontractors across the supply chain. This structure makes human rights management complex and exposes the Company to systemic challenges. Key risk areas include:
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Supply chain risks, particularly governance and Human Rights Due Diligence (HRDD) across the supply chain, to ensure that all parties strictly comply with international labor standards and the Supplier Code of Conduct.
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Equality and acceptance of diversity within the organization, including the management of personnel with diverse cultures, age groups, and needs, while promoting equality and a discrimination-free workplace in line with the international labor standards of the International Labour Organization (ILO).
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Community rights and impact management, particularly in real estate development projects where negative impacts on the rights of surrounding communities and vulnerable groups must be prevented, controlled, and mitigated in a balanced manner.
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Cybersecurity and personal data protection, including the ability to maintain information security and protect the personal data of customers, tenants, and employees in the digital era under the IFRS S1 framework.
Failure to govern these human rights issues could lead to severe legal risks, labor disputes, and protests from business partners and customers, directly affecting business continuity as well as business value, reputation, and stakeholder trust.
Amid these challenges, the Company recognizes opportunities to raise human rights standards and strengthen a sustainability ecosystem through proactive mechanisms as follows:
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Driving progress through innovation and digital technology by applying transparent and auditable digital platforms and systems as mechanisms and channels for receiving complaints and whistleblowing reports that are safe and easily accessible to all groups of workers.
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Building systemic partnerships by collaborating with stakeholders across sectors, including government agencies, non-governmental organizations, and local communities, to jointly develop and elevate labor standards, fair employment, and responsible business conduct.
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Building an organizational culture that embraces diversity by turning differences into strengths through a culture of mutual respect, which helps strengthen the ability to attract and retain high-potential talent.
This commitment to international human rights principles not only significantly reduces social and labor-related impacts and risks, but also strengthens organizational resilience, builds trust, and creates long-term value for stakeholders in a sustainable manner.
Central Pattana sees an opportunity to lead in human rights standards through strong policies and practices,
underpinned by the use of technology and innovation to enhance governance
Management Approach and Value Creation
Governance and Policy Integration
The Company has established a systematic good corporate governance structure through the Board of Directors, senior executives, and relevant functions. Human rights issues are integrated into these governance mechanisms alongside the enhancement of practical social policy and business ethics frameworks. This embeds human rights practices and international labor standards into operating systems and corporate requirements, including human rights and labor treatment topics in the Code of Conduct and the Supplier Code of Conduct, covering six areas across the value chain as follows:
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People and organizational culture: integrating equality and human dignity into the Employee Treatment Policy to create a discrimination-free workplace.
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Supply chain and suppliers: defining human rights and environmental due diligence criteria in the Procurement and Supplier Treatment Policy to protect labor rights across the supply chain.
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Safety and well-being: enforcing hygiene and occupational health measures through the Occupational Health and Safety Policy in accordance with ISO 45001, covering employees and subcontractors.
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Community rights and impact management: specifying requirements for assessing and reducing negative social impacts in the Social and Community Policy to balance project development with the rights of surrounding communities.
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Fairness and consumer protection: setting ethical and transparency standards in the Public Relations and Marketing Policy and the Customer Treatment Policy to provide accurate and equitable information.
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Rights and data in the digital era: defining practices for personal data protection and trade-secret confidentiality in the Intellectual Property Policy to respect rights and prevent violations in business processes.
The Company's practices and governance are continuously developed and improved to align with domestic laws and regulations as well as international frameworks, including the United Nations Guiding Principles on Business and Human Rights (UNGPs), the United Nations Global Compact (UNGC), the Universal Declaration of Human Rights (UDHR), the international labor standards of the International Labour Organization (ILO), and the principles of the Danish Institute for Human Rights (DIHR). They also include the International Finance Corporation (IFC) Performance Standards on environmental and social sustainability under the sustainability-linked financing framework.
Scope and Relevant Stakeholders
The Company's social and human rights policies and practices extend protection comprehensively across the value chain, from the Board of Directors, executives, and employees at all levels to subsidiaries, joint ventures, and merged entities. They also cover stakeholders in the supply chain, including customers, tenant employees, suppliers, supplier employees, business partners, subcontractors, and vulnerable groups.
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Human Rights Due Diligence Process
The Company integrates international tools under the United Nations principles of Protect, Respect, and Remedy by establishing systems to examine risks and impacts as follows:
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Systematic risk assessment: The Company conducts Human Rights Due Diligence (HRDD) every four years and human rights risk assessments every two years. The analysis covers the entire value chain, from business acquisition, design, development, construction, management, operations, corporate oversight, and the care of vulnerable groups. The Company has enhanced a Two-Tiered Assessment tool by introducing an in-depth risk-screening process. Expert Specialist Panels first screen and identify salient material risk issues. These issues are then expanded and tested for coverage through a statistical online assessment to gather views from employees at all levels.
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Salient Human Rights Issues Assessment: In the due diligence process, the Company refers to the "Human Rights Due Diligence Guidelines for Listed Companies" prepared by the Securities and Exchange Commission (SEC) in collaboration with the Faculty of Law, Chulalongkorn University. The results are used to systematically classify and analyze material risks across the value chain. The Company has identified and focused on managing three high-risk areas:
Focuses on controlling, supervising, and preventing safety, hygiene, and workplace-environment risks to ensure appropriate standards for both employees and subcontractors.
Focuses on protecting individuals' rights to equality and fairness, respecting freedom of association and collective bargaining, and preventing abuse of authority and workplace harassment.
Focuses on conducting business without violating or encroaching on land and livelihoods, while controlling pollution, wastewater, noise, and dust that may affect surrounding local communities.
After the assessment process and corrective and remedial measures are completed, the Company will use feedback data and lessons learned to review and adjust the survey structure for greater flexibility, while continuously refining in-depth risk topics to reflect new challenges in the next assessment cycle.
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Business due diligence before investment and mergers and acquisitions: The Company incorporates human rights issues and ESG indicators into business due diligence for mergers, acquisitions, share acquisitions, joint ventures, and investments with transaction value or size that meets the Company's materiality criteria. This helps assess and prevent material risks that may affect financial position and strategic resilience under the IFRS S1 framework.
- Rights and freedoms to negotiate, bargain, associate, claim fair benefits, and report unfair labor practices through labor unions or appropriate welfare committees.
- Protection of freedom from forced labor or all forms of compulsory labor, including any practice that forces individuals to work involuntarily and prevents them from refusing coercion.
- Respecting, protecting, and promoting equality, fairness, and non-discrimination, including preventing abuse of authority by workplace personnel.
- Controlling, supervising, and preventing occupational health, safety, and workplace-environment risks to ensure suitable and expected standards.
- Considering the prevention of child labor in work processes, including reviewing suppliers to ensure that they conduct business without child labor or inappropriate treatment of vulnerable groups, such as persons with disabilities, in accordance with the Company's manuals and legal requirements.
- Carefully and effectively protecting personal data and rights of access to information for employees and relevant parties in the supply chain (PDPA).
- Respecting the rights of local communities and minorities by avoiding violations, encroachment, or destruction of land, livelihoods, or residences, and by preventing unsuitable environmental conditions such as pollution, wastewater, noise, dust, or waste that may affect local communities and minorities in daily life or occupations.
- Human rights violations, such as physical or verbal harassment related to gender identity, dress, beliefs, religion, and other issues, including harassment by other groups such as customers, tenants, contractors, or external agencies involved in coordination.
- Managing the Company's water withdrawal from water sources in accordance with applicable rules and management principles to reduce impacts on communities or other users' water rights, such as excessive water use and wastewater discharge, while also reviewing suppliers to ensure that they use water resources with respect for the environment.
- Managing waste, pollution, and hazardous materials properly and effectively to reduce environmental impacts.
Mitigation, Prevention, and Impact Management Measures
The Company has classified the nature of impacts and defined risk management measures to maintain business continuity and resilience as follows:
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Where the Company becomes aware of and is directly involved in a violation, the Company immediately suspends and remedies impacts that are severe to human rights and business continuity to an acceptable level. The Company applies Zero Tolerance to all forms of violations through decisive disciplinary action or termination of the offender's employment, while implementing proactive measures to restore the working environment, Psychological Safety, and employee confidence in a timely manner.
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Where the Company benefits from a violation, risk-prevention measures for potential future risks are integrated into business operating plans.
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Where the Company lacks a system for becoming aware of a violation, mitigation, rehabilitation, and remediation measures are established for people affected by the Company's operations, together with enhanced work systems for proactive monitoring.
Operational Control Standards for High-Risk On-Site Issues (Systemic measures enhanced from the previous annual impact assessment)
The Company uses statistical data and high-risk issue assessment bases from each survey cycle to develop and enhance systematic on-site control and prevention measures, reducing the likelihood of negative impacts in a tangible way.
| Workplace Safety and Hygiene Measures | Fair Labor Treatment and Non-Discrimination Measures |
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Grievance Mechanism and Remedy
To align with international transparency disclosure criteria, the Company has established a structured feedback mechanism and tangible remedy system, with systematic practices as follows:
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Complaint and whistleblowing mechanism: The Company provides online complaint channels through the corporate website (https://www.centralpattana.co.th/en/whistle-blowing) and a central email system, together with whistleblower and informant protection measures to ensure that complainants face no negative impacts or retaliation. Whistle Blowing
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Fair fact-finding process: Every complaint enters a transparent investigation process free from conflicts of interest. The process involves coordination among Human Resources, Internal Audit, or an ad hoc committee appointed as appropriate for each case to ensure fairness and protect the rights of all parties involved.
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Remedy in line with international standards: The Company is committed to protecting the rights of people harmed by the Company's business operations by providing a process to consider compensation, as well as appropriate physical or psychological mitigation and rehabilitation, at no less than the minimum rates or criteria required by law.
Complaint Management Steps
To ensure that all human rights issues and complaints are handled transparently through to completion.
Protection, Prevention, and Threat Response Mechanisms (Systemic measures enhanced from the previous annual impact assessment)
To ensure a psychologically safe workplace free from all forms of harassment, the Company has established control and rights-protection mechanisms in two key dimensions:
| Mechanism for Responding to Threats from Outside the Organization | Control Mechanism and Culture of Respect Within the Organization |
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Human Rights Management and Promotion Across the Value Chain
The Company is committed to conducting business based on respect for human dignity. Human rights management guidelines and risk spot checks are defined comprehensively for all stakeholder groups across the value chain as follows:
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People and Employees Within the Organization
The Company promotes an organizational culture that supports equality and equitable coexistence through welfare policies that create career opportunities without limitations based on gender, age, race, or religion. This is combined with care for employee well-being and safety in accordance with international occupational health standards, as well as the People Help Desk and Whistleblowing system, enabling employees to raise human rights concerns directly with the organization.
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Supply Chain, Suppliers, and Subcontractors
The Company requires tenants, business partners, and suppliers across the supply chain to strictly comply with human rights and labor standards through the Supplier Code of Conduct, with rigorous criteria and audit measures across four international labor dimensions in line with ILO standards.
Fosters a corporate culture of equality and inclusiveness
Promote a workplace that respects equality and is free from discrimination in all cases, based on Zero Tolerance for physical, psychological, or verbal harassment and abuse in the workplace.
Focus on protecting fundamental labor rights in accordance with standards by preventing the employment of children below the legal age, while promoting safe and hygienic infrastructure and accommodation for workers. Family and child living areas are appropriately separated from construction zones, alongside care for the rights and welfare of women workers and pregnant workers, and respect for workers' freedom of association and collective bargaining.
Prevent and avoid forced labor and slave labor across the supply chain by promoting transparent and fair employment practices without financial bondage conditions that affect freedom at work.
Provide fair compensation and benefits in line with labor-law standards, while managing working hours and overtime within the legal framework and on the basis of workers' voluntary consent.
In addition, the Company provides human rights training for supplier partners to proactively and continuously enhance understanding and practices in line with international standards.
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Society, Local Communities, and Service Users
The Company prioritizes shared value creation and strong relationships with communities surrounding projects by implementing on-site environmental impact mitigation measures, including pollution, wastewater, noise, and dust control, while improving quality of life through job creation and support for local entrepreneurs. Universal design principles are also applied to shopping centers and public spaces so that everyone, including older persons and persons with disabilities, can access services equitably and social inequality can be reduced.
The Company also defines principles for assessment, impact analysis, and spot checks on human rights violations at every level of the value chain, while undertaking rehabilitation, mitigation, and remedy for affected people in strict accordance with international approaches under the principles of "Do No Harm" and "Remedy First."
Personal Data Protection and Cybersecurity
In the digital era, protecting the personal data of customers, tenants, and employees is a top priority for Central Pattana Public Company Limited. The Company implements cybersecurity and data management measures in line with international standards such as ISO 27001 and PDPA to prevent violations of stakeholder rights. The Company has also established a clear privacy policy and provides safe and transparent channels for employees and relevant parties to report issues related to personal data.
The Company has implemented cybersecurity and data management measures in accordance with international standards.
Stakeholders Directly Impacted
Retailers / Building tenants
Customers
Employees
Business partners and contractors
Communities / Community representatives, regulators, government agencies, educational institutions, and civil society organizations
