Labour Standards

Ambition

Siam City Cement Group is committed to respecting human rights, while fostering a safe, fair, and supportive working environment that enhances employees’ quality of life, enabling them to grow and work happily alongside the organization.

Human Rights Practices at SCCC Group

Guided by the United Nations Guiding Principles (UNGP) on Human Rights, SCCC Group believes that our business can thrive only when the human rights are respected, advanced and upheld and that all relevant stakeholders uphold and comply to the same principles. Below are the Human Rights practice on employees of SCCC Group;

1. Protection of Employee Rights At SCCC Group, we maintain a strict adherence of zero tolerance towards any form of discrimination or harassment. Our commitment entails respecting human rights and seeking to avoid involvement in human rights abuses, identifying, assessing and minimizing potential adverse impacts through due diligence and management of issues and resolving grievances from affected stakeholders effectively.

We are committed to employing people solely based on their ability to do the job, prohibiting any discrimination based on race, color, age, gender, sexual orientation, gender identity and expression, ethnicity, religion, disability, family status, social origin and so on. Our employee rights and their working conditions comply with labor standards of both domestic and international laws where SCCC operates.

This includes embedding in our work culture the respect of rights inherent to all human beings, regardless of physical or mental status, race, nationality, country of origin, ethnicity, religion, gender, language, age, skin color, education, social status, culture, tradition or any other status as specified by laws of each country.

1.1 Recruitment and Screening

SCCC provides the opportunities to all applicants regardless of gender, sexual orientation, disability, education, race, age or religion, with fair and transparent recruitment and screening processes.

1.2 Learning and Development

Throughout their employment, all employees are provided with equal learning opportunities for self-development and are encouraged to have on-going conversation with their supervisor about their development journey.

1.3 Fair Compensation

SCCC ensures the pay is attractive to key talents in the market and employees are paid fairly and competitively.

1.4 Performance Assessment

SCCC is committed to driving employees to engage in a performance-driven culture where fair and transparent evaluation process are followed strictly.

1.5 Termination and Separation

SCCC ensures fair and transparent employee termination/separation, with appropriate consideration of organizational needs, transparent process and legal compliance, in line with the fair treatment and consistency of procedures.

1.6 Culture of Diversity and Inclusion

SCCC continuously promotes an inclusive work culture by including transparency, professional manner and equal opportunities in every activity we do, as well as provides the suitable communication channels in order to cascade the Management’s direction and to continuously receive valuable feedback from employees.

2. Compliance and Accountability Every member of the Board of Directors, the Management team, employees and any individuals or entities representing or acting on behalf of SCCC are bound by a rigorous commitment to adhere to these principles. Anyone found in violation of human rights will be subject to disciplinary measures as defined by SCCC and may face legal consequences if their actions contravene the law.

Employee Engagement

	Performance		Target
	2023	2024	2024
Group Employee Engagement score (%)	75	79	80

Listening to Employees’ Voices

The Group has conducted employee engagement surveys across the entire Group on a continuous basis since 2021 to directly gather feedback and suggestions from employees.

The survey results are used to develop Employee Engagement Impact Plans, focusing on areas that require further improvement in order to strengthen employees’ engagement with the organization in a targeted manner, both at the company and functional levels.

Promoting Employee Well-being and Happiness at Work

The Group places great importance on ensuring a safe, secure, and supportive working environment, while enhancing employees’ quality of life. Accordingly, various initiatives have been designed to promote happiness at work, taking into account both occupational safety and overall employee well-being, covering multiple dimensions as follows:

Physical Well-being

Promoting employees’ physical health through exercise activities, welfare benefits that support access to fitness facilities and sports clubs, as well as annual health check-ups.

Mental Well-being

Supporting employees’ mental health by fostering positive relationships within the organization, organizing team-building activities, promoting mindfulness practices, and encouraging employee participation in various activities.

Financial Well-being

Enhancing financial literacy through education on financial planning and investment, including provident fund schemes and personal investment programs, as well as providing guidance on debt management through debt counseling initiatives.

Employee Engagement Activities in 2024

In 2024, the Company initiated various activities aimed at strengthening employees’ engagement with the organization, promoting teamwork, and fostering collaboration to jointly drive organizational success, including:

Team Collaboration: One Team One Goal
People Fest 2024
INSEE Games 2024