Human Rights

SCGC recognizes the importance and respect for human rights in all aspects of all individuals. The Company created a committee to establish human rights policies and practices to prevent human rights violations in all of the Company's business activities, including those of its suppliers and business partners. Additionally, it has followed labor protection laws and international labor standards as a core practice in all countries in which it operates and consistently undertaking due diligence process. SCGC began enforcing its SCGC Privacy Policy on all stakeholders in 2021.

Human Rights Due Diligence Process

  • Identifying Human Rights Risk Issues
  • Identifying Vulnerable Groups
  • Formulating Preventive and Mitigation Plans and Remediation Actions
  • Monitoring Results

  • Promoting Employee Diversity:
    SCGC seeks talented individuals to join organizations at home and abroad in which everyone is provided equitable opportunities for career growth and advancement. In 2021, SCGC Chemicals set up a working group to promote female management staff to meet the objective goal.
  • Establishing Corporate Culture that Respects Human Rights
    We promote our operations and employees to adhere to human rights principles and respect employee rights on a consistent basis. Examples included ensuring the confidentiality of employees' personal health information, encouraging employees to vote, and promoting activities aimed at reducing inequality, such as creating jobs for persons with disabilities to assure their sustained income. Throughout the COVID-19 pandemic, volunteer activities were organized on the online platform to encourage employees to give back to the community and society, such as reading books for the blind, joining tree banks, and arranging online courses for entrepreneurs.

Human Capital

SCGC have policies that place the highest priority on workforce planning, recruiting, developing knowledge and skills, and retaining human resources. We properly integrate internationally recognized and cutting-edge concepts, systems, and tools into the management and development of human resources and review the impacts of various external conditions to analyze and improve according to the type of business and the characteristics of new recruits. The following are the Company's human resource management and development concepts, policies, systems, and tools:


Workforce Planning Imperatives to Drive Business Outcomes
At SCGC, we put first and emphasize Workforce Planning as a vital part of organizational success. With confidence, by evaluating all dimensions of internal and external situations and demand, we have decoded and translated that into our strategic Workforce Planning Imperatives to support our current business directions and challenges as well as in responding to the future demand for people and skills.


Recruiting and Supervising a Diverse Workforce and Talents
SCGC provides opportunities, promotes, and recruits diverse workforce and diverse talents from different backgrounds in terms of race, religion, gender, age, generation, beliefs, values, competence, knowledge, skills, experiences, and necessary job-related traits through a fair human resource selection and recruitment process. The process is conducted with the emphasis on competency-based and talent diversity principles, together with employment tests, pre-employment personality tests, and interviews. Our company uses the committee system comprised of persons with diverse knowledge and experiences from wide-ranging fields of expertise to interview and recruit employees. We will provide compensation, benefits, and welfare benefits comparable to leading organizations in relevant industries for those who qualify. New employees will receive orientation training in different business areas, including safety and environmental training and workshops, which all employees must adhere to regardless of their roles or tasks assigned. The training is provided prior to the beginning of work in the designated departments. In addition, we have mentorship program as a part of onboarding process. Selected mentors would offer support, advice, and guidance to assist new employees to work with diverse team members, and feel a sense of belonging at SCGC.


Fairness Compensation and Welfare Management
SCGC upholds the principle of fairness in wage and compensation management for both short- and long-term employees. Thus, we have established a policy that examines internal fairness in terms of employee's duties, responsibilities, and competency and external fairness in terms of comparisons to leading companies in order to provide more opportunities for an equal life and improve the quality of life of employees and their families.

In terms of welfare and employee well-being, SCGC has a policy of expanding the flexible benefit to accommodate the diverse needs of employees and their families, with a particular emphasis on health and safety.


Excellence Performance Management
SCGC strives to serve customers in a customer-centric manner. To drive the Company ahead, we have set up the Performance Management System, which connects core metrics, department performance, and individual performance (KPI). Additionally, we value collaboration, enabling employees from diverse departments to work collaboratively to achieve the corporate goal and advance the organization.

The Nomination and Remuneration Committee will evaluate management executives' performance on an individual basis, based on business performance compared to peers in the same industry in Thailand and abroad, as well as the ability to produce business and performance improvement outcomes each year to enhance the organization.


Systematic Employee Development
At SCGC, employees at all levels are encouraged to continuously learn and enhance their knowledge and abilities in their current jobs and prepare for future employment prospects. Employee development also focuses on management development, leadership development, and building diversity awareness among employees by respecting the difference of styles, race, culture, attitudes, opinions, and beliefs. This is accomplished by associating job responsibilities with competencies that will assist them in achieving their goal toward a comprehensive approach to employee development in the 70:20:10 model.

Ensuring people are prepared, knowledgeable, and ready at work, each employee will undertake a minimum of 48 hours training in one year. They also passed job readiness assessment that measures physical, mental and intellectual preparedness to perform their job aiming to minimize risk and to reduce occupational incident at the workplace.

The curriculum content is derived from the organization's in-house knowledge and courses from leading institutions, such as Harvard Business Publishing, that covers job family-specific courses and general education courses in management, technology, leadership development, collaboration and teamwork with care, and compassion in conflict resolution.

To foster the development of knowledge and technical skills, SCGC established the Operation Excellence Training Center (OETC) in Rayong, equipped with cutting-edge learning tools that employees and third-party personnel can use for training and workshops aimed at increasing their knowledge and expertise in petrochemical plant operations.

Additionally, we offer scholarships to employees with the potential to pursue higher education at prestigious universities overseas, at the master and doctoral levels. Master of Business Administration (M.B.A.) and technical scholarships, such as engineering scholarships, are available in various fields of study, related to digital, energy management, and environment management.


Succession Planning to Drive Business
SCGC prepares to build knowledge, skills, and a breadth of experience for key talents identified based on their abilities and performance. We devises a systematic plan in which employees rotate among departments that promote corporate initiatives and participate in major projects in preparation for future advancement to high-level executive positions.

Simultaneously, we establish succession planning in strategic positions to ensure that our company has skilled and capable employees prepared to fill executive and key positions and support positions created by the new business direction. We continually expand roles for all women staff and women management in order to promote respect for human rights.


Development of Human Resources Management in Other Areas
SCGC have consistently refined and developed our human resource management system. We are open to employees' opinions on the company in various areas (Employee Engagement Survey) by adopting concepts, processes, and tools from world-class organizations. This is to examine and improve employee engagement with the organization and use the results to improve the human resource management system to bring the organization up to international standards.

Employee support programs

Employee support programs for better quality of life
SCGC adheres to the business philosophy “Belief in the value of individual” and continuously gives precedence to its employees who are valuable resources of the organization. SCGC has the policy to take care of employees working conditions corresponding to their work, life, social environment, and good practices of the other leading organizations.


Holiday and leave:
SCGC provides weekly holidays, traditional holidays, and vacation leave holidays. SCGC regulation provides traditional holidays and vacation leave holidays to its employees over than the legal requirement. For leave, SCGC provides sick leave, sick leave caused by work, sterilization leave, personal leave, military order leave, training and development leave, maternity leave, monkhood leave, traveling abroad leave, and family care leave according to company regulation.


Having child benefits:
SCGC has the policy to take care of its employees when having their child and the employee can reimburse own or his wife’s maternity expenses as well as medical and vaccine expenses for child according to company regulation. In addition, SCGC also provides breast-feeding rooms in order to support and facilitate women employees.


Flexible working hours:
SCGC has set the regular number of working hours per week at not more than 40 while the company consider to assign flexible working days and working hours according to the nature of work and necessity of work as appropriate. Since 2020, we has implemented job revisit and redesign considering dimensions of employee workplace into 3 groups;

  • Job group that has to work on-site
  • Job group that has to work from home or work from outside
  • Hybrid job group

Working-from-home arrangements:
As the result of having some job groups working-from-home, SCGC arranges its support and necessary facilities for its employees in several things starting from providing an online meeting and communication system, contribution on necessary working furniture, working stationary, internet network expense, the mobile application for daily work report, etc. In addition, during the COVID-19 situation, SCGC has also provided covid vaccine and antigen test kits for employees, employee’s families and temporary manpowers.
In 2022, we renovate workplace both in head quarter and plants in order to reopen the offices, with a particular emphasis on health, safety and quality of life.

Safety Management

SCGC has a policy to conduct business in a socially responsible manner, which includes considering the impacts of all stakeholders and undertaking activities with the utmost safety, as well as promoting understanding through training beginning on the first day of employment, scheduled review training, and when transitional changes are affecting the operation. Additionally, SCGC has implemented a management standard system that is compliant with international standards, including ISO 45001, TIS 18001, Process Safety Management (PSM), yearly internal audits, and external audits conducted in accordance with applicable rules at least once every three years. At present, approximately 100% of SCGC Chemicals' subsidiaries are certified to operate under an international safety standard system.


Process Safety Management
SCGC integrates Process Safety Management (PSM), a world-class approach for streamlining safety management under the supervision of foreign specialists. Since 2012, the system has been integrated into domestic businesses, and it was expanded to overseas businesses in 2019 to reach the goal of "zero accident" to assure worker safety and no anomalous events during the production process. This instills trust in the plant's safety management system in the surrounding communities.


Workplace Safety
SCGC establishes a management approach by including Corporate Safety Principles, Life Saving Rules, and Corporate Safety Standards as guidelines for the uniform application of safety procedures. Furthermore, the Company fosters the development of a safety culture inside the organization and assists in ensuring one another's safety through the Safety Observation Program, which engages everyone to ensure safety of employees and business partners.


Transportation Safety
For safety management outside the organization, SCGC implements the Goods Transportation Safety Standard and the Motor Vehicle Safety Standard to ensure that the transportation of raw materials or the Company's goods, as well as the usage of motor vehicles for Company business, do not adversely affect or cause losses to third parties. Two-way cameras and GPS systems have been installed in raw material or freight transport vehicles, and their use transmits data to the Logistic Command Center, which automatically alerts drivers, transport operators, and vehicles used for company business to high-risk behaviors such as shoulder parking, using a phone while driving, exceeding the speed limit, and driving for four hours without stopping to prevent accidents.


Contractor Safety Management
SCGC places a high emphasis on the safety of its business partners, and it is one of the goals of workplace safety, which is to achieve injury and illness free operation. The Company establishes the Contractor Safety Management as a guideline for managing business partner safety, which encompasses a broad range of activities, including business partner selection, comprehensive training on safety, health, and potential assessment, safe standard operation, and post-operational evaluation. These safety standards are stipulated in procurement contracts and are overseen by the Corporate Contractor Safety Committee.


Emergency Planning and Response
SCGC implements emergency planning and response at the corporate level to identify guidelines and appropriate practices for preparing the response to accidents or crises that may arise due to the Company's business activities. The outcomes of the risk assessment of the production process and other pertinent data are utilized to develop a pre-incident plan that enables effective planning, preparations, and response.

The SCGC's emergency planning and response guidelines are designed to safeguard lives and ensure safety in the event of an emergency and mitigate adverse effects on the environment and surrounding communities. The aforementioned standards are also linked to the Company's crisis management plan and continuity management plan, ensuring that the Company can continue to operate its business in a continuous manner.

SCGC has resources necessary to respond to the Company's emergencies and has worked in tandem with relevant agencies, including the government, private sector, and neighboring companies. The Company encourages and contributes to the formation of emergency support groups to bolster the capacity and potential for emergency response. Additionally, the Company has encouraged and supported surrounding communities and schools in developing community emergency plans and conducting emergency drills to ensure that communities and schools understand, are confident in, and are capable of managing emergencies that may occur in the community or the effects of external events in an effective manner.


Occupational Health Management
Health risks can be induced by exposure to hazardous chemicals throughout the production process, which can directly affect the workers' health. To strengthen the workers’ quality of life, SCGC implements the Industrial Hygiene Management System (IHMS) that begins with the Similar Exposure Group, the Exposure Rating, and the Individual Health Risk Assessment (HRA) to prioritize risk levels. This system determines control measures to reduce or maintain risk levels within acceptable levels.

The risk level defined by the HRA is used to guide the development of measures to control exposure to risk factors through medical surveillance, such as annual health examinations, biological monitoring, which will result in control of occupational diseases, proper health surveillance, and the development of a health care system. The system analyzes and collects data related to health risk assessment and physical examination findings. SCGC believes that the system and processes in place will contribute to the sustainable reduction of health risks for employees and their partners.

Over the last five years, the rate of illnesses and occupational illnesses has remained zero.

Stakeholder Engagement

SCGC places high importance on all stakeholders, recognizing that stakeholder feedback is crucial to the development of more efficient and sustainable operations. SCGC revised its activities and channels of stakeholder engagement on a yearly basis to ensure that the Company provides opportunities for all stakeholders to engage and provide transparent feedback on concerns.

Community Involvement Program

One Manager One Community (OMOC) Project
SCGC aims to sustainably enhance the quality of life for the community, society, and the environment or Advancing Communities.

In 2009, SCGC initiated the One Manager One Community (OMOC) project which empowers all managers to play a role in caring for the communities surrounding the plants. The management staff has been assigned to each community to build up the relationship, listen to problems and suggestions from the community, participate in the development projects and empower the community. They are also responsible for communicating the company's profile as well as resolving complaints from the community as a company’s representative. This is also a role model of social responsibility among employees.

In this regard, SCGC has prepared community engagement guidelines to support all the employees in conducting engagement to enhance long-term value to the community.


Fairness Compensation and Welfare Management
SCGC places importance on responding to community needs and expectations regarding the company's operations and social responsibilities.

SCGC has been identifying and responding to community expectations through various channels including quarterly environmental committee meetings with the community participating as committees, the One Manager One Community (OMOC) project, public hearing, and engagement and survey of the community’s needs and problems and results monitoring by Community Engagement Unit at least 800 times a year. SCGC also prepared two-way communication together with the communities through social media, print media, local media channels, municipality public broadcasting, and open house for the community to visit.

SCGC, therefore, conducts a Brand Health Check annually to survey the community's perception and attitude towards the company and study the need and interests of the community so that the company will be able to respond to their expectations and solve problems that arise in the community effectively.


Community consultation
SCGC has to conduct environmental study and community participation by set up public hearing program to check environmental impact and preparing corrective and preventive action before starting project construction.

We provided communication channel via emergency center all the time (24 hour/day) for collecting community problem investigate its and set up collective and preventive action to solve their problem and feed back the result to them via community complaint system.