Social Dimension
the Company recognizes and values equality in the rights and dignity of every human being, the Company respects and focuses on cultivating respect for human rights for all groups of stakeholders involved throughout the Company's value chain.
- Communities: Create employment opportunities, support income generation, and sustainably enhance the quality of life of local communities.
- Sports and Education: Promote access to sports and education at all stages of life, reduce social inequality, and strengthen learning potential to equip youth with future-ready skills.
- Society: Uphold human rights and promote equality, occupational health and safety, diversity, and social inclusion.
Social Targets
Occupational Health and Safety
Labor Practices
Society Development and Community Relations
Respect for Human Rights
The Company places great importance on respecting human rights. It believes that all humans have equal rights by birth including human resource management that requires equality in treatment and benefits that employees should receive according to labor laws. In addition, the Company also places importance on human resource management which is considered a valuable resource and is extremely important in driving the organization to grow with quality. The human resources policy has been clearly established and gives importance to taking care of employees in developing their knowledge and abilities to be proficient providing appropriate compensation and benefits, taking care of safety, occupational health, and the working environment. The Company also promotes the creation of shared value between business and society by continuously supporting knowledge, materials, and various equipment for people in the community. To create opportunities to have a good quality of life and a stable economy in their own local society in a sustainable way.
Human Rights Policy
Human Rights Risk Assessment and Management Development Process
The Company recognizes potential human rights risks arising from its operations and throughout the value chain. It places importance on systematically identifying, assessing, and managing such risks in order to prevent adverse impacts on stakeholders, as well as to mitigate legal, reputational, and business continuity risks.
The Company has established a Human Rights Policy as a governance framework for its operations and has implemented a SNNP Supplier Sustainable Code of Conduct to promote business practices that respect human rights and uphold labor standards throughout the supply chain.
By the end of 2025, the Company set a target to develop and implement a comprehensive Human Rights Due Diligence (HRDD) system across the organization by 2027. During the period from late 2025 to 2027, the Company will progressively develop its internal Human Rights Due Diligence (HRDD) processes to enhance labor and human rights risk management, including risks within the supply chain, in alignment with international principles such as the United Nations Guiding Principles on Business and Human Rights (UNGPs) and the guidelines of the International Labour Organization (ILO).
Human Resource Management
The Company recognizes human resource management as a strategic factor influencing operational capability, organizational resilience, and long-term value creation. Human Capital management is integrated into the Company’s strategic planning in alignment with the sustainability disclosure framework under IFRS S1. The Company systematically manages its workforce, covering workforce planning, recruitment, retention, and capability development to ensure the Right People and the Right Structure. This approach aligns with business direction, industry changes, and the rapidly evolving competitive environment. Human resource management is conducted through an End-to-End Human Capital Management process to enhance employee capability, mitigate labor-related risks, and support business continuity. This process encompasses workforce planning, recruitment and selection, capability development, performance evaluation, compensation management, employee retention, and governance of workplace ethics.
Fair Labor Treatment And Employee Care
The Company recognizes the importance of human resource development and treats workers fairly. This is an important factor that will help increase the value of the business and strengthen competitiveness as well as the sustainable growth of the organization in the future. Therefore, Srinanaporn Marketing Public Company Limited, its subsidiaries and associated companies (“Company”) both inside and outside the country attach importance to compliance with labor laws to promote fairness and equality among employees. There is a policy along with supporting various regulations labor aspect regarding respect for human rights regarding the diversity of the workforce in the organization. There are equal practices for treating workers without discrimination toward gender, age or physical condition, job position, race, and religion. Every employee is taken care of every step of the way since the recruitment process, fair employment, compensation at a level appropriate to the Thai industry. The welfare is not less than what is required by law or more appropriate. Personnel development promotes career advancement opportunities as well as taking care of health and safety in the workplace.
Targets
Performance In 2025
Potential Development And Opportunities For Personnel Growth
To aim to be a producer and distributor of beverage products and good snacks both in quality and service, the Company emphasizes the importance of human resource management focusing on developing employees with necessary knowledge and skills according to the direction of the business. This is because personnel are considered one of the main resources in running a business and is an important mechanism in driving the organization towards change - transformation. The Company has therefore reviewed and prepared personnel preparation along with developing the organization to be efficient to support business operations and working styles that have changed in the current situation. It also supports and promotes business competitiveness in a stable and sustainable manner.
Motivating And Retaining Employees
The Company focuses on the importance of retaining employees in the organization by providing welfare and compensation management system to motivate and attract potential employees to join the Company. The morale of workers is boosted so that talented employees can be retained with the organization. As a result, employees are determined to improve their skills and abilities so that they are ready and willing to see their career progress. This will drive the success of the mission. The Company has a plan to develop employee engagement and there is continuous monitoring and measurement of the level of satisfaction and commitment of employees towards the organization at least once a year in order to provide information for reviewing and considering important factors for retaining and motivating employees to remain with the Company.
The Company provides annual performance evaluations. The topic of annual performance evaluation comes from the Company’s goals, divided into 3 factors with the following proportions:
Personal performance score (KPI) according to role, duty and responsibility of the position including special assigned work
From core competencies (Core Competency) all 7 aspects
- Focus on success
- Learning ability
- Teamwork
- Ethics and transparency in work
- Having a vision
- Driving the team
- Sustainable Development
Consistency of coming to work throughout the year
Satisfaction And Commitment Of Employees Towards The Organization
To support continuous organizational development and enhance employees’ quality of work life, the Company has established an approach to assess employee satisfaction and engagement in order to better understand their needs, expectations, and opportunities for long-term organizational improvement. The Company plans to conduct an employee satisfaction survey by 2027 and will ensure that results are monitored and reported on a regular basis, at least annually. The findings will be used to continuously improve and strengthen employee engagement.
*At the end of 2025, the Company established its employee satisfaction targets for the first time, setting a target of ≥60% for employee satisfaction and ≥80% participation in the assessment by 2027. Implementation of these targets will commence during 2026–2027.
Targets
Health And Safety In The Work Environment
The Company has policies and guidelines regarding hygiene, safety, and the working environment. Controls are in place to reduce the risk of accidents and unsafe health for employees including contractors who come to work in the Company by arranging annual health examinations for employees, having a nurse's room, basic medical equipment for employees, and checking for lights, colors, dust, smoke, and chemicals as required by law. Safety assessment according to plan to provide equipment to prevent danger and provide regular safety training to build confidence among employees to have good health resulting in Illness rate decreased.
Occupational Health and Safety Policy
Progress in Occupation Safety and Health
Participating In Community And Social Development
The company places great importance on the development and care of communities surrounding its operational sites as key stakeholders. These communities play a critical role in maintaining the company’s Social License to Operate and ensuring the long-term continuity of business operations. The company aims to enhance the quality of life, well-being, and resilience of these communities through systematic and ongoing community engagement activities, such as knowledge transfer, providing necessary resources and materials, and participating in public-benefit initiatives and community development across various dimensions. These efforts are designed to mitigate the impacts of business operations, strengthen relationships, and build trust and confidence between the company and the communities over the long term.
Targets
Performance In 2025
Sports for Society
The Company continuously implements corporate social responsibility initiatives focused on sports promotion, aiming to support the development of youth, general athletes, senior athletes, and persons with disabilities. These initiatives provide equitable access to physical activity, skill development, and participation in sports, helping reduce inequality and promote inclusivity. This forms a key foundation for enhancing health, quality of life, and the long-term development of human capital in society. Such initiatives also help strengthen relationships with communities and stakeholders, build trust, and support the Company’s operations under the concept of a Social License to Operate, which is essential for business continuity and organizational resilience. To ensure that sports promotion for society delivers tangible and measurable outcomes, the Company has established Key Performance Indicators (KPIs) and targets as a framework for monitoring, evaluating, and reporting the performance of each initiative. These efforts aim to create long-term value for society while supporting the Company’s competitiveness and sustainable growth.
Targets
Performance In 2025
Read more detail at Sustainability Report
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