Society

PLANB recognizes that responsibility for safety, occupational health, and a positive working environment is a fundamental pillar of the organization’s long-term sustainability and success. As such, the Company is committed to becoming an accident-free organization by prioritizing the well-being of its employees, business partners, and all stakeholder groups. The Company continuously enhances its safety, health, and employee welfare standards across all dimensions, including prevention, monitoring, and rehabilitation. In support of this commitment, Plan B has established a comprehensive Occupational Health & Safety Policy that applies to employees, contractors, business partners, and all stakeholders involved in the Company’s operations.

Long-Term Sustainability Target (2025-2030)

• 100% of the Company’s operational staff and business partners received safety training in accordance with established standards
• Zero accident
• Fostered a sustainable safety culture throughout the organization

Short-Term Sustainability Target (2025)

• Conducted annual safety training programs for employees on a regular basis
• Zero accident
• No accidents or injury rates resulting in work stoppages

2024 Performance

• Policies, procedures, and safety training are developed for the Company’s employees
• Zero accident
• No accidents or injury rates resulting in work stoppages

The Company has established comprehensive guidelines to prevent and mitigate occupational health and safety risks in support of its goal to become a Zero Accident Organization. These preventive measures are integrated throughout all stages of operations—ranging from planning and implementation to ongoing monitoring and evaluation—as outlined below:

1. Operational Risk Control
   The Company implements robust controls to ensure a safe working environment, such as installing protective equipment, designating hazardous zones, maintaining machinery and equipment in operational condition, and conducting regular inspections of work areas.
   Potential risks: include workplace accidents such as slips and falls, entrapment or impact injuries from machinery, or exposure to hazardous materials. Without adequate control measures, these incidents could result in injuries or disruptions to the work of both employees and contractors.
2. Use and Maintenance of Personal Protective Equipment (PPE)
   All employees and contractors are required to strictly wear personal protective equipment appropriate to their specific job functions, such as reflective vests, safety helmets, gloves, safety glasses, fall protection harnesses, and face masks. The Company also provides regular training on the proper and consistent use of PPE.
   Potential risks: Failure to properly use PPE may increase the likelihood of serious accidents, such as eye injuries, respiratory problems, or falls from height, which could adversely impact the health and safety of both employees and business partners.
3. Training & Emergency Drill
   The Company conducts annual training programs on occupational health and safety to raise awareness and reduce workplace risks. In addition, emergency drills—such as fire suppression drills, fire evacuation exercises, and chemical spill response simulations—are regularly organized to ensure employees and relevant personnel are well-prepared to respond effectively in the event of unexpected incidents.
   Potential risks: Lack of regular preparedness and emergency drills may result in employees and business partners being unable to respond promptly to emergency situations, potentially leading to injuries, property damage, or adverse environmental impacts.

   - Organizing “5S” Activities

   - Basic Firefighting Course and Annual Fire Evacuation Drills

   - Safety and Basic Electrical Knowledge Training

   - Electrical Installation Safety Training

   - Automated External Defibrillator (AED) Usage Training

   - Hot Work Safety Training

   - Working at Heights Safety Training

   - First Aid and CPR Training

   - Safety Officer Training for Supervisory Level

Health, Hygiene, and Safety Risk Prevention and Mitigation Measures

PLANB conducts continuous risk assessments at every stage of work to identify potential factors that may impact the health and safety of employees and relevant stakeholders. Particular attention is given to tasks involving the installation, maintenance, or servicing of advertising media in public spaces, which inherently carry risks related to physical environmental conditions, working at heights, and exposure to electrical equipment or large structures.

Based on the findings from these risk assessments, the Company has established tailored preventive measures specific to each group of workers, as outlined below:

Preventive Measures for Employees

1. Pre-task Hazard Assessment
   • Field staff are required to complete a safety checklist prior to commencing any task. This includes inspecting the structural stability of signage, identifying electrical sources, and evaluating weather conditions.
   • In the event of a high-risk situation, employees have the right to initiate the “Stop Work Authority” process to halt work immediately without penalty.
2. Use of PPE Based on Job Type
   • For example, when climbing billboard structures on expressways, employees must wear a safety helmet, full-body harness, anti-slip gloves, and anti-static safety footwear.
   • All employees must undergo annual training on the proper use of PPE.
3. Environmental Control and Risk Notification
   • The Company installs hazard warning signs, work zone barriers, and flashing lights for night work or tasks performed in public areas such as sidewalks and roadsides.
4. Health and Physical Condition Screening
   • Field employees must undergo annual medical check-ups, with a focus on vision, blood pressure, and physical fitness—especially for tasks that involve working at heights.
   • If any physical limitations are identified, the employee’s duties will be adjusted accordingly without affecting their employment benefits.

Preventive Measures for Contractors and Business Partners

1. Incorporating Safety Standards into TOR/Contracts
   • All projects involving contractors must include a clearly defined Safety Specification annex, outlining requirements such as the use of certified materials, worker-to-area ratios, and mandatory use of personal protective equipment (PPE).
2. Training and Safety Induction Prior to Work Commencement
   • All contractors and partner employees are required to undergo Safety Induction training before entering the worksite—particularly in high-risk areas such as expressways, train stations, or elevated structures.
   • For example, prior to media installation at sports venues, the Company conducts safety briefings highlighting risk zones, restricted areas, and emergency response procedures.
3. Joint On-site Inspection and Supervision
   • The Company’s operations team jointly inspects the worksite with contractors to check for electrical safety, structural integrity of media installations, and proper use of PPE by workers.
   • In cases of negligence, the Company reserves the right to issue an immediate stop-work order, which will be recorded in the contractor performance evaluation system.
4. Safety Audits and Site Inspections for Critical Suppliers
   • Contractors classified as Critical Suppliers engaged in field operations must undergo an on-site safety audit at least once per year
   • If recurring risks or incidents are identified, the Company will jointly develop a Corrective Action Plan (CAP) with the contractor to restore compliance and improve safety standards.

Occupational Health and Safety Indicators

Employee capability development is increasingly recognized as a critical priority for organizations, particularly in an era of rapid transformation driven by technological advancements, evolving consumer behavior, and emerging work models. To remain competitive and resilient, employees must be equipped with the ability to adapt and respond effectively to these ongoing changes.

In response, PLANB places great importance on human capital development at all levels, with a strong focus on enhancing employee potential while fostering a deep sense of engagement with the organization’s core values (PLANB Core Value) and brand identity (Brand DNA). This is achieved through the promotion of a corporate culture rooted in the belief in long-term sustainable value.

PLANB has also implemented structured learning and development programs, including Upskill Programs designed for both organizational leaders and employees, to promote continuous learning and capability enhancement. The Company has established a Succession and Career Development Program aimed at identifying and nurturing high-potential talent and future successors. This initiative aligns with defined career paths and supports the internal pipeline of future leaders within the organization. The Company has set a goal for 100% of key positions to be filled through internal talent selection, with the target to achieve this objective by 2030.

Long-Term Sustainability Target (2025-2030)

• Employee engagement rate with the organization at no less than 90%
• Employee engagement survey response rate at no less than 100%
• Encouraged increased employee participation in training and skill development programs
• Fostered a culture of open and constructive feedback within the organization

Short-Term Sustainability Target (2025)

• Employee engagement rate with the organization at no less than 90%
• Employee engagement survey response rate at no less than 95%
• Encouraged increased employee participation in training and skill development initiatives
• Organized internal activities to promote and strengthen organizational culture
• 100% of employees acknowledged their individual Key Performance Indicators (KPIs) aligned with the organization’s goals

2024 Performance

• Employee engagement rate reached 89%
• Employee engagement survey response rate stood at 96%
• All employees underwent performance evaluations and received professional development support
• Average training hours per employee increased by 39% compared to 2023

Learning and Development Program

The Company emphasizes providing opportunities and fostering skill development for employees, including enhancing their abilities to adapt promptly to current circumstances. In the process of skill development, we focus on both refining existing skills and acquiring new ones. In 2024, the Company developed numerous training courses covering employees at all levels and various job functions. This enables employees to develop their potential in alignment with their respective scopes of work, as follows:

Leadership

• Leading oneself
• Team collaboration
• Leading with strengths finder

Business Essential

• First Day Orientation
• Plan B Business Acumen OOH & Sports
• A.Active with Empathy
• G.Growth Mindset
• Plan B Feedback Culture
• Time Management and Prioritization
• Critical Thinking
• Plan B Performance Culture
• Professional Interview
• Risk Management

Expertise

• Supervisory-Level Occupational Safety Officer
• LDR: Legal Document Request
• Billboard Production & Signboard Tax

DigiTech

• Cyber Security
• Google Workspace by Tangerine
• AI-First Culture Workshop

Data & Design

• Data Visualization for Business Insight

Occupational Health and Safety

• Safety of Work on Electrical 1
• Safety of Work on Electrical 2
• Working at Heights Safety
• Hot Work Safety
• First Aid & CP
• Basic Fire Fighting and Evacuation Fire Drill

Human rights are fundamental rights that everyone is inherently entitled to, and violating human rights can have implications for business operations and the organization's image. PLANB places utmost importance on respecting the human rights of stakeholders throughout the organization's value chain by adhering to human rights principles and complying with relevant local and international laws and standards to prevent and mitigate human rights violations.

The Company upholds and respects human rights across all aspects of its operations and throughout its entire value chain. We recognize our influence over practices that directly affect the rights of employees within the Group and are therefore committed to protecting human rights in alignment with both national laws and international standards. This includes compliance with the Labor Protection Act B.E. 2541 (1998), the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work. Our commitment also extends to vulnerable stakeholder groups, such as temporary staff, operational employees, and workers employed by our business partners, ensuring that all individuals are treated with fairness and dignity in accordance with human rights principles.

Human Rights Management

• Declaration of Human Rights Policy: The Company has established a Human Rights Policy that encompasses employees, business partners, and all stakeholder groups. This policy is integrated into the Company’s Code of Business Conduct.
• Assessment of actual and potential impacts: The Company conducts human rights risk assessments in accordance with the Human Rights Due Diligence (HRDD) framework, covering both actual and potential risks.
• Integration of findings and appropriate actions: Human rights considerations are integrated into the Company’s procurement processes, human resource management, and partner selection practices.
• Monitoring and communicating effectiveness: The Company monitors human rights impacts and reports the findings to management as well as relevant stakeholders.
• Remediation of Impact: The Company provides secure grievance mechanisms along with a whistleblower protection system, as outlined in its Whistleblower Policy.

The Company provides accessible channels for employees and stakeholders to report human rights violations, either verbally or in writing, to their supervisors, the Human Resources Department, or through the whistleblowing channels outlined in the Corporate Governance Manual. Whistleblowers are protected under the Company’s Whistleblower Policy. All reports are investigated through a transparent process, and appropriate disciplinary or legal actions are taken in cases where violations are substantiated.

In 2024, the Company conducted online training sessions to enhance employee awareness of fundamental human rights, including key risks and impacts related to human rights throughout the business value chain—such as discrimination and workplace harassment. Employees were also educated on the comprehensive process of human rights risk assessment, the Company’s non-discrimination and anti-harassment policies, and its policy on diversity and inclusion. In the event of any human rights violations, stakeholders are encouraged to report incidents or concerns through the Company’s designated grievance channels, which will initiate a formal fact-finding and investigation process.

In 2024, the Company received no complaints or reports of human rights violations and no discriminatory practices or violations within the organization. The Company has established processes for identifying human rights risks (HRDD), assessing risk criteria, prioritizing human rights issues, and implementing comprehensive mitigation and prevention measures. On its website, investors can learn more about the Company's human rights risk (HRDD) identification process.

Chart of the Human Rights Working Group

The Human Rights Committee is established to supervise the implementation of human rights principles to ensure that all directors, executives, and employees of the Company adhere to and comply with the human rights policy and respect for individuality and human dignity. The guidelines and principles of human rights policy are as follows:

1. Respect and obey the laws and human rights principles by applying such principles to all stakeholders in all areas where the Company operates on an equal basis, and treat everyone without discrimination, regardless of race, origin, religion, belief, gender, skin colour, language, ethnicity, social status, or any other status.
2. Treat all stakeholders with caution and avoid actions that violate human rights, both directly and indirectly.
3. Regularly monitor, identify, and assess risks and impacts on human rights arising from business activities. Human rights risk assessment is part of sustainability risk assessment (ESG risk) and follows the same process as other risk assessments.
4. Support and promote human rights among all stakeholders in all forms and comply with human rights principles.
5. Communicate, disseminate, and share knowledge about human rights through various communication channels within the Company to promote understanding by all stakeholders and support suppliers to ensure that their business operations follow human rights principles.
6. Oversee compliance with human rights policy by not neglecting or ignoring when witnessing an action that violates human rights related to the Company. Those who witness such actions or those who have been violated should report to their supervisors or notify via the Company's whistleblowing channels according to the Company's Code of Conduct.
7. The Company is committed to providing a remedy to people whom human rights violations have impacted. There are appropriate and effective remedial measures that align with justice and equality principles. The Company also has the policy to treat the complaints to the Company thoughtfully and rigorously by keeping the personal information of the whistleblowers confidential in all cases and by showing empathy to those who have been violated. Suppose the complaint is proven to be true. In that case, the Company will proceed according to the remedial measures, namely, disciplinary action against offenders to the extent of suspension or termination of employment, taking necessary legal actions, setting guidelines for follow-up, and taking other appropriate actions to prevent a reoccurrence. In the case of force majeure, responsibility must be considered as soon as possible.

The Company recognizes the importance of respecting and promoting human rights at every stage of its business operations—both within the organization and throughout the value chain. Particular attention is given to high-risk groups such as field employees, subcontracted labor, business partners in labor-intensive sectors, and surrounding communities.

To ensure the effective management of human rights risks in alignment with international best practices, the Company adheres to the principles of the UN Guiding Principles on Business and Human Rights (UNGPs), the GRI Standards, and Thailand’s National Action Plan on Business and Human Rights (NAP BHR). The Company has identified key human rights risk issues along with corresponding management approaches. These risks are classified by stakeholder groups to enable systematic planning, risk mitigation, and grievance resolution. This structured approach helps ensure that human rights risks are addressed proactively and responsibly across all areas of business operations.

Human Rights Risks within Own Operations

Human Rights Risks within Value Operations

Approaches to Strengthening the Company’s Human Rights Management System

• Provide training on human rights principles to employees, relevant internal departments, and management personnel of business partners.
• Establish an anonymous and impartial grievance system to report human rights concerns safely and confidentially.
• Carry out periodic HRDD with a focus on high-risk groups within the organization and supply chain.
• Regularly present human rights risk assessment outcomes to the Executive Committee for oversight and strategic guidance.

These measures reflect the Company’s strong commitment to conducting business with respect for human rights across all stakeholder groups. They are aligned with the expectations of society, investors, and business partners, and help lay a solid foundation for long-term sustainable growth.

Plan B firmly believes that sustainable business growth can only be achieved when it progresses in harmony with the community and society at large. The Company is committed to conducting its business in a way that contributes to the improvement of people’s quality of life in every area where its operations take place. This commitment is guided by the principle of fostering “shared value and social license to operate”, with a focus on coexistence in harmony. Plan B leverages its capabilities and resources to create positive impacts and deliver meaningful benefits to the broader society.

Company’s Community and Social Development Strategy. The Company adopts a strategic framework for sustainable community development based on the 3Ps approach, as follows:

1. People - Enhancing Quality of Life

• Promote access to information, knowledge, and daily life safety for the public
• Support the empowerment of youth, vulnerable groups, and small entrepreneurs by expanding their social and economic opportunities

2. Place - Enhancing Urban Public Spaces and Environment

• Utilize the Company’s media and technology to improve urban safety, convenience, and environmental quality—for example, providing traffic updates, PM2.5 air pollution alerts, and public service announcements

3. Partnership - Advancing Development through Collaboration

• Collaborate with government agencies, private sector partners, and local communities to implement projects addressing key social challenges such as road safety, environmental sustainability, and education

Community Engagement Approach The Company follows a structured approach to community development through the following key steps:

1. Identification of Business-Related Areas such as billboard locations, advertising structure installations, and sites for marketing and promotional activities.
2. Assessment of Community Needs and Impacts through consultations with local authorities, on-site data collection, and stakeholder feedback mechanisms.
3. Co-Design of Projects and Activities are tailored to the local context, focusing on areas such as road safety, environmental conservation, education, or public health.
4. Impact Measurement and Stakeholder Communication via annual reports, internal communications, and local community channels.

Examples of Concrete Community Development Initiatives

1. Smart Traffic Information Display Project
   • Installed real-time traffic information systems on selected urban LED billboards to help alleviate traffic congestion and enable more efficient travel planning for the public.
   • The system also contributes to reducing carbon emissions caused by traffic jams and helps prevent accidents by minimizing sudden route changes.
2. Public Benefit Media Access Project
   • Allocated airtime on large-format LED billboards for broadcasting public interest content, such as PM2.5 pollution alerts, official government announcements, and educational documentaries.
   • This initiative enhances access to critical information for vulnerable groups who may not have access to the internet, including the elderly and those living in remote areas.
3. Local SME Promotion through OOH Media
   • Provided local small business owners with opportunities to advertise on the Company’s out-of-home (OOH) media platforms at special rates.
   • This initiative enables communities to better promote their products and services, thereby supporting grassroots economic development.

Key Target Groups for Community Development

• Communities surrounding billboard installation areas
• Urban commuters and road users in major cities
• Local entrepreneurs and small and medium-sized enterprises (SMEs)
• Vulnerable groups, such as the elderly, persons with disabilities, and underprivileged youth
• Local government agencies and public interest organizations

Medium-Term to Long-Term SD Impact Goals

• Enhance the quality of life in at least 20 urban areas where the Company’s media is present
• Create a positive impact on no fewer than 500,000 people annually across communities covered by the Company’s media network
• Allocate no less than 10% of total airtime at each media location for the communication of public interest content

Sustainability Index

At PLANB, fostering a culture of social responsibility is paramount. Our employees take pride in their involvement in various projects, as PLANB is dedicated to encouraging employees to engage and actively support communities and society.

• At PLANB, fostering a culture of social responsibility is paramount. Our employees take pride in their involvement in various projects, as PLANB is dedicated to encouraging employees to engage and actively support communities and society.

Corporate Responsibility and Community Development

• Community Investment (Non-Self-Initiated Model)
  - “Creating Jobs and Livelihoods through Upcycled Vinyl Waste” Project. This initiative transforms old advertising vinyl into practical, reusable products such as bags and household items. It aims to generate income for local communities while reducing waste from the media industry. The project is carried out in collaboration with regional partners, including: Nonthaburi Home for the Destitute, Thung Setthi Community Enterprise, Khon Kaen Province, Pa Pao Thong Village, Udon Thani Province and Srinakharinwirot University
• Donations and Community Support
  - Donated advertising media space through various foundations, valued at over 24 million baht
  - Provided financial and in-kind support for volunteer initiatives, sports activities, education programs, and community development projects, with a total contribution of over 27 million baht

In 2024, the Company received no complaints regarding negative impacts on the community, society, or the environment.
The Company maintains continuous community and social care processes, adhering to relevant criteria. It transparently provides information and project details to solicit community feedback and suggestions, which are considered both pre- and post-project implementation. Additionally, it establishes committees comprising representatives from various community sectors to participate in the Company's operations for monitoring, suggestions, complaints, or recommendations. This facilitates communication and collaborative problem-solving.

Furthermore, the Company organizes Open House events to allow community representatives, educational institutions, government agencies, or relevant stakeholders to visit and observe the management processes. This will enable stakeholders to see the reality of operations and facilitate direct communication.

The Company is firmly committed to advancing sustainable community development under the principle of “Grow Together with Community”, a key pillar of its sustainability strategy. This approach aims to foster economic opportunities, improve quality of life, and reduce social disparities by leveraging the Company’s core strengths—including its resources, networks, and institutional knowledge—to generate mutual value for both the organization and the communities in which it operates.

To ensure a systematic and measurable approach, the Company has established a “Sustainable Community Development Framework” based on the 3C Principle: Community – Capability – Collaboration, as outlined below:

	Community	Support the development of the local economy and promote the capacity-building of communities in each area, with a particular focus on vulnerable groups such as the elderly, persons with disabilities, and low-income individuals, to foster sustainable livelihoods and income generation.
	Capability	Promote skill development, knowledge transfer, and the enhancement of the target group’s potential to enable long-term self-reliance. This includes activities such as handicraft training, group management, and product processing initiatives.
	Collaboration	Foster collaboration with strategic partners across the public sector, civil society, academic institutions, community enterprises, and non-governmental organizations to combine efforts and achieve long-term, sustainable impact.

Primary Target Groups of the Initiative Include:

• Elderly persons
• Persons with disabilities
• Community enterprises
• Homeless individuals and low-income populations in rural areas