Human Rights

PLANB upholds and respects human rights beyond our business operations and value chain. We understand that we have complete control over our operations regarding the rights of the people that work under the umbrella of PLANB. We aim to protect our people’s rights.

However, we acknowledge the potential risks that may occur through our value chain via our contractors and suppliers. PLANB strives to close these loopholes to dignify the rights of the people involved in its operations, regardless of who it is and where it belongs in its value chain. PLANB takes human rights seriously and does not tolerate human rights violations. This is highlighted in the business code of conduct and reflected throughout our practices. Our stakeholders’ human rights are at the heart of PLANB practices that we prioritize through risk assessment and stakeholder engagement in identifying potentially affected groups. PLANB’s human rights priorities are as follows:

  • Human Rights
  • Occupational Health & Safety
  • Human Working Conditions
  • Fair Wage
  • Fair Treatment & Equal Opportunities
  • Freedom of Association

In our organization, PLANB prioritizes gender equality and equity. We reflect this via gender diversity across all levels of our organization, from the governance bodies to the operation level. Human rights results in 2022. The company has announced and emphasized human rights in the Business Code of Conduct as follows:

  • The Company recognizes rights, liberties, equality, justice, and peace. Therefore, everyone should be protected under human rights principles. Accordingly, directors, executives, and employees are required to perform the following actions:
    • Everyone must act politely and respectfully, in all positions, without violating others' opinions.
    • Respect fundamental human rights at all levels. Do not discriminate based on race, religion, ethnicity, colour, class, gender, age, physical appearance, language, political opinions, or legally protected characteristics.
    • Everyone is responsible for upholding the rights and international regulations, which also applies to business partners to ensure we do not violate human rights actions.

Human Resources Development integrates the Human Rights Business Code of Conduct in the onboarding program for all new employees, communicating the strict adherence to the fundamental principles of human rights.

In 2022, the Company conducted an online training course to instil basic knowledge of human rights for all employees, which covered salient human rights issues, including discrimination and harassment in the workplace and impacts throughout the value chain. Furthermore, employees were given an overview of human rights due diligence and introduced to the Discrimination and Harassment Policy and Diversity and Inclusion Policy. If there are concerns about human rights violations, reports can be made to the Company’s provided whistleblowing channels, which will proceed further following the stipulated investigation process. In 2022, there were no complaints or reports concerning human rights violations nor incidents of discrimination and harassment reported

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 Universal Declaration of Human Rights (UDHR) (the UN General Assembly, 1948) set fundamental rights to which all of us are entitled about 30 articles summarized into ten main topics. So many topics belong to governance responsibility to protect and safeguard human life, such as asylum rights, marriage, and primary education - however, the company can provide some issues to essential stakeholders for our business, and PLANB initiated fundamental human rights activities follows.

The right to equal treatment. Irrespective of their colour, caste, religion, or gender, every individual must be treated the same, and this right reminds them of it.

PLANB provides a religious prayer room. We recognize the importance of providing opportunities for all groups without racial, religious, gender, or cultural bias, as we respect social equality in all its forms

The right to work .This right encompasses a variety of work-related concerns, which means everyone has the right to work and has the right to work in favourable conditions

PLANB provides job opportunities for the elderly and local people nearby. We provide job opportunities in the form of a new employment contract to hire elderly who are 60 years and a continued employment contract for those reaching retirement age with PLANB
The right to freedom from torture. This right means no individual should be subject to torture or cruel, inhuman, or degrading treatment or punishment PLANB Business Code of Conduct. We must treat workers with politeness, respect for the individual’s human dignity, listen to their opinions and suggestions that are appropriate and beneficial to the company
The right to privacy. This right protects citizens from government or corporate overreach and surveillance According to the Business Code of Conduct in data privacy, PLANB stresses customer data confidentiality. We comply with the Personal Data Protection Act 2019 and Cyber Security Act 2019 (PDPA); PLANB reviews IT practices and policies annually to ensure the Company empowers all employees with the best tools to protect customers’ data
the right to freedom of thought, opinion and expression. Every person has the right to hold opinions, follow a religion they want and change their beliefs According to the Business Code of Conduct, PLANB must follow all applicable employment laws without discrimination. The Company encourages employees to voice their rights as good citizens under the Constitution. Employees can participate in political activities apart from work hours and company involvement

For more information about The Universal Declaration of Human Rights (UDHR), please visit: https://www.un.org/en/about-us/universal-declaration-of-human-rights

Health and Safety

Responsibility towards safety, occupational health, and good working environments are integral aspects of the success of any business operation. At PLANB, the Company is committed to being a zero-accident organization that prioritises the safety of its employees and the public. Accordingly, PLANB is continuously advancing employees' safety, health, and well-being.

PLANB established an Occupational Health and Safety (OHS) Policy for all employees, contractors, suppliers, and relevant stakeholders. Occupational health and safety at the Company is overseen by the Safety Committee and appointed Safety Officers. PLANB manages and identifies opportunities to continuously improve the organization’s OHS management system in alignment with International Organization for Standardization (ISO) 45001 standards, including relevant laws and regulations. Risks from work-related hazards associated with the Company’s advertisement business operations are assessed and prioritized regularly. The risk assessment process includes the following:

  1. Identifying and assessment of work activities.
  2. Applying the hierarchy of controls and action plans to eliminate hazards and minimize risk.
  3. Implementing and evaluating progress to prevent health risks.
  4. Effective communication.

Employees can report work-related hazards and hazardous situations during monthly safety meetings or submit an incident report for further investigation following the process prescribed under the OHS Operation Manual. In addition, employees are encouraged to report OHS-related concerns via the Company’s provided whistleblowing channels by the Code of Conduct, where the reporter will be protected against reprisals. Employees can stop work and notify relevant personnel for further management in situations that cause injury or ill health. In addition, a Corporate Business Continuity Plan (BCP) was also established to prepare for and respond to emergency health-related situations, such as a pandemic crisis, that could cause potential business disruption.

In addition, PLANB also provides OHS training to instil awareness and reduce operational health and safety incidents for employees. This training course is provided annually for all workers, which exceeds the regulated 2-year frequency requirement. In 2021/22, the training was held, where 378 individuals, comprising 151 employees and 227 contractors, participated in the course. PLANB organizes various health promotion activities for employees to strengthen the organization's safety culture regularly. The project includes annual health check-ups, fitness and other activities, i.e. marathon. Moreover, PLANB provides occupational safety and health training to instil awareness and reduce adverse health and safety incidents that may occur to employees and related parties. Working place this training course is made annually for all employees, such as

  • Annual fire drill training for employees.
  • Safety training in working with heat and sparks (Hot Work).
  • Training on work safety at heights (High Work).
  • Training on safety and basic knowledge about electricity.
  • Organizing “5S” activities to maintain a safe and hygienic working environment suitable for the nature of work of each department.

2023 goals for health and safety

  • Policies, procedures, and safety training are developed for the Company’s employees
  • Zero accident

Long-term health and safety goals

  • 100% of the Company’s employees and suppliers receive training in accordance with safety
  • Zero accident

From the above-mentioned performance on climate change management and water management. the Company has put in place a process to determine material issues of the Company in accordance with the GRI Sustainability Reporting Standards through considering important issues for stakeholders as well as material issues related to economic, social and environmental impacts of the Company as follows:

GRI 403: Occupational Health and Safety

  • GRI 403-1 Occupational health and safety management system
  • GRI 403-2 Hazard identification, risk assessment and incident investigation
  • GRI 403-3 Occupational health services
  • GRI 403-5 Worker training on occupational health and safety
  • GRI 403-6 Promotion of worker health
  • GRI 403-7 Prevention and mitigation of occupational health and safety impacts directly linked by business relationships
  • GRI 403-8 Worker covered by an occupational health and safety management system
  • GRI 403-9 Work-related injuries
Human Rights Policy
Occupational health and safety