Human Rights
BCH recognizes the importance of respecting human rights alongside ethical business conduct and good corporate governance.
The company has established human rights policies and practices aligned with international standards, including the Universal Declaration of Human Rights (UDHR), the United Nations Global Compact (UNGC), the UN Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work. BCH also ensures strict compliance with national human rights laws and regulations in all aspects of its operations.
BCH promotes and protects human rights both within and beyond its organization, emphasizing equality, diversity, and non-discrimination in all forms, including race, religion, gender, age, sexual orientation, disability, and nationality. BCH is committed to ensuring that every individual is treated with dignity and respect and has equal opportunities. The company also ensures that employees, communities, and business partners are treated fairly and equitably in all aspects of its operations.
Goals
Key Operational Highlights 2025
by 2025.
Cases.
cases.
Management and Operation Approach
The Company has assigned the Sustainability, Corporate Governance and Risk Management Committee, together with relevant working teams and departments, particularly the Human Resources Department, to oversee and manage human rights issues in accordance with the Human Rights Due Diligence (HRDD) framework.
This responsibility covers the identification and assessment of human rights risks, the implementation of preventive and mitigation measures, the monitoring and evaluation of the effectiveness of actions taken, as well as the establishment of grievance mechanisms and appropriate remediation processes. These efforts help ensure that the Company conducts its business ethically and transparently, respects human rights, and takes into consideration the interests of all stakeholders throughout its value chain.
The Company conducts human rights due diligence in accordance with the Human Rights Due Diligence (HRDD) framework through the following processes:
- Policy Commitment
The Company has established a Human Rights Policy, Code of Conduct, and Supplier Code of Conduct as the foundation for conducting business in an ethical, transparent, and non-discriminatory manner, while respecting human rights in accordance with internationally recognized principles. These policies are aligned with the United Nations Guiding Principles on Business and Human Rights (UNGPs), as well as healthcare quality and patient safety standards, including Joint Commission International (JCI) and Healthcare Accreditation (HA).
- Identify and Assess Actual or Potential Human Rights Impacts
The Company regularly identifies, assesses, and reviews human rights risks and impacts arising from its business operations, covering employees, healthcare professionals, patients, service recipients, suppliers, communities, and stakeholders throughout the value chain. Key issues assessed include labor practices, occupational health and safety, patient safety, personal data protection, discrimination, harassment, and impacts on communities and the environment.
- Prevent and Mitigate Adverse Human Rights Impacts
The Company implements measures to prevent, control, and mitigate potential human rights impacts arising from its operations. These measures include promoting a safe, equitable, and non-discriminatory working environment, supporting patient care in accordance with professional and healthcare quality standards, and encouraging suppliers to conduct business responsibly with respect for human rights and social responsibility.
- Track the Effectiveness of Responses and Actions Taken
The Company continuously monitors, reviews, and evaluates the effectiveness of its human rights measures through internal audits, grievance monitoring, risk assessments, and regular reporting to the Sustainability, Corporate Governance and Risk Management Committee, as well as relevant management. These processes support the continuous improvement of human rights management practices and help ensure alignment with international standards.
- Communicate How Impacts Are Addressed and Provide Remediation
The Company has established grievance and whistleblowing channels for employees, patients, service recipients, suppliers, communities, and other stakeholders to raise human rights concerns in a safe, transparent, and fair manner. The Company maintains processes for investigating complaints, implementing corrective actions, and providing appropriate remediation where necessary. In addition, the Company discloses information and performance related to its Human Rights Due Diligence (HRDD) activities through its website and sustainability reports to promote transparency and strengthen stakeholder confidence.
Fair Labour Practices and Employment
- Fair Labour Practices
The Company is committed to fair labour practices in accordance with Thai labour laws and internationally recognized labour standards. The Company strictly prohibits child labour, forced labour, compulsory labour, human trafficking, and all forms of labour exploitation. Employment is based on voluntary engagement, and employees are free to commence and terminate employment in accordance with applicable laws and employment contracts.
The Company establishes fair working conditions, including working hours, overtime, rest days, wages, compensation, and employee benefits in compliance with applicable legislation and internal regulations. The Company also expects suppliers and contractors to uphold the same labour standards through its Supplier Code of Conduct.
- Diversity, Equal Opportunity and Employee Development
The Company promotes equal opportunity and a diverse workplace by ensuring that recruitment, employment, training, career development, performance evaluation, promotion, and compensation are based on qualifications, competence, and performance without discrimination.
The Company does not tolerate discrimination based on gender, age, race, nationality, religion, disability, or any other legally protected characteristic. Employees are provided with opportunities for continuous learning, professional development, and performance management to support career growth and capability enhancement.
- Employee Engagement and Communication
The Company encourages employee participation and open communication throughout the organization. Employees are provided with appropriate channels to express opinions, submit suggestions, raise workplace concerns, and communicate with management through supervisors, the Human Resources function, and internal communication channels.
Employee feedback is considered an important source of information for improving people management practices and fostering employee engagement across the organization.
- Labour Standards Management and Due Diligence
The Company communicates its labour standards, employment policies, and related guidelines to employees and relevant stakeholders through appropriate communication channels. Labour-related issues are integrated into the Company's management processes, including risk management and Human Rights Due Diligence (HRDD), to identify, assess, and address actual or potential impacts on employees and other stakeholders.
The Company also encourages suppliers and contractors to operate in accordance with internationally recognized labour standards through the Supplier Code of Conduct.
- Grievance Mechanism, Remedy and Whistleblowing
The Company maintains confidential grievance and whistleblowing mechanisms for employees and stakeholders to report concerns relating to labour practices, workplace misconduct, unethical behaviour, or potential violations of the Company's policies.
All reported cases are reviewed through established procedures. Where appropriate, corrective actions, remediation measures, and follow-up activities are implemented to prevent recurrence and strengthen the Company's labour management practices.
- Labour Performance Monitoring
The Company regularly monitors labour-related performance indicators to evaluate the effectiveness of its people management practices. Key performance indicators include workforce profile, new hires, employee turnover, employee training, performance appraisal coverage, employee engagement, diversity, and other labour-related ESG metrics. Performance data are disclosed annually to support transparency and continuous improvement.
In addition, the company promotes diversity and non-discrimination by providing equal employment opportunities for underprivileged groups, including persons with disabilities, to help them achieve stable income and improved quality of life. BCH also implements various programs and initiatives to support youth development, such as training, internships, and capacity-building in medical and healthcare fields, aiming to prepare the next generation of professionals and contribute to the development of future medical and healthcare personnel.
BCH is committed to operating with transparency and inclusiveness by actively engaging with stakeholders through meetings, feedback mechanisms, and grievance channels, ensuring that all complaints are appropriately addressed and remedied. In addition, the company provides human rights training for employees and relevant departments, particularly the Human Resources, Procurement, and Medical departments to raise awareness and enhance understanding of respecting human rights at every stage of operations.
