Our Workforce

Performance Against Goal


Performance Summary 2021

Promoting Equal Opportunity and Diversity

Gender Diversity

  Number (person) % of FTEs
Male 35,545 39.13
Female 67,712 74.53

Remark : FTEs is Full Time Equivalent

Age Diversity

  Number (person) % of FTEs
Under 30 years old 47,279 52.04
30-50 years old 41,653 45.85
Over 50 years old 1,914 2.11

Remark : FTEs is Full Time Equivalent


Nationality Diversity

  Total workforce (%) All management positons (%)
Thai 97.04 41.56
Cambodia 0.71 13.96
Myanmar 2.16 42.59
Korea 0 0
India 0 0.10
Australia 0 0.04
Other 0.09 1.76

Religious Diversity

  Number (person) % of FTEs
Buddhist 85,598 94.22
Christian 565 0.62
Muslim 4,180 4.60
Hindu 8 0.01
Other 53 0.06
Undisciosed 442 0.49

Remark : FTEs is Full Time Equivalent


Capability Building of Female Employees

People with Disability

Freedom of Association

Management Approach


Corporate Culture

CP ALL believes that corporate culture is the “organization’s life force” that makes the organization strong and enables it to grow sustainably. Therefore, the principles of working together on the basis of values or guidelines for working together are divided as follows.

“Our Way”  To continue for sustainable growth in the next 30 years with “Our Way.”

CP ALL is aware of external changes that are changing rapidly and drastically than the past.  The company has therefore mobilized the brainstorming from more than 4,000 executives and representatives to find ways to create sustainable growth for at least 30 years.  The results from brainstorming, it enables the company to receive important and necessary values ​​for sustainable growth called “Our Way” (5 development), consisting of “TRUST,” “COACHING,” “INNOVATION,” “SMART,” and “COMMUNITY AWARENESS.”

Respect for Diversity and Inclusion

Respect for diversity and inclusion remains the Company’s commitment, emphasizing equal treatment which does not discriminate based on nationality, skin color, religion, gender, sexual preferences, citizenship, age, disability, or other characteristics considered to be a human right. By managing diversity and accepting differences in an appropriate manner, with believes that it is able to attract and retain people who are capable and good, as well as bring out and make use of the best potential and capabilities from employees. In this regard, the Company has established the Diversity and Inclusion Policy and Guidelines with the aim to mutually benefit its business operations and employees as follows:

  • Leaders at every level must be prepared to listen to differing opinions from others
  • Encourage and drive employees to be courageous in openly expressing their ideas and opinions that are creative and within the established internal legal framework of the country in which the Company is operating its business
  • Promote respectful working environment and valuing difference with no discrimination based on personal preferences, personality, race, religion, color, gender, generation or marital status
  • No discrimination or bias in the recruitment process, through providing equitable access to opportunities for career progression according to performance, competency and growth of the organization
  • Recognize employees appropriately for their contributions to innovations and work improvement

Labor Practices

The Company is committed to respecting the labor rights and fair practice of employees, in alignment with various laws and policies under the Thai Labor Protection Act and other international standards. This is achieved through establishing appropriate employment conditions, wages, working hours, holidays, and welfare, in addition to ensuring a good and safe working environment. Specifically, the Company provides the following welfare:

Welfare Legal Entitlements Welfare Provided by the Company
Maternity Leave 98 days 120 days
Holidays No fewer than 13 days 14-18 days
Annual Leave No fewer than 6 days 6-15 days
Personal Leave 3 days 3-7 days

Personal Leave

An employee can take a leave to take care of one’s own personal business or activities as needed and/or per differentiated interests to ensure work life balance, not exceeding 7 days per year. This would be a paid leave, without counting weekends and public holidays in-between. There must be an approval from the supervisor along with supporting documents provided, per the leave types stipulated, such as.

  • Care for sick family members, or those with physical / mental health conditions that require close monitoring or hospitalization
  • Birthday leave for employees to spend time with families or following the practices of their own religion. The leave is applicable for the birthday once a year, or within the birth month, available once annually
  • Volunteering for communities per the employee’s own interests

* Notably, the term, “Family member” refers to fathers, mothers, spouses, children, siblings, those under care

Maternity Leave

Pregnant employees have rights for maternity leave, as well as leave for prenatal care, no more than 120 days prior to due date. This includes holidays during leave. The Company provided paid leaves throughout the period, without exceeding 50 days.

Paternity Leave for newborn care

Male employees are entitled to take paternity leaves for newborn care for 5 days/calendar year, receiving the same compensation as that of their workdays.

Part-time working options

CP All, a retail conglomerate with more than 13,134 7-Eleven convenience stores nationwide, has a special demand for manpower to work in operations to serve customers. Also, during the epidemic situation when infection of the covid-19 virus is a risk, employees expressed their concern about their financial condition, that employees or their families are affected by or having a financial distress. Hence, the Store Support Program was established as an option for employees to work part-time and earn extra income. The program alleviates concerns about the employees’ family’s financial condition. It also has effects in maintaining the capability and quality of customer service of the Company.

Part-time work terms and conditions

  • Office workers in the position of staff-supervisor
  • Employees participating in the program must use their time of the holiday or free time after regular work only
  • Work at least 4 hours or more, no more than 9 hours per day

Benefit

  • 50 baht per hour wage

The Company also provides for various employee welfare to elevate employees’ wellbeing during their work at the Company. This includes programs such as the special interest rate emergency loans, rental assistance allowance, hardship allowance for employees located in remote locations. There are also life security benefits such as provident funds, life insurance, and natural disaster support fund. The Company has also assessed the need to increase employee health welfare benefits, including the Health Centers, medical prescription benefits wherein employees can receive their physician-prescribed medication either at home or the office, and COVID-19 vaccine procurement for employees in high-risk locations, such as 7-Eleven employees.

Average Hiring Cost/FTE (Baht)

Year 2018 2019 2020 2021
Hiring Cost 5,368 2,807  1,358  3,950

Positions Opened by Internal Employees (%)

2018 2019 2020 2021
60.60 91.23 80.80 64.80

Freedom of Association

The Company provides for the free expression of opinion and concerns through various channels, including emails, information centers, corporate online media, whistleblower channels, and the Voice of Employee system, among others. Welfare committees in workplace affairs, set up in compliance with the Labor Protection Act of 1998, are also another communication channel. Currently, there are 103,257 persons representatives in the welfare committees, equivalent to 100% of all employees. Committee members have held quarterly meetings. In 2021, the Welfare Committee has approved the benefits (additional benefits) for employees as follows:

  • Paternity leave days to take care of a newborn child (for male employees) for 5 days/calendar year with wages received equal to the wages on working days
  • Add the type of personal business leave to create a balance in work life and personal life (Work Life Balance). Employees shall receive wages and the wages are excluding holidays during the leave
  • The program allows full-time employees in the office at the staff level and supervisor level to have part-time working options. The options are available to assist employees and their families who have financial distress

Equal Opportunity and Diversity Promotion

The Company respects employee diversity and is committed to treating all employees equally on the basis of their basic human rights, without discrimination based on race, religion, gender, skin color, language, age, or disability status. Diversity management is achieved through employment, capability development, and providing career path planning for all employees. This is done to attract and retain quality and valuable personnel. The Company also promotes equality between male and female employees by providing equal career advancement opportunities up to senior management levels. The Company also engages with the opinions of gender-diverse employees to help the organization sustainably grow. The Company also provides career opportunities to persons with disability and offers them the chance to work in their residence location-distributing income to the community. The Company also improved facilities of its offices, including providing inclined paths, widened doorways, dedicated access points for people with disabilities, prayer room, and breastfeeding room, among others.

Living Wage

The Company strives to work on living wages by regularly reviewing employee salaries and benefits in each location, ensuring competitiveness, fairness, equality, and legal compliance. This is to ensure that employees receive salaries appropriate for decent living. The Company has always paid wages higher than legal minimum wage, in addition to providing other additional allowances, such as overtime payments, transportation allowances, special allowances, housing rental support, food subsidies, and performance incentive payments. To ensure that the Company fairly pays wages and other benefits, the Company analyses wages, annually, by participating in a wages and benefits survey program led by the Korn Ferry Hay Group, a leading global consultancy. The Company has also arranged to assess the impact of changing costs of living and other
employment considerations in business operations. In 2021, the Company has accessed the living wage of 100% of its employee base, putting in place plans to increase this analysis to suppliers and contractors in the future.

Other Information


Performance Data of Human Resources

GRI Standared Required Data 2018 2019 2020 2021
Person % Person % Person % Person %
102-8 Total Employees
  By Gender
  – Male  33,110 35.72  48,159  39.19  66,910  34.94  67,823  35.69 
  – Female  59,582 64.28  74,735  60.81  124,570  65.06  122.158  64.31 
  By Employment Contract
  Permanent Employees
  – Male 28,330 33.88 30,670 32.87 34,585 33.83 35,545 34.42
  – Female 55,279 66.12 62,641 67.13 67,642 66.17 67,712 65.58
  Contractors
  – Male 4,780 52.63 17,489 59.12 32,325 36.22 32,278 37.21
  – Female 4,303 47.37 12,094 40.88 56,928 63.78 54,473 62.79
405-1 Employee Diversity
  By Level
  Top Management
  – Male 55 69.62 41 66.13 32 57.14 38 38.71
  – Female 24 30.38 21 33.87 24 42.86 24 61.29
  Management
  – Male 1,151 43.91 937 43.48 1,259 44.18 2,342 55.21
  – Female 1,470 56.08 1,218 56.52 1,591 55.82 2,887 44.79
  Junior Management
  – Male 856 42.82 610 41.27 797 42.24 1,549 57.03
  – Female 1,143 57.18 868 58.73 1,090 57.76 2,056 42.97
  Officer
  – Male 27,124 33.52 29,692 32.59 33,294 33.52 33,165 33.85
  – Female 53,785 66.48 61,402 67.41 66,027 66.48 64,801 66.15
  By Age
  Under 30 years old
  – Male 15,170 32.80 16,875 32.10 18,218 32.81 18,373 33.68
  – Female 31,082 67.20 35,700 67.90 37,306 67.19 36,181 66.32
  30-50 years old
  – Male 12,699 35.05 13,224 33.79 15,717 34.99 16,434 35.21
  – Female 23,535 64.95 25,907 66.21 29,203 65.01 30,236 64.79
  Over 50 years old
  – Male 461 41.05 571 35.58 650 36.46 738 36.30
  – Female 662 58.95 1,034 64.42 1,133 63.54 1,295 63.70
  By Religion
  – Buddhist 77,174 92.30 87,989 94.30 96,180 94.08 97,203 94.14
  – Christian 475 0.57 532 0.57 599 0.59 634 0.61
  – Islamic 4,123 4.93 4,725 5.06 4,882 4.78 4,853 4.70
405-2 Ratio of average salary and remuneration of female to male
  By Level
  – Executive (base salary only) N/A N/A N/A 0.96
  – Executive (base salary + other cash incentives) N/A N/A N/A 1.10
  – Management (base salary only) N/A N/A N/A 0.99
  – Management (base salary + other cash incentives) N/A N/A N/A 0.99
  – Non-management (base salary + other cash incentives) N/A N/A N/A 0.97
401-1 New Employee Hires
  By Gender
  – Male 16,637 36.98 16,827 35.25 13,767 34.12 16,367 36.86
  – Female 28,356 63.02 30,911 64.75 26,586 65.88 28,041 63.14
  New hire rate 53.81 51.16 39.47 43.01
  By Age
  – Under 30 years old 37,013 82.26 38,852 81.39 33,119 82.07 36,898 83.09
  – 30-50 years old 7,945 17.66 8,772 18.37 7,134 17.68 7,453 16.78
  – Over 50 years old 35 0.08 114 0.24 100 0.25 57 0.13
401-1 Turnover
  By Gender
  – Male 13,470 38.31 14,902 38.29 12,022 34.24 14,426 34.63
  – Female 21,690 61.69 24,019 61.71 23,086 65.76 27,237 65.37
  Turnover rate 42.05 41.71 34.34 40.35
  By Age
  – Under 30 years old 27,324 77.71 30,012 77.11 26,996 76.89 32,580 78.20
  – 30-50 years old 7,691 21.88 8,753 22.49 7,871 22.42 8,881 21.32
  – Over 50 years old 145 0.41 156 0.40 241 0.69 202 0.48
  Voluntory employee turnover rate
    13,470 38.50 35,536 38.08 33,637 32.90 40,129 38.86
401-3 Parental Leave
  – Number of employees taking parental leave N/A N/A 2,959 3.17 3,592 3.51 3,178 3.08
  – Number of employees returned to work after parental leave N/A N/A 2,615 88.37 3,225 89.78 3,053 96.07
  – Number of employees returned to work after parental leave and were still employed up to 12 months N/A N/A N/A N/A N/A N/A 2,506 78.85
102-41 Collective Bargaining Agreements
  – Employee Representative under welfare committee 56,722 99.29 64,115 100 102,227 100 103,257 100

Related Policy and Guideline

Diversity and Inclusion PolicyDownload
Compensation and Benefits PolicyDownload