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:

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:

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.

* 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

Benefit

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)

Positions Opened by Internal Employees (%)

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:

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.