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:

Fair treatment of labor

The Company considers labor rights and fair treatment of employees in accordance with laws and policies under both Thai and international labor protection acts. Additionally, the Company also considers appropriate employment practices, wages, working hours, holidays, and benefits, as well as a safe working environment with good conditions. The Company provides employee benefits including:

Besides benefits that comply with legal standards and various policies, the Company also provides a wide range of benefits to employees to promote their well-being while working with the Company. These include emergency loan benefits from financial institutions with special interest rates, housing rent assistance, assistance for employees working at branch offices in remote areas (hardship allowance), and life security benefits such as pension funds, life insurance for illness and accidents, and voluntary group health insurance that covers both employees and their families. The benefits also include emergency loans for employees and their families, as well as disaster relief assistance, among others.

The Company prioritizes the health of employees by providing health services through the CPALL Health Care Center and a fitness center for employees (The Tara Fitness Club), offering training by experts in various fields, and promoting employees’ overall well-being. The Company also provides health check-ups by pharmacists using modern equipment through the ‘Exercise My Way’ program and organizes the ‘Good Health & Happy Family CP ALL 2024’ activities.

Remark: The key areas for providing support cover employees working in office areas, distribution centers, and 7-Eleven store operations.

These flexibility and benefits  Helps boost employee morale, increase productivity, reduce absenteeism, and help attract  Including retaining talented personnel with the organization  Reduce employee turnover rate  As a result, the company was able to improve its financial performance and non-financial results.

New Employee Hires with breakdown

Average Hiring Cost/FTE (Baht)

Positions Opened by Internal Employees (%)

Employee turnover rate which breakdown

Employee Voluntary turnover rate which breakdown

Freedom of Association

The Company respects the freedom of expression and concerns of employees at all levels through various feedback channels such as emails, information reporting centers, the Company’s online media, the Voice of Employee system, and through the Welfare Committee in the workplace (Welfare Committee) established under the Labor Protection Act, B.E. 1998. Currently, there are 1,472 employees representatives on the Welfare Committee, accounting for 100% of all employees. Quarterly meetings are held for discussions. In 2024, the following proposed suggestions were approved for further action:

Promoting equal opportunities and diversity in the workforce

The Company values diversity and differences among employees, based on non-discrimination of race, religion, gender, skin color, language, age, and including persons with disabilities. The Company treats all employees equally, promotes equal opportunities for employment, development, and career advancement. The Company supports job creation by employing people with disabilities in suitable positions. Additionally, the Company organizes continuous campaigns to provide opportunities for employees to participate, exchange opinions, and promote equality and diversity. It encourages all personnel to fully demonstrate their potential, as well as promoting efforts to reduce disparities both inside and outside the organization through diverse feedback from societal groups. This will help reduce discrimination and harassment in all forms during business operations.

In 2024, the Company organized the ALL PRIDE 2024 event: Diversity, Equity, Sustainability, under the theme of Diversity, Equity, and Inclusion. The event included a parade, seminars sharing ideas and life experiences from influencers, a fashion and idea presentation contest reflecting the theme ‘Diversity, Equity, and Inclusion,’ and booths selling products from suppliers. Additionally, the Company collaborated with Teayii, or Teayi- Prapassorn Kanjanasoot, to design the ‘Pride Collection’ products, which were sold at all 7-Eleven stores nationwide during Pride Month, such as canvas bags from 7-Eleven x Teayii, water bottles, umbrellas, socks, etc. The proceeds, after expenses, were donated to the Thai Red Cross, totaling 3.5 million Baht.

Additionally, the Company, under the operation of CPRAM, provides opportunities for foreign employees to showcase their talents and participate in the Company’s key activities with equal rights to Thai employees. These activities include foreign employee cooking contests with dishes such as Lok Lak and Waat Sarr Hainn, and the Songkran beauty queen contest, among others.

Living Wage

The Company values employees as a key pillar that drives business success. To ensure employees are well taken care of, the Company provides benefits, a good working environment, and a safe workplace, as well as fair compensation. This is achieved through policies and guidelines for managing compensation and benefits, as well as considering fair and equitable salaries and benefits for employees and business partners (store partners) in each area. The Company strictly adheres to legal requirements and sets competitive compensation compared to the industry. Additionally, the Company provides support and compensation that exceed the minimum wage set by law, including additional payments for expenses such as overtime, travel, special allowances, housing, meals, and attendance bonuses, ensuring employees receive compensation suitable for a decent living.

The Company has established a process for evaluating compensation and benefits in collaboration with leading global consulting firms, including Korn Ferry Hay Group and the Personnel Management Association of Thailand (PMAT), a leading human resources management professional association in Thailand. Additionally, the Company analyzes the impact of changes in the cost of living and employment factors in various aspects of the business. The goal is to ensure 100% coverage of all employees by 2025. There are also plans to expand the evaluation to include suppliers and contractors in the future to ensure that the Company offers fair and competitive compensation and benefits.

Living Wage Assessment Coverage

CPALL informs all contractors ,suppliers and franchisee on the living wage guidelines. In 2023, more than 75% of CPALL's own operations, suppliers, contractors and franchisees have been assessed on living wage.