ESG Data  – Social Dimension

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1. Respect for Human Rights and Fair Treatment of Labor

Human Rights Policy    

          The Board of Directors, executives, and employees at all levels recognize the importance of and respect the human rights of stakeholders both inside and outside the organization. Therefore, the Board of Directors has established social policies to serve as guidelines for all personnel in their interactions with all groups of stakeholders across every activity throughout the value chain, in accordance with human rights principles. These include the Human Rights Policy, the Sustainability and Social and Environmental Responsibility Policy, the Occupational Health, Safety, and Working Environment Policy, the Personal Data Protection Policy, the Whistleblowing and Complaint Policy, as well as the Guidelines on Stakeholder Engagement and the Code of Business Ethics and Conduct. In addition, the organization implements a comprehensive human rights due diligence process. The full set of policies and practices can be accessed at www.teamgroup.co.th under the section “Good Corporate Governance Policy”.

ภายใต้หัวข้อ “นโยบายการกำกับดูแลกิจการที่ดี”

Comprehensive Human Rights Due Diligence (HRDD) 

        The Company recognizes the importance of human rights and is committed to conducting bus iness with respect for human rights principles toward all stakeholders, including employees, customers, business partners, communities, and the broader society. The Company adheres to the principles of equality and equal freedom, refrains from violating fundamental rights, and avoids discrimination or exclusion on the basis of race, nationality, religion, gender, language, age, disability, education, or social status. To ensure that all stakeholders are properly protected in terms of human rights and to mitigate legal risks, the Company has assigned the Corporate Governance and Sustainability Working Group to oversee and prevent the Company’s business from being involved in human rights violations, such as child labor or sexual harassment. The Company aims for zero (0 cases) human rights violations and has established a comprehensive Human Rights Due Diligence process throughout the value chain, along with regular monitoring, inspection, and evaluation of human rights performance every 3 years. In addition, the Company has provided channels for whistleblowing and lodging complaints.

        In 2024, the Company had no cases of human rights violations within the organization or its supply chain, nor did it receive any complaints regarding human rights violations. Nevertheless, the Company places great importance on implementing remedial measures and remedies for impacts arising from potential human rights violations. The Company has established guidelines for remediation and redress by considering appropriate forms of compensation, whether in the form of financial or non-financial remedies. These also include preventive and corrective measures to avoid recurrence of human rights violations, in line with the Company’s grievance and remedy mechanisms.

For 2025, the Company plans to establish a human rights policy in accordance with international standards, such as the Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization (ILO) labour rights requirements.

        In addition, the Company plans to communicate, disseminate, and provide training on the policy to all employees, enabling them to apply it properly and appropriately. The Company also intends to evaluate its human rights performance by carrying out a comprehensive Human Rights Due Diligence process throughout the value chain, in order to regularly monitor, review, and assess human rights practices. This process comprises 5 key steps as follows:

Details of the comprehensive Human Rights Due Diligence process can be found on the Company’s website under the section “Good Corporate Governance Policy.”

Fair Labor Practices in Compliance with Human Rights Principles

1. Fair Compensation for Employees

1) Employee Remuneration

        The Company has a policy on fair remuneration in line with employee responsibilities and performance, and competitive within the market. A fair and transparent compensation system is designed, free from discrimination, regardless of department, division, age, or gender. Based on the principle of equity, there must be equality for those working at comparable levels of duties, responsibilities, and job complexity. Remuneration is set to attract quality personnel, consistent with market employment rates and the growth of the Company. Performance and competency measurements are also defined to incorporate performance evaluation results into the consideration of employee remuneration fairly and appropriately, based on the employee potential and roles. Last year, the Company paid approximately 1,015 million baht in total employee remuneration in the form of salary, annual bonus, overtime pay, allowances, provident fund contributions, and other compensation.

2)  Employee Welfare

        The Company provides basic welfare benefits as required by law and additional benefits beyond the basic welfare to all employees equally, without discrimination, responding to employees’ needs, being cost-effective and appropriate for the organization’s budget, as well as clearly communicating welfare information to employees. The Company also provides opportunities for employees to participate in determining appropriate welfare benefits through employee representatives. A Welfare Committee has been established in the workplace in accordance with Section 96 of the Labour Protection Act B.E. 2541 to perform the following duties:

2. Training and personnel development

        The Company is committed to addressing key issues related to human resource development, recognizing that personnel are the core resource in the consulting business. The Company’s operational success depends on knowledgeable and skilled employees. With an awareness of the importance of employee development, the Company has identified it as a key sustainability issue of the highest priority. The Company is dedicated to developing employees to acquire knowledge, capabilities, and diverse skills, enabling them to perform their duties effectively. This plays a vital role in ensuring the Company’s continuous growth and success.

        In 2024, the Company continuously supported and encouraged employees and executives to participate in training programs, both from internal units and external institutions. This resulted in an average training time of 31.53 hours per person, which is higher than the target of 25 hours per person per year.

Goals and Performance

        For the year 2025, the Company has established a plan to expand learning opportunities for employees by setting a target of an average of 25 training hours per person per year. This includes the development of e-Learning courses and the expansion of training programs through external site visits to further enrich diverse learning experiences. The Company will conduct training needs analysis alongside promoting knowledge and developing programs that align with employees’ potential. This approach aims to ensure effective skill development, support the organization’s growth objectives, and foster employees’ career advancement with long-term stability.

3. Employment of Child Labor

        The Company strictly complies with its policies and business code of conduct regarding child labor, such as verifying the age of all personnel prior to employment in accordance with the Labor Protection Act B.E. 2541 (1998), Chapter 4: Child Labor (Sections 44–52). In 2024, employees across the Group were between 21 and 65 years of age. During the year, the Company had no disputes concerning human rights violations or the use of child labor. The Company remains firmly committed to its policy of prohibiting and not supporting the use of child labor or human trafficking under any circumstances, and will continue to implement strict monitoring measures in 2025 and the years to come.

4. Employee Engagement

        The Company places great importance on employee engagement as it is a key factor affecting work efficiency, creativity, and collaboration within the organization. Highly engaged employees tend to be motivated, loyal to the organization, and willing to dedicate themselves to achieving the Company’s goals, leading to the Company’s sustainable success and growth.

        To continuously monitor and develop employee engagement, the Company conducts an annual employee engagement assessment. This involves survey of employees’ opinions on the work environment, job satisfaction, and factors influencing employee motivation. The results are analyzed to develop approaches to strengthening the corporate culture, improving employee benefits, and refining policies to better meet employee needs. In 2024, the Company’s employee engagement survey score was 77.55%.

        In 2024, a total of 142 employees voluntarily resigned, representing 10.89 percent of the total workforce, decrease from the previous year’s resignation rate of 12.67 percent.

5. Employee performance evaluation

        The Company has established criteria and methods for evaluating employee performance, covering both Performance and Competency aspects. This approach ensures clarity in performance assessment and supports the development of employees’ capabilities to align with their respective roles. Performance evaluations are conducted twice a year, while competency assessments are carried out once a year. During these evaluations, supervisors and employees engage in discussions to identify areas for improvement and enhance work efficiency.

        In 2024, the Company conducted performance evaluations for executives and employees at all levels. The individual evaluation results were used to determine annual compensation, ensuring alignment with employee performance and fostering motivation at work. Additionally, the evaluation outcomes were analyzed to support the consideration of training programs and courses aimed at further developing employee potential.

6. Safety and occupational health in the workplace

        The Company has always placed great importance on the safety and occupational health of its employees, as well as business partners who perform duties at the Company’s office. To ensure that all employees are aware of working safely for themselves, colleagues, customers, partners, and all related parties, the Company encourages both executives and employees to strictly comply with its safety, occupational health, and work environment policy. In addition, the Company promotes activities to enhance workplace safety. In 2024, the safety and occupational health performance results were as follows:

2. Community Involvement and Development

          Community and society serve as the foundation for sustainable business operations, especially in the context of the Company’s role as a consultant and construction supervision, which directly involves working within community areas. Construction projects can have both positive and negative impacts on communities in various aspects, such as environmental changes, noise and dust pollution, public transportation convenience, and economic and social transformations in the area. Without proper management, these factors could affect the quality of life of local communities, damage the Company’s reputation, and potentially lead to complaints or legal disputes. To address these challenges, the Company has established strategic approaches to community development and impact mitigation. This includes operating the business responsibly while actively engaging with communities surrounding project sites to continuously listen to their concerns. The Company conducts regular assessments and monitoring of environmental impacts, implements systematic waste management measures, and supports initiatives that promote community development. By fostering responsible business practices and maintaining strong community relations, the Company aims to ensure that both business and society can grow together in a stable and sustainable manner.

1. Improving Quality of Life

1) Healthcare and Well-being of the Community

(1) The Company considers the impact of its construction operations on the health and daily lives of community members. Therefore, various development projects have been initiated to enhance the convenience of local residents and service users, most of whom are members of the community. This is achieved through the design of sustainable infrastructure, such as railway stations that are accessible to people with disabilities and the development of connecting routes to facilitate public mobility.

(2) The Company organizes training sessions for the community on safe construction standards and project management, enabling residents to apply this knowledge for further local development

2) Donation of Money and Supplies

The Company is committed to supporting social initiatives by optimizing resource utilization and improving the quality of life for underprivileged groups. One of its longstanding efforts is the donation of used desk calendars to aid in the production of Braille materials for visually impaired individuals. In 2024, the Company collected used desk calendars from employees and donated them to the Thailand Association of the Blind under the Royal Patronage for the production of Braille educational materials. A total of 1,500 calendars were gathered, continuing this initiative for the 11th consecutive year.

3) Social Volunteerism

The Company places great importance on contributing to social development through volunteer activities, supporting assistance for those affected by disasters, enhancing the quality of life for underprivileged groups, and promoting environmental conservation. In 2024, the Company carried out the following volunteer initiatives:

(1) The Company provided assistance to society in urgent situations, such as supporting flood victims in Northern Thailand through donations to the Thai Red Cross Society, contributing funds to the Foundation for Development, supporting the purchase of wheelchairs for the Bangkok Association of Persons with Disabilities, supporting the purchase of adjustable hospital beds for the Volunteer Doctors Association, and providing assistance to the Deaf Club of Nonthaburi Province, with a total contribution value of 110,000 Baht.

(2) The Company invited executives and employees within the group to continue the great act of giving by participating in blood donation in 2024. A total of 62,000 cc of blood was collected. The Company has carried out this initiative continuously for 33 years.

(3) The Company recognizes and attaches great importance to the conservation of natural resources, the environment, and climate change. To raise awareness among employees, the Company organized a mangrove reforestation activity in collaboration with the TEAM Ruamjai Foundation and the Ban Khun Samut Chin community in Samut Prakan, planting 500 mangrove trees over an area of 2 rai. Mangrove forests play a crucial role as a carbon sink, absorbing and storing carbon, while also serving as a natural wave barrier for the Ban Khun Samut Chin community. This initiative is part of the Company’s environmental action plan and aligns with its goal of reducing organizational greenhouse gas emissions, striving toward carbon neutrality by 2050. The Company remains committed and determined to promote a sustainable low-carbon society across all sectors.

2. Promoting the Community Economy

          The Company is committed to enhancing local economic development, protecting the environment and community health, and building trust and strong collaboration between the Company and the community. This approach ensures sustainable business growth while allowing communities to benefit from development and economic opportunities when the Company operates in their area. To support this, the Company has leveraged its expertise in real estate consulting to create employment opportunities and enhance workforce skills within the community, as follows:

1) Promoting local employment through training and skill development programs to align with job opportunities within the Company or its partner companies.

2) Supporting additional occupations and skill development to enable community members to become self-sufficient, such as training villagers to become electricians, masons, carpenters, or plumbers, allowing them to take on repair work within their community.

3. Enhancing Knowledge Productivity

          As an integrated engineering consultancy with expertise in various fields such as civil engineering, rail systems, infrastructure, project management, environmental management, water resource management, and energy, the Company prioritizes knowledge transfer to communities and society. This initiative aims to promote learning and foster a deeper understanding of engineering and environmental impacts. The Company has implemented educational programs focused on engineering, infrastructure development, climate change, and environmental issues. These initiatives are designed to provide knowledge to youth, investors, businesses, and the general public, as follows:

          1) The Company aims to help young people develop an understanding of engineering processes and receive career guidance. In 2024, the Company organized a site visit for high school students (Grade 11-12) from Nakhon Sawan School who were interested in pursuing a career in engineering. The students visited the construction site of the Lopburi – Pak Nam Pho double-track railway project and received career guidance, with a total of 50 students participating. In the previous year, 110 students who joined the program successfully gained admission to engineering faculties. Currently, the Company has been recruiting students from this learning program into engineering positions for the 10th consecutive year.

          2) The Company, in collaboration with the TEAM GROUP Foundation, has been implementing a scholarship program for 18 consecutive years, providing continuous support through clothing, educational materials, and food. The initiative aims to assist underprivileged children, increase their educational opportunities, and ease the financial burden on low-income families. In 2024, the Company provided 400 scholarships, valued at 754,200 THB, to schools and students in Nakhon Sawan, Nakhon Nayok, Chiang Mai, and Bangkok.

          3) As a consulting firm specializing in engineering and environmental services with expertise across various engineering disciplines, the Company focuses on supporting communities and society through its business processes. This is achieved by sharing knowledge and expertise from its specialists with the public, enabling the application of this information for planning, decision-making, and further development of knowledge to address situations that may impact communities, society, and the environment. The Company disseminates this knowledge through multiple channels, as follows:

• Delivered lectures to securities companies and institutional investors, such as TISCO Securities Co., Ltd. and SCB Asset Management Co., Ltd., covering various topics, including climate change, La Niña, flooding, and government response measures. These sessions provided analysts and fund managers with insights to assess the impact on businesses, investors, and the general public. In a lecture on flooding and government solutions, approximately 20 asset management companies participated.
• Provided media interviews on the topic “Chiang Mai Flood Crisis: What’s Next for the Central Region and Bangkok?” on PPTV36, as well as interviews across various media outlets, including Thai PBS, TV3, TV55, TNN16, NBT, NationTV, Business Tomorrow, Suthichai Live, 360 Degree Go Green, The Standard, Thairath, Prachachat Business, Thun Hoon, Khaosod, Matichon, and Krungthep Turakij, among others. In 2024, the Company shared insights on water management and climate change through various media channels 40 times, helping the public better understand and prepare for environmental challenges while making informed decisions to mitigate negative social and environmental impacts

• Launched the “Talk to TEAM” program, providing educational lectures on PM2.5 through the Company’s social media platforms, including YouTube, Facebook Fanpage “TEAMGConsult,” and the Company’s website. As of 24 February 2025, the total viewership across all platforms exceeded 2,000.

Performance Compared to Targets

          In 2024, there were no complaints from surrounding communities regarding social or environmental issues related to the TEAM building and the projects in which the Company was involved. The number of community complaints recorded was zero cases, aligning with the Company’s set targets.