CPF values and places importance on differences and diversity of opinions, employee skills and experience because CPF believes that diversity can enhance employees’ abilities to drive the Company sustainably. CPF has established policies and guidelines to promote organizational diversity with the goals of protecting employees at all levels and promoting zero tolerence on all forms of discrimination due to characteristics of a person or a group in respect of race, nationality, lineage, skin colour, origin, belief, religion, social status, sexual orientation, gender, age, physical anatomy, disability or infirmity, language used, political ideas, marital status or any other information that causes discrimination. Moreover, CPF also prevents abuse and harassment of any kind, whether such behaviour has a sexual connotation or not. This principle has been applied domestically and internationally to employees at all levels.

CPF has integrated the United Nations’ Sustainable Development Goals (UN SDGs) as part of its human resource strategy to drive the Company toward the sustainable goal of gender equality. The 2030 goal includes precipitating equal numbers and compensation rates of female and male employees at the same level of position. In 2022, CPF paid the similar average compensation between female employees and male employees in Thailand operations at the non-management level with the ratio of 1:1.15.

CPF’s guidelines for promoting compliance with the Diversity and Inclusion Policy are as follows:

• leaders must be open to others’ opinions;
• employees are encouraged to express their constructive ideas;
• working atmospheres and mutual respects for co-existence are enhanced on the basis of difference; and
• principles of non-discrimination and equal opportunities are adhered to, and appropriate performance appreciation of employees is practiced.

We also have a policy to encourage every employee to participate in the Welfare Committee. The Committee comprises employee representatives from all levels and business functions to provide them opportunities to suggest the Company on how to improve in terms of welfare, working conditions, complaints, and improper labor management such as putting in place crosswalks to enhance safety within the establishment and creating dining and resting areas during work hours within the establishment. The Welfare Committee receives feedback and considers many suggestions to improve the organization. In 2022, 70% of all our employees in Thailand operations had already benefited from the improvement as suggested by the Company representatives. Additionally, the Company also supports activities and facilitates foreign workers on language issues, such as, announcement in their languages and provision of on-site interpreters.