Human Rights and Non-Discrimination
Supporting the SDGs Goals
Thai Credit Bank Public Company Limited firmly believes that its “People” are the most valuable asset and the key driver in propelling the Bank’s mission toward its sustainable goals. We, therefore, emphasize a Proactive Human Capital Management approach, which transcends traditional personnel administration to create an ecosystem of learning and sustainable growth. This serves as a primary engine driving the organization toward sustainability, clearly aligned with the United Nations’ Sustainable Development Goals (SDGs), particularly:
The Bank operates under the GRI 405 (Diversity and Equal Opportunity) and GRI 406 (Non-discrimination) frameworks. We have established human resource management systems that are transparent and accountable, ensuring that all personnel-related decisions are made equitably and without discrimination
Stakeholders Directly Impacted
The Bank’s human resource management and development involves multiple stakeholder groups who play a collective role in driving organizational sustainability, including:
Our Goals
The Bank aims to foster an organizational culture anchored in human rights and equality, and has undertaken the following initiatives:
These performance results reflect the Bank’s commitment to creating a safe workplace, respecting diversity, and providing equal opportunities for all employees to grow alongside the organization which serves as a vital foundation for long-term sustainable development
Performance Highlights
Management Approach and Value Creation
Thai Credit Bank conducts its business by adhering to human rights principles at every stage of the work process under the concept of “Everyone Matters.” This reflects the Bank’s belief that everyone should be treated equally and provided with fair opportunities for development.
The Bank prioritizes fair labor practices and respect for human rights, ensuring equality and non-discrimination based on the principles of Equality, Diversity, and Inclusion (EDI). This applies to recruitment, compensation, promotion, as well as employee training and development, without distinction regarding individual differences or backgrounds, such as gender, sexual orientation, age, educational institution, disability, race, or religion. Furthermore, the Bank supports the employment of disadvantaged groups to create opportunities, careers, and stable income. We promote employee engagement in the Bank’s operations and business activities, while fostering an open culture where everyone recognizes their significance as an integral part of the organization, in line with the Bank's “Everyone Matters” principle. All these efforts are aimed at enabling the Bank and society as a whole to grow strongly and securely, consistent with our defined vision and mission. This serves as a vital contribution toward achieving the Sustainable Development Goals (SDGs) for the nation and the world.
The Bank has established a Human Rights and Non-discrimination Policy to serve as a framework for business operations and human resource management. The policy encompasses the following:
In terms of management, the Bank integrates human rights principles into all human resource management processes from recruitment and performance appraisal to personnel development and retention to ensure that every process is transparent and accountable. Furthermore, the Bank provides whistleblowing channels for employees and stakeholders to report any actions that may violate human rights, supported by monitoring and investigation mechanisms overseen by the Corporate Governance and Sustainable Development Committee.
These approaches not only enhance the Bank's corporate image as a socially responsible organization but also create 'Shared Value' among the organization, employees, and stakeholders by fostering a workplace that is safe, dignified, and provides equal opportunities, which serves as a vital foundation for the organization’s long-term sustainable development
Investigation Process and Protection Measures
To ensure employees feel confident in providing information, the Bank has established strict protection measures under the 2025 policy as follows:
- Strict Confidentiality: The identity of complainants and case details are kept strictly confidential, with access limited only to the designated investigation team.
- Protection of Rights: The Bank ensures that whistleblowers acting in good faith are protected from retaliation, including harassment, demotion, dismissal, or any form of unfair treatment. Any violation of this protection will result in immediate disciplinary action against the offender.
- Timely Remedial Process: Upon verification of the facts, the Bank will take appropriate corrective and remedial actions for affected parties. To ensure transparency and accountability, the Bank will notify complainants of the outcome within 30 days.
Labor Management and Social Responsibility
In 2025, the Bank enhanced its employee care processes to ensure that its human rights commitments are implemented in practice, as follows:
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Human Rights Due DiligenceThe Bank integrates human rights risk assessments into its decision-making processes, budgeting, and internal governance mechanisms in order to identify and prevent potential adverse impacts on employees and stakeholders throughout the value chain.
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Labor Protection and Promotion of EqualityThe Bank maintains a clear policy prohibiting all forms of forced labor and illegal child labor. The Bank also promotes equal benefits and gender equality, supports the employment of persons with disabilities, and ensures appropriate rights and protection for female employees.
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Employee Protection and Well-beingThe Bank places high importance on employee welfare, treating employees with the same care as its customers. The Bank has implemented an “Employee Protection from Customer Harassment Policy” to prevent verbal, written, or electronic abuse from external parties. Incident reporting is submitted to the Chief Executive Officer on a quarterly basis to support proactive preventive measures.
Receiving Complaints from Employees and External Stakeholders
The Bank listens to opinions and suggestions from employees in an equitable and inclusive manner. Employees are provided with channels to submit concerns or recommendations for the Bank to address or improve its operations. Such complaints are escalated directly to senior management. The Bank also implements measures to protect the confidentiality of whistleblowers in accordance with established whistleblower protection procedures. All complaints are processed in accordance with the Whistleblowing Policy on Fraud and Misconduct Reporting.
The Bank operates in accordance with ESG principles under its Environmental and Social Management System (ESMS) policy, a reporting channel has been established on the Bank’s website. This channel enables both internal and external stakeholders to submit complaints or report any suspected irregularities or misconduct directly to senior management for appropriate action.
Promoting Equality and Expanding Social Opportunities
The Bank is committed to promoting equal opportunities not only within the organization but also in society by supporting sustainable income generation for persons with disabilities and their families. In 2025, the Bank provided financial support totaling THB 2.64 million in collaboration with the Royal Thai Army to support supplementary livelihood projects for disabled and injured military personnel and their families, covering 22 projects. In addition, the Bank collaborated with the Thai Red Cross Society to support employment opportunities for persons with disabilities.
In addition, the Bank places significant importance on the fair treatment of vulnerable groups. The Bank has established clear definitions and service measures aligned with its Market Conduct and Responsible Lending policies to ensure that such individuals are able to access financial services appropriately, fairly, and in accordance with their actual needs.
To the Chairman of the Audit Committee or Independent Directors, the Audit Committee, or the Chief Executive Officer of the Internal Audit Division or the Chief Executive Officer of the Human Resources Management Division.