Human Rights and Labor Practices
Supporting the SDGs Goals
Goals and Performance Highlights
Stakeholders Directly Impacted
Employees
Customers
Government Agencies
Suppliers and Business Partners
Communities and Society
Commitment, Challenges, and Opportunities
MR. D.I.Y. recognises the importance of respecting and protecting the human rights of all stakeholder groups, including employees, suppliers, business partners, customers, and communities throughout the business value chain.
The Company is committed to conducting business fairly, transparently, and free from all forms of discrimination or harassment, while promoting equality, diversity, and inclusion to foster long-term trust and confidence.
With an extensive network of branches and employees nationwide, the Company recognises the challenges of ensuring consistent labour and human rights standards across all locations, as well as managing related risks.
At the same time, the Company sees opportunities to strengthen its human resource management system, enhance employee capabilities, and foster an organisational culture that respects human dignity. These efforts help strengthen employee engagement, reduce business risks, and support the Company’s sustainable long-term growth.
Management Approach and Value Creation
MR. D.I.Y. respects and protects the human rights of all stakeholder groups and has incorporated human rights and labour standards into its Code of Business Ethics, Human Resources Management Policy, Vendor and Business Partner Code of Conduct, and related practices. The Company implements these in alignment with the United Nations Guiding Principles on Business and Human Rights (UNGPs) and applicable laws.
The Company has established the following key principles to guide its implementation:
Zero tolerance for child labour, forced labour, human trafficking, or any form of modern slavery
No discrimination based on place of origin, race, ethnicity, nationality, religion, language, gender identity, sexual orientation, disability, age, or social status
Accessible whistleblowing and grievance mechanisms, with assurance of non-retaliation against whistleblowers acting in good faith
Respect for freedom of association through the Welfare Committee and open communication
Oversight of human rights and labour standards is under the supervision of the Board of Directors, with support from the Corporate Governance and Sustainability Committee in reviewing policies, strategies, and sustainability (ESG) risk issues, as well as the Audit and Risk Management Committee in overseeing legal compliance, internal control systems, and whistleblowing mechanisms. Management is responsible for implementing the policies, integrating human rights issues into risk management and operations, and monitoring and evaluating performance on an ongoing basis. In addition, the Company requires and expects suppliers and business partners to comply with human rights and labour requirements through the Vendor and Business Partner Code of Conduct in order to promote consistent standards throughout the supply chain.
To raise awareness, the Company communicated the policies and practices related to human rights to 100 percent of employees, including key policies such as the Code of Business Ethics, Human Resource Management Policy, and Vendor and Business Partner Code of Conduct. The Company is also developing a standalone Human Rights Policy and has provided specialized training for supervisors to strengthen their capabilities in managing and promoting respect for human rights within the organization.
Human Rights Due Diligence (HRDD)
The Company is in the process of systematically developing its Human Rights Due Diligence (HRDD) process in alignment with the United Nations Guiding Principles on Business and Human Rights (UNGPs), covering Protect, Respect, and Remedy. This process is intended to identify, prevent, mitigate, monitor, and address human rights impacts that may arise from the Company’s operations throughout its supply chain in the future.
Whistleblowing Mechanism
The Company provides whistleblowing and grievance channels that are conveniently accessible and confidential for employees, suppliers, business partners, customers, communities, and all stakeholder groups. These mechanisms are overseen by the Audit and Risk Management Committee and operated by the Internal Audit Department to ensure that grievances are handled independently, transparently, and fairly.
Whistleblowing Channels
Stakeholders may report complaints or whistleblowing matters related to conduct that may be inconsistent with laws, the Code of Business Ethics, Human Resources Management Policy, Vendor and Business Partner Code of Conduct, or human rights and labour issues, either anonymously or with identification, through the following channels:
Whistleblowing Unit (Internal Audit Department)
Head of Internal Audit Department
Chairman of the Audit and Risk Management Committee or Independent Director:
By post to:
MR. D.I.Y. Holding (Thailand) Public Company Limited
777 WHA Tower 12th Floor Theparat Road (Bangna–Trad Km 7) Bang Kaeo Sub-district Bang Phli District Samut Prakan 10540 Thailand
Whistleblower Protection and Remedy
The Company assures non-retaliation against individuals who report concerns in good faith and has established strict measures to maintain confidentiality of information.
In the event that conduct inconsistent with the Company’s policies or applicable laws is identified, the Company will take corrective action and implement appropriate measures based on the severity of each case. These measures may include disciplinary actions or improvements to internal control processes to prevent the recurrence of similar incidents.
If the Company identifies that its operations have caused human rights impacts, it will provide appropriate remedy to affected parties according to the nature and severity of each case. This may include corrective measures, rehabilitation, compensation, or other suitable forms of support to ensure that affected parties receive fair remedy.
