Respect for human rights is a key component of GULF’s sustainability framework and part of the Company’s foundational beliefs on how business should be conducted. That said, the nature of the energy industry and accompanying regulatory frameworks in Thailand, where GULF is based and where the majority of its business operations are located, already facilitate – and in fact require – socially responsible corporate conduct. In any case, the Company continues to expand on its commitment to respect human rights both within and outside the organization.

The Company’s Human Rights Policy, approved at the highest level by the Board of Directors and guided by the Universal Declaration of Human Rights and the Conventions of the International Labour Organization, covers the following key points:
1. Engage with stakeholders to identify, engage, and manage human rights concerns and issues.
2. Ensure fair and equal treatment of stakeholders, placing emphasis on the diversity and inclusion of employees and avoiding discrimination based on sex, gender, age, race, ethnicity, religion, nationality, and any other non-merit-based attributes.
3. Respect labor rights and ensure full compliance with labor laws.
4. Provide and maintain a safe and healthy workplace for employees with consideration for all aspects of employee well-being (including physical, mental, emotional, social well-being), and comply with applicable safety and health laws and regulations.
5. Support human rights throughout the Company’s value chain through monitoring and advocacy.
6. Educate and advocate for human rights both within the Company and among external stakeholders including business partners, suppliers, contractors, and the communities in which the Company operates.
7. Maintain a ZERO TOLERANCE POLICY regarding child labor, slave labor, forced labor, or any form of human trafficking.

Human rights due diligence

The Company also works to ensure that no human rights violations occur anywhere within its value chain as a result of its activities and operations. Thus, the Company has developed a human rights due diligence and assessment process to help identify, mitigate and prevent human rights risks.

Key groups/issues assessed

This process begins with an examination of different areas of the Company’s business, especially 1) within the organization among the Company’s employees, 2) within the local communities where the Company operates, 3) at sites under construction and development, and 4) at sites in operation. In addition to the universal human rights mentioned in the Universal Declaration of Human Rights, the Company’s potential human rights risks identification also covers labor rights as well as the rights of vulnerable groups. The Company also extends its commitment to respect human rights to its business partners, suppliers and other external parties through the GULF Supplier Code of Conduct.

The Company’s assessments are conducted on an ongoing basis and at least annually for every key area and issue. The Company has developed a clear grievance mechanism to ensure any cases received are given immediate attention and handled by the appropriate internal departments. Findings from the due diligence process and results of grievance responses are reported to management and the SRMC on a regular basis. The Company also ensures its commitments are communicated to stakeholders including employees, regulatory agencies, and suppliers and partners.
With the strong emphasis on ethical and responsible business conduct, GULF is able to report that the Company has not received any complaints regarding human rights violations. The Company’s assessments have also determined that its internal control and human rights risk mitigation plans are adequate and appropriate at all sites.

Human rights assessment

Note: Labor rights includes but is not limited to issues related to fair wages and working hours, freedom of association, migrant labor, forced labor/ slavery, child labor, and human trafficking.

(as of 31 December 2020)