BETTER People
Human Capital & Employee Well-Being
At AWC, our people are one of significant driving force to AWC achievement. Without competent and engaged people, AWC cannot thrive. Talent attraction, retention, and development are crucial to our success, particularly in building organizational capability towards organization effectiveness and sustainable growth.
AWC is committed to unleash our people’s potential and empowering them by fostering a supportive working environment and ensuring the effective human capital management where talents are developed, their performances are recognized, celebrated and rewarded. Listening to our people is essential to us. We invest in our talent not only for AWC’s growth but also to cultivate upstanding citizens who can contribute to society through AWC’s values: holistic and integrative thinking, knowledgeable, and assertive core values.
Key Performance in 2023
Revision of Human Resources Policy on Career Enhancement Program
Build Leadership through Leadership DNA Development
Built role-based competency for recruitment and development
72% of key driver roles that have ready-now internal successors Successor refers to high-potential employees who have the capability to be successors of critical positions in the Company
Employees have learned and developed knowledge and skills: 79 hour / person / year
All employees in every branch have received training in “Property Service Excellence”
We aim to be recognized as one of the best employers in the industry and attract talents from all levels, and champion gender parity.
Join AWC …
To build a better future
Discover the extraordinary journey awaiting you at AWC, where we believe in unleashing the potential of innovation, collaboration, synergy, sustainability, partnership and creating a meaningful impact and long-term sustainable value for our stakeholders. Together, let's build a brighter and sustainable future; better planet, better people, and better prosperity, fueled by your unique talents, boundless passion, and exceptional contributions are the foundation of our success as we strive for a better future.
To build world class destination
We are more than just property developers - we are architects of unique memorable experiences and sustainable value. With our steadfast dedication to excellence, innovation, and community, We are crafting iconic destinations and landmarks that captivate hearts and minds. Together, let's embark on a journey to redefine integrated lifestyle; modern living, working, and thriving within paralleled environments of world-class caliber. Step into a realm where every creation tells a story of inspiration and one-of-a-kind.
To build capability
We are on a mission to build capability, and your journey with us is a pivotal part of this exciting endeavor. Here, we're all about empowering individuals to boost their skills, creating an environment of constant growth and learning. Be a part of our dynamic team, where you'll unleash your full potential, shape innovation, and conquer challenges. At AWC, we’re family of collaborative team with ownership spirit. We work together in strengthening our capability, paving the way for your success and our shared triumph.
To build career growth
We empower our employees to soar to new heights in their careers. Whether you're at the outset of your professional journey or ready to take the next step, AWC is committed to build a better future for our people. We are dedicated to nurturing employees to be high caliber talents and achievers to lead AWC, industry and be the talent powerhouse of the country. This is to ignite our employees perpetual career growth, boundless career possibilities and fuel your professional journey,
To achieve performance recognition
We design meaningful roles that create the value - we empower you to create impact that matter and achieve aspirational goals. We champion the recognition of outstanding achievements. At AWC, we embrace unique performance management model together with the performance achievement linked rewards program, Your relentless effort and dedication with impactful results are recognized; we set the stage for a celebrated achievement milestones motivating you to achieve extra mile with fulfilling career. We appreciate your success toward the forefront of performance recognition and well-deserved outstanding rewards.
To enjoy happy journey together
Join AWC on a journey filled with pride and inspiration, where joy, collaboration, and shared success define our path. We passionately believe that a happy workplace fuels productivity, valuing and supporting every member of our team. At AWC, we're more than colleagues; we're family driven by a shared purpose and goal. Let’s enjoy and have fun to take the happy journey towards our destination of Building a Better Future….
Employee Development Program in 2023
Program 1: Data Analytics Bootcamp 2023 Program
Data Analytics Bootcamp 2023 Program is an intensive training program designed to provide participants with a comprehensive foundation in data analytics. This hands-on course covers essential concepts, tools, and techniques to enable participants to effectively analyze and interpret data to make data-driven decisions. Through a combination of theory, practical exercises, and capstone projects with real use cases, participants will gain the skills and knowledge necessary to excel in the rapidly evolving field of data analytics.
The benefits of this program are:
Benefits for Participants:
- Enhanced Organizational Effectiveness: The Data Analytics Bootcamp equips participants with the skills to effectively analyze and interpret complex data. This enables them to streamline operations, enhance decision-making processes, and drive overall organizational efficiency.
- Commitment to Business Excellence: By mastering advanced data analytics techniques, participants will contribute to achieving higher standards of business excellence. They will be able to apply data-driven insights to optimize processes, improve quality, and implement best practices that elevate operational performance.
- Strategic Workforce Development: The bootcamp aligns participants’ skills with the organization’s strategic goals, fostering a workforce adept at leveraging data for strategic decision-making. This alignment ensures that employees are equipped to handle evolving business challenges and contribute to long-term organizational success.
- Short-Term Performance Gains: Participants will quickly apply their new data analytics skills to deliver immediate improvements in business operations, such as optimizing resource allocation, enhancing marketing strategies, or improving financial forecasting. This leads to noticeable short-term gains in business performance.
- Long-Term Strategic Impact: The program prepares participants to contribute to long-term strategic goals by embedding data-driven thinking into the organization’s culture. This sustained focus on analytics will support continuous improvement, innovation, and a competitive edge in the market.
Benefits for the Organization:
- Boosted Organizational Effectiveness: The Data Analytics Bootcamp enhances the organization’s effectiveness by equipping employees with the ability to generate actionable insights from data. This leads to better-informed decisions, more efficient processes, and improved overall organizational performance.
- Drive for Business Excellence: With advanced data analytics capabilities, the organization can achieve business excellence through data-driven strategies. Employees will be able to identify areas for improvement, implement effective solutions, and maintain high standards of operational quality.
- Strategic Workforce Alignment: The bootcamp ensures that the workforce is aligned with the organization’s strategic objectives by developing employees’ skills in data analytics. This strategic alignment enhances the organization’s ability to respond to market changes and future challenges effectively.
- Immediate Performance Improvements: The application of newly acquired data analytics skills will lead to short-term performance improvements, such as increased efficiency in operations, better-targeted marketing campaigns, and more accurate financial predictions, resulting in tangible business benefits.
- Sustainable Long-Term Success: Investing in data analytics training supports the organization’s long-term sustainability by fostering a culture of data-driven decision-making. This leads to ongoing innovation, continuous improvement, and a strong competitive position that drives sustainable growth.
There are 38 employees or 0.59 % of FTEs participating in the Data Analytics Bootcamp, which divided into 8 groups. program
This program has demonstrated a significant impact on business performance, contributing to a 30.91% revenue increase compared to 2022.
Program 2: Leader as Coach 2023 Program
- Leader as Coach 2023 Program is an Leadership Development Program (LDP) focuses on equipping participants (all leaders) with fundamental coaching skills and techniques aimed at enhancing leadership effectiveness and promoting high performance within teams or organizations. The program consists of 2 modules; Module 1: Essential Leadership Coaching for High Performance and Module 2: Enhanced Leadership Coaching with Innovative Tools.
- Module 1: Essential Leadership Coaching for High Performance This module helps develop coaching mindset as a leader believing in bringing out the full potential of team members, fostering growth, and encouraging self-awareness as well as responsibilities to achieve organizational goals effectively.
- Module 2: Enhanced Leadership Coaching with Innovative Tools This module builds upon the foundational skills introduced in Module 1 and focuses more on equipping participants with advanced coaching techniques and tools to further enhance their leadership coaching effectiveness.
Benefits of the Leader as Coach Program:
- Enhanced Leadership Effectiveness: Leaders will develop a supportive and empowering leadership style, boosting employee engagement, motivation, and overall team performance.
- Improved Communication and Collaboration: Enhanced skills in active listening and effective feedback will foster better relationships among team members and create a more collaborative work environment.
- Goal Alignment and Accountability: Leaders will align team goals with organizational objectives, enhancing focus and accountability, and driving progress towards strategic priorities.
- Talent Development: Coaching skills will help leaders identify and nurture talent, supporting employee development and career growth.
- Adaptability to Change: Leaders will be better equipped to guide their teams through change, fostering resilience and a growth mindset to remain agile in evolving business conditions.
- Increased Employee Satisfaction: A coaching-oriented approach will promote a culture of continuous learning and personal growth, leading to higher job satisfaction and morale.
- Retention of Leadership Talent: Investing in coaching development will attract and retain talented leaders who value professional growth opportunities.
- Access to Innovative Tools: Participants may gain access to advanced tools and technologies that enhance leadership effectiveness, such as performance analytics software and AI-driven coaching platforms.
- Personalized Development Plans: Leaders will benefit from tailored development plans that address individual strengths, weaknesses, and career goals for more targeted and relevant coaching.
- Skill Enhancement: Leaders will develop crucial skills such as emotional intelligence, conflict resolution, and strategic thinking, essential for effective leadership in complex environments.
- Peer Learning and Networking: Opportunities for networking with peers from various industries will facilitate the exchange of ideas, best practices, and solutions to leadership challenges.
- Measurable Results: The program will focus on measuring the impact of coaching on team performance, employee engagement, and organizational outcomes, justifying the investment in leadership development.
- Continuous Improvement: Leaders will adopt a mindset of continuous learning and improvement, essential for adapting to changing business environments and maintaining a competitive edge.
- Organizational Succession Planning: Effective coaching will support succession planning by preparing emerging leaders for higher responsibilities within the organization.
There are 120 employees or 1.85 % of FTEs participating in the Leader as Coach 2023 Program.
This program has demonstrated a significant impact on business performance, contributing to a 30.91% revenue increase compared to 2022.
Employee Evaluation Program
Management by objectives
AWC aims to create sustainable values to stakeholders. To achieve this, AWC needs to have efficient performance management to enhance all employees to be able to achieve targets, develop a specialization, grow careers and be competitively rewarded
AWC compels performance management to be most effective and efficient which applies to all employees with the steps below
- Target Setting - Identify targets in terms of activities and results that enhance action plans to be effective. In addition, the development opportunities for all employees to build capability in order to achieve targets
- Performance review and evaluation - Organize quarterly review and evaluation by comparing targets against results to acknowledge the progress without delay. Provide creative feedback and revise action plans and development plans if needed
- Annual performance evaluation - Organize annual performance evaluation by comparing targets against results and performance calibration to promote the fairness and transparency throughout the process. Including identify the strengths and areas for development in order to achieving targets in the following years
Team-based performance appraisal
Achieving targets started from team collaboration. All employees have opportunities to be a part of many teams. Synergizing individual specialization will enhance the aim to create sustainable values to stakeholders
To drive effective and efficient team based performance evaluation, all team members identify the targets and results of team and individuals by comparing targets against results to acknowledge progress without delay. Provide creative feedback and revise action plans and development plans if needed. The team members may adjust the evaluation where it deems appropriate
Agile conversations
AWC acknowledges the aim to create sustainable values to all stakeholders. Having quarterly review and evaluation is not sufficient. AWC encourages all employees and people manager to provide ongoing creative feedback through one-on-one session Consequently, all employees acknowledge the progress and able to revise action plan where it deems appropriate without delay
Employee Well-Being
AWC places importance in attracting and retaining talented employees, while emphasizing on employee knowledge and capability development. Moreover, AWC strives to improve the quality of life for all employees in order to enhance their capability to support company growth
Health and Well-Being Program
AWC is dedicated to enhancing the quality of life for our employees through a variety of impactful projects. We have implemented the Thai Labor Standard and other internationally recognized human rights standards as guiding principles to protect and support our team. By fostering a work-life balance and nurturing a spirit of collaboration, we strive to create an environment where everyone can thrive. Our initiatives promote a positive and healthy workplace, emphasizing the importance of both physical health and mindfulness, ensuring that our employees can work happily and effectively.
Flexible Working Hours
AWC offers employees with flexible working hours according to the nature of work of working positions as appropriate. The flexible working hours allow employees to meet the need of employees and also allow them to complete their task as required by the Company.
Paid Parental Leave
AWC provides paid parental leave for both primary and non-primary caregivers. Female employees can take maternity leave for 98 days which is equivalent to legal requirement. For male employees, they are allowed to take one day paternity leave and 3 more day in the private leave.
Part-time working option
AWC offers part-time employment options, providing employees with flexible work schedules that require fewer hours than full-time positions. These arrangements are formalized through written employment contracts between the Company and its part-time employees. Contract terms, including the number of days and hours worked weekly or monthly, compensation, benefits, and other relevant details, will vary based on the specific property.
Employee Support
AWC reinforces the well-being of our employees as a priority. All our business units have implemented various activities to ensure the protection of our employees from diseases and symptoms such as the coronavirus (COVID-19), office syndrome, workplace stress management, and etc. Therefore, AWC provides sport and health programs to our employees with the access to gym and swimming pool at the hotels under AWC, through the AWC Infinite Lifestyle application. Moreover, we continuously engage external experts and partners to provide knowledges by arranging the health & wellness talks by doctors on various topics such as High Cholesterol, Blood Sugar, Hepatitis, etc. These benefits encourage our employees to stay physically and mentally fit for work.
At AWC’s properties, we provide employees the opportunity to recharge, de-stress and take care of themselves. The rooms are available to support a variety of mental health, physical health and personal needs, including:
- Nurse room
- Lactation room
- Prayer room
- Recreation room
- Childcare facility
Heartfelt Recognition Program
AWC encourages employee participation and development within the organization by recognizing and rewarding their success. This program adheres to the concept of the 5A’s:
The AWC Heartfelt Recognition Program rewards employees for dedication, achievements, and positive contributions, building a happier and more successful company. Launched in 2023, it has three categories:
Personal Milestones
Celebrating employee life events like birthdays, work anniversaries, and new babies.
Target Achievements
Recognizing successful project completions and contributions to company goals.
Desired Behaviors
Appreciating employees who demonstrate AWC's values and leadership qualities.
Employee Engagement Program
AWC launched an Employee Engagement Survey with Gallup to understand employee experience and implement initiatives to create a Great and Happy Workplace, driving the company's mission.
EMPLOYEE ENGAGEMENT SURVEY RESULTS 2023
97% % of employees who responded to the survey
| 2020 | 2021 | 2022 | 2023 | Target 2023 | |
|---|---|---|---|---|---|
| % of employees with top level of engagement, satisfaction, wellbeing, or employee net promoter score (eNPS) | 70 | 70 | 84.7 | 84.7 | 80 |
Fair Living Wage
To provide fair compensation to employees and support equal treatment according to relevant national laws and international standards, AWC has conducted employees’ wages assessment based on the latest statistic information of average expenditure per household by the National Statistical Office of Thailand (NSO), the Ministry of Digital Economy and Society, Anker Living Wage Reference. The compensation shall include three basic expenses which are food, housing, and clothing. The additional expenses include health, transportation, personal care items, childcare, and education, are taken into consideration.
OCCUPATIONAL HEALTH AND SAFETY
Employee health, hygiene, and safety are some of our priorities. We prioritize our people’s health and safety and strive to minimize accidents, work-related injuries, and ill-health as much as possible. We also promote work-life balance and wellness to ensure our people are healthy and happy
During COVID-19 pandemic, the key preventive measures at all properties comply with the Safety and Health Administration (SHA) standards, which include entrance screening, facility management, and people management as follows:
All AWC assets within the hospitality and retail business are certified with Amazing Thailand Safety and Health Administration: SHA certificate, a collaboration of the Tourism Authority of Thailand and Ministry of Public Health to mitigate risk and prevent the spread of COVID-19.
AWC has maintained its efficiency by adapting the working method for each business line and function to the New Normal. The company communicates with all employees about COVID-19 information and update, health and safety guidelines, COVID-19 response measures. Our project development is certified for ISO 45001:2018 (Occupational Health and Safety Management). It uses this system to promote and drive safety management for construction projects, which comply with Thai safety-related regulations. A safety officer and other essential criteria required by law have been put as a tendering process requirement
Safety Manual
AWC has established the Safety, Occupational Health, and Working Environment Policy, with the goal of establishing continuous efficient and effective safety, occupational health, and working environment management. The policy is endorsed by CEO, representing the member of the Board of Directors. As such, the company raises awareness among employees and related stakeholders to promote good health and foster a good environment to achieve zero fatality, zero injury, and occupational illness free.
AWC has developed Safety Manual which applies to all employees, contractors, and suppliers that work within AWC’s properties. The objectives of the Safety Manual are to act as a guideline for all related personnel to perform their works in accordance with applicable occupational health and safety rules and regulations, to raise awareness regarding safe working practice and safe working environment, as well as to control, prevent, and minimize loss from work accident. The Safety Manual contains regulation and rule for following areas: general working routines, onsite and office working rule for contractors, working on height, working with electrical and related equipment, handling hazardous substances or chemicals and etc. In addition to the regulation and rules, the Safety Manual also included risk hazard and assessment of accident, internal inspection, respond plan to incident, accident and emergency situation.
Human Rights Policy
AWC is committed to respecting the human rights of all stakeholders as embedded in AWC’s business vision and sustainability strategy. Our human rights policy is guided by the United Declaration of Human Rights, the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work, the United Nations Guiding Principles on Business and Human Rights, and the United Nations Global Compact.
Scope of Application: Employees, partners including joint venture and consortia partners, customers, local communities, and anyone who works for the Company’s suppliers or business partners throughout the supply chain.
Human Rights and Labour Rights
AWC proactively champions upholding, at the minimum, the following inherent human rights and labor rights:
- Protect rights to life, liberty, and security.
- Abolish the use of child labor, all forms of forced labor, human trafficking, and modern-day slavery in its own operations and throughout the supply chain.
- Eliminate discrimination in employment or occupation while strongly advancing diversity, equity, and inclusion, including equal remuneration for work of equal value.
- End all forms of violence and sexual and non-sexual harassment (Zero tolerance) at work.
- Promote freedom of association and the right to collective bargaining.
- Promote a safe and healthy working environment.
- Ensure decent employment and ethical recruitment with fair wages, benefits, and welfare for decent living for employees and their families.
- Respect the right to privacy.
- Respect community rights and human rights of people in communities, in terms of their quality of life, health and safety, and access to land and natural resources while ensuring community engagement.
Management Approach
AWC is dedicated to respecting the human rights of all stakeholders. We achieve this through a comprehensive human rights due diligence process that actively identifies potential risks throughout our operations, supply chain, business partners, customers, and local communities.
- Proactive Risk Identification: We proactively identify potential human rights risks through our robust due diligence process.
- Mitigation & Remediation: When risks are identified, we develop mitigation and remediation plans in close collaboration with relevant stakeholders, both internal and external. This collaborative approach ensures fairness, transparency, and the protection of affected individuals' human rights.
- Ongoing Monitoring: AWC is committed to continuous improvement. We conduct regular reviews of our risk assessments on a three-year basis to ensure our human rights efforts remain aligned with our commitments.
Scope of Human Rights Issues
Context Analysis: 30 Human rights issues
- Forced and compulsory labor
- Child labor
- Human trafficking and modern slavery
- Freedom of association and rights to collective bargaining
- Non - Discrimination at work, concerning recruitment, placement, equal remuneration, benefits, promotion, and termination
- Diversity, Equity and Inclusion
- Working conditions - working hours, rest time, leave entitlements
- Ethical recruitment
- Violence and all forms of harassment
- Hazardous working conditions
- Substandard living conditions
- Lack of security and privacy
- Standards of living and quality of life
- Community health and safety
- Community engagement
- Respect for Cultural heritage
- Minorities Including Indigenous Peoples
- Resettlement
- Rights to access to land, water, and natural resources & Environmental Protection
- Right to access to employment
- Right to privacy
- Right to access information and news
- Right to vote
- Right to work in a safe and healthy environment
- Right to be heard
- Freedom of expression
- Freedom of religion
- Right to consumer education
- Right to satisfaction of basic needs
- Right to non - discrimination practices
Identifying Potential & Actual Human Rights Concerns / Risks
Data Collection Coverage
Own operations:
AWC’s operation encompasses two business groups: Hospitality, and Retail and Commercial Buildings (covering retail, and wholesale and offices), covering 100% of 2023 revenue.
Value chain or other activities related to our business:
In 2023, there are 19 hotels owned by AWC, we manage the hotels under the hotel brand standards: Marriott, Melia, Hilton, Intercontinental Hotel, Banyan Tree, and Okura Group. Each year, hotels under the Marriott, Melia, and Hilton brands conducted data collection throughout their value chain (own operation and suppliers) through various methods against the human rights risk register, including self-diagnosis, Light stay application, and human rights risk mapping from program software such as Verisk Maplecroft to identify potential and actual human rights risks from the hospitality business group.
We also conducted the data collection through desk review, survey, focus group discussion, and interviews of AWC’s stakeholders include AWC employees, business partners - suppliers, tenants, Joint venture, customers, and local community members.
The data collected helps identify potential and actual human rights in AWC's own operation and throughout the supply chain. The details are provided in the Human Rights Risks Assessment Summary Report 2023
Methodology
AWC prioritizes identifying potential and actual human rights risks within its operations and supply chain. To achieve this comprehensive understanding, the company employs a multi-pronged approach involving data collection. This includes desk reviews, engagement sessions with internal stakeholders, surveys, focus group discussions, and interviews. These methods assess stakeholders' awareness of human rights issues and their direct or indirect experiences with human rights challenges.
| Group | Methodology |
|---|---|
| AWC Employee | Survey and Desk review |
| Business partners - Tenants, Supplier, and Joint venture | Survey |
| Customers | Survey |
| Community | Focus group discussion and Interview |
Prioritizing human rights concerns through risk assessment criteria
According to the UNGP, the human rights risk assessment is determined against severity and likelihood (probability) criteria:
- A level of severity will be determined based on the scale - how many people could be affected by the adverse impact, scope - how serious would the adverse impacts be for the victim? And remendability - will remedy restore the victim to the same or equivalent position before the harm. The level of severity is not an absolute value, yet it is relative to the other human rights risks and impacts that have been identified (UN Guiding Principle 14).
- A level of likelihood will be determined based on the local environment or/and sector context - the likelihood of a risk occurring is greater in a high-risk operating environment: conflict zone, weak governance (policy, procedure, mechanism, etc.), a mismatch between local practices and international human rights and labor standards, higher risk economic sectors breach of human rights/labor cases, records of previous complaints, and media coverages on human rights (UN Guiding Principle 19).
In addition, the report analysis will focus on different types of human rights concerns/risks against the company’s existing mitigation & remediation measures and identify areas for improvement of those measures and /or of new development measures
According to the assessment, three types of human rights risks are identified:
- Inherent (based on the nature of the context when no mitigation measures are in place)
- Residual (level of risks where mitigation measures & control are in place)
- Salient (high-priority areas that still require mitigation actions and without the mitigation actions the salient human rights issues may result in a higher impact on the company)
HUMAN RIGHT RISK ASSESSMENT RESULT
100%
of AWC’s operation and business partners-supplier were assessed.
7.7%
by FTE of AWC’s operation were identified human rights risk issues.
7.7%
of AWC’s business partners-supplier were identified human rights risk issues.
100%
of AWC’s operation and business partners, where identified human rights risk issues, have been investigated and developed the mitigation plan.
*In 2023, there are no human rights risk issues were identified in AWC’s joint venture and tenant
SALIENT HUMAN RIGHTS ISSUES
There are 6 significant human rights issues affecting different groups of AWC's stakeholders, or right holders, were identified in the evaluation out of 30 issues that have been assessed against the risk criteria. The company plans to take proactive measures to mitigate these issues in 2023.
AWC Employee
- Fair & Equal pay
- Discrimination
Business partners-Suppliers
- Exploitation and unfair treatment of migrant workers.
Customers
- Right to information about the grievance mechanism
Community
- Right to health and safety environment (during the construction)
- Right to Access to Resources (Land and Water).
Mitigation Plans
From the result, risks can be considered: “Inherent risk” of which no mitigation measures have yet been in place, and “Residual risk” of which mitigation measures are discussed, agreed and implemented to assess “Human Rights Salient issue” as a high level of impacts to which the company needs to further mitigate.
6 Salient human rights issues are considered high risks that need to be addressed through the mitigation plan and measurement.
After conducting human rights risk assessment, 6 salient human rights issues were found as high risks that cover 19 operational sites with relevant right holder including employee, customer, business partners-suppliers and community. AWC recognizes the important of potential risks found. In the event that even a single case occurs at one site, the company will consider the situation and take immediate action. Therefore, AWC has developed and deployed mitigation measures to cover all the operational sites in order to mitigate the potential risk that may occur in the future.
| STAKEHOLDER / RIGHT HOLDER | SALIENT HUMAN RIGHTS RISKS | MITIGATION MEASURES | MONITORING PERIOD |
|---|---|---|---|
| Employee | Fair & Equal pay |
|
Quarterly |
| Discrimination |
|
Quarterly | |
| Business Partners-Suppliers | Migrant workers (Exploitation and unfair treatment of migrant workers) |
|
Quarterly |
| Customers | Right to information about the grievance mechanism |
|
Monthly (especially item 2) |
| Community | Right to safety and healthy environment (during the construction phase) |
|
Quarterly |
| Right to Access to Resources (Land and Water) |
|
Quarterly |
REMEDIATION ACTIONS
In 2023, AWC is dedicated to upholding the highest standards of human rights for all stakeholders. Should any negative human rights impacts arise from company operations or supply chain, AWC will take the following remediation actions:
- Quickly address and respond to any reported human rights violations.
- Provide immediate support to affected individuals and communities.
- Conduct thorough investigations to understand the issue.
- Use independent experts if needed for unbiased assessments.
- Keep affected parties informed throughout the process.
- Share updates and information with all stakeholders.
- Offer fair compensation to those affected.
- Provide necessary support services, such as medical care and legal help.
- Implement actions to prevent similar issues in the future.
- Update policies and practices to address any gaps.
- Monitor the effectiveness of remediation actions.
- Ensure affected parties have received adequate support and remediation.
- Engage with communities and stakeholders for their input and feedback.
- Collaborate with local organizations to protect and promote human rights.
With the robust monitoring system, It is noted that AWC has not encountered any instances of human rights violations throughout its operations and value chain in 2023.