Human Rights and Non-Discrimination

The Company recruits employees with consideration to human rights and non-discrimination in any form, whether due to gender, age, religion, nationality, race, class or disability. The Company has a policy of recruiting from internal personnel through the process of job modification or transfer of work lines in order to foster advancement and growth among employees. For outsourcing, the Company recruits personnel according to the specific job duties for each position, along with measure of EQ or emotional intelligence in order to get employees who are good and competent, suitable for the job position whereby the necessary recruitment details are specified in full through various channels such as the Company’s website, various job search websites, open admission to universities and recruitment in provincial job fairs so that interested parties can choose to apply for the desired position equally.

Furthermore, the Company places significant emphasis on generating economic value for communities in its operational areas through fair and responsible local employment practices (GRI 202). The Company prioritizes hiring workforce from local communities to promote income distribution, reduce inequality, and support sustainable local economic development. In the year 2025, local personnel accounted for 69 percent of the Company’s total workforce. Additionally, senior management positions are filled by individuals from operational areas at appropriate proportions, reflecting the Company’s commitment to creating long-term employment opportunities and strengthening the bond between the Company and local communities.

With respect to hiring foreign workers, the Company complies with the law and follows the procedure in accordance with the requirements on recruiting migrant workers from neighboring countries, as well as adopting selection methods, with evaluation of the recruiting agencies and recruiting procedures thereof. The Company also conducts an audit of legal and regulatory compliance in this matter by the Quality System Department once a year.

1. Defining the Scope of Assessment

   The company has clearly defined the scope of its comprehensive human rights due diligence process to cover all relevant stakeholders, including at-risk and vulnerable groups such as children, persons with disabilities, women, minorities, migrants, third-party contract workers, indigenous peoples, local communities, LGBTQ+ individuals, the elderly, and pregnant women. This assessment applies to all operational areas where the company conducts business or has management control, as well as stakeholders within the supply chain.

   The company considers key human rights issues, including labor rights, community and minority rights, supply chain rights, security and safety, environmental protection, and the rights of customers and consumers.

2. Identifying Relevant Human Rights Issues

   The company reviews various human rights risk issues across the entire value chain, including both direct activities conducted by the company and indirect activities through business partners, contractors, or joint ventures that may lead to human rights violations. Additionally, the company analyzes human rights trends within the same industry at a global level and categorizes similar issues to develop and update the comprehensive Human Rights Risk Assessment checklist.

   Relevant departments are assigned to identify and assess potential human rights risks arising from business operations, ensuring a thorough evaluation of human rights impacts.

   The scope of the company's human rights risk and impact assessment

   Labor Rights	Local Community and Indigenous Rights	Supply Chain Rights	Security and Safety Rights	Environmental Rights	Customers and consumers Rights
   Ensuring freedom of association Elimination of forced labor Abolition of all forms of child labor Non-discrimination Welfare and social security Participation in organizational transparency	Protection of local community rights Listening to opinions and participating in community development Community impact assessments Support gender equality and gender identity inclusion	Compliance with the Business Code of Conduct for Partners on ESG Issues Relevant safety standards in products or services Protection and prevention of intellectual property infringement	Workplace safety and occupational health standards Hazardous material management Personal data protection	Respectful use of water resources Waste management Respectful use of energy resources Pollution management Respect for biodiversity Reducing impacts that contribute to climate change	Protection of health and safety rights of products

3. Human Rights Risk Assessment

   The company incorporates human rights risk issues identified in the comprehensive Human Rights Due Diligence checklist as a tool for risk assessment. A Risk Matrix is used as the assessment tool, considering the risk level of impacts and the likelihood criteria of occurrence for each human rights issue.

   

   A

   Labor Rights

   1

   Freedom of association and protection of the right to collective bargaining

   2

   Elimination of all forms of forced or compulsory labor

   3

   Abolition of child labor and elimination of the worst forms of child labor

   4

   Elimination of discrimination in respect of employment and occupation

   5

   Provision of social welfare and social security

   6

   Participation of employees and stakeholders in organizational transparency

   B

   Rights of Local and Indigenous Communities

   7

   Protection of the rights of local communities

   8

   Protection of the rights of minority groups

   9

   Support for gender and sexual equality throughout the value chain

   C

   Supply Chain

   10

   Policies / Governance

   11

   Responsible water use and environmental respect

   12

   Pollution, waste, and waste management for environmental protection

   13

   Energy use with environmental respect

   14

   Respect for biodiversity

   15

   Mitigation of climate change impacts

   16

   Business conduct respecting freedom of association and collective bargaining rights

   17

   No use of forced or compulsory labor in business conduct

   18

   No use of child labor or worst forms of child labor in business conduct

   19

   Business conduct with equality, non-discrimination, and fairness

   20

   Safe and healthy working conditions for employees

   21

   Provision of legal welfare and social security to employees

   22

   Respect for gender and sexual equality in business conduct

   23

   Respect for and protection of local community rights

   24

   Protection of personal rights and personal data

   25

   Protection against intellectual property rights violations

   26

   Safe and standardized products/services production or service delivery

   D

   Right to Security and Safety

   27

   Safe and healthy work environment

   28

   Hazardous materials management

   29

   Protection of personal data security

   E

   Environmental Rights

   30

   Water management

   31

   Waste management

   32

   Energy management

   33

   Pollution management

   34

   Risk assessment of impacts on biodiversity

   35

   Risk assessment of impacts from climate change

   F

   Customer and Consumer Rights

   36

   Protection of health and safety rights regarding products

   Residual Risk Rating	Existing Control Assessment	Control, Monitoring, and Mitigation Plan
   Extremely High	The existing risk control measures still have "limitations" in effectively keeping risks at an acceptable level.	Unacceptable risk level It is "necessary" to urgently manage the risk to an acceptable level "immediately" The risk owner "must" establish a risk reduction plan and a risk control plan "immediately" and begin implementation without delay, no later than one day after the plan is finalized.
   High	The existing risk control measures have "moderate effectiveness" or still have "limitations" in keeping the risk at an acceptable level.	Unacceptable risk level It is "necessary" to urgently manage the risk to an acceptable level "immediately" The risk owner "must" establish a risk reduction plan and a risk control plan "immediately" and begin implementation without delay, no later than three days after the plan is finalized.
   Medium	The existing risk control measures have "moderate effectiveness" sufficient to keep the risk at an acceptable level.	Acceptable risk level "But control measures must be in place" to prevent the risk from escalating to an unacceptable level. The risk owner may or may not establish additional risk reduction and risk control plans. Risks can be monitored and controlled through regular tracking in strict adherence to the existing risk control measures.
   Low	The existing risk control measures have "moderate effectiveness" or "good effectiveness" in keeping the risk at an acceptable level.	Acceptable risk level There is no need for additional risk control or risk management measures. The risk owner must consistently comply with the existing risk control measures. Risks can be monitored and controlled through regular tracking in accordance with the existing risk control measures.

   Risk level

   The assessment of risk levels and human rights impacts is divided into four levels: low risk, medium risk, high risk, and very high risk.

   Likelihood

   The likelihood assessment is a criterion used alongside risk level to assist evaluators in decision-making. The likelihood assessment criteria are divided into the following levels: low, medium, high, and very high likelihood.

   The relevant departments have been assigned to conduct a comprehensive human rights due diligence risk assessment, covering the business operations of the group of companies, accounting for 100% of the operational areas.

   The results of the comprehensive human rights due diligence assessment in the company's business operations identified two risk issues as follows:

   Environmental rights risk

   • A risk was identified in the management of air pollution from operations, which may impact the environment and surrounding communities. The assessment results indicate a medium-level risk.

   Supply chain risk

   • A risk was identified in the company's inability to fully implement measures in accordance with human rights respect guidelines across the entire supply chain. The assessment results indicate a medium-level risk.
4. Establishing impact mitigation and prevention measures.

   The company has established preventive and mitigation measures based on the human rights risk assessment to serve as guidelines for reducing and controlling negative impacts to a low or acceptable level.

   The company has prepared preventive measures and impact mitigation measures as follows:

   Risk issue	Potential risk characteristics	Preventive and mitigation measures
   Environmental rights	The risk in managing air pollution from operations may impact the environment and surrounding communities. For example, air pollution generated from the steam production process and air treatment can cause smog, potentially leading to nuisance effects on nearby communities (Risk Level: Medium)	Improve the treatment system by implementing modern technology in older branch factories Develop and implement a plan for continuous and regular air quality monitoring in the communities surrounding the factory Monitor and oversee operations, as well as enhance the maintenance plan for machinery to improve efficiency
   Supply chain risk	The risk arising from the company's inability to fully implement measures in accordance with human rights respect guidelines across the entire supply chain, such as responsible resource usage, intellectual property violations, etc. (Risk Level: Medium)	Enhance the measures in the supplier auditing process to cover a broader range of contexts, ensuring effective implementation Increase communication and require all key suppliers to sign and acknowledge compliance with the company's Supplier Code of Conduct Establish response measures in cases where a supplier is found to operate without respect for human rights, such as issuing warnings or considering the termination of business relationships Regularly review and update the supplier assessment questionnaire annually to align with international standards

5. Monitoring and reviewing human rights performance.

   The company has established key performance indicators to monitor and review measures for mitigating and controlling negative impacts from human rights risks across all identified issues. These include metrics such as the number of complaints received and resolution status. The results are regularly reported to management for review to ensure that each human rights risk issue is effectively addressed and prevented.

   Additionally, as human rights issues may evolve due to changes in business activities and stakeholder expectations, the company conducts regular reviews of its human rights practices. This includes identifying and assessing human rights risks, implementing mitigation and prevention measures, and ensuring that grievance mechanisms are available for employees and stakeholders in cases of human rights violations related to the company's business activities. These efforts aim to facilitate continuous improvement and ensure the effectiveness of the company's human rights management processes.

6. Remediation and corrective actions.

   The company recognizes the importance of conducting business with respect for human rights. Therefore, it has established remediation measures and compensation mechanisms for those who may be affected by human rights impacts resulting from its operations. Additionally, the company conducts lesson-learned reviews to develop preventive measures to avoid recurrence. These actions are reviewed and approved through a structured decision-making process by management to ensure accountability, build stakeholder confidence, and uphold the company’s commitments.

Diversity in Sri Trang Gloves

Social Performane in 2025

GRI 2-7 (2021): Employees
GRI 405-1 (2016): Diversity of governance bodies and employees

Nationality diversity

Workforce Management

The Company places importance on building a good human resource management system, from recruitment of new employees, standard compensation management, setting goals and plans for development of employee potential to promote career advancement and growth, paying attention to the safety and health of employees and giving freedom and respect to employees’ rights to represent, collectively bargaining or negotiating with 100% of all employees (GRI 2-30).

There is a welfare committee in the workplace consisting of employer and elected employee representatives to take part in discussions with employers, both in terms of other welfare besides what is prescribed in basic laws, and activities within the Company. Furthermore, the Company provides channels for listening to the opinions and suggestions from employees at all levels equally and equitably through various channels such as feedback boxes, meetings, questionnaires, etc.

In addition to statutory benefits such as the Social Security Fund and the Workmen’s Compensation Fund, employees of the Company will receive compensation in the form of overtime pay, special allowances for shift workers, vacation pay, annual bonuses, and basic welfare to ensure a good quality of life. These include employee uniforms, housing allowances, accommodation benefits, per diem for off-site work, health and accident insurance, provident fund (employee participation rate in the provident fund: 60.18% of eligible employees in 2025), retirement benefits, assistance for employees affected by disasters, Happy Workplace activities, and study tours, among others (GRI 401-2).

Target

Performance of FY2025

The Company has conducted an annual survey of employees’ well-being and commitment to the organization and communicated the results of said survey to employees throughout the organization via email, Intranet and sustainability report, whereby the survey results are as follows:

The Company prioritizes the long-term development of employee quality of life and well-being (Employee Wellness Program) under its sustainability framework, focusing on creating a work environment conducive to physical and mental health (Happy Workplace), as well as strengthening organizational engagement through the design of health promotion activities accessible to and inclusive of employees at all levels.

In the year 2025, the Company continued to conduct employee well-being and engagement surveys to systematically gather feedback and assess satisfaction across various aspects of work. This year’s survey results fell below target due to decreased scores in certain dimensions compared to the previous year. However, the Company has analyzed employee feedback and developed appropriate action plans to respond to expectations and promote positive impacts on employee quality of life and well-being. Examples of implemented programs include: