Social
การดำเนินงานด้านสังคม (Social)
Significance
One of the key challenges in employee skill development today is ensuring that knowledge and capabilities align with the Company’s strategic direction. By 2025, DEMCO is advancing a “Smart Energy” approach and an innovation-driven business model, making it essential to equip personnel to adapt effectively to these changes.
Accordingly, DEMCO reviewed training plans across all levels to strengthen employees’ understanding of the Smart Energy context, including the knowledge, skills, and mindsets required for the new business model. The Company focuses on enhancing essential job competencies and establishing clear development guidelines to deliver tangible outcomes. In addition, DEMCO aims to align roles with employee potential and provide fair and transparent career development opportunities under clear human resource policies and practices, supporting stable and sustainable business operations.
Human resource management policy
DEMCO recognizes that employees are a valuable resource and a key driver of business performance. Accordingly, the Company’s core policy focuses on strengthening employee readiness and developing potential in alignment with the organization’s direction and strategy, while taking into account changes in the global economy, society, and technology. This approach builds essential skills and knowledge and provides opportunities for employees to demonstrate their capabilities, fostering motivation and engagement between the Company and its employees.
Employee Retention
Fair Treatment of Workers
DEMCO places importance on creating shared value with communities in its areas of operation by supporting the employment of local people at project sites in positions that are appropriate and feasible. This helps mitigate the impacts of labor migration, enhance income distribution within communities, and strengthen positive relationships with local stakeholders. At the same time, the Company provides knowledge on safety, work standards, and the equal protection of labor rights in accordance with applicable laws and the Company’s policies.
The Company’s recruitment and employment process emphasizes transparency and is primarily based on competence, suitability, and attitudes aligned with job requirements and corporate culture, without bias on the grounds of gender, age, educational institution, disability, or political opinion. In this regard, DEMCO is committed to creating genuinely equal access to employment opportunities for all.
Employment
DEMCO places importance on fair, transparent, and non-discriminatory employment practices. The Company has established a clear recruitment and selection process, ensuring that all applicant groups are considered equally based on qualifications and suitability for the position. DEMCO also promotes local employment to support income generation and foster sustainable community economic development.
In 2025 (2568), the Company employed a total of 352 employees. Although no persons with disabilities were employed during the year, the Company fully complied with the Persons with Disabilities Empowerment Act by making contributions to the Fund for Empowerment of Persons with Disabilities at the legally prescribed rate. This supports the creation of opportunities and the improvement of quality of life for persons with disabilities at the broader societal level.
Proactive Recruitment
DEMCO recognizes that its people are a critical factor in sustaining competitiveness and long-term growth, particularly in the engineering and field operations businesses, which require specialized skills. The Company therefore adopts a proactive recruitment approach to ensure that manpower can be secured in a timely manner, matched appropriately to job requirements, and aligned with the Company’s strategic direction. This also helps enhance the quality of employment and reduce the risk of labor shortages during periods of increasing project volume or urgent operational demands. In 2025, DEMCO implemented the following recruitment approaches, for example:
- Bilateral/Cooperative Education Program: The Company establishes formal collaboration with educational institutions to provide practical training opportunities for students and enhance employer branding. In 2025, the program included 12 cooperative education students and 2 general interns who gained real-world experience across various departments.
- Expanding Recruitment Channels: The Company broadened recruitment outreach through social media, including the Facebook page “Demco Public Company Limited,” to advertise vacancies and reach a wider pool of job seekers. Additional platforms are used as appropriate to position requirements, such as JobThai, LinkedIn, and JobDB.
- Promoting Diversity and Equal Opportunity: The Company provides equal opportunities to all applicants and promotes diversity in recruitment without discrimination based on age, gender, sexual orientation, race, nationality, religion, or disability.
Compensation and Benefits
Demco places importance on employee welfare and benefits, ensuring that employees receive appropriate support that enhances quality of life and strengthens work motivation, while taking into account fairness and equality. The Company provides comprehensive and equitable welfare and benefits to attract and retain qualified personnel on a sustainable basis.
These welfare arrangements also help ensure employee readiness and contribute to overall organizational effectiveness. In addition, Demco conducts performance evaluations for executives and employees twice a year, based on clearly defined Key Performance Indicators (KPIs) and competencies.
In 2025, Demco’s female-to-male employee compensation ratio was 0.64, reflecting the Company’s approach to compensation management with due regard to pay equity within the organization.
In addition, DEMCO provides ongoing educational support for employees’ children through an annual scholarship program.
In 2025, DEMCO awarded 111 scholarships, totaling THB 229,300.
Nevertheless, DEMCO believes that fostering employee engagement and continuously enhancing its human resource management system will serve as a key driving force in enabling the organization to grow sustainably together. In 2025, DEMCO provided the following employee welfare benefits and engagement-building activities:
Monetary Benefits and Facilities
- Annual Leave
- Provident Fund
- Life and Accident Insurance
- Health Insurance for Employees and Their Families
- Annual Health Check-ups
- Safety Equipment Set (PPE)
- Employee Shuttle Service
- Professional Fees
- Allowances, Special Bonuses, and Travel Expenses
- Additional Life and Accident Insurance for Employees Working in High-Risk Areas
Leave Entitlements
- Sick Leave
- Personal Leave and Bereavement Leave
- Ordination Leave / Leave for Religious Ceremonies
- Maternity Leave
- Marriage Leave
- Military Service Leave
Financial Assistance
- Marriage Grant
- Bereavement Assistance (in the event of a family member’s death)
- Cost-of-Living Allowance
- Employee Emergency Loan Program
Employee Engagement
DEMCO recognizes that strong employee engagement is a key driver of organizational success, as it fosters a sense of belonging and encourages employees to share constructive feedback for continuous improvement. DEMCO conducts an Employee Engagement Survey twice a year, guided by the principles of transparency, independence, and confidentiality. Survey results are analyzed to identify key drivers of engagement and satisfaction across multiple dimensions, including organizational pride, career opportunities, and work–life quality. The feedback is then used to enhance work processes and design meaningful activities that strengthen engagement.
In addition, DEMCO promotes work–life balance by supporting sufficient personal time through flexible working hours via the Empeo Application, based on a standard work schedule of 9 hours per day (including a 1-hour break). This approach supports employee well-being, helps strengthen organizational engagement, and contributes to lower turnover. In 2025, the average employee satisfaction and engagement score remained at 4.39 out of 5, unchanged from 2024, while the employee turnover rate was 7.39%, representing a 27.78% decrease compared with the previous year.
DEMCO also emphasizes the overall employee work experience. The survey covers key aspects such as job responsibilities, career growth and job security, compensation and benefits, the working environment, and internal activities and communications. The results are further analyzed to identify improvement actions and continuously develop systems and practices that respond to employee needs and foster a positive work experience for all employees.
Employee Feedback
Demco encourages employees to share feedback, suggestions, or concerns. In the event of issues between employees, or between employees and supervisors in relation to work practices, employees have the right to raise grievances or submit reports (whistleblowing) through various channels, such as suggestion boxes and the Employee Engagement Survey. Responsible parties handle such matters in accordance with established criteria and procedures. Where it is verified that a report is made in good faith, the reporting person will be protected without any adverse impact. In this regard, Demco will not treat such actions as grounds for dismissal or for disciplinary measures that could negatively affect the employee or any related persons.
Succession Planning for Key Positions
To ensure business continuity, DEMCO has established a governance policy requiring a succession plan for senior executives, together with Individual Development Plans (IDPs), to strengthen readiness for assuming key roles when vacancies arise or when higher-level positions are created. This process is linked to and aligned with employees’ competency assessments and performance results (KPIs) that are consistent with DEMCO’s business plan. The evaluation criteria are designed to be appropriate for each employee level. Following the assessment, supervisors communicate the results to employees, provide recognition for strengths and good performance, and offer development feedback and recommendations in areas where further improvement is possible—thereby supporting the best interests of both employees and the organization.
Employee Capability Development
DEMCO continuously develops workforce capabilities to support business goals and strategic direction in both the short and long term. The Company establishes an annual Training and Development Plan, together with a Knowledge Management system, to systematically strengthen organizational capacity.
DEMCO promotes a variety of learning approaches, including digital platform-based training, internal knowledge sharing within departments, self-directed learning, as well as orientation and on-the-job training (OJT), enabling employees to adapt and perform effectively. In addition, DEMCO focuses on developing future-ready competencies through reskilling and upskilling initiatives to respond to changes in the industry and technology.
The training program is structured around three core areas of knowledge and skills:
1. Soft Skills
- Training course on "Effective Presentation"
- Training course: "Social Security Knowledge in the Workplace"
- Training course on “Financial Statement Analysis”
- Training course: "Understanding Online Scams and Cyber Threats"
- Training course: “Techniques for Writing Official Letters and Meeting Minutes”
- Training course: “Understanding Yourself and Others with the DISC Model”
- Training course: “Data Management for Artificial Intelligence (AI for Management)”
- Training course: “Managing Employee Benefits and Compliance”
- Training course: “Developing EQ-AQ for Success at Work”
2. Technical Skills
- Training course: “Occupational Safety Officer - Management Level”
- Training course on "Internal Auditing of Quality Management Systems (ISO 9001:2015)"
- Training course: "Refresher in Crane Operation"
- Training course: “The Effectiveness of Internal Control Systems”
- Training course: “Fundamentals and Requirements of ISO 45001:2018 Occupational Health & Safety Management System (OHSMS)”
3. Managerial Skills
- Senior Executive Seminar: “Opportunity Management Process”
- Training course: “Navigating Climate Risks and Capturing Opportunities in the Warming World”
- The event is titled "Business Strategy Workshop 2026"
- Training course: "Human Resource Management for Non-HR Executives (HR for Non-HR)"
Employee Activities
- A merit-making activity involving offering rice and dried food to nine monks.
- DEMCO celebrates its 33rd anniversary.
- Songkran 2025
- SAFETY DAY activities are held to campaign, promote, and raise awareness of safety.
- The Town Hall 2025 event, "Let Shape the Future Together," aimed to communicate the organization's policies, vision, and goals, and to foster employee engagement and participation.
- A birthday gift-giving activity and a merit-making ceremony by offering alms to monks for good fortune.
- DEMCO SPORTY & RICH 2025
- The event "Sharing Happiness, Creating Fun: Gift Raffle for Employees"
Significance
DEMCO prioritizes the safety and well-being of all employees, including contractors working with the Company. DEMCO recognizes that an effective occupational health and safety (OHS) management system—supported by ongoing training and communication on safety standards—is essential to preventing incidents and reducing unforeseen risks. This approach strengthens the organization’s safety culture, enhances employee confidence and morale, and helps minimize the risk of operational disruptions arising from safety incidents.
Commitments and Goals
DEMCO is committed to implementing safety, occupational health, and working environment activities under the motto, “Standards and safety are at the heart of our operations.” All employees and workers are required to strictly comply with DEMCO’s Safety, Occupational Health, and Working Environment Policy within the framework of applicable laws and requirements, including the Safety, Occupational Health, and Working Environment Management Standard B.E. 2549.
DEMCO has established an Occupational Safety, Health and Environment Committee (Safety Committee), which meets at least once a month to report performance and receive recommendations for corrective and improvement actions to ensure compliance with occupational safety laws and workplace safety standards. The Committee also promotes and supports workplace safety activities, continuously monitors safety performance, and uses the results as inputs for future planning and ongoing improvements.
Strategies to Achieve Our Goals
- Continuously and consistently promote awareness and foster a strong culture of occupational health and safety, environmental protection, and social responsibility.
- Strive for “zero” work-related accidents by continuously strengthening and improving safety standards beyond legal requirements. Activities carried out without adequate safety controls, required protective equipment, or appropriate safety training are strictly prohibited.
Safety Operational Guidelines
DEMCO is committed to ensuring a high quality of life for its employees and stakeholders through effective safety, occupational health, and environmental (SHE) management. This commitment is a key enabler of sustainable development and supports improved operational efficiency.
DEMCO promotes a safe and hygienic working environment in accordance with applicable policies, laws, regulations, and relevant international standards, with the goal of zero workplace accidents. This approach helps reduce the risk of work-related injuries and occupational diseases among employees and stakeholders across the supply chain and supports the continuous improvement of DEMCO’s SHE management systems.
DEMCO has implemented the Thai Occupational Safety and Health Management System Standard (TOSH–OSHMS 2019) at the Silver level. The system focuses on preventing work-related accidents and occupational illnesses and serves as a guideline for all departments under the supervision of the Safety and Environment Department.
Safety, Occupational Health, and Working Environment Oversight
DEMCO has established a clear safety governance structure to ensure defined accountability for the continuous monitoring, inspection, and improvement of operational effectiveness. DEMCO has appointed a Safety, Occupational Health, and Environment Committee (SHO Committee), chaired by a management representative and comprising representatives from relevant departments as committee members, together with safety officers serving as subject-matter members.
The Committee is responsible for developing plans and guidelines to prevent and reduce work-related accidents and to ensure compliance with applicable safety, occupational health, and environmental laws, regulations, and other relevant requirements. In addition, the Committee promotes and supports safety initiatives, oversees compliance with DEMCO’s measures, and strengthens workplace safety through continual improvement and enhanced operational efficiency.
Furthermore, DEMCO emphasizes communication, awareness-raising, and organization-wide campaigns to strengthen employees’ knowledge and understanding and to encourage active participation at all levels in continuous safety, occupational health, and environmental management.
- Safety oversight
- Compliance assessment
- Risk assessment
- Creating a culture of safety
- Monitoring and verification
- Reporting the results
Safety Risk Assessment and Management
DEMCO is committed to becoming an accident-free organization and prioritizes the safety of all workers across its operations. To achieve this, DEMCO conducts continuous and systematic workplace risk assessments to identify hazards and evaluate both the likelihood and severity of potential impacts. The results are used to establish comprehensive prevention guidelines that address risk reduction and readiness for unforeseen events.
These measures cover all work areas, from offices to construction projects, with particular focus on high-risk activities such as high-voltage electrical work, heavy equipment operations, confined-space work, and the handling of hazardous chemicals. To further strengthen safety performance, DEMCO has implemented proactive measures, including:
Strengthening Safety Culture
DEMCO is committed to providing a safe and hygienic working environment and operates in accordance with applicable policies, laws, customer requirements, and relevant international standards. The Company aims to achieve a “Zero Accident” goal and reduce the risk of work-related illnesses through the continuous development of its safety, occupational health, and environment (SHE) management system, covering both employees and contractors on construction and installation projects.
Employee participation in safety is promoted through the Occupational Safety Committee (OSC), comprising representatives from management and employees. The OSC meets monthly to review plans, key risks, and preventive and corrective actions, monitor SHE performance, and consolidate lessons learned to drive systematic improvement. DEMCO also communicates safety information through bulletin boards, online systems, and weekly Safety Talks. Employees can provide feedback and report unsafe conditions or incidents through designated channels, supporting transparency, shared learning, and the ongoing strengthening of a safety culture.
DEMCO reinforces the principle that “safety is a shared responsibility” by promoting safe work practices before, during, and after work. This includes encouraging the sharing of safety observations and reporting near-misses to prevent recurrence, as well as conducting workplace engagement activities such as safety orientation and training for new employees and contractors. At construction sites, morning talks and stretching/exercise sessions are conducted to promote physical readiness and reinforce safety awareness before work begins.
In addition, DEMCO strengthens occupational health and emergency preparedness to protect employee well-being and support business continuity. The Company has implemented measures to address potential infectious disease outbreaks, including the provision of personal protective equipment (PPE), temperature screening, work-from-home support where appropriate, and timely communication of preventive guidance via the Company intranet. DEMCO also provides ongoing occupational health services, including 100% annual health checkups and targeted health surveillance based on job-related risk factors such as dust, noise, and chemical exposure. Health monitoring results are used to support follow-up actions, improve risk control measures, and further enhance a safe and appropriate working environment.
Activities to Promote Employee Health, Well-being, and Safety
- Safety Day is a safety-awareness campaign that encourages employee participation in safety activities and reinforces shared responsibility for preventing work-related accidents and strengthening ongoing safety initiatives.
- The training course, “Crane Operation Refresher,” aims to enhance participants’ understanding of crane-related accident causes and to build competency in conducting basic crane inspection, maintenance, and minor repairs in accordance with applicable legal requirements.
- Safety Talks: Pre-job safety briefings for employees and contractors before starting work.
- Fire Safety: Basic firefighting training, as well as firefighting and evacuation drills.
Safety Monitoring and Inspection
DEMCO continuously monitors and reviews occupational health and safety (OHS) performance through safety statistics tracking and periodic reporting to the Occupational Safety, Health, and Environment Committee. This includes investigating incidents and accidents, conducting root-cause analysis, defining corrective and preventive actions, assigning responsible persons, and monitoring progress until closure.
Investigation findings and recommendations are reported to relevant project managers and executives to ensure timely and effective improvements. Lessons learned and risk alerts are also communicated through safety communications to prevent recurrence. In addition, in cases of injury or damage, DEMCO provides appropriate compensation and assistance in accordance with Company practices and applicable laws and regulations.
Safety Performance Results
DEMCO has established quantitative safety targets by aiming to reduce the Lost Time Injury Rate (LTIR) for both employees and contractors to zero, and to continuously pursue the goal of “Zero Accident.” In 2025 (2568), the Company’s LTIR was 2.21 for employees and 0 for contractors. There were two lost-time injury cases with absences of no more than three days each. Although these results did not meet the target, the Company responded through a systematic and timely management approach.
DEMCO provided care for injured persons in accordance with established standards, including first aid, referral for treatment by medical specialists, and incident investigation and Root Cause Analysis to determine Corrective and Preventive Actions (CAPA). The Company monitored implementation until closure of each case and reviewed additional risk control measures to enhance the effectiveness of safety management and prevent recurrence in the future.
Significance
DEMCO conducts its business with ongoing care and responsibility toward communities by creating shared value and engaging with communities in the areas where it operates. Guided by its corporate sustainability policy, DEMCO has also established a stakeholder engagement policy that emphasizes transparent communication, active dialogue, and appropriate engagement with all stakeholder groups—both internal and external—particularly those directly affected by the Company’s operations.
Social and Community Strategies
- Invest in developing employee capabilities by supporting training, knowledge sharing, and access to necessary resources, while providing a safe work environment that fosters creativity and enables employees to perform at their full potential.
- Respond to customer needs and strive for customer satisfaction by delivering products and services that meet contractual requirements in both quantity and quality.
- Strengthen community and stakeholder participation through active listening, transparent and constructive consultation and dialogue, equal and respectful engagement, and support for quality of life and community resilience. Collaborate with government agencies, industry associations, business partners, civil society, and other stakeholders to contribute to the development and/or adoption of sustainability standards and best practices across relevant sectors.
Policies and Practices for Social and Community Responsibility
DEMCO places strong emphasis on social responsibility by conducting both internal and external activities with due consideration of impacts on the Company, society, and the environment, with the aim of fostering harmonious and sustainable coexistence. Accordingly, responsible business practices are integral to DEMCO’s management approach. To support this commitment, DEMCO has established the following guidelines for community, social, and environmental responsibility:
- Conduct business in compliance with applicable laws, standards, and regulations, grounded in responsibility toward the community, society, and the environment, to strengthen the Company’s reputation, credibility, and stakeholder trust and support sustainable growth.
- Provide support and assistance to society and communities, as appropriate, at both local and national levels.
- Participate in initiatives that demonstrate responsibility toward the community, society, and the environment and contribute to improved quality of life for stakeholders.
- Encourage executives and employees of the DEMCO Group to uphold strong social and environmental responsibility.
- Cooperate with regulators in implementing relevant standards and report information on violations or non-compliance to help prevent or mitigate social and environmental impacts.
- Assess environmental, social, health, and safety (ESHS) risks and impacts prior to commencing any work, investment, or joint venture, and develop appropriate preventive and mitigation measures.
Social Responsibility Initiatives
Demco conducts its business under a sustainable growth approach, recognizing its role and responsibilities toward communities and society in all areas where the Company operates. The Company aims to create shared value by continuously supporting activities that enhance quality of life, community well-being, and stakeholder participation.
In 2025, Demco implemented social initiatives focused on strengthening employees’ awareness of social responsibility, encouraging participation in community development, and supporting activities that deliver public benefits. These initiatives were carried out with due regard to local context, transparency, and the fostering of constructive relationships between the Company and surrounding communities.
In 2025, DEMCO allocated THB 32,208 to support community and social activities and received no significant complaints regarding community impacts arising from its business operations. This reflects the Company’s appropriate and effective management of social impacts. DEMCO remains committed to continuously enhancing its stakeholder engagement processes to ensure that its business operations are aligned with societal expectations and contribute to sustainable shared growth over the long term.
Community and Social Responsibility Performance Results
Community and Local Engagement Activities
- A charity football match was organized in collaboration with the Suan Phrik Thai Subdistrict Administrative Organization, Mueang Pathum Thani District, Pathum Thani Province.
- Candle Offering Ceremony to mark the beginning of Buddhist Lent.
- Traditional Alms-Giving Ceremony for 100 Monks, organized in collaboration with the local community.
Charitable Donations (Cash and In-Kind)
- Join us in supporting gifts for National Children's Day 2025.
- Donate your old, unused desk calendars to the Foundation for the Blind in Thailand to be used in the production of teaching materials (Braille).
- Donate items to the "Leftover - Request Project," which will convert donated items into tuition fees for children at the Baan Nokkamin Foundation.
- A charitable event to donate essential supplies to help flood victims in southern Thailand.
Provision of Public Services to the Community
- Volunteer activity to clean Wat Sadet temple in collaboration with Suan Phrik Thai Subdistrict Administrative Organization, Pathum Thani Province.
Community and Social Development and Support Initiatives
- A community education project demonstrating the application of solar cells in the construction of small toy cars at Wat Daoreung School.
Employee Blood Donation
- Demco Public Company Limited's blood donation activities for 2025 included sending letters to the Suan Phrik Thai Subdistrict Administrative Organization to publicize and invite individuals in the surrounding community to participate in blood donation, totaling three events.
- First time: March 13, 2025
- Second time: July 25, 2025
- Third time: November 13, 2025
The total blood volume was obtained in 56,550 Milliliter
Significance
Demco recognizes the importance of respecting human rights and ensuring fair labor practices. The Company is committed to conducting business in line with international human rights principles, applicable labor laws, and good operational standards. Demco promotes a working environment that is safe, fair, and free from discrimination, ensuring that all employees are treated equally and with respect for human dignity.
Demco also emphasizes workforce capability development alongside safeguarding the fundamental rights of employees and workers throughout the value chain. The Company has established clear policies and practices and regularly monitors and assesses labor and human rights risks to prevent and mitigate potential adverse impacts arising from its business operations. Demco remains committed to operating with transparency, accountability, and stakeholder engagement to foster a corporate culture that respects human rights and supports long-term sustainable growth.
Commitment and Roadmap to Success
DEMCO emphasizes that the Board of Directors, executives, and all employees must treat all stakeholders with respect and dignity on the basis of human dignity, and must not act in a manner that infringes upon the rights and freedoms of others in violation of applicable laws. Such practice forms part of the Company’s ethical standards, which all DEMCO personnel are required to strictly comply with. Any violation or non-compliance will be subject to disciplinary action in accordance with the severity of the misconduct.
DEMCO attaches importance to activities that may affect human rights principles in all aspects and adheres to relevant legal requirements. The Company has a clear policy of not employing child labor, upholds freedom of religion, and prohibits discrimination on the basis of differences in race, religion, gender, or social status. In addition, DEMCO strictly respects the human rights of employees at all levels by protecting employee personal data and not disclosing information such as personal history and salary details to external parties or unauthorized persons. The Company has established and complies with a personal data protection policy. It also issues work rules and regulations in the form of an employee handbook, communicates these rules, regulations, and working conditions to employees, and provides orientation prior to commencement of employment.
The Board of Directors oversees human rights issues and related risks. The Human Resources Department and relevant units are responsible for implementing the Human Rights Due Diligence (HRDD) process and regularly reporting progress to the Board of Directors.
Strategies for Success
- Treat all employees and workers without discrimination by providing equal opportunities, assigning work appropriately based on individual capabilities, and ensuring fair and appropriate compensation. Prohibit the employment of workers under the age of 18 and any form of illegal labor, including among employees and workers of business partners and/or other stakeholders.
- Safeguard and protect the safety of employees and workers, as well as the assets of the DEMCO Group, without infringing upon the rights and safety of others. This includes protecting individual privacy, maintaining the confidentiality and security of information, ensuring appropriate disclosure practices, and ensuring the lawful use of personal data.
- Respect the rights and dignity of employees and workers of the DEMCO Group and its business partners, treating all individuals equally and with due regard for human dignity.
Policies and Practices on Legal Compliance and Human Rights
DEMCO gives due consideration to all activities that may affect human rights and complies with all applicable laws. The Company maintains a clear policy prohibiting child labor, upholds freedom of religion, and does not discriminate on the basis of race, religion, gender, or social status.
DEMCO also respects the rights of all employees by protecting personal data and maintaining confidentiality. The Company does not disclose personal information—such as personal history or compensation details—to external parties or unauthorized individuals. DEMCO has established and implements a Personal Data Protection Policy and workplace regulations, which are documented in an employee manual, communicated to employees, and reinforced through pre-employment orientation. These measures help ensure that DEMCO conducts its business in a manner that respects human rights and is grounded in equality and shared values.
Human Rights Due Diligence Process (HRDD)
DEMCO conducts human rights impact assessments on an ongoing basis and integrates them into its enterprise risk management and core business processes. The Company has established an approach to managing human rights issues covering all activities of DEMCO, its group companies, and relevant stakeholders throughout the business value chain, in accordance with the Company’s Human Rights Policy and relevant international standards. This ensures that business operations are conducted ethically, transparently, and with social responsibility.
DEMCO prepares and regularly reviews its Human Rights Due Diligence (HRDD) process and conducts an annual Human Rights Risk and Impact Assessment to systematically identify, prevent, mitigate, and monitor potential impacts arising from business operations, and to respond promptly to changing circumstances. The Company reports assessment results and implementation progress to the Board of Directors and discloses relevant information to stakeholders on a regular basis to strengthen transparency and confidence.
Human Rights Risk Assessment
The Company conducts a comprehensive Human Rights Risk Assessment (HRRA) to identify and evaluate actual and potential risks arising from its business operations. The assessment covers activities across the DEMCO Group and stakeholders throughout the value chain, including business partners and contractors.
Risks are assessed based on two key dimensions: likelihood of occurrence and severity of impact. The results are used to prioritize significant issues and to define appropriate, ongoing approaches and measures to prevent and mitigate human rights impacts.
Based on the Company’s 2025 (2568) human rights risk assessment, most issues were assessed as medium risk, namely illegal labor employment (1.1, 2.1) and occupational health and safety (1.2, 2.2, 3.1). Discrimination (1.3, 2.3) and data leakage (1.4, 2.4) were assessed as low risk, and no issues were identified as high risk.
Based on the assessment, the Company identified the following Salient Human Rights Issues: the use of illegal or forced labor; workplace safety and occupational health; discrimination; and violations of the rights of business partners and surrounding communities. These issues will be used to define appropriate prevention measures and ongoing monitoring going forward.
Risk Prevention and Control Measures
To ensure a systematic approach to managing human rights risks, Demco has established preventive and control measures aligned with the assessed risk levels. These measures are implemented under a comprehensive human rights due diligence process and are integrated into the Company’s enterprise risk management system. The measures include the development of action plans, clear designation of risk owners and responsible parties, defined implementation timelines, and the incorporation of human rights requirements into routine business processes such as labor management, procurement, and occupational health and safety controls.
Demco regularly monitors and reviews the effectiveness of these measures and reports results to management in accordance with established reporting cycles, to ensure that business operations respect human rights and that human rights risks are continuously managed.
The Company has established and implemented concrete labor measures under its Human Rights Policy. These include a strict prohibition of child labor and forced labor in all cases, pre-employment screening procedures, and ongoing monitoring of business partners and suppliers. The Company also provides employee engagement mechanisms through the Welfare Committee and confidential grievance channels, controls working hours and overtime in accordance with applicable laws, and maintains a fair and equitable compensation structure. The implementation and effectiveness of these measures are regularly monitored and reported to the Board of Directors.
| Human rights issues | Stakeholders | Risk prevention and control measures |
|---|---|---|
| Illegal employment / forced labor in the supply chain. | Employees, business partners/contractors, local communities, and the environment |
|
| Occupational health and safety impacts on employees, contractors, and nearby communities | Employees, business partners/contractors, local communities, and the environment |
|
| Discrimination and unequal treatment (employees, business partners, and contractors) | Employees, business partners/contractors, local communities, and the environment |
|
Monitoring and Performance Reporting
DEMCO has established an ongoing process to review, monitor, and assess the effectiveness of human rights risk prevention and control measures, to ensure that the Company’s operations and project execution are conducted appropriately and in compliance with relevant requirements. Oversight is jointly undertaken by the Board of Directors and management, who monitor human rights risks across the value chain, including those related to business partners and contractors, to ensure that preventive and mitigation measures remain effective.
In addition, DEMCO communicates and provides training to employees and relevant parties on its human rights policy and practices to strengthen understanding of operational guidelines and the prevention of human rights violations throughout business processes. The Company also provides structured channels for stakeholders to raise feedback or concerns, and discloses monitoring outcomes in the Annual Report/Sustainability Report in accordance with the Company’s reporting approach.
Fair Treatment of Workers (Labor Rights and Equality)
DEMCO is committed to protecting and respecting human rights in line with international principles. This commitment covers non-discrimination, zero tolerance for harassment in all forms, the prohibition of child labor, forced labor, and human trafficking, as well as the promotion of freedom of association and collective bargaining, fair and equitable remuneration, and other fundamental employee rights.
DEMCO ensures that all employees have equal access to benefits and welfare, training and skills development, performance appraisal, and career advancement—without discrimination on the basis of gender, age, race, nationality, religion, skin color, sexual orientation, disability, or any other status. Recruitment and selection, appointment, promotion, remuneration decisions, and all human resource management processes are primarily based on an individual’s knowledge, capabilities, and qualifications appropriate to the position.
In 2025 (2568), the Company did not receive any complaints related to human rights violations.
Complaint Handling, Complainant Protection, and Remedies
DEMCO has established processes to gather feedback from stakeholders, including employees, business partners, and communities, through meetings, direct communication, and online channels. The feedback is used to inform the consideration of human rights issues and to continuously improve operations as appropriate. In addition, the Company has established whistleblowing and grievance channels in accordance with its Whistleblowing Policy to enable stakeholders to safely and confidentially report incidents or actions that may involve human rights violations. DEMCO applies a systematic process for receiving reports, conducting fact-finding investigations, and determining appropriate actions, and provides whistleblower protection measures to prevent retaliation or discrimination. Where damages are identified, DEMCO will implement appropriate and fair mitigation and corrective actions, including remedies in both monetary forms—such as reimbursement of medical expenses, compensation for loss of income, or emergency assistance—and non-monetary forms—such as expert advice, initial support and remedial assistance, coordination with relevant agencies, and protection of the safety and privacy of affected persons. The Company also monitors outcomes and continuously reviews its measures to prevent recurrence.