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Respecting Human Rights

Human Rights Due Diligence Process 

BDMS emphasizes the human rights of stakeholders and rights holders who may be directly affected by business operations. As a result, BDMS conducts comprehensive Human Rights Due Diligence (HRDD) and plans the BDMS Human Rights Due Diligence Guidelines for corporate operations related to human rights in all 9 frameworks. The objective is to ensure the employees are aligned with the expectations stated in the Human Rights Policy. Moreover, BDMS implements a systematic and effective human rights management framework in 6 steps in accordance with the United Nations Guiding Principles on Business and Human Rights (UNGP). The framework includes implementing an analysis process, defining roles and responsibilities and conducting human rights risk assessments covering all topics related to human rights risks in business operations referring to the International Bill of Human Rights. The assessment results are then reported and monitored progress to prevent and mitigate human rights risks, marking a comprehensive HRDD process in the company’s operations scope and supply chain.

BDMS Human Rights Policy  

BDMS realizes the responsibility in promoting and respecting human rights of all employees, suppliers, business partners and all stakeholder to be in accordance with the organization’s human rights policy. Thus, the Company announced the policy and strictly acts in line with international practice and domestic laws; for example, the United Nations Guiding Principles on Business and Human Rights (UNGP), the ILO Declaration on Fundamental Principles and Rights at Work, the International Bill of Human Rights and the Labor Protection Act B.E. 2541 (1998) etc. The Company adheres to the principles of non-discrimination, including prohibiting both sexual harassment and non-sexual harassment, in whatsoever cases as well as fosters the equality principle in every business operation to achieve the Company’s mission of becoming a medical service provider well-accepted at the international standards.

In 2024, BDMS strived to foster Diversity, Equality, and Inclusion (DEI) based on the difference of the employees at all organizational levels. Encouraging freedom of expression among employees while ensuring their well-being and strictly no discrimination under any circumstances, BDMS emphasizes business operations equality according to the Diversity, Equality, and Inclusion Policy as a guideline for employees at all levels to comply with, achieving the corporate mission of delivering healthcare services . To further support this commitment, BDMS conducted an internal survey to assess the diversity of its workforce. The results of this survey are used to better understand the organization's diversity profile and inform the development of inclusive programs, policies, and capacity-building initiatives that promote a more equitable and inclusive workplace aligned with international standards. 

Human Rights Risk and Impact Assessment 

BDMS realizes the significance of respect of human rights of all stakeholders and the subjects of law directly impacted by the Company’s business operations. Thus, the Company thoroughly performs human rights due diligence according to the United Nations Guiding Principles on Business and Human Rights (UNGP). In 2023, BDMS arranged for risk assessment on human rights to identify risks as well as established the mitigation plan to ensure the Company’s efficient risk assessment procedure and impact on human rights of the business units throughout the supply chain. When engage in merger and acquisition activities, BDMS has framework to conduct HRDD to investigate human rights risk prior to the completion of such activity.  

Moreover, BDMS sets forth the mitigation measures for very high, high and medium risks concerning human rights as the Company’s priority. This procedure will take into consideration the subjects of law and the stakeholders being impacted (including the employees, customers, community, and third-party contracted labor) and in the vulnerable group (including female, children, disabled, elderly, minorities, migrant workers, native people and LGBTQ+. BDMS has evaluated risks and their impacts every 3 years which encompass every business unit of the organization as well as follow up medium and low risks on human rights at an organizational level and throughout the supply chain. Simultaneously, BDMS expects that complete assessment of human rights will lead to appropriate risk management and risk mitigation, including transparent disclosure of the assessment results. Consequently, BDMS evaluates risks of human rights and their impacts by stressing these following risks which cover the Company’s business operations. 

BDMS Human Rights Risk and Impact Assessment 

BDMS Human Rights Risk and Impact Assessment Results

In 2024, BDMS communicated the human rights principle and operations, including risk issues and preventive measures on human rights at the organizational level. Besides, the Company provided examples of risk management and business-related measures to the employees, suppliers and contractors to ensure their understanding and specify practices and measures to prevent breaches of human rights in the organization on an annual basis. 

As a result of human rights risk assessment, BDMS has implemented mitigation measures covering 100% of operation sites.  

Human Rights Grievance and Remediation 

BDMS strives to establish an effective human rights grievance mechanism for all stakeholders by implementing standardized reporting channels for complaints/suggestions from all internal and external stakeholders. Moreover, BDMS respects the rights of complainants and enforces the Whistleblower Policy throughout the grievance and remediation process. BDMS is determined to conduct an investigation in every reported case while maintaining the privacy and confidentiality of complainants as well as transparency throughout the process including escalation, investigation, and corrective actions for both internal and external stakeholders. In addition, relevant departments are responsible for verifying facts, monitoring, and reporting related issues within at least 7 days. In cases of severe incidents, BDMS must initiate the investigations immediately and resolve the case within 30 days then effectively communicate progress to complainants and affected parties throughout the process. The severity of the violation determines the corrective actions, ranging from warnings to legal actions. 

In 2024, BDMS has not caused nor contribute to any human rights violation, hence, no remediation action was taken. 

Reporting Channels 

Human Rights Remediation Framework 

BDMS sets out remedial measures for all cases related to human rights violations for all stakeholders. The determination is to evaluate and address the impacts of human rights violations related to business operations. The consideration is performed on a case-by-case basis while ensuring equality and non-discrimination against all stakeholders. Moreover, understanding the importance of remediation, BDMS assigns a budget in case of financial remedies, such as compensation per corporate standards and non-financial remedies, such as formal apologies, post-incident support, etc. to improve the psychological well-being of affected employees. 

Freedom of Associations 

BDMS has established a Workplace Welfare Committee in accordance with the Labor Protection Act B.E. 2541 (1998), and in line with the requirements of the Collective Bargaining Agreement  .The Committee holds quarterly meetings to ensure continuous engagement on employee welfare and working conditions. BDMS established the Welfare Committee through a formal written legal agreement between the employer and the employees representative, ensuring compliance with the Collective Bargaining Agreement. The Committee was elected by all staff to represent employees across all levels. Hence, any collective bargaining agreement or settlement with employer always represent consensus from 100% of employees. In previous years, the Committee successfully negotiated improvements to employee welfare, including increased access to loans from financial institutions at preferential employee rates.   

 
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