Labor Practices
Highlight Performance
Workforce Breakdown: Gender
| Diversity Indicator | Percentage (0 - 100 %) | Public Target |
|---|---|---|
| Share of women in total workforce (as % of total workforce) | 44.3 | 40 |
| Share of women in all management positions, including junior, middle and top management (as % of total management positions) | 52.5 | 50 |
| Share of women in junior management positions, i.e. first level of management (as % of total junior management positions) | 52.1 | 50 |
| Share of women in top management positions, i.e. maximum two levels away from the CEO or comparable positions (as % of total top management positions) | 53.1 | 50 |
| Share of women in management positions in revenue-generating functions (e.g. sales) as % of all such managers (i.e. excluding support functions such as HR, IT, Legal, etc.) | 55.8 | 50 |
| Share of women in STEM-related positions (as % of total STEM positions) | 53.6 | 50 |
Gender Pay Indicators
| Employee Level | Average Women Salary | Average Men Salary |
|---|---|---|
| Executive level (base salary only) | 858,050 | 832,393 |
| Executive level (base salary + other cash incentives) | 887,217 | 864,893 |
| Management level (base salary only) | 176,202 | 205,474 |
| Management level (base salary + other cash incentives) | 183,423 | 213,920 |
| Non-management level (base salary only) | 30,151 | 22,929 |
Total Workforce Breakdown by Nationality
| Breakdown based on Nationality | Share in total workforce (as % of total workforce) | Share in all management positions, including junior, middle and senior management (as % of total management workforce) |
|---|---|---|
| Thai | 90.4 | 95.33 |
| Myanmar | 7.81 | 2 |
| Indonesia | 1.6 | 1 |
| Others (Japan, Malaysia, UK, Ireland, Italy) | 0.19 | 1.67 |
Fair Compensation
Compensation plays a crucial role in motivating and retaining talented employees, significantly impacting their performance. Therefore, Osotspa analyzes and reviews its employee compensation and benefits strategy annually to ensure competitiveness with other leading companies.
The Company offers a wide range of employee benefits, including salary, bonuses, provident funds, health and life insurance, education allowances for children, marriage and childbirth support, funeral assistance for employees and family members, gifts for firstborn children, and various leave entitlements.
Establishment of the Employee Welfare Committee
Osotspa supports employees’ freedom of association by establishing a Welfare Committee, which serves as a representative body for 100% of employees across the organization. The Committee’s primary role is to communicate with and negotiate on behalf of employees with the company on matters related to the improvement of welfare, benefits, and the development of measures that ensure workplace safety, inclusivity, and equitable treatment. These efforts aim to enhance employee engagement and overall workplace experience.
The Welfare Committee members are elected by employees and serve a two-year term. The current Welfare Committee, for the 2024–2025 term, consists of 67 members, elected through both online and physical polling stations, representing employees from offices, manufacturing sites, and key subsidiaries—such as the Huamak Headquarters, Ayutthaya Office, Greensville Plant, and Siam Glass Ayutthaya Plant.
In 2024, the Committee convened four quarterly meetings to gather feedback, concerns, and suggestions from employees. As a result, several company-wide improvements were implemented, benefiting all employees across the organization. Key highlights include:
- Expanded equal benefits for LGBTQI+ and diverse employees, including marriage allowance and funeral support for family members—promoting workplace equality and inclusiveness.
- Provision of influenza vaccination for all employees, in addition to regular healthcare benefits.