Charoen Pokphand Foods Public Company Limited (CPF) operates in 17 countries worldwide, across a variety of social, cultural, ethnic, and national contexts. This diversity serves as a key driver of innovation and enhances the Company's competitive capabilities. More information is available under the People Performance section. CPF places great importance on managing workforce diversity and inclusion, and upholds human rights throughout the Employee Life Cycle. This commitment begins with a recruitment process based on merit and job-relevant qualifications, and extends to fair and equitable compensation aligned with job standards. The Company systematically develops talent for career progression, establishing clear, transparent, and measurable performance evaluation criteria that are aligned with a performance-based compensation system. Employee promotions are conducted in accordance with well-defined policies, ensuring fairness and consistency across the organization. The Company has a 2030 target to achieve gender equality in both employee representation and compensation at equivalent job levels. To support this goal, CPF conducts annual third-party audits on gender pay equity. In 2024, the average compensation ratio between female and male employees at the non-management level was 1:1.09, marking an improvement from the previous year (2023).

CPF has a Diversity and Inclusion Policy with the following key principles:

For further details, please visit: https://www.cpfworldwide.com/th/sustainability/policy/diversity_and_inclusion.pdf

In addition, CPF encourages employees from all departments and levels to participate as members of Workplace Welfare Committees, a key mechanism for representing employee voices and enabling participatory improvements in workplace environment and labor management. Elections for committee members are conducted transparently, and our number of committee representatives exceeds legal requirements and matches the Company's workforce diversity in terms of gender, nationality, religion, and physical ability. These Committees allow employees to provide suggestions on employee welfare, complaints, and labor-related concerns. In 2024, 85%¹ of employees in CPF’s operations in Thailand benefited from improvements based on feedback provided through employee representatives. Furthermore, the Company facilitates communication with foreign workers by providing announcements and interpreters to bridge language gaps in the workplace.

Through this feedback-driven approach, CPF has implemented welfare initiatives that exceed legal requirements. Examples include: establishment of a Provident Fund, enhanced annual health check-up programs tailored to specific risk factors, interest-free educational loans for employees’ children, and preventive health programs such as sports club activities, provision of rest and fitness areas, physical and mental health education, and access to appropriate vaccinations.

CPF also ensures that working hours and leave entitlements—including annual leave, personal leave, and sick leave—meet or exceed legal requirements. The Company actively encourages employees to utilize their paid annual leave through its work hour management system and HR-eXp platform.

In cases of contract termination, CPF complies with labor laws by providing proper advance notice, except in cases of termination due to serious misconduct as defined by law.

Key Projects Promoting Diversity, Equity, and Inclusion (DEI)

Promoting Equality Beyond the Workplace

CPF also promotes equal opportunity among stakeholders across its supply chain. One of its key initiatives includes increasing access to education for Thai youths through the CONNEXT ED Foundation, which works to elevate the quality of education in academic, agricultural, and vocational fields. Major projects include: active learning program, STEM: coding initiative, and smart kid English program. Additionally, the Co-Creation Program partners with universities to equip students with skills aligned to labor market demands, especially in STEM and digital fields, while cultivating entrepreneurial mindsets. These efforts reflect CPF’s commitment to its “Three-Benefits Principle,” meaning that our business is operated to benefit the Country, the People, and the Company—guiding its path toward sustainable and quality-driven business practices.

¹ The remaining 15% comprises workplaces with fewer than 50 employees, which are legally exempt from the requirement to establish a workplace welfare committee.