Social Dimension

Thoresen Shipping: TSS

Thoresen Shipping places great importance on operating with high safety standards. The company has established safety standards based on the Workplace Hazardous Materials Information System and fully complies with regulations and conventions set by the International Maritime Organization (IMO). These regulations and requirements are enforced both onboard vessels and at the headquarters to ensure operations meet international standards. The objectives are to enhance safety in maritime operations, prevent injuries and loss of life, and avoid potential harm to society and environment.

The company requires ship safety officers to investigate accidents and prepare risk assessment reports based on safety, occupational health, and work environment management statistics from reliable sources such as HOPM/12 and SOPM/04. Additionally, Toolbox Meetings are held before every operation to conduct pre-job briefings, assess risks and hazards, study prevention measures and prepare safety equipment to prevent accidents. This includes ensuring emergency equipment is ready to promote safety before commencing work and to reduce workplace accidents.

The company has also established a ship safety committee for every vessel, consisting of department heads and shipfarers from various departments, with no fewer than 7 members. After every meeting, a summary report on progress is submitted to supervisors and relevant parties to ensure all company vessels are properly managed and safety measures are in place for crew members. Ship safety officers are responsible for training and explaining safety policies to all crew members, particularly new personnel, who must be aware of potential hazards from dangerous materials. They must also assess physical limitations, properly evaluate cargo weight, and apply correct cargo handling techniques to ensure both personal safety and security of transported goods.

Occupational Health and Safety Management Approach

1. Ensuring Workplace Safety at All Locations and Operational Stages Thoresen Shipping recognizes that its operations involve high-risk tasks, such as cargo loading onto vessels, oil exploration and drilling and maintenance work. Therefore, workplace safety and occupational health are critical responsibilities for everyone, including executives, employees, suppliers, and visitors on premises, whether at headquarters, on cargo vessels, or offshore drilling rigs. All individuals must strictly adhere to safety regulations, such as wearing Personal Protective Equipment (PPE) properly to minimize or prevent workplace injuries. Required PPE includes gloves, safety helmets, protective glasses, or masks to guard against dust or chemicals.

2. Establishing the Occupational Health and Safe Working Environment Committee The company has formed an Occupational Health and Safe Working Environment Committee to identify unsafe working conditions, review policies, develop action plans, and establish safety measures to prevent accidents, hazards, illnesses, or workplace disturbances. These measures apply to employees, contractors, and visitors or workers on premises. The committee comprises both managerial and employee representatives to ensure comprehensive workplace safety management.

3. Implementing Risk Control Measures The company conducts workplace inspections and safety performance evaluations at least once a month. This includes reviewing incident statistics to assess potential impacts and continuously refining safety measures for greater effectiveness and coverage.

Occupational Health and Safety Activities and Initiatives

Merchant Marine Cadet Training Program

Thoresen Shipping prioritizes the continuous development of seafarers' safety management skills through structured training programs and data recording in both the Training Record Book and the company's database system. The Merchant Marine Cadet Training Program is a mandatory safety management training program that all seafarers must complete before officially commencing their duties onboard. This training enhances their knowledge of personal and asset safety, as well as environmental preservation at sea, ensuring compliance with international professional standards. By implementing such initiatives, Thoresen Shipping ensures that all seafarers on its vessels operate efficiently, possess the necessary expertise, and work in a safe environment.

Each month, the company conducts both basic and specialized training courses for onboard personnel. Seafarers are required to complete company-designated courses, with the captain playing a key role in ensuring the full implementation of safety policies. To continuously and sustainably enhance seafarers' knowledge and skills, the training curriculum focuses on relevant country-specific legal regulations such as the International Safety Management Code (ISM), International Ship and Port Facility Security Code (ISPS), and the Standards of Training, Certification, and Watchkeeping (STCW). Additionally, training covers familiarization with safety equipment, work procedures, environmental pollution prevention, and emergency response drills, including ISPS Drills, Emergency Contingency Plan (ECP) Drills, Grounding & Oil Spill, Fire, and Collision training, among others.

Performance in 2024

Office Safety Statistics

The company prioritizes workplace safety standards. In 2024, Lost Time Injury Frequency Rate (LTIFR) among office employees was zero. The company remains committed to maintaining safety standards and has set an LTIFR target of zero for office employees in 2025.

Onboard Safety Statistics

In 2024, there was one case of Lost Time Injury (LTI) among seafarers. The company continues to enhance and uphold safety standards onboard, setting an LTIFR target of zero for seafarers in 2025.

PH Capital: PHC

Occupational Health and Safety Management Approach

The management of food production and delivery is driven by a strong commitment to the highest safety standards, which is the working standard for every Pizza Hut restaurant that all employees must adhere to. However, creating a safe and healthy work environment in the restaurants is not something that can be achieved all at once. It requires continuous checks and improvements in the work systems, equipment used in operations, and motorcycles used for deliveries to ensure safety for both employees and customers while reducing the risk of accidents. The training and technical development department, along with the branch human resources department, are responsible for inspecting work standards and safety communications for both workplace safety and driving. They also include basic workplace safety information, equipment familiarization within the restaurant, and safety precautions as part of the employee orientation course for new hires. The goal is to achieve zero workplace accidents.

Occupational Health and Safety Activities and Initiatives

The company provides training to employees to enhance their knowledge and understanding of workplace safety and occupational health. It also conducts awareness campaigns on safety, occupational health, and safe driving to ensure employees are mindful of working safely. Additionally, there is a team responsible for inspecting work standards and discussing strategies to always maintain safety both inside and outside the restaurant

Performance

Relaxation Massage Program by Visually Impaired Individuals

The company organizes a relaxation massage activity every Friday to alleviate office syndrome. Visually impaired individuals provide the service to employees in 30-minute sessions. The visually impaired are included in the employment group and are provided with facilities such as tables and chairs, like those for regular employees.

Mermaid Maritime: MML

MML’s subsidiary, Mermaid Maritime Subsea Services (MSST), has showcased exemplary safety performance, achieving six million person-hours without a Lost Time Injury (LTI) as of June 2024. The firm consistently maintained zero fatalities among employees, contractors, and the entire workforce from 2019 through 2024, aligning with GRI.^(403-9)

Asia Infrastructure Management: AIM

Occupational Health and Safety Management Approach

AIM places high importance on employee safety at work, as employees' lives and bodies are considered the most valuable resources. AIM therefore has a process for identifying workplace hazards and a process for operational risk assessment. All employees can report work-related hazards and dangerous incidents, including protection for reporters, and there is a process for investigating work-related accident incidents.

AIM has established a Safety, Occupational Health, and Work Environment Committee, which is a collaboration from all sectors in the organization in safety operations, whether employers or employees. The committee is responsible for considering policies and work plans on work safety, reporting and suggesting measures or guidelines for improvement to comply with laws related to work safety, promoting and supporting the company's work safety activities, surveying work safety operations, and reviewing accident statistics that occur in the company. It also establishes a system for reporting unsafe working conditions, which is the duty of all employees at all levels to follow, as well as evaluating the company's performance in work safety. For every Safety, Occupational Health, and Work Environment Committee meeting, the employer or employer's representative must be present to listen to problems and provide opinions on various matters in order to consider improving safety, occupational health, and work environment practices.

Thoresen Shipping: TSS

Human Capital Development Management Approach

Thoresen Shipping recognizes the importance of continuously developing the skills of its employees, especially in safety management for seafarers. Safety training for seafarers is a mandatory requirement that must be followed when working aboard ships. This practice confirms that seafarers aboard every Thoresen Shipping vessel can perform their duties effectively and competently in a safe working environment. Employees are required to cooperate in the training and record their progress in the Training Record Book, which serves as valuable input for the development and improvement of training programs to ensure they are relevant and beneficial.

The seafarer training program aims to enhance knowledge related to the safety of life and property, as well as the management, care, and maintenance of onboard environment, transforming seafarers into professionals. The training curriculum focuses on various laws from different countries, such as the International Safety Management Code (ISM), the International Ship and Port Facility Security Code (ISPS), and the Standards of Training, Certification, and Watchkeeping for Seafarers (STCW), along with familiarization with equipment, work procedures, environmental pollution prevention, and emergency drills. These include ISPS drills, grounding and oil spill, fire in the engine room with crew injury and rescue by helicopter, etc. Every month, there will be both basic and specialized training courses for seafarers. All seafarers are required to complete these courses, with the ship captain playing a key role in ensuring the effective implementation of policies to continuously develop the knowledge and skills of the crew.

In addition, Thoresen Shipping places importance on developing the relationship between seafarers and office staff, aiming to help seafarers relax and feel happy during their time at sea. To achieve this, the company provides internet services onboard, allowing crew members to communicate as if they were at home while at sea. The company also organizes activities through social media, creating various projects for seafarers to participate.

Human Capital Development Activities and Initiatives

Training Information for Seafarers

TSS places great importance on the development of skills, knowledge, and capabilities of employees to drive sustainable organizational success. It has developed appropriate development plans for each department, covering various skills to enhance knowledge, understanding, and improve work performance.

In 2024, the company organized 63 training courses, including e-learning, in-house training, and training by external international organizations. The total training hours amounted to 360 hours, with over a thousand participants, including both seafarers and office staff from the operational departments.

The company remains committed to continuously developing courses and creating training plans to enhance the knowledge and understanding of employees in all areas. This ensures that work is carried out efficiently and with the highest level of safety.

Maritime Awards

The Maritime Awards is an annual event organized by the company since 2003 to honor seafarers who have demonstrated outstanding performance during the current year. It also promotes the qualitative development of seafarers, vessels, and office staff. The event serves to strengthen the relationship between seafarers and office staff, fostering good collaboration within the company.

Additionally, the Awards also includes scholarships to the children of crew level seafarers who exhibit good behavior and academic performance, in accordance with the criteria set by the company. This initiative aims to support the education of the youth and reduce some of the living expenses for seafarers.

Blink Application Project

To facilitate efficient communication and operations in real-time, the company continues to develop and innovate new content through Blink application. This platform connects seafarers on all vessels with office-based employees, including those on leave from ship duty. It enables all employees to work in an integrated manner, communicate, share experiences, provide feedback, and participate in activities that promote strong relationships within the organization.

PH Capital: PHC

Performance

To achieve operational excellence, PHC has improved its human resource management system by updating job descriptions for restaurant management teams to align with business needs. Additionally, a career development plan has been established to support the expansion of new branches. In 2024, the company focused on employee development to become a leader in the home dining segment. Beyond enhancing service quality, food safety, and operational standards to deliver an exceptional customer experience, PHC also emphasized leadership development and business acumen. As a result, the average training hours per employee reached 7.44 hours, and 93 percent of employees participated in training programs.

Human Capital Development Management Approach

PHC prioritizes human capital development to enhance employee potential and so has established the management approaches. Firstly, the company has formed a Welfare Committee to improve and assess employee engagement, with quarterly meetings. It follows a practice of filling vacant positions from within the organization first, allowing employees to explore internal career opportunities. Secondly, the company conducts an annual employee engagement survey to gather feedback for improving employee care. To enhance financial well-being, the company provides emergency financial benefits for employees with past credit issues, enabling them to manage expenses and repay high-interest debts, reducing financial stress.

In 2025, the company will further support and promote employee savings through enhanced provident fund benefits to help employees build sustainable financial security for retirement.

Human Capital Development Management Policy

To address ongoing challenges and business uncertainties, employee development is essential to bridge knowledge and skill gaps, enabling employees to unlock their full potential effectively. Development programs are designed within a framework aligned with the vision, mission, and values of Pizza Hut. The expected outcome of these programs is measured through observed behavioral and skill improvements that employees apply in their work. Performance enhancements are tracked and assessed from the perspective of supervisors, who can clearly observe the impact of acquired knowledge and skills.

Employee Performance Evaluation with Clear Criteria

The company has an annual performance evaluation process based on the following criteria:

1. KPI: Key Performance Indicator

   1. Corporate KPI
   2. Individual KPI

2. Competency-Based Evaluation

   1. Business Core Value

      1. People Together
      2. Customer Focus
      3. Can-do Attitude
      4. Innovation
   2. Functional Competency (Job Band-Specific Competencies)

3. Work Attendance Statistics (Applicable to Specific Positions)

   1. Sick Leave: Not exceeding 15 days per year
   2. Personal Leave: Not exceeding 3 days per year
   3. Absence: Not exceeding 0 days per year
   4. Late Arrival or Early Departure: Not exceeding 30 minutes per year
   5. Written Warning Letter: Not exceeding 0 times per year

The annual performance evaluation form and the performance weight ratio for each factor are determined mainly according to guidelines and annual evaluation form developed by the Human Resources Department. These guidelines have been in effect since 2024 and will remain so until further notice. The weight ratios for performance evaluation factors vary by job band. The company’s human capital development is managed by two departments, Organizational Development Department and Training and Technical Development Department.

Beyond employee development plans, the company also fosters a knowledge-sharing culture through expert-led sessions on various topics, such as Knowledge Sharing: Digital Assets 101. Additionally, employees can engage in interactive activities in the HR Newsletter and learning initiatives under the Take a Bright! program.

Welfare Committee

In 2024, the Welfare Committee was responsible for attending meetings to discuss welfare benefits with employer representatives. A total of three meetings were held, and the committee’s meeting reports were submitted to the management. As a result, the company approved additional welfare benefits for employees as follows:

• To promote employees' financial well-being, the company reduced the required years of service for full employer contributions to the provident fund. Employees will now receive a 100 percent employer contribution after 5 years of service instead of 10 years.
• In addition to reducing the years of service required for full employer contributions, the company increased the employer’s contribution rate from 3 to 5 percent.
• Employees are now entitled to a day off on their birthday to celebrate with families.
• Employees will receive a birthday gift from the company.

Employee Engagement Survey

In 2024, PHC conducted an employee engagement survey using questions related to factors that indicate employee engagement. The assessment score was 74.8 percent, a 7.6 percent increase from 67.2 percent in 2023. The survey included questions such as whether employees intended to stay with the company, whether they would recommend Pizza Hut as a workplace to friends or acquaintances, and whether Pizza Hut motivated them to perform their best every day. Additionally, other related questions were included to help the company enhance employee experience, covering areas such as organizational culture, leadership, work tools and equipment, career development and growth, employee benefits and well-being, and relevant technologies.

For 2025, the company will implement an Employee Value Proposition (EVP) initiative to align its plans with what employees value most. This initiative will focus on three key aspects: 1. Belonging – fostering a sense of being part of the team; 2. Growth – providing opportunities for development and career progression; and 3. Empowerment – granting employees authority and ownership in decision-making. Through this approach, employees will experience greater job satisfaction and happiness. Selected employees will participate in focus group activities to provide insights for the company.

Human Capital Development Activities and Initiatives

The company considers employee development planning a critical component in developing and evaluating employees. To enhance work capabilities, the company provides training programs for employees at all levels. A structured training plan is implemented continuously every month, and training records are maintained for each level to ensure that training topics align with job responsibilities. This structured training approach enhances employees' confidence and ability to perform their tasks more effectively. Notably, employees who undergo career development training have a 0percent turnover rate within the first six months of their new positions and continue to advance in their careers.

Performance in 2024

PHC has provided training programs for employees to enhance their knowledge, skills, and work potential. In 2024, a total of 14 training programs were conducted to develop employee skills, categorized into 8 Soft Skill and 6 Hard Skill programs. The details of the training programs are as follows:

Internal Training Programs

Soft Skill

1. Pizza Hut Service Excellence
   Course Details: Understanding the meaning and importance of service, customer service at Pizza Hut, techniques for enhancing service-oriented personality, Pizza Hut’s service standards, and handling customer complaints to turn dissatisfaction into satisfaction.
   Participants: 486 employees
2. Shift Management
   Course Details: Understanding the meaning and importance of shift management, key elements of effective work and time management, techniques for prioritizing tasks, and improving shift efficiency.
   Participants: 491 employees
3. Leadership Development for Performance Improvement
   Course Details: Understanding communication and its various forms to enhance work efficiency, effective communication techniques, and coaching employees to improve branch performance.
   Participants: 232 employees
4. Service Excellence
   Course Details: Psychology and influence in service, “service quality” in customer perception, and applying psychology to create a positive customer experience in every situation.
   Participants: 211 employees
5. Applying KPI and Competency for Performance Improvement
   Course Details: Modern organizational framework concepts for a High-Performance Organization (HPO), the meaning and importance of KPI and competency, and performance management.
   Participants: 84 employees

Hard Skills

6. Food Business Operators and Food Handlers
   Course Details: Principles of food sanitation, hazards from contaminated food and water, food sanitation standards for food establishments (SAN & SAN Plus), personal hygiene for food handlers, relevant laws for food business operators and food handlers, food business management, safe use of cannabis or hemp in food preparation, proper selection and cleaning of utensils, correct handwashing techniques, and proper vegetable washing methods.
   Participants: 305 employees

External Training Program (Financial Support for External Training or Learning)

Soft Skill

7. Design Thinking - Unlock a Creative Strategy for Innovation
   Course Details: In-depth exploration and strategies for developing a growth mindset to create business opportunities, tools for setting new goals to adapt to changing situations, techniques for applying Design Thinking to teams or work processes to foster innovation.
   Participants: 3 employees

Hard Skill

8. Food Sanitation Course for Operations Staff
   Course Details: Knowledge and technology on food sanitation under the new normal lifestyle, techniques for professionally applying food sanitation standards, food and water sanitation surveillance, guidelines and application of laws related to food sanitation, techniques for evaluating business establishments, and training for food handlers/business operators.
   Participants: 2 employees
9. Food Sanitation Auditor Course
   Course Details: Principles of food sanitation and hazards from unsafe food and water, food sanitation standards in food establishments, personal hygiene of food handlers, laws related to food business operators, and food business establishment management.
   Participants: 1 employee

Human Resource Management Performance

Employee Training by Personnel Level in 2024

New Hire by Age Group in 2024

Employee Voluntary Resignation by Age Group in 2024

Employee Compensation by Gender

Community Development and Engagement

Community and society play a crucial role in driving the economy and ensuring sustainable development for businesses, society, and the nation. The Group's operations are inherently connected to community and society, both directly and indirectly. To foster smooth business operations, gain cooperation and support from local community, and enhance social development initiatives, the Group is committed to conducting its business in ways that avoid negative impact or harm to community and society. Instead, the Company strives to generate positive impact by actively contributing to community and social development. This commitment is realized through the integration of corporate social responsibility within business operations (CSR-in-Process) and beyond core business processes (CSR-after-Process).

Community Development and Engagement Management Approach

The Group has implemented a policy of fostering a sense of social responsibility as an integral part of its corporate culture since 2015. This policy applies to executives and employees across the Company and its subsidiaries. (For more details on the organization's mission, visit https://www.thoresen.com/th/about-tta/vision-mission)). The Group firmly believes that creating a positive impact on society, economy, and environment goes beyond financial donations. The Company also encompasses time, effort, operational processes, and a deep sense of responsibility toward community, society, and the environment. Furthermore, improving the quality of life for communities, society, and the nation requires collective effort from all stakeholders. To this end, the Group has integrated the Sustainable Development Goals (SDGs) across multiple dimensions, including education promotion, quality of life improvement, natural resource conservation, disaster relief, and public welfare. Additionally, it actively raises awareness and fosters collaboration among various sectors, contributing to the development of a truly sustainable society.

Complaint Channels

In cases where community and society are affected by the Group's operations or have any feedback or suggestions regarding its business activities, they can reach out through the designated channels. These channels are established to address issues, improve operations, and maintain and restore relationships with community and society. Available complaint channels are as follows:

In 2024, there were no reports from community and society regarding operational impact. Nevertheless, the Group has established a complaint management process with specific operational measures, detailed as follows:

Procedures

1. 1The Internal Audit and Compliance Department, or the Department hereafter, is responsible for receiving complaints and determining their category before forwarding them to the Audit Committee.
2. The Department and/or the Audit Committee verify the accuracy and adequacy of the information and facts.
3. The Department and/or the Audit Committee consider the investigation approach.
4. If necessary, an investigation committee may be appointed, consisting of senior executives and representatives from departments with no conflict of interest in the matter, to conduct an investigation and enforce the Company's disciplinary regulations.
5. Relevant departments will determine corrective actions, analyze root causes of the issue, and implement preventive measures to avoid recurrence in the future.
6. Regarding progress updates, the Company will inform the complainant who has provided their name, address, phone number, email, or other contact details about the progress and outcome of the investigation into the complaint and clues of misconduct and corruption. However, in some cases, due to personal data protection and confidentiality considerations, the Company may not be able to disclose detailed information about the investigation or disciplinary actions.
7. The Company will conduct an independent and impartial investigation into complaints and clues of misconduct and corruption to gather evidence that can confirm or refute the received information. The Company will also impose disciplinary actions and/or legal proceedings against offenders in accordance with its disciplinary regulations and/or relevant laws.
8. The review and investigation of reported issues must be conducted as promptly as possible and should not exceed 2 weeks from the date of receipt of the complaint.
9. The Department is responsible for maintaining a complaint and whistleblowing registry, compiling statistical data on reported clues of misconduct and corruption, and preparing summary reports on all reported misconduct and corruption cases within the Group. These reports will cover issues that have been reviewed or are under investigation, as well as corrective measures, root cause analysis, and preventive actions to avoid recurrence. The reports will be submitted to the Audit Committee at least once every quarter. The Audit Committee will review and report complaint issues to the Board of Directors on a quarterly basis as deemed appropriate.

Thoresen Thai Agencies: TTA

Community Development and Engagement Activities and Initiatives

"The More You Give, The Happier You Feel" – School Development for Children and Youth

TTA organized a volunteer activity, "The More You Give, The Happier You Feel," on 21 June 2024 at Wat Choeng Len School (Nakorn Jai Rat) in Sam Phran District, Nakhon Pathom Province. The event featured various activities, including painting restrooms and walls, creating an agricultural garden, a lucky draw game, providing lunch for students, and donating 160 helmets to all students to ensure their safety and promote road travel safety.

BKK Food Bank Center

TTA delivered rice, dried food, and daily necessities to the Dusit District Office on 21 March 2024, for distribution to vulnerable groups, including the elderly, bedridden patients, persons with disabilities, underprivileged individuals, low-income, and those affected by disasters. This initiative aligns with the objectives of the BKK Food Bank project by the Bangkok Metropolitan Administration, which aims to enhance food security and bring genuine smiles to the recipients.

BuddyThai: An Application Designed to Support Youth Affected by Bullying

TTA encourages youth to develop emotional management skills, open-mindedness, and respect for diversity through BuddyThai application by organizing a booth activity at the Learning Zone of the Ministry of Social Development and Human Security. The event aimed to promote open-mindedness and respect for diversity among Thai youth while helping them practice self-awareness and emotional regulation effortlessly through interactive activities on the app. This application acts as a “trusted friend” where young users can express their feelings. Whenever they experience bullying in any form, they can immediately press the “Request Advice” or “Seek Help” button on the app. A team of psychological experts will provide the right guidance, helping to reduce anxiety, relieve stress, discourage violent retaliation, and eliminate suicidal thoughts.

The Second Buddy Thai School Tour

TTA, in collaboration with the Ministry of Social Development and Human Security through the Department of Children and Youth, the National Children's and Youth Council of Thailand, and the "Because We Care" Facebook page—under the supervision of the Ministry and the Royal Thai Police—organized the "Buddy Thai Anti-Bullying" campaign as part of the "CYC Plus: Understanding Love during School Years" project.

The event took place on 31 January 2024, at Kaenthong Upatham School in Bangkok, with Pol. Col. (F) Sirikul Srisanga, Spokesperson for the Police General Hospital, presiding over the opening ceremony. This marks the second School Tour event, following the first successful session at Mahavajiravudh School in Songkhla, which received positive feedback from students and teachers last year.

Currently, the "BuddyThai" application, developed under the "Buddy Thai Anti-Bullying" initiative, is available for download on the Apple Store and Google Play. For more information, visit www.buddy4thai.com or follow Facebook: BuddyThai App.

Workshop on Enhancing Public Health Networks for Child and Adolescent Therapy

From 16-18 September 2024, the Company supported a workshop aimed at strengthening public health networks in the treatment of children and adolescents struggling with depression, self-harm, and suicide risk through Cognitive Behavioral Therapy (CBT). This initiative was organized in collaboration with the Rajanagarindra Institute of Child Development, led by Dr. Chosita Pavasuthipaisit, a specialist physician. The event was honored by expert speakers, including Assoc. Prof. Dr. Nuttorn Pityaratstian (Faculty of Medicine, Chulalongkorn University), Asst. Prof. Dr. Sirirat Ularntinon (Queen Sirikit National Institute of Child Health), Dr. Thanvaruj Booranasuksakul (Chulalongkorn Hospital) and team. These experts provided in-depth knowledge on mental health and psychiatric therapy for children and adolescents to psychologists, medical teams, and professional nurses from community hospitals within Health Region 1 in Chiang Mai Province.

Donation to Support Siriraj Foundation

From 17 May 2024, the Company joined in celebrating the 30th anniversary of the Export-Import Bank of Thailand (EXIM BANK). On this occasion, the Company contributed Baht 1,000,000 to Siriraj Foundation to support public welfare initiatives. The donation ceremony took place at EXIM Bank Headquarters on Phahonyothin Road.

Wheelchair Donation Project for Persons with Disabilities

The Company supported the "Wheelchair Donation Project for Persons with Disabilities" by donating 9 wheelchairs to the Thai Disabled Persons Foundation in Pak Kret District, Nonthaburi, on 5 June 2024. This initiative aims to uplift the quality of life for individuals with disabilities and serve as a source of encouragement. Additionally, these wheelchairs were crafted by skilled disabled artisans, helping to promote their employment and livelihood.

Donation to Rajavithi Hospital Foundation

The Company has donated Baht 1,520,000 to Dr. Jinda Rojanamatin, the Director of Rajavithi Hospital and Chairman of Rajavithi Hospital Foundation, on 7 September 2024. The donation will be used to purchase one electric-controlled delivery bed with a waiting bed and one uterine contraction and fetal heart rate monitoring device for use in the hospital's obstetrics and gynecology department.

Donation to Assist Flood Victims through the Thai Red Cross Society

On 29 August 2024, the Company donated Baht 500,000 to the Thai Red Cross Society to support the flood relief fund. The donation was received by Mr. Khan Prachuabmoh, Director of the Fundraising Bureau, Thai Red Cross Society, at the Amnuaynoratham Building.

TTA Fulfill Happiness

With the belief that everyone can be part of making society a better place, TTA initiated “TTA Fulfill Happiness” to instill and nurture a sense of public-mindedness among employees. The goal is to encourage them to contribute to society, helping people in need, and fostering positive development in line with good ethics and morality. The Company provides financial support and allows employees to engage in public service activities, covering areas such as environment, education promotion, charitable work, and religious support. The project includes various activities as follows:

• TTA participated in tree planting and garbage collection at Benjakitti Park on 2 September 2024. The initiative aimed to increase green spaces and reduce carbon dioxide levels in the city. The seedlings planted were carefully selected as part of the support for the Bangkok Governor's policy which aims to plant 1 million trees within 4 years.

  

• TTA painted and packed essential household medicine bags, as well as donated school supplies, sports equipment, books, and developmental toys to underprivileged children and impoverished communities in remote areas on 9 September 2024. Each bag was thoughtfully crafted, expressing positive emotions on canvas, making each one unique in the world. In addition to bringing joy to the children, reusing these bags also helps reduce plastic bag usage, contributing to the fight against global warming.

  

• On 6 September 2024, TTA crafted "Pla Beep"—hand exercise squeeze tools—at Suan Mokkh Bangkok. A total of 200 Pla Beep were donated to Miracle of Life Hospital, part of the Rajavithi Hospital network, to assist in hand and finger rehabilitation for the elderly, patients with muscle weakness, and bedridden patients. These squeeze fish help stimulate muscle recovery and strengthen hand function over time.

  

• On 27 September 2024, TTA donated 106 burial shrouds to the Ruamkatanyu Foundation at Wat Hua Lamphong as a gesture of respect and to bring peace to those who have passed away. These shrouds will be used in religious ceremonies during the final rites of life. Additionally, TTA provided first-aid kits to the foundation’s staff to assist in emergency situations for the injured.

  
• On 19 September 2024, educational supplies, sports equipment, and essential consumer goods—including rice, dried food, and UHT milk—were donated to the SOS Children’s Villages Thailand, under the Royal Patronage. This initiative aimed to support the children's learning and development, helping them grow into quality individuals who will contribute positively to society in the future.

A Dream Library

On 26 July 2024, the Company donated Baht 120,000 to renovate the library building at Ban Borsalee School, located in Borsalee Subdistrict, Hot District, Chiang Mai. The renovation covered the roof, ceiling, walls, electrical system, and bookshelves. This school, which serves kindergarten and primary-level students, is situated in a remote area, over 180 kilometers from Chiang Mai city.

Employee volunteers also participated in delivering educational supplies and organizing a lunch treat for students and teachers. The meal included Pizza Hut, Taco Bell fried chicken, Krispy Kreme donuts, and ice cream, aiming to uplift the spirits of both resident and volunteer teachers. The initiative also encouraged students to develop a love for reading, foster happiness, maintain good health, and support their overall well-being.

Lunch for Children at Ban Kru Boonchu Foundation for Special Needs Children

On 29 November 2024, TTA organized an activity to donate essential items and provide lunch for 200 special needs children at Ban Kru Boonchu Foundation for Special Needs Children in Chonburi. The event aimed to bring happiness to the children, as well as promote employee participation in social philanthropy.