The way labor is managed across the value chain directly shapes the Company’s performance and is a key determinant of reputation and stakeholder trust. Non-compliance may result in reputational damage, regulatory scrutiny, and loss of market access, while strong performance supports stakeholder confidence.
The Company is committed to non-discrimination and respect for human rights and applies a zero-tolerance approach to modern slavery, human trafficking, forced labor, and SLAPP across its operations, value chain, and joint ventures.
These commitments are aligned with the UNGC, UNGPs, UDHR, ILO Declaration, and applicable to local laws.
NEO is committed to conducting business with integrity, transparency, and respect for stakeholders, guided by its group-wide policies. The Company upholds principles of non-discrimination and equal opportunity, ensuring that all individuals are treated fairly regardless of race, gender, age, religion, or other status, while promoting diversity and inclusion across the organization. At the same time, the Company adheres to fundamental human rights, including freedom of association, the right to collective bargaining, and protection against forced and child labor, in alignment with international standards such as the UN Guiding Principles and ILO conventions. The Company is also committed to providing fair labor conditions, including equal pay for equal work, fair wages in compliance with legal requirements and striving toward living wage standards, safe working conditions, and accessible grievance mechanisms with whistleblower protection. Through these policies, the Company aims to create a responsible, ethical, and sustainable workplace that supports long-term societal and business value.
For further information, please refer to the policies available at:
The Company integrates diversity considerations into its human resource practices, workplace environment, and organizational culture. Through targeted initiatives and supportive programs, the Company aims to promote inclusion across all dimensions of diversity, enhance employee well-being, and create a workplace that values differences and enables all individuals to contribute to their full potential.
Programs to Promote Diversity in Key Areas:
| Race | The Company promotes equal opportunity and non-discrimination in recruitment, career development, and compensation, ensuring decisions are based solely on qualifications, skills, and experience. |
| Religion | The Company respects freedom of belief and provides appropriate facilities, including designated prayer rooms, to support employees of different religious backgrounds. |
| Gender | The Company fosters gender equality through non-discriminatory hiring, equal benefits, and inclusive workplace facilities such as gender-neutral restrooms. |
| Age | The Company promotes age diversity by providing equal employment opportunities and enabling knowledge transfer and inclusive workforce participation. |
| Sexual Orientation | The Company supports LGBTQ+ inclusion by ensuring non-discrimination, welcoming diverse gender identities in the workplace, and providing equal benefits, including leave arrangements aligned with employee needs. |
| Disabilities | The Company supports people with disabilities through inclusive hiring practices and provision of appropriate workplace facilities, such as accessible parking space. |
| Nationality | While the current workforce is primarily local, the Company promotes diversity awareness through training programs and encourages inclusive practices that respect different cultural backgrounds. |
Youth Employment Initiatives
The Company has in place a Youth Employment and Early Career Development Framework to address support youth employment and strengthen sustainable talent pipeline. The framework targets early-career talent groups, including interns, apprentices, and graduates, while promoting diversity, non-discrimination, and structured career pathways that enhance employability and support community impact.
(1) Internship Program – Provides students with short-term, structured work experience, including mentoring, real project exposure, and evaluation, to enhance employability and support transition into full-time roles.
(2) Apprenticeship Scheme – Delivers competency-based training for vocational and technical talent through on-the-job learning, coaching, and certification pathways, strengthening job readiness and technical skills.
(3) Graduate Placement Program – Accelerates development of recent graduates through cross-functional rotations, leadership training, and defined career pathways into permanent positions.
In 2025, a total of 16 participants were engaged across these programs, contributing to the Company’s efforts to promote youth employment, skills development, and a sustainable talent pipeline.
Employee Development and Well-Being
The Company manages employees and workers in accordance with the principles of good corporate governance, taking into consideration fairness, capability development, and employees’ quality of life in order to support the sustainable growth of the organization. The key approaches are as follows:
(1) Fair Employee Compensation
The Company provides fair, transparent, and market‑competitive compensation aligned with job responsibilities and performance, with regular reviews to ensure internal equity, motivate employees, and retain talent.
(2) Employee Training and Development
The Company supports continuous learning and capability development through structured training and individual development planning, ensuring employees are equipped with relevant professional, future, and leadership skills aligned with business direction.
(3) Occupational Safety and Health
The Company prioritizes occupational safety, health, and a supportive working environment by promoting safety awareness, conducting risk assessments, and continuously monitoring safety performance to enhance employee well‑being.
(4) Employee Relationship and Engagement Promotion
The Company fosters an engaging and trusted workplace through open communication, active listening to employee feedback, and initiatives that strengthen organizational culture and enhance the overall employee experience.
| Performance Data | 2023 | 2024 | 2025 | Target |
|---|---|---|---|---|
| Workforce Data | ||||
| Total employees (persons) | 2,519 | 2,604 | 2,760 | |
| By gender | ||||
| Male employees (persons) | 1,157 | 1,219 | 1,318 | |
| Male employees (%) | 46 | 47 | 48 | |
| Female employees (persons) | 1,362 | 1,385 | 1,442 | |
| Female employees (%) | 54 | 53 | 52 | |
| By employment type | ||||
| Full-time employees (persons) | 2,519 | 2,604 | 2,760 | |
| Full-time employees (%) | 100 | 100 | 100 | |
| Part-time employees (persons) | 0 | 0 | 0 | |
| Part-time employees (%) | 0 | 0 | 0 | |
| Employment of workers with disabilities | ||||
| Total employees with disabilities (persons) | 2 | 1 | 1 | |
| Total employees with disabilities (%) | 0.08 | 0.04 | 0.04 | |
| Employee Turnover Rate | ||||
| Total employee turnover rate (%) | 19.14 | 15.90 | 18.15 | |
| Voluntary employee turnover rate (%) | 11.66 | 8.45 | 11.74 | |
| Employee Development Training | ||||
| Average employee training hours (hour/person) | 16.84 | 15.46 | 23.00 | At least 6 hours per year |
| Training and development expenses (Baht) | 6,536,567.72 | 8,704,206.26 | 4,825,357.52 | |
| Type of training | ||||
| Mandatory training (hour/person) | 5 | 4.64 | 6.28 | |
| Professional/personal development training (hour/person) | 18 | 10.82 | 10.55 | |