Scope
This policy applies to all of the Bank’s operations. The subsidiaries of the Bank are encouraged to apply this policy as deemed appropriate.
Definition
Employee means all people who are employed by the Bank under an employment contract.
Workplace means the operational facilities of the Bank, for example, buildings, offices and branches, meeting rooms, and training offices. This includes the Bank’s venues and events, and other facilities where the employees are assigned to perform their duties.
Discrimination is defined as treating a person or group of people differently and unfairly based on characteristics such as ethnic origin, race, nationality, color, sex or gender, sexual orientation, religion, age, marital status, disability or physical characteristics, education, economic or social status, and political beliefs, including any other characteristics which are discriminated against.
Sexual harassment is defined as inappropriate or unwelcome conduct of a sexual nature which offends, humiliates and/or intimidates a person. Conduct or behavior which constitutes sexual harassment include, but are not limited to, verbal conduct, non-verbal conduct or physical conduct. Examples of such conducts or behaviors include requesting sexual favors or unwanted social invitations for dates to support a promotion or other work-related benefits, creation of a hostile or offensive work environment by a senior employee which covers messages with sexual or other inappropriate undertones, sexually suggestive gestures, and unwelcome physical contact, as well as, cyber-related sexual threats. Such conduct is against gender equality, morality and good ethical principles, and can be considered as an infringement upon personal rights.
Non-sexual harassment is defined as all kinds of non-sexual behavior or conduct that are considered undesirable, offensive, and abusive with the objective to hurt, harm, ridicule, embarrass or scare a targeted person, through verbal or physical conducts. Examples of conduct or behavior which constitutes harassment include bullying or using power to interfere with an individual’s work performance, mobbing, demeaning, making abusive comments, commenting on appearance, private life and etc., humiliating, gossiping, spreading rumors, deliberately ignoring people, threatening and coercive behavior, as well as cyber bullying.
Guidelines
Anti-discrimination approachWe promote the equal treatment of all employees and do not accept any discrimination in recruitment and in workplace which covers recruiting, selecting and hiring applicants, providing compensation and welfare, evaluating work performance, job promotions and transfers, dismissal, and providing skills development training to employees.
Anti-sexual harassment and anti-non-sexual harassment approachWe promote good relations among employees, emphasize the importance of protecting employees rights, and do not accept any form of sexual harassment and non-sexual harassment whether in the workplace or online. If it is determined that any unfair treatment or harassment has occurred, the Bank will establish preventive and corrective measures and disciplinary action relating to the level of misconduct. In cases where such conduct is considered to be a criminal offence, the Bank will cooperate with relevant authorities to report the incident and take legal action.
Reporting of incidents of discrimination and harassmentEmployees who believe that they have experienced any questionable conduct or behavior which involves discrimination, sexual harassment or non-sexual harassment, can immediately inform the person who is harassing or discriminating against them to stop. If the offender continues such conduct or behavior, then the employee should report the incident or discuss these concerns with a direct supervisor to solve or mitigate the problem. However, if the provided resolution does not satisfy the employee, said employee can report the incident or file a complaint through the defined escalation process to the relevant division for proper management.
We operate complaint, grievance and whistleblowing channels in accordance with our whistleblowing policy for employees who experience any form of discrimination or harassment. The Bank will treat all related parties fairly, conduct transparent and fair investigation procedures, establish investigative mechanisms that are related to the severity and complexity of an incident, maintain confidentiality and protect the privacy of the person making the report/complaint to ensure no negative impact results from reporting said incident/complaint. The corrective action or disciplinary action will be put in place when it is determined that harassment or discrimination has occurred.\
- Filing a complaintWriting a formal complaint that specifies the factual details and is filed through the Employee Relations Unit, Employee Relation Management, under the Human Resources Department which will then submit the complaint to a chairman of the investigation committee.
Channels for whistleblowing and complaint
- Sending postal mail to the Audit Committee or the Customer’s Complaints and Fraud Cases which is under the Compliance Unit at:
Bangkok Bank Public Company Limited333 Silom Road, Silom, Bang Rak, Bangkok 10500 - Sending e-mail to the Audit Committee at whistleblowing@bangkokbank.com or the Customer’s Complaints and Fraud Cases which is under the Compliance Unit at CC&F@bangkokbank.com
Building awareness and understanding to prevent all forms of discrimination and harassment
We promote awareness and understanding of the negative impacts and consequences of all forms of discrimination and harassment among employees through our internal communication and regular training. This includes methods and guidelines for preventing, responding to and reporting harassment.