VALUE THROUGH INNOVATION

Our commitment to diversity and human rights is embodied in our
policies. The policies as such help our employees understand how
to value diversity and inclusion regardless of background or culture
and report any potential violation through appropriate channels. To
make our workplace attractive and empowering to women, we have
undertaken several initiatives such as improving the recruitment
process, job promotion, health care programs dedicated specifically to
our female employees. The company has adopted a group policy on
sexual harassment. A special committee has been set up to take care
and ensure that the policy is applied throughout the organization.
Hiring of women in the organization has a clear value. We are now
empowering woman to take on some managerial roles in the operation.
This has been very successful. We are now grooming them for higher
management roles.
We are an equal opportunity employer and we have been doing so for
decades since inception. During the reporting, 50% of promotions in
management went to women officers. We have a guideline to reduce
hiring of expat managers and we have been doing so successfully. We
conduct merit based recruitment. Our recruitment process is free from
any gender bias. During this reporting period, no expat officer was hired
while we hired 4 Thai locals as employees in the management cadre.
The following actions were undertaken in the reporting period:
(i) For all local management cadre employees we have introduced
online performance management system, . This will help bring in
more objectivity in the performance assessment.
(ii) We revised the job descriptions of all managers and uploaded
it online for achieving role clarity.
(iii) Annual goal setting process has been made more transparent
and communicative. We have supported devising of plans to
measure and achieve the goals. We had organized both ABG
Thailand and ITS Sports Day. This has improved the overall
performance of the organisation during the reporting period
including safety.
(iv) By planning and implementing positive engagement process
we:
• We have been able secure a three year agreement with the
labour union. Thus bonus and benefits of labour have been
settled for three years. The previous agreement was for one
year.
• We had organized both ABG Thailand and ITS Sports Day.
• The Unsafe Act, Unsafe Conditions and Near Miss Cases
identification campaign was launched, which resulted in
increased safety awareness and reduction of accidents.
Employee Retention is major challenge at ITS. Due to changes
in education and societal aspirations such as comfort at work,
high pay and future growth, recruitment and retention in the
textile business has become a challenge. In FY15 we studied and
analyzed our employee background and pattern of attrition. Then
we developed our recruitment and retention strategy. We hope to
see a longer cycle of employee retention.
The following efforts were made by the company to further
reinforce the positive image of the company in wider stakeholder
circles:
(i) Profiling the company and collaborating with several industrial
associations and government departments.
(ii) Senior government officials and clients had been invited to visit
our modern textile plant in order to see first hand our factory and
working conditions and help them develop positive perceptions.
INDO THAI SYNTHETICS SUSTAINABILITY REPORT 2016 | 34