Equality and Diversity
Non-Discrimination and Anti-Harassment Commitments
PTG treats all employees equally in conformity with applicable labor laws and regulations. The Resource Management Department oversees the compliance with the rules in respect of employment, work environment, wages, working hours, holidays, and workplace safety to achieve "Well-being and Contentedness" for all employees. In addition, the Company requires that an anti-harassment and non-discrimination policy be enforced in the workplace to prohibit executives, supervisors, or controllers from committing harassment against the Group’s employees with a focus that business establishments shall respect diversity and not tolerate discrimination in all aspects.
Download Anti-Harassment and Non-Discrimination Policy
Collective and disciplinary actions
PTG requires that the steps of dealing with harassment and discrimination issues in workplace must be in pursuit of the procedures to ensure the actions taken are in line with the ISO 9001:2015 standard. In case of discriminatory behavior and harassment occurred, collective and disciplinary actions would be taken in the following forms;
• Verbal disciplinary measures
• Written warnings
• Suspension from work
• Dismissal or discharge from work
Support for Equality and Diversity in PTG
PTG places great importance on creating an inclusive work environment that respects diversity across various dimensions, including culture, race, nationality, religion, gender, language, age, and employee beliefs. Reflecting this commitment, PTG organizes various activities to promote diversity, such as monthly merit-making ceremonies for employees, as well as providing prayer rooms for Muslim employees and hosting annual Children's Day events to support employees with families. Additionally, the company actively supports Pride Month to foster understanding and acceptance of the LGBTQ+ community and to promote equality within the workplace.
In terms of equal opportunity, PTG has also implemented a sustainable employment program for people with disabilities, demonstrating its commitment to supporting diversity and equality for all individuals.
Female Workforce Ratio (%)
Remuneration Ratio
| Employee Level | Average Female Salary (Baht) | Average Male Salary (Baht) | Ratio |
| Executive level (Base salary only) | 2,983,351 | 3,470,264 | 0.86 |
| Executive level (Base salary + other cash incentives) | 3,865,402 | 4,933,626 | 0.78 |
| Management level (Base salary only) | 1,508,797 | 1,563,350 | 0.97 |
| Management level (Base salary + other cash incentives) | 1,672,557 | 1,843,746 | 0.91 |
| Non-management level | 229,710 | 318,175 | 0.72 |
| Indicator | Difference between men and women employees (%) |
| Mean gender pay gap | 28% |
| Median gender pay gap | 24% |
| Mean bonus gap | 26% |
| Median bonus gap | 15% |
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