Social
Developing People with Heart,
Sustaining Society with Care.
Quality of Work, Quality of Life
Pranda firmly believes that its people are its most valuable asset and have been at the heart of the organization since its founding in 1973. Ensuring a good quality of life for employees not only fosters happiness and stability, but also inspires the creation of refined craftsmanship that is elegant, beautiful, and rich in value.
The Company is committed to promoting holistic well-being through comprehensive employee benefits and supportive facilities that enhance everyday living. These include hygienic canteens, employee residences, a health park, a clubhouse, and a savings cooperative. By providing a stable and supportive foundation, Pranda empowers its people to create exceptional quality products for customers around the world.
Pranda Child Development Center
Established and operating since 1992 – Present
Providing care and developmental support to a cumulative total of
Pranda believes that strong families are the foundation of a good quality of life. The Company therefore established an on-site child development center within its premises to provide close and appropriate care for employees’ preschool children.
This initiative supports employee well-being by reducing family-related concerns, enabling employees to perform their duties with confidence and peace of mind, while ensuring the safety and proper development of their children. It reflects the Company’s commitment to social responsibility and the promotion of sustainable quality of life for employees and their families.
Pranda Child Development Center
Established and operating since 1992 – Present
Providing care and developmental support to a cumulative total of
Pranda believes that strong families are the foundation of a good quality of life. The Company therefore established an on-site child development center within its premises to provide close and appropriate care for employees’ preschool children.
This initiative supports employee well-being by reducing family-related concerns, enabling employees to perform their duties with confidence and peace of mind, while ensuring the safety and proper development of their children. It reflects the Company’s commitment to social responsibility and the promotion of sustainable quality of life for employees and their families.
Promotion of Women’s Leadership
Employment and Empowerment of Persons with Disabilities
In 2025 Promoted the employment of
In 2025 Economic value generated from employment:
Employment and Empowerment of Persons with Disabilities
In 2025 Promoted the employment of
In 2025 Economic value generated from employment:
Bilateral Education Program in Gems and Jewelry
A total of
Economic value created for communities and society
Project details
Human Rights and Equality
The Company conducts its business in accordance with the principles of respect for human rights, equality, and non-discrimination, in compliance with applicable laws, international labour standards, and the United Nations Guiding Principles on Business and Human Rights. Human rights risk management is integrated throughout the value chain to prevent, mitigate, and address potential adverse impacts. The Company is committed to promoting labour rights, ensuring fair treatment of all stakeholders, and respecting the dignity of employees at all levels. In addition, the Company strives to foster a safe and inclusive working environment that supports employee well-being and long-term sustainability, thereby enhancing work efficiency, talent development, and the Company’s sustainable growth over the long term.
Respect to Human Rights Policy
Human Rights Due Diligence
Respect to Human Rights Policy
Human Rights Due Diligence
Human Rights and Equality Management Plan
1. Human Rights Risk Assessment and Due Diligence
The Company conducts systematic human rights risk assessments and due diligence across its operations, business partners, and value chain to identify, assess, prevent, and mitigate potential adverse impacts. The Company also regularly monitors and reviews the effectiveness of its human rights management practices.
2. Promotion of Labour Rights, Diversity, and Equality
The Company promotes respect for labour rights in accordance with international standards and supports diversity, equity, and inclusion at all levels of the organization, while preventing discrimination and harassment in all forms.
3. Fair Recruitment, Performance Evaluation, and Remuneration
The Company ensures that recruitment processes, performance performance evaluations, and remuneration practices are conducted in a transparent, fair, and equitable manner, based primarily on competence and performance.
4. Prevention of Discrimination and Harassment
The Company provides fair, transparent, and accessible grievance and remediation mechanisms to appropriately protect employees and all stakeholder groups.
5. Human Rights Knowledge Development and Communication
The Company continuously develops knowledge, raises awareness, and communicates its human rights policies, while establishing and disseminating practical guidelines for implementation across all departments.
6. Stakeholder Engagement and Open Communication
The Company encourages the participation of employees and stakeholders through open, transparent communication and constructive dialogue.
7. Promotion of an Inclusive Organizational Culture
The Company fosters an organizational culture based on mutual respect, collaboration, open communication, and participation to create a safe, fair, and inclusive working environment.
Performance Targets
- 100% of the Company’s operations to undergo human rights risk and impact assessments.
- Zero substantiated complaints or confirmed human rights violations were recorded within the Company and its supply chain arising from the Company’s operations.
- Female representation at the executive level to be maintained at not less than 50%.
- Zero cases of labor disputes related to unfair labor practices.
Performance Results
| 2023 | 2024 | 2025 | |
| Business operations assessed for human rights risks and impacts | – | – | 100% |
| Number of complaints or human rights violations within the organization and supply chain arising from the Company’s operations | 0 cases | 0 cases | 0 cases |
| Ratio of female executives to male executives (target: not less than 50% female representation) | 134 : 52 72.04% | 126 : 42 75.00% | 136 : 47 74.32% |
| Number of labor disputes related to unfair labor practices | 0 cases | 0 cases | 0 cases |
Workforce Diversity
The Company promotes equal opportunities and is committed to fostering an open and inclusive working environment that respects diversity. The Company upholds the principle of non-discrimination on the grounds of race, religion, gender identity, age, sexual orientation, disability, or nationality, enabling all employees to work together with dignity and mutual respect.
| 2023 | 2024 | 2025 | |
| Total employees (persons) | 2,112 | 2,109 | 1,969 |
| Male employees (persons) | 653 | 643 | 613 |
| Female employees (persons) | 1,459 | 1,466 | 1,356 |
Note: Employee data covers only Pranda Jewelry Public Company Limited and does not include its subsidiaries.
In addition, the Company places strong emphasis on supporting and enhancing the potential of persons with disabilities by providing equal opportunities to apply their knowledge, abilities, and skills in appropriate employment. This enables them to earn stable income and improve their quality of life, while encouraging independent living and meaningful participation in society with dignity and pride, and contributing sustainably to the creation of value for both the organization and society.
| 2023 | 2024 | 2025 | |
| Total employees with disabilities (persons) | 28 | 27 | 24 |
| Male employees with disabilities (persons) | 20 | 17 | 15 |
| Female employees with disabilities (persons) | 8 | 10 | 9 |
Note: Employee data covers only Pranda Jewelry Public Company Limited and does not include its subsidiaries.
Human Resource Management and Development
The Company recognizes employees as human capital that drives organizational success and long-term sustainability. Human resource management is conducted in a systematic, transparent, and fair manner, covering recruitment, development, performance evaluation, and employee retention, to strengthen organizational capabilities and enhance readiness for future changes.
Human Resource Management and Development Plan
The Company implements strategic human resource management to support competitiveness, business continuity, and long-term sustainable growth. The approach focuses on human capital development, workforce risk management, and the establishment of effective management systems across the entire human resource management lifecycle, in compliance with labour laws and the fair protection of employee rights.
1. Workforce Planning and Organizational Structure Management
The Company develops both short-term and long-term workforce plans based on organizational strategy, business plans, and potential risk factors affecting workforce readiness. This ensures an appropriate number of employees with the right skills to support changes in work models, technology, and the competitive business environment.
2. Talent Development and Skills Enhancement
The Company systematically promotes the development of employees’ knowledge, capabilities, and skills through technical training as well as behavioural and collaborative skill development, with the aim of improving productivity and preparing the workforce for future changes.
3. Leadership Development and Succession Planning
The Company places importance on leadership development at all levels and establishes succession plans for strategically critical positions to ensure management continuity, reduce dependency on key personnel, and strengthen business stability.
4. Performance Management to Enhance Organizational Effectiveness
The Company utilizes performance management systems to set goals, monitor progress, and evaluate employee performance in alignment with organizational direction and strategy. Performance data is analyzed to support talent development, workforce planning, and overall operational efficiency improvement.
5. Organizational Culture and Employee Engagement
The Company fosters an organizational culture that supports effective working practices, open communication, and employee participation through feedback mechanisms and internal activities, strengthening employee engagement, collaboration, and readiness to drive the organization toward its long-term objectives.
Performance Targets
- Annual employee turnover rate of not more than 20%.
- Employees receive an average of at least 8 hours of learning and development per person per year.
- Employee engagement score of not less than 85%.
Performance Results
| 2023 | 2024 | 2025 | |
| Annual employee turnover rate (%) | 18.32% | 13.70% | 15.64% |
| Learning and development hours (hours/person/year) | 19.97 | 17.58 | 12.65 |
| Employee engagement level (%) | – | – | 75.56% |
Employee Engagement Survey
The Company places strong emphasis on employees’ quality of life, well-being, and happiness at work. In 2025, the Company conducted its first Employee Engagement Survey to establish baseline data for the long-term development of employee care and human resource management practices.
The survey covered key aspects including job satisfaction, motivation, workplace relationships, employee benefits and welfare, as well as the working environment. A total of 1,376 employees participated in the survey, representing 63.20% of the total workforce. The results indicated an overall employee engagement score of 75.56%.
The Company has analyzed the survey results and uses the findings to inform human resource action plans, such as improving the working environment, enhancing employee benefits and welfare, and strengthening employee participation at all levels. These initiatives aim to increase employee engagement, satisfaction, and well-being, supporting long-term value creation and sustainable organizational growth.
Safety, Occupational Health and Workplace Management
The Company places the highest priority on Safety, Occupational Health and Workplace Management, guided by its “Zero Accident” commitment to safeguard the lives, health, and well-being of employees, contractors, and business partners across its operations.
The Company is committed to maintaining a safe, hygienic, and sustainable workplace through systematic risk assessment and management, proactive prevention of workplace accidents and occupational illnesses, and the continuous promotion of knowledge, awareness, and active participation among employees, contractors, and business partners.
This commitment reflects the Company’s responsible business practices and serves as a fundamental pillar in driving resilient, stable, and sustainable long-term growth.
Safety, Occupational Health and Workplace Management Plan
The Company has established a systematic and continuous Safety, Occupational Health and Workplace Management plan, based on proactive prevention, risk management, and the participation of employees at all levels. The plan aims to achieve the “Zero Accident” goal, while simultaneously enhancing quality of working life and supporting sustainable business operations.
1. Safety Risk Assessment and Management
The Company conducts annual assessments, reviews, and prioritization of risks related to Safety, Occupational Health and Workplace Management in order to establish appropriate control, prevention, and risk mitigation measures. The assessment covers activities undertaken by employees, contractors, and business partners, as well as work processes, operational areas, and relevant supply chain activities.
2. Governance of Safety, Occupational Health and Workplace Management
A Safety, Occupational Health and Workplace Committee is established to define policies and continuously monitor safety performance in compliance with applicable laws and relevant standards. The Committee also oversees and ensures that employees, contractors, and business partners strictly adhere to the same safety standards.
3. Accident and Near Miss Management
A reporting, investigation, and root cause analysis system is implemented for workplace accidents and near miss incidents involving employees, contractors, and business partners. Appropriate corrective and preventive measures are established to minimize the risk of recurrence.
4. Knowledge Development and Safety Culture Promotion
The Company promotes and enhances knowledge in Safety, Occupational Health and Workplace Management through training programs, internal communications, and safety campaigns for employees, contractors, and business partners, with the aim of fostering shared awareness and a strong safety culture.
5. Health Care and Occupational Health Promotion
Annual health check-ups and job-specific medical examinations based on occupational risk factors are provided. In addition, wellness programs are implemented to prevent work-related illnesses and promote long-term employee well-being.
6. Workplace and Environmental Management
The Company manages workplace conditions to ensure they are safe, hygienic, and suitable for employees, contractors, and business partners. This includes controlling physical, chemical, biological, and ergonomic risk factors.
7. Monitoring, Evaluation, and Continuous Improvement
Regular monitoring and performance evaluations of Safety, Occupational Health and Workplace Management are conducted. Assessment results are used to review plans, enhance control measures, and continuously improve management effectiveness.
Performance Targets
- Zero fatalities resulting from work-related accidents
- Zero cases of occupational illnesses among employees
Performance Results
| 2023 | 2024 | 2025 | |
| Total number of work-related fatalities | 0 cases | 0 cases | 0 cases |
| Total number of confirmed occupational diseases among employees | 0 cases | 0 cases | 0 cases |
Customer and Consumer Responsibility
The Company conducts its business with transparency and integrity, upholding ethical standards and respecting the rights of customers and consumers. It prioritizes product quality, safety, and customer satisfaction, supported by an effective feedback and grievance mechanism to ensure continuous improvement of products and services.
Customer and Consumer Responsibility Management Plan
The Company manages customer and consumer responsibility in a systematic manner, guided by principles of good corporate governance, transparency, and business ethics. This approach aims to build trust, enhance customer satisfaction, and foster long-term sustainable relationships.
1. Business Operations in Accordance with International Standards and Sustainability Frameworks
The Company operates in compliance with relevant international standards, including ISO 9001:2015, ISO 14001:2015, and the Responsible Jewellery Council (RJC Code of Practices – COP 29). It also aligns its operations with ESG frameworks and supports the United Nations Sustainable Development Goals (SDGs) to enhance product quality, safety, and responsibility throughout the value chain.
2. Transparent and Accessible Customer Communication
The Company ensures accurate, clear, and responsible communication with customers through various channels, including its website and online platforms. Appropriate disclosure practices are established to support informed consumer decision-making based on complete, transparent, and verifiable information.
3. Feedback and Complaint Management System
Formal channels are provided for customers to submit feedback, suggestions, and complaints via telephone, email, and the Company’s website. A systematic process for recording, monitoring, and analyzing data is implemented to ensure fair, transparent, and traceable resolution and communication.
4. Customer Satisfaction Assessment
The Company conducts annual customer satisfaction assessments among its Top 20 customers. The results are analyzed to identify trends, expectations, and key issues, and are used to improve operational processes and continuously enhance product and service quality. This enables the Company to respond to customer needs accurately and effectively.
5. Employee Training and Development
The Company systematically develops employee capabilities through continuous training in ethics, consumer protection, and operational standards, supporting the consistent delivery of value and trust to stakeholders.
6. Reporting and Monitoring
The Company prepares reports on customer satisfaction and performance related to customer and consumer responsibility. These reports are presented to management and relevant stakeholders and are used to review plans and continuously improve management effectiveness.
Performance Target
- Customer satisfaction rate among Top 20 customers of not less than 90%
Performance Result
| 2023 | 2024 | 2025 | |
| Customer Satisfaction Score – Top 20 Customers | 85.31% | 87.17% | 83.68% |
Whistleblowing Channels
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Whistleblowing Channels
Please fill in your details for the benefit of reporting the result of the operation. However, your information will be kept confidential and not disclosed to other people.
Supplier Relationship Management
The Company manages supplier relationships in a systematic manner under the principles of good corporate governance, transparency, and business ethics. Suppliers are expected to comply with applicable laws, labor standards, environmental regulations, and human rights principles, as well as the requirements of the Responsible Jewellery Council (RJC) and the Company’s Supplier Code of Conduct. This approach supports the sustainable management of the supply chain.
Supplier Relationship Management Plan
The Company is committed to strengthening responsible collaboration with suppliers throughout the supply chain to enhance operational standards and manage risks related to sourcing and business operations. The key management approaches are as follows:
1. Sustainable Supplier Assessment and Development
The Company implements supplier assessment and development programs in accordance with the Responsible Jewellery Council (RJC) Code of Practices (COP) and Environmental, Social and Governance (ESG) frameworks. These initiatives aim to elevate suppliers’ business practices to meet established requirements and relevant international standards.
2. Enhancing Supplier Awareness and Capability
Training sessions on Responsible Sourcing and Human Rights Due Diligence are organized to strengthen suppliers’ understanding of human rights issues, responsible sourcing practices, and supply chain risk management.
3. Supplier Self-Assessment
A Supplier Self-Assessment Form is implemented to collect relevant data, analyze risks, and monitor compliance with ESG requirements and the Supplier Code of Conduct.
4. Monitoring and Continuous Improvement of Supplier Standards
The Company develops and maintains a supplier database system and a process for tracking Corrective Action Plans (CAP). This system supports oversight of supplier performance, continuous improvement, and enhanced transparency and accountability throughout the supply chain.
Performance Targets
- 100% of suppliers acknowledge and agree to comply with the Supplier Code of Conduct
- At least 90% of key suppliers complete ESG / RJC self-assessments
- Achieve a supplier satisfaction score of at least 90% among key suppliers
- Zero complaints related to unfair business practices
Performance Results
| 2023 | 2024 | 2025 | |
| Percentage of suppliers formally acknowledging compliance with the Supplier Code of Conduct | – | – | 94.29% |
| Percentage of key suppliers completing ESG / RJC self-assessment | – | – | 88.27% |
| Key supplier satisfaction rate | – | – | 90.03% |
| Number of complaints regarding fair business conduct | – | – | 0 cases |
Note: The target was established for the first time in 2025. No targets or performance tracking were in place during 2023–2024.
Corporate Social Responsibility
The Company integrates community and social responsibility into its business operations by systematically managing social impacts, including the assessment of risks, opportunities, and long-term value creation for stakeholders throughout the value chain.
The Company leverages its knowledge, expertise, and organizational resources to support targeted community and social development initiatives that are measurable and subject to monitoring and evaluation. These efforts aim to strengthen community capacity, enhance quality of life, and mitigate social risks that may affect business continuity.
Community and social initiatives are implemented under established policy frameworks, governance oversight, and regular performance reviews to ensure that social investments generate tangible outcomes and contribute to sustainable long-term value creation.
Corporate Social Responsibility Management Plan
Bilateral Education Program – Gem and Jewelry
Disability Inclusion and Skills Development Program
Pranda Sharing and Community Support Program
Bilateral Education Program – Gem and Jewelry
Disability Inclusion and Skills Development Program
Pranda Sharing and Community Support Program
Performance Targets
- Provide 100 educational and vocational development scholarships per year
- Maintain an employment ratio of non-persons with disabilities to persons with disabilities at 70:1
- Engage in social and community development activities in 15 communities per year
Performance Results
| 2023 | 2024 | 2025 | |
| Educational and Vocational Development Scholarships (scholarships per year) | 100 | 104 | 105 |
| Employment Ratio (Non-Persons with Disabilities : Persons with Disabilities) | 70:1 | 78:1 | 81:1 |
| Community Engagement in Social Activities (communities per year) | 28 | 28 | 34 |
Social and Economic Value Creation
| 2023 | 2024 | 2025 | |
| Charitable Donations (THB) | 66,832.00 | 61,326.00 | – |
| Scholarships for Vocational Development under the Bilateral Education Program (THB) | 10,567,225.42 | 10,157,109.59 | – |
| Employment of Persons with Disabilities (THB) | 6,734,940.00 | 6,580,716.00 | – |
| Economic Value per Household (THB) | 304,577.36 | 307,611.41 | – |