Sustainability management in the social dimension
Origin Property Public Company Limited has conducted its business in alignment with the sustainable development guidelines of the Stock Exchange of Thailand, covering environmental, social, and corporate governance (ESG) aspects. The company is committed to developing high-quality projects and delivering products and services that meet customer needs, while driving sustainable organizational growth under principles of good corporate governance and with responsibility toward society and all stakeholders.
Sustainability management in the social dimension
Social policies and practices
Social policies and practices
The Company is committed to conducting its business with integrity and business ethics, emphasizing respect for human rights and fair treatment of all stakeholders, including employees, partners, and customers throughout the value chain. We adhere to a policy of conducting operations with fairness, free from all forms of discrimination, while actively promoting anti-corruption through clear and defined practices.
In terms of employee treatment, The Company ensures fair employment conditions, respects the right to organize, and provides appropriate welfare covering health, safety, and quality of life. For business partners, we support fair and transparent competition, offering all partners the opportunity to present products and services under the same standards, while also promoting the development of their potential to grow alongside the organization.
In terms of customer responsibility, The Company is committed to offering high-quality, safe products and services at fair prices. Additionally, we provide communication channels to listen to feedback from all stakeholders equally, using it to continuously develop and improve operations. We also ensure the protection of customer data with the highest security standards.
Social Care and Development Practices
Committed to conducting business with ethics and responsibility towards society, communities, and the environment.
- Support the participation and development of community and social strength to ensure a good quality of life.
- Promote activities that create long-term benefits for society, communities, and the environment, in alignment with the Company’s business operations.
- Support the conservation and restoration of environmental quality to create a natural balance.
Human Rights Due Diligence
The Company recognizes the importance of respecting human rights as a responsible real estate developer. It has carried out comprehensive Human Rights Due Diligence (HRDD) in strict accordance with the United Nations Guiding Principles on Business and Human Rights (UNGP). This action aims to prevent and mitigate human rights risks that may arise from business operations throughout the value chain, from project development to the delivery of residential units and post-sale services.
Human Rights Risk Assessment Across the Value Chain
The Company has conducted a comprehensive human rights risk assessment across all value chains of its business as follows:
Chain 1: Project Development and Design
In the project development and design phase, the Company places significant importance on conducting a comprehensive assessment of the impacts on the community and the environment. This process begins with the selection of the project location, ensuring that it does not adversely affect the way of life and well-being of the local community. The project design considers the needs of all residents, ensuring that everyone can use the spaces equally.
The project layout prioritizes maintaining a balance between residential areas and green spaces. It also ensures the management of public utilities does not negatively impact neighboring communities, alongside the design of efficient water and waste management systems. Furthermore, an Environmental Impact Assessment (EIA) is conducted in accordance with legal requirements, along with an additional social impact assessment to comprehensively cover human rights considerations.
Chain 2: Sales & Marketing
In the Sales and Marketing aspect, the Company adheres to the principles of transparent and fair communication. It presents complete and accurate project information without distortion, enabling customers to make purchasing decisions based on real, truthful data. The pricing and payment terms are flexible and fair, taking into account the customers’ ability to repay.
The Company places great importance on protecting customers’ personal data by strictly complying with the Personal Data Protection Act B.E. 2562 (2019). It has a highly secure system for storing and processing data and has established a clear data usage policy. The Company will only use data for the purposes disclosed and for which the customer has given consent.
Chain 3: Green Procurement
Procurement is an important process that the Company places special emphasis on in terms of human rights. This begins with the selection of partners and contractors who operate in a manner that respects human rights. The Company conducts thorough background checks and reviews labor practices, especially regarding issues such as child labor, forced labor, and discrimination.
The Company has developed a Supplier Code of Conduct that covers human rights issues and requires all partners to acknowledge and adhere to it. Additionally, regular assessments of partners are conducted, including self-assessments and on-site inspections, to ensure that their operations comply with the human rights standards set by the Company.
Chain 4: Construction
Construction is a phase with high human rights risks, especially concerning the safety and occupational health of workers. Therefore, the Company has established strict safety measures, including mandatory safety training for all workers before starting work, provision of standard personal protective equipment, and the presence of safety officers at the construction site at all times.
In terms of employment conditions, the Company requires contractors to pay wages and benefits at a minimum as stipulated by law, provide hygienic accommodation, and ensure the well-being of workers is properly cared for. Regular inspections are conducted to ensure compliance with labor laws.
Chain 5: Deliverable & Service
In the handover and after-sales service process, the Company emphasizes delivering quality and safe residences. A thorough quality inspection is conducted before delivery, and comprehensive warranties are provided. There is an efficient complaint management system in place, and issues are addressed quickly and fairly.
Impact Management
Although the Company has not encountered any cases of human rights violations in the past, it has prepared for managing potential impacts. A clear remediation and impact mitigation plan has been developed, with a reserved budget allocated for these actions. Additionally, individuals responsible for managing issues at each level have been designated.
Monitoring and Reporting
The Company has a systematic monitoring and evaluation process for its human rights practices. Regular monthly meetings of the Human Rights Working Group are held, with quarterly reports submitted to the executive committee. An annual report is also prepared and made publicly available. Furthermore, the Company’s human rights policies and practices are reviewed and updated annually to ensure they remain aligned with changing circumstances and evolving international standards.
Future Action Plan
The Company is committed to continuously improving its human rights practices. The future action plan includes elevating operational standards across all value chains, enhancing the monitoring and evaluation systems for greater effectiveness, and fostering collaboration with business partners to promote respect for human rights throughout the entire supply chain.
The Company will continuously conduct training and develop the capabilities of employees and partners to raise awareness and understanding of human rights issues. This includes the use of technology and innovation to manage risks and monitor performance, ensuring that the Company’s operations align with international standards and effectively meet the expectations of stakeholders.
Social Performance Results
1. Employees and Workers
The Company adopts an Origin Culture approach to human resource management, focusing on Ownership, Professionalism, and Friendliness. This approach encourages employees to express their ideas and fully develop their potential.
The Company recognizes that its employees are the heart of driving the organization toward sustainable success, especially in an era of rapidly changing technology and consumer behavior. Therefore, we focus on developing employees’ potential alongside building a strong organizational culture, promoting engagement, and providing opportunities for employees at all levels to fully express their creativity.
In 2024, the Company reviewed and improved its organizational culture (Core Values) to align with its vision and business strategy, through a participatory process involving employees at all levels, to ensure understanding and tangible implementation. The five core values are as follows:
- Customer Empathy – Deep Understanding of Customers: Encouraging employees to understand the needs and expectations of both internal customers (fellow employees) and external customers, in order to deliver experiences that exceed expectations.
- Goal Synergy – Unifying Goals as One: Fostering collaboration between departments, combining teamwork, and working towards a shared organizational goal.
- Quality Crafted – Excellence in Quality: Instilling a mindset of meticulous work, paying attention to every detail, to create the highest quality results.
- Innovative Creativity – Creativity and Innovation: Encouraging employees to think boldly, take action, and present new ideas, while supporting the development of innovation in all aspects.
- Sustainable Responsibility – Driving with Sustainability: Instilling a sense of responsibility towards society and the environment, fostering business growth alongside sustainable development.
To ensure that the organizational culture is effectively implemented, the Company has developed a variety of plans and activities, such as practical training workshops, innovation project competitions, and recognition for employees who serve as good role models. Additionally, the Company has introduced the concept of dividing employees into 5 Houses based on the organization’s Core Values. Each House plays a role as a leader in creating activities and conveying ideas that align with the Core Value it is responsible for. Establishing the Houses not only promotes a deeper understanding of the organizational values but also encourages cross-departmental knowledge exchange and fosters employee engagement through creative activities. The Company is confident that developing employees alongside strengthening the organizational culture will serve as a fundamental foundation for driving the organization toward long-term sustainable success.
Each House is designed as a space for learning and experience sharing, with regular and continuous activities organized to foster understanding of the organizational values in diverse formats. These include practical training workshops, discussion sessions for exchanging opinions, and recreational activities that incorporate learning, such as game competitions, team-building activities, and joint celebrations of successes. The operation of the 5 Houses also emphasizes building connections among members through activities that provide opportunities for employees to get to know each other better, exchange perspectives, and share their work experiences. Additionally, they collaboratively brainstorm new ways to apply the organizational values to their daily tasks. These strong relationships among members not only help create a warm work atmosphere but also facilitate effective knowledge exchange and cross-departmental collaboration.
The organization of activities in the House format also reflects the importance given to employee feedback. According to the survey results, it was found that large-scale corporate events may not fully meet employees’ needs, as the size of the event prevents thorough interaction among staff. Therefore, the Company adjusted the format to hold events at the House level instead, which received excellent feedback from employees. This is because each House member had the opportunity to design the event theme, plan recreational activities, and create games that align with the group’s interests. As a result, the atmosphere of the events was filled with fun and warmth, allowing employees to engage in the activities fully and fostering stronger relationships among the members. The success of this event format not only demonstrates the effectiveness of the House system but also highlights the Company culture’s focus on listening to and genuinely responding to employees’ needs.
1.1 Employment
Recruitment and Selection of Personnel
The Company emphasizes the recruitment and selection process based on five key human resource principles:
Merit System: Emphasizing integrity and suitability.
- Competency: Considering the skills and potential required for the position.
- Equality: Providing equal opportunities to all candidates.
- Opportunity: Open to individuals with potential for development.
- Security: Building confidence in growing together with the organization.
The Company focuses on creating a fair, transparent, and systematic recruitment process, adhering to the principles of equality and non-discrimination based on age, gender, race, religion, or skin color. This approach ensures the selection of capable personnel who are well-suited for the organization and can grow sustainably alongside it.
The Company’s recruitment process is designed to cover the assessment of knowledge, skills, and attitudes. For each position, there are specialized tests relevant to the job requirements, such as foreign language proficiency tests for positions that require interaction with international clients, programming ability tests for positions in the Information Technology department, or presentation skills tests for sales positions. In addition to evaluating professional competencies, the Company also uses the DISC personality assessment tool to analyze behavioral patterns and working styles of candidates. This ensures that the selected personnel will be able to work happily and effectively with their teams, in alignment with the Company’s organizational culture and the five core values.
The Company has established clear standards and guidelines for interviews to avoid decisions that may be influenced by personal feelings, biases, or prejudices. Standardized evaluation forms are used, covering knowledge, experience, skills, and attitudes. Each interview is conducted by an interview panel consisting of at least one supervisor from the relevant department to ensure that the evaluation is comprehensive and fair.
Furthermore, during the hiring interviews, there are clear individual evaluation criteria to provide a comprehensive and fair comparison of each candidate. Each evaluation is conducted with the involvement of more than one department head related to the position to support the decision-making process for hiring each candidate.
The Company places great importance on the principles of equality, humanity, and the absence of any form of illegal labor. Employment practices are conducted with transparency and in full compliance with all labor laws, including probation assessments, working hours, benefits, holidays, and other legal requirements. All employees will have a signed employment contract for their work.
In 2024, the Company employed a total of 1,470 staff members, including permanent and contract employees. Among them, 883 are female employees, accounting for 60%, and 587 are male employees, accounting for 40%. The details are as follows:
Divided by job level as follows:
Employee level | male (person) | female (person) | Total (%) |
Officer – Assistance Manager | 404
| 703 | 1,107 (75%) |
Manager – Senior Manager | 101 | 130 | 240 (17%) |
AVP – VP | 41 | 37 | 78 (5%) |
SVP – CEO | 32 | 13 | 45 (3%) |
Total | 587 | 883 | 1,470 (100%) |
Divided by age group as follows:
Age range | Male | Female | Total | |||
Number | % | Number | % | Number | % | |
Under 30 years | 284 | 19.1% | 556 | 38% | 840 | 57.1% |
31 – 45 years | 241 | 17% | 302 | 20% | 543 | 37% |
46 – 55 years | 60 | 4.1% | 22 | 1.5% | 82 | 5.6% |
Over 56 years | 2 | 0.1% | 3 | 0.2% | 5 | 0.3% |
Total | 587 | 40.3% | 883 | 59.7% | 1,470 | 100% |
Additionally, this year, 579 employees voluntarily resigned (Turnover rate), representing 38.67%. Of these, 215 were male employees, accounting for 14.36%, and 364 were female employees, accounting for 24.31%.
The Company values the promotion and support of the quality of life for people with disabilities in Thai society. Although currently the Company does not directly employ people with disabilities (the number of disabled employees is zero), the Company demonstrates its social responsibility by contributing funds to the Fund for the Promotion and Development of the Quality of Life of People with Disabilities under the Persons with Disabilities Empowerment Act B.E. 2550 (2007) and its amendments, strictly adhering to the 100:1 ratio.
The support aims to promote opportunities for the development of the potential and employment of people with disabilities, encouraging them to be self-reliant, earn an income, and live with dignity. It also helps reduce the burden on families and society in caring for people with disabilities, while supporting their participation in the economic development of the country. Furthermore, it promotes the creation of an equal society and opens opportunities for everyone.
The Company believes that supporting through this fund will play a part in driving Thai society towards becoming an open society that provides opportunities for everyone to fully demonstrate their potential, which will lead to the stable and sustainable development of the country.
Compensation Setting and Management
The Company has a comprehensive and fair compensation management policy, designing a system that can attract, retain, and motivate employees to perform at their full potential. The Company’s compensation system is divided into three main categories: direct monetary compensation, indirect monetary compensation, and non-monetary compensation.
The Company has a comprehensive and fair compensation management policy, designing a system that can attract, retain, and motivate employees to perform at their full potential. The Company’s compensation system is divided into three main categories: direct monetary compensation, indirect monetary compensation, and non-monetary compensation.
- Indirect Monetary Compensation: The Company manages to include benefits and welfare programs that meet employees’ needs, such as social security in accordance with the law, medical expenses, health and life insurance, as well as paid leave entitlements. These benefits are designed to provide stability and peace of mind for employees.
- Non-Monetary Compensation is provided through various recognition programs aimed at boosting morale, motivation, and job satisfaction. These include the Employee of the Year Award, held annually to honor outstanding employees, the Origin Star Award, given to employees with exceptional performance each quarter, and the Congratulations Ceremony for employees praised by clients. These awards apply to both support (Back Office) and operational (Front Office) employees.
The management of these various forms of compensation reflects the Company’s commitment to creating career stability and advancement opportunities for employees, leading to the retention of quality personnel and the sustainable development of the organization.
1.2 Employee Training
The Company recognizes that employees are the most valuable resource in driving the organization towards sustainability. Investing in employee development is therefore a long-term investment that yields returns both in terms of work efficiency and organizational growth. In 2024, The Company focuses on developing specialized skills tailored to job positions and job functions, aiming to enhance expertise that aligns with business needs. This allows employees to fully utilize their knowledge and abilities, leading the organization to achieve its business goals, open opportunities for career advancement, and grow alongside the organization’s success. Additionally, The Company emphasizes the development of competencies in various areas that help employees improve teamwork, social skills, systematic problem-solving, and effective communication, enabling them to work harmoniously with others and foster leadership skills for future leaders.
For the employee development program, The Company has provided courses derived from two sources:
- Derived from the Annual Performance Evaluation, Employee Job Performance, and Specific Skills.
The results of the performance evaluation, along with the specific skills required for each department, are analyzed to determine suitable projects or training programs that will be beneficial to improve work efficiency and enhance overall performance.
Course Examples
The Beyond Construction Academy (BCA) advanced construction development program enhances the working standards of the Project Management and Site Engineer teams, which are crucial in controlling construction quality. This course covers all the necessary knowledge, from construction law, construction standards, to procurement regulations. The assessment through pre-tests and post-tests allows the Company to track individual employee development and use the data for effective development planning. The knowledge gained by employees also contributes to improved project management efficiency, enabling the delivery of projects an average of 15 days faster per project.
Cracked Wall Training Course
Based on the performance evaluation of the service and repair work of the Home Care department in 2023, the Company analyzed the results and developed a specific training course. This course aims to enhance the skills in service work and basic repairs for building technicians and the Home Care team to address minor issues for residents, reduce delays, and minimize complaints about waiting times for repairs. Additionally, it serves to improve employee capabilities. The training session was attended by 48 employees, with an average Pre-Test score of 9 and a Post-Test score of 15
- Derived from Surveys on Employees’ Expectations and Needs.
The Company has conducted an annual survey to enhance employee potential in order to analyze the skill requirements for each profession and Soft Skills. Based on the survey results, development strategies have been designed to align with the specific needs of employees, in addition to the specialized skills required for their job. Examples include the use of AI to improve work efficiency, knowledge of marketing and real estate, negotiation, and communication skills, among others
Examples of Courses Conducted in 2024
The Executive Coaching Program: The Company has invited a consultant with over 40 years of experience and is recognized in the business world, to serve as a one-on-one coach for top management. This coaching approach has created significant changes in the development of strategic thinking, decision-making, and situational assessment skills. As a result, the executives are able to formulate organizational strategies accurately and appropriately in response to changing circumstances. Additionally, it helps the executives discover and develop their hidden potential, enabling them to manage challenges more effectively. The program also enhances communication skills and understanding with subordinates, while reducing internal conflicts and fostering a strong organizational culture.
Upskill We Strong Course: The Company has developed a course to enhance employees’ knowledge and understanding of key issues that impact business operations with good governance. The course covers three main topics essential for operations in the current era, including Personal Data Protection (PDPA), Business Ethics, and Risk Management.
Regarding PDPA, the course focuses on creating an understanding of the Personal Data Protection Act and the correct practices for managing personal data of customers and stakeholders. This helps reduce the risk of legal violations and builds trust with service users, resulting in a significant reduction in complaints regarding the management of personal data.
Regarding business ethics, the course instills values and best practices in conducting business, covering areas such as anti-corruption, preventing conflicts of interest, and treating stakeholders fairly. Training in this section uses real case studies and experience sharing, allowing employees to apply these lessons in real-world situations.
For risk management, the course enhances understanding of identifying, assessing, and managing risks in business operations, including operational, financial, and reputational risks. Employees learn tools and techniques for risk management, as well as how to develop contingency plans for emergencies.
The tangible results from this course are reflected through key performance indicators, such as a PDPA compliance rate of 98%, a 75% reduction in ethics-related complaints, and improved ability to identify and manage risks effectively. As a result, the Company has been able to maintain high corporate governance standards and build trust among all stakeholders.
The continuous investment in employee development has generated valuable returns in multiple dimensions, including financial benefits, measured by the increase in revenue and reduction in costs. The development of the organization is reflected in innovations and more efficient work processes. Additionally, the knowledge and skills acquired by employees help build trust with customers and business partners, which is a key foundation for the sustainable growth of the organization.
In 2024, the Company organized 60 training courses for employees to enhance their skills and potential, totaling 29,971 hours. The average number of training or knowledge development hours per employee was 20.3 hours per person per year, which met the Company’s goal of developing employees with 20 hours of skill enhancement per person annually. In 2025, the Company aims to maintain the goal of 20 hours of skill development per person per year. Additionally, more courses will be designed to develop knowledge and skills in specific fields and professions to enhance employee effectiveness. There will also be an increase in activities that promote both emotional well-being and knowledge skills, which will foster stronger organizational engagement and contribute to the success of the organization’s goals.
1.3 Safety, occupational health, and working environment management
The Company has safety, occupational health and working environment of the organization management regularly and efficiently by setting measures to protect and take care of all employees’ safety in the organization and having preparation measures in various areas to facilitate employees in performing their jobs in order to be appropriate for the situation and in accordance with business operations nature. This is to help reduce risks and potential impacts on stakeholders and the business such as preventing injuries that may occur from work and helping reduce costs from interruptions from work accidents. The Company therefore aims to create and give importance to maintaining safety, occupational health, and good working environment standards in order to create well-being for employees, contractors, and relevant stakeholders during work. With the determination to be an organization with no accidents from work, the Company has therefore established the Safety, Occupational Health and Working Environment Committee and safety, occupational health, and working environment policy as an operational framework.
Employee’s health and safety care in the work environment
The Company places the highest importance on the health and safety of all employees, striving to create a safe working environment and promote a good quality of life for employees. Under the policy of “Good Health, Safety First,” the Company has developed a comprehensive occupational health and safety management system, along with allocating sufficient resources and budgets to care for the health and safety of its employees.
In terms of safety management, the Company has developed a risk assessment system and emergency response plans covering all operational areas. Regular emergency drills are conducted, and safety measures are continuously reviewed and updated to ensure their effectiveness. As a result, in 2024, the Company experienced no incidents leading to injury or death, resulting in aLost Time Injury Frequency Rate (LTIFR) of zero for both employees and contractors, reflecting the effectiveness of the strong safety management system.
Employees
Regarding healthcare, the Company provides comprehensive health benefits that exceed standard provisions. These include annual health check-ups, group life and health insurance, as well as exclusive health care benefits for employees, such as dental expenses, eyewear, and medical treatment costs not covered by the group life insurance. This holistic healthcare policy ensures that employees can be confident they will receive the best possible care in all situations.
The success in managing the health and safety of employees is not only reflected in the zero injury rate but also in the reduced absenteeism rate and the high employee satisfaction with the health benefits. All of these reflect the Company’s commitment to creating a safe working environment and promoting a high quality of life for all employees
The Health Clinic Project
The Company prioritizes the holistic health of its employees, encompassing both physical and mental well-being. This initiative aims to enhance employees’ quality of life and ensure they can perform their duties efficiently. To achieve this, the Company provides comprehensive annual health check-ups, including screenings for critical diseases. Additionally, health trends among employees are analyzed to develop appropriate preventive and health promotion strategies.
In addition to physical health care, the Company recognizes the importance of mental health, especially in the face of increasing social and workplace challenges and pressures. To support this, the Company provides mental health counseling services by specialized psychiatrists. Employees can choose to receive consultations either through in-person sessions (Offline) or via an online platform (Online), based on their convenience and individual needs. There is no pressure in selecting the preferred method of service.
Both service formats are conducted under strict confidentiality and privacy principles, ensuring that employees feel safe and comfortable when seeking consultations. This initiative reflects the Company’s commitment to fostering a work environment that prioritizes employees’ overall well-being. It also encourages employees to take appropriate care of their mental health.
Health Insurance that Meets Employee Needs
The Company is committed to enhancing its health insurance benefits to truly meet employees’ needs. To achieve this, an in-depth study and analysis have been conducted based on annual health check-up results and medical expense reimbursement statistics from the group insurance plan in 2023. This approach helps the Company understand employees’ illness patterns and healthcare requirements more effectively.
Based on this analysis, the Company has negotiated and co-designed a new health insurance plan with leading insurance providers. This enhanced plan expands coverage to include essential treatments that align with employees’ modern lifestyles. Notably, it offers additional coverage for alternative treatments and preventive healthcare—areas often excluded from standard insurance policies. These include physiotherapy, cupping therapy, acupuncture, migraine treatments, and mental health services such as stress therapy and insomnia management.
This enhancement of health insurance benefits reflects the Company’s commitment to holistic employee well-being. It also demonstrates the Company’s dedication to continuously improving its benefits to stay modern and effectively meet the evolving needs of its employees.
The Company also pays close attention to the cleanliness of employees’ workspaces, as a clean and pleasant work environment leads to happier and more productive employees. Each morning, the office is thoroughly cleaned before work begins. Employees’ desks are regularly disinfected every week to reduce the risk of infection in high-touch areas. Additionally, disinfectant spray is used at the headquarters, and high-risk areas, such as kitchens, restrooms, and trash disposal points, are carefully maintained. Housekeeping staff ensure cleanliness is consistently upheld to prevent the accumulation of germs that could impact health. Furthermore, the Company organizes a Big Cleaning Day every six months, allowing employees to take part in improving their work environment and participate in a CSR activity by donating unused items to others.
Additionally, the Company promotes employee engagement and retention to ensure continuous business growth. Beyond focusing on occupational health and a positive work environment, the Company also encourages employees to maintain good mental health and well-being for optimal performance. As part of this, the Company provides both basic and additional benefits for employees, such as:
- Provides a special day off during the employee’s birthday month, once per year,
- paternity leave benefits, allowing male employees to take 10 days off to care for their newborn child,
- providing cash rewards as motivation and encouragement for employees who achieve their performance goals, along with other special cash rewards.
- The Company provides assistance to employees on various occasions, such as support for childbirth, gift baskets for employees hospitalized, and financial assistance in the event of natural disasters.
- The Company offers scholarship opportunities for employees with potential to pursue a Master’s degree.
- The Company organizes bi-annual company parties and various activities on special occasions to add vibrancy, foster connections within and between departments, create a positive atmosphere, and help employees relax and relieve stress from work. These activities include New Year’s celebration gatherings, special day events, monthly happy hour sessions to spread joy among employees, and the ORIGIN CLUB—a club for employees to engage in activities together such as board games, sports, and hobbies. This initiative encourages interaction and helps employees get to know each other better across departments.
Employee Safety
For managing safety for employees working in the back office, the Company prioritizes creating a safe and hygienic work environment. This is done through a systematic approach that covers all aspects of safety. This includes conducting annual fire evacuation drills twice a year, allowing employees to familiarize themselves with evacuation procedures, escape routes, and the use of basic firefighting equipment. These skills are crucial for handling emergencies effectively.
Additionally, the Company organizes regular occupational health and safety training sessions to raise awareness and cultivate a safety culture in the workplace. It also conducts systematic risk assessments to identify and prevent potential hazards in the work environment. In terms of physical workspace conditions, the Company has invested in ergonomically designed office furniture, particularly adjustable chairs and desks, to ensure they are suitable for each employee’s body type. This helps reduce the risk of injury from improper working postures. Furthermore, standardized lighting systems have been installed to protect employees’ eyesight and improve work efficiency. Although the Company does not have its own medical room, it provides employees with access to the building’s medical room, which is fully equipped with necessary medical tools and supplies. The medical staff is available to provide care in case of illness or to assist with basic medical emergencies.
This comprehensive and continuous approach to safety has allowed the Company to maintain high safety standards in the workplace, as reflected in the low accident rates in the office and the high employee satisfaction with the work environment
Partners, Contractors
The Company has established strict safety standards for work operations and enforces them with both employees and contractors to ensure compliance with relevant laws and regulations. All employees and workers are provided with a suitable working environment, with the aim of reducing accidents and preventing negative impacts on the health and well-being of employees and contractors. The goal is to elevate workplace safety standards, as the Company recognizes the importance of fostering a safety-conscious culture as part of work success. It is also essential for achieving sustainable workplace safety, making it a constant element in the Company’s work mindset.
Guidelines for Implementation
- Regular inspections of hygiene and safety in the workplace are conducted to ensure a safe environment. Additionally, the use of safety equipment by employees in the work areas is promoted and monitored.
- No negligence or disregard is allowed for any actions or shortcomings in the workplace that may pose a safety risk to employees.
- There are measures or plans in place to effectively respond to various emergency situations
- Training is provided to employees to enhance their knowledge and understanding of safety measures and emergency plans, ensuring that they can act correctly and promptly in the event of an accident or any abnormal situation
- Actions to be taken in emergency situations or abnormal circumstances are clearly defined to ensure a swift and effective response, prioritizing the safety and well-being of all employees.
–All incidents and complaints related to occupational health and safety in the operations between partners and the Company are accurately recorded based on the facts. These incidents are consistently reported on a regular basis.
– Accident statistics and the number of injured employees during the Company’s operations are systematically recorded and maintained. The data is readily available for reporting to stakeholders, ensuring transparency in the Company’s occupational health and safety performance.
The Company has appointed professional safety officers to oversee the safety of employees in both the office and the field. The Company also collaborates with partners and contractors to establish joint standards for hygiene and safety. Furthermore, the Company works to instill attitudes and understanding of safety management at all levels of employees, ensuring that everyone is informed about safety, occupational health, and environmental issues, both from internal departments and external agencies. To prevent workplace accidents, clear and actionable guidelines are in place for emergency or hazardous situations. Communication and understanding of policies and practices are strictly maintained. Monthly safety meetings are held, and new employees receive training before starting work. Additionally, safety promotion activities are conducted to cultivate safety awareness among workers and contractors on the project, leading to cooperation in controlling, managing, and strictly adhering to safety practices, ensuring confidence that in the event of an emergency or accident, proper measures will be taken.
The Company conducts basic fire safety training and drills at construction projects, with topics covering fire suppression plans and methods, fire evacuation plans and procedures, search and rescue of victims, and basic first aid. Additionally, safety and occupational health training meetings are held regularly, along with weekly Site Walk activities to inspect unsafe working conditions across all projects. Each week, these sessions focus on regulations and project-specific safety measures, such as safety when working at heights, machinery safety, dust control within the project, proper tool usage, welding and cutting safety, wearing PPE, safety when using scaffolding, waste disposal and sorting, demolition safety, and noise-related work safety. This year, a total of 12 projects have been trained, with 1,050 participants in total.
Including the provision of accident prevention equipment at the project site, such as tarpaulins to prevent falling materials, mesh sheets to prevent dust, safety guardrails, and sheet piles to prevent soil erosion
Regular cleaning is conducted both inside and outside the project site, with designated waste collection points. Additionally, safety equipment is installed, alarm systems are set up, and designated areas for storing flammable materials are provided.
In terms of epidemic diseases, a plan for preventing and controlling the spread of various diseases has been developed and communicated to the labor force for awareness and adherence to prevent outbreaks. Additionally, safety activities are evaluated regularly every month.
The collaborative efforts between the Company and contractors in safety and health management for employees and laborers represent the establishment of standards and the elevation of safety and occupational health management. This is carried out continuously every year. As a result, in 365 days, the Company has not encountered any cases where employees or laborers took leave exceeding 3 days, and the number of cases of leave exceeding 7 days is 0.
1.4 Employee Engagement Assessment
The company values feedback from employees and has conducted an Employee Engagement Survey that includes all levels and departments to gather data and suggestions for improving HR policies and management practices to better meet the needs of employees.
The survey consists of five main categories that reflect key factors in creating employee engagement with the organization:
- Work Environment: Assess the suitability of the workplace, equipment, and facilities.
- Sense of Belonging and Being Part of the Organization: Measure the level of pride and the sense of being part of the organization.
- Career Growth Opportunities and Organizational Stability: Evaluate confidence in career advancement paths and the future of the organization
- Communication and Organizational Culture: Measure the effectiveness of internal communication and alignment with the organization’s culture.
- Relationship and Trust with Supervisors: Evaluate the quality of relationships and support from supervisors.
For the assessment, the company uses a 4-point scale, where 4 = Excellent, 3 = Good, 2 = Fair, and 1 = Poor, to obtain clear data that can be effectively analyzed quantitatively.
In addition to the quantitative assessment, the company has also designed open-ended questions to give employees the opportunity to freely express their opinions and needs in three key areas, focusing on deeply listening to employees’ feedback. These are:
- Support Needed to Improve Work Efficiency: Employees are given the chance to identify what is needed to improve their work performance, whether it’s equipment, tools, training, or other forms of support. This information helps the company allocate resources in a way that directly meets the actual needs of employees and helps eliminate obstacles that may not be discovered in the closed-ended questions.
Suggestions for Organizational Change and Development: Employees can offer suggestions for changes they would like to see in the organization, whether it’s in policies, work processes, organizational culture, or management. These suggestions are extremely valuable, as employees are the ones closest to day-to-day operations and can identify opportunities for development that management may overlook.
- Self-Development Plans and Future Goals: The company values understanding the career goals and expectations of employees. Employees are encouraged to share their personal vision, self-development plans, and career goals. This data helps the company plan employee development and career progression paths that align with the needs of each individual
The collection of data from these three open-ended questions provides the company with valuable insights, which lead to the development of the organization that truly addresses the needs of employees. The HR department will analyze all the data, categorize the issues, and present them to senior management to develop plans for organizational development and improvement. This reflects the company’s commitment to valuing the voices of employees at all levels and its dedication to sustainable organizational development based on employee participation.
This year, the employee engagement level with the organization in 2024 is 82%. The survey results and all suggestions will be carefully analyzed to develop plans for improvement that meet employees’ needs, leading to a better work environment and stronger employee engagement with the organization. In 2025, the company aims to enhance employee relationships within the organization through initiatives across all areas, including work practices, safety, environment, internal activities, and employee benefits. The goal is to improve employee engagement and ensure employees are happy and committed to the organization, with a target of no less than 80%.
2. Customers
The Company aims to be a leader in comprehensive real estate development by delivering high-quality products that meet the needs and lifestyles of customers. This includes prime locations, modern and practical functions, safety, and comfort at an affordable price. This focus drives the Company to prioritize the development of products and services that keep up with changing customer needs and modern technology.
Product and Service Development
To elevate the standards of its projects, the Company has consistently focused on improving the service delivery and quality of products to ensure they meet the needs and expectations of customers. The goal is to deliver products under the concept of “Creative Living for All,” which focuses on creating innovative living spaces that cater to all aspects of life. This includes convenience, safety, work-life balance, relaxation, and the modern lifestyle of the new generation, ultimately enhancing the quality of life for consumers. The Company emphasizes three key areas:
- Insight: Research and analyze in-depth customer data across various aspects such as location, lifestyle, and investment preferences. This is done seriously to design products and services that specifically meet the needs of the target customers in that particular area.
- Initiative: Utilize the insights to innovate and develop new functions and products creatively, addressing all aspects of life and meeting the diverse needs of customers
- Implementation: Integrate new technologies and innovations to elevate the quality standards of projects, as well as the services that enhance the quality of life for people.
In 2024, the Company has placed significant emphasis on the development of products and services, from the beginning to the end of the process, starting from the design phase to the delivery of products to ensure that the products meet customer needs as much as possible. The Company’s strategy for quality and services in this year will focus on four key areas, including:
- People Development Focuses on the full development of personnel in terms of quality and services, including both Upskilling and Reskilling, such as organizing training activities for knowledge sharing and exchange with leading partners who have experience in the real estate business
- Product Design Focuses on the development of high-quality product designs by a team of professional designers to ensure that projects meet customer needs. Additionally, a research team for excellent development (RED TEAM) is in place to enhance the development of both products and services efficiently, addressing customer demands. The Company also works on developing innovations to stay relevant to current trends.
This year, the Company has organized a project competition to develop innovations at both the employee and intern levels, aiming to gather new ideas and suggestions to improve products and services.
ORIGIN YOUNG CREATOR is a competition for internship students, providing them the opportunity to share their opinions on how they envision the development of the organization and to participate in presenting ideas and designing housing projects with new innovations. This is done with the aim of generating suggestions for designing and improving projects, as the Company believes that insights from the younger generation can offer creative ideas and solutions that cater to another customer segment. This year, 23 interns participated, contributing 23 projects, such as waste management, material selection for construction projects, and applications for residents. The Company plans to use these ideas to further develop projects that meet customer needs.
ORIGIN INNOVATION LEARDERSHIP (OIL) Class 5-6
The employee development program focuses on enhancing leadership skills in the modern world, with 70% emphasis on soft skills and 30% on knowledge related to real estate. The participants are middle to senior executives, and the goal is for them to develop new leadership ideas, including work practices, problem-solving, team management, and collaborating on innovative project competitions. The main criterion is to create happiness and convenience for customers. In 2024, a total of 120 participants joined the program, and 10 projects were submitted for competition. These projects included ideas such as selling decorative home and condo items (Wyde Interior Franchise), Origin Self Storage (annual large-item storage service), Psychologist & Counseling Service (mental health care spaces in condos), and Park System (a system for notifying available parking spaces in the project). All the submitted projects have been developed and implemented within the organization.
- Product Quality is committed to selecting and purchasing high-quality raw materials for product development. The Company also aims to elevate the quality assurance of construction work through the Origin QA application. This Construction Tech App allows all teams involved in the construction process to report and monitor the status of each unit in a project in real-time. The app categorizes the status of each unit based on the quality of construction work, enabling relevant parties to make appropriate corrections as needed.
At the same time, the Company, in collaboration with its partners and contractors, works together to inspect the quality of projects before delivery under the standard “Origin Check&Sure – Quality Made with Heart”. This process ensures attention to every detail of construction to deliver the best, most beautiful, and highest-quality projects to customers. “Origin Check&Sure” will serve as a key foundation to reinforce that we are a professional developer who cares about every detail and prioritizes quality in every step of construction, in order to deliver quality living spaces for the best possible life for all customers, with sincere dedication.
- Service Excellence encompasses after-sales services, including the care of customer units and supporting customers’ lifestyles through a wide range of partners, both within the group and externally, to deliver the highest level of customer satisfaction.
Outstanding Innovations in 2024
QA Application System for Construction Quality Inspection
The system has been developed to enhance the standards of construction quality inspections, ensuring greater efficiency. The application is designed to facilitate seamless collaboration between the third-party Consult Management team and the Company’s Quality Assurance (QA) department, enabling faster and smoother operations. The application divides the inspection process into four main categories of work, which include:
- Before Ceiling Closing Work
- Wet Work and
- End Product Work
- Function Work
The system sets the standard inspection criteria at 80 points. If the score is lower, corrective action must be taken and re-inspected. The system allows for photos and documents to be uploaded immediately along with the inspection, specifying the date, time, and inspector clearly. This ensures transparency and allows for backward verification of the inspections. This application enhances the quality of construction to meet customer requirements, ensuring that customers receive rooms that have been thoroughly inspected according to the defined standards. The inspection history can be reviewed, and customers can be confident that every step of the construction process has been thoroughly checked.
For the Company, this innovation helps reduce operational costs related to documentation, saves time in report transmission between teams, and provides a database for analysis to improve the quality of work in the future. Additionally, it reduces paper usage by more than 200,000 sheets per project and lowers carbon emissions from document delivery. This aligns with the organization’s Paperless Office policy. All data, including images, can be recorded online, eliminating concerns about lost documents, and information can be accessed at any time. Moreover, it reduces construction quality complaints by up to 70%, as inspections are conducted at every step of the construction process, leading to greater customer satisfaction.
The future development of the QA Application system will focus on adding features for in-depth data analysis, an automatic notification system, and integration with other Company systems to further enhance operational efficiency. This marks an important step in advancing the construction industry into a fully digital era.
Automated Statement: Sync MT940 System
The Company has implemented the automated statement sync mt940 system to retrieve account transaction reports, reducing the processing time for the finance department. This has a positive impact on customers with installment payments, as it allows for faster data retrieval and reduces errors when providing information to customers.
The benefits of implementing this system include saving employee work time by 3 hours per person per day, allowing employees to allocate more time for other tasks. Additionally, it reduces costs related to sending documents by mail, as the information is now provided electronically. This change saves approximately 5,500 Baht per month in mailing costs for each instance.
It helps reduce errors in data retrieval, ensuring that customers receive accurate and correct information. This also reduces complaints regarding delayed document delivery by up to 80%.
By implementing the system, the Company has switched to sending electronic receipts to customers instead of mailing them, reducing costs associated with document printing. This also reduces paper usage by 2 sheets per person for each delivery, saving up to 5 reams per month.
SPC Flooring, a Real Wood Substitution
Also known as Stone Plastic Composite, has been developed for residential condominium projects. For pet-friendly projects, the Company has focused on ensuring a realistic living experience and continuously improving products to meet the needs of residents. In this case, the Company has introduced an innovative new flooring material made from a blend of wood and stone, providing a wood-like texture. It is durable, beautiful, and strong, with a longer lifespan than laminate or ordinary vinyl tiles. Additionally, it is safe and environmentally friendly, making it an ideal choice for pet-friendly projects, considering practical usage needs.
- Highly durable and can withstand the claws and paws of pets, with a lifespan of over 15
- Water-resistant, does not absorb liquids, and prevents lingering odors.
- Easy to clean, the water-resistant surface allows you to easily wipe away pet hair, dirt, and spilled stains.
- Noise reduction, effectively reducing sound between the floor and the ceiling of the lower floor.
OriginService 2 Intelligent Robots
One of the innovations implemented in the project to enhance convenience for residents in terms of service is the use of 2 intelligent robots.
Primo 2, two adorable robots, are happy to take care of you.
- Package delivery Primo
Takes care of delivering parcels, letters, and items to the door of your room to provide convenience, safety, and assurance that you receive the correct items at the desired time.
2. Cleaning Primo
Takes care of cleaning, sweeping, mopping, and vacuuming all common areas immediately when they get dirty, ensuring that every area remains clean with good hygiene, while also preserving the beauty of the project at all times.
Customer Satisfaction Assessment and Service Development
In 2024, the Company has also provided customers with the opportunity to express their opinions, offer suggestions, and file complaints through three channels including, Call Center: 1498, https://origin.co.th/, FB: Origin Property. The collected data is analyzed to improve and enhance services. Additionally, customers are encouraged to assess their satisfaction through every process, with the gathered information being used to further analyze and improve products and services to meet their needs and ensure service satisfaction. This initiative is part of the Company’s sustainable development goal. The Company uses surveys, interviews, and feedback through the call center to gather information, which is then coordinated with relevant departments to enhance products and services, better addressing the needs of residents in both current and future projects.
CSAT Homecare in Terms of Repair Work Quality and Service Quality for Residents.
The Company has implemented a CSAT Homecare assessment to evaluate the performance of staff in terms of repair work quality and service quality for residents in the project. The evaluation is done both individually and by project through the Application and Call Center (in case of delays exceeding 3 days, if residents do not provide feedback through the Application, the information will be entered into the Homecare System, allowing the Call Center to follow up with a satisfaction survey). The objective is to use the feedback to improve and enhance the service to ensure maximum customer satisfaction, reduce complaints, and develop training programs to improve the skills, knowledge, and capabilities of employees to enhance work performance. The evaluation scores range from 1 = very dissatisfied to 5 = extremely satisfied. The goal of the assessment is to
Moderate < 3.5 points
Good = 3.6 – 4.5 points
Excellent = 4.5 – 5 points
The evaluation must have responses from more than 70% of the total cases, with a passing criteria of 4.5 points. If the score is below 3.5 points, it is considered as failed. Both employees and projects that pass or fail the evaluation criteria will have the evaluation results used to plan for improvements in work processes, individual skill development, and the establishment of Key Performance Indicators (KPIs) to ensure higher quality operations.
Details | 2023 | 2024 |
Number of Projects / Individuals Evaluated | 18 projects / 27 individuals | 37 projects / 34 individuals |
Number of Cases Evaluated | 5,454 | 5,421 |
Evaluation Results |
|
|
Repair Work Quality | 4.20 (84%) | 4.42 (88.4%) |
Service Quality | 4.34 (86.8%) | 4.43 (88.6%) |
Based on the results, it was found that the average number of cases has decreased compared to the previous year, both by project and by individual. The quality of service in both repair work and customer service has improved, with customer satisfaction on the quality of repairs at 88.4% and service quality at 88.6%. The feedback received after the survey prompted the Company to organize meetings to inform employees of the evaluation results. This allowed for the improvement and development of work processes. Role-playing exercises were conducted with employees, followed by regular follow-ups to ensure performance. KPIs were set for employees, and training was planned to enhance service delivery. The training was divided into three main topics:
The development plan for 2025 is as follows:
Step 1: The preliminary assessment > Creating an evaluation for basic communication skills, language and tone usage, problem-solving, complaint handling, manners, and behavior. Additionally, a DISC assessment will be conducted to understand personality types and analyze individual strengths and weaknesses.
Step 2: Training and Development > Understanding and managing one’s emotions, positive communication, and appropriate body language, techniques for active listening, activity: “Emotion Detective”: Training to read customer emotions, etc.
Step 3: Follow-up and Evaluation > Collect customer satisfaction data, provide individual recommendations and feedback, assess development results based on key performance indicators (KPI), award the “Outstanding Service Employee of the Month” and offer promotion opportunities for exceptional performers.
Evaluate Satisfaction through the Call Center
The Company also measures customer satisfaction through an End Call Survey. When customers contact the Call Center, before ending the call, the employee transfers the conversation to an automated system (Interactive Voice Response) to evaluate the satisfaction score before disconnecting. The purpose is to gather data for improving the quality of service provided by the staff. In 2023, there were a total of 2,749 instances of transferring customer calls to the system for satisfaction evaluation, resulting in an overall satisfaction rate of 96%.
In addition to gathering feedback for future product development, the Company also places significant importance on existing projects. The Company regularly listens to feedback from residents through the project’s juristic person every month. The collected data is then used to improve and enhance the project based on the input from residents, ensuring their comfort and satisfaction. This feedback also contributes to the development of future designs and products to improve them further.
Examples of Product Development Based on Resident Feedback
For small rooms without a bedside table, a mobile phone storage space can be added next to the wardrobe with a power outlet.
Prepare a designated space for the robot vacuum under the shoe cabinet. This design is tailored to modern technology, which commonly uses robotic vacuums for cleaning. The space is created as a docking area for the robot, offering both an aesthetically pleasing solution and additional storage space for shoes or other items.
Install a high slatted railing up to the ceiling to prevent falls and to keep birds from entering and causing the balcony to become dirty. Previously, residents had to set up their own netting, but the project has developed a higher slatted railing to address this issue, improving the design for the convenience and safety of the residents.
Based on the Company’s commitment to quality and service, along with providing more diverse channels for accessing residents and customers, the development of products and services has been enhanced. There has also been a quick response to improve and resolve issues to meet customer satisfaction with responsibility, honesty, and ethics. It has been observed that the proportion of positive feedback has increased, while complaints through the Call Center system have decreased compared to 2023, with a total of 147 cases. Of these, 111 were compliments regarding the service of the staff, and 36 were complaints. The Company has already resolved all these complaints efficiently
Year | 2021 | 2022 | 2023 | 2024 |
Compliments/Instance | 108 | 50 | 71 | 111 |
Complaints/Instance | 52 | 32 | 70 | 36 |
The Company has also prepared management methods as a guideline to prevent recurring complaints, aiming to ensure maximum customer satisfaction and benefit. The timeline for managing complaints is as follows:
- Within 1 hour of receiving a complaint, the Company must contact the complainant to inquire about the details and inform the CCM department to record the information.
- Within 24 hours (1 day) of receiving a complaint, the Company must summarize the facts and the initial approach to resolving the complaint, and inform the CCM department to record the information.
- Within 72 hours (3 days) of receiving a complaint, the Company must summarize the resolution of the complaint in writing (MOU) to close the complaint according to the specified form, and inform the CCM department to record the information.
- Within 24 hours (1 day) of receiving evidence of complaint resolution, the CCM department must confirm the closure of the complaint with the customer and notify the CCM department to record the information.
- Manage complaints based on the level of impact on the customer.
Compile complaints into a Q&A format to communicate in case of similar incidents in the future.
Building Customer Relationships and CRM Activities for Residents
The Company places great importance on both pre-sale and post-sale customers to create a lasting impression and satisfaction with both the products and services. Customer Relationship Management (CRM) is the department responsible for managing customer relationships both before and after sales, with the goal of creating a positive experience and satisfaction with the products and services. It also fosters personal relationships between the Company and residents, as well as among residents within the same project and across different projects, ensuring strong and positive connections. This is all under the name “ORIGIN FAMILY,” where various activities are organized based on the interests of the residents, covering all aspects to ensure that all residents enjoy every moment of their time within the Origin community.
Key Activities for 2024
Origin Snap Joy Work Shop
The workshop activity taught photography to Origin residents, where they learned techniques for mobile phone photography. This activity not only helped build relationships with the customers but also allowed for an exchange of perspectives on photography between the projects and residents. Additionally, it provided a new perspective of the project through the residents’ photography. The event was organized at two projects: Origin Plug & Play Nonthaburi Station and Origin Play Sri Udom Station
GIVE OF LOVE …..Empowering Communities Through Give
Power of Sharing… from the Heart invited residents to join in giving and sharing to help society by making donations of money and various items for children and patients at Wat Phrabatnampu, under the guidance of Luang Por Alongkot
3. Community and Society
The Company operates under legal compliance, regulations, and requirements, as well as ethical principles and good corporate governance practices. It also ensures the rights of stakeholders are protected as per the law. The Company believes that conducting business correctly, transparently, and fairly is the most fundamental quality necessary for becoming a sustainable growing company. To provide clear guidance for all parties involved, the Company has established operational principles on various matters as follows:
Anti-Corruption (GRI 205-1, GRI 205-2)
The Company is committed to combating corruption in its business operations and adheres to principles of transparency, social responsibility, and accountability to all stakeholders in accordance with good corporate governance practices. The Company has become a member of the Thailand’s Private Sector Collective Action Coalition Against Corruption (CAC) and has firmly expressed its stance that it will not tolerate any form of corruption. This commitment is communicated both internally and externally through various actions in line with the practices of the Thai Institute of Directors (IOD). The Company was certified by CAC on 6 June 2018, and has successfully renewed its certification, with the most recent certification valid for the period from 2022 to 2025 (renewed every 3 years).
The Company also conducts a comprehensive assessment of corruption and fraud risks across all processes in its value chain to analyze the causes of potential corruption risks. It establishes control measures to prevent these risks and implements plans to manage the risks at an acceptable level. Additionally, the Company has a risk management process in place and regularly presents critical issues to the Risk Management Committee for review and decision-making.
The Company has established policies and measures against corruption, along with written policies and declarations, such as the Whistle Blowing Policy, gift-giving/receiving policies and practices, and operational manuals for processes that are at risk of corruption. These policies have been communicated to all board members, executives, and employees through the Company’s website under the “Anti-Corruption Policy”
https://investor.origin.co.th/th/corporate/corporate-governance/companys-policies
Additionally, internal communication has ensured that all employees are aware of the anti-corruption measures and practices, with 100% employee acknowledgment. Employees are also required to take a test on the anti-corruption policy to raise awareness, with 100% participation and passing rates. The policy is also incorporated into the new employee orientation to ensure that all new hires are fully informed and aware of the business ethics, as well as the anti-corruption policies and measures.
In 2024, there were no cases of violations of business ethics. The Company remains committed and has set a goal for 2025 to ensure that there are no violations of business ethics or corruption. The Company continues to instill awareness in all employees through training and confirmation of their acknowledgment of the principles and practices, ensuring 100% compliance.
The Company has announced a “No-Gift Policy” — prohibiting both the giving and receiving of gifts during all festive occasions — to promote a corporate culture of transparency and zero tolerance for corruption. This policy has been communicated to the Board of Directors, executives, employees, business partners, and affiliates of the Company through all available communication channels.
Complaint receiving procedures (summary)
Personal Data Protection
The Company respects privacy rights and places great importance on the protection of personal data related to or transacted with the Company, in accordance with the Personal Data Protection Act B.E. 2562 (2019). Therefore, the Company has developed a Personal Data Protection Policy to establish clear and appropriate criteria, mechanisms, measures for supervision, and management of personal data. This policy has been communicated both internally and externally to ensure that all directors, executives, and employees are aware, via the Company’s website under the privacy policy section. https://investor.origin.co.th/th/corporate/corporate-governance/companys-policies
This year, communication has been continuously provided to employees through internal announcements and emails to raise awareness and ensure strict compliance. Additionally, the Company organized the “UPSKILL WE STRONG” training program, which covers legal knowledge on the Personal Data Protection Act (PDPA), risk management, and business ethics. This training is conducted annually for all levels of employees to ensure they are informed and aware
In 2024, no incidents of personal data breaches involving business partners or customers were reported. For 2025, the Company remains committed to respecting privacy and has set a goal to provide 100% training to employees on PDPA, data protection, and proper usage of personal data.
Supplier Management
Origin Property Public Company Limited places importance on supply chain management not only to increase operational efficiency or prevent impacts or the reputation of the organization but to increase transparency. Suppliers therefore are stakeholders who play an important role in the sustainable operations of the Company. Therefore, supplier management to be able to deliver quality products and services based on the principles of good governance along with being responsible for the economy, society, and environment (ESG) is considered business opportunities enhancement and able to provide risk management services in the supply chain system to ensure continuous operations.
Since 2021 Origin Property Public Company Limited has established supplier code of conduct with the aim for suppliers to adopt it as a guideline for operating in accordance with their operations according to the supplier context with consideration to business operations that are responsible for the environment, society and good governance in order to create sustainability in doing business together https://investor.origin.co.th/storage/download/company-policies/company-document/20230118-ori-suppliers-code-of-conduct-th.pdf
Operational process for sustainability
The Company has established sustainable supplier management guideline to increase operation efficiency and effectiveness by applying it in the Company’s internal activities in order to promote sustainable supply chain management, increase the opportunity to reduce risks, and improve business competitiveness. The process for sustainable supplier management has been established as follows:
1.Supplier recruitment and selection process: Partners must be selected based on basic qualification criteria set by the Company, such as product quality, reputation, operational expertise, work experience, and financial stability status.
New supplier registration: New suppliers must complete a self-assessment. The supplier assessment covers ESG risks, quality, and operations under economic, social, and environmental responsibility and must be aware of the Supplier Code of Conduct.
3. Current supplier assessment: The Company aims to develop its business to grow together with its suppliers by setting work standards, assessing the performance of suppliers and risks every 6 months, and screening suppliers in order to develop the potential of quality products and services delivered to customers in a sustainable way by considering the quality of product, delivery, and satisfaction. The Company will monitor and assess the performance of its suppliers annually and set supplier assessment guidelines before and after trading to be able to measure and grade partners in each category. The Procurement Department is assigned to evaluate the potential of suppliers before trading in order to screen out suppliers whose assessment results are below the criteria from the Approved Vendor List.
The scoring criteria and assessment results in 2024 are summarized as follows.
Score criteria | Assessment Results 2024 |
Grade A: in the range of 80-100 points Good suppliers are suppliers that the Company will trade with first | 50 suppliers |
Grade B: in the range of 70-79 points | 184 suppliers |
Grade C: in the range of 60-69 points | 69 suppliers |
Grade D: in the range of 50-59 points | 10 suppliers |
Grade F: lower than 50 points Present to the Procurement Committee to request removal from AVL | 4 suppliers |
4.Supplier classification: The Company has reviewed and classified the main suppliers (Critical Tier1 Supplier) and classified the suppliers that provide products and services to the main suppliers (Critical Non-Tier 1 Supplier) with the following conditions:
Main suppliers | Conditions |
Critical Tier 1 Supplier | – Accumulated order value up to 80% – is a main component of high importance in project development – The main suppliers of the Company |
Critical Non-Tier 1 Supplier | – is a main component of high importance in project development – Size of the business: size L – The main suppliers of the Company |
This year, procurement operations performance can be summarized as follows:
Operation | Operations performance 2024 |
Total number of suppliers (order value) | 1,200 suppliers |
Number of Critical Tier 1 Supplier (order value) | 14 suppliers |
New suppliers are assessed before trading with environmental, social and governance (ESG) factors | 100% |
New suppliers must be informed of the Supplier Code of Conduct before registering in the system | 100% |
On site Survey important suppliers Assessment Results | 14 suppliers (average combined assessment result was 84.4%) |
ESG risk assessment results of current customers | No risk found |
The Company has a goal to conduct On-site ESG Audit with its key suppliers to 80% of Critical Tier 1 Supplier, which has a total of 14 suppliers, which aligns with the set target. By 2025, the goal is to complete the audit for all Tier 1 suppliers, achieving 100%
In 2024, the company conducted a survey to assess ESG risks with its suppliers and found that “there are no ESG risks arising from suppliers” in terms of economic, social, and governance aspects (ESG Risks).
In addition, the Company has set trade loan or credit term payment criteria within a period of 15-60 days, depending on supplier type. For example, small contractors receive 15 days, suppliers for products or other equipment receive 30 days. The Company has processed payments to suppliers in an average of 15-45 days.
Supplier’s sustainable business operations development
Procure and Develop Smart and Environmentally Friendly Products in Real Estate Development Projects
Origin collaborates with partner, Delta Electronics (Thailand) Public Company Limited to source and develop products for its real estate development projects in Bangkok and nationwide. The Company will integrate Delta’s diverse smart home solutions and green building technologies into its real estate projects and collaborate with Delta to develop products specifically for Origin. This collaboration will allow the Company to offer a living experience that is environmentally friendly, health-conscious, and improves the quality of life for customers, in alignment with the Company’s sustainability strategy. The partnership aims to deliver innovations that contribute to a low-carbon society for consumers. Delta is considered a partner with a shared vision for sustainability and is an expert in green and smart innovations.
Through this collaborative workshop, the Company believes it will gain new innovations and high-quality products that meet customer needs. This long-term strategic partnership aims to benefit customers by delivering a wide range of products and solutions, including smart home solutions such as building automation systems, intelligent security monitoring systems, and indoor air quality management solutions to enhance safety, well-being, and energy efficiency. Additionally, the collaboration will focus on developing green building solutions, including the use of electric vehicle (EV) charging stations and alternative energy sources like solar power. The Company will pilot the use of EV chargers with an impressive energy efficiency of up to 94% in residential projects.
Environmental Complaints Arising from Business Operations
The Company operates with responsibility toward the community and society, placing importance on managing environmental impacts and avoiding operations that could negatively affect the quality of life in surrounding communities. The Company has established communication channels and a department to handle complaints regarding social and environmental issues. Additionally, the Company has set up corrective action plans and monitoring measures to address complaints and ensure proper follow-up actions when issues arise.
The Company has established a department responsible for investigating and managing complaints, as well as communicating the results of the actions taken regarding the complaints back to the complainants or relevant parties through appropriate channels such as:
- Call Center : 1498
- Website www.origin.co.th
- FB : Origin Property
In 2024, a complaint was received from the community regarding social or environmental issues, specifically related to the Park Chula-Samyan project. The complaint addressed the impact of sunlight and noise. The Company has taken corrective actions to address the sunlight and noise impacts on the neighboring community and has also studied ways to mitigate the wind impact. Additionally, the Company has informed the neighboring community about the corrective actions being taken and has continued to monitor the progress of these actions.
Community and Social Engagement
Origin Give – Sustainability Together, We Give to Grow
Under the vision “Sustainability is Our Daily Responsibility,” Origin Group is committed to creating a positive impact on society and communities in every area where the company invests and develops projects. Sustainability is not just a desirable attribute — it is a crucial responsibility that must be carried out every day. It’s not only about adopting the latest energy-saving technologies or switching to renewable energy sources, but also about changing behaviors to contribute meaningfully.
With the belief that “Wherever Origin is, the society and environment there must improve,” the company is dedicated to supporting sustainable community and social development, promoting equality, and caring for the environment. This is achieved through the development of various projects that align with and support the company’s business operations, driving sustainability both within the organization and in the broader society — all toward the shared goal of building a more powerful and enduring future of sustainability together
The primary target groups for development or engagement will focus on areas within a 1-kilometer radius surrounding each project, categorized as follows:
Group 1: Core areas — including houses adjacent to the project and areas within a 100-meter radius.
Group 2: Secondary areas — covering zones within a 100–500 meter radius and a 500–1,000 meter radius.
Group 3: Sensitive areas — such as educational institutions, healthcare facilities, and places of worship.
Group 4: Government agencies and embassies located within a 1-kilometer radius of the project.
Group 5: Community leaders within a 1-kilometer radius of the project.
Group 6: General communities within the province where the project is located.
Operational Philosophy: Origin Give
Under the concept of Origin Give, the philosophy “WE GIVE TO GROW SUSTAINABILITY TOGETHER” reflects a commitment to giving together… for sustainability and growing together… sustainably. This is achieved through sustainable community development across three interconnected and systematic dimensions, continuously working to enhance quality of life for a more complete society and a happier, higher-quality way of living.
The company focuses on development in education, society, communities, and the environment — grounded in the belief that a strong society is the foundation for sustainable development. Origin collaborates with stakeholders to carry out meaningful initiatives for the betterment of society. These activities aim to improve the well-being and quality of life for people in the community, while also promoting and instilling a sense of social responsibility among employees, encouraging their active participation in community development efforts.
Education Dimension (From HUG to GIVE) focuses on fostering knowledge and learning through the “Creating Opportunities, Building Futures” initiative. This program not only supports the improvement of schools and helps fulfill educational dreams, but also promotes accessible education at all levels, life skills development, and the empowerment of youth in local communities — enabling them to become key contributors to the development of their own hometowns in the future.
Equality Dimension (From HELP to GIVE)
The company is committed to supporting equitable living and access to welfare through various initiatives — such as providing career support to generate income, donating essential items to the underprivileged, and offering financial aid to impoverished patients. These efforts aim to reduce social inequality and create opportunities for disadvantaged groups to achieve sustainable self-reliance
Environment Dimension (From HEAL to GIVE)
This dimension promotes environmental care and protection toward a sustainable and beautiful planet. The company has set a goal to move toward NET ZERO by reducing greenhouse gas emissions and choosing eco-friendly materials. It also advances environmental health through various initiatives, such as Origin Green Day, which focuses on waste reduction and waste segregation, and Origin Sustainable Cities, which aims to develop cities sustainably through environmentally friendly technologies and innovations.
Always Concerned for You
Due to the flooding that occurred in the past year, many schools in several areas of the northern region were affected, with damage to classrooms, libraries, textbooks, and various learning materials. Origin and its affiliated companies, along with homeowners from 17 condominium projects and 21 housing projects, would like to be part of the effort to assist the community. We are collecting donations of educational materials, sports equipment, computers, shoes, school uniforms, and essential items to help those affected by the floods in the northern region through the Mirror Foundation
Drink To Give Together Project
The “Support Community Products from the Paganyaw Community in Chiang Rai” project connects all of us to support both “communities and natural forests.” This initiative aims to elevate products from remote communities that may be difficult to access due to challenging travel conditions. The project highlights products derived from nature, such as wild honey collected from over 300 types of flowers, produced carefully to preserve the forest ecosystem. The honey is harvested in the fifth month, known for its delicate sweetness, unique fragrance, and health benefits. Additionally, coffee beans from the community are used to create three signature drinks: Paganyaw Shake, Wild Honey Lime Soda, and Wild Jujube Shake. These products generate over 100,000 Baht in income for the community. The honey, harvested only seasonally for about three months, and other community products have been shared with customers through more than 3,990 cups of beverages throughout 2024.
Sweet Happiness Caravan
In collaboration with its partner, Phai Thong Ice Cream, the Company organized an ice cream caravan to distribute ice cream to construction workers at camp sites, as a gesture of appreciation for those behind the development of Origin’s condominium projects. This initiative aimed to thank the hardworking individuals who contribute to creating a joyful living experience for customers every day. A total of 15 projects were involved, with 3,800 workers receiving the ice cream.
Happy and Healthy, Sustainable-Hygienic Restrooms Project
A survey of students revealed that, in addition to wanting a good classroom with a positive atmosphere, the biggest issue causing the most distress for children is dirty, deteriorating restrooms. Many students are forced to hold their need to go to the restroom until they get home. While restrooms may seem like a small issue, they are a major source of discomfort for students. Therefore, restrooms in schools are a basic right that everyone should have access to.
Origin has placed great importance on the education of Thai children, especially those in schools near its projects, aiming to improve the environment and quality of life together. Over the past 15 years, Origin has collaborated with partners and allies to develop more than 12 schools, with the goal of providing a better learning experience for students. This year, based on a survey of students’ needs, the Company launched the “Happy and Healthy, Sustainable-Hygienic Restrooms” project. In collaboration with banks, partners, and over 26 organizations, Origin is working to improve the quality of life in education, society, communities, and the environment. This initiative particularly focuses on the education and well-being of young people, who are the driving force for the country’s future development. The project involves improving classrooms, male and female student restrooms, ensuring a hygienic and well-maintained environment, enhancing the landscape, creating green spaces, and setting up agricultural learning gardens. In 2024, the Company and its partners developed two schools located near construction projects include:
Maptaphut School, Rayong Province
Watratpothong School, Samut Prakan Province
ORIGIN GIVE Project: Support Society
Origin, together with 22 partner companies, built 15 new restrooms for public benefit at Wat Phrabatnampu, Lopburi Province. The project also enhanced the green space around the temple to make it more beautiful and clean. The restroom design focused on four main aspects: 1) promoting good hygiene and safety for users, 2) ensuring user convenience and ease of maintenance, 3) selecting sustainable and environmentally friendly materials, and 4) creating an aesthetically pleasing design that blends with the surrounding area. Additionally, Origin donated 5,000,000 Baht and essential items to support the temple’s mission in caring for AIDS patients, orphans, sick children, the elderly, and vulnerable groups under the temple’s care, currently serving over 1,500 people. The donation was accepted by Phra Ratcha Wisutthi Prachanat (Luang Phor Alongkot), the abbot of Wat Phrabatnampu.