Respecting of Human Rights

BDMS Human Rights Due Diligence

BDMS places significant importance on respecting the human rights of stakeholders and rights-holders who may be directly impacted by the Company’s business operations. The Company conducts Human Rights Due Diligence (HRDD) and has established the BDMS Human Rights Due Diligence Guidelines as a framework for implementing human rights practices across the organization. These guidelines are communicated to employees to ensure alignment with the expectations set forth in the Company’s Human Rights Policy and to support systematic and effective human rights management.

The framework consists of six key processes in accordance with the United Nations Guiding Principles on Business and Human Rights (UNGPs), including analytical frameworks, clearly defined roles and responsibilities, and procedures for identifying and assessing human rights risks through the Human Rights Risk Assessment process. The assessment covers all human rights issues potentially related to the Company’s business activities, with reference to the International Bill of Human Rights.

In addition, the Company regularly reports assessment results and monitors progress on preventive and mitigation measures addressing human rights risks. This HRDD process applies across both the Company’s operations and throughout its supply chain.

BDMS Human Rights Management

1. Announce the human rights policy

• Determine and review human rights policy every 3 years or when the company witnesses any changes, risks or impacts on human rights.
• Promote and instill respect of human rights within the organization as well as communicate with the stakeholders.

2. Identify and assess risks and impacts

Identify and assess risks and impacts on business operations and supply chain in an efficient manner.

3. Plan and specify preventive measures

Specify the mitigation measures and elevate existing measures for high risk and very high risk on human rights issues (risks the organization must prioritize and manage first) annually.

4. Follow up and report the performance

Follow up the operations and measures, the mitigation plan, including performance in response with high risk and very high risk on human rights (risks the organization must prioritize and manage first).

5. Communication and disclosure

Communicate guidelines on impact management for the individuals being affected and every stakeholder group as well as disclose the performance concerning human rights to the public.

6. Remedy

• Remedy of the individuals being affected by breaches of human rights.
• Efficient complaint and whistleblowing mechanisms for every stakeholder group.

BDMS Human Rights Policy

BDMS is committed to conducting its business in accordance with the Company’s Human Rights Policy, which applies to all subsidiaries within the BDMS Group. The Policy has been developed in alignment with the United Nations Guiding Principles on Business and Human Rights (UNGPs) and other internationally recognized frameworks, including the ILO Declaration on Fundamental Principles and Rights at Work, the International Bill of Human Rights, the Labour Protection Act B.E. 2541 (1998), and other applicable laws and regulations in the countries where the Company operates. These principles, standards, and legal requirements form the foundation of BDMS’s systematic approach to human rights governance.

In line with this commitment, BDMS strives to foster Diversity, Equality, and Inclusion (DEI) by recognizing and valuing differences among employees at all organizational levels. BDMS encourages freedom of expression among employees while ensuring their well-being and strictly prohibiting discrimination under any circumstances. The Company emphasizes equality in its business operations through its Diversity, Equality, and Inclusion Policy, which serves as a guideline for employees at all levels to support the corporate mission of delivering healthcare services.

To further support this commitment, BDMS conducted an internal survey to assess the diversity of its workforce. The results of this survey are used to better understand the organization’s diversity profile and inform the development of inclusive programs, policies, and capacity-building initiatives that promote a more equitable and inclusive workplace aligned with international standards.

Human Rights Risk and Impact Assessment

BDMS recognizes the importance of respecting the human rights of all stakeholders and rights holders directly affected by the Company’s business operations. Accordingly, the Company conducts comprehensive human rights due diligence in line with the United Nations Guiding Principles on Business and Human Rights (UNGP). Every three years, BDMS assesses human rights risks and impacts across all business units, while continuously monitoring medium- and low-level risks at both the organizational level and throughout the supply chain. Through this comprehensive assessment, BDMS aims to ensure that human rights risks are appropriately managed and mitigated, and that assessment results are disclosed transparently. Consequently, BDMS evaluates human rights risks and impacts with particular emphasis on the following risk areas, which are relevant to the Company’s business operations.

In 2025, the Company reviewed and assessed human rights risks across all business activities and seven key stakeholder groups: Customers and Patients, Employees, Doctors and Dentists, Suppliers, Banks and creditors, investors and shareholders, and communities and society and in the vulnerable group (including female, children, disabled, elderly, minorities, migrant workers, Indigenous people, native people and LGBTQ+. The assessment aims to identify and analyze potential human rights risks arising from business operations and to prioritize issues classified as very high, high, and medium risk as key areas for management. Accordingly, the company has established and enhanced preventive and mitigation measures to reduce the risk of human rights violations throughout all stages of its business operations.

BDMS Human Rights Risk and Impact Assessment Conducted in 2025

BDMS Human Rights Risk and Impact Assessment Result 2025

BDMS Key Human Rights Risks : Mitigation measures and corrective actions

In 2025, BDMS communicated its human rights principles and operational guidelines, including human rights risk issues and preventive measures, across the organization. The Company also provided examples of risk management practices and business-related measures for seven key stakeholder groups: customers and patients; employees; doctors and dentists; suppliers; banks and creditors; investors and shareholders; and communities and society. These efforts aimed to ensure stakeholders’ understanding of, and adherence to, annual practices and measures designed to prevent human rights violations within the organization.

As a result of its human rights risk assessment, BDMS implemented mitigation measures across 100% of its operational sites.

Freedom of Associations

BDMS has established a Workplace Welfare Committee in accordance with the Labor Protection Act B.E. 2541 (1998), and in line with the requirements of the Collective Bargaining Agreement .The Committee holds quarterly meetings to ensure continuous engagement on employee welfare and working conditions. BDMS established the Welfare Committee through a formal written legal agreement between the employer and the employees representative, ensuring compliance with the Collective Bargaining Agreement. The Committee was elected by all staff to represent employees across all levels. Hence, any collective bargaining agreement or settlement with employer always represent consensus from 100% of employees. In previous years, the Committee successfully negotiated improvements to employee welfare, including increased access to loans from financial institutions at preferential employee rates.

Human Rights Grievance Management and Remedy Process

Human Rights Grievance and Remediation

BDMS has established a systematic process for monitoring and responding to human rights grievances. The Company commits to updating complainants on case progress within seven days and aims to complete grievance resolution within 30 days. This approach is intended to ensure that all cases are handled appropriately, transparently, fairly, and in a timely manner.

In cases involving severe incidents or highly sensitive matters, the Company conducts immediate fact-finding investigations through relevant departments. Oversight is provided by the BDMS Enterprise Risk Management Committee to effectively prevent and mitigate impacts on affected persons, the organization, and all stakeholder groups.

The Company also emphasizes ongoing communication with complainants and affected parties throughout the grievance handling process to promote transparency and trust in the organization’s management system. Disciplinary measures and internal management actions are determined according to the severity of each case, ranging from warnings and disciplinary action to legal proceedings, ensuring that all cases are managed appropriately, fairly, and in alignment with the Company’s human rights principles.

Human Rights Grievance Channels

Human Rights Remedy Framework

BDMS has established measures to manage and remedy all cases in which the organization is required to provide remediation for human rights violations. These measures cover all stakeholder groups and rights-holders and form part of the Company’s human rights management framework under Section 6: Remedy.

The Company is committed to seriously addressing impacts arising from human rights violations by allocating budgets and maintaining insurance coverage for physicians and hospitals to support remediation and mitigate impacts related to disputes or incidents involving human rights, patient rights, and service recipient rights.

Remedies are considered on a case-by-case basis with emphasis on equality and non-discrimination. Remediation measures cover all stakeholder groups and prioritize effective relief for affected persons. BDMS has also established a dedicated budget for remediation in dispute cases to ensure an efficient and transparent remediation process.

Remedies may include both financial and non-financial measures, such as compensation payments in accordance with organizational measures, formal apologies, and post-incident assistance to support the emotional recovery of affected individuals.

In 2025, BDMS recorded no incidents of human rights violations.
Therefore, no human rights remediation actions were required during the reporting year.