Promote Diversity

Galp is developing a strategic plan for Diversity, Equity, and Inclusion (DE&I) to foster a sustainable culture that embraces diversity across gender, abilities, backgrounds, race, age, cognitive diversity, and more. In the process, Galp is focused on promoting a DE&I culture and addressing inequalities.

At Galp, our values are guided by the principles of diversity and equal opportunities, total opposition to any discrimination, and the promotion of a culture of social integration. We are opposed to any form of discrimination, whether based on gender, nationality, ethnicity, religion, sexual orientation, or any other sort, whether in the recruitment and hiring process or at any stage of the professional life of our employees, as stated both in our Code of Ethics and Conduct, and Human Rights Policy.

As of 31 December 2023, Galp had 7,054 employees, in 10 countries.

Elevate a DE&I culture and tackle inequalities

In 2023, Galp was once again included in the Bloomberg Gender Equality Index and was recognised alongside other companies for the excellence of its gender and equality practices, achieving an overall score of 86%.

In 2023, over 1,500 individuals across all geographies were impacted by the communication of the DE&I strategy. In addition to making information available to all employees via the intranet, we undertook a series of actions to raise awareness of the topic among employees.

We favor employment contracts without fixed terms, which equates to more than 90% of our employees.

Type of contract	2020	2021	2022	2023
No-fixed term	5,579	5,603	6,176	6,461
Fixed-term	321	439	458	477
Uncertain term	214	110	73	91

Type of working hours	2020	2021	2022	2023
Part-time	100	95	127	175
Full-time	6,014	6,057	6,588	6,879

We are a heterogeneous and multicultural group, where the women make up around 45% of our employees, and around 50% thereof are of non-Portuguese nationality.

Professional category		Age			Gender		Nationality
	Total 2023	<30 years	30-50 years	>50 years	Men	Women	Portuguese	Other nationalities
Senior Grade	313	0	201	112	221	92	246	67
Middle Grade	728	6	545	177	454	274	574	154
Other Grade	6,013	888	3,636	1,489	3,184	2,829	2,855	3,158
Total	7,054	894	4,220	1,589	3,403	2,914	3,092	3,225

Evolution of the number of employees by age group

Age	2020	2021	2022	2023
<30 years	604	639	789	894
30-50 years	4,046	3,982	4,289	4,382
>50 years	1,464	1,531	1,637	1,778

	2020	2021	2022	2023
Portugal	3,361	3,282	3,583	3,843
Spain	2,157	2,295	2,524	2,591
Brazil	65	75	101	115
Africa	517	491	497	496
Other	14	9	10	9
Total	6,114	6,152	6,715	7,054

Local hiring

At Galp, we guarantee that the majority of our employees are hired locally. This measure promotes our social integration and involvement in the communities where we operate.

	2020	2021	2022	2023
Locally hired	99%	99%	97%	98%
Portuguese	1%	1%	3%	2%

Gender

We will continue working to increase female representation in leadership aiming to converge to gender parity. This ambition is measured by the Equality Plan, published annually, and approved by the Executive Committee.

Please consult the 2024 Equality Plan, which contains our primary objectives for the pursuit of equality in treatment and opportunities for both women and men.

Galp continues to work towards accelerated convergence to gender parity by 2030. Despite having more than 45% of the employees being female, we are still below our ambition regarding gender parity in management positions.

Gender empowerment in the leadership was visible in 2023 as we increased the percentage of women in the new Board of Directors from 28% to 37 %. There was also a notable improvement in gender balance within board level committees, with three of the four committees now chaired by female members of the Board of Directors (Audit Committee, Sustainability Committee and Risk Management Committee).

In 2023, our efforts towards gender equality extended across various human resources practices:

Recruitment and Selection

We set a goal of 50% of candidates of both genders in the longlist for external recruitment partners or selections. In 2023, 51.4 % of the new hires were women.

Training and Development

Implementation of the LeadHER program, a set of initiatives designed to reinforce and support the development of women identified as having high potential to grow in positions of greater responsibility and impact.
Participation in external leadership programs such as "Promova", a Confederação Empresarial de Portugal (Portugal’s Employers Association) and NOVA School of Business and Economics executive program, and "Women on Board”, an executive program developed by Vieira de Almeida’s Academia.
Implementation of the "Diversity Talks" initiative during 2023 and 2024, featuring internal and external guests to address the four pillars of DE&I at Galp. We highlight the talk “Man Up – What does it mean to be a man”, an initiative carried out during the “Movember” movement.

Equal pay

Annual salary review with gender indicators to ensure informed decisions in this regard, with the evaluation and monitoring of metrics being aligned with ACT and Bloomberg GEI.

Number of employees by gender and function group

Professional category	2023
	Women	Men
Senior management	84	197
Middle/Other management	293	503
Total	377	700
Non-management	2,818	3,159

Women representativity	2020	2021	2022	2023
% of women (as % of total workforce)	43%	44%	45%	45%
% of women in total management	32%	33%	35%	35%
% of women in senior management	25%	25%	28%	30%
% of women in middle/other management	35%	37%	39%	37%
% of women in non management	44%	46%	46%	47%
% of women in management positions in revenue-generating functions (as % of all such managers, excluding support functions such as HR, Legal, etc.)	32%	33%	34%	10%¹
% of women in STEM-related positions (IT/Engineering)	31%	31%	30%	30%
% of new hires are women	-	-	49%	48%
% of women promoted (from all employees promoted)	44%	44%	38%	37%
% of women attrition	-	-	46%	-

STEM: Science, technology, engineering and mathematics.

¹The variation is justified by the revision of the leadership criteria

In 2023, 20% of women were located in the top pay quartile, 21% in the upper middle, 32% in the lower middle and 27% in the lower quartile.

Galp continued its efforts to promote equity and fairness in compensation practices, showing a decrease of 1 p.p in the global gender pay gap, compared to 2022. The adjusted gender pay gap metric, which considers the effect of the different job grades within the company, improved among retail employees (-4 p.p vs 2022) who represent around 45% of our workforce, and among non-retail employees (-2 p.p vs 2022), resulting in an overall value of 2.6%.

Pay Gap

Difference between men and women employees (%)	2021	2022	2023
Global Mean raw gender pay gap ¹	19%	19%	18%
Adjusted mean gender pay gap ²	-	0.22%	2.6%

¹The global gender pay gap is calculated by subtracting the average female compensation from the average male compensation and dividing the result by the average of the male compensation. The gender pay gap indicator considers annual base pay^.

²The adjusted gender pay gap considers the different job grades within the company, subject to weighting, thus determining their position relative to each organizational structure and the respective proportion of employees in each job grade.

Youth

In 2023, we built an integrated youth journey to provide more opportunities for young individuals to enter the workforce and be better prepared for the future. Accordingly, we have developed a roadmap of events to get closer to young people and introduced two new programs: Summer Internships (Summer Break Galp) and Galp Operations (Trainee Program for our Galp stores).

We maintain our ambition of increasing young talent from 12% to 24%. This is applicable to the companies in the group covered by the Pact for 'More and Better Jobs for Young People', sponsored by the José Neves Foundation.

Currently, 13% of our employees are aged 30 years or younger, and we are working to increase this to 24% by 2026. In this first year, we saw an approximate 1 p.p increase.

Disability

At Galp, we reject any discrimination based on disability by ensuring parity in opportunities and treatment within the workplace. We actively participate in the Inclusive Community Forum (ICF) initiative, dedicated to fostering the integration of individuals with disabilities into the broader community. As a testament to our dedication, Galp has pledged to increase representation of employees with disabilities, tackle primary barriers to inclusion and concurrently promote their employability.

We increased 20% of employees with disabilities according to the applicable national legislation, in relation to the previous year. We will continue our efforts to ensure that 2% of the total workforce are people with ≥ 60% disability. This ambition is applicable to Portugal, Spain and Brazil.