Respect Human Rights

To achieve our ambition, Galp is focused on the following drivers:

Identify and address potential impacts
Spread Human Rights awareness in our ecosystem

Our Human Rights Policy, reflects globally acknowledged standards for business and human rights, such as the relevant principles of the United Nations Global Compact (in which Galp participates), the United Nations Guiding Principles on Business and Human Rights (the “UNGPs”), the OECD Guidelines for Multinational Enterprises, as well as the principles and rights set out in the eight fundamental conventions identified in the Declaration of the International Labour Organisation on Fundamental Principles and Rights at Work and the International Bill of Human Rights. Based on its Policy, Galp is committed to encourage its suppliers, business partners and customers to respect human rights and to ensure risk-based management processes, in accordance with a value chain perspective of responsible business conduct.

We therefore implement procedures to prevent direct or indirect abuses or violations of internationally recognized human rights resulting from our operations and to ensure alignment of our business activities with the OECD Guidelines for Multinational Enterprises and the UNGPs.

Respecting human rights is also crucial to comply with the minimum safeguards criteria required by the EU Taxonomy regulation. The purpose of minimum safeguards is to ensure that entities carrying out economic activities that are considered Taxonomy-aligned are not involved in breaches of key social principles and human rights violations. Galp conducts human rights due diligence according to the above standards and is committed to protect and uphold human rights throughout all its activities in the value chain. Find out more about Galp's corporate documents and policies.

The company’s human rights overall commitments are specifically laid out in the following external and internal documents:

Identify and address potential impacts

Galp is committed to strengthening its ongoing human rights due diligence process using a risk-based approach aligned with the UNGP. This ensures a systematic and comprehensive method for identifying, assessing, preventing, mitigating, and addressing potential human rights impacts within its operations and throughout its value chain.

To ensure the effectiveness of its due diligence process, in 2024 Galp has put together an internal team and enlisted a Human Rights Specialist for specialized guidance aligned with the objectives set out in the Sustainability Roadmap. The 2023-25 roadmap also lays out plans for conducting comprehensive human rights risk assessments across Galp’s operations and value chain, followed by the development and execution of targeted remediation strategies based on the findings of the assessment.

To ensure transparency and accountability, all stakeholders can raise concerns through the OpenTalk platform, a secure and confidential channel for reporting ethical issues or non-compliance.

Potential impacts on value chain

Galp actively evaluates human rights impacts within its value chain, encouraging suppliers to prevent violations such as child and forced labor. It also promotes the adoption of fair working conditions, including adequate wages and reasonable working hours, to protect human rights.

The company has a procurement process that assesses ESG risks including human rights. This includes additional measures such as audits, performance evaluations and specific contract clauses to ensure responsible sourcing and supplier accountability.

The suppliers’ engagement process is supported by Supply4Galp platform, which serves as a direct communication channel with the Galp Group, enabling better integration and management of suppliers into Group’s ecosystem. Current and potential suppliers can consult open opportunities, participate in tenders, manage contracts, monitor performance evaluation, access to supporting materials, among other features.

in 2024, the Renewables business segment introduced a human rights assessment, conducting on-site verification. Also, when procuring solar panels and modules, we engage with suppliers to enhance transparency and assess risks across the supply chain.

Through local recruitment and procurement of goods and services, Galp contributes to the improvement of living conditions for workers, generating direct, indirect, and induced impacts on employment. In 2024, Galp 85% of total procurement in 2024 was sourced locally. This approach underscores Galp's commitment to promoting local economic development.

Potential impacts on own workforce

Galp is committed to evaluating human rights impacts within its own workforce and actively promotes human rights protection by ensuring safe and fair working conditions.

Potential impacts on communities

Galp recognizes that its projects and services can impact local communities, including human rights. These impacts vary based on context and are more significant near larger operations or newly introduced activities.

To address this, Galp conducts socio-economic assessments to understand community needs and potential impacts. Based on these assessments, the company develops a community engagement plan to promote positive outcomes by offering environmental management training and supporting economic activity through local procurement and social programs.

Spread Human Rights awareness in our ecosystem

As outlined in our Human Rights Policy, Galp is dedicated to spreading awareness of human rights issues within its ecosystem, which encompasses all relevant stakeholders. In 20243, Human Rights was a topic of the Sustainability Committee’s agenda, focused on the requirements of the directive proposal EU CSDDD (Corporate Sustainability Due Diligence Directive).

In 2024, Galp provided over 3,000 hours of human rights training to its employees. Notably, the company participated in the UN Global Compact's Business & Human Rights Accelerator—a six-month program designed to transform human rights policies into actionable initiatives, reinforcing its commitment to respecting and upholding human rights.

Promote Diversity

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.

Reflecting that diversity, as of 31 December 2024, Galp had 7,086 employees, in 13 countries. We are a heterogeneous and multicultural group, where the women make up around 46% of our employees, and around 45% thereof are of non-Portuguese nationality.

Gender

Galp continues working to increase female representation in leadership, aiming to converge to gender parity. Progress is monitored through the Equality Plan, published annually, and approved by the Executive Committee.

Please consult the 2025 Equality Plan, which contains our primary objectives for the pursuit of equality in treatment and opportunities for both women and men.

In 2024, Galp established a practical Women's Community to raise awareness about gender issues, continued both internal and external women’s mentoring programs, and developed an e-learning module on Unconscious Bias, set to launch in 2025.

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.