Cuida-T Programme

Background

Galp’s Commitment

We are committed to the protection of the environment, people and assets.

Our employees’ Health is a fundamental value in Galp’s strategy and activity, turning it into a commitment of the whole organisation.

Ensure healthy lives and promote well-being for all, regardless of age.

Context

Our strategy

Our strategy for an effective management of our employees’ health is based on the application of best practices, as indicated by international entities and in compliance with a set of regulatory norms and internal guidelines.

Throughout the process of defining that strategy, we contemplate:

• The identification of new risks, which should be analysed for all geographies;
• The development and implementation of an integrated health monitoring plan;
• The monitoring of various health indicators.

Considering the risks associated with health and the need to manage them through a preventive approach, measures and actions are designed and implemented to promote vigilance, as well as the change of risk behaviours.

Why is it important to Galp and its Stakeholders

Our employees’ health is a fundamental value to be promoted and preserved in Galp’s strategy and activity, turning it into a commitment of the whole organisation.

We therefore consider that the state of our people’s physical and mental health is crucial to the balance of their personal and professional lives.

This balance contributes to the quality of each employee’s life, as well as to the good performance and success of the Organisation. The health status of employees affects key features of our Organisation such as productivity, absenteeism, staff turnover, security, quality and profitability.

Description

The Project

The Cuida-T programme was born in Galp Spain with the purpose of contributing to the improvement of our employees’ health, by managing and reducing the risks inherent to their aging.

Having started in 2015, it is an innovative action that is structured in three phases:

Phase I: find out how healthy each employee thinks (s)he is. In this phase, the health level is measured using subjective indicators;

Phase II: quarterly implementation of specific medical examinations and result analysis. In the result analysis, health indicators associated with the risk of heart attack are controlled;

Phase III: assignment of a Health Coach, a specialised dietician and a personal trainer to each participant, forming a team that combines nutrition and physical exercise, and which supports the employee throughout the process.

Every two weeks the Department of Hygiene and Safety at Work sends to all employees their health reports.

Objectives and motivation for implementation

Promoting health protection in a more comprehensive manner, taking into consideration all aspects of the physical, mental and social health of our employees.

Project structure

Data

This Project encompassed the cities of Barcelona, Madrid and Valencia.

Results assessment mechanisms

The assessment of results is done taking into consideration the evolution of the values of:

• Body Mass Index (BMI)
• Blood pressure
• Triglycerides
• Cholesterol
• Glucose

The employees who have achieved the best results will be rewarded.

Results

The programme promotes the well-being of employees and also contributes to reducing absenteeism. In the last year the number of sick days decreased by 30%.

The percentage decrease in sick days and the cost savings is provided by the mutua de trabajo – a public system that manages the sick days of workers, recording the days lost and studying the evolution of the data.

Conclusions

Lessons learned

This programme has demonstrated that investment in promoting the adoption of healthy habits by employees has very positive effects, both at the individual and the organisational level.

With a small investment, good communication of the project’s objectives and the involvement of all stakeholders, it is possible to improve employees’ health and well-being. This situation has a positive impact on employees’ personal lives and on the Company. The results are reflected in the increase of productivity and the reduction of expenses associated with health and absenteeism.