Human capital strategy

Galp positions itself as a competitive employer, offering the conditions to attract, develop and retain the talent of employees, considering the strategic and context challenges that the Organization faces.

We believe that the basis for implementing Galp's strategy lies in capable and prepared human capital with its technical and behavioural skills aligned with the Organization’s strategic objectives. In this sense, we have tools that are anchored in the behaviours of employees and in an increasingly critical and assertive view. We have an adaptable, inspirational and committed workforce, promoting a culture of autonomy, accountability and meritocracy.

To meet our goal of creating value for all stakeholders, we regularly adjust our human capital strategy, focusing on the following areas of action:

  • Recruitment
  • Welcoming
  • Performance management
  • Development
  • Reward and recognition
  • Information systems

Different people, equal opportunities

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.

“We do not act in a discriminatory manner in relation to our employees or any persons, particularly on the basis of race, religion, gender, sexual orientation, ancestry, age, language, place of origin, political or ideological beliefs, economic situation, social context, or contractual relationship."

In Code of Ethics

"Reject all forms of discrimination based on, among other things, racial or ethnic origin, colour, gender, sexual orientation, age, religious beliefs, nationality, family and socio-economic status, marital status, education, disability, political ideology, thus guaranteeing equal opportunities and equal treatment regarding career advancement and working conditions.”

In Human Rights Policy

Gender equality

We want to promote equality, inclusion and the well-being of all those who work in the company, with gender balance being one of the main concerns and a cornerstone of the People Management policies.

We promote gender equality by expressing our commitment to the implementation of the seven Women’s Empowerment Principles of the United Nations. Also, we have been part of the Business Forum for Gender Equality (IGEN) since 2014, an initiative of the Portuguese Commission for Equality in Labour and Employment (CITE), where we have been setting commitments.

Until 2030, Galp will work on an accelerated convergence to gender parity, in all management and non-management positions.

We have created a permanent group to analyse and take action on diversity matters, responsible for the discussion, definition and implementation of best practice in this area. The Gender Equality@Galp: Equality Means Business programme performed an initial diagnosis and defined an action and communications plan. The main issues discussed and identified were career development and rewards structure, as well as work-life balance.

Galp has an action plan in place to achieve an effective equality of treatment and opportunities between women and men, fostering the reconciliation of personal, family and professional life. Galp implemented the following initiatives since 2019:

  • Continuation of the work carried out by the permanent and multidisciplinary in-company reflection and action group with the purpose of promoting the discussion, definition and implementation of good practices on the issue of equal opportunities. The group carried out a series of discussions, analysis of good practices and trends, as well as collecting and analysing in company information on indicators, to deepen the diagnosis/assessment on the issue of Gender Equality. This enables the drafting of an action plan that has an impact on the lives of Galp employees;
  • Implementation of a set of training actions on the subject, specifically, training on unconscious bias across the organisation;
  • Design and implementation of the Well Being transversal program, composed of several initiatives to support the reconciliation of personal and professional life, as well as the physical and psychological well-being of our people;
  • Initial identification of the female population to be included in a comprehensive development program for High-Potential Women, composed of actions such as Galp Global mentoring programme and external mentoring programs;
  • Strengthening partnerships with which Galp works actively and proactively on this topic: Promote, Rock in Rio, Nova SBE, CIP, among others;
  • Conducting in-company workshops between employees and their children in order to enhance work-family balance;
  • Inclusion of data disaggregated by gender in the main management instruments, including in the recurring pulses launched to the organisation during the main period of the Covid-19 pandemic, allowing us to analyse the personal situation of our people and to carry out corrective measures which ensure the wellbeing and physical and psychological health of everyone;
  • Design of the “Parenting Kit” with information on rights and duties;
  • Continuity of the commitment and work developed in the Flexible Benefits programme that gives access to a set of social benefits for our people and their families according to their preferences. Among these benefits are Childhood Ticket, Vocational Training, Technology Procurement, among others;
  • Constant accompaniment and monitoring of indicators that allow us to work on anticipating and improving Galp’s performance on the topic of gender equality.

Besides the commitments assumed under the IGEN Forum, the following initiatives were implemented:

  • Galp renewed its partnership with the Lisbon’s Professional Women’s Network [PWN];
  • Galp joined the UN Global Compact’s “Equality means business” initiative as a way of measuring gender disparity and alignment of commitments in this area;
  • Galp received recognition in 2019, 2020, 2021 and 2022 in the Bloomberg Gender Equality Index.
  • Participation in the Girl Move Project, an association that aims to empower young Mozambican women to be development agents through the inclusion of two Mozambican female trainees in in-company teams;
  • Development of Social Responsibility Projects in partnership with Helpo, with the Mozambican community, aiming to empower the community with regard to family planning and women’s empowerment issues.

In 2022, Galp was once again selected by the Bloomberg Gender Equality Index, along with 418 companies, from 45 different countries.

Get to know our Plan for equality for 2022.

Get to know our Plan for equality for 2021.

Get to know our Plan for equality for 2020.

Get to know our Plan for equality for 2019.

Inclusive Community Forum

In March 2019, Galp assumed the commitment to increase the number of disabled workers, contributing to a more just and inclusive community. This commitment is reflected in the protocol celebrated with the Inclusive Community Forum  (ICF), a New SBE initiative dedicated to the lives of people with disabilities.

In order to reinforce these values in Galp's human capital, in 2019 we also started a transversal working group that will work on diversity and inclusion issues in the Company.