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 Organisation faces.

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
• Development
• Performance management
• Compensation
• Welcoming, learning and training
• Information systems

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 Organisation’s strategic objectives.

In this sense, we have tools that aim to reinforce autonomy, accountability and decentralisation. These tools are anchored in the behaviours of employees and an increasingly critical and assertive view.

Non-discrimination and equal opportunities

As part of our activity, and in line with our internal regulations, we are committed to equal opportunities.

We fight discrimination, whether of gender, ethnicity, religion or any other sort, whether in the recruitment and hiring process or in the development of professional careers.

"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, sex, 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

Our values are guided by the principles of diversity and equal opportunities, total opposition to any practice of discrimination, and the promotion of a culture of social integration.

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). We have been making commitments in this context, having in 2017 approved the Plan for Equality for 2018, with the commitment to:

• create an internal and permanent group for reflection and action on gender equality;
• periodically carry out awareness-raising sessions related to the theme;
• promote development programmes for women, including career management guidance and support.

In 2017, we also held a series of conferences on diversity and gender equality, addressing how organisations are managing these issues.

In Spain, for example, we are among the 30 most commited companies to diversity and gender equality according to Intrama, a human resources consultant who prepares an annual study on Spanish businesses.

In addition to the gender equality, we are committed to a young talent attraction policy that largely results from our proximity to the academic world. The focus is on the Generation Galp trainee programme, which identifies and develops young people with high potential. In addition to several activities aimed at promoting the culture and values ​​of the Company, this programme simultaneously manages the expectations for the future through career development plans and training. More than 80% of the trainees from the last three programmes remained in the Company after the second year.

Galp’s action plan

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. Get to know our Plan for equality for 2018.