Our human capital

Galp believes that, in order to achieve our desired objectives, it is crucial to attract the right talent, to enhance training and learning, and to plan successions in the right way. During 2021, Galp defined a clear purpose when it comes to its employees: “Reenergise our People”. This means making Galp a great place to work, in which people thrive to their ultimate potential, by means of empowerment and trust-building, working smartly, productively and in a balanced way. A place with an open, engaging and dynamic culture, where everyone enjoys challenging jobs and is encouraged to take risks and try new things Galp is changing the way to work, having implemented a new hybrid model for a new Galp. This means increasing flexibility between remote and in-office in order to promote a better work-life balance.


At the end of 2021, we had a total of 6,152 employees.

We favor employment contracts without fixed terms, which equates to 91% of our employees.

Type of contract 2017 2018 2019 2020 2021
No-fixed term 5,648 5,637 5,552

5,579

5,603
Fixed-term 410 572 544 321 439
Uncertain term 331 151 290 214 110

 

Type of working hours 2017 2018 2019 2020 2021
Part-time 106 135 176

100

95
Full-time 6283 6225 6210 6014 6057

We are a heterogeneous and multicultural group, where the women make up 44% of our employees, and 50% thereof are of non-Portuguese nationality.

Professional category   Age Gender Nationality
  Total 2021 <30 years 30-50 years >50 years Men Women Portuguese Other nationalities
Top managers 51 0 36 15 41 10 35 16
Middle/General Management 192 0 119 73 141 51 154 38
First Line Management/ Supervisor 488 5 345 138 308 180 362 126
Specialists 1,590 167 1,035 388 948 642 1,005 585
Other 3,831 467 2,447 917 2,003 1,828 1,512 2,319
Total 6,152 639 3,982 1,531 3,441 2,711 3,068 3,084

 

Distribution of employees by nationality

Nationality 2021
  % of employees (as % of total workforce) % of employees in management positions (as % of total management positions)
Portuguese 49.9% 75.4%
Spanish 33.7% 8.9%
Cape Verdean 4.4% 1.8%
Guinean 1.8% 0.3%
Mozambican 2.0% 2.6%
Brazilian 1.8% 3.3%

 

Evolution of the number of employees by age group

Age 2017 2018 2019 2020 2021
<30 years 611 643 648 604 639
30-50 years 4,273 4,204 4,178 4,046 3,982
>50 years 1,505 1,513 1,560 1,464 1,531

 

Evolution of the number of employees by gender and function group

Professional category 2017 2018 2019 2020 2021
  Women Men Women Men Women Men Women Men Women Men
Top managers 6 47 7 40 7 41 9 36 10 41
Middle managers 45 145 42 136 41 139 44 120 51 141
First line managers 161 265 163 290 165 286 154 288 180 308
Specialists 646 1,028 737 1,181 725 1,153 613 975 642 948
Other 1,799 2,247 1,720 2,044 1,798 2,031 1,793 2,082 1,828 2,003
Total 2,657 3,732 2,669 3,691 2,736 3,650 2,613 3,501 2,711 3,441
Country 2017 2018 2019 2020 2021
Portugal 3,528 3,485 3,516 3,361 3,282
Spain 2,220 2,237 2,245 2,157 2,295
Brazil 75 79 79 65 75
Africa 558 546 534 517 491
Other 8 13 16 14 9
Total 6,389 6,360 6,386 6,114 6,152

 

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.

  2017 2018 2019 2020 2021
Locally hired 99% 98% 99% 99% 99%
Portuguese 1% 2% 1% 1% 1%
Diversity 2019 2020 2021
% of women (as % of total workforce) 43% 43% 44%
% of women in management positions, including junior, middle and top management (as % of total management positions) 31% 32% 33%
% of women in junior management positions (as a % of total junior management positions) 37% 35% 37%
% of women in top management positions (as % of total top management positions) 15% 20% 20%
% of women in management positions in revenue-generating functions (as % of all such managers, excluding support functions such as HR, Legal, etc.) 28% 32% 33%
% of women in STEM-related positions (as % of total STEM positions) - 31% 31%
% of women in the engineering workforce - 25% 24%

STEM: Science, technology, engineering and mathematics.

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

 

In 2021, 20% women were located in the top pay quartile, 20% in the upper middle, 34% in the lower middle and 26% in the lower quartile.

Pay Gap

Difference between men and women employees (%) 2020 2021
Mean gender pay gap 21% 19%
Median gender pay gap 39% 34%
Mean bonus gap 21% 38%
Median bonus gap 93% 6%

In 2021, 278 employees joined and 337 left the Company.

  2017 2018 2019 2020 2021
Total number of new employee hires 160 168 190 187 278
% positions filled by internal candidates 37% 30% 21.4% 34% 30%
Total employee turnover rate 9.3% 9.5% 10.0% 12.4% 11.9%
Voluntary employee turnover rate 2.36% 2.62% 1.75% 2.64% 2.92%

2021 breakdown by age, region and gender:

  Age Region Gender  
  <30 years 30-50 years >50 years Africa Brazil Spain Portugal Other Women Men Total
Recruited (without Gestes) 79 192 7 25

15

44 194 0 104 174 278
Departures (without Gestes) 32 214 91 24 5 26 282 0 60 277 337
Recruited (with Gestes) 275 445 58 26 15 394 343 0 376 402 778
Departures (with Gestes) 146 426 167 53 5 254 427 0 275 464 739
Total employee turnover rate 22.8% 10.6% 10.9% 10.8% 6.7% 11.1% 13.0% 0% 10.1% 13.5% 11.9%
Voluntary employee turnover rate 10% 3% 1% 1% 2.8% 2.4% 3.6% 0% 3% 2.9% 2.9%

 

2021
  Women Men Total
Portugal 5.23% 4.24% 6.15%
Spain 12.34% 7.98% 10.44%
Brazil 0.36% 0.05% 0.17%
Africa 3.80% 3.42% 3.49%
Total 8.50% 5.14% 6.60%

Evolution of Absenteeism rate

 

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