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.

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