Promote Diversity

The Diversity, Equity and Inclusion matter is growing stronger and Galp is actively taking action to define a strategic plan on DE&I looking to create a long-lasting diverse and inclusive culture in all aspects – gender diversity, LGBT+, different capacities and backgrounds, race, age, cognitive diversity, among others. 

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, as stated both in our Code of Ethics and Conduct, and Human Rights Policy.

 

As of December 31st 2022, Galp had 6,715 employees, present in 10 countries. 

Elevate a DE&I culture and tackle inequalities

In 2022, Galp was once again included in the Bloomberg Gender Equality Index, being recognised for the excellence of its gender and equality practices, along with other 417 companies, with an overall GEI score of 83%. This recognition was renewed in 2023, showing an improvement of 3 p.p (to 86%) in the overall GEI score. This is aligned with the revision of our People Strategy, that will count with a dedicated DE&I team, in charge on implementing initiatives that can leverage this ambition.

We are committed to disseminate the DE&I among our employees. In 2021-2022, the Diversity Talks@Galp initiative was joined by more than 357 participants in 5 digital sessions with internal and external guests, covering topics such as: generation diversity, inclusion of people with disabilities and gender diversity. Transversal actions on these topics such as “What if that was you”, “Power of Feedback” and “Unconscious Bias”, were included in our annual training plan, which had more than 2,660 participants between 2021-2022.

 

We favor employment contracts without fixed terms, which equates to more than 90% of our employees.

Type of contract 2019 2020 2021 2022
No-fixed term 5,552 5,579 5,603 6,176
Fixed-term 544 321 439 458
Uncertain term 290 214 110 73

 

Type of working hours 2019 2020 2021 2022
Part-time 176 100 95 127
Full-time 6,210 6,014 6,057 6,588

We are a heterogeneous and multicultural group, where the women make up around 45% of our employees, and around 50% thereof are of non-Portuguese nationality.

Professional category   Age Gender Nationality
  Total 2022 <30 years 30-50 years >50 years Men Women Portuguese Other nationalities
Top managers 58 0 39 19 47 11 45 13
Middle/General Management 246 0 165 81 172 74 192 54
First Line Management/ Supervisor 610 8 446 156 374 236 484 126
Specialists 1,694 210 1,083 401 1,106 678 1,090 604
Other 4,107 571 2,556 980 2,105 2,002 1,697 2,410
Total 6,715 789 4,289 1,637 3,714 3,001 3,508 3,207

 

Evolution of the number of employees by age group

 

Age 2019 2020 2021 2022
<30 years 648 604 639 789
30-50 years 4,178 4,046 3,982 4,289
>50 years 1,560 1,464 1,531 1,637


 

  2019 2020 2021 2022
Portugal 3,516 3,361 3,282 3,583
Spain 2,245 2,157 2,295 2,524
Brazil 79 65 75 101
Africa 534 517 491 497
Other 16 14 9 10
Total 6,386 6,114 6,152 6,715

 

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.

  2019 2020 2021 2022
Locally hired 99% 99% 99% 97%
Portuguese 1% 1% 1% 3%

Gender equality

In 2021, Galp has set the goal to work on an accelerated convergence to gender parity, by 2030, in all management and non-management positions.

Currently, at Galp, more than 44% of our employees are female, however the presence of female in leadership positions is below our ambition (35%). We are currently defining and implementing initiatives to leverage female leadership and empower women inside our organisation.

In 2023 and for the 6th year in a row, Galp published the Plan for Equality, a document approved annually by the Executive Committee which contains our main goals towards achieving effective equality of treatment and opportunities between women and men, promoting the elimination of gender discrimination, and fostering balance between personal, family and professional life.

Also this year, we carried out an analysis of salary equity, which was shared with our workers' commission, with the commitment to reduce the pay gap in the coming years, especially in management positions. In order to ensure this principle of equal pay for equal work or work for equal value, Galp applies the principle of performance meritocracy to the Promotions & Progression exercise leading to a previewed reduction of 20% in the gender salary pay gap.

We promote gender equality by expressing our commitment to the implementation of the seven Women’s Empowerment Principles of the United Nations. Besides that, in 2022, Galp continued to participate in the “Target Gender Equality” working group from the UN Global Compact, also renewing its partnership with PWN (Professional Women Network) and the Business Equality Forum – IGEN, a national body that promotes equality and non-discrimination between men and women at work, in employment and professional training.

Evolution of the number of employees by gender and function group

Professional category 2019 2020 2021 2022
  Women Men Women Men Women Men Women Men
Top managers 7 41 9 36 10 41 11 47
Middle managers 41 139 44 120 51 141 74 172
First line managers 165 286 154 288 180 308 236 374
Specialists 725 1,153 613 975 642 948 678 1,016
Other 1,798 1,793 1,793 2,082 1,828 2,003 2,002 2,105
Total 2,736 3,650 2,613 3,501 2,711 3,441 3,001 3,714

 

Women representativity 2019 2020 2021 2022
% of women (as % of total workforce) 43% 43% 44% 45%
% of women in total management 31% 32% 33% 35%
% of women in senior management  - 25% 25% 28%
% of women in middle/other management  - 35% 37% 39%
% of women in non management - 44% 46% 46%
% 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% 34%
% of women in STEM-related positions (IT/Engineering) - 31% 31% 30%
% of new hires are women - - - 49%
% of women promoted (from all employees promoted) 48% 44% 44% 38%
% of women attrition - - - 46%

STEM: Science, technology, engineering and mathematics.

 

In 2022, 20% of women were located in the top pay quartile, 21% in the upper middle, 33% in the lower middle and 26% in the lower quartile.

Pay Gap

Difference between men and women employees (%) 2020 2021 2022
Global Mean raw gender pay gap 21% 19% 19%
Adjusted mean gender pay gap 1 - - 0.22%

 

1 the adjusted pay gap considers the different job grades inside the company, subject to weighting, thus determining their position relative to each organizational structure and the respective proportion of employees in each job grade.

The gender pay gap considers the Bloomberg GEI methodology, with this difference being calculated by subtracting the average female salary from the average male salary and dividing the result by the average male salary. The gender pay gap indicator takes into account annual base pay.

People with disabilities

At Galp, we do not tolerate any form of discrimination based on disability, ensuring equal opportunities and equal treatment in matters of professional activity. We are part of the Inclusive Community Forum (ICF) initiative, that aims to promote the inclusion of people with disabilities in the community. As part of this initiative, Galp has set the commitment to increase the number of employees with disabilities working in the company, addressing the main obstacles to the inclusion of these people while also promoting employability.

As of December 31st 2022, Galp had 74 employees with disabilities above 60% working in the company. Those employees represent a crucial piece of our daily activity, reinforcing the need for a diverse culture where everyone has the same opportunities.

Throughout 2022 we developed several initiatives with local associations such as continuing our partnership with Fundação La Caixa, our partnership with Alares – Plan Concilia – which is fully run by people with disabilities in a special employment centre, offering telephonic assistance on many topics from health to juridic to all Galp employees in Spain. In addition, we participate in awareness campaigns such as the International Day of People with Disabilities, December 3rd, with Fundación Adecco.