Respect Human Rights

To achieve our ambition, Galp is focused on the following drivers:

• Identify and address potential impacts
• Spread Human Rights awareness in our ecosystem

Our Human Rights Policy, reflects globally acknowledged standards for business and human rights, such as the relevant principles of the United Nations Global Compact (in which Galp participates), the United Nations Guiding Principles on Business and Human Rights (the “UNGPs”), the OECD Guidelines for Multinational Enterprises, as well as the principles and rights set out in the eight fundamental conventions identified in the Declaration of the International Labour Organisation on Fundamental Principles and Rights at Work and the International Bill of Human Rights. Based on its Policy, Galp is committed to encourage its suppliers, business partners and customers to respect human rights and to ensure risk-based management processes, in accordance with a value chain perspective of responsible business conduct.

We therefore implement procedures to prevent direct or indirect abuses or violations of internationally recognized human rights resulting from our operations and to ensure alignment of our business activities with the OECD Guidelines for Multinational Enterprises and the UNGPs.

Respecting human rights is also crucial to comply with the minimum safeguards criteria required by the EU Taxonomy regulation. The purpose of minimum safeguards is to ensure that entities carrying out economic activities that are considered Taxonomy-aligned are not involved in breaches of key social principles and human rights violations. Galp conducts human rights due diligence according to the above standards and is committed to protect and uphold human rights throughout all its activities in the value chain. Find out more about Galp's corporate documents and policies.

The company’s human rights overall commitments are specifically laid out in the following external and internal documents:

• Code of Ethics and Conduct
• Human Rights Policy
• Corporate Social Responsibility Policy
• Community Investment Policy
• Safety, Health and Environmental Policy
• Sustainable Procurement Policy
• Discrimination and harassment prevention and reaction Policy
• Corruption Prevention Policy

Identify and address potential impacts

Galp is committed to strengthening its ongoing human rights due diligence process using a risk-based approach aligned with the UNGP. This ensures a systematic and comprehensive method for identifying, assessing, preventing, mitigating, and addressing potential human rights impacts within its operations and throughout its value chain. 

In 2025, we significantly enhanced the implementation of our human rights due diligence process, reinforcing the commitment set out in our policies. This work included visits to the operations of the Industrial and Renewables Business Units. These visits allowed us, on one hand, to promote greater awareness of human rights both internally and among partners, and, on the other hand, to continue the process of identifying and assessing actual or potential impacts in this topic. 

To ensure transparency and accountability, all stakeholders can raise concerns through the OpenTalk platform, a secure and confidential channel for reporting ethical issues or non-compliance.

Potential impacts on value chain 

Galp actively evaluates human rights impacts within its value chain, encouraging suppliers to prevent violations such as child and forced labor. It also promotes the adoption of fair working conditions, including adequate wages and reasonable working hours, to protect human rights. 

The company has a procurement process that assesses ESG risks including human rights. This includes additional measures such as audits, performance evaluations and specific contract clauses to ensure responsible sourcing and supplier accountability.  

The suppliers’ engagement process is supported by Supply4Galp platform, which serves as a direct communication channel with the Galp Group, enabling better integration and management of suppliers into Group’s ecosystem. Current and potential suppliers can consult open opportunities, participate in tenders, manage contracts, monitor performance evaluation, access to supporting materials, among other features.  

Through local recruitment and procurement of goods and services, Galp contributes to the improvement of living conditions for workers, generating direct, indirect, and induced impacts on employment. In 2025, Galp 79% of total procurement was sourced locally. This approach underscores Galp's commitment to promoting local economic development.

Potential impacts on own workforce 

Galp is committed to evaluating human rights impacts within its own workforce and actively promotes human rights protection by ensuring safe and fair working conditions.

Potential impacts on communities 

Galp recognizes that its projects and services can impact local communities, including human rights. These impacts vary based on context and are more significant near larger operations or newly introduced activities. 

To address this, Galp conducts socio-economic assessments to understand community needs and potential impacts. Based on these assessments, the company develops a community engagement plan to promote positive outcomes by supporting economic activity through local procurement and social programs.

Spread Human Rights awareness in our ecosystem

As outlined in our Human Rights Policy, Galp is dedicated to spreading awareness of human rights issues within its ecosystem, which encompasses all relevant stakeholders. In 2025, Galp provided over 4,000 hours of human rights training to its employees.

Promote Diversity

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. 

Gender 

Galp continues working to increase female representation in leadership, aiming to converge to gender parity. Progress is monitored through the Equality Plan, published annually, and approved by the Executive Committee. 

Please consult the 2026 Equality Plan, which contains our primary objectives for the pursuit of equality in treatment and opportunities for both women and men. 

In 2025, Galp continued the Women's Community to raise awareness on gender issues, maintained both internal and external mentoring programs for women, and launched an e-learning training course on Unconscious Bias tailored to Galp's reality.

Disability 

At Galp, we reject any discrimination based on disability by ensuring parity in opportunities and treatment within the workplace. We actively participate in the Inclusive Community Forum (ICF) initiative, dedicated to fostering the integration of individuals with disabilities into the broader community. As a testament to our dedication, Galp has pledged to increase representation of employees with disabilities, tackle primary barriers to inclusion and concurrently promote their employability. 

We continue our efforts to ensure that 2% of the total workforce are people with ≥ 60% disability. This ambition is applicable to Portugal, Spain and Brazil.

Youth 

We remain committed to increasing the proportion of young talent hires from 51% to 54%. This applies to the companies covered by the 'More and Better Jobs for Youth' Pact, sponsored by the José Neves Foundation (Galp Energia, Galpgeste, and Petrogal). 

In 2025, we continued to work on an integrated pathway for young people, in order to provide more opportunities for them to enter the workforce and be better prepared for the future. Accordingly, we developed an event roadmap to bring us closer to young people and to promote our young talent programs.