Galp is a part of the Bloomberg Gender Equality Index since 2019.

Last 3 years evolution:

2021: 76%

2022: 83%

2023: 86%

The following table contains the Key Performance Indicators considered for inclusion in the GEI for FY 2022 and substantial changes already verified in 2023.

ASPECT

UNIT

2022

NOTES

Leadership

Percentage of women on company board

%

28%

37% for 20231

Chairperson is a woman

YES

Gender balance in board leadership

%

25%

75% for 20231,2

Chief executive officer (CEO) is a woman

NO

Woman chief financial officer (CFO) or equivalent

NO

YES for 20231

Percentage of women executive officers

%

25%

17% for 20231

Chief diversity officer (CDO)

NO

Talent Pipeline

Percentage of women in total management

%

35%

Percentage of women in senior management

%

28%

Percentage of women in middle management

%

39%

Percentage of women in non-managerial positions

%

46%

Percentage of women in total workforce

%

45%

Percentage of women total promotions

%

38%

Percentage of Women IT/Engineering

%

30%

Percentage of new hires are women

%

49%

Percentage of women attrition

%

46%

Time-bound action plan with targets to increase the representation of women in leadership positions

YES

Time-bound action plan with targets to increase the representation of women in the company

YES

Pay

Adjusted mean gender pay gap

Global mean (average) raw gender pay gap Time-bound action plan to close its gender pay gap

Executive compensation linked to gender diversity or diversity, equity and inclusion (DEI)

  • 0.22%3
  • 19%
  • YES
  • NO

Inclusive culture

Number of weeks of fully paid primary parental leave offered

No.

17

Number of weeks of fully paid secondary parental leave offered

No.

4

Parental leave retention rate

%

100%

Back-up family care services or subsidies through the company

YES

Flexible working policy

YES

Employee resource groups for women

NO

Unconscious bias training

YES

Annual anti-sexual harassment training

NO

  • in the beginning of 2023, the composition of the Board of Directors and Executive Committee changed, therefore impacting several metrics. You can consult the current governance structure here: https://www.galp.com/corp/en/corporate- governance/governing-model-bodies
  • this substancial increase of percentage is due to the Sustainability Committee and Risk Management Committee both being, in 2023, chaired by women members of the Board of Directors. From the 4 Committees considered (Audit Committee, Sustainability Committee, Risk Management Committee and Ethics & Conduct Committee) only the last one is now chaired by a man.
  • 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.

You may also find interesting…

Document

Link

2023 Equality Plan

https://www.galp.com/corp/Portals/0/Recursos/0_Actual_RI_2022/Galp_Equality_Plan_2023_14092023.pdf

Diversity, Equity & Inclusion (IMR 2022 section)

https://www.galp.com/corp/Portals/0/Recursos/Investidores/SharedResources/Relatorios/en/2022/AIRGalp2022EN0Full.pdf#page=118

Diversity, Equity & Inclusion (sustainability website)

https://www.galp.com/corp/en/sustainability/our-foundations/boost-a-just-transition-for-all/promote-diversity-equity-and-inclusion-everyday

Galp as the greatest place to work (IMR 2022 section)

https://www.galp.com/corp/Portals/0/Recursos/Investidores/SharedResources/Relatorios/en/2022/AIRGalp2022EN0Full.pdf#page=126

Galp as the greatest place to work (sustainability website)

https://www.galp.com/corp/en/sustainability/our-foundations/protect-and-empower-our-people/galp-as-the-greatest-place-to-work

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Galp Energia SGPS SA published this content on 27 October 2023 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 27 October 2023 16:27:27 UTC.