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.
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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.