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Literature / resource Imported

GALP - Equality Plan 2024

Portugal · National · National · See the Portugal profile

GALP - Petróleos e Gás de Portugal, SGPS, S.A., exploits the oil and natural gas business in portugal. The primary aim of this Plan is to enhance gender equality in economic decision-making within the company. One of the main intervention strategies is to encourage balanced parti

45 %
Women in the workforce (2022)
25 → 28 %
Women in senior management positions (2020-2022)
48 %
New hires who were women (2023)

Details

Maturity
Established
Promoter
GALP — website
Power domain
Economic Power
Methods / tools
Gender Training, Competence development, Awareness-raising, Monitoring
Keywords
responsability, equality, sustainability, competences, mentoring

Context

GALP - Petróleos e Gás de Portugal, SGPS, S.A. is a Portuguese oil and gas company. Its 'Plano para a Igualdade 2024' aims to increase gender equality in economic decision-making within the company, with targets extending to 2030.

Objectives

The plan aims to achieve more balanced participation of women and men in decision-making positions, reduce the gender pay gap toward a ratio of 1 between men's and women's average salaries for comparable roles, and ensure fair, objective recruitment and promotion processes.

Activities

Measures include analysing gender representation by department and building specific action plans for recruitment, succession and mobility; a cross-sectional wellness programme supporting work-life balance and physical/psychological health; a High Potential Women development programme (including the LeadHER mentoring and Leadership Programme and career counselling); and Inclusive Recruitment training for the People team and leaders. Implementation is monitored on an ongoing basis by GALP's People Directorate, with internal and external reporting.

Results

Company-reported figures show women made up 45% of the workforce in 2022; women's representation in senior management rose from 25% (2020) to 28% (2022); and 48% of new hires in 2023 were women.

Conclusions

These are self-reported administrative monitoring figures from GALP's own equality plan; no independent or external evaluation of the plan's impact was identified in the source material.

Implementation
Indicative cost
Medium (€50k–€500k) — No budget figure disclosed; cost_band inferred as medium, reflecting several concurrent programmes (training, mentoring, wellness) run through existing corporate HR structures rather than a large stand-alone fund.
Time to results
Long (> 3 years) — Plan sets targets extending to 2030 and tracks metrics from at least 2020, so timeline_band is set to long.
Staffing & skills
GALP's People Directorate monitors and implements the plan, Inclusive Recruitment training delivered to the People team and leaders

Conditions for success

  • Corporate leadership commitment and dedicated People-Directorate ownership
  • Integration of gender data into recruitment, succession and mobility planning

Where it fits

Governance type
private corporate (SGPS listed company)
Scale
national / company-wide
Income level
high-income (large European corporate)

Commonly funded by

Own resources / municipal budget

Indicative funding routes for practices of this type — always check each programme's current calls and eligibility rules.

Do you run this practice? Claim it — verified implementers get a public contact pathway and can propose corrections.

Data sources

Where this practice's information was retrieved from, and when.

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