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GALP - Equality Plan 2024

Portugal · National · Nacional · Ver o perfil de Portugal

Evidência: Observacional / pré-pós Top 14% 92/100 · Pergunte a Evidence Copilot sobre esta prática

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)

Detalhes

Maturidade
Consolidada
Promotor
GALP — site
Domínio de poder
Economic Power
Métodos / ferramentas
Gender Training, Competence development, Awareness-raising, Monitoring
Palavras-chave
responsability, equality, sustainability, competences, mentoring

Contexto

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.

Objetivos

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.

Atividades

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.

Resultados

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.

Conclusões

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.

Implementação
Custo indicativo
Médio (50 mil–500 mil €) — 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.
Tempo até resultados
Longo (> 3 anos) — Plan sets targets extending to 2030 and tracks metrics from at least 2020, so timeline_band is set to long.
Equipa e competências
GALP's People Directorate monitors and implements the plan, Inclusive Recruitment training delivered to the People team and leaders

Condições de sucesso

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

Onde se enquadra

Tipo de governação
private corporate (SGPS listed company)
Escala
national / company-wide
Nível de rendimento
high-income (large European corporate)

Habitualmente financiado por

Own resources / municipal budget

Vias de financiamento indicativas para práticas deste tipo — verifique sempre os avisos abertos e as regras de elegibilidade de cada programa.

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Fontes de dados

De onde foi obtida a informação desta prática, e quando.

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