Galp Energia SGPS S A : 2026 Equality Plan

About this update from Galp Energia, Sgps S.a. Class B

Equality Plan 2026 07/10/2025 People & Spaces Team Measures and practices implemented Galp has been incorporating actions into its management strategy that are likely to contribute in achieving Gender Equality within the different areas of the company. Within the scope of the report for the Corporate Sustainability Reporting Directive (CSRD) and the framework of the Global Reporting Initiative (GRI), regarding Gender Equality indicators: Gaps Indicators 1 2020 2021 2022 2023 2024 Increase the % of women in Management posi- tions Women at Galp (% of total employees) 43 44 45 45 46 Women in senior management positions (%) 25 25 28 29 30 Reduce the gender pay gap, achieving a ratio between average annual salaries of W/M of 1 W/M base salary ratio (Executive staff) 0.91 0.87 0.98 0.93 0.94 W/M base salary ratio (Management) 0.89 0.89 0.90 0.97 0.98 W/M total remuneration ratio (Management) 0.93 0.89 0.91 0.98 0.98 W/M base salary ratio (Expert groups and other employees) 0.86 0.90 0.89 0.89 0.87 1 verified by an external organisation Contribute to a fair and objective selection and recruitment process between men and women, and overcome structural barriers to equality: Development and implementation of a training plan on Inclusive Recruitment for the People & Spaces team and People Business Partners to strengthen unbiased selection and recruitment practices. Indication of the objective of 50 per cent external recruitment of both genders by 2025. Between 1 January and 30 July 2025, 47% of new hires were women, an increase of 6% on the previous year. Indication to external recruitment partners, or external selections, of the objective of including 50 per cent of candidates of both genders in the longlists submitted. The same requirement, pertaining to equal gender representation, was met in Galp's 2024/2025 Trainee Programme, with 46% women recruited. Indication of the objective of 50 per cent recruitment of women in leadership positions by 2025. Between 1 st January and 30 th July 2025, 50% of new hires in leadership positions were women. Equal gender representation was respected in the Summer Break Galp programme, Galp's first summer internship programme launched in 2023, with 54% of recruits being women. Representation of women in the 2025 Ready Set Galp programme, with 69% of women recruited - representing a 10% increase on the previous year. Promote a culture of equality between women and men and encourage practices aligned with this culture through initial and ongoing training: External mentoring programme - "PWN" partnership, awarding 25 licenses to women with outstanding performance in terms of high potential, personal development and retention; LinkedIn Learning & Coursera - Materialisation of the learning strategy by democratising access to reference educational content, across the organisation, regardless of location, time or function. On these platforms there is specific content on unconscious bias, inclusive leadership, gender equity, diversity in organisational culture, and this content can be recommended internally to specific segments; Continuation of the community created in 2024 - the Woman@Galp Community - to raise awareness to gender equality issues. In addition, there were moments of networking aimed at creating an exclusive space for sharing and dialogue between our community and Galp's leadership (Co-CEO and Chairman of the Board of Directors), promoting the exchange of ideas and experiences in a close and inspiring environment. Inclusion of transversal actions in the annual training plan to raise awareness of IED topics - unconscious bias module as recommended in the onboarding programme for new employees and in the plan for all employees. Foster a culture of parental protection and support: Adjustment of platforms/systems in accordance with the Labour Code, such as: creation of pop-up messages and "types of absence" on the employee portal (e.g. absence due to endometriosis, among others) - revealing the continued concern for the health of Galp employees, regardless of gender. Communication on tax changes with a significant impact on the em-ployees' withholding tax; Provision of materials/guidelines on how to act/rights in the event of parenthood and student-worker status. Promote employees' work-life balance: Maintaining the possibility of temporarily replacing employees on parental leave; Making the Mothers' Room available to employees (ALLO Building, Sines Refinery, Matosinhos Logistics Park and Spain Office); Publicising the Golden Rules for Mental and Physical Health, regardless of gender; Implementation of a gym with access to yoga and pilates classes, among other initiatives. Access to medical and dental appointments at the workplace Implementation of Mindfulness rooms to disconnect in order to connect with the support of apps. Ensure the principle of equal pay for equal work or work of equal value: Information made available throughout the Annual Salary Review process, where the chain of command could follow the evolution of the pay-gap as they propose adjustments, thus ensuring that if the progress was not in line with the existing rule, the manager has to revise the proposals in order to fulfil the defined objective; Monitoring conditions of admission to ensure that they are not influenced by gender; As part of Galp's ongoing path of modernisation, efficiency and transparency, the payslip has been revamped, containing an additional page with a graphic representation of the processing, allowing for a more complete view and easier, more intuitive reading. Encourage a balanced participation between women and men in decision-making positions: Provision of a dashboard on Galp's leadership roles. Having access to up-to-date information allows us to analyse and proactively anticipate initiatives that promote and encourage balance, diversity and inclusion of the various equalities we seek to sustain. This dashboard provides the following analyses (for Galp and for each BU/Area in particular): Number of leaders; Number of leaders by gender; Number of leaders by gender and level; Number of leaders by geography; Nationality of leaders; Age pyramid of the leaders; Seniority of leaders; Management amplitude of leaders; Number of leaders by BU; Leadership Index; Wellbeing Index. Inclusion of leadership principles in the competences and behaviours matrix, covering matters of equity, inclusion, meritocracy, psychological safety and others. This matrix is used in fundamental HR processes (e.g. performance appraisals, among others). Coverage through the training modules of the Middle Leadership programme of the importance of the leader's role in promoting matters relating to equality and psychological safety. Galp is currently showing a 10.5% increase compared to the previous mandate: 26.3% versus 36.8% of women on the Board of Directors.

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