Direct employees
of employees are shareholders
of the Executive Team are women
of employees are women
of new hires are women
Average investment on training per employee
Average training hours per employee
of employees have access to health insurance, parental leave, and life insurance
Employment discrimination cases
Favorable responses in the Great Place to Work survey
Building and promoting diverse teams is a powerful tool that has enabled us to achieve more and go further. Our culture is enriched by the diversity of each country where we operate and the different contributions of the professionals who make up our Company. This commitment is aligned with our Human Rights Policy, which promotes respect, equality, and inclusion for all our stakeholders.
Since 2021, GeoPark has had an Equality, Inclusion and Diversity Committee (EIDC), whose actions, reflections, and policy promotion strengthen the Company’s equitable and inclusive organizational culture. The Committee leads training programs and works to close gaps, contributing to a fairer and more diverse organization for everyone.
Alongside its strategic role, the EIDC is one of GeoPark’s internal mechanisms for handling situations related to discrimination or harassment, especially in issues of gender, equality, and inclusion. This Committee works together with the Labor Coexistence Committee, which is responsible for managing cases of workplace harassment, and with the Ethics Hotline, a confidential and external channel to securely and anonymously report behavior that is contrary to our values. These mechanisms strengthen our culture of respect, ensuring a safe and inclusive work environment that reflects who we are as a Company.
The Equality, Inclusion and Diversity Committee consists of strategic leaders from different key areas of GeoPark, guaranteeing a diverse, multidisciplinary and actionable view throughout the organization:
In 2021, GeoPark became the third oil and gas operator in Colombia to obtain the Silver Award from Equipares, a program promoted by the Colombian Ministry of Labor, with the support of the Presidential Advisory Office for Women’s Equality. We obtained this Certification after achieving a rating of 91% in the audit that validated the successful implementation of our Gender Equality Management System (SGIG).
At GeoPark, the work environment and organizational culture are pillars of our work, and reflect how we relate to each other, how we lead, and how we build teams. In 2024 we conducted our second Climate & Culture Survey, in which 94% of employees participated and 85% said that GeoPark is a great place to work. These results bring us together more tightly and drive improvements to grow together.
Every selection process is an opportunity to strengthen our culture and continue to grow alongside people who share our values. We are firmly committed to meritocracy, equal opportunities and a naturally inclusive approach. From the definition of profiles to the final interview, we apply fair criteria, are unbiased and use tools that guarantee transparent processes aligned with who we are.
The talent we hire shares our way of working and how we put into practice our values and principles.
We ensure objective decisions, based on competencies and performance.
From publishing vacancies to interviews, we carefully choose appropriate language and cut out bias.
We require equal opportunities in all outsourced processes.
We train our teams on gender and diversity stereotypes to strengthen fair and inclusive decisions.
At GeoPark we recognize the value of each person with fair, competitive compensation connected to their contribution to the achievement of our objectives, with the best benefits for Our People and their families, and an equity plan meaning that all employees participate in the Company’s success.
GeoPark’s talent management has a clear governance scheme that ensures alignment with corporate strategy. Through its specialized committees, the Board of Directors monitors progress and key results. Management in our People area leads the design and implementation of development, compensation, succession, and leadership programs. In turn, internal committees such as the Equality, Inclusion and Diversity Committee (EIDC) and the Labor Coexistence Committee strengthen our commitment to respectful, inclusive and sustainable work environments.
