Direct employees
of employees are shareholders
of employees are women
of women in STEM roles(science, technology, engineering, and mathematics).
Average investment on training per employee
Training hours per employee
of employees have access to health insurance, parental leave, and life insurance
Diverse perspectives, experiences and backgrounds enrich our Company and increase our ability to create value. We promote environments in which everyone can develop with freedom, respect and real opportunities, without barriers or bias.
This commitment is aligned with our Human Rights Policy and with the conviction that equality and inclusion strengthen teams and build more genuine relationships, inside and outside the Company”
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.
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:
Beyond its strategic role, the CEID also serves as an internal channel for addressing cases of discrimination or harassment, particularly those related to gender, equity, and inclusion.All of this operates under the Protocol for the prevention, detection and correction of sexual harassment and other forms of gender violence or discrimination in the workplace. This protocol is designed to foster a safe, respectful, and inclusive workplace by preventing and addressing misconduct, enforcing consequences, protecting individuals, and ensuring accessible and effective reporting channels.These mechanisms reinforce our culture of respect, helping create a workplace that is safe, inclusive, and aligned with our values as a company.
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.
At GeoPark, every selection process is an opportunity to continue growing with people who share our values. We believe in meritocracy, equal opportunities and a naturally inclusive approach. From profile definition to final interview, we apply fair and unbiased criteria with tools that guarantee transparent processes aligned with what we stand for.
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.
