Human Talent Management And Equality

Our people

At GeoPark we believe that people are the key to our medium and long-term growth, and we have been successful in attracting, building and building one of the best teams in the region, with a variety and depth of experience, and greater expertise than most companies of its size.

We seek to create a motivating, fair, rewarding, inclusive, equitable and diverse work environment with the right conditions and opportunities for all our employees to grow, for us all to continue contributing to the success of the company. In line with our promise of “Creating Value and Giving Back,” we focus the management of the People Area on attracting, developing and retaining the best talent.

Selection

The selection and recruitment of human talent in our organization is carried out transparently and by merit, giving us the best talent and allowing us to make the best diagnoses, ensure alignment with the culture and principles of the Company, and make the best decisions on internal and external candidates alike.

Although we do not have quotas for minority groups, our processes of attracting and valuing talent naturally ensure their inclusion and representativeness.

Labor Standards

Ethics and transparency are an integral part of the business strategy to achieve our objectives, and labor standards cover our employees and contractors alike. We have an internal working group made up of the Compensation and Benefits Area, the Legal, Nature and Neighbors Area and the Sourcing and Sustainability Area that addresses issues related to labor standards; It ensures the monitoring and compliance with the laws and regulations that govern us, and analyzes the implementation of new regulations and the modification of existing ones.

Our labor standards are established and managed by different agencies, whose responsibility may vary depending on the subject. Some of the key instances that are usually involved are:

Working conditions

At GeoPark, talent management is based on well-being and work-life balance. Accordingly, we have a Work-Life Balance Guide that integrates best practices in finding equilibrium between our employees’ work responsibilities and personal commitments.

Giving employees and their representatives advance notice of substantial operational changes is of paramount importance in ensuring a smooth transition and mitigating potential impacts. We are therefore committed to communicating effectively and opportunely with our employees at key moments, taking into account the details and nature of the changes.Flexible working hours enabling employees to fulfill personal and family commitments during working hoursFlexible working hours enabling employees to fulfill personal and family commitments during working hours

The benefits for work-life balance, maternity, paternity and welfare measures are detailed in the Work-Life Balance Guide. They include:

Employee training and development

We are committed to providing training and learning opportunities for our staff. Our talents are a competitive advantage that set us apart in the industry and help us achieve our goals. We have a guide and a procedure to access different types of training and education.

• Leadership School (first phase): This initiative seeks to strengthen leadership management capabilities through an applied training process, providing the necessary tools to collectively address the Company’s challenges. It fosters team cohesion and helps strengthen cultural identity.
• Let’s Learn with GeoPark: The main objective of this learning program is to further the professional and personal development of our employees, as well as the recognition of their abilities, as our employees often speak at public events on their respective topics. This initiative provides a variety of educational activities such as talks, workshops, summits, hackathons, and courses adapted for specific teams. Through this initiative, our employees improve:
• Educating talents: This program helps undergraduate students to meet their graduation requirements and start professional careers related to our operation. The program has two modalities:

Employee Promotion and Performance Appraisal

We are committed to creating opportunities for employees to take on new challenges and responsibilities, ensuring that these are accessible to all employees through formal procedures for promotion and professional development, based on clear, equitable and discrimination-free criteria.

The procedure includes:.

Our annual performance cycle consists of seven stages:

1. Agreement between the line manager and the employee on individual objectives, aligned with objectives on the corporate scorecard
2. Pre-definition of the three competencies by demographic groups (directors/managers and collaborators
3. Regular meetings in which achievements and opportunities for improvement to achieve goals are discussed
4. Ask for feedback (ongoing through the year): asking for the opinions of other people involved to enrich/complement the view of the leader
5. Self-Assessment and Assessment
6. Calibration
7. Final Feedback/Evaluation Closure

Individual objectives are weighted at 70% of the overall assessment, while competencies make up 30%.

Equality, Inclusion & Diversity (EID)

In 2021 we implemented a Gender Equality Management System (SGIG), framed within PDCA cycle methodology to monitor the management of our Commitment to EID. This evaluation has its respective dashboard with indicators enabling the monitoring of managing culture with a gender focus and the identification of gaps, understood as existing disparities in any area between women and men in terms of their level of participation, access to resources, rights, power and influence, and remuneration.

These indicators respond to the following dimensions of talent management:

• Recruitment and selection
• Promotion and professional development
• Training
• Remuneration
• Work environment, health and quality of life
• Workplace harassment and sexual harassment in the workplace
• Work-life balance with co-responsibility
• Non-sexist communication and inclusive language

Other management inputs include the findings of surveys such as the Ranking PAR, the Dow Jones Sustainability Index (DJSI), the Bloomberg GenderEquality Index, and the Great Place to Work® (GPTW) workplace culture survey, among others. These allow us to identify opportunities to strengthen our action plans in the dimensions listed above.

Work Environment

In the most recent work environment survey conducted with Great Place to Work® (GPTW), 483 workers participated, giving a 92% response rate. The study revealed that 9 out of 10 people think GeoPark is a great place to work. As a result of these favorable results, we obtained GPTW certification in the three countries where staff numbers are large enough for consideration in the survey: Argentina, Chile and Colombia. According to the survey, the percentage of employees engaged with the Company is 84%.