Fara í efni

Equal Opportunities Policy and objectives

This Equal Opportunities Policy is intended to ensure the rights set forth in Chapters II–III of Act No. 150/2020 on Equal Status and Equal Rights Irrespective of Gender. With this Equal Opportunities Policy, the company aims to comply with the law and ensure that gender equality is maintained. The Equal Opportunities Policy entered into force in February 2022 and shall be reviewed next in February 2025, or every three years.

This Equal Opportunities Policy is intended to ensure that employees are assessed on their own merits; that women, men and persons whose gender is registered as neutral in Registers Iceland (hereinafter referred to as “all genders”) have, in reality, equal opportunities for work and for career development; and that they receive equal pay for the same responsibility, work contribution, nature of work and value, competence, education, performance and experience. Thus, it will be ensured that the company’s human resources are optimised and that job satisfaction and loyalty will be greater, leading to better services and more satisfied customers.

The aim of the policy is also to ensure equal opportunities for all employees, and it is also a guiding principle for practices that promote equality. The goal is also to eliminate any gender-based discrimination if it exists. An active Equal Opportunities Policy promotes better utilisation of the talent and knowledge of employees.

Employment terms
All employees – workers of all genders, workers of foreign origin or persons with disability, to name but a few – are entitled to the same wage terms for equally valuable and comparable jobs as mentioned above, in accordance with Article 6 of Act No. 150/2020. Wage differences shall be outlined in writing and shall only reflect differences in responsibilities, work contributions, the nature of work and value, qualifications, education, performance, and experience.

Recruitment and jobs
For new recruits or transfers, an equal gender ratio within the division and in the various jobs within the division shall be strived for, as far as practicable with respect to availability. However, the individual who is considered the most qualified, irrespective of gender, shall always be employed, unless the purpose is to promote equal representation of the genders within that division, in accordance with Article 12 of Act No. 150/2020.

Vocational training and retraining
All genders shall enjoy the same opportunities for retraining, continuing education, and vocational training, in accordance with Article 12 of Act No. 150/2020

Participation in committees and working groups
When appointing members to committees and working groups, members shall be selected on their specialist knowledge, and wherever possible, an equal representation of the genders shall be aimed for.

Well-being of employees
Emphasis is placed on the well-being of employees and that the available facilities are good, that the corporate culture is positive and motivating and that employees enjoy coming to work. Systematic efforts should be undertaken to promote and protect workers’ health, e.g., with lectures, participation in corporate competitions such as Cycling to Work on behalf of ÍSÍ, flu shots and more activities that relate to health. It is also strongly recommended that employees participate in any improvements in the company’s operations.

Reconciliation of work and family life

Emphasis is placed on meeting the needs of employees in regards to flexible working hours, to the extent that it is possible, in such a way as to take account of both employees’ family circumstances and the needs of the labour market. Consideration shall be made for women during pregnancy, parental care of infants and uncontrollable and acute family circumstances, in accordance with Article 13 of Act No. 150/2020.

Gender-based violence, gender-based harassment, sexual harassment and bullying
Bullying, gender-based violence, gender-based harassment, sexual harassment or any form of abuse will not be tolerated, and measures will be taken to protect the employees from gender-based violence, in accordance with Article 14 of Act No. 150/2020. Response plan and channels of communication due to such cases will be open and available.

Implementation and follow-up
The company shall have an Equal Opportunities Committee. The Committee works under the authority of the CEO and is composed of the Managing Director of Human Resources, one employee representative appointed by the company’s employees, and another appointed by the CEO himself. The term of appointment of Committee members is two years.

Updated 15.2.2022