The Equal Opportunity Policy of Iceland GeoSurvey is based on Icelandic law nr. 96/2000 on the equal status and equal rights of women and men. The objective of the legislation is to achieve and sustain equality and equal opportunities for women and men, and hence reach gender equality at all levels of society. According to this law, all individuals should have an equal opportunity to benefit from their efforts and nurture their talents regardless of gender. Thus, Icelandic equal opportunity legislation ensures equal status irrespective of gender with respect to employment and wages.
This equal opportunity policy is a part of the personnel and wage plan of Iceland GeoSurvey.
The policy of Iceland GeoSurvey entails full gender equality and that each employee is evaluated based on her or his merits. The intent is to make the most of the human resources of Iceland GeoSurvey. This policy should remind administrators and other employees of the importance of everyone thriving regardless of their sex and that the knowledge, experience and viewpoints of both sexes should be valued equally. Sexual discrimination is strictly forbidden.
Conventions, habits, attitudes and working methods within the company should be reviewed with the intent of attaining more equality of women and men. An equal opportunity policy is a tool to decide on the objectives of and follow-ups to the equal opportunity effort of the company. The equal opportunity policy of Iceland GeoSurvey is meant to promote better use of the talents and expertise of the employees. Employees should benefit from their merits and have equal opportunity for work and advancement regardless of gender.
Objectives and means
Aspire to even the number of women and men in different professions within the company. In particular, explore how a better balance can be attained, and supervisors should be mindful of this in employees’ development.
Same wages should be paid and same benefits offered for equally valuable and comparable positions regardless of employee’s gender. Women and men should receive the same opportunities for advancement and for increasing expertise. Special care should be taken that employees receive the same compensation for comparable achievements in the same kind of positions. Compensation should reflect the occupation, responsibility, work output and skills of the employee.
Enable employees to combine work and family life, e.g., by allowing flexible working hours. Aspire to increase flexibility in working methods and working hours to balance the requirements of work and family life. Flexible working hours, part-time employment and telework are examples of work arrangements that can suit the company and its employees. After parental leaves, employees should be supported in their return to work.
Women and men are equally entitled to continuing education and training.
As much as possible, gender equality should be considered in assigning responsibility and tasks and employee participation in committees.
Sexual harassment and bullying will not be tolerated. Special arrangements will be made to prevent sexual harassment in the work place and employees will be instructed on how to deal with such incidents.
Discrimination on the basis of gender, nationality, skin color, age, sexual orientation, political views or religion will under no circumstances be tolerated.
Gender equality should be considered in decisions on hiring employees and reassignments. Applicants of both sexes should be sought when new positions are being filled. Job advertisements should not be gender qualified unless the proportion of men and women needs to be made more even in that particular group. Advertisements for vacancies should be equally directed towards both sexes.
The status of gender equality at Iceland GeoSurvey
An evaluation of the status of the sexes at Iceland GeoSurvey has been made. This reveals some differences in the total earnings of women and men. The main reason is that men work more overtime than women. In response to this, the intention is to increase the weight of daytime wages. The objective is to ensure gender balance and equality with regards to personal income.
Together administrators and employees are responsible for implementing the equal opportunity policy but the ultimate responsibility is with the general director of the company.
In order to ensure that employees receive the same wages for comparable work regardless of sex, a systematic assessment of wages and benefits needs to extant. Decisions about wages should be based on an objective evaluation of the scope and responsibility of a position. Additionally, the skills of employees should be considered in determining wages.
In order to implement the objectives of the equal opportunity policy and revisions made to it, an equal opportunity group will be established within Iceland GeoSurvey. This group will comprise three members for two years at a time; one representative from administrators and two from other employees. The role of the group is to implement the equal opportunity objectives of the company and give advice to administrators and employees. Regular evaluations of progress should be conducted. In addition, it is the task of the equal opportunity group to monitor whether the policy is being followed, make sure that statistics regarding the policy are being kept, initiate discussions among the administration about equality issues, and, when deemed necessary, propose initiatives related to the objectives of the equal opportunity policy. When necessary, the equality group should propose revisions to the equal opportunity policy of the company.
Iceland GeoSurvey, February 14, 2006