Equality policy
Slippurinn Akureyri's goal and ambition is that all employees should enjoy equal rights in their work for the company, regardless of gender, origin, religion and age, and that each employee should be valued and respected on their own merits. Slippurinn Akureyri is committed to continuously working on improvements and monitoring the company's equal pay system and to react when necessary.
The following points are taken as a guideline.
Purpose and objectives
The purpose and objective of an equality plan is to promote gender equality and ensure that individuals have equal opportunities regardless of gender, origin, religion or age. It is important that managers and employees are aware of the importance of equality in daily work, in policy-making and in all decision-making.
With this plan, we want to prevent gender pay gaps and thus contribute to making Slippurinn a desirable workplace in the minds of everyone, regardless of gender.
Equal pay
Slippurinn is committed to maintaining the criteria set when determining wages that ensure that everyone is paid for their work based on its value, regardless of gender. Hiring, wages and other rewards are not based on gender, race, political opinions or other irrelevant factors.
When a new employee is hired, the determination of his or her salary shall take into account the demands of the job in terms of responsibility, workload, and specialization, thus ensuring that the procedures for determining salary are followed.
To measure compliance, a salary analysis is conducted every year, comparing jobs of equal value and checking whether there is a gender pay gap. Internal audits are also conducted. Applicable laws and regulations on equal pay are reviewed annually and compliance with the law is confirmed at a meeting.
Slippurinn is committed to responding to deviations and thus working towards maintaining an equal pay system through continuous improvement and monitoring.
By implementing an equal pay policy, Slippurinn ensures that laws and requirements are enforced.
Work-life balance
To accommodate employees and families, every possible work adjustment should be offered. It should be made easy for everyone to return to work after maternity leave, parental leave, or leave from work due to uncontrollable and urgent family circumstances.
Similarly, such circumstances should not negatively impact decisions about career advancement.
Work ethic, job opportunities, career development and vocational training
Slippurinn encourages the inclusion of spouses and/or children in the social life of employees, when appropriate. All employees have the right to be treated with respect and honesty. Jobs that are open for application shall be open to all genders.
Slippurinn Akureyri wants to ensure that career advancement, job training, continuing and lifelong learning adhere to the same principles of gender equality.
Gender-based violence, gender-based harassment, sexual harassment and bullying
Bullying, gender-based violence, gender-based and sexual harassment will not be tolerated at Slippinn. All employees have the right to be treated with respect.
In accordance with Regulation No. 1009/2015 on measures against bullying, sexual harassment, gender-based harassment and violence in the workplace, the company has issued a bullying policy and a response plan against bullying, sexual and gender-based harassment and violence.
Follow-up and review
Responsibility for the implementation and follow-up of the equality plan lies with the Managing Director and Human Resources Manager. Responsibility for Slipp's equal pay system lies with the Human Resources Manager, and any matters relating to this should be directed to him.
Every three years, the policy and plan shall be reviewed, as shall its implementation within the company. Information on developments with regard to wages and gender ratio shall be reviewed. The results shall be presented to the company's board of directors, together with the presentation of the equality plan for the next three years, no later than February 2027.
First approved March 26, 2019
Equality plan approved by the board of directors of Slippissinn Akureyri on March 5, 2024
Valid March 2024 – March 2027
