Equality Policy
Goals and Commitment
Slippurinn's goals and ambitions focus on ensuring all employees enjoy equality in their work for the company, regardless of gender, origin, religion, or age, and that each employee is valued and respected based on their own merits. Slippurinn Akureyri is committed to continuous improvements and monitoring of the company’s equal pay system and to respond when necessary.
Guiding Principles
Purpose and Objectives
The purpose and objective of the equality plan are to promote gender equality and ensure equal opportunities for individuals regardless of gender, origin, religion, or age. It is essential that managers and staff recognize the importance of equality in daily operations, policy-making, and all decision-making.
Through this plan, we aim to prevent gender-based pay disparities and make Slippurinn a desirable workplace for everyone, regardless of gender.
Equal Pay
Slippurinn is committed to maintaining standards for pay determination that ensure everyone is compensated based on the value of their work, regardless of gender. Hiring, salary, and other compensation decisions are not influenced by gender, race, political views, or other irrelevant factors.
When hiring new employees, their salary is determined based on the demands of the position, taking into account responsibility, workload, and specialization, thus ensuring compliance with pay determination procedures.
To measure compliance, a pay analysis is conducted annually, comparing roles of equal value to check for any gender-based pay disparities. Internal audits are also performed, and current laws and regulations on equal pay are reviewed annually to confirm compliance in a management meeting.
Slippurinn is committed to addressing discrepancies and continuously improving and monitoring the equal pay system.
By enforcing the equal pay policy, Slippurinn ensures compliance with laws and requirements.
Work-Life Balance
To support employees and their families, every possible accommodation is offered to facilitate work-life balance. Returning to work after parental leave or other family-related leave is made accessible for all employees. Such situations are never to have a negative impact on career advancement.
Work Environment, Available Positions, Career Development, and Training
Slippurinn encourages the involvement of employees' spouses and/or children in social activities, where appropriate. All employees are entitled to be treated with respect and integrity. Positions open for application are available to all genders.
Slippurinn Akureyri seeks to ensure that career advancement, job training, continuing education, and professional development follow the same principles of gender equality.
Gender-Based Violence, Harassment, Sexual Harassment, and Bullying
Bullying, gender-based violence, and sexual or gender-based harassment are not tolerated at Slippurinn. 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 workplaces, the company has issued a policy and response plan against bullying, sexual and gender-based harassment, and violence.
Follow-Up and Review
The CEO and HR manager are responsible for implementing and following up on the equality plan. The HR manager is also responsible for Slippurinn Akureyri's equal pay system and should be contacted for related issues.
The policy and plan are reviewed every three years, along with an evaluation of their implementation within the company. Data on trends related to pay and gender balance are examined. The findings are presented to the company’s board, along with the equality plan for the next three years, no later than February 2027.
Initially Approved March 26, 2019
Equality Plan approved by the board of Slippurinn Akureyri on March 5, 2024
Valid from March 2024 – March 2027
