Equal Rights
Equal rights are very dear to us and Reykjavik Energy strives to ensure non-discrimination between the company’s employees by systematically endeavouring to:
- Achieve gender equality in our terms of employment
- Enable the staff to harmonise their work with their private lives as much as possible.
- Increasing diversification within the companies/groups/divisions/departments in terms of, for example, gender, age, sexual orientation, religion, views, nationality, race, colour and financial standing etc.
- Achieving a gender balance within the Reykjavik Energy Group and individual companies/groups/divisions/departments.
- Promote a non-discrimination culture among the staff of the Reykjavik Energy Group.
- To boost the education and awareness of the staff of the issues and challenges facing minority groups.
- Combat bullying, gender-based violence and intimidation and sexual harassment in the company.
- Take equality objectives into account in policy and major decision-making.
- Ensure easy access to the workplace on the basis of physical and mental abilities.
Our non-discrimination policy constitutes a commitment to steadily improve in the field of equal rights. At the Reykjavik Energy Group we realise that equality won't happen by itself.
Reykjavik Energy’s equal rights implementation plan for 2019-2020 presents the objectives and actions of the company’s Equal Rights Committee.
We have achieved good results in eradicating gender wage gaps. Equal pay analysis is conducted at the Reykjavik Energy Group on a monthly basis and we have set ourselves the objective of ensuring that no unexplained gender wage gap exceeds 1%. The Reykjavik Energy Group has been awarded both Gender Pay Equity Certification and PwC’s Gold standard.
Gender balance in androcentric sector
To ensure a diversity of views it is important to have an equal gender distribution in decision-making and influential positions. Good results have been achieved in the Reykjavik Energy Group in striking an equal gender balance in managerial posts.
We place an emphasis on ensuring our management, employees and external training entities are educated about non-discrimination issues and the impact that stereotypical and biased thinking has on decision making.
The energy sector is one of long-established male dominance and we have placed an emphasis on increasing the percentage of women with engineering and technical training within the Reykjavik Energy Group.
Redressing the balance
At the Reykjavik Energy Group we are concerned about the percentage of women in the technical sectors in which we operate. Technical and engineering sectors are still the most male-oriented work sectors of the economy. It is perhaps not surprising that half of the population – women – are excluded from the engineering, technical and industrial sector as a result of outdated gender stereotypes.
We have adopted two principal measures to redress the balance. On one hand, we offer men and women and equal gender ratio vocational training contract. Every 18 months, four women and four men in the Reykjavik Energy Group can apply for a contract to complete their journeyman's certificate.