Equality plan

ÍSOR's equality plan is based on Act no. 150/2020 on the equal status and equal rights of the genders. The goal of the act is to establish and maintain equality and equal opportunities of all genders. All individuals shall have an equal opportunity to enjoy their own energy and develop their abilities regardless of gender. Icelandic equality legislation thus ensures everyone equal status regardless of gender with regard to work and pay.

With the plan, managers and staff are reminded of the importance of everyone being able to flourish regardless of gender and that the wealth that lies in the education, experience and attitudes of the genders should be used equally. Gender-based discrimination is entirely prohibited.

The equality plan is a tool for determining objectives and follow-up of the company's equality work. The equality plan of Iceland GeoSurvey shall promote better use of the abilities and knowledge of staff. Staff should be able to enjoy their own merits and have equal opportunities for work and career development regardless of gender. The most important factor towards equality is nevertheless that staff and managers work in a focused manner to ensure equal status regardless of gender within the company in all areas. ÍSOR's managers attend to gender mainstreaming in policy-making and planning in daily work.

Main objectives

1. ÍSOR aims for an equal proportion of genders in jobs within the company.
2. Balance will be maintained in the proportion of genders in positions of responsibility and in councils and committees within ÍSOR. In the same way, equality shall be observed in the allocation of responsibility and tasks.
3. The same pay shall be paid and the same terms offered for comparable jobs regardless of gender.
4. Staff shall be enabled to reconcile work and family life.
5. Attention shall be paid to the image of the genders and stereotypes within the company.
6. Staff shall have equal access to continuing education and training, regardless of gender.
7. ÍSOR does not tolerate gender-based violence, gender-based or sexual harassment, bullying or discrimination of staff, nor gender-based dumb jokes.
8. It is important that the attitude towards equality matters is positive.

1. ÍSOR aims for an equal proportion of genders in jobs within the company.

Advertisements for vacant positions shall generally appeal to all genders.

• Action: Advertisements for vacant positions shall generally appeal to all genders. Metric: Advertisements reviewed with gender glasses as a tool. Responsibility: CEO, Division Managers. Timeframe: In April each year.
• Action: Equality considerations shall be especially observed in new hires or transfers in jobs within ÍSOR. When individuals are equally qualified, the opportunity shall be used to redress the position of the gender that has been disadvantaged. Metric: The proportion of genders in new hires and job transfers reviewed. Measurement of the number of employees divided by job title and gender. Responsibility: CEO, Division Managers. Timeframe: In April each year.

2. The proportion of genders is attended to with regard to membership of councils and committees within ÍSOR. Likewise, equality shall be observed with regard to the allocation of responsibility and tasks.

• Action: Equality shall be observed with regard to the allocation of responsibility and tasks and the participation of staff in working groups and committees. Metric: The composition of all committees, councils and project groups shall be examined with regard to the gender ratio. Responsibility: CEO, Division Managers. Timeframe: In April each year.

3. The same pay shall be paid and the same terms offered for equally valuable jobs regardless of gender.

It shall be especially ensured that staff receive the same pay for equally valuable work and comparable performance regardless of gender in accordance with item 9, Article 2 of the Equality Act. Pay decisions shall reflect the work, responsibility, work contribution and competence of the relevant staff and be in accordance with collective agreements. ÍSOR works according to the standard on equal pay systems ÍST 85:2012 and has equal pay certification and commits to maintaining it.

• Action: Staff are paid the same pay for comparable performance in the same jobs. Pay decisions shall reflect the work, responsibility, work contribution and competence of the relevant person. Metric: Measurement of pay and benefits compared between genders for staff in comparable jobs. Responsibility: CEO, Division Manager of Human Resources and Internal Services. Timeframe: In April each year.

4. Staff shall be enabled to reconcile work and family life.

Flexibility in the organisation of work and working hours shall be in place so that a balance is observed between work and family life. A flexible employment ratio and remote work could suit the company and its staff. Staff shall also be made easier to return to work after maternity or parental leave, e.g. by offering part-time work, remote work and/or flexible working hours.

• Action: Flexibility in the organisation of work, employment ratio, remote work and working hours shall be in place. Metric: Measurement of the number of staff by gender who are in jobs that offer flexible working hours. Responsibility: CEO, Division Managers. Timeframe: In April each year.

5. Attention shall be paid to the image of the genders and stereotypes within the company.

It shall be ensured that staff are visible in ÍSOR's promotional material and advertisements as well as in the public sphere regardless of gender.

• Action: It shall be ensured that the image of the genders is equal at conferences, in the media, in promotional material, on the website and in advertisements. Metric: Gender ratios measured in a report from Fjölmiðlavaktin (the media monitor), advertisements and promotional material reviewed. Responsibility: Division Managers. Timeframe: Audited in April each year.

6. Staff shall have equal access to continuing education and training.

Staff shall have equal opportunities to develop in their work and increase their knowledge, regardless of gender. The exercise of the right to continuing education shall be encouraged, especially for the gender that is disadvantaged.

• Action: Staff shall be made easier to return to work after maternity or parental leave. Metric: A count compiled of the number of staff who go into part-time work, use flexible working hours or remote work after such leave. Responsibility: CEO, Division Managers. Timeframe: In April each year.
• Action: The exercise of the right to continuing education shall be encouraged. Metric: A survey of how the right to continuing education is used. Responsibility: CEO, Division Managers. Timeframe: In April each year.

7. ÍSOR does not tolerate gender-based violence, gender-based or sexual harassment, bullying or discrimination of staff.

ÍSOR has set itself a prevention and response plan for its staff, which is found on ÍSOR's intranet.

• Action: Managers should be able to identify and respond to bullying, harassment and/or violence among staff. Metric: Training for managers. Responsibility: Division Manager of Human Resources and Internal Services. Timeframe: Every 3 years (November).
• Action: Ensure that the policy and the plan are known to staff. Metric: Education for staff. Responsibility: Division Manager of Human Resources and Internal Services. Timeframe: Every 2 years (January).
• Action: Assistance of independent parties in handling cases. Metric: A reporting channel at an independent party. An overview from the party. Responsibility: CEO, Division Managers. Timeframe: In April each year.

8. It is important for the company that the attitude towards equality matters is positive.

Attention shall be paid to presenting equality matters, strengthening staff awareness and providing education about them within the company.

• Action: The equality action plan presented. Metric: Presentation on the intranet and at a joint meeting with staff. Responsibility: Equality group. Timeframe: When changes to the plan are made.
• Action: Education about equality matters. Metric: Lectures and discussions following them. Responsibility: Equality group. Timeframe: Every 3 years at the start of the year.

Follow-up

To follow up on the objectives of the equality plan, an equality group operates at ÍSOR. The equality group is made up of three members for two years at a time; one from the group of managers and two representatives of general staff elected in a general election. The group meets at least twice a year and more often if needed. It submits an annual report on the status and development of equality matters at ÍSOR. The role and tasks of the group are to:

1. Be advisory for managers and staff.
2. Maintain statistical information on factors that concern the plan.
3. Put forward proposals on specific measures in accordance with its objectives and take the initiative for discussions in senior management on equality matters.
4. Put forward proposals for the revision of the company's equality plan if needed.
5. Ensure that regular assessment of results takes place.
6. Regularly review practices, attitudes and working methods at ÍSOR.
7. Receive reports from staff on anything concerning equality matters.
8. The equality group shall present this plan and matters related to gender equality to ÍSOR's staff once a year. New staff shall be presented with the equality plan and it shall be made visible on the company's website.

Revised 11 November 2022 Reviewed without changes 18 October 2023 Updated under item 3 on 21 October 2025 in accordance with a recommendation from the Directorate of Equality (Jafnréttisstofa).

Validity period 21.10.2025 – 20.10.2028