Hu­man Re­sources

The policy of the Harpa Concert Hall and Conference Centre is to respect human rights and principles of equality in all its activities. The company’s main focus is on creating a working environment in which employees have equal status and receive equal opportunities for career advancement, work rights and wages in accordance with the company's equal pay policy, regardless of their nationality, class, marital status, language, colour, religion, life or political views, gender, sexual orientation, age, disability, abilities or economic position.

The policy represents Harpa’s commitment to systematically work on reforms in equality and human rights issues, where laws and regulations on equal status and opportunities for employees are implemented: Act no. 150/2020 on the Equal Status and Equal Rights of Women and Men and Act no. 86/2018 on Equal Treatment on the Labour Market. The European Convention on Human Rights incorporated into Act No. 62/1994 and the human rights provisions of the Icelandic constitution also serve as the basis of Harpa's equality and human rights policy.

Harpa does not tolerate child slavery or forced labour and respects the United Nations Convention on the Rights of the Child and youths. The company complies with the laws and regulations in this regard in all its activities and places similar requirements on its partners and suppliers. Harpa strives to ensure a safe and healthy work environment and conducts regular risk assessments to promote the best possible health, safety and prevention in the workplace. The objective of the policy is to promote gender equality and to ensure that gender and equality perspectives are integrated into the company’s operations. Harpa has selected four of the UN’s Sustainable Development Goals to guide it in its activities, with an emphasis on, among other things, the health and well-being of staff, gender equality and service to guests.

1. Equal pay rights

An integral part of the equality and human rights policy lies in Harpa's commitment to ensuring wages comply with the requirements of equal pay certification. Gender pay gaps will not be tolerated in Harpa. Employees who perform equally valuable work shall be paid the same salary and benefits. Harpa shall obtain gender pay equity certification, in accordance with equal pay standard IST 85:2012 and the company undertakes to respond to unexplained wage differences through continuous improvement and monitoring, if gaps of this kind arise. Harpa also undertakes to comply with the applicable laws and regulations that are in force at any given time and relate to equal pay.

Harpa’s policy stipulates that wage decisions must be based on objective criteria and ensure that the same wages are paid for comparable or equivalent jobs. Wage decisions are based on collective wage agreements, job classifications and job descriptions. Salaries take into account the nature of the tasks, responsibilities, education and work experience required, as well as job performance (e.g. initiative and communication skills). Decisions on salary changes are made in consultation with the immediate supervisor, chief financial officer and human resources manager.

2. Recruitment

Vacancies at Harpa shall be open to any person who meets the eligibility criteria. Appointments to positions in Harpa are guided by principles of equality and human rights perspectives, and in job advertisements all those who meet the qualification requirements are encouraged to apply for vacancies.

3. On-the-job training and continuing education

Staff are encouraged to maintain and develop their know-how on the job and given the opportunity to pursue continuing education and courses during working hours, where appropriate. All staff members have equal opportunities for retraining, continuing education and professional development. When allocating projects and appointing project groups, an effort must be made to ensure that all genders have an opportunity to express their views.

4. Employee morale and well-being in the workplace

Harpa's staff have signed a communication compact in which respect, professionalism and equality are the guiding principles. Harpa regularly conducts workplace analyses in which employees are asked to express their opinions on issues related to the workplace and their well-being there. Harpa also participates in VR’s annual Company of the Year surveys which compare the attitudes of staff towards their different companies. Emphasis is placed on the mental and physical safety of staff, and a risk assessment is conducted to support them and respond where necessary.

5. Harmonisation of work and private life

Harpa strives to build a family-friendly and flexible workplace which makes it easier for employees to reconcile work with their private lives. In support of this, Harpa has formulated a remote working policy, which employees are encouraged to pursue as the job allows. Parents are encouraged to take advantage of their parental leave rights.

6. Zero tolerance of bullying, sexual harassment, gender-based harassment, violence

Harpa places an emphasis on safety and well-being in the workplace and follows established plans to ensure that employees are not subjected to bullying, sexual harassment, gender-based harassment or other forms of violence. Harpa regularly reviews the company’s policy against bullying and offensive behaviour with its staff, as well as the processes and action plan underlying it.

7. Human rights, child slavery and forced labour

Harpa places an emphasis on ensuring that human rights are observed both in jobs within Harpa and no less in related jobs. Harpa therefore places the same demands on partners and suppliers to ensure they comply with established laws and regulations.

Development and follow-up on Harpa’s gender equality strategy

Harpa shall endeavour to find ways to integrate principles of equality and human rights into the company's activities and promote their recognition wherever possible.

Harpa implements ESG Reporting Standards Checks in its operations and regularly measures compliance with the policy.

Confirmed at board meeting on September 25, 2024.

Equal Pay Certification

Harpa has received a certified equal pay certification, but the main goal of such certification is to eliminate the gender pay gap and promote gender equality. According to the law on equal status and equal rights of the sexes, equal pay certification must be based on the Equal Pay Standard ÍST 85:2012.

Workplace Analysis

Harpa regularly conducts workplace analyses, where employees are asked to express their opinion on issues related to the workplace and their well-being there. Harpa also participates in VR's Company of the Year survey, where it is compared with other workplaces on the experience of the staff. Emphasis is placed on the mental and physical safety of staff, and risk assessments are carried out to support this and action is taken where necessary.

Health and Safety Policy

Harpa's staff have signed a communication agreement, where respect, professionalism and equality are the guiding principles. Harpa emphasizes that all communication and behavior in the workplace reflects the company's communication agreement. Harpa is a workplace where there is an atmosphere of mutual respect where the goal is to create an environment of mental and physical safety that prevents all forms of violence such as bullying, gender-based harassment, sexual harassment, mental harassment and other forms of oppressive behavior. The goal of the company's anti-bullying policy is for all Harpa employees to be aware of the importance of responding to such situations if they arise.

Harpa has implemented a commenting system where, among other things, notifications regarding security issues can be submitted. The system is open to Harpa's staff as well as its residents, and everyone can enter suggestions and record incidents. No accidents or near-accidents were recorded for staff in 2022.

In 2022, Harpa's safety manual was updated. The manual is intended to promote the safety awareness of employees and is the basis for Harpa's employees' safe working methods and work processes.

Health Care

• 47% of employees use the sports grant.
• 12% of employees use transport allowance.
• 70% of the staff had a health check.

Education and Training

Harpa emphasizes supporting the development of its staff by offering courses at the workplace, but no less by encouraging staff to take care of their professional development. Harpa provides opportunities for professional development within the workplace.

Remote Working Policy

The goal of Harpa's remote working policy is to promote a family-friendly and flexible workplace as well as a positive contribution to the environment by reducing carbon footprints and reducing traffic. The policy covers all permanent employees of Harpa who are in projects that are suitable for remote work and that bring benefits for both parties.

Transport Agreement

Harpa supports its employees in environmentally friendly ways of traveling to and from work by offering transport contracts. Employees can choose between signing a contract for a the year or six months at a time, and then summer or winter. Harpa offers its staff locked facilities for bikes and showers and a drying room for wet clothing. Eco-friendly means of transport includes all transport other than traveling to and from work in a private car, such as walking, cycling or traveling by bus.

A survey was conducted among the staff regarding travel habits to and from work for the year 2022. The main results show that the total emissions in 2022 were 25,587 kg CO₂. Of this, a bus emits 1,115 kg of CO₂, while a private car emits 24,472 kg of CO₂.