Equal­ity and Hu­man Re­sources Policy

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.