Equal Pay Policy

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.

In order to follow the policy and comply with the law on equal pay, Harpa has committed itself to:

• Implement, document and maintain an equal pay system in accordance with the requirements of the equal pay standard ÍST 85 and obtain certification in accordance with Act 56/2017 on equal pay certification.

• Carry out a wage analysis annually, comparing jobs of equal value and determining whether any gender pay gap is identified.

• Respond to unexplained pay gaps through continuous improvements and monitoring.

• Carry out internal audits, review the system and its results annually with management.

• Comply with the applicable laws, regulations and collective agreements that are in force at any given time and ensure that senior management annually confirm that they are being adhered to.

• Present the equal pay policy and results of the wage analysis to Harpa’s employees annually.

• Make the equal pay policy accessible on Harpa’s external and internal website.

The CEO is responsible for Harpa’s equal pay policy and ensuring that it is implemented. The Human Resources Manager is responsible for the equal pay system, as well as its implementation and maintenance, in accordance with the IST 85 standard.