Just do it! How Iceland took a leading position on gender equality

Island har alltid vært et forbilde hva angår likestilling. Ikke bare for Norge, men for hele verden. Der hvor andre har tenkt, utredet, modnet og etter hvert kommet etter, har Island handlet. «Just do it».

Vi markerer 8. mars med et seminar om likestilling på Island og hva andre kan lære av dem. Vi møter ministeren som gikk i front for likelønn og Reykjavik Energi som har implementert tiltak og nådd mål om likelønn.
Seminaret er i regi av HR Norge sin europeiske paraply EAPM og blir produsert av HR Norge, i samarbeid med søsterorganisasjonene våre på Island og i UK.

Antall deltakere er begrenset, og det er «førstemann til mølla» som gjelder.

Outline

5 mins – Opening comments, Even Bolstad, EAPM President
5 mins – Ásdís Eir Símonardóttir
30 mins – Þorsteinn Víglundsson
20 mins – Víðir Ragnarsson
15 mins – Facilitated Panel Q&A
5 mins – Closing remarks, Even Bolstad, EAPM President

Ásdís Eir Símonardóttir, President of Mannauður, Association for People Management in Iceland

HR in Iceland and Mannaudsfolk

Þorsteinn Víglundsson, former Minister and present CEO of Hornsteinn ehf

Implementation of Equal Pay Certification to Icelandic Law

Even though pay equity has been prominent on the agenda for gender equality little progress has been made in recent years. Iceland, which has led the WEF gender gap index for 11 years running, introduced a new approach in 2017 by making it mandatory for all companies and institutions with more than 25 employees to have a certified equal pay system in place. In this manner the burden of proof shifted from employee to employer. To reach the long desired target of pay equity, more decisive steps must be
taken. The Equal Pay Standard is an example of such action.

Viðir Ragnarsson, Head of Diversity and Inclusion of Reykjavik Energy

Pay Equity: Driver of Inclusion.

Reykjavik Energy closed its gender pay gap in 2017; nearly four years later, the pay gap is still closed. In this talk, Vidir will talk about the learning curve in creating an equal-pay company and how pay equity has since been driving new initiatives to address the causes of the gender pay gap.

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