Equal Pay Strategy
- Equal-pay policy
Reykjavik University has established a holistic policy that reflects its commitment to meeting legal requirements for equal pay. The policy is integral to the RU Salary Policy and is published on the RU website.
To enforce the Equal Pay Act, RU will:
- When determining wages nondiscrimination shall be ensured between genders, and wages shall be determined in the same manner for all employees, regardless of gender. Regarding the definition of wages and conditions, reference is made to the Act on Equal Status and Equal Rights Irrespective of Gender, No. 150/2020. Employees are allowed to inform others about their wages.
- Implement a certified equal pay system based on the Equal wage management system (e. ÍST: 85) which shall be documented and maintained.
- Carry out a pay analysis once a year, comparing jobs of equal value and checking whether there is a difference in pay by gender. The results shall then be presented to the staff.
- Respond to unexplained pay gaps with continuous improvements and monitoring.
- Conduct an internal audit and review the system at least annually and share the results with managers.
- Comply with applicable laws and regulations in force at any given time.
- Introduce the policy to RU staff and make it accessible on Reykjavík University's internal and external websites.
The President of Reykjavik University is responsible for the RU Equal Pay Policy and the Equal Pay System based on that Equal Pay Policy, the Human Resources Policy, and for ensuring that the legal requirements related to the RU Equal Pay System are enforced. The Human Resources Manager is responsible for the implementation and maintenance of the equal pay system in accordance the Equal wage management system (e. ÍST: 85)
- Reference
Salary strategy: Salary strategy Reykjavik University
Approved by the RU Executive Board on March 7th 2025.
Approved by the RU Executive Board in December 2018.