Equality plan

The equality plan of the Iceland Academy of the Arts 2025 - 2028 is in accordance with the policy of LHÍ 2024 - 2028 and lays down the principle of equality in Article 65. of the constitution no. 33/1944, cf. law no. 97/1995. LHÍ's equality plan is based on law no. 150/2020 on equal status and equal rights of the sexes, law no. 85/2018 on equal treatment outside the labor market and law no. 86/2018 on equal treatment of workers in the labor market and the law no. 38/2018 on services for disabled people with long-term support needs, the United Nations Convention on the Rights of the United Nations, the United Nations Convention on Human Rights, the International Labor Organization Convention on the Basic Rights of the Rights of the International Labor Organization and the International Labor Organization on the Law on the Basic Rights of the Rights of the Rights of the Rights of the International Labor Organization on the Rights of the Rights of the International Labor Organization on the Rights of the International Labor Organization on the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the International Labor Organization on the Rights of the International Labor Organization on the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the United Nations, the Work of the Rights of the Rights of the United Nations, the Rights of the Rights of the Rights of the Rights of the Work of the Rights of the Rights of the Work of the Rights of the Rights of the International Labor Organization on the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Rights of the Work of the Rights of the Rights of the United. 

The equality plan sets out goals and defined actions that are supposed to guarantee employees mandatory rights, as appropriate, according to Articles 6, 7 and 13. Act no. 150/2020 It specifically discusses equal pay and the coordination of duties and responsibilities towards family regardless of gender. In addition, goals and defined actions are specified as to how the Iceland Academy of the Arts as an educational institution meets Article 15. of the Act towards students The article states that gender and equality perspectives should be integrated with all policy making and planning in school work, that genders may not be discriminated against in teaching and study materials, and that students at all school levels must receive appropriate equality and gender education.  

The administrators of the Iceland Academy of the Arts must ensure that jobs that are available for application are open to both women, men and people with neutral registration in the national register, according to paragraph 1. Article 12 Act no. 150/2020, cf. although paragraph 2 of Article 16 In addition, staff of all genders must enjoy the same opportunities for continuing education, lifelong learning and vocational training and to attend courses held to increase competence in work or to prepare for other jobs, cf. Article 12 of the same law. 

The Iceland Academy of the Arts has implemented a response plan for bullying, gender-based harassment, sexual harassment and violence, and it, together with a form for notifications, can be found on the school's internal and external websites. 

1.1 The school's student body reflects the diversity of society. 

Objective 1: The school's student group must be diverse, including disability, origin, queerness and background. 

• Action: Responsible parties to the admission of new students receive annual education about the diversity of society.  

• Warranty: Deans, subject managers, equality representative. 

• Completion: Persistent, the status assessed at the end of each check-in. 

• Action: Information about the program and the admission process is shared in a diverse and accessible way.  

• Warranty: Project managers of promotional matters, project manager of the Open University of the Arts. 

• Completion: Rated every fall. 

• Action: Open workshops and short courses are further developed to accommodate different groups of society.  

• Warranty: Project manager of the Open University of the Arts, deans, equality representative. 

• Completion: Autumn 2026. 

• Action: The Equality Committee supports the preparation of studies for people with intellectual disabilities.  

• Warranty: Equality Committee, equality representative and assistant rector of teaching. 

• Completion: Persistent during preparation. 

Objective 2: LHÍ has information about the composition of its student body in terms of diversity. 

• Action: Ways will be sought to collect information on the diversity of applicants and students.  

• Warranty: Equality Officer, study services. 

• Completion: 2026. 

1.2. Students' access to all school activities is guaranteed. 

Objective 1: The study at LHÍ must be student-oriented. 

• Action: Support for teachers to meet the diverse needs of students will be strengthened.  

• Warranty: Teaching development manager, study advisor and equality representative. 

• Completion: Persistent assessment at the beginning of each school year and as needed. 

• Action: New teachers and part-time teachers receive education about student-centered learning.  

• Warranty: Teaching Development Manager. 

• Completion: January 2026. 

Objective 2: Support services are constantly evolving. 

• Action: The study advisor and equality representative maintain cooperation on the development of support services for students.  

• Warranty: Study advisor, equality representative, students. 

• Completion: Ongoing, regular meetings. 

Objective 3: Material access for students will be improved. 

• Action: Ways will be sought to ensure that the school's physical environment is accessible to all students.  

• Warranty: Property manager, customer service representatives, equality representative. 

• Completion: At the beginning of each school year and persistently. 

Objective 4: Student digital access will be improved. 

• Action: Information about school work other than teaching is shared in a diverse and accessible way.  

• Warranty: Student Councils, student associations, professional directors, event and promotion project managers. 

• Completion: Autumn 2025. 

1.3 Curriculum and teaching methods reflect and take into account the diversity of society. 

Objective 1: The program at LHÍ must be valid. 

• Action: A valid checklist will be made for professional managers and teachers.  

• Warranty: Teaching development manager, study advisor and equality representative. 

• Completion: Spring 2026. 

• Action: When regularly reviewing/quality evaluating study programs, the considerations of validation must be taken into account.  

• Warranty: Assistant Vice-Chancellor for Teaching, Deans, Professional Directors. 

• Completion: Worked in parallel with regular revisions of study programs. 

• Action: When choosing teaching methods, it is ensured that all students can be full participants in the program and feel welcome.  

• Warranty: Professional managers, teachers. 

• Completion: At the start/planning of each course. 

Objective 2: Curriculum takes into account diverse perspectives and reflects modern societies. 

• Action: When planning courses, teachers consider that the materials and curriculum are in line with the school's policy and this equality plan.  

• Warranty: Deans, subject managers, academic staff. 

• Completion: Ongoing the organization and review of courses and individual study programs. 

2.1. LHÍ's human resources reflect the diversity of society. 

Objective 1: Human capital reflects diversity in general. 

• Action: That ways are sought for advertisements for vacancies to reach a diverse group.  

• Warranty: Human resources manager and managers with human resources. 

• Completion: 2025 and sustained at each appointment. 

• Action: That the criteria for equality and validation are taken into account in the recruitment processes.  

• Warranty: Human resources manager and managers with human resources. 

• Completion: Spring 2026. 

2.2. Equality is observed in all matters related to human resources. 

Objective 1: There is a diverse group of staff in councils and committees. 

• Action: When compiling committees and councils within LHÍ, ways must be sought to ensure maximum diversity.  

• Warranty: Rector, Director of University Services, Vice-Chancellors, Deans. 

• Completion: Ongoing appointment to committees and councils. 

Objective 2: Equality is ensured in recruitment processes. 

• Action: Ways must be sought to ensure equality in recruitment processes.  

• Warranty: Human resources manager, deans and other people with human resources. 

• Completion: 2026. 

Objective 3: Validation considerations are maintained in all work processes within LHÍ. 

• Action: During regular revisions of work processes (such as quality assessment of departments), the considerations of validation must be taken into account.  

• Warranty: Process responsible parties, equality representative and human resources manager. 

• Completion: Ongoing: Worked alongside regular work process revisions. 

Objective 4: That there is equality in the salaries and wages of employees. 

• Action: That equal pay certification is maintained and enforced.  

• Warranty: Rector and independent party. 

• Completion: Persistent (annually). 

Objective 5: That equality is maintained in the progress of all academic staff at work. 

• Action: Ways should be sought to ensure equality of all academic staff in the internal evaluation of research.  

• Warranty: Assistant Vice-Chancellor for Research and the LHÍ Research Committee. 

• Completion: Persistent in internal research evaluation. 

Objective 6: That there is equality between LHÍ staff regarding the coordination of work duties and family responsibilities (according to Article 13 of Act no. 150/2020). 

• Action: That the workplace takes measures to enable employees to coordinate their work duties and responsibilities towards the family, regardless of gender.  

• Warranty: Human resources manager and managers with human resources. 

• Completion: Persistent. 

Objective 7: That it is ensured that all staff, regardless of gender, enjoy the same opportunities for continuing education, lifelong learning and vocational training (according to Article 12 of Act no. 150/2020). 

• Action: That professional development and training will be in accordance with LHÍ's human resources policy.  

• Warranty: Human resources manager and other managers with human resources. 

• Completion: Persistent. 

3.1. Increased visibility of equality issues within the school. 

Objective 1: Equality issues must be visible in the everyday life of staff and students. 

• Action: The Equality Committee presents its work in freshman week.  

• Warranty: Equality Committee. 

• Completion: Every fall, 2025, 2026, 2027. 

• Action: Electronic visibility of equality issues increased.  

• Warranty: Subject; Equality representative, equality committee and student council. Publication; Computer committee, Uglu editorial committee. 

• Completion: Persistent but at the beginning of each semester it is organized. 

• Action: The meeting will be a channel for suggestions and proposals to the equality committee, which is visible on the website, which is offered in Uglu and in the real world.  

• Warranty: Equality Committee, Uglu Editorial Committee, Promotion Manager, System Manager. 

• Completion: New Year's Eve 2025-26. 

• Action: LHÍ's participation in the Universities' Equality Days, which are held annually.  

• Warranty: Equality Committee, Equality Officer, Event Manager. 

• Completion: 2026, 2027 and 2028. 

• Action: LHÍ's response plan for bullying, gender-based harassment, sexual harassment and violence will be presented to new staff and new students when they start working or studying at the school.  

• Warranty: Human resources manager and other staff involved in the reception of new staff and new students. 

• Completion: Staff: Persistent at every new appointment. Students: On Freshman Days every Fall 2025, 2026 and 2027. 

3.2. Development in the discussion on equality issues and inclusion. 

Objective 1: That all staff are participants in a conversation about strategic planning and the development of LHÍ. 

• Action: That all school staff are invited to a conversation when working on strategic planning and development of LHÍ.  

• Warranty: Rector, Commission. 

• Completion: Persistent. 

Objective 2: To strengthen the voice of students in the discussion about equality issues and inclusion. 

• Action: To encourage students/student councils to establish a student equality association.  

• Warranty: Student Council, Equality Committee and Equality Representative. 

• Completion: Autumn 2025. 

Objective 3: To expand the conversation about equality issues and inclusion within the school community. 

• Action: The Equality Committee invites students and staff to a conversation about equality issues.  

• Warranty: Equality Committee, equality representative, student equality association/student council, event manager. 

• Completion: 2025, 2026, 2027. 

Objective 4: To increase knowledge and promote the active participation of the entire school community in an informed conversation about equality, diversity and inclusion. 

• Action: An organization will be formulated for the collection and dissemination of information on equality issues within the school.  

• Warranty: Equality Committee, equality representative, deans and human resources manager. 

• Completion: Spring 2026. 

• Action: The Equality Committee is engaged in education about the latest ideas and research on equality, diversity and inclusion.  

• Warranty: Equality Committee. 

• Completion: Persistent, organized at the beginning of each semester in 2025, 2026, 2027, 2028. 

• Action: Employees will be offered education about equality, diversity and accreditation every semester.  

• Warranty: Rector, equality representative, human resources manager. 

• Completion: Persistent every semester 2025, 2026, 2027, 2028. 

• Action: That the University's Equality Days will be a platform for an open and informed conversation about inclusion, diversity and equality, inside and outside LHÍ.  

• Warranty: Equality representative and event manager, investigative committee, with the support of the equality committee. 

• Completion: Persistent every year, in 2026, 2027 and 2028. 

• Action: Work will be done on the formulation of appropriate equality and gender education for students.  

• Warranty: Equality representative, teaching development manager and student council/student equality association. 

• Completion: For the processing of the next equality plan 2027.