Equal pay system

The Iceland Academy of the Arts follows the Act on Equal Status and Equal Rights of the Gender no. 150/2020, has formulated, approved and implemented an equality plan, has established an equal pay policy and formulated an equal pay system that covers all employees of the Iceland Academy of the Arts and aims to meet the conditions of the equal pay standard ÍST 85:2012.

The University of the Arts undertakes to document, implement, maintain and continuously improve the management of the equal pay system in accordance with the requirements of the equal pay standard ÍST 85. The rector is responsible for this salary policy, equal pay system and that other requirements related to the salary system such as legal are enforced.

The appointed guarantor of an equal pay system is responsible for the implementation and maintenance of an equal pay system in accordance with the equal pay standard ÍST 85:2012 through continuous improvement. He is also responsible for submitting reports to senior managers, the rector and the managing director, on the equal pay system, its quality and efficiency, as well as proposing improvements. The human resources manager of LHÍ is appointed responsible for LHÍ's equal pay system.

The aim of the University of the Arts is to be a sought-after workplace that provides employees with equal opportunities in their work, equal pay and the same conditions for the same or equally valuable work and ensures that objective decisions are behind all salary decisions.

At the Iceland Academy of the Arts, there is a certified equal pay system based on the equal pay standard ÍST 85, it is documented and therefore maintained.

A salary analysis is carried out annually, comparing jobs of equal value and checking whether there is a difference in salary by gender. The unexplained wage gap is dealt with through reforms and supervision.

Jobs are classified into job groups based on the requirements made to them and are arranged together with the jobs that are comparable in nature and content. Job requirements are described in job descriptions and job advertisements if applicable. The University of the Arts' equal pay criteria form the basis of the classification. The criteria are based on the requirements that jobs make to employees and are used to assess all jobs for wages so that the same or equally valuable jobs are grouped together. LHÍ's equal pay criteria are qualifications, tasks and responsibilities.

Salary decisions are in accordance with the salary structure within LHÍ, they are justified by the aforementioned job classification, traceable and signed by the responsible party.
The salaries of all permanent employees are considered through a once-a-year salary analysis. Furthermore, staff can request an interview with the human resources manager and the manager about job classification If the need for a salary change is revealed, that change will take effect on January 1 of the following year.

An internal audit and review by senior managers of the equal pay system is carried out annually.
Appropriate legal requirements and other requirements in force for the equal pay system at any given time are followed. The results of the internal audit, salary analysis, salary policy and LHÍ rules on additional payments are presented annually to employees.

The Iceland Academy of the Arts (LHÍ) is a non-profit organization with a special board. The school's wage environment takes into account the rules of the general labor market.
LHÍ is a member of the Confederation of Business (SA) and follows the general collective agreements between SA and the following unions: the collective agreement between SA and BHM's member associations; the collective agreement between SA and VR and the collective agreement between SA and Samiðnar Salaries and other working conditions are determined in an employment contract concluded between LHÍ and the employee. About the amount of wages, their composition, the basis of surcharges and additional payments, etc. depends on the provisions of the employment contract. Salary increases generally follow SA's general collective agreements.

Staff elect trustees.

The Iceland Academy of the Arts has established, documented and implemented an equal pay system where continuous improvements are being made in accordance with the requirements of the equal pay standard ÍST 85:2012. LHÍ has done the following to implement an active equal pay system:

• Set an equal pay policy.
• Formulated equality plan.
• Establish procedures and supporting documents if applicable:
• Legal requirements and other requirements.
• Equal pay criteria.
• Measurable equal pay goals.
• Management training.
• Management review.
• Document and file management.
• Internal audit.
• Conducted salary analyses.
• Job classification and salary determination.
• Variation, improvement and prevention.
• Foreign party messages.
• Conducted job classification.
• Conducted salary analysis.
• Conducted internal audit.
• Conducted management review.
• A three-year contract was made with an authorized certification body for an assessment of LHÍ's equal pay system.

• University Law No. 63/2006.
• Act on equal status and equal rights of the sexes no. 150/2020.
• Regulation on certification of equal pay systems of companies and institutions based on the standard ÍST 85. No. 1030/2017.
• Regulation on (1st) amendment to regulation no. 1030/2017, on certification of equal pay systems for companies and institutions based on the standard ÍST 85. No. 997/2018.
• Administrative Law No. 37/1993.
• Act on equal treatment in the labor market no. 86/2018.
• Equal pay system - Requirements and guidelines ÍST 85: 2012.
• Law on Public Archives no. 77/2014.
• Academic work at the Iceland Academy of the Arts.
• Rules for the granting of academic positions at the Iceland Academy of the Arts.

The University of the Arts classifies jobs into job groups based on the requirements made to them and arranges the jobs that are comparable in nature and content The job requirements are described in job descriptions and job advertisements if applicable The University of the Arts' equal pay criteria form the basis of the classification The criteria are based on the requirements that jobs make to employees and are used to assess all jobs for wages so that the same or equally valuable jobs are grouped together.

LHÍ's equal pay standards are:

Eligibility: Education and work experience required to perform the job. The qualification requirements of academic staff are governed by rules for the granting of academic positions at any given time.

Project: Nature of the tasks performed by staff The most complex tasks are complex, require the integration of many elements, and the staff who perform them have a high degree of independence and authority to act The simplest tasks involve the resolution of daily repetitive tasks where a requirement is made for sound knowledge of rules, work processes and general concepts, but the work is otherwise done under the direction of others.

Liability: Financial responsibility for the preparation and follow-up of budgets, professional responsibility for the activities and operations of the school as a whole, departments, departments and/or projects and human supervision.