Equality plan

The Iceland Academy of the Arts' Equality Plan 2025 – 2028 is in line with the 2024 – 2028 LHÍ policy and is based on the principle of equality in Article 65 of the Constitution No. 33/1944, cf. Act No. 97/1995. The LHÍ Equality Plan is based on Act No. 150/2020 on Equal Status and Equal Rights of the Genders, Act No. 85/2018 on Equal Treatment Outside the Labor Market and Act No. 86/2018 on Equal Treatment in the Labor Market. The Iceland Academy of the Arts' Equality Plan also takes into account the provisions of Act No. 38/2018 on Services for Disabled People with Long-Term Support Needs, the United Nations Convention on the Rights of Persons with Disabilities, the United Nations Sustainable Development Goals, the United Nations Convention on Human Rights, the International Labor Organization's Convention on the Fundamental Rights of Workers in the Labor Market and Act No. 80/2019 on gender autonomy. The equality plan is drawn up with students, staff and administrators in mind and is based on the integration of gender and equality perspectives, cf. Article 30 of Act No. 150/2020. 

The equality plan sets out objectives and defines actions that are intended to ensure employees have statutory rights, as applicable, in accordance with Articles 6, 7 and 13 of Act No. 150/2020. It specifically addresses equal pay and the coordination of work duties and responsibilities towards the family regardless of gender. In addition, objectives are specified and defined actions are set out on how the Iceland Academy of the Arts as an educational institution complies with Article 15 of the Act towards students. The article states that gender and equality perspectives should be integrated into all policy and planning in school work, that gender may not be discriminated against in teaching and learning materials, and that students at all school levels should receive appropriate equality and gender education.  

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

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

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

Goal 1: The school's student body should be diverse in terms of disability, origin, queerness, and background. 

• Operation: Those responsible for admitting new students should receive annual training on the diversity of society.  

• Warranty: Deans of departments, department heads, equality representative. 

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

• Operation: Information about the program and the admissions process is shared in a diverse and accessible manner.  

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

• Completion: Assessed every fall. 

• Operation: Open workshops and short courses are being further developed to cater to different groups in society.  

• Warranty: Project Manager at the Open University of the Arts, Dean of Faculty, Equality Representative. 

• Completion: Autumn 2026. 

• Operation: The Equal Opportunities Committee supports the preparation of studies for people with intellectual disabilities.  

• Warranty: Equality Committee, Equality Representative and Vice-Rector for Education. 

• Completion: Persistent during preparation. 

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

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

• Warranty: Equality Officer, Student Services. 

• Completion: 2026. 

1.2. Student access to all school activities is guaranteed. 

Goal 1: The studies at LHÍ shall be student-centered. 

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

• Warranty: Educational development manager, academic advisor and equality representative. 

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

• Operation: New teachers and part-time teachers receive training in student-centered learning.  

• Warranty: Instructional Development Manager. 

• Completion: January 2026. 

Goal 2: Support services are constantly evolving. 

• Operation: The academic advisor and the equality officer maintain collaboration on the development of support services for students.  

• Warranty: Academic advisor, equality representative, students. 

• Completion: Ongoing, regular meetings. 

Goal 3: Student access to materials will be improved. 

• Operation: 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 on an ongoing basis. 

Goal 4: Digital access for students will be improved. 

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

• Warranty: Student council, student associations, subject managers, event and promotional project managers. 

• Completion: Autumn 2025. 

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

Goal 1: The study at LHÍ shall be inclusive. 

• Operation: An inclusive checklist will be created for subject directors and teachers.  

• Warranty: Educational development manager, academic advisor and equality representative. 

• Completion: Spring 2026. 

• Operation: During regular review/quality assessment of study programs, accreditation considerations must be taken into account.  

• Warranty: Vice-Chancellor for Academic Affairs, Deans of Departments, Department Heads. 

• Completion: Work alongside regular curriculum reviews. 

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

• Warranty: Managers, teachers. 

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

Goal 2: Curriculum should take into account diverse perspectives and reflect modern societies. 

• Operation: When planning courses, teachers ensure that the content and curriculum are consistent with the school's policy and this equality plan.  

• Warranty: Deans of departments, department heads, academic staff. 

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

2.1. The human resources of the Icelandic Institute of Technology reflect the diversity of society. 

Goal 1: Human resources reflect diversity in general. 

• Operation: That ways are being sought to ensure that job advertisements reach a diverse group.  

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

• Completion: 2025 and ongoing with every hire. 

• Operation: That the principles of equality and inclusion are observed in recruitment processes.  

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

• Completion: Spring 2026. 

2.2. Equality is ensured in all matters relating to human resources. 

Goal 1: A diverse group of employees sits on councils and committees. 

• Operation: When composing committees and councils within the Icelandic Institute of Technology, ways shall be sought to ensure the greatest possible diversity.  

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

• Completion: Persistent in appointments to committees and councils. 

Goal 2: Equality is ensured in recruitment processes. 

• Operation: Ways should be sought to ensure equality in recruitment processes.  

• Warranty: Human resources managers, department heads and other people with human resources management. 

• Completion: 2026. 

Goal 3: The perspective of validation is applied in all processes within the Icelandic Institute of Technology. 

• Operation: During regular reviews of work processes (such as departmental quality assessments), accreditation considerations must be taken into account.  

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

• Completion: Ongoing: Work alongside regular process reviews. 

Goal 4: That there is equality in salaries and benefits for employees. 

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

• Warranty: Rector and independent party. 

• Completion: Ongoing (annual). 

Goal 5: That equality is ensured in the advancement of all academic staff. 

• Operation: Ways should be sought to ensure equality for all academic staff in internal research evaluations.  

• Warranty: Vice-Rector for Research and the Research Committee of the Icelandic University of Technology. 

• Completion: Persistent with internal research evaluation. 

Goal 6: That there is equality between LHÍ staff regarding the reconciliation of work duties and family responsibilities (in accordance with Article 13 of Act No. 150/2020). 

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

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

• Completion: Persistent. 

Goal 7: Ensuring that all staff, regardless of gender, enjoy the same opportunities for continuing education, lifelong learning and vocational training (in accordance with Article 12 of Act No. 150/2020). 

• Operation: That career development and training be in accordance with the LHÍ human resources policy.  

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

• Completion: Persistent. 

3.1. Increased visibility of equality issues within the school. 

Goal 1: Gender equality issues must be visible in the everyday lives of staff and students. 

• Operation: The Equal Opportunities Committee presents its work during New Student Week.  

• Warranty: Equality Committee. 

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

• Operation: Increased electronic visibility of equality issues.  

• Warranty: Content; Gender Equality Representative, Gender Equality Committee and Student Council. Publication; Computer Committee, Ugla Editorial Committee. 

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

• Operation: The meeting will be a channel for suggestions and proposals to the Equal Opportunities Committee, which will be visible on the website, which is offered in Ugla and in real life.  

• Warranty: Equality Committee, Ugla Editorial Committee, Public Relations Manager, System Administrator. 

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

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

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

• Completion: 2026, 2027 and 2028. 

• Operation: The LHÍ response plan for bullying, gender-based harassment, sexual harassment and violence will be introduced to new staff and students when they begin working or studying at the school.  

• Warranty: Human Resources Manager and other staff involved in welcoming new employees and new students. 

• Completion: Staff: Ongoing with each new hire. Students: On new student days each fall 2025, 2026 and 2027. 

3.2. Progress in the debate on gender equality and inclusion. 

Goal 1: That all staff are participants in the conversation about LHÍ's strategy and development. 

• Operation: That all school staff be invited to participate in discussions when working on the strategy and development of LHÍ.  

• Warranty: Rector, Executive Board. 

• Completion: Persistent. 

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

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

• Warranty: Student Council, Equal Opportunities Committee and Equal Opportunities Representative. 

• Completion: Autumn 2025. 

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

• Operation: The Equal Rights Committee invites students and staff to discuss equality issues.  

• Warranty: Equality Committee, Equality Representative, Student Equality Association/Student Council, Event Manager. 

• Completion: 2025, 2026, 2027. 

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

• Operation: A structure will be developed for collecting and disseminating information on equality issues within the school.  

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

• Completion: Spring 2026. 

• Operation: The Equality Committee seeks information on the latest ideas and research on equality, diversity and inclusion.  

• Warranty: Equality Committee. 

• Completion: Ongoing, scheduled at the beginning of each semester 2025, 2026, 2027, 2028. 

• Operation: Staff will be offered training on equality, diversity and inclusion each semester.  

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

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

• Operation: That the Universities' Equality Days will be a platform for open and informed conversation about inclusion, diversity and equality, both within and outside the University of Iceland.  

• Warranty: Equality Officer and Event Manager, Investigation Committee, with the support of the Equality Committee. 

• Completion: Ongoing every year, 2026, 2027 and 2028. 

• Operation: Work will be done to develop appropriate equality and gender education for students.  

• Warranty: Equality Representative, Teaching Development Manager and Student Council/Student Equality Association. 

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