Equal pay system

Iceland University of the Arts follows the law on equal status and equal rights of the sexes 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 fulfill 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 pay policy, the equal pay system and that other requirements related to the pay system such as legal ones are enforced.

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

The goal of the University of the Arts is to be a sought-after workplace that provides employees with equal job opportunities, 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, which is documented and maintained.

A salary analysis is carried out annually, comparing jobs of equal value and checking whether there is a difference in salary by gender. Unexplained pay gaps are tackled through reforms and monitoring.

Jobs are classified into job groups based on the requirements placed on them and are arranged together with jobs that are comparable in nature and content. Job requirements are described in job descriptions and job advertisements, if applicable. The classification is based on the equal pay criteria of the Icelandic Academy of the Arts. The criteria are based on the requirements that jobs place on employees and are used to evaluate all jobs for pay so that jobs of the same or equal value are grouped together. The equal pay criteria of the Icelandic Academy of the Arts 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 reviewed with a salary analysis once a year. At the same time, staff can request an interview with the human resources manager and executive director about job classification. If it becomes apparent that a salary change is necessary, that change will take effect on January 1 of the following year.

An internal audit and senior management review of the equal pay system is conducted annually.
Relevant legal requirements and other requirements that are in force regarding the equal pay system at any given time are followed. The results of internal audits, salary analyses, salary policies and the LHÍ rules on additional payments are presented to employees annually.

The Iceland Academy of the Arts (IAA) is a non-profit institution with a separate board. The school's working environment is based on the rules of the general labor market. 
LHÍ is a member of the Confederation of Icelandic Employers (SA) and adheres to the general collective agreements of SA and the following unions: the collective agreement of SA and the member unions of BHM; the collective agreement of SA and VR and the collective agreement of SA and Samiðnar. Salaries and other working conditions are determined in an employment contract concluded between LHÍ and the employee. The amount of wages, their composition, the basis for bonuses and additional payments, etc. are determined in accordance with the provisions of the employment contract. Wage increases generally follow the general collective agreements of SA. 

Employees elect their own representatives.

Iceland University of the Arts has established, documented and implemented an equal pay system where continuous improvement is being worked on in accordance with the requirements of the equal pay standard ÍST 85:2012. LHÍ has done the following to implement an effective 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 targets.
• Management training.
• Management review.
• Management of documents and files.
• Internal audit.
• Perform salary analyses.
• Job classification and salary determination.
• Variations, corrections and prevention.
• Presentation by external parties.
• Performed job classification.
• Conducted salary analysis.
• Conducted an internal audit.
• Conducted management reviews.
• Signed a three-year contract with an approved certification body for an evaluation of LHÍ's equal pay system.

• University Act no. 63/2006.
• Law 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 of 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.
• Act on Public Archives No. 77/2014.
• Academic jobs at the Iceland Academy of the Arts.
• Rules for awarding academic positions at the Iceland Academy of the Arts.

The University of the Arts classifies jobs into job groups based on the requirements placed on them and arranges jobs that are comparable in nature and content. Job requirements are described in job descriptions and job advertisements, if applicable. The equal pay criteria of the University of the Arts form the basis of the classification. The criteria are based on the demands that jobs make on employees and are used to evaluate all paid jobs so that jobs of the same or equal value are grouped together.

LHÍ's equal pay criteria are:

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

sales: The nature of the tasks performed by the staff. The most complex tasks are multifaceted, require the integration of many elements, and the staff who handle them have a lot of independence and authority to act. The simplest tasks involve the solving of daily repetitive tasks where a solid knowledge of rules, work procedures and general concepts is required, but the work is otherwise done under the control of others.

Warranty: Financial responsibility for the creation and follow-up of budgets, professional responsibility for the activities and operations of the school as a whole, departments, fields and/or projects and human resources.