Heilsugæsla höfuðborgarsvæðisins (The Primary Health Care of the Capital Area) operates in accordance with Act No. 150/2020 on Equal Status and Equal Rights Regardless of Gender and Act No. 80/2019 on Gender Autonomy. PHCCA complies at all times with all applicable laws, regulations, and collective bargaining agreements in force.

The Equal Pay Policy is based on the requirements of the Icelandic Standard ÍST 85:2012 and applies to the entire organization and all employees. The policy is a management tool designed to support Heilsugæsla höfuðborgarsvæðisins’ equality objectives and aims to ensure that the organization is a good and desirable place to work, where all employees have equal opportunities regardless of gender.

The core principle of the Equal Pay Policy is that all employees shall enjoy the same terms and conditions for work of equal value or comparable work, regardless of gender.

It is Heilsugæsla höfuðborgarsvæðisins’ policy that all employees receive equal pay and enjoy equal rights for comparable or equally valuable work, so that no gender-based pay gap exists within the organization. Furthermore, employees shall have equal status, enjoy the same rights, and have equal opportunities in all areas of the organization’s operations, regardless of gender. Management believes that by promoting equal opportunities, the organization’s human resources will be as strong and effective as possible.

To implement its Equal Pay Policy, Heilsugæsla höfuðborgarsvæðisins commits to documenting and implementing an equal pay management system in accordance with the requirements of the standard, determining how those requirements will be met, and ensuring follow-up and continuous improvement of the equal pay system.

Heilsugæsla höfuðborgarsvæðisins commits to the following actions:

• Implement, document, and maintain an equal pay management system in accordance with the requirements of the ÍST 85 Equal Pay Standard and obtain certification in compliance with Act No. 150/2020 on Equal Status and Equal Rights Regardless of Gender.

• Conduct a pay analysis at least once a year, comparing comparable or equally valuable positions to assess whether gender-based pay differences exist, and present the main findings to employees.

• Address any unexplained gender pay gaps through continuous improvement and monitoring.

• Conduct an annual internal audit and management review.

• Communicate the policy to employees and publish it on internal channels and the external website.

The Executive Director of Human Resources is responsible for the documentation, implementation, and execution of the policy, as well as ensuring that it is maintained through annual review. The Executive Board of Directors shall ensure compliance with legal requirements and other obligations related to the equal pay management system.

Approved by the Executive Board of Directors for Heilsugæsla höfuðborgarsvæðisins on January 26, 2021.

Heilsugæsla höfuðborgarsvæðisins operates in accordance with the provisions of Act No. 150/2020 on Equal Status and Equal Rights Regardless of Gender.

The Heilsugæsla höfuðborgarsvæðisins gender equality and human rights policy aims to ensure that all individuals enjoy their human rights regardless of origin, nationality, skin color, religion, political beliefs, sex, sexual orientation, age, economic status, ancestry, disability, health status, or any other status.

The policy outlines Heilsugæsla höfuðborgarsvæðisins' priorities in matters of gender equality and human rights and applies to all of the organization’s activities.

Heilsugæsla höfuðborgarsvæðisins aims to reduce the negative environmental impact of transportation related to its operations.

As a healthcare institution, Heilsugæsla höfuðborgarsvæðisins strives for:

Reduced pollution

By minimizing transportation-related pollution, Heilsugæsla höfuðborgarsvæðisins seeks to contribute to a better environment. This includes reducing emissions of greenhouse gases, particulate matter, soot, and noise pollution, all of which negatively affect public health.

Better health for staff

The health benefits of walking or cycling regularly to and from work are well established. By improving conditions for staff who choose alternatives to private cars, Heilsugæsla höfuðborgarsvæðisins promotes equality in transportation choices and encourages healthier travel habits, which positively impact employees’ health.

Safer and more vibrant surroundings

By reducing car traffic at Heilsugæsla höfuðborgarsvæðisins' facilities and increasing the number of people walking, cycling, or using public transport, the demand for parking and road space is reduced. More people on the move and fewer cars increase safety and create a more lively environment. In this way, Heilsugæsla höfuðborgarsvæðisins contributes to a safer and more vibrant community.

Heilsugæsla höfuðborgarsvæðisins aims to provide its employees with an encouraging, desirable, and engaging work environment where initiative and independence are valued.

To achieve these goals, Heilsugæsla höfuðborgarsvæðisins has established the following employee policy:

• Always employ the most qualified staff available to ensure the quality of services.

• Offer new employees thorough professional training and orientation.

• Ensure each employee clearly understands their responsibilities and duties according to their job description.

• Guarantee equal pay for work of equal or comparable value, regardless of gender, in line with Heilsugæsla höfuðborgarsvæðisins' equal pay policy.

• Identify employees’ training needs and provide robust professional development and continuing education opportunities.

• Promote a positive work culture where staff treat each other with respect and consideration in all interactions.

• Ensure effective communication with staff through email, internal channels, and efficient staff meetings.

• Facilitate employees’ ability to balance work and family responsibilities whenever possible.

• Prohibit discrimination on the basis of gender, age, religion, ethnicity, political beliefs, sexual orientation, or other personal characteristics.

• Support employee health and well-being and ensure workplace safety and good hygiene practices.

Approved by the Executive Board of Directors on January 26, 2021.