Gangverk is adamant in ensuring that all employees receive equal pay for equal work, and enjoy equal terms of employment and rights for the same jobs or jobs of equal value, so that there is no gender-based pay gap within Gangverk.    

Gangverk's objective is to be a desirable workplace for all genders,  where everyone has equal opportunities in their work.  

Gangverk’s Management commits to be in compliance with the law and wage agreements. Gangverk has documented and implemented, and commits to maintain an equal pay system that is in accordance with ÍST85 equal pay standard.  

Gangverk is adamant in ensuring that all employees receive equal pay for equal work, and enjoy equal terms of employment and rights for the same jobs or jobs of equal value, so that there is no gender-based pay gap within Gangverk.   

Gangverk's objective is to be a desirable workplace for all genders,  where everyone shares access to equal opportunities.

Gangverk’s Management is committed to full compliance with the law and wage agreements. Gangverk has documented and implemented this plan, and intends to maintain an equal pay system that is in accordance with ÍST85 equal pay standard.  

Gangverk has made an agreement with an independent auditor that will perform yearly audits on the equal pay policy and Gangverk’s equal pay policy.  If the auditor identifies areas of improvement at any time regarding the salary structure, these will be taken under advisement and rectified.  

Accordingly, Gangverk has created and documented specific procedures and implemented an equal pay system with the aim that each and every employee will be paid based on the value of their job and not their gender or other unreasonable attributes.  Gangverk is committed to follow through on the equal pay policy in every regard.  

Gangverk commits to:

  • Implement a certified Equal Pay Policy based on the ÍST 85 equal pay standard. 

  • Document and maintain this certified Equal Pay Policy.

  • Execute pay analysis at least once a year, ensuring that equally valuable jobs are compared and assessed to identify any difference in salary structure.  These results will be shared with all employees.

  • React to any unexplained gender-based pay gaps that may exist or are found via these analyses.

  • Conduct an annual internal audit of the pay system and management.

  • Prepare a plan for improvements on the basis of audits, with the aim of eliminating any gender-based pay gap that may exist.

  • Comply with the regulatory provisions and wage agreements in force at any given time and confirm Gangverk’s compliance with the law.

  • Make the Equal Pay Policy available on handbook.gangverk.is and on gangverk.is.

The COO is responsible for implementing and executing the policy, as well as ensuring that it is maintained and reviewed on a regular basis.

This Policy applies to all Gangverk employees in Iceland.