Article 6 of the Equality Act defines the following:
Women, men and people with a gender-neutral registration in the national register shall be paid equal wages and enjoy the same benefits for the same or equally valuable work. Equal wages mean that wages shall be determined in the same way for people regardless of gender. The criteria on which wage determination is based shall not include gender discrimination. Employees shall always be allowed to disclose their wage conditions if they choose to do so.
To implement the equal pay policy, Sahara is committed to implementing, documenting and maintaining an equal pay system in accordance with the conditions for equal pay verification according to the Act on Equal Rights and Equal Status of Genders No. 150/2020. Sahara has implemented procedures and defined salary criteria to ensure that employees are paid for their work based on the value of the work regardless of gender or other irrelevant considerations.
The CEO is responsible for Sahara's equal pay system and for ensuring that it complies with laws regarding equal status and equal rights for both genders.
In order to implement the equal pay policy, Sahara commits to:
- Implement, document and maintain an equal pay system that is in accordance with Act No. 150/2020 on Equal Status and Equal Rights of the Gender Equality Act.
- Conduct a pay analysis at least annually, comparing jobs of equal value to ensure that there is no gender pay gap. The main results should be presented to employees.
- Respond to unexplained pay gaps with continuous monitoring and improvements where needed
- Introduce an equal pay policy to employees and make it publicly available.
Approved by the Executive Board
Reykjavik 22. 03 2022
