One of the main demands of BSRB is that individuals should be able to live a decent life based on their wages. Research indicates that a gender-segregated labor market and the systematic undervaluation of traditional women’s jobs are key factors contributing to the gender pay gap. To address this issue, BSRB advocates for the development of a comprehensive valuation system that allows for the comparison of equally valuable jobs across different workplaces under the same employer. They stress the need to expedite the creation of this system to facilitate the re-evaluation of jobs as soon as possible. Additionally, BSRB plans to develop tools and educational programs for managers to support this implementation. A negotiation method modeled after New Zealand's approach will also be developed to tackle equal pay demands for individuals. Furthermore, the job evaluation system in municipalities will be reviewed with equal pay principles and the best practices in mind. This will ensure that state and municipal employees receive equal pay, eliminating discounted wages in the workforce.
Approximately a quarter of the Icelandic labor market consists of immigrants. Research shows that immigrants generally earn lower wages than native employees, often possess education levels exceeding job requirements, and are more likely to experience violations of their rights in the labor market. The percentage of immigrants registered as unemployed has increased sharply in recent years. Therefore, governments, trade unions, and society as a whole bear the responsibility of creating an inclusive environment. A range of measures must be implemented to enhance the status of immigrants, including simplifying the assessment of their previous qualifications, providing effective information services about Icelandic society and labor rights, and offering free Icelandic language lessons during working hours.
BSRB calls for the wage gap between the public and private labor markets to be narrowed, in line with an agreement on pensions from September 2016. Significant progress has been made with the conclusion of two major agreements; however, BSRB emphasizes the need to accelerate efforts to reach a future agreement and eliminate wage disparities between these markets. A specific wage development guarantee will also be formalized, ensuring consistent wage growth between the private and public sectors after equalization is achieved.
BSRB demands that the state and municipalities establish clear rules regarding staffing needs to ensure the safety of employees and clients, reduce stress, and ensure that work conditions adhere to the regulations set forth by the Administration of Occupational Safety and Health. These rules will also apply to private pension institutions and companies with service agreements with public entities.
BSRB has achieved significant success by securing collective agreements for a 36-hour work week. It is essential to legislate this reduction in work hours and to ensure that shift workers’ hours are 80% of those of daytime workers, without any reduction in wages. Moving forward, we aim to further shorten work hours, with a long-term goal of a 32-hour work week and the inclusion of a winter break for all employees.
A shorter work week can lead to increased job satisfaction and productivity, as well as reduced stress from better integration of work and family life. It also promotes improved health and overall well-being. Additionally, this change supports greater equality in domestic and caregiving responsibilities, increases women’s participation in the labor market, and helps prevent women from being relegated to part-time jobs due to family obligations.