Equality is a guiding principle in all BSRB activities, ensuring that the government and employers actively promote equal opportunities and treatment for all individuals in the labor market. This includes guaranteeing equal status and opportunities regardless of race, ethnic origin, class, religion, belief system, disability, reduced working capacity, age, sexual orientation, gender identity, sexual characteristics, or gender expression, language, residence, social status, or economic status. The federation is particularly focused on the inclusion and empowerment of marginalized groups. Additionally, education on equality, diversity, and inclusion should be mandatory at all levels of education and in the labor market.
The gender-segregated labour market is the main reason for the gender pay gap in the Icelandic labour market. The employment rate of women is very high, with about a third of women in part-time jobs because they shoulder the main responsibility for family and household chores. Women are generally absent from the labour market for much longer as a result of having children, which has a significant negative impact on their income, wage development and career development opportunities. There is also a big difference between women and men when it comes to positions of power and influence, where women are heavily disadvantaged. In general, women's working week is longer than men's when paid and unpaid work are added together. Measures must be taken in each area to eliminate the differences in facilities and wages between the sexes, people of foreign origin, queer people and people with reduced work capacity in the labour market.
Inclusion
BSRB emphasizes inclusion when it comes to marginalized groups such as immigrants and people with foreign backgrounds, people with disabilities and queer people. Inclusion is about taking into account the diversity of people in all situations, creating a labour market and society where everyone can participate actively and different groups of people have the opportunity to participate in decision-making. The responsibility lies with society as a whole, and workplaces need to work systematically towards inclusion and respect for diversity and multiculturalism.
Polarization in social discourse has led to increased segregation and hostility toward immigrants, which contradicts our core values of equality, solidarity, and humanity. The perception that people of foreign origin are a burden on society is misguided, as they actually contribute significantly to our economic growth. In Iceland, immigrants are generally well-educated, young, and healthy, yet many work in jobs that do not align with their education and experience. Additionally, children of immigrants, both first and second generation, represent a substantial group that requires special attention, particularly within the school system.
The employment rates for both men and women of foreign origin are higher than those of individuals born in Iceland. Research shows that more than half of individuals from foreign backgrounds have already decided to settle in Iceland permanently. BSRB is calling on the government and employers to take immediate action to recognize and address the needs of immigrants, fostering an inclusive society. Their contributions to society should be valued, and inequality in the labor market must be addressed to ensure equal opportunities for diverse jobs and career development. It is essential to simplify the recognition of education and experience that immigrants have from their home countries. Additionally, access to study and career counseling, skills assessments, and study programs that enhance their position in the labor market must be improved. Significant investments should be made in providing quality Icelandic language lessons for both children and adults. It is also important to offer free Icelandic lessons during working hours for those in the labor market.
To build a family-friendly society, BSRB believes it is crucial for all public policies and budgets to systematically promote equality in both paid and unpaid work. Extending parental leave to 12 months was a significant step forward. However, the current laws do not ensure equal participation of both parents in taking parental leave. Evidence shows that women are much more likely to take longer parental leave to bridge the gap until their children start kindergarten, which results in women staying away from the labor market for even longer.
On average, women take just over 7 months of parental leave, while men take just over 4 months. Additionally, approximately 20% of women extend their parental leave beyond their statutory entitlement.
This discrepancy has a considerable negative impact on women’s income, wage growth, career development opportunities, and pension rights. Equal participation of both genders in parental leave is essential for ensuring that children spend time with both parents and for helping parents balance family and work life.
It is essential to ensure that parental leave payments corresponding to the minimum wage are not reduced, that parental leave benefits and maternity/paternity grants are at least equal to the minimum wage, and that limits on maximum payments do not discourage men from taking parental leave.
The right to safe daycare for children should be enshrined in law by public authorities immediately following parental leave. BSRB strongly opposes the take-home payments that various municipalities have adopted. It is essential for employees to have the ability to address various situations in their personal lives, including the right to take leave from work without wage reduction due to a child's serious long-term illness. This right should also extend to increases in leave for children's illnesses, considering the number of children, as well as for parents, spouses, or other close relatives facing family circumstances. Such integration contributes to increased job satisfaction, improved performance, higher productivity, and reduced employee turnover.
Gender-based harassment, sexual harassment, and violence must be eradicated. The root of these issues lies in the inequality and power imbalance between the sexes. Achieving change in the workplace requires knowledge, will, and action.
According to the Equality and Occupational Health and Safety Act, employers have a significant responsibility to take proactive measures to prevent employees and clients from experiencing sexual or gender-based harassment or violence at work. Employers and the government must establish and follow procedures for addressing incidents of harassment and violence when they occur. Additionally, they should provide support for victims, perpetrators, and colleagues affected by such incidents.
Furthermore, there must be a duty to regularly provide information on equality, violence, and harassment in the workplace for both managers and employees.