Internal policies

Policy against Bullying, Harassment and Violence (EKKO)

ÍSOR wants to create a working environment in which staff feel well. Bullying, gender-based and sexual harassment and any other kind of violence (hereafter referred to as EKKO) is not tolerated at the workplace under any circumstances, and all reports of such are taken seriously.

Prevention

In preventive work, emphasis is placed on creating conditions and a culture that increase the well-being of staff and ensure their safety. ÍSOR has set itself the following criteria for EKKO preventive work:

Identify and assess risk factors in the working environment and have a written plan, known to staff, on safety and health at the workplace based on a risk assessment in accordance with the Occupational Safety and Health Act no. 46/1980.
Review the effectiveness of methods at regular intervals and after the conclusion of an EKKO case if such arises.
Train managers in EKKO procedures and psychological first aid. Managers must also undergo retraining every two to three years.
Educate staff about the signs, consequences and procedures of EKKO every two years or as needed if an EKKO case arises at a workplace.

What is EKKO?

ÍSOR relies on the definitions in Regulation no. 1009/2015, Article 3, on measures against bullying, sexual harassment, gender-based harassment and violence at workplaces.

Bullying is repeated unfair and/or offensive behaviour towards co-workers. The manifestation of bullying can be negative and/or threatening repeated communication that causes distress to a co-worker. Disagreement over tasks, interests and differing opinions is not regarded as bullying. How the recipient takes offence or improper conduct to heart is fundamental in relation to bullying. It therefore does not matter much whether thoughtlessness or a definite intention to humiliate lies behind it. Each person must themselves assess what conduct they tolerate, from whom, and speak up if they feel wronged. Emphasis is placed on the fact that the act of the perpetrator is repeated and lasts for a longer period if it is a case of bullying.

Gender-based harassment is behaviour related to the gender of the person affected by it, is unwanted by that person and has the purpose or effect of violating that person's dignity and creating conditions that are threatening, hostile, degrading, humiliating or offensive. The harassment can be physical, verbal or symbolic. A single instance can be considered gender-based harassment if it is serious.

Sexual harassment is any kind of sexual behaviour that is unwanted by the person affected by it and has the purpose or effect of violating that person's dignity, particularly when the behaviour leads to threatening, hostile, degrading, humiliating or offensive conditions. The behaviour can be verbal, symbolic and/or physical. Flirtation is not considered sexual harassment unless it is repeated and unwelcome behaviour.

Violence is behaviour that can lead to physical or psychological harm. This also refers to a threat of violence, coercion or deprivation of the person's freedom.

Sexual violence is a violation of an individual's sexual freedom that is described as punishable in Chapter XXII of the General Penal Code.

Gender-based violence is violence on the basis of gender that leads to or could lead to physical, sexual or psychological harm or suffering of the person affected by it, also a threat of such, coercion or arbitrary deprivation of freedom, both in private life and in the public sphere.

Equal Pay Policy

The goal of the equal pay policy is to ensure that the fullest equality is observed between the genders in pay decisions at ÍSOR. The policy applies to all staff of ÍSOR.

The equal pay policy implies that staff shall enjoy the same terms for the same or equally valuable work. The same terms means that pay is determined in the same way for all genders. The criteria used as a basis for pay decisions shall not involve gender discrimination. Pay is defined in item 9, Article 2 of the Equality Act as general remuneration for work and any kind of further compensation, direct and indirect, whether through benefit payments or in another manner, that an employer pays to their employee for their work.

ÍSOR has set itself equal pay objectives and follows the relevant laws, rules and collective agreements in force at any given time. ÍSOR commits to:

Present the equal pay policy each year to ÍSOR's staff.
The equal pay policy being published and accessible to the public on ÍSOR's website.
Document, implement, maintain and continuously improve the management of the equal pay system in accordance with the requirements of the equal pay standard, ÍST 85, and determine how its requirements will be met.
Carry out continuous monitoring of the equal pay system and thereby ensure that it is adhered to, and carry out internal audits regularly together with management review.
Respond and work on improvements if it is demonstrated that there is a need for them and that the policy has not been followed.
Aim for there to be no unexplained gender-based pay difference for the same or equally valuable work.
Work according to the standard on equal pay systems ÍST 85:2012.

Published 24 August 2021 Reviewed without changes 7 November 2022 Reviewed without changes 18 October 2023 Reviewed without changes 5 March 2025

Equality Plan

ÍSOR's equality plan is based on Act no. 150/2020 on the equal status and equal rights of the genders. The goal of the act is to establish and maintain equality and equal opportunities of all genders. All individuals shall have an equal opportunity to enjoy their own energy and develop their abilities regardless of gender. Icelandic equality legislation thus ensures everyone equal status regardless of gender with regard to work and pay.

With the plan, managers and staff are reminded of the importance of everyone being able to flourish regardless of gender and that the wealth that lies in the education, experience and attitudes of the genders should be used equally. Gender-based discrimination is entirely prohibited.

The equality plan is a tool for determining objectives and follow-up of the company's equality work. The equality plan of Iceland GeoSurvey shall promote better use of the abilities and knowledge of staff. Staff should be able to enjoy their own merits and have equal opportunities for work and career development regardless of gender. The most important factor towards equality is nevertheless that staff and managers work in a focused manner to ensure equal status regardless of gender within the company in all areas. ÍSOR's managers attend to gender mainstreaming in policy-making and planning in daily work.

Main objectives

ÍSOR aims for an equal proportion of genders in jobs within the company.
Balance will be maintained in the proportion of genders in positions of responsibility and in councils and committees within ÍSOR. In the same way, equality shall be observed in the allocation of responsibility and tasks.
The same pay shall be paid and the same terms offered for comparable jobs regardless of gender.
Staff shall be enabled to reconcile work and family life.
Attention shall be paid to the image of the genders and stereotypes within the company.
Staff shall have equal access to continuing education and training, regardless of gender.
ÍSOR does not tolerate gender-based violence, gender-based or sexual harassment, bullying or discrimination of staff, nor gender-based dumb jokes.
It is important that the attitude towards equality matters is positive.

1. ÍSOR aims for an equal proportion of genders in jobs within the company.

Advertisements for vacant positions shall generally appeal to all genders.

Action: Advertisements for vacant positions shall generally appeal to all genders. — Metric: Advertisements reviewed with gender glasses as a tool. — Responsibility: CEO, Division Managers — Timeframe: In April each year.
Action: Equality considerations shall be especially observed in new hires or transfers in jobs within ÍSOR. When individuals are equally qualified, the opportunity shall be used to redress the position of the gender that has been disadvantaged. — Metric: The proportion of genders in new hires and job transfers reviewed. Measurement of the number of employees divided by job title and gender. — Responsibility: CEO, Division Managers — Timeframe: In April each year.

2. The proportion of genders is attended to with regard to membership of councils and committees within ÍSOR. Likewise, equality shall be observed with regard to the allocation of responsibility and tasks.

Action: Equality shall be observed with regard to the allocation of responsibility and tasks and the participation of staff in working groups and committees. — Metric: The composition of all committees, councils and project groups shall be examined with regard to the gender ratio. — Responsibility: CEO, Division Managers — Timeframe: In April each year.

3. The same pay shall be paid and the same terms offered for equally valuable jobs regardless of gender.

It shall be especially ensured that staff receive the same pay for equally valuable work and comparable performance regardless of gender in accordance with item 9, Article 2 of the Equality Act. Pay decisions shall reflect the work, responsibility, work contribution and competence of the relevant staff and be in accordance with collective agreements. ÍSOR works according to the standard on equal pay systems ÍST 85:2012 and has equal pay certification and commits to maintaining it.

Action: Staff are paid the same pay for comparable performance in the same jobs. Pay decisions shall reflect the work, responsibility, work contribution and competence of the relevant person. — Metric: Measurement of pay and benefits compared between genders for staff in comparable jobs. — Responsibility: CEO, Division Manager of Human Resources and Internal Services — Timeframe: In April each year.

4. Staff shall be enabled to reconcile work and family life.

Flexibility in the organisation of work and working hours shall be in place so that a balance is observed between work and family life. A flexible employment ratio and remote work could suit the company and its staff. Staff shall also be made easier to return to work after maternity or parental leave, e.g. by offering part-time work, remote work and/or flexible working hours.

Action: Flexibility in the organisation of work, employment ratio, remote work and working hours shall be in place. — Metric: Measurement of the number of staff by gender who are in jobs that offer flexible working hours. — Responsibility: CEO, Division Managers — Timeframe: In April each year.

5. Attention shall be paid to the image of the genders and stereotypes within the company.

It shall be ensured that staff are visible in ÍSOR's promotional material and advertisements as well as in the public sphere regardless of gender.

Action: It shall be ensured that the image of the genders is equal at conferences, in the media, in promotional material, on the website and in advertisements. — Metric: Gender ratios measured in a report from Fjölmiðlavaktin (the media monitor), advertisements and promotional material reviewed. — Responsibility: Division Managers — Timeframe: Audited in April each year.

6. Staff shall have equal access to continuing education and training.

Staff shall have equal opportunities to develop in their work and increase their knowledge, regardless of gender. The exercise of the right to continuing education shall be encouraged, especially for the gender that is disadvantaged.

Action: Staff shall be made easier to return to work after maternity or parental leave. — Metric: A count compiled of the number of staff who go into part-time work, use flexible working hours or remote work after such leave. — Responsibility: CEO, Division Managers — Timeframe: In April each year.
Action: The exercise of the right to continuing education shall be encouraged. — Metric: A survey of how the right to continuing education is used. — Responsibility: CEO, Division Managers — Timeframe: In April each year.

7. ÍSOR does not tolerate gender-based violence, gender-based or sexual harassment, bullying or discrimination of staff.

ÍSOR has set itself a prevention and response plan for its staff, which is found on ÍSOR's intranet.

Action: Managers should be able to identify and respond to bullying, harassment and/or violence among staff. — Metric: Training for managers. — Responsibility: Division Manager of Human Resources and Internal Services — Timeframe: Every 3 years (November).
Action: Ensure that the policy and the plan are known to staff. — Metric: Education for staff. — Responsibility: Division Manager of Human Resources and Internal Services — Timeframe: Every 2 years (January).
Action: Assistance of independent parties in handling cases. — Metric: A reporting channel at an independent party. An overview from the party. — Responsibility: CEO, Division Managers — Timeframe: In April each year.

8. It is important for the company that the attitude towards equality matters is positive.

Attention shall be paid to presenting equality matters, strengthening staff awareness and providing education about them within the company.

Action: The equality action plan presented. — Metric: Presentation on the intranet and at a joint meeting with staff. — Responsibility: Equality group — Timeframe: When changes to the plan are made.
Action: Education about equality matters. — Metric: Lectures and discussions following them. — Responsibility: Equality group — Timeframe: Every 3 years at the start of the year.

Follow-up

To follow up on the objectives of the equality plan, an equality group operates at ÍSOR. The equality group is made up of three members for two years at a time; one from the group of managers and two representatives of general staff elected in a general election. The group meets at least twice a year and more often if needed. It submits an annual report on the status and development of equality matters at ÍSOR. The role and tasks of the group are to:

Be advisory for managers and staff.
Maintain statistical information on factors that concern the plan.
Put forward proposals on specific measures in accordance with its objectives and take the initiative for discussions in senior management on equality matters.
Put forward proposals for the revision of the company's equality plan if needed.
Ensure that regular assessment of results takes place.
Regularly review practices, attitudes and working methods at ÍSOR.
Receive reports from staff on anything concerning equality matters.
The equality group shall present this plan and matters related to gender equality to ÍSOR's staff once a year. New staff shall be presented with the equality plan and it shall be made visible on the company's website.

Revised 11 November 2022 Reviewed without changes 18 October 2023 Updated under item 3 on 21 October 2025 in accordance with a recommendation from the Directorate of Equality (Jafnréttisstofa).

Validity period 21.10.2025 – 20.10.2028

ÍSOR Code of Ethics

ÍSOR honours the guidelines of the United Nations, the UN Global Compact, on ten main principles for responsible business practices.

ÍSOR works with respect for the environment and promotes the sustainable use of geological resources. We commit to developing environmentally friendly working practices and technology with the welfare of society in mind.

ÍSOR maintains valuable expertise in natural and geological resources, acquired through research in geosciences and technological development.

The safety, health and well-being of our employees are a priority. We promote a safe and healthy working environment in which both physical and mental health take precedence.

The staff of ÍSOR respect human rights and condemn all violations of them.

The staff of ÍSOR work against corruption and neither accept nor seek gifts or benefits that could be regarded as a favour or reward for special services.

Personnel Policy

The principal value of Iceland GeoSurvey (ÍSOR) lies in the competence of its staff to solve the tasks entrusted to ÍSOR by law. The staff of ÍSOR and its predecessors have, since 1945, built up unique knowledge of geothermal energy, its nature and methods for its utilisation. This competence has placed ÍSOR at the forefront of those research institutions and companies that operate internationally and conduct research, provide advice and services in the field of geothermal energy.

ÍSOR's personnel policy aims for the company to remain at the forefront of its field. Its main elements are:

1. To always have available a strong group of staff who are able to perform, better than others, the tasks that ÍSOR undertakes. In selecting staff, the following items are important:

Good and practical education that suits ÍSOR's operations.
Willingness and ability to work in a team.
Ease in communication.
Reliability and a willingness to learn and share knowledge.
Diligence and initiative together with independence and initiative in working methods.

2. To offer staff an attractive working environment in which the needs of each employee and their family are taken into account. This entails, among other things, that:

Equality prevails regardless of gender, age, nationality, race, religion, political opinions and other factors that separate people into groups, and that work is carried out according to an approved equality plan.
We offer flexible working hours and a variable employment ratio over time so that staff feel well at the workplace and the family circumstances of staff are taken into account.
We give good notice when staffing tasks that require overtime and/or absences from home.
We ensure that new staff feel well in their work, that they immediately receive appropriate job training and feel in harmony with the company and its operations.
We provide opportunities for continuing education and development in work.
Staff receive interesting tasks that satisfy their professional and scientific ambitions.
Mutual respect and trust prevail among all employees.

3. To promote the success and good results of staff at the workplace. This entails, among other things, that:

All staff have job descriptions, their responsibilities are clear as well as their role within the company.
We encourage the independence, self-discipline and organised working methods of staff.
Staff regularly get to know how they are performing in their work, with encouragement and constructive criticism as a guiding principle.
Staff take an active part in shaping the working environment and the decision-making process at ÍSOR.
We have good information provision within the company.
We make staff aware of the connection between the performance of the individual and ÍSOR's results.

4. To promote, in a focused manner, the safety, health and well-being of staff at the workplace by:

Ensuring that staff follow procedures in all respects.
Each employee being provided with a workstation that ensures a suitable body posture during work and does not cause strain symptoms.
Respecting rules on the organisation of working hours and avoiding excessive workload.
Not tolerating prejudice, discrimination, bullying, harassment and inequality within the company.
Following the policy and plan on responses to bullying, harassment and/or violence. It is the company's policy that incidents are dealt with quickly and properly if such arise.
Staff having access to healthy and nutritious food.
Promoting a strong social life within the company.
Encouraging and supporting staff in physical exercise.

Information Security

ÍSOR's guiding principle is to use information technology in its operations, including the preservation, processing and dissemination of data.

This will be done by:

monitoring and adopting innovations in the field of information technology
ÍSOR's clients and partners enjoying good service and advice in information technology matters
the selection of software taking into account that it meets the wishes and needs of users, is economical and integrable with other information technology solutions
data that ÍSOR acquires or creates, for its own benefit or for its clients, being recorded and preserved in a secure and responsible manner and in a standardised, electronic and accessible format as far as possible (data here means raw data, metadata, calculated and derived data)
the ownership and right of disposal of the data that ÍSOR acquires, creates and preserves being clearly stipulated
data not being handed over to a third party for inspection, use or publication unless the requisite permissions from the owners of the data are in place

Quality Policy

ÍSOR is a state-owned company that, by law, sells specialised knowledge in the fields of nature, energy and resources, together with advice and services based on that knowledge. ÍSOR is also one of the world's leading research institutions in the field of geothermal energy. By law, ÍSOR is intended to operate in a competitive market, without public appropriations, but the profit from its operations shall be used to increase its research capability.

It is ÍSOR's policy to ensure its clients efficient service and reliable advice based on the best available technology and knowledge at any given time, taking into account the need for protection and improvements in environmental matters.

This entails, among other things, that:

All of ÍSOR's services are of the highest quality.
All of ÍSOR's advice, measurements and results delivered to the client are carefully prepared, reviewed and verified.
The client is served quickly, with professionalism, responsibility and fairness.
We have available staff and specialists at the forefront of the professional fields in which ÍSOR operates.
We conduct research and take an active part in international collaboration to strengthen ÍSOR's foundations of knowledge.
ÍSOR has instruments and other equipment that ensure reliable measurement results, maintains them and keeps pace with developments in research technology.
ÍSOR's operations meet the requirements of clients and public authorities, including those concerning quality, safety and health.
Quality management methods according to ISO-9001 are applied to as many areas of the operation as possible, and the operation is continuously being improved.

Dated 23.08.2024 Version 2

Environmental Policy

The goal of ÍSOR's environmental policy is for the company to be a leader in its field and, through its operations, to have a positive influence on the development of environmental matters in Iceland. To achieve that goal we apply the methodology of the ISO 14001 standard to as many aspects of the operation as possible.

This entails that:

we know the environmental impacts of ÍSOR's operations and try to minimise them
we ensure that all legal requirements in the field of environmental matters are met and set ourselves stricter requirements where appropriate
we promote strengthening the environmental awareness of staff and their interest in the importance of environmental matters through regular training and education
we emphasise good treatment of the environment, among other things by reusing and recycling what arises in operations as far as possible, while disposing of other waste in an appropriate manner
we emphasise using environmentally friendly modes of transport as far as possible, both on journeys to and from work and on journeys on behalf of ÍSOR. We also reduce travel by using teleconferencing equipment as much as possible.
we comply with the requirements of the ISO 14001 standard and continuously improve the effectiveness of the environmental management system

Safety Policy

ÍSOR's policy is to ensure all employees a safe and healthy working environment. The goal is an accident-free workplace and that no employee suffers harm to their health from their work for the company. To achieve this goal, the company's management expects all employees to work in accordance with this policy. In the operation of the company it is assumed that all requirements of laws and regulations are followed and that improvements are continuously being worked on that promote increased safety of employees, partners and clients of the company. ÍSOR's means of achieving this goal are the following:

To create a safe and healthy working environment for employees, service providers and others who have business with the company.
ÍSOR provides employees with facilities, instruments and equipment that are in good condition and meet safety requirements.
To ensure that the company's equipment is inspected and tested in accordance with applicable laws and regulations.
To educate and train employees in the field of safety and occupational health matters.
ÍSOR carries out risk assessment for the company and ensures that such an assessment is made each time new equipment and/or a new procedure is put into use that may create a hazard for employees.
ÍSOR conveys information about the company's requirements regarding safety and health matters in a focused manner to clients and service providers.
ÍSOR's management takes an active part in the organisation and implementation of the company's safety and health matters.
To ensure that ÍSOR's employees receive the necessary training for the relevant work and that there are procedures and work instructions that are useful to them.
ÍSOR regularly has internal audits carried out to verify the effectiveness of the system.