University of Iceland Equality Action Plan

University of Iceland Equality Action Plan 2021-2023

Accepted by the University Council for the University of Iceland 7. July 2021

Introduction

Equality is one of the three central values of the Strategy of the University of Iceland, and a guiding principle of the University and the basis of diversity and respect in the academic community (HÍ21, the Strategic plan of the University of Iceland 2016-2021).

The first University of Iceland Equality Action Plan was approved by the University Council in 2000, with this plan the sixth of its kind.

Discrimination on the basis of sex, gender, skin colour, disability, sexual orientation, gender identity, ethnicity, body shape, age, health, religion, views, residence status, financial means, nationality, race or culture is prohibited at the University of Iceland.

The Equality Action Plan was written by the Equal Rights Committee under the leadership of the Committee chair and in collaboration with the UI Council for Disability Rights, the equality officers, and other equality and diversity experts at the University of Iceland. An emphasis is placed on gender equality, but other dimensions of equality are incorporated. It is important that equality actions at the University of Iceland take into account changes within Icelandic society. The way the University community responds to increasing diversity is an important aspect of the development of a democratic society. It is essential that the University lead the way in this work, through for example attracting a diverse a group of staff and students.

A wide range of challenges face a modern university community. These challenges shape our lives, our studies, and our work. Changing times, such as the COVID-19 pandemic, call for greater flexibility in the working and teaching environment at the University. Increased competitiveness within the academic environment and in funding shapes our work, research and learning environment and has a long-term impact on work-life balance. It is important that the University community aims at creating a balance between staff and students’ personal lives, their studies and work, for example through research exploring the impact of the COVID-19 pandemic on the lives and work of marginalised groups (e.g. in terms of sex, origin, disability and LGBTQ+ perspectives).

Legal foundation

The University of Iceland Equality Action Plan 2021-2023 is based on the University of Iceland’s Strategic Plan 2016-2021. The plan is also based on the principle of non-discrimination of Article 65 of the Constitution of Iceland no. 33/1944, cf. the Constitutional Act no. 97/1995. The University of Iceland’s policy further looks to the Gender Equality Act no. 150/2020, the Act on Equal Treatment of Individuals Regardless of Race and Ethnic Origin no. 85/2018 and the
Act on Equal Treatment on the Labour Market no. 86/2018. It takes into account relevant provisions from the Act on Services for Persons with Disabilities with Long-Term Support Needs no. 38/2018, the UN Convention on the Rights of Persons with Disabilities and the Act on Gender Autonomy no. 80/2019.

The integration of the gender and equality dimensions are the foundations of the equality plan. Gender mainstreaming must be ensured in all policy-making and strategic planning (cf. Article 30 of Act no. 150/2020) and equality considerations must be incorporated into all University operations.

The plan defines aims and actions intended to guarantee that staff are afforded their statutory rights in accordance with Articles 6-7 and 12-14 of Act no. 150/2020. The plan also identifies the ways in which the University of Iceland as an educational institution complies with Articles 14 and 15 of the Act regarding students and Articles 28 and 30 as a service institute. Finally, the Equality Action Plan is also based on the results of the report The Status and Development of Equal Opportunities at the University of Iceland 2012-2016, which evaluated the state of equality issues within the University of Iceland and current knowledge within the field of equality.

University administrators shall ensure that everyone, regardless of gender, has the same opportunities for continuing education, lifelong learning and vocational training, and to attend courses designed to improve professional skills or as preparation for other work, cf. Article 12 of Act no. 150/2020.

University administrators shall also make the necessary arrangements to enable staff to balance professional and family responsibilities, cf. Article 13 of Act no. 150/2020, including measures that facilitate staff returning to work after parental leave or leave taken due to family circumstances.

Role

All members of the University of Iceland community are responsible for ensuring equality, but the ultimate responsibility lies with the highest authorities at the University, i.e. the rector and the University Council.

This plan applies to all students and staff, who are responsible for preventing discrimination and striving to create a University community characterised by respect, understanding and tolerance.

The Equal Rights Committee shall oversee matters of equality as stipulated by the rector and the University Council. The Council for Disability Rights shall oversee the affairs of students with disabilities or learning difficulties at the University of Iceland, under the authority of the rector and the University Council. The equality officer(s) shall, under the auspices of University of Iceland administration, ultimately supervise matters of equality in collaboration with the Equal Rights Committee and the Council for Disability Rights. The equality officer(s) shall monitor compliance with the University of Iceland Equality Action Plan, encourage the natural integration of equality into all University operations and serve in an advisory capacity for anyone who reports experiences of inequality or discrimination.

Each of the five schools, as well as central administration, shall establish their own equality action plan, based on this Equality Action Plan. School deans and the managing director and division heads of central administration are responsible for ensuring that individual provisions of the Equality Action Plan are complied with, within the relevant organisational units.

Particular attention is drawn to the University Professional Council and the procedures regarding the response to sexual harassment, gender-based and sexual violence, as well as other forms of violence and bullying, this includes the obligation for people to report offences of which they have reasoned suspicion or knowledge. Information on the Council and the procedures can be found at jafnretti.hi.is, Anyone who receives a complaint or report of such an offence shall immediately refer the matter to the Professional Council for processing and review.

Review

The Equality Action Plan is valid for three years and shall be reviewed at the end of this period, or by January 1st 2024. A report on the status and progress of equality matters shall be produced every five years; the next report will address the period 2017-2021.

Aims and actions

The following aims and actions are intended to encourage successful implementation of the Equality Action Plan over the next three years.

1. Teaching, learning and research

1.1. Course on equality at the School of Education

Aims: Knowledge of equality and diversity issues will be included in School of Education programmes at UI (cf. Article 15 of Act no. 150/2020, Article 10 of Act no. 85/2018 and the Act on the Affairs of Disabled People no. 59/1992).
Actions: A credit bearing course on equality in a broad sense will be established for students at the School of Education.
Responsibility and accountability: Dean of the School of Education in consultation with the SoE equal rights committee.
End date: Matter concluded by the autumn semester 2021.

1.2. Support for immigrant students

Aim: Academic support and support services for immigrant students will be improved.

1.2.1

Actions: A mentoring system for students of foreign origin will be established.
Responsibility and accountability: Diversity officer in collaboration with the International Office, the Student Council international relations officer and the Department of International Studies in Education.
End date: Mentoring system established by the beginning of the autumn semester 2021.

1.2.2

Actions: Flow of information to students improved.
Responsibility and accountability: Division of Academic Affairs, in collaboration with the Division of Marketing and Public Relations and the Division of Information Technology.
End date: Proposals will be made by the end of the autumn semester 2021.

1.2.3

Actions: Means to increase opportunities for students to undergo assessment partly in English, as well as guaranteeing funding for translations will be found.
Responsibility and accountability: Division of Academic Affairs, in consultation with faculties.
End date: Proposals will be made by the end of the autumn semester 2021.

1.2.4

Actions: The University shall collect data regarding the number of immigrants studying at UI.
Responsibility and accountability: Division of Academic Affairs
End date: Proposals will be made by the end of the autumn semester 2021.

1.3. Teaching methods to meet the needs of a diverse student population

Aim: Accessible teaching methods will be implemented to meet the needs of a diverse student population. Emphasis will be placed on universal design with regard to accessible teaching methods and learning environments. Teaching staff will receive practical training in pedagogy for diverse social groups.

1.3.1

Actions: A working group will be appointed to focus on accessible and flexible teaching methods, assessment and learning environments in the spirit of universal design for all students and ways to ensure that teaching staff have basic knowledge in pedagogy for diverse social groups.
Responsibility and accountability: Division of Academic Affairs, in consultation with the pro-rector for academic affairs, the Council for Disability Rights, the Centre for Disability Studies and the equality officer.
End date: Proposals will be made by the end of the spring semester 2022.

1.3.2

Actions: An online, practical course will be designed for teaching staff on pedagogy for diverse social groups.
Responsibility and accountability: Educational managers at SoSS and SoE in collaboration with pedagogical development managers at SoSS and SoE, Equal Rights Committee and RUMFF
End date: Spring semester 2022

1.3.3

Actions: The existing equality checklist for teaching will be reviewed and regularly updated (in Icelandic and English) and presented to teaching staff and anyone involved with teaching.
Responsibility and accountability: Equality officer in collaboration with Centre for Teaching and Learning (CTL) and Equal Rights Committee
End date: Autumn semester 2023

1.3.4

Actions: Monthly quick facts regarding equality and equity will be displayed on screens in UI buildings.
Responsibility and accountability: Equal Rights Committee
End date: Every month

1.4. Student gender ratio

Aim: Closing of the student gender gap (cf. Article 15 of Act no. 150/2020).
Actions: Review and define measures that promote more balanced gender ratios in the University community.
Responsibility and accountability: Equality officer, in collaboration with the consultation platform for university equality officers.
End date: End of 2022.

1.5. Integration of equality dimensions in teaching

Aim: Integration of the equality dimension into teaching (cf. Articles 15 and 30 of Act no. 150/2020 and Article 10 of Act no. 85/2018).
Actions: Development of a workshop for teaching staff on integration of the equality dimension in teaching and creating a learning environment conducive to collaboration among a diverse student population.
Responsibility and accountability: CTL
End date: Annual workshop for teaching staff

1.6. Collaboration among postgraduate students in gender related projects

Aim: Increased collaboration among postgraduate students writing theses about equality matters.
Actions: Create a forum for collaboration between postgraduate students at different schools whose projects relate to equality.
Responsibility and accountability: Doctoral Student Association (FeDON) in collaboration with the Equal Rights Committee.
End date: Regular annual events.

1.7. Proposals for the UI Evaluation System

Aim: Ensure that the UI Evaluation System does not discriminate based on job unit or academic subject (cf. Articles 6-7 of Act no. 150/2020).
Actions: An analysis and proposals will be made to ensure that the University Evaluation System does not discriminate based on subjects or their gendered impact.
Responsibility and accountability: Pro-rector for science in collaboration with the Science Committee, the Division of Science and Innovation and the Division of Human Resources.
End date: End of 2021.

1.8. Equality dimension in study design

Aim: Ensure that the gender/equality dimension is considered at all stages of research.
Actions: The Division of Science and Innovation organises education workshops for researchers, training them to consider the gender/equality dimension from the study design stage to the dissemination of results.
Responsibility and accountability: Division of Science and Innovation in consultation with the pro-rector for science
End date: First course in the autumn semester 2022. Ongoing project.

2. Human Resources

2.1. Covid-19

Aim: Evaluation of and response to the impact of the COVID-19 pandemic on the University community, with a focus on marginalised groups and intersecting forms of discrimination.

2.1.1

Actions: Map the overall impact on staff and develop proposals. E.g. increased burden due to changes in teaching arrangements.
Responsibility and accountability: Division of Human Resources
End date: Proposal ready by the autumn semester 2021.

2.1.2

Actions: Map the overall impact on students and develop proposals.
Responsibility and accountability: Division of Academic Affairs
End date: Proposal ready by the spring semester 2022.

2.1.3

Actions: Find ways to evaluate the gendered consequences on the productivity of academic staff and propose ways to correct for these.
Responsibility and accountability: Pro-rector for science in consultation with the Division of Human Resources and the Division of Science and Innovation
End date: Proposal ready by the autumn semester 2021.

2.2. Diversity of staff

Aim: Ensure that jobs at UI are available to anyone regardless of nationality, ethnic or racial background, sex, gender or disability (cf. Article 8 of Act no. 86/2018).
Action: Efforts made to increase the diversity of staff in teaching, research and administration, e.g. by ensuring that job advertisements encourage applications from diverse groups, conducting surveys on staff diversity and establishing diversity training for evaluation committees.
Responsibility and accountability: Division of Human Resources
End date: Ongoing project.

2.3. Accessibility on campus

Aim: Ensure that the University campus will be made accessible to all groups and that teaching spaces are suitable for a diverse student population and diverse teaching and learning methods (e.g. in consideration of the Act on the Affairs of Disabled People no. 59/1992, the UN Convention on the Rights of Persons with Disabilities and Article 10 of Act no. 86/2018.
Action: Accessibility on the University campus will be prioritised – for both indoor and outdoor spaces – with improvements made in accordance with accessibility evaluations. During this period work will continue in evaluating building accessibility.
Responsibility and accountability: Division of Operations and Resources in consultation with the planning committee and the Council for Disability Rights.
End date: Ongoing project. Annual consultation meeting of responsible parties to evaluate success.

2.4. Equality Days

Aim: Ensure that issues of equality in a wider context will be regularly publicised at UI (cf. Article 15 of Act no. 150/2020 and Article 7 of Act no. 86/2018).
Action: Organise and hold Equality Days at UI, based on interdisciplinary collaboration and input from experts in the field of equal rights.
Responsibility and accountability: Equality officer in collaboration with Equal Rights Committee, the Council for Disability Rights and other stakeholders.
End date: Annually.

2.5. Equal pay and gendered finances

Aim: Ensure that all staff, regardless of sex or gender, receive the same salary for the same or equivalent work (cf. Article 6 of Act no. 150/2020 and Article 9 of Act no. 86/2018) and gendered economic policy / finances will be introduced.

2.5.1

Actions: Follow equal pay policy and maintain equal pay certification
Responsibility and accountability: Division of Human Resources.
End date: Annual review.

2.5.2

Actions: Support for research into gendered finance.
Responsibility and accountability: Equality officer in consultation with the pro-rector for science and research.
End date: Ongoing project.

2.6. Gender balance in committees, councils and boards

Aim: Ensure a gender balance in appointment of committee members, councils and boards at the University of Iceland (cf. Article 28 of Act no. 150/2020).

2.6.1

Actions: Steps taken to ensure that gender representation on committees, councils and boards at UI are in accordance with equality laws, i.e. that representation of men and women is as equal as possible and not lower than 40% where there are more than three members. This shall not prevent the nomination and appointment of nonbinary people (i.e. people registered with a neutral gender) and it shall be ensured that the representation of women is not lower than 40%, as provided for in law.
Responsibility and accountability: Rector and school deans.
End date: Ongoing project.

2.6.2

Actions: Options explored for managing information about appointments and nominations on the UI dashboard.
Responsibility and accountability: Pro-rector for academic affairs and development
End date: Evaluation complete by the end of 2021.

2.7. Gender-neutral toilets

Aim: Increase the number of gender-neutral toilets at UI.
Action: The number of gender-neutral toilets shall be increased with the aim of providing such toilets in as many buildings as possible.
Responsibility and accountability: Division of Operations and Resources.
End date: Ongoing project. Will be one of the changes made when building work is scheduled and always be included in new buildings.

2.8. Applied gender studies

Aim: Encourage students to complete projects on applied gender studies.
Action: Encourage students on courses in applied gender studies to complete projects on the operations of schools, faculties and central administration.
Responsibility and accountability: Equality officer and programme coordinator for gender studies.
End date: Every spring.

2.9. Education on equality and diversity

Aim: That students and staff receive education on equality and diversity needs and concerns, e.g. microaggressions (cf. Article 15 of Act no. 150/2020, Article 7 of Act no. 86/2018, and the Act on the Affairs of Disabled People no. 59/1992).
Action: Education, e.g. online material, for students and staff on equality and diversity, including microaggressions that people with disabilities, people of foreign origin and LGBTQ+ people experience.
Responsibility and accountability: School deans, in collaboration with school equal rights committees.
End date: Every autumn.

2.10. Education on equality for staff and administrators

Aim: Ensure that staff and administrators receive regular education on equality (cf. Article 30 of Act no. 150/2020 and Article 7 of Act no. 86/2018).

2.10.1

Actions: Equality education incorporated into the Division of Human Resources educational programme.
Responsibility and accountability: Division of Human Resources and school human resources managers in collaboration with school equal rights committees and the central Equal Rights Committee.
End date: Spring semester 2021 and regularly thereafter.

2.10.2

Actions: Education, e.g. online material, for staff and administrators on equality policy and equality issues, e.g. accessibility, integration of equality dimensions with regard to sex, gender, gender identity, sexual orientation, culture, ethnic origin and disability.
Responsibility and accountability: Division of Human Resources and school human resources managers in collaboration with school equal rights committees and the central Equal Rights Committee.
End date: Spring semester 2021 and regularly thereafter.

2.11. Icelandic language studies

Aim: Offer better support for staff and PhD students with Icelandic as another language to learn Icelandic.
Action: Courses are available and free to participants. Investigate the need for new Icelandic courses and other forms of help for staff and PhD students.
Responsibility and accountability: Division of Human Resources in consultation with the Faculty of Icelandic and Comparative Cultural Studies and faculty heads.
End date: Ongoing project (regular courses).

2.12. Gender-based violence and harassment not tolerated

Aim: Gender-based violence, gender-based harassment, sexual harassment and other violence or bullying are not tolerated at UI (cf. Article 14 of Act no. 150/2020, Articles 10 and 13 of Act no. 85/2018 and Article 7 of Act no. 86/2018).

2.12.1

Actions: Present and disseminate the results of surveys regarding the prevalence and characteristics of sexual harassment, bullying and other violence at the University of Iceland.
Responsibility and accountability: Division of Human Resources, in collaboration with the equality officer
End date: Spring semester 2021 (Equality Days).

2.12.2

Actions: Conduct a qualitative survey among students and staff regarding the extent and characteristics of sexual harassment, bullying and other violence at the University of Iceland.
Responsibility and accountability: Division of Human Resources, in collaboration with the equality officer
End date: Spring semester 2022

2.12.3

Actions: Offer regular training for students and staff on forms of sexual harassment, bullying and other violence and the resources that UI has to tackle these.
Responsibility and accountability: Division of Human Resources
End date: . Ongoing project

2.13. Reporting gender-based and sexual violence and harassment

Aim: Improve the flow of information regarding contact persons, UI's response, and the process of filing a complaint of gender-based violence, gender-based or sexual harassment, other violence or bullying at UI (cf. Article 14 of Act no. 150/2020, Articles 10 and 13 of Act no. 85/2018 and Article 7 of Act no. 86/2018).

2.13.1

Actions: An emphasis placed on publicising relevant resources at UI and channels for reporting gender-based and sexual violence and harassment, bullying or other violence.
Responsibility and accountability: Division of Human Resources.
End date: Ongoing project.

2.13.2

Actions: Explore ways to create a framework and procedural rules of for reporting harassment and discrimination on grounds of disability, origin, gender, skin colour, sexual orientation, gender identity, ethnicity, race, body type, age, health, religion, opinion, residence status, financial means, nationality, or culture.
Responsibility and accountability: Equal Rights Committee in consultation with the Division of Human Resources
End date: Spring semester 2022

2.14. Increasing the visibility of nonbinary people at UI

Aim: Increasing the visibility of nonbinary people at UI

2.14.1

Actions: University systems take into account changes to the National Registry allowing people to register as nonbinary.
Responsibility and accountability: Division of Information Technology
End date: End of 2021

2.14.2

Actions: Statistics on students and staff take into account that there are more than two genders.
Responsibility and accountability: Division of Academic Affairs & Division of Human Resources
End date: Ongoing project

2.14.3

Actions: Help teaching staff become familiar with gender diversity in Icelandic society
Responsibility and accountability: Division of Academic Affairs
End date: Ongoing project

2.15. Mentoring system for new academic staff

Aim: Improve support for new academic staff and putting them on a level playing field.
Action: The mentoring system for new academic staff will be further developed and better publicised to school deans and faculty heads.
Responsibility and accountability: Division of Human Resources in consultation with school deans and human resources managers.
End date: Publicization of the mentoring system will take place every autumn semester.

2.16. Student involvement equality work

Aim: Increase the involvement of student representatives in UI equality work.
Action: Annual consultation meeting of the Student Council and student stakeholder organisations with the Equal Rights Committee and UI equality officer.
Responsibility and accountability: Student Council Equal Rights Committee in collaboration with UI Equal Rights Committee, equality officer, Student Council, UI Feminist Organisation, Asian Students Association, Hugrún mental health education association, Queer Students Association and other student organisations working in equality.
End date: Annual consultative meeting.

3. Active participation in society and industry

3.1. Researc on issues of equality

Aim: Research on issues of equality will be made more visible and accessible.
Action: Research on issues of equality will be highlighted using diverse and accessible methods, for example through lectures or videos or by making equality research results accessible on the UI website.
Responsibility and accountability: School public relations managers in collaboration with research institutes focusing on equality.
End date: Ongoing project.

3.2. Public relations for a diverse student population

Aim: Enhance public relations work for a diverse student population.
Action: Public relations will emphasise student diversity and where to find information on student support at UI.
Responsibility and accountability: Division of Marketing and Public Relations in collaboration with schools.
End date: Ongoing

3.3. Public relations for a diverse society population

Aim: Scientific and educational projects reach a diverse group of children and young people.

3.3.1

Actions: Emphasis placed on reaching the children of immigrants and children with disabilities through the University's scientific outreach and other educational work. Focus on the University of Youth, the Knowledge Train and the Science Centre.
Responsibility and accountability: Division of Marketing and Public Relations.
End date: Annually with the University of Youth and generally through promotional material for the University.

3.3.2

Actions: Public relations material aims to reach diverse social groups
Responsibility and accountability: School public relations managers in collaboration with the Division of Marketing and Public Relations.
End date: Ongoing

3.4. Equality and diversity in marketing and public relations

Aim: Coordination of and increased emphasis on equality and diversity in marketing and public relations.
Action: The Equal Rights Committee and equality officer will hold an annual consultation and educational meeting with the Division of Marketing and Public Relations and school public relations managers.
Responsibility and accountability: Equal Rights Committee in collaboration with the equality officer and Council for Disability Rights.
End date: Consultation meeting every other year.

3.5. Collaboration with other universities in equality matters

Aim: Increased collaboration with other universities in equality matters

3.5.1

Actions: Participate in an active discussion for university equality officers
Responsibility and accountability: Equality officer.
End date: Two consultation meetings per year, with involvement from the NUIS, and collaboration on Equality Days

3.5.2

Actions: Participation in the Diversity group of the Aurora Alliance, of which UI is a member along with other European universities.
Responsibility and accountability: Equality officer.
End date: Two consultation meetings per year

4. Follow up

4.1. Equality Action Plan follow up

Aim: . That the UI Equality Action Plan is complied with.

4.1.1

Actions: Schools’ equal rights committees / equality officers and administrators follow up the UI Equality Action Plan by setting an action plan for their school/unit based on the UI plan.
Responsibility and accountability: School equal rights committees and central administration.
End date: Autumn semester 2021.

4.1.2

Actions: Schools’ equal rights committees / equality officers meet at least annually with school boards to explain their work and discuss the need for involvement and support from administrators regarding specific actions.
Responsibility and accountability: School equal rights committees
End date: Annually

4.1.3

Actions: The Equal Rights Committee meet annually with the director of central administration to explain their work and the need for support from administrators.
Responsibility and accountability: Equal Rights Committee
End date: Annually

4.2. Evaluation of results

Aim: An evaluation of efficacy of Equality Action Plan results.
Action: Conduct a staff survey of effectiveness and efficacy of the implemented projects.
Responsibility and accountability: Division of Human Resources in consultation with school equal rights committees and human resources managers.
End date: Autumn semester 2022.

4.3. Report on the status and development of equality at UI

Aim: Regular evaluation of status and development of equality at UI.
Action: Every five years produce a report on the status and development of equality at UI.
Responsibility and accountability: Rector in consultation with Equal Rights Committee.
End date: Every five years. The next report will address the period 2017-2021 and will be published in 2022.