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The Human Rights and Democracy Office is responsible for enforcing the City's Human Rights Policy. The Human Rights Policy is based on human rights and the principle of equality.
The principle of equality or non-discrimination is one of the basic notions of human rights. It is found in the main human rights treaties and in Article 65 of the Constitution. The rule stipulates that it is prohibited to discriminate against persons on the grounds of their particular characteristics or for other irrelevant reasons.
The City's Human Rights Policy was first adopted by the City Council on May 16, 2006. The current policy was approved by the City Council on October 18, 2016. The policy emphasizes a comprehensive view to benefit residents, as many belong to more than one of the groups it addresses.
Managers and staff are responsible for ensuring respect for human rights within the City's administration, workplaces, and services.
A major focus of the City of Reykjavík’s Human Rights Policy is the equality of genders. This emphasis should be visible and integrated into all the City's operations and policy-making.
The Human Rights & Democracy Office of Reykjavík City, together with the Human Rights & Violence Prevention Council, monitors the City's Human Rights Policy and ensures no discrimination against residents. If city residents, municipal staff, interest groups, or city visitors feel their rights have been violated according to the Policy, they can submit suggestions or complaints.
Residents, City staff, interest groups, or city visitors can submit suggestions or complaints, and their processing is free of charge for them.
An action plan is developed from the Human Rights Policy that addresses its different aspects. Various departments and offices of the City are responsible for individual actions, but the Human Rights & Democracy Office is responsible for the action plan as a whole. The action plan for the years 2023 to 2026 can be viewed below.
Human rights are protected in the Icelandic Constitution, as well as numerous international human rights treaties and declarations to which Iceland is a party.
In Reykjavík City's Human Rights Policy, the human rights provisions of the Constitution and international treaties are used as the basis, such as the Convention on the Rights of the Child and the United Nations Convention on the Rights of Persons with Disabilities. The policy is based on the principle of equality and aims to ensure that all people enjoy human rights without regard to origin, nationality, class, language, color, religion, philosophical beliefs, political views, atheism, sex, sexual orientation, gender identity, gender expression, sex characteristics, age, disability, physique, body form, health, fitness, or other status.
Reykjavík City has the equality of its residents and human rights as a guiding light in all its activities and is committed to being at the forefront of human rights, with a main emphasis on equal status of all genders. By using a coordinated human rights policy, efforts are made to combat multiple discrimination and emphasis is placed on a comprehensive view to benefit residents, as many of them belong to more than one of the groups it covers.
The Policy is built, among other things, on Act on Equal Status and Equal Rights of Women and Men No. 10/2008, hereinafter referred to as the Equality Act. The emphasis on the equal rights of women and men should be visible in all the City's activities and the status of genders needs to be specifically looked at in all the groups that the policy covers. That being said, it should be noted that traditional definitions of male or female do not always apply and not everyone identifies as either female or male.
Municipal authorities undertake to work on human rights in four main areas, each reflecting the diverse roles and obligations of the municipality as a public authority, as an employer, as a service provider and as a partner of those who want to promote human rights and everyone the City interacts and transacts with.
As a public authority, Reykjavík City emphasizes equality, human rights, and cooperation with residents, aiming to be at the forefront in this. By transparent decision-making, Reykjavík City assures decisions are made with the residents' interests in mind. Reykjavík City, as a public authority, strives to include residents in discussions and encourages democratic participation in matters of interest in various ways – creating platforms and avenues for this purpose.
Reykjavík City aims for workplace equality in accordance with the Equality Act and strives to ensure that its staff reflects the diverse society of the city. As an employer, Reykjavík City strives to be a model and will make use of information from the City’s Employee Policy, Employment Policy, Culture Policy, Procurement Policy, Information Policy, Prevention Policy, and other accepted policy-making guidelines.
Reykjavík City respects the freedom of expression of its staff and encourages people to suggest improvements at their workplace with the interests of service recipients and coworkers in mind. All staff are obliged to be respectful and considerate towards vulnerable service recipients. Staff should avoid any actions that infringe upon the City's Human Rights Policy or could smear their reputation. They must respect the protections and dignity established by international treaties and constitutional human rights provisions regarding freedom of expression.
Reykjavík City plays a vital role in the wellbeing of its residents. All City institutions actively and systematically work to develop services, cultural activities, education, and information dissemination that promote equality and a diverse society, ensuring equal access and participation for everyone on their own terms. Service recipients are encouraged to share their opinions about offerings and event arrangements with Reykjavík City.
Reykjavík City emphasizes collaboration with other public entities, the university community, private entities, and associations focusing on promoting initiative, innovation, and knowledge acquisition in the fields of equality and human rights. Reykjavík City also emphasizes that all parties with whom it does business uphold human rights.
It is forbidden to discriminate against people on the basis of gender. We encourage equal participation and influence of women, men, as well as people of other genders, and people who do not define their gender in the urban community. Purposeful work shall be carried out against all discrimination and inhibiting effects of standardized gender images. Everyone’s contribution should be judged based on its value, without considering gender.
When forming committees, boards, and councils, aim at balanced gender ratios and a minimum of 40% representation when there are more than three officers, in accordance with Article 15 of the Equality Act. The equality of men and women should also guide the selection of officers in working groups preparing policy-making and significant decisions.
2.1.1 When preparing decisions and fund allocation, such as in making budgets and operational plans, the needs and attitudes of genders have to be taken into account by analyzing the impact of decisions on their status. Reykjavík City implements the tools and methods of gender budgeting for this purpose.
2.1.2. Reykjavík City is committed to combating gender-based violence, whether it is psychological, physical, or sexual. All City operations reflect this goal, and Reykjavík City prepares an action plan to that end.
2.1.3 Reykjavík City is also committed to fighting sexual violence, prostitution, and human trafficking. Therefore, in cooperation with the police, it's important to combat the operations of strip clubs and businesses revolving around prostitution.
2.1.4 Reykjavík City emphasizes that city planning should take into account all genders, for instance in outdoor artwork installations.
It ensures through structured equality work that everyone, regardless of gender, enjoys equality in all aspects at Reykjavík City workplaces.
2.2.1 Perspectives on equal representation should have the same weight as other perspectives when Reykjavík City hires people. An applicant of minority gender in the respective field should be preferred in the hiring process if they are equally or more qualified than other applicants, per the Equality Act. During hiring, it's forbidden to discriminate based on marriage or family status, pregnancy, adoption, potential childbearing, or any other factor gender-specific private interests might influence.
2.2.2 In all content and advertisements for Reykjavík City's institutions and companies, equal importance for all groups and equal respect for genders should be observed. Í atvinnuauglýsingum komi
Job advertisements must state that the jobs are open to all genders. In certain professions, where there are valid reasons to hire one gender over another, it must be specified in the job advertisement with reference to Article 26 of the Equality Act.
2.2.3 Everyone, irrespective of their gender, should enjoy comparable wages and rights. Men and women should receive equal pay for the same work. Individual wages, such as skill and performance-based salaries and other decisions affecting wages, should be based on relevant criteria, not gender. Reykjavík City believes that conditions leading to wage secrecy are one of the sources of gender-based wage gaps, and thus should be abolished.
2.2.4 Working conditions should address the needs of all genders. When assigning tasks, in job transfers, organizational changes, and layoffs, gender equality should guide decisions. Job development and continuous education should be used to promote equal rights and equal respect for genders in the workplace.
2.2.5 Reykjavík City aims to harness the benefits of flexibility in the workplace to help employees balance personal life and work and managers meet the changing needs of the workplace. Employees should have the opportunity to adopt flexible working hours, part-time roles, or other efficient work schedules or arrangements as needed. Great emphasis is put on combating stereotypical images about the gender role distribution when it comes to family responsibilities.
2.2.6 Sexual harassment and violence have no place in the City's workplaces. Managers must make special arrangements to prevent employees, students, and service users from experiencing sexual harassment, as per Article 22 of the Equality Act. If supervisors or confidantes are alerted about such behavior, they must, in consultation with the manager or, where applicable, other higher officials, immediately put an end to it. If a supervisor is charged with alleged sexual harassment, as per Article 22 of the Equality Act, that supervisor should not make any decisions that affect the complainant. The complainant must not suffer any damage from the measures taken. Serious or repeated harassment can lead to the dismissal of the perpetrator. Procedures for responding to sexual harassment should be accessible to all employees.
Discrimination based on age is not allowed, and everyone's contribution is valued based on merits, regardless of age.
Always prioritize what is best for children and adolescents when decisions are made by social authorities or the authorities. Children and adolescents should enjoy care and protection; the authorities must enforce this. Reykjavík City takes into account the provisions of the United Nations Convention on the Rights of the Child in all its work with children. This includes ensuring children's rights to form their views and express them in matters that concern them.
Reykjavík City monitors the situation of older individuals who are in vulnerable positions in the later stages of their lives. Consultations are held with older people, children, and adolescents when decisions are made that impact their interests. Caution should be exercised to avoid generalizing individuals based on their age group, and special attention should be devoted to differentiating gender status across various ages in the city.
3.1.1 All residents' perspectives and needs, regardless of age, should be considered.
3.1.2 In preparing decisions that can impact individuals based on age, account for the needs and attitudes of people at different stages of life. In particular, children, teenagers, and older people.
3.1.3 When preparing to make decisions impacting specific age groups, consult their representatives if possible.
3.1.4 As decisions involving children and teens are being made, always prioritize their best interests.
3.2.1 Do not discriminate by age in hiring.
3.2.2 All employees of Reykjavík City, regardless of age, are offered continuous education and career development, as per the City's employee policy.
3.2.3 Reykjavík City ensures a positive and comfortable work environment that is free from prejudice, stereotypes, and age clichés.
3.2.4 Where necessary, employees can negotiate based on ability, reduced work intensity, and/or flexible working hours as they age.
3.2.5 In all the City's children's and adolescent work, qualified staff provide care and protection, ensuring the best possible safety for children and youth. The staff number is sufficient to guarantee this.
3.2.6 Reykjavík City emphasizes activating all children and youth to participate according to their age and maturity, oppose students' dropout from education and organized sports and recreational activities, consistent with the City's prevention policy.
3.2.7 Reykjavík City emphasizes hiring capable individuals to provide the City's care services.
The service needs of people vary by age and life stage.
3.3.1 All city residents, regardless of age, have equal access to the City's services, provided that the services are not targeted at specific groups, such as children and adolescent activities or social activities for older people. When deciding service adjustments, the needs of all age groups are taken into account and we identify whether service impacts on genders could be different.
3.3.2 All services to older people, children, and teens under the responsibility of Reykjavík City is guided by gender equality. Age is not a taboo topic. Educational, informational, and promotional materials aim to depict the diversity of human life.
3.3.3 Encourage positive and constructive attitudes towards all age groups using the City's services, including children and older people.
It is not permitted to discriminate against people because of their disability. Disabled people are ensured the conditions required to actively participate in the urban community. Everyone is valued based on their merits. Respect the right of each individual to express, or not to express, their disability. It is important to remember that everyone is different, even if they belong to a specific group. Particular attention must be paid to recognizing the status of disabled people by gender.
Reykjavík City is aware that the definition of disability is subject to change and that disability can be traced back to interactions between individuals with impairments and prevailing societal attitudes towards them, preventing their active civic participation.
Reykjavík City views the contribution of disabled people to the prosperity and diversity of the urban community as valuable. Active community participation of disabled people is a fundamental human right and benefits everyone.
Disabled people are at high risk of violence and neglect. No group is as vulnerable to abuse as disabled women and children. The City aims to combat this particularly damaging risk.
Everyone has a right to actively participate in Reykjavík’s urban community and to fair, just treatment, regardless of disability, and it should be carefully ensured that no bias exists towards any gender. The needs and perspectives of disabled residents are respected and they are consulted in policymaking and decision-making processes pertaining to their issues.
Disabled people should be given time to adapt to a new job. Reykjavík City will also strive to demonstrate flexibility or an adaptation period to its employees who are caregivers for disabled people as needed and as possible.
4.2.1 Reykjavík City supports increasingly recognizing the skills and capability of disabled people, as well as their contribution to their workplaces and the job market.
Disabled applicants for City jobs should be given priority if they are as or more competent than other applicants, as per Article 32 of the Act on the Affairs of Disabled People No. 59/1992. Disabled people should enjoy the same rights as others, as per Article 1 of the Act on the Affairs of Disabled People No. 59/1992. Reykjavík City is committed to hiring a proportion of employees with occupational disabilities that reflects their representation in society. In addition, the City is committed to making part-time work available.
4.2.2 When hiring a disabled employee, it is necessary to ensure they have reasonable accommodations for their new role, as well as opportunities for continuous education and career development equal to other employees.
4.2.3 Staff members work hard to create a prejudice-free environment in the workplace.
4.3.1 Disabled people should have clear and equal access to services. Good access to information and services is an essential foundation for the independent living of disabled people. They must be guaranteed easy access to information. It's crucial to acknowledge that they have diverse communications needs and the information given on the City's website should reflect that. Disabled people are guaranteed the opportunity to participate actively in decision-making concerning services for them.
4.3.2 When organizing services, it is ensured that they cater to the distinct needs of various groups of disabled people of all genders. Public buildings should be accessible to all, regardless of disability, as per the Act on the Affairs of Disabled People No. 59/1992.
4.3.3 All educational and recreational activities, as well as cultural work organized by the City, are planned with regard to the needs of disabled people of all genders, providing them special support equal to others. Disability is not a taboo and educational material always reflects the diversity of human life. The diversity and fluidity of society should be addressed in work with children and youth at all education levels. There should be a determined effort to eradicate prejudice against disabled people.
Discrimination of City residents and staff because of health or physical conditions is prohibited. Everyone's contribution is evaluated on its merits.
Everyone has a right to actively participate in Reykjavík’s urban community and to fair, just treatment, regardless of health, appearance, or physical ability. and we pay special attention to preventing gender bias, and it should be carefully ensured that no bias exists towards any gender.
5.2.1 Staff members have the right to disclose, or not disclose, their health status or physical abilities.
5.2.2 Health status or medical history should not affect hiring, employment conditions, or termination of employment, without valid reasons. If reasonable causes are mentioned, these should undeniably relate to the nature of the job.
5.2.3 If changes to job responsibilities are needed, the staff member and the City should maintain full consultation.
5.2.4 Illness alone cannot be sufficient grounds for employment termination unless it has long-term and significant effects to the degree that they prevent the individual from fulfilling their duties. Reykjavík City will strive to ensure that staff who have fallen ill still have an opportunity to return to work, providing reasonable accommodations as necessary, and that work arrangements are decided in consultation with the employee.
5.2.5 It is ensured that staff enjoy continuous education and career development, irrespective of health status or physical abilities.
5.2.6 Each staff member has the right not to be subject to prejudice or discrimination at work. Staff members must aim to foster a prejudice-free working environment and diligently work to eradicate discrimination, including that based on health or physical ability.
We ensure access to services, regardless of people's health or physical abilities.
5.3.1 The outlook towards all who use the City's services is positive, grounded in respect for individual and diversity of human life.
Discrimination against people on the basis of physique, appearance, or body form. Everyone’s contribution shall be evaluated based on its merit regardless of height, weight, or appearance.
Reykjavík City maintains that prejudice and discrimination relating to physique is a social injustice that must be fought. Bullying, ridicule, and harassment related to physique among children and adolescents form part of such injustice, and schools must actively fight such behavior in after-school programs and other city-led recreational and cultural activities.
Everyone has the right to active participation in urban community and fair, equal treatment, regardless of physique, height, appearance, or body form.
6.1.1 Associations relating to body positivity should be consulted when making decisions that could affect people based on their physique, appearance, or body form.
6.1.2 The City's initiatives do not endorse negative attitudes, stereotypes, prejudice, or discrimination concerning physique, appearance, or body form.
It's important to respect that people differ in body size and appearance.
6.2.1 It is not permitted to terminate someone's employment or reject their application, promotion, pay raise, or other employment reward based on their physique, appearance, or body form.
6.2.2. Reykjavík City ensures a positive working environment without stereotypes, prejudice, and discrimination related to physique, appearance, and body form.
6.2.3 Employees strive to create a healthy working environment overall where coworkers are respected regardless of physique, height, appearance, and body form, during both work and play at the workplace.
6.2.4 Health promotion efforts in the City's workplaces are not focused on the employees' physique, but rather on creating better opportunities for healthy lifestyles and strengthening social connections.
All residents should have equal access to the City’s services, regardless of physique or body form. In making decisions about service provision, the needs of all regardless of body size should be considered.
6.3.1 All education, recreational activities, schooling, and culture take into account that participants are of various sizes and builds. Different body shapes and appearances should be addressed positively and without prejudice. Teachers and staff in schools, after-school programs, and other children and youth activities will demonstrate the diversity of human life in their work, for example, by choosing teaching and recreational materials accordingly. Cautions should be taken to avoid using teaching or recreational materials with negative stereotypes about physique, height, or appearance.
6.3.2 School administrators and other responsible persons in school and after-school activities run by the City should ensure that health promotion activities are free from negative messages about physique, appearance, or body form. It's important that children and adolescents perceive that they are welcome and valued on their own terms.
Discrimination against people based on their sexual orientation, gender identity, gender expression, or sex characteristics is prohibited. Everyone’s contribution is evaluated based on its merit regardless of sexual orientation, gender identity, gender expression, or sex characteristics. It should not be assumed that all individuals are heterosexual or cis-gender. The specific circumstances of LGBT+ people in the city should be identified.
Everyone has the right to active participation in Reykjavík’s urban community and fair, equal treatment, irrespective of sexual orientation, gender identity, gender expression, or sex characteristics, and it should be carefully ensured that no bias exists towards any gender.
7.1.2 When preparing decisions involving LGBT+ people, active consultation should be sought with their interest groups.
In employment decisions, care should be taken not to use non-employment-related motifs unjustly against staff members.
7.2.1 People have the right to disclose their sexual orientation, gender identity, gender expression, or sex characteristics, or not to, as they decide.
7.2.2 Employees cultivate an environment that's free from discrimination against LGBT+ people during both work and play at the workplace.
Staff should not assume that all those who access the City's services are heterosexual, cis-gendered, or have heterosexual or cis-gendered parents. Likewise, staff should not presume that everyone has two parents as some children have a single parent, and others more than two. Interactions between staff and service beneficiaries should be based on mutual respect.
7.3.1 All education, recreational activities, schooling, and culture take into account that participants may be LGBT+. Various types of families should be discussed openly and without prejudice. Teachers and staff in schools, after-school programs, and other children and youth activities will demonstrate the diversity of human life in their work, for example, when choosing teaching and recreational materials used at all education levels. School administrators and those responsible for school and recreational activities on behalf of the City should ensure students receive LGBT+ education, as it is the City's policy that LGBT+ individuals are respected and that the topic is addressed in line with the general part of the National Curriculum from 2011.
Discrimination based on religious belief, philosophical beliefs, political views, and atheism is not allowed. Everyone's contribution is evaluated on its merits, regardless of religious belief, philosophical beliefs, political views, or atheism. It must be avoided to assume that all who adhere to specific religious beliefs, philosophical beliefs, political views, or atheism are the same.
Reykjavík City shows respect to people regardless of their religious beliefs, atheism, or views. Everyone has the right to active participation in Reykjavík’s urban community and fair, equal treatment, irrespective of beliefs, atheism, or views, and it should be carefully ensured that no bias exists towards any gender.
8.1.2 When preparing decisions involving religious or philosophical organizations, they should be consulted.
Reykjavík City treats its employees with respect and ensures equality. Employees follow the City's Human Rights Policy and other accepted policy making.
8.2.1 Reykjavík City does not discriminate among employees in terms of religious or philosophical beliefs, political views, atheism or any other irrelevant factors.
8.2.2 All employees enjoy the same opportunities for job development and continuous education, regardless of their religious, philosophical, and political views.
8.2.3 All City employees bear the responsibility to create a prejudice-free work environment.
8.2.4 People's rights to express, or not express, their beliefs, atheism, philosophical and political views shall be respected. The practice of religious beliefs or expression of political views should not disrupt workplace activities.
Various political views or positions regarding religious and philosophical beliefs should never affect how those using the City's services are treated.
8.3.1 Everyone should have equal access to Reykjavík City's services, regardless of atheism or political, philosophical, and religious views.
8.3.2 In the City's educational, instructional, recreational, and cultural work, due consideration is given to different customs associated with various religious and philosophical views. It's important not to assume that everyone adheres to the same belief or has faith, even if the traditional religious ceremonies of the Lutheran Church are celebrated according to Icelandic law. Religious beliefs, atheism, and philosophical views are introduced in connections with student education, describing the diversity of daily life. No one religious or philosophical belief should be favored over another, and neutrality must be maintained in presenting the curriculum and teaching children.
8.3.3 City services are characterized by constructive interactions and mutual respect, regardless of people's political, religious, and philosophical views. Work is done to eliminate prejudice against religious beliefs, atheism, and philosophical and political views.
Discrimination against City residents due to their origins, skin color, nationality, cultural background, or any kind of classification based on racial ideology is prohibited. Everyone's contribution should be assessed on its merits with everyone having a right to similar treatment and behavior, regardless of origin or nationality. It should be avoided to categorize all those who fall under these definitions as a single group. Special attention needs to be paid to the situation of women, men, LGBT+ individuals, and disabled people of foreign origin in the city and to react if any group is disadvantaged.
Everyone has the right to active participation in Reykjavík’s urban community and fair, equal treatment, irrespective of origin, and it should be carefully ensured that no bias exists towards any gender. The views of stakeholders and specialist should be sought during policy making and decision making, and Reykjavík City should support increased participation of people of foreign origin in democratic decision-making in general. Reykjavík City should also actively support increased participation of people of foreign origin in city affairs, as well as on boards, councils and committees.
To serve a multicultural society, Reykjavík City needs to have employees of different origins. The knowledge and education of immigrants and people of foreign origin should be assessed on merit, and Reykjavík City should focus on increasing the number of employees from among immigrants in jobs and positions of influence in the City's workplaces.
9.2.1 City job advertisements should draw attention to Reykjavík City's policy of gender parity in jobs and that Reykjavík City is working against discrimination in the labor market and encourages immigrants and other groups covered by the policy to apply for jobs.
9.2.2 People of foreign origin should enjoy equality in the hiring process and in all terms and rights. They should be able to make use of their abilities and get jobs in line with their capabilities. Those of foreign origin applying for employment with the City, or who currently work there, benefit from guidance in assessing the education they have acquired.
9.2.3 Reykjavík City prevents discrimination regarding working conditions, career development, and continuous education of people of foreign origin. Employees of foreign origin enjoy equal opportunities for job progression and career development. They are given the opportunity for work-related Icelandic learning and receive education about the operation plan and service objectives of the workplace. It must be ensured that employees are aware of this educational option.
9.2.4 Workplaces in the City work against prejudice because of origin, skin color, nationality, or cultural background. Additionally, diversity education is offered when required or desired.
Assurance is provided that immigrants and people of foreign origin have easy access to the City's services. Especially, immigrant's needs are taken into account when the City's service is planned. Interpreter services are provided in interviews, for example, with counselors and in parent interviews. Efforts are made to increase the legal security and equality of city residents of foreign origin in connection with Reykjavík City services, and they are given the opportunity to voice their opinions.
9.3.1 All the City's educational, instructional, recreational, and cultural work takes into account the needs of children of foreign origin and provides them with special support and Icelandic teaching so they can enjoy the same opportunities as other children. It must also be ensured that Icelandic children receive education about other cultural backgrounds to support mutual adaptation. It is also important to ensure the participation of parents of foreign origin in their children's school and recreational activities and their access to information. The diversity and plurality of society are reflected in daily work with children and youth, and they have the opportunity to maintain their native tongue and introduce their home culture.
9.3.2 City institutions should create accessible and clear information about the City's services in the languages of the groups most represented in Reykjavík. This includes web publishing, brochures and advertisements when applicable, cf. the City's Information Policy.
9.3.3 Staff fosters an environment free from prejudice towards individuals due to origin, color, nationality, or cultural background. Staff makes an effort for amiable interaction, despite different language proficiency which could cause barriers. Employees are ensured knowledge to perform their work in a multicultural and diverse urban community.
Reykjavík City recognizes that every individual has the right to live in a healthy environment that poses no threat to people and biota. This right is intertwined with the rights to life, freedom, and dignity. A healthy environment refers to an environment free from polluted water, air, or soil that harms the health of people or biota. The environment includes city surroundings and nature within city limits. All residents should enjoy the quality of life offered in a healthy and accessible environment. They should also be able to access information and participate in decisions affecting their environment. The diverse status and influence of genders and multiple discrimination should always be considered. Due to gender, origin, disability, age, or other status, people may have varied needs in terms of access to information and participation in decisions affecting their environment. Moreover, residents should be required to reduce their ecological footprint and the authorities should support them in doing so.
10.1.1 Reykjavík City protects residents' rights to healthy living conditions. The City's Environmental and Resource Policy aims to ensure the quality of life for current and future generations, for example through robust environmental protection, education for sustainability, sustainable resource utilization, decisive action in climate matters, residents' access to outdoor areas, increased recycling, and waste minimization. Reykjavík City promotes human rights by adopting green steps in every city operation, which focus on boosting ecological operation.
10.2.1 Reykjavík City recognizes workers' rights to a healthy and supportive work environment. No discrimination should occur based on environmental factors. Reykjavík City is an environmentally friendly workplace that assumes social responsibility and requires workers to reduce their ecological footprint.
10.3.1 Reykjavík City ensures that all residents have access to the city's diverse environment, both man-made and natural.
10.3.2 Reykjavík City commits to providing a healthy environment for residents that doesn't threaten public health. This includes a commitment to high-quality environmental protection and environmental benefits, including a specific policy on waste, noise, air quality, and biological diversity that counteracts climate change impacts.
Reykjavík City acknowledges every individual's right to peace and safety. In a peaceful environment, people live safely without war, deprivation of liberty, threats, or any form of harassment. All residents should move about municipal land without their safety being jeopardized.
11.1.1 Reykjavík City aims to ensure residents' peace and safety collaboratively with relevant stakeholders.
11.1.2 Reykjavík City upholds peace and safety in municipal communications and international relations. It emphasizes its role in dismantling violence and promoting peaceful and constructive interaction between people, countries, and international institutions.
11.1.3 Reykjavík City strives to ensure that the city's environment is as safe as possible, paying particular attention to groups at higher risk of systematic violence.
11.2.1 Reykjavík City acknowledges employees' right to work in a safe environment that poses no threat to their health. It promotes safety and wellbeing at work and develops plans to ensure and protect its employees from bullying, harassment, sexual harassment, or any other form of violence. This includes not tolerating harmful or demeaning material in the work environment, such as sexually harmful material or material that reveals prejudice against any group as it could negatively impact people's workplace wellbeing.
11.2.2. Reykjavík City educates its employees about bullying, harassment, sexual harassment, and workplace violence, including towards people benefiting from City services. Response plans should be in place. Special consideration should be given to the fact that bullying can manifest as racism, as prejudice against disabled people, ageism, and prejudice against LGBT+ people. Furthermore, diverse gender statuses and multiple discrimination should be considered.
Reykjavík City commits to providing residents with a safe and peaceful environment. This includes efforts to reduce or eliminate environmental hazards, such as ensuring the safety of structures and lighting. Here, it's vital to consider that people face different safety-related challenges. Consideration should be given to varied gender status, age, origin, disabled people, and other groups mentioned in the Human Rights Policy. Special emphasis must be given to the effects of multiple discrimination.
Reykjavík City cooperates with various parties in its human rights work.
Reykjavík City's Procurement Policy includes considering quality, environmental, and human rights perspectives, in addition to costs during procurement.
12.1 Reykjavík City collaborates with the government, other municipalities, businesses, grassroots organizations, associations, and educational institutions to promote initiatives, innovation, knowledge acquisition, consultation, education, and spontaneous actions with human rights as a guiding light.
12.2 Each City committee and council that provides grants must follow Reykjavík City's Human Rights Policy and uphold human rights perspectives.
12.3 Reykjavík City grants are bound by a condition to work against discrimination and promote equal rights. The Human Rights Council may request a statement from the grant recipient on fund allocation to monitor its use on an equal right basis.
12.4 Reykjavík City reserves the right to demand that partners receiving its grants make an action plan for human rights with measurable targets.
12.5 Reykjavík City requires those companies that it purchases services from to respect the human rights of those they serve on behalf of the City and not to discriminate against their employees.
12.6 Reykjavík City encourages those companies that it purchases services from to establish a human rights action plan with measurable targets.
Reykjavík City acquires and disseminates knowledge on the status and conditions of all groups addressed by the policy. Reykjavík City has an information policy stating that municipal information should be accessible and easy to comprehend in the languages of the most populous residents of foreign descent in Reykjavík.
13.1 Attitudes towards City service are surveyed, both through opinion polls and other means, to identify if residents are discriminated against in service.
13.2 Reykjavík City monitors policy making and surveys the status of City employees and disaggregates data by gender.
13.3 In all data acquisition and analysis performed by Reykjavík City, information is gender disaggregated according to Article 16 of the Equality Act, and furthermore always separated by the groups addressed by the policy when possible.
13.4 All knowledge that Reykjavík City acquires is regularly disseminated within the City and used to improve service, combat prejudice, enhance equality in City workplaces, and educate residents.
13.5 All City information reflects and considers the diversity of the urban community wherever possible.
14.1 The City's managers and employees are responsible for ensuring human rights that are respected in the City's administration, workplaces, and services, having been enabled to do so through financing and education.
Managers have the responsibility:
a) to work according to the policy,
b) to appoint human rights officers in all City departments,
c) to present the policy.
14.2 Managers of school and after-school activities are responsible for:
a) incorporating equal rights education and discussions in school and after-school activities, as referenced in the national curricula for preschools and primary schools and the operational curriculum for recreation centers,
b) ensuring that teaching and material do not discriminate against genders, work against prejudice and gender stereotypes, and have the human rights of all groups as a guiding light,
c) teaching and working methods reflecting the diverse society we live in,
d) placing emphasis in education and vocational training on introducing all students to professions traditionally considered women's or men's jobs.
14.3 Managers in sports, leisure, youth, and cultural activities have a special responsibility to:
a) organize social, cultural, and recreational activities with equality as a guiding principle,
b) ensure that associations benefiting from the resources, support, or other benefits provided by Reykjavík City, such as for sports activities, uphold equality in all respects.
14.4 Service institute managers bear a particular responsibility to:
a) ensure the utmost equality in the City's services,
b) actively work against prejudice within service institutions and towards service recipients.
14.5 The Human Rights Council has the responsibility to:
a) ensure compliance with the policy,
b) disseminate the policy and promote knowledge acquisition and information sharing in consultation and dialogue with residents and relevant parties.
14.6 The Human Rights Office has the responsibility to:
a) create, with the Human Rights Council, an operational and financial plan for human rights,
b) implement the decisions of the Human Rights Council,
c) create an action plan in human rights in cooperation with relevant parties,
d) enhance consultation within the City on matters that the policy covers,
e) promote discussion in the areas that the policy covers,
f) collaborate with associations and other municipalities on matters that the policy covers,
g) consult with the appointed human rights officers in the departments,
h) take the initiative in projects,
i) protect the City's residents from discrimination based on origin, ethnicity, language, color, religion, philosophical beliefs, political views, atheism, gender, sexual orientation, gender identity, gender expression, gender identity, age, disability, physique, body form, health, physical abilities, or other status.