Hi! The English site is only a beta for now and still has many errors (especially in names and locations).
We are working hard to fix them and making more content available than ever before so expect constant updates.
Mannréttinda- og lýðræðisskrifstofa sér um að framfylgja mannréttindastefnu borgarinnar. Mannréttindastefnan byggir á mannréttindum og jafnræðisreglunni.
Jafnræðisreglan eða bann við mismunun er ein grunnhugmynd mannréttinda. Hana er að finna í helstu mannréttindasamningum og í 65. gr. stjórnarskrárinnar en reglan kveður á um að bannað sé að mismuna fólki á grundvelli tiltekinna eiginleika þess eða af öðrum ómálefnalegum ástæðum.
Mannréttindastefna borgarinnar var fyrst samþykkt í borgarstjórn 16. maí 2006. Núverandi stefna var samþykkt í borgarstjórn 18. október 2016. Stefnan leggur áherslu á heildstæða sýn í þágu borgarbúa þar sem margir tilheyra fleiri en einum þeirra hópa sem stefnan nær til.
Stjórnendum og starfsfólki ber að tryggja virðingu fyrir mannréttindum innan stjórnkerfis borgarinnar, á vinnustöðum hennar og í þjónustu.
Rauði þráðurinn í mannréttindastefnu Reykjavíkurborgar er áherslan á jafna stöðu og jafnan rétt kynjanna. Þessi áhersla skal vera sýnileg og samþætt allri starfsemi og stefnumótun borgarinnar.
Mannréttinda- og lýðræðisskrifstofa Reykjavíkurborgar, ásamt mannréttinda-, nýsköpunar- og lýðræðisráði, fylgir mannréttindastefnu borgarinnar eftir og stendur vörð um að borgarbúum sé ekki mismunað. Telji borgarbúar, starfsfólk borgarinnar, hagsmunafélög eða gestir borgarinnar að á sér sé brotið með tilliti til þeirra þátta sem tilgreindir eru í stefnunni er hægt að senda ábendingar eða kvartanir.
Borgarbúar, starfsfólk borgarinnar, hagsmunafélög eða gestir borgarinnar geta sent ábendingar eða kvartanir og er úrvinnsla þeirra þeim að kostnaðarlausu.
Út frá mannréttindastefnunni er unnin aðgerðaráætlun sem snertir ólíka kafla hennar. Ýmis svið og skrifstofur borgarinnar bera ábyrgð á einstaka aðgerðum en mannréttinda- og lýðræðisskrifstofa ber ábyrgð á aðgerðaráætluninni í heild sinni. Skoða má aðgerðaráætlun fyrir árin 2019 til og með 2022 hér fyrir neðan.
Human rights are protected by the Icelandic Constitution, as well as numerous human rights treaties and declarations to which Iceland is a party.
In the City of Reykjavik's human rights policy, the human rights provisions of the Constitution and international treaties are taken as a basis, such as Convention on the Rights of the Child and the United Nations Convention on the Rights of Persons with Disabilities. The principle of human rights is based on the principle of equality and is aimed at ensuring that all human beings enjoy human rights irrespective of their origin, nationality, ethnic origin, race, language, colour, religion, life or political views, religious belief, sex, sexual orientation, gender identity, gender expression, gender identity, age, disability, marital status, physical make-up, health status, sexual orientation or other status.
Guided by the principle of equality of citizens and human rights in all work, the City of Reykjavik is committed to a balanced approach to human rights with a primary focus on the equal status of all genders. A coherent human rights policy combats multiple forms of discrimination and emphasizes a holistic vision in the interests of the city's citizens, many of whom belong to more than one of the groups covered.
The human rights policy is based, inter alia, on the Equal Status and Equal Rights for Women and Men Act No. 10/2008, hereinafter used the Equality Act. The emphasis on the equal rights of women and men should be made visible in all city activities and gender status should be explored explicitly in all groups covered by the policy. That said, it should be borne in mind that traditional definitions of masculine or feminine do not always apply and that everyone does not define themselves as either masculine or feminine.
The city is committed to working for human rights in four main areas, each reflecting the multifaceted roles and duties of a local community as a government, as a professional, as a provider of services and as a partner to those who want to engage in human rights and those with whom the city interacts and does business.
The City of Reykjavik, as a governing body, is committed to equality, human rights and cooperation with the population and is committed to the rule of law in this area. Decisions taken by the City of Reykjavik should be transparent and in the interests of the city's citizens. As a government, the City of Reykjavik should seek to involve citizens and encourage them to participate democratically in matters that concern them in one way or another, and to provide a forum and means to do so.
The City of Reykjavik is committed to equal opportunities for workers, including under the Equal Treatment Act, and ensures that workers reflect the diverse communities in which the city is located. As a professional, the City of Reykjavik wishes to set an example in this area and will, in this context, make use of the principles of personnel policy, employment policy, cultural policy, procurement policy, information policy and prevention policy of the city and other agreed policy objectives.
The City of Reykjavik respects workers' freedom of expression and encourages them to point out what can be done better in their workplace in the interests of service providers and colleagues. All staff must be attentive and tolerant in their work with vulnerable service recipients. Therefore, staff should avoid engaging in anything that violates the city's human rights policy or may cast a shadow over their work. The protection and respect afforded by international treaties and the human rights provisions of the Constitution of the Republic will not be derogated from by reference to the right to freedom of expression.
The City of Reykjavik has a key role to play in the wellbeing of the population. All the city's institutions work intensively and in an orderly manner to develop and build services, cultural activities, education and information infrastructure for equality and diversity so that everyone has equal access and participation on their own terms. Service providers are encouraged to communicate their opinions on the availability and organization of events to the City of Reykjavik.
The City of Reykjavik emphasises cooperation with other public bodies, the academic community, private partners and organisations working to promote initiatives, innovation and knowledge mobilisation in the field of equality and human rights. The City of Reykjavik also stresses that all the parties with whom it does business respect human rights.
Discrimination based on sex is prohibited. The equal participation and influence of women, men, as well as people of other genders and people who do not define their gender in civil society is encouraged. All discrimination and the disincentives of gender normative imagery should be targeted. The contribution of each shall be valued regardless of gender.
When appointing members to committees, boards and councils, the objective shall be to ensure the most equal representation of the sexes and not less than 40% in the case of more than three representatives, cf. Article 15 of the Data Protection Act. Equality between women and men should also be a guiding principle when selecting representatives in working groups to prepare strategies and major decisions.
2.1.1 In preparing for decision-making and in allocating funding, e.g. in budget and work programming, the needs and attitudes of the sexes must be taken into account and the impact of decisions on their status analysed. The City of Reykjavik makes use of the methods and instruments of the gender budgeting and employment strategy for this.
2.1.2 The City of Reykjavik is committed to combating gender-based violence, whether mental, physical or sexual. All city activities take this objective into account and the City of Reykjavik is working on a plan of action for this purpose.
2.1.3 The City of Reykjavik is committed to combating sexual violence, prostitution and trafficking in human beings. As a result, it is important, in collaboration with the police, to track down the business of nudity dancing and the business of prostitution.
2.1.4 The City of Reykjavik emphasises that the cityscape takes all genders into account in planning, e.g. in the outdoor activities set up.
It must be ensured that everyone, irrespective of gender, is equally represented in the City of Reykjavik's workplaces.
2.2.1 Equal opportunities considerations should be assessed on an equal basis with other Member States when recruiting for posts at the City of Reykjavik. An applicant of a sex that is a minor in the specified occupation shall be recruited on an equal basis with or more qualified than other applicants, see Equal Treatment Act. In recruitment, it is prohibited to discriminate between sexes based on marital or family status, pregnancy, adoption, potential pregnancy, or other factors that may be influenced by gender-based private interests.
2.2.2 In all institutional and corporate content and advertising of the City of Reykjavik, the principle of equality between all groups and equal respect for the sexes should be observed. In job advertisements, you'll find
it should be noted that jobs are available to all genders. In the case of an occupation where there is a valid justification for employing one sex over another for a particular occupation, this must be stated in an advertisement and referred to article 26 of the Equal Treatment Act in this regard.
2.2.3 People of all genders shall enjoy comparable preferences and rights. Women and men should be paid equal pay for the same jobs. Individual remuneration, such as qualifications and performance pay, and other decisions that affect preferences should be based on subjective considerations, regardless of gender. The City of Reykjavik considers that situations offering wage secrecy are one of the sources of the gender pay gap and should therefore be eliminated.
2.2.4 Working conditions should take into account the needs of all genders. When assigning tasks, transfers in jobs, organizational changes and dismissals, gender equality shall be guided. Career development and continuous training should be harnessed for greater equality and equal respect between the sexes in the workplace.
2.2.5 The City of Reykjavik wants to use the advantages of workplace flexibility to make it easier for workers to reconcile private life and work and for managers to meet the changing needs of their activities. Workers shall have the option of flexible working hours, part-time jobs or other work organisation benefits where they will be placed. There is a strong emphasis on combating the normative image of the division of roles between women and men as a matter of family responsibility.
2.2.6 Sexual harassment and sexual violence have never passed in the city's workplaces. Managers shall take special measures to prevent workers, students and service recipients from being sexually harassed, cf. Article 22 of the Data Protection Act. If the supervisor or the trustee is alerted to such behaviour, he/she shall, in consultation with the manager or after incidents, inform the other officers of the administration immediately in order to put an end to it. If a superior is prosecuted for intended sexual harassment, cf. 22 of the Equal Opportunities Act, he is not to make any decisions affecting the complainant. The complainant shall bear no harm whatsoever from the measures taken to that end. Serious or repeated harassment may relate to the expulsion of perpetrators from employment. Procedures for responding to sexual harassment should be made available to staff.
Discrimination based on age is prohibited, and everyone's contribution is valued regardless of age.
Priority should always be given to what is best for children and adolescents when taking measures on behalf of social security authorities or governments. Children and adolescents should be cared for and protected, and the Government should ensure that it is enforced. The City of Reykjavik takes into account the provisions of the UN Convention on the Rights of the Child in all its work with children. This includes ensuring children's right to form their own opinions and to make them known in matters concerning them.
The City of Reykjavik is attentive to the position of those who stand in the palaces on foot in the upper years. Older people, children and adolescents are consulted when making decisions relating to their interests. Everyone should be regarded as being the same although they belong to a particular age group and particular attention should be paid to identifying the gender situation in different age groups in the city.
3.1.1 The views and needs of citizens must be taken into account, regardless of age.
3.1.2 The preparation of decisions that may affect people due to age takes into account the needs and attitudes of people at different ages. In this regard, children, adolescents and older persons are particularly considered.
3.1.3 When decision-making affecting certain age groups is being prepared, their representatives are consulted, when appropriate.
3.1.4 When adopting measures relating to children and adolescents, their best interests should always be foreshadowed.
3.2.1 For recruitment, age is not discriminated against.
3.2.2 City of Reykjavik staff are available for continuous training and career development, whatever their age, cf City of Reykjavik Staff Policy.
3.2.3 The City of Reykjavik takes care to create a positive, workplace climate free from bias, stereotypes and age clichés.
3.2.4 Where appropriate, employees may negotiate employment based on eligibility, reduced employment rates and/or flexible termination of employment as age moves over.
3.2.5 Throughout the city's childhood and adolescence, qualified personnel provide care and protection, ensuring that children and young people are at their best. Care is taken to ensure that the number of employees is sufficient to ensure this.
3.2.6 The City of Reykjavik is committed to enabling all children and young people to participate according to their age and maturity and to tracing the departure of pupils from studies and organised sports and recreational activities in line with the city's prevention strategy.
3.2.7 The City of Reykjavik stresses that qualified people are recruited for care work on behalf of the city.
Services take into account that people's needs for services vary according to their age and lifespan.
3.3.1 All citizens have equal access to the city's services, regardless of age, as long as the services are not geared to specific groups, such as child and adolescent care or social work for older people. Decisions on the provision of services should take into account the needs of all age groups and identify whether the impact of services on gender may vary.
3.3.2 All services for older persons, children and adolescents that are the responsibility of the City of Reykjavik have equal status between the sexes. Age is not a shy language, and teaching, informational and promotional materials seek to describe the diversity of human life.
3.3.3 Positive and constructive attitudes should be promoted towards all age groups benefiting from city services, including children and older persons.
Disability discrimination is prohibited. Therefore, shall provide people with disabilities with guaranteed conditions to participate actively in civil society. The contribution of each is valued in value terms. Everyone's right to express, or not to express, their disability should be respected. Everyone should be regarded as belonging to a particular group and special attention should be paid to identifying the situation of persons with disabilities by gender.
The City of Reykjavik is aware that the concept of disability is subject to change and that disability is attributable to the cross-reactivity between persons with impairments and attitudes prevailing in society towards them and to the prevention of their effective community participation.
The City of Reykjavik considers that the contribution of people with disabilities to the well-being and diversity of civil society is valuable. The active participation of people with disabilities in society is a fundamental human right and benefits everyone.
Disabled people are at high risk of violence and neglect, and no one is as at risk of violence as disabled women and children. Likewise, the city has to work specifically against the wow that is theirs.
Everyone has the right to participate actively in smoky civil society and to be treated fairly and equitably, irrespective of disability, and care is taken in particular to ensure that no gender is inclined. The needs and perspectives of city residents with disabilities are respected and consulted in policy and decision-making on their issues.
Disabled people should be given time to adapt in their new job. The City of Reykjavik will also endeavour to provide flexibility or time for adaptation for its staff members who are people with disabilities when they need it and when they need it.
4.2.1 The City of Reykjavik contributes to the wider recognition of the skills and capacities of people with disabilities, as well as their contribution to their workplaces and the labour market as a whole.
Disabled applicants for employment with the city shall enjoy preference unless they are equally qualified or more qualified than other applicants, cf. 32 of the Act on Disabled Persons No. 59/1992. Disabled people shall enjoy the same choices as others, cf. 1 of the Act on Disabled Persons No. 59/1992. The City of Reykjavik is committed to employing the city's workforce at a rate that reflects the proportion of the workforce with reduced capacity in the community. At the same time, the city is concentrating on part-time jobs being available.
4.2.2 When employing a disabled employee, ensure that he/she is appropriately adapted to the new job as well as continuous training and career development to the same extent as other employees.
4.2.3 Workers are committed to creating a workplace without prejudice.
4.3.1 Persons with disabilities shall have equal and paid access to services. Good access to information and services is an important basis for the independent living of people with disabilities. Disabled people must be guaranteed good access to information. It is important to recognize that it has diverse needs for means of communication, and information on the city's website is presented in terms of this. Disabled people are guaranteed the possibility of active participation when making decisions about services for them.
4.3.2 Care is taken, when planning services, to take into account the needs of different groups of people with disabilities of all genders. Public buildings should be accessible to everyone, regardless of disability, cf. the Act on the Rights of Persons with Disabilities No. 59/1992.
4.3.3 All upbringing and leisure activities, education, education and cultural activities on behalf of the city take into account the needs of persons with disabilities of all genders and provide them with specific support in order to enable them to enjoy this right equally with others. Disability is not a shy language, and teaching materials always express the diversity of human life. The diversity and multiplicity of society must be promoted in work with children and young people at all levels of education. Efforts should be made to eliminate prejudice against people with disabilities.
It is prohibited to discriminate between city residents and city staff due to reduced health or physical activity. The contribution of each shall be valued at its value.
Everyone has the right to participate actively in a smoky civil society and to be treated fairly and equitably, regardless of health, appearance or physical appearance, and special care should be taken to ensure that no gender is inclined.
5.2.1 The right of staff to express, or fail to express, their health or physical appearance should be respected.
5.2.2 Health or health history may not, without cause, affect the employment, election or dismissal of the Employee. If reference is made to subjective reasons, it must be indispensable that they relate to the nature of the job.
5.2.3 If changes must be made to the work duties of the personnel, it and the City shall be fully consulted thereon among themselves.
5.2.4 Sickness alone is not a sufficient reason for dismissing people from employment unless it has a long-lasting and substantial effect in reality that it impedes them from performing their job. The City of Reykjavik will endeavour to ensure that workers who have had an illness have a chance of returning to the workplace, that adjustments are foreseen when necessary and that work arrangements are determined in consultation with the employee.
5.2.5 Care is taken to ensure that staff are continuously trained and developing, regardless of their health or physical condition.
5.2.6 It is the right of every employee not to be subjected to prejudice or discrimination in employment. Staff should strive to create a nonjudgmental work environment in whirlpool and work intensively to eliminate prejudices, including those related to health or physical activity.
Access to services should be ensured, regardless of people's health or their physical environment.
5.3.1 Attitudes towards all beneficiaries of the city's services are positive and are based on respect for the individual and the diversity of human life.
Discrimination based on race, appearance or body type is prohibited. The contribution of each shall be valued regardless of height, weight or appearance.
The City of Reykjavik considers that prejudice and discrimination in relation to flesh are social injustices that should be combated. Warfare, bullying, and bullying in relation to the flesh among children and adolescents are part of such injustices, and schools should work intensively to combat these in recreational homes and in the leisure and cultural activities of the city.
Everyone has the right to participate actively in a smoky civil society and to be treated fairly and equitably, regardless of his/her flesh, height, appearance or body type.
6.1.1 Stakeholder organisations in the field of bodily dignity should be consulted when making decisions that could affect people in the light of their flesh, appearance or body type.
6.1.2 Care should be taken to ensure that City actions do not create negative attitudes, stereotypes, prejudices or discrimination in relation to flesh, appearance or body type.
The fact that people are different in body size and appearance should be respected.
6.2.1 The dismissal or denial of employment, promotion, salary increase or reward on the basis of its flesh, appearance or body type shall be prohibited.
6.2/2. The City of Reykjavik takes care to create a constructive atmosphere in the city's workplaces free from stereotypes, prejudices and discrimination in relation to flesh, appearance and body type.
6.2.3 Employees are committed to creating a good work environment in whirlpool that respects co-workers regardless of their fitness, height, appearance and body type, whether they are working or playing in the workplace.
6.2.4 In health promotion work in city workplaces, the oceans are not oriented towards the flesh and body of workers, but towards creating better opportunities for healthy living practices and strengthening social ties.
All citizens shall have equal access to the city's services, regardless of their flesh and body type. Decisions on the provision of services should take into account the needs of all, regardless of body size.
6.3.1 All recreational and leisure activities, education and cultural activities take into account the fact that the participants are of different sizes and types. Different body types and looks should be discussed in a positive and nonjudgmental way. Teachers and staff in schools, recreational centres and other activities with children and young people make the diversity of human life visible in their work, to be formed through the selection of educational and entertainment materials. You should be careful not to use teaching or entertainment materials with negative stereotypes about your body color, height, or appearance.
6.3.2 School administrators and other responsible officials in the city's school and recreational activities shall ensure that health promotion activities are free from negative messages about appearance, appearance or body type, and it is important that children and adolescents experience that they are welcomed and evaluated on their own merits.
Discrimination based on sexual orientation, gender identity, gender expression or gender characteristics is prohibited. The individual contribution should be valued regardless of sexual orientation, gender identity, gender expression or gender characteristics. It should not be assumed that all people are heterosexual and heterosexual. The situation of the homosexual population in the city must be analysed separately.
Everyone has the right to participate actively in smoky civil society and to be treated fairly and equitably, irrespective of their sexual orientation, gender identity, gender expression or gender characteristics, and special care should be taken to ensure that no one is gender stereotyped.
7.1.2 In the preparation of decisions relating to LGBTI persons, their interest groups should be actively consulted.
Recruitment, dismissal, and election decisions of City employees should be taken care to ensure that irrelevant reasons are not invoked as arguments against staff.
7.2.1 People's right to express, or not to express, their sexual orientation, gender identity, gender expression or gender characteristics should be respected.
7.2.2 Workers create an atmosphere free from bias towards queer colleagues and applicable to the workplace.
Employees should not assume that all beneficiaries of the City's services are homosexual, heterosexual or heterosexual or heterosexual parents. Employees also don't assume that everyone has two parents, as some children have one parent and others have more than two parents. The communication between employees and beneficiaries of services is based on mutual respect.
7.3.1 All recreational and leisure activities, education and cultural activities take into account the fact that the participants may be homosexual. There are many forms of family that should be discussed openly and without prejudice. Teachers and staff in schools, recreational centres and other activities with children and young people make the diversity of human life visible in their work, to be formed through the selection of educational and entertainment materials used at all levels of education. School administrators and responsible school and recreational staff in the city are supposed to ensure that students receive LGBTI education, and it is the city's policy that LGBTI people are respected and covered in the general part of the primary curriculum since 2011.
Discrimination based on religious, philosophical or political opinions or beliefs is prohibited. The contribution of each shall be valued without regard to religion, life and political views or infidelity. It should be cautioned that anyone who embraces the specified religion, life or political view or is a non-believer is treated the same.
The City of Reykjavik shows people respect regardless of their beliefs, beliefs or opinions. Everyone has the right to participate actively in smoky civil society and to be treated fairly and equitably irrespective of beliefs, beliefs or opinions, and special care should be taken to ensure that there is no gender bias.
8.1.2 In preparing decisions affecting religious or philosophical communities, they shall be consulted.
The City of Reykjavik treats its employees with respect and equality. Staff follow the city's human rights policy in their work and other agreed policy objectives.
8.2.1 The City of Reykjavik does not settle disagreements between elected officials on grounds of religious or philosophical beliefs, political opinions, lack of faith or for other irrelevant reasons.
8.2.2 All employees enjoy the same opportunities for career development and continuous training, regardless of religious, life and political views.
8.2.3 All City employees are responsible for creating a nonjudgmental work environment.
8.2.4 People's right to express, or fail to express, their beliefs or beliefs and their life and political views should be respected. The aspiration of religion or the expression of political views must not interfere with activities in the workplace.
Different political views or stances on religion and philosophy of life at any given time should not affect how those who use the services of the city are treated.
8.3.1 Everyone shall have equal access to the services of the City of Reykjavik, irrespective of his or her religious beliefs, political and life and beliefs.
8.3.2 The city's rearing, educational, leisure and cultural activities shall take into account different customs related to different religions and philosophies of life. It is important not to assume that everyone believes or is a believer, although traditional Lutheran religious festivals are celebrated according to Icelandic laws. Religion, religious beliefs and philosophies of life are presented in the context of student learning, in which the diversity of human life is described. One belief or philosophy of life should not be hemped over another, and impartiality in the presentation of course materials and in children's teaching should be observed.
8.3.3 City services are characterized by constructive relations and mutual respect, regardless of people's political or religious and philosophical views. Efforts should be made to eliminate prejudices in the garden of religion, infidelity and biopolitical and political views.
Discrimination between citizens based on their origin, colour, ethnicity, cultural background or any classification based on racial motivation is prohibited. Each contribution shall be valued in terms of value and everyone shall be entitled to the same interface and conduct, irrespective of their origin or nationality. Everyone who falls within these definitions should be cautioned to be classified as a single group. Particular care must be taken to identify the situation of women, men, homosexuals and people with disabilities in a city of foreign origin and to act if any group is inclined.
Everyone has the right to participate actively in smoky civil society and to be treated fairly and equitably regardless of their origin, and special care should be taken to ensure that there is no gender bias. The views of stakeholders and professionals should be sought in policy-making and decision-making, and the City of Reykjavik should promote greater participation of people of foreign origin in democratic decision-making in general. In this case, the City of Reykjavik shall contribute significantly to increasing the participation of people of foreign origin in the affairs of the city and in the boards, councils and committees.
In order to serve a multicultural society, the City of Reykjavik must include people of different origins in the ranks of the workforce. The knowledge and education of immigrants and people of foreign origin should be valued and the City of Reykjavik should focus on increasing the number of immigrant workers in jobs and positions of influence at city sites.
9.2.1 The city's advertisements draw attention to the City of Reykjavik's policy of equal representation of the sexes in jobs and to the fact that the City of Reykjavik combats discrimination in the labour market and encourages immigrants and other groups covered by the policy to apply for jobs.
9.2.2 Persons of foreign origin shall enjoy equal treatment in the employment of whiters in the recruitment process and in all preferences and rights. It shall enjoy its competence and shall be given jobs in accordance with it. People of foreign origin seeking employment with the city, or already working there, are guided in assessing the education they have received.
9.2.3 The City of Reykjavik prevents discrimination in employment conditions, career development and continuous training of people of foreign origin. People of foreign origin enjoy equal opportunities for career progression and career development. People of foreign origin are given the opportunity to attend work-related Icelandic courses and to be educated about the work programme and the service objectives of the workplace. It should be ensured that staff are aware of this learning offer.
9.2.4 In the workplaces of the city, prejudice is combated for reasons of origin, colour, nationality or cultural background. It also offers heterogeneity education when needed and when requested.
It is ensured that immigrants and people of foreign origin have paid access to the services of the city. In particular, migrants' needs are taken into account when organising services on its behalf. Interpreting services are provided during interviews, e.g. with counsellors and in parenting conversations. Enhanced legal certainty and equality of citizens of foreign origin in relation to City of Reykjavik services are encouraged and given the opportunity to present their comments.
9.3.1 All upbringing, educational, leisure and cultural activities in the city take into account the needs of children of foreign origin and provide them with special support and Icelandic instruction in order to enjoy the same opportunities as other children. Care should also be taken to ensure that Icelandic children are educated about other cultures in order 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 the community is reflected in daily work with children and youth, and they have the opportunity to maintain their native language and promote their home culture.
9.3.2 City institutions should create accessible and easily accessible informational materials on city services in the languages of the most diverse groups in Reykjavik. Website sharing, brochures and advertisements where appropriate, cf. the city's information policy.
9.3.3 Personnel create an environment free from prejudice in the garden of persons because of their origin, colour, nationality or cultural background. Employees strive for generous communication, even though different language knowledge can create obstacles. Knowledge must be guaranteed to staff in order to perform their work in a multicultural and multi-ethnic civil society.
The City of Reykjavik recognises the right of every human being to live in a healthy environment from which people and habitats do not pose a threat. This right coexists with the human right to life, liberty and sanctity. Health-sensitive environments refer to environments that are free from contaminated water, atmosphere or soil that spoil people's health or habitat. An environment that embraces the city environment and nature within city limits. All citizens should be able to enjoy the quality of life inherent in a healthy and accessible environment. They should also be able to be informed about and come to decisions relating to their environment. Gender differences and the effects of multifaceted discrimination should always be considered. Due to gender, origin, disability, age, or other status, people may have different needs regarding access to information and participation in decisions related to their environment. They should also make ample demands on city residents to reduce their ecosystems, and the government should support them to do so.
10.1.1 The City of Reykjavik protects the citizens' right to healthy living conditions. The city's environmental and resource policy aims to ensure the quality of life of present and future generations through, for example, strong environmental protection, sustainability education, sustainable use of resources, targeted climate action, access of the city to outdoor spaces, increased recycling and waste minimization. By implementing green steps at each of the Reykjavik sites, which are about advancing eco-business, the city of Reykjavik promotes human rights.
10.2.1 The City of Reykjavik recognises the right of workers to live in a healthy working environment and healthy working conditions. People should not be discriminated against on the basis of environmental factors. The City of Reykjavik is an eco-friendly workplace that assumes social responsibility and demands staff to reduce their eco-tracking.
10.3.1 The City of Reykjavik ensures that all citizens have access to the city's diverse environment, both man-made and natural.
10.3.2 The City of Reykjavik is committed to creating a health-sensitive environment for the city's citizens that does not pose a threat to people's health. This includes a commitment to a high level of environmental protection and quality, including a specific policy on garbage, noise, air quality and biodiversity that tracks the effects of climate change.
The City of Reykjavik recognises the right of every human being to live in peace and security. In a peaceful environment, people live in safety, not war, deprivation of liberty, intimidation or harassment of any kind. All citizens shall be able to travel through the city without threat to their safety.
11.1.1 The City of Reykjavik would like to contribute to the hedges to ensure the peace and safety of the city's inhabitants in good cooperation with those who live on the property at any given time.
11.1.2 The City of Reykjavik stands for peace and security in relations between local authorities and in international relations. The City of Reykjavik stresses its role in the eradication of violence and the promotion of peaceful and constructive relations between individuals, states and international organisations.
11.1.3 The City of Reykjavik is working to ensure that the city's environment is the safest, bearing in mind in particular that groups at greater risk than others should be subjected to systematic violence.
11.2.1 The City of Reykjavik recognises the right of workers to work in a safe working environment that does not threaten their health. The City of Reykjavik promotes safety and well-being in the workplace and plans to protect and ensure that employees in the city are not subject to bullying, harassment, sexual harassment or other forms of violence. This means, among other things, that the City of Reykjavik does not feel hurtful or provocative in the work environment, such as sexually injurious material or material that is prejudiced in any group, which can adversely affect the way people feel in the workplace.
11.2/2. The City of Reykjavik educates workers about bullying, harassment, sexual harassment and violence in the workplace, including towards city service workers. Contingency plans should be in place. Special consideration should be given to the fact that, for example, bullying can manifest itself as racism, as prejudice towards people with disabilities, age prejudice and prejudice towards homosexual people. Different gender positions and multifaceted discrimination also need to be considered.
The City of Reykjavik is committed to creating a safe and peaceful environment for its citizens. It involves actions to reduce or eliminate environmental hazards, such as keeping people safe and lighting. Particular care must be taken here that people face different problems in terms of safety. Different gender, age, origin, disabled people and other groups covered by the human rights policy need to be considered. In particular, the effects of multiple discrimination must be considered.
The City of Reykjavik cooperates with various actors in its work on human rights.
The City of Reykjavik's procurement policy states that, in addition to costs, qualitative, environmental and human rights considerations are taken into account.
12.1 The City of Reykjavik cooperates with governments, other local authorities, employment authorities, grassroots organisations, civil society organisations and educational institutions to promote initiatives, innovation, knowledge mobilisation, advice, education and self-initiated work on human rights.
12.2 All city committees and councils that award grants must follow the City of Reykjavik's human rights policy and observe a human rights perspective.
12.3 City of Reykjavik grants are subject to the condition of combating discrimination and promoting equal opportunities. The Human Rights Council may require donors to provide clarification on the arrangement for a grant to monitor its exercise on an equal footing if appropriate.
12.4 The City of Reykjavik reserves the right to ask partners who accept city grants to draw up a human rights plan with measurable objectives.
12.5 The City of Reykjavik claims that the companies from which it purchases services respect the human rights of those it services in the name of the city and do not discriminate against its staff.
12.6 The City of Reykjavik calls on the companies from which it buys services to develop a human rights strategy with measurable objectives.
The City of Reykjavik generates and disseminates knowledge of the situation and circumstances of all groups covered by the policy. The City of Reykjavik has an information policy which states that the city disseminates accessible and easily accessible information in the languages of the most populous overseas cities in Reykjavík.
13.1 A position on city services is explored, both through attitudinal surveys and other means of identifying whether citizens are discriminated against in services.
13.2 The City of Reykjavik follows up on policies and examines the situation of city workers and analyses them by gender.
13.3 In all the collection and analysis of data at the City of Reykjavik, information is gender-disaggregated, in accordance with Article 16 of the Equal Opportunities Act, but also always analysed according to the groups covered by the policy.
13.4 All knowledge gained by the City of Reykjavik is shared in an orderly manner within the city and used to improve services, combat prejudice, advance equality in city workplaces and educate city residents.
13.5 All city information material reflects and takes into account the diversity of civil society as far as possible.
14.1 Managers and employees of the city are responsible for ensuring that human rights and fundamental freedoms are respected in the city's administrative system, in its workplaces and in its services, at the end of which they are enabled by funding and training.
Managers are responsible for:
a) work under the Policy,
(b) Appoint human rights defenders in all areas of the city;
(c) promoting the policy.
14.2 School and recreational activity managers are responsible for:
(a) that education and publicity on gender equality are an integral part of school and recreational activities, cf. the primary curriculum of kindergartens and primary schools and the employment record of recreational centres;
(b) Ensure that learning and learning subjects do not discriminate between genders, combat gender prejudices and stereotypes and respect the human rights of all groups;
(c) that our teaching and practice takes into account the diverse society in which we live;
(d) Training in academic and vocational education focuses on familiarizing all students with jobs which have hitherto been regarded as traditional women's or men's jobs.
14.3 Managers in sports, recreational, youth and cultural activities have a special responsibility to:
(a) organize cultural, social and leisure activities with equal opportunities as a guiding principle;
(b) ensure that civil society organisations benefiting from facilities, subsidies or other quality provided by the City of Reykjavik, such as for sporting purposes, could enjoy equal opportunities in the sport of whirlpools.
14.4 Service Organization Managers are specifically responsible for ensuring that:
(a) that the fullest possible equality is observed in the service of the city;
(b) that significant efforts are being made against prejudice within service organisations and against service recipients.
14.5 The Human Rights Council is required to:
(a) see to it that the policy is followed up;
(b) promoting the policy and promoting knowledge-gathering and information-sharing through dialogue and dialogue with the civilian population and the participating organizations.
14.6 The Office of the High Commissioner for Human Rights is required to:
(a) Work, together with the Human Rights Council, on the work and budget of human rights mechanisms;
(b) Follow up on decisions of the Human Rights Council;
(c) Working out a human rights action plan in cooperation with the parties concerned where appropriate;
(d) intensify dialogue within the city on the issues covered by the policy;
(e) intensify debate in the areas covered by the policy;
(f) cooperate with associations and other local authorities in matters covered by the policy;
(g) To consult with designated human rights defenders in the fields;
(h) own project initiatives;
(i) ensure that the City is not discriminated against because of origin, ethnicity, language, colour, religion, political opinion, beliefs, gender, sexual orientation, gender identity, gender expression, gender characteristics, age, disability, marital status, physical fitness, health, physical activity or other status.