| Social (S) |
|
|
|
|
|
|
|
| Fiscal Year |
| Unit | 2015 | 2016 | 2017 | 2018 | 2019 |
| CEO Pay Ratio (S1.1 | GRI: 102-38 | UNGC-P6) |
| CEO Salary & Bonus (X) to median FTE Salary | X:1 | - | - | - | - | 6,2:1 |
| Gender Pay Ratio (S2 | UNGC-P6 | GRI: 405-2) |
| Outcome of equal pay certification | % | 4.8% | 3.7% | 2.9% | 2.4% | 2.1% |
| Employee Turnover (S3.1, S3.2 | GRI: 401-1 | SDG 12) |
| Total annual turnover | % | 10.8% | 13.8% | 11.8% | 13.9% | 23.0% |
| Left voluntarily | - | 7.7% | 5.4% | 7.7% | 8.3% | 6.8% |
| Left due to dismissal | - | 2.2% | 7.8% | 2.2% | 4.4% | 13.9% |
| Retired | - | 9.0% | 7.0% | 9.0% | 1.2% | 2.2% |
| Employee Turnover by gender |
|
|
|
|
|
|
| Women | % | - | - | - | 71.0% | 59.0% |
| Men | % | - | - | - | 29.0% | 41.0% |
| Employee Turnover by age |
|
|
|
|
|
|
| Aged 20-29 | % | - | - | - | 23.4% | 14.1% |
| Aged 30-39 | - | - | - | - | 17.7% | 21.6% |
| Aged 40-49 | - | - | - | - | 22.6% | 31.9% |
| Aged 50-59 | - | - | - | - | 22.6% | 19.5% |
| Aged 60-69 | - | - | - | - | 13.7% | 13.0% |
| Employee Turnover by region |
|
|
|
|
|
|
| Greater Reykjavík Area |
| - | - | - | 82.3% | 86.0% |
| Outside Greater Reykjavík Area |
| - | - | - | 17.7% | 14.1% |
| Gender Diversity (S4.1 | UNGC-P6 | GRI: 102-8) |
| Total number of employees* | no. | 882 | 936 | 930 | 866 | 735 |
| Women | % | 66.0% | 65.0% | 65.0% | 64.9% | 65.0% |
| Full-time | - | - | - | - | 52.0% | 55.2% |
| Part-time | - | - | - | - | 12.9% | 10.2% |
| Men | - | 34.0% | 35.0% | 35.0% | 35.1% | 35.0% |
| Full-time | - | - | - | - | 33.1% | 33.1% |
| Part-time | - | - | - | - | 2.0% | 1.5% |
| Equality (S4.2, S4.3 | UNGC-P6 | GRI: 401-3, GRI: 405-1) |
| Board of Directors |
|
|
|
|
|
|
| Women | % | 55.0% | 50.0% | 50.0% | 43.0% | 43.0% |
| Men | % | 45.0% | 50.0% | 50.0% | 57.0% | 57.0% |
| Age of board directors |
|
|
|
|
|
|
| Aged 20-29 | % | - | - | - | 0.0% | 0.0% |
| Aged 30-39 | - | - | - | - | 0.0% | 0.0% |
| Aged 40-49 | - | - | - | - | 66.7% | 29.0% |
| Aged 50-59 | - | - | - | - | 0.0% | 57.0% |
| Aged 60-69 | - | - | - | - | 22.2% | 0.0% |
| Aged 70-79 | - | - | - | - | 11.1% | 14.0% |
| All management |
|
|
|
|
|
|
| Women | % | 41.0% | 47.0% | 48.0% | 47.0% | 48.0% |
| Men | % | 59.0% | 53.0% | 52.0% | 53.0% | 52.0% |
| Managing directors |
|
|
|
|
|
|
| Women | % | 33.0% | 44.0% | 50.0% | 50.0% | 33.3% |
| Men | % | 67.0% | 56.0% | 50.0% | 50.0% | 66.7% |
| Heads of department |
|
|
|
|
|
|
| Women | % | 39.0% | 34.0% | 28.0% | 30.0% | 39.4% |
| Men | % | 61.0% | 66.0% | 72.0% | 70.0% | 60.6% |
| Regional and branch managers |
|
|
|
|
|
|
| Women | % | 39.0% | 50.0% | 43.0% | 38.5% | 33.3% |
| Men | % | 61.0% | 50.0% | 57.0% | 61.5% | 66.7% |
| Service managers |
|
|
|
|
|
|
| Women | % | - | 93.0% | 73.0% | 82.0% | 85.7% |
| Men | % | - | 7.0% | 27.0% | 18.0% | 14.3% |
| Supervisors and team leaders |
|
|
|
|
|
|
| Women | % | 50.0% | 44.0% | 67.0% | 60.0% | 50.0% |
| Men | % | 50.0% | 56.0% | 33.0% | 40.0% | 50.0% |
| Managers |
|
|
|
|
|
|
| Women | % | - | - | - | 50.0% | 66.7% |
| Men | % | - | - | - | 50.0% | 33.3% |
| Heads of corporate business/account managers |
|
|
|
|
|
|
| Women | % | - | - | - | 33.0% | 33.0% |
| Men | % | - | - | - | 67.0% | 67.0% |
| Other managers |
|
|
|
|
|
|
| Women | % | - | - | - | 25.0% | 50.0% |
| Men | % | - | - | - | 75.0% | 50.0% |
| Age of management |
|
|
|
|
|
|
| Aged 20-29 | % | - | - | - | 0.0% | 0.0% |
| Aged 30-39 | - | - | - | - | 14.6% | 18.1% |
| Aged 40-49 | - | - | - | - | 55.2% | 59.0% |
| Aged 50-59 | - | - | - | - | 28.1% | 20.5% |
| Aged 60-69 | - | - | - | - | 2.1% | 2.4% |
| Age of employees** |
|
|
|
|
|
|
| Aged 20-29 | % | - | - | - | 17.0% | 16.9% |
| Aged 30-39 | - | - | - | - | 25.0% | 25.0% |
| Aged 40-49 | - | - | - | - | 31.0% | 31.3% |
| Aged 50-59 | - | - | - | - | 21.0% | 21.2% |
| Aged 60-69 | - | - | - | - | 6.0% | 5.6% |
| Parental leave |
|
|
|
|
|
|
| Number of women entitled to maternity leave | no. | - | - | - | 26 | 21 |
| Number of women who took maternity leave | - | - | - | - | 26 | 21 |
| Number of women that returned to work after maternity leave | - |
|
|
| 20 | - |
| Number of men entitled to paternity leave | - | - | - | - | 25 | 19 |
| Number of men who took paternity leave | - | - | - | - | 19 | 14 |
| Number of men that returned to work after paternity leave |
| - | - | - | 19 | - |
| Employment type (S5.1 | UNGC-P6 | GRI: 102-8, GRI: 401-1) |
| Percentage of people employed on permanent basis | % | 95% | 93% | 92% | 94.6% | 95.4% |
| Women | - | - | - | - | 61.2% | 62.4% |
| Men | - | - | - | - | 33.4% | 32.9% |
| Percentage of people employed on temporary basis | % | 5.0% | 7.0% | 8.0% | 5.4% | 4.6% |
| Women | - | - | - | - | 3.7% | 3.0% |
| Men | - | - | - | - | 1.7% | 1.6% |
| Employees by residence |
|
|
|
|
|
|
| Greater Reykjavík Area | % | - | - | - | 83.7% | 82.4% |
| Employed on permanent basis | - | - | - | - | 80.0% | 79.3% |
| Employed on temporary basis | - | - | - | - | 3.7% | 3.1% |
| Outside Greater Reykjavík Area | % | - | - | - | 16.3% | 17.6% |
| Employed on permanent basis | - | - | - | - | 14.5% | 16.1% |
| Employed on temporary basis | - | - | - | - | 1.7% | 1.5% |
| Number of new employees | no. | - | - | - | 73 | 51 |
| Percentage of new employees | % | - | - | - | 8.2% | 6.9% |
| Gender of new employees |
|
|
|
|
|
|
| Women | % | - | - | - | 56.0% | 47.0% |
| Men | - | - | - | - | 44.0% | 53.0% |
| Age of new employees |
|
|
|
|
|
|
| Aged 20-29 | % | - | - | - | 38.0% | 45.1% |
| Aged 30-39 | - | - | - | - | 26.0% | 31.4% |
| Aged 40-49 | - | - | - | - | 30.0% | 21.6% |
| Aged 50-59 | - | - | - | - | 4.0% | 2.0% |
| Aged 60-69 | - | - | - | - | 1.0% | 0.0% |
| New employees by residence |
|
|
|
|
|
|
| Greater Reykjavík Area | % | - | - | - | 87.7% | 90.2% |
| Outside Greater Reykjavík Area | - | - | - | - | 12.3% | 9.8% |
| Training for employees (GRI: 404-1) |
| Avg. hours of training in total | hours | - | - | - | 7 | 20 |
| Avg. hours of training - women | - | - | - | - | 8 | 22 |
| Avg. hours of training - men | - | - | - | - | 6 | 17 |
| Avg. hours of training - management | - | - | - | - | 12 | 36 |
| Avg. hours of training - employees | - | - | - | - | 6 | 16 |
| Non-Discrimination Policy (S6 | UNGC-P6 | GRI: 406-1 a.) |
| Policy to ensure equal opportunities and terms for all genders | yes/no | Yes | Yes | Yes | Yes | Yes |
| Policy against bullying, sexual harassment and violence | - | - | - | - | Yes | Yes |
| Number of cases that have been reported as a result of bullying, sexual harassment or gender-based violence | no. | - | - | - | 3 | 2 |
| Health and safety of employees (S7 | SDG 3) |
| Accidents in workplace and to and from work | no. | 5 | 5 | 0 | 2 | 7 |
| Health indicators | % |
| 95.8% | 96.3% | 96.3% | 96.0% |
| Human Rights (S10.1 | UNGC-P1, P2| SDG 4, 10, 16) |
| Human rights as part of equal-rights policy | yes/no | - | - | - | Yes | Yes |
|
| *Total number of employees and percentages for 2018 and 2019 is based on total number of employees at the end of each year. Figures for 2015-2017 are based on average number of employees during the year. |
| ** Information on age distribution for the years 2015-2017 are available in 2017 Annual Report. GRI definitions are used for the years 2018 and 2019. |
|
|
|
|
|