The objective of the University of Bifröst in adopting an Equal Rights Plan is to level the playing field for men and women within the University, e.g. as regards salaries and other terms of employment, participation in administration, facilities and opportunities for study. With this in mind, the University has adopted the following plan.

Salaries and other terms of employment:

1. Recruitment in the University shall reflect the will of the University to level the field for the genders within every operating unit and faculty. If two or more applicants are judged to be equally qualified for a position, the position will be awarded to the person of the gender that represents the minority in the field of work in question within the University.

2. When positions are advertised it will be stated specifically that appointments are based on this Equal Rights Plan.

3. The parties who appoint members of selection committees are encouraged to appoint members of both genders.

4. In assigning tasks or making decisions on working facilities, care should be taken to avoid any discrimination based on gender.

5. In the determination of salaries, measures shall be taken to prevent any gender discrimination. Women and men will be paid equal wages and shall enjoy the same employment terms in every regard for equally valuable work.

6. In May of each year, the Director of Finances shall collect gender-linked data on salaries and other employment terms for submission to the Rector for discussion. The Rector will then meet with the Equal Rights Committee to discuss the results of the study and actions.

Participation in administration:

1. In appointments to boards, councils and committees of the University, every attempt will be made to maintain the gender ratio as evenly as possible.

2. In the event of requests for nomination by the University to positions on boards, councils and committees, a point shall be made of nominating candidates of both gender whenever possible.

3. In May of each year, the Equal Rights Committee shall collect data on the gender ratio of boards, committees and councils in the preceding academic year.

Facilities and opportunities for study:

1. In the admission of new students, care will be taken to maintain a balance between the genders in individual faculties. As a rule, the minimum ratio of each gender within individual faculties should be 40%. If a faculty is unable to achieve this target on admission, the Dean of Faculty will report to the Rector and Equal Rights Committee on the reasons.

2. Advertisements and promotional work shall be designed to attract both genders equally to study at the University.

3. Faculties should attempt to develop a working atmosphere of learning and teaching that gives equal weight to both genders. The same applies to ancillary services and other operating units.

4. The rules of the University and their interpretation should allow scope for pregnancy and childbirth in studies and examination schedules.

Facilities and opportunities during and after graduation:

1. On graduation, the University shall provide special support to women among the graduating students in order to improve their position vis-à-vis the economy and society.

2. The Rector will commission a study of the position and circumstances of recent graduates every two years. The study will specifically address gender-related differences in salaries. The conclusions will be discussed by the Executive Board and presented to the Equal Rights Committee, together with planned actions.

Implementation and responsibility :

1. An independent Equal Rights Committee will monitor the progress of the Equal Rights Plan and will annually, following a meeting with the Executive Board, publish a report on the status of equal rights in the University and planned actions. The Equal Rights Committee is elected by the University Council and composed of three members, one representative of the staff, one representative of the students and a chairman appointed by the Rector.

2. The implementation of the Equal Rights Plan is the responsibility of the Rector.

3. The Equal Rights Plan will be reviewed by the Equal Rights Committee following discussions in the University Council no later than three years after its entry into force.