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Human Resources

Isavia´s Human Resources

Isavia seeks to be a sought-after workplace, and the main focus of Isavia’s human resources policy is to promote general job satisfaction, good morale and exceptional services among Isavia employees and subsidiaries. Isavia’s values – service, cooperation and safety – are reflected in the focus areas which form the foundation of Isavia’s human resources affairs. Increased competition in the labour market and the changed needs of the labour market call for management to create a motivating working environment to attract hard working and competent employees.

Isavia endeavours to enable employees to balance work and family responsibilities, for the benefit of the company and better quality of life for employees. One of the most important foundations for a successful career and work-related achievements is the family and closest relatives of employees. As a result, a good balance between work and private life is important. Isavia employees must show an aptitude for service and are required to do their best to always provide outstanding services. Employees are to discharge their duties diligently and conscientiously and show respect for each other. A prerequisite to enabling Isavia to offer its customers first-rate services is ensuring that employees feel secure and content in their jobs.

Workplace analysis are carried out every two years, most recently in 2018. Employee improvement teams are established to work with the results of workplace analyses, with the goal of increasing job satisfaction and well-being at work.

The Human Resources Division encourages managers to regularly conduct performance interviews with their staff. The conversation should give the employee and manager the opportunity to discuss projects, potential problems and remedial actions.

Isavia employs a diverse group of staff at various workplaces across the country. By the end of 2019, Isavia employed 1,155 people, 34% women and 66% men. The number of employees decreased between years. The Duty Free Store, a subsidiary of Isavia, employs around 180 employees. The average age of employees is 41.7 years, and the average length of service is 8.4 years.

Number of employees by age and gender GRI 405-1

Men Women
Younger than 30 years 146 107
30 - 50 years 372 197
Older than 50 years 249 84

labour market

Isavia operates in the general labour market, endeavours to maintain a good relationship with unions and follows general collective wage agreements negotiated by the Confederation of Icelandic Employers with numerous unions on behalf of the company. Special collective wage agreements have been made with the following unions: Landssamband slökkviliðsmanna (LSS) (firefighters), Sameyki (SFR) and Félag íslenskra flugumferðarstjóra (FÍF) (air traffic controllers).

The notice of termination of employees is in accordance with the applicable collective wage agreement but varies according to length of service and age. The right to terminate employment is mutual, and all information is in writing. Isavia complies with laws and regulations on the labour market and human rights and does not employ persons who have not reached the age of 18.

Recruitment

Isavia focuses on recruiting the most skilled employees available, and all recruitments are based on capability, education and work experience. The equal rights policy and equal rights programme of Isavia are followed when recruiting employees and enabling their professional advancement. New employees are given a warm welcome and provided with training and opportunity to adapt. As a result, it is important that everyone take part in minimising the time that it takes to make new employees active and satisfied. This involves e.g. new recruit courses, clear job descriptions and introductions to colleagues, the workplace, etc. Isavia places great importance on punctuality and employee faithfulness.

A total of 250 employees were recruited to work for Isavia in 2019, whereof around 180 were summer employees. Staff turnover over the year was 14%. This rate varies across jobs and professional fields.

End of employment is considered to occur at the end of the month in which the employee reaches the age of seventy. Members of the Icelandic Air Traffic Controller Association, however, retire at the age of 63. The company offers an end-of-employment training course for those nearing retirement age, and their spouses are also invited. The course covers useful information and deals with this important career milestone. Twenty-five employees participated in such a course in 2019.

Staff turneover by age and gender GRI 401-1

2019AgeStarters%Leavers%
Womenunder 30 years1856%3151%
30 -50 years1341%1931%
over 50 years13%1118%
Total 32100%61100%
Menunder 30 years1847%3637%
30 -50 years1539%3536%
over 50 years513%2627%
Total38100%97100%

Years of service at Isavia

In percentage
0-5 years 59
6-10 years 15
11-15 years 9
16-20 years 5
21-25 years 3
26-30 years 2
more than 31 years 7

Information on employees GRI 102-8

EmployeesWomen%Men %Total%
Total number of employees38834%76766%1155100%
Full time29826%70761%100587%
Part time908%605%15013%
Employment contract
Temporary242%272%514%
Permanent36432%74064%110496%



Age structure of managers GRI 405-1

in percentage
under 30 years 1
30 - 50 years 54
over 50 years 45

The staff association of Isavia and its subsidiaries, Staffið (the Staff), is responsible for a diverse and dynamic social life and organises numerous events for its members, such a family outing during the summer, a Christmas buffet, trips to the cinema and bowling. In addition, the association has negotiated discounts with various companies for its members. All employees are eligible for membership in Staffið. The company focuses on providing a good and family friendly working environment, effective education and training and positive morale.

Parental leave

Isavia places importance on trying to fulfil the requests of employees as regards parental leave and to meet their need with flexibility as regards returning to work once such leave has been completed. A total of 78 employees took parental leave in 2019, 43 women and 35 men. Women choose to spend more time on parental leave and utilise the shared rights of parents. In 2018, 91 employees took parental leave and 74 of these had returned to work 12 months later.

Parental leave GRI 401-3

Year201920182017
Parental leaveWomenMenTotalTotalTotal
Total number of employees that took parental leave4335789169
Total number of employees that returned to work after parental  leave3634708869
Total number of employees that returned to work after perantal leave ended that were still employed 12 months after their return to workxxx7461

Total number of employees that took perental leave by gender GRI 401-3

in percentage
Men 45
Women 55

Work at Isavia

Health and working environment

Isavia focuses on raising employee awareness of the importance of having a healthy lifestyle and thus shows that the company cares for both the health and safety of its employees. The company’s aim is to support the psychological and physical well-being of its staff, provide them with a good working environment and meet their psychological, social and physical needs in the workplace.

Isavia places considerable importance on all employees knowing what demands are made of them and which relate to safety, including the substance of laws and regulations on health and safety. Conditions in the workplace have an effect on employees’ health, and the company wishes to ensure that they have a safe and healthy work environment. Isavia encourages and supports employees to engage in regular physical exercise and to live a healthy life. Employees can contact the service desk of the Occupational Health Service and obtain advice on their own illness or that of family members. In addition, Occupational Health Service nurses hold regular consultations at the company’s largest operating units.

Employees may request the services of psychologists, as Isavia has reached a service agreement with the employees of psychologist service. Employees are entitled to trauma counselling in the wake of serious incidents, support due to communications problems in the workplace and advice in matters that relate to the workplace.

Education and training

Isavia strives to ensure that all employees receive the requisite training and that employees have the skills necessary to achieve success in their work. In addition, employees bear considerable responsibility for maintaining their own education and competence. At the beginning of employment, all new recruits receive an electronic new recruit introduction and receive an introductory pamphlet. This is followed by training according to the training regimen of the group in question.

The training of airport security staff, airport staff and air traffic controllers follows a training schedule approved by the Transport Authority. Other smaller groups follow training schedules that take account of their work and competency requirements for each job. As a rule, the training schedule of employees is based on pre-education containing digital courses, basic education which is a blend of theoretical and practical courses and job training which is conducted in the workplace. Regular training and refresher courses are a part of the daily work of the majority of employees.

At the end of new recruit training, most employees who work in frontline positions undergo a competency assessment. In addition, a formal academic assessment is conducted at the end of courses in the form of written examinations and multiple-choice exams. The quality of the teaching is evaluated on a regular basis through course assessments.

The company enjoys a special position in education and training because most of the employees receive their basic training at Isavia and are trained and taught by Isavia employees. Those responsible for education within the company receive special training to do so. In recent years, the trend has increasingly been to offer a blend of study techniques where the coursework is through Isavia’s learning site and the practical training is at the place of work. The focus is on providing a variety of teaching methods, and IT is used extensively. Numerous courses that were previously taught in a classroom setting are now digital and stored in the company’s education management system. All education and training that Isavia employees attend is registered in the human resources system Kjarni, both training provided in-house and courses that staff attend outside Isavia.

In addition to undertaking training that is subject to legislation, the company continually seeks to provide education that strengthens employees both professionally and personally. A large range of such courses are available each year. When selecting courses, account is taken of the company’s policies, values and ongoing projects. In addition, the result of workplace analyses influences the content of the education.

Management training

A wide range of courses specifically intended for management is on offer each year. The goal of Isavia is to ensure that all employees who have management responsibilities receive basic management training. Training schedules for managers are being prepared and are divided into stages depending on the position of the manager. Focus areas in management training have moved more to other aspects such as communications, trust and adaptability. Attention has also been paid to project management, time management and competencies to handle difficult human resources issues.

Study grants and collaboration with the general school system

At Isavia, employees may receive grants for studies outside the company, such as MA degrees or other studies that are likely to strengthen them in their current work. The employees of Isavia annually take part in a variety of collaborations with the general school system in Iceland. Students at all levels of education come on educational visits to the operating units of the company. Jobs are presented at introductions of professions for primary school students and during career days for university students. Isavia and Reykjavík University have an agreement for jointly financed research, as well as Isavia accepts practical training students from HR.

Discussion on the figures

2019 saw a total of 52,666 hours of learning activities, corresponding to 46 hours per employee over the year. Some 90% of these learning hours involved basic training, refresher courses and vocational and professional training required by staff to retain the necessary certification and skills for the jobs that they do, such as air navigation, airport security services and airport operations. The staff of other divisions and departments also attend courses and lectures both in Iceland and overseas.

While 2018 was a record-breaking year as regards the average number of hours of education per employee, the number decreased significantly in 2019. The main reason for such decrease are fewer new recruits and fewer summer employees. In addition, there was a training ban in effect in the Flight Navigation Division for half the year, which meant that students had to postpone their practical training and all training decreased. In 2018, refresher courses were held for commercial drivers, education on new personal protection was provided and presentations of social environment were held, which called for numerous lectures. Such education was much lesser in scope in 2019, which also contributed to the difference.

Average hours of training per year per employee and field of work GRI 404-1

DivisionMenWomenTotal hours
Air Navigation Services Division12.9397.27220.211
Airports Division4.0591.8025.861
KEF Operations Division16.6127.85824.470
KEF Tech and Property Division707201907
KEF Commercial Division37074444
Finance Division71159230
Human Resources and Corporate Strategy23171194
Development and Administartion84266350
Total34.86317.80252.666
Avarage hours of training per gender 45,545,9

Equal rights

Isavia places great importance on strengthening the social environment within the company. The company’s Code of Conduct states that employees are to show respect for everybody’s work and not discriminate against colleagues or customers on the basis of gender, religion, beliefs, ethnic origin, race, colour, financial situation, origin, disability, age or on any other grounds. All employees are informed of the company Code of Conduct, which is also accessible on Isavia’s intraweb and website.

Importance is placed on both the physical and mental well-being of employees, mutual respect, tolerance and support among employees. Isavia employees work together as a team, which means that they work in the spirit of collaboration and thus show their colleagues respect and tact in all communications. Employees agree that bullying and psychological harassment, such as gender and sexual harassment in the workplace, will not be tolerated under any circumstances. The connivance of employees in connection with such incidents is also condemned.

Ratio of managers by gender GRI 405-1

in percentage
Women 23
Men 77

A part of the recruit education touches on the social environment, where, among other things, the company’s equal rights plan and response plans against bullying and other psychological harassment are presented. The response plan contains information on what assistance is on offer from the company and the unions. Importance is placed on maintaining notification pathways, employees must know who to contact and communication channels must be clear for the victim and the perpetrator. In 2019, seven reports of bullying or sexual and/or gender-based harassment were received. These reports were processed according to company procedure.

All frontline employees in Keflavík Airport are provided with electronic educational material on the indications of human trafficking. The course is intended to strengthen the awareness of frontline employees, providing information on the nature of human trafficking, main types, how it can be detected and whom to notify of suspected human trafficking. The course is for all employees who work in frontline positions but is also available to various stakeholders both in Iceland and overseas.

Equal opportunities policy and programme

The equal rights plan of Isavia and response programme against bullying and other forms of psychological harassment aim to increase general work satisfaction and improve morale. The purpose of the plan is to ensure full equality between men and women in the workplace, with the goal of fully utilising staff abilities, energy and knowledge, free of gender-based discrimination.

The equal opportunities schedule addresses wage equality, available job openings, practical training, continuous education and retraining and the harmonisation of work and family life. It shall also ensure that sexual harassment, gender-based harassment and gender-based violence is not tolerated in the workplace. The programme must ensure that staff members are not discriminated against in any manner, such as on the grounds of their gender, religion, opinions, nationality, race, sexual orientation, colour, personal finances, family, disability, age or on any other grounds.

The policy is prepared in accordance with Icelandic law, Act No. 10/2008 on the Equal Position and Equal Rights of Women and Men. The response programme is based on Article 38 of Act No. 46/1980 on Working Environment, Health and Safety in Workplaces and Regulation No. 1009/2015 on bullying, sexual harassment, gender harassment and violence at work.

Equal pay certification

Isavia has achieved equal pay certification, as endorsed by the Equal Opportunities Agency. Explained gender wage gap is 1,4%. he objective of adopting the equal pay system by means of an equal pay standard (IST 85:2012) is to maintain wage equality within the company. The company also undertakes to work on constant improvement in this field, monitor the relevant criteria and react to any deviations which may arise.

Strict equality shall be maintained in the determination of salaries. Employees shall enjoy equal pay and working conditions for the same or equally valuable work, and the criteria used to determine pay shall not be gender discriminatory.