Indicator 1.1 - Gender Balance in the Workforce
Gender balance in the Alcoa Fjardaál and Landsvirkjun workforce in comparison to all of Iceland
This indicator shows the balance between men and women in the workforce of the two companies, according to an Icelandic job cla
ssification standard (ÍSTARF95, an Icelandic version of ISCO-88, International Standard Classification of Occupations).
It also offers a comparison between the wages of men and women in each job classification category. Statistics are supplied by Statistics Iceland, Landsvirkjun and Alcoa Fjardaál.
Photo: Alcoa Fjardaál receives the Gender Equality Award in 2008.
Performance
a) The male-female ratio of employees working for Alcoa Fjardaál and Landsvirkjun compared to the gender distribution in comparable jobs nationwide.
THE TABLE BELOW WILL BE REPLACED WITH 2011 TABLE IN ENGLISH.
Above you can see a statistical comparison between job categories according to statistics. The ratio of employees is sorted in accordance with ÍSTARF95, as well as the ratio in each job category. Statistics are supplied by Statistics Iceland, Landsvirkjun and Alcoa Fjardaál 2011. To see the outcome from 2007-2010, please click on the relevant year on the left sidebar.
b) Relative wages in comparable jobs: Regular wages of women in relation to the regular wages of men working for Fjardaál and Landsvirkjun. Please note that this indicator will next be updated in 2013 according to the monitoring schedule.
THE TABLE BELOW WILL BE REPLACED WITH TABLE 2008-2009 IN ENGLISH.
The table above shows regular wages of women, in varous job categories, in relation to the regular wages of men working for Fjardaál and Landsvirkjun - and in Iceland as a whole, in the years 2008 and 2009. Please note that you can see the outcome of each year by clicking on the year in the left sidebar. If the ratio is 100%, that means equal pay. If it is below 100%, it means that men have higher wages, and if it is above 100%, it means that women have relatively higher wages.
* These jobs are traditionally almost always performed by either men or women and therefore a comparison is not shown.
** Employee wages not defined for this category and/or not defined nationally.
Metrics and Monitoring Protocol
What is measured?
a) The proportion of men and women employed by Alcoa and Landsvirkjun at the projects compared with national proportions in comparable positions in Iceland as a whole. Measurements are designed by ÍSTARF95, an Icelandic version of ISCO-88, International Standard Classification of Occupations. (Project effect: direct):
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- Management roles (ÍSTARF 12 - 13)
- Specialists (ÍSTARF 2)
- Engineers (ÍSTARF 2142 - 2147)
- Technical and specialized staff (ÍSTARF 3)
- As clerical/administrative staff (ÍSTARF 4)
- Services, sales and surveillance staff (ÍSTARF 5)
- As industrial/ specialized manual workers (ÍSTARF 7)
- Machine workers and tenders (ÍSTARF 8)
- Unspecialized staff (ÍSTARF 9)
b) The ratio of male to female salary for comparable jobs is measured by the regular salary for women as a percentage of the regular salary for men, in Fjardaál and Landsvirkjun, sorted by job classification (project effect: direct).
If the ratio is 100%, that means equal pay. Regular salary means the paid sum for the negotiated work hours, irrelevant whether it is daytime or shift work. The salary includes all kinds of premiums, bonuses and cost refunds, such as regular overtime, which is calculated in every disbursement period. The calculation excludes piecework pay, benefits, car use or other irregular payments. Regular pay is calculated if paid hours (daytime or shift work) counts for at least 90% of full daytime work requirements. If paid hours in daytime or shiftwork counts as 90-100% of daytime work requirements, they are converted into a full time job. Part time pay is converted into full time salary. Salary for people who work 3 months or less is not taken into account.
Monitoring Protocol
a) During construction, Iinformation was collected from monthly reports that contractors turned in to Landsvirkjun and annual reports to Fjardaral. In the long term, the human resources departments in Landsvirkjun and Fjardaral collect this information.
Targets
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Construction: Target not applicable. Contractors will monitor and report data.
Operation: Hydro, total employees: 67%M/33%F by 2015
Smelter, total employees: 50%M/50%F by 2015
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Hydro: equal / Smelter: equal
a) The ratio between men and women shall be:
- Landsvirkjun: 60% men and 40% women by 2015
- Fjardaál: 50% karlar and 50% women by 2015
b) Relative wages between the genders:
- Landsvirkjun: equal
- Fjardaál: equal
Rationale for Indicator Selection
Sustainability Indicator 1.1 aims for a gender-balanced workforce. The Central East Region has suffered from out-migration of younger members of the community who are drawn to the ‘pull' of educational and employment opportunities offered by the Capital Region.
Additionally, young workers, particularly females, are influenced by the ‘push' of low paying jobs in traditionally male-dominated sectors such as agriculture, fishing, and fish processing. Such an imbalance in gender is not indicative of a stable community.
The establishment of the Karahnjukar and Fjardaal projects may assist in reducing the ‘push' from the Central East region and is likely to attract individuals to the area for its work opportunities.
