RÚV Success Story

Creating a Culture of Diversity, Equity, and Inclusion

RUV, the Icelandic National Broadcasting Service, is owned by the people of Iceland and operates across television, radio, and the web, to communicate news, knowledge, culture, and arts to all citizens. 

RUV embodies a commitment to diversity and inclusion. Its diverse and dedicated workforce is guided by a strong sense of public service, fostering an environment of creativity, innovation, and respect for diversity. RUV actively promotes gender equality and non-discrimination, ensuring that its programming and activities reflect the diverse perspectives and voices of society. 

By fostering a flexible and inclusive working environment, RUV attracts top talent from diverse backgrounds, enriching content and discussions for its audience.

CHALLENGE

Identifying and Addressing Pay Disparities

RUV recognized the imperative to ensure fairness and equity within its ranks, along lines of gender, age, disability, sexuality, gender identity, and origin, in accordance with the policy of the Union of European Television Channels on focusing on diversity.

By law, all Icelandic employers with 25 employees or more must have an Equal Pay Certificate. To get certified, organizations need to establish equal pay practices. Systems for equal pay along with the results of a gender pay analysis are audited annually by accredited auditors.

SOLUTION

Harnessing PayEquity by beqom for Insightful Analysis

RUV embarked on a mission to dismantle pay gaps and foster an environment of inclusivity and fairness.

In their pursuit of pay equity, RUV turned to PayEquity by beqom, recognizing its potential as a transformative tool. Deploying the PayEquity solution, RUV conducted meticulous analyses, delving into various facets such as job roles, responsibilities, the complexity of the task, communication skills, technology skills, the job itself, and personal factors such as educational background and the level of experience in performing that job.

Hildur Sigurðardóttir, Head of Human Resources, sheds light on the complexity of the issue: "There is a common misconception concerning equal pay suggesting that everyone should get the same wage for the same or a similar job. But matters are more complex, as some of the criteria we use for evaluating jobs such as job experience justify a difference in pay."

The software's user-friendly interface facilitated seamless integration into RUV's processes, empowering stakeholders to navigate and interpret data effortlessly. Hildur describes the software as “very user friendly” and emphasizes its role in illuminating disparities: "The software shows the results from analyses in graph form, thereby allowing users to see where any gaps exist at a glance."

BENEFITS

Achieving Certification of Equity and Fairness

The impact of RUV's use of PayEquity by beqom was profound and measurable. With each analysis, the gender pay gap steadily diminished. The latest assessment in January 2022 revealed a remarkable achievement, with the adjusted monthly wage gap reduced to a mere 0.7% in favor of men—and the gap is getting smaller and smaller. Armed with insights from the beqom solution, RUV took decisive actions to address entrenched issues, including disparities in overtime payments.

Overall, the strategic utilization of PayEquity by beqom supports RUV in the annual auditing process and exemplifies RUV's commitment to fostering fair pay and workplace equity. 

By leveraging data-driven insights, RUV not only narrowed the gender pay gap but also set a compelling precedent for organizations committed to building inclusive and equitable workplaces.