Reykjavík Energy's Non-Discrimination Policy addresses human rights according to the aspects specified in the Constitution of Iceland. The company's code of conduct also includes a special chapter dedicated to human rights and equality, with regular education on the subject. In the spring of 2018, RE led workshops with mandatory participation of all staff on the #metoo movement and its significance for the corporate culture of the group. In 2019, workshops were held with staff in preparation for a new Communication Charter for Reykjavík Energy, which was issued in 2020.

A six-part online course on equality and diversity in the workplace is available for staff.

Reykjavík Energy has established procedures to respond if staff or contractors' employees feel they are subjected to inappropriate behavior or communication at the workplace. These procedures clarify the communication channels and the remedies RE offers to those affected. This procedure, which is introduced to the staff, refers to a response plan for bullying, violence, sexual or gender-based harassment. See chapter S6 on Non-Discrimination for results of an annual survey on intimidation and sexual harssment.

Supplier Code of Conduct

In 2021, the company issued a code of conduct for Reykjavík Energy's suppliers, based on the procurement policy and the ten fundamental principles of the Global Compact, which RE is a member of. Concurrently, a procedure was developed for the company's response to reports of deviations.

Requirements corresponding to the code of conduct are found in the terms of all of Reykjavík Energy's tenders, and the company's objective with issuing the code is that the sustainability requirements made in tenders also extend to smaller suppliers.

Reykjavík Energy's suppliers are required to impose corresponding demands on their respective suppliers.

By the end of 2023, 121 suppliers had confirmed their compliance with the code of conduct.

In 2023, 57% of RE's purchases were made without tendering. The corresponding figure was 59% in 2022, 56% in 2021, and 61% in 2020.