Equality Policy and Systematic Work Environment Management

1.0 Workplace Environment Policy

ILI is committed to adhering to all applicable work environment legislation to maximise equality of all including among others women, persons with disability and those with migration background (see point 4). ILI is continuously improving the workplace both organizationally, socially, and physically for the integration of all.

ILI's comprehensive workplace environment policy, including a checklist for systematic work environment management, can be found on the internal network. Every employee is encouraged to utilise this policy as a guide for workplace conduct and to promptly report any issues or suggest improvements. Concerns should be raised as soon as possible with the project manager, office manager, or director whenever necessary, or alternatively with the employee representative. Additionally, an annual employee appraisal process includes a review of the work environment. Maintaining a positive and productive work environment is an ongoing effort which strengthens the organisation allowing for all to prosper on the job.

2.0 Policy Intent

The work environment at ILI is intended to be one where all employees can thrive, both professionally and personally, without experiencing ill health or harm due to their work. Work environment management should permeate all decisions and activities undertaken.

3.0 Workplace Behavior

ILI does not tolerate any form of bullying or harassment in its workplace. All employees are responsible for actively identifying and counteracting such behaviour. Our workplace culture should be characterised by openness, mutual respect, and equal treatment for all individuals. We are committed to promoting equal treatment through proactive measures to achieve equal rights and opportunities, and we will actively combat bullying and victimisation. (See also 4.0. Specific Anti-Discrimination Measures below.)

4.0 Specific Anti-Discrimination Measures

ILI implements active measures to promote equal rights and opportunities for all individuals, regardless of their:

  • Sex
  • Transgender identity or expression
  • Ethnicity
  • Religion or other belief
  • Disability
  • Sexual orientation
  • Age

These measures are implemented across five key areas:

  • Working conditions
  • Salaries and terms of employment
  • Recruitment and promotion
  • Skills development and training
  • Work and parenting

This ongoing work is conducted in collaboration with employees, following a four-step process:

  1. Investigation: Identify any potential risks of discrimination, reprisals, or other obstacles to equal rights or opportunities.
  2. Analysis: Determine the root causes of these risks and identify potential measures to address them.
  3. Remediation: Implement appropriate measures to address the identified risks and ensure equal rights and opportunities for all.
  4. Evaluation: Review the effectiveness of the implemented measures and make adjustments as needed.

The Promotional work includes some so-called special tasks: 

  • Counteract harassment and reprisals: Establish clear guidelines and procedures for preventing and addressing harassment and reprisals.
  • Promote gender balance: Implement measures to ensure equal representation of women in all aspects of the workplace.
  • Conduct salary surveys: Regularly conduct salary surveys to identify and address any unjustified pay disparities based on gender, age, or other protected characteristics.

5.0 Reporting Misconduct

Employees, interns, consultants, and participants in ILI's activities are encouraged to promptly report any violations of this policy, either to a member of management or to the Work Environment Representative. If a violation is suspected, it is crucial to inform management so that appropriate action can be taken. Management will promptly investigate any reported violations and take appropriate action in consultation with the reporting individual.

6.0 Operational guidelines

ILI places a high priority on equality, accessibility, and diversity, and these principles permeate all aspects of our work. ILI's workforce is diverse, encompassing women, men, individuals of various ages, and people from diverse backgrounds and cultures. This diversity has proven to be a significant strength in building trust with our target groups.

ILI considers empowerment, self-determination and full participation vital for us who live with disabilities. To be able to live lives with self-determination and full participation we must have access to human rights and Independent Living as described in article 19 of the UN Convention of Rights for Persons with Disabilities (UNCRPD) and the General Comment No 5. Political advocacy is needed to achieve our rights and to change society to promote Independent Living. The perspectives needed and used within our organisation for success are the disability rights perspective, the human rights perspective, a health-enhancing perspective and the intersectional norm-critical perspective. 

The methods developed over the years in ILI's operations are grounded in a combination of these perspectives. These methods serve both as means and ends in our endeavours.


Extract from the ILI Staff Hand Book “Personalhandboken” (revised 2024-01-10)
Extract from the ILI Action Plan 2020 - 2024 (revised 2022-12-07)