Reykjavik Energy Group's Non-Discrimination Policy is based on human rights definitions in the Constitution of Iceland. The company's Code of Conduct also contains a special chapter dedicated to human rights and equality. Seminars on the subject matter are periodic. The Group held workshops in 2018 to discuss the #metoo movement and its significance for the workplace culture at Reykjavik Energy Group. Attendance was compulsory for every employee. Workshops were held in 2019, to focus on the development of a formal Communication Charter for the Group. The Communication Charter was published in 2020.

Reykjavik Energy Group has written procedures for complaints from employees or employees of contractors, reporting unacceptable behaviour or interaction at the workplace. Communication channels and the resources offered by Reykjavik Energy Group are explained. Employees are informed of these written procedures, which can be found in the Group's contingency plan, regarding bullying, violence, sexual or gender-based harassment. See chapter S6 on Non-Discrimination for results of an annual survey on intimidation and sexual harssment.

In 2021 the company issued a code of conduct for suppliers, based on the procurement policy and the United Nations' Global Compact's ten basic principles, which the Group adheres to. Concurrently, work procedure was established, concerning reaction in case of information of noncompliance.

Requirements, which are at least equivalent to the Code of Conduct for Suppliers, can be found in the terms of all calls for tenders by Reykjavik Energy Group.

The table shows the proportion of purchases by the OR Group that falls under the Code and the proportion of suppliers that have approved them, either by signing them or by participating in tenders.

At the end of 2021 96 suppliers had confirmed their abidance to the Code.

In 2021 56% of all the Group's purchases followed tendering. That portion in 2020 was 61% and the decrease is due to more purchasing of electricity for resale in 2021.