natgillin/translations-raw huggingface dataset:
Derfor har Kommissionen for De europæiske Fællesskaber udarbejdet og foreslået medlemsstaterne at gennem føre en praktisk aktion til fjernelse af forskelsbehandling, som kvinder er ude for i erhvervslivet.
Consequently, the Commission of the European Communities is pursuing a programme parallel to its work on the relevant legislation, whereby it has developed and submitted to the Member States the concept of positive action.
Det er på dette område, CEDEFOP hvert år siden sin oprettelse på fremtrædende plads i sit arbejdsprogram har haft bistand til Kommissionen ved gennemførelsen af sådanne foranstaltninger, for så vidt angår orientering og uddannelse.
It is in pursuit of the same objective that each year from its inception, CEDEFOP has reserved a privileged position in its work programme for activities to support the Com mission in realizing the guidance and training aspects of this concept.
I 1984 er der også gennemført talrige arbejder på dette om råde, navnlig udvikling af ca. hundrede nye uddannelser, der var påbegyndt nogle år tidligere, og som blev drøftet på en stor konference i slutningen af september.
Accordingly, the year 1984 brought the completion of several projects falling within this category, in particular the evaluation of more than one hundred innovative train ing schemes which were launched several years ago, the results of which were discussed at a major conference held in September.
Den har givet regeringsrepræsentanterne, lige stillingsudvalgene og arbejdsmarkedets parter lejlighed til at udarbejde nye handlingsplaner.
Opened by Ms. H.-R. Laurien, Senator for Education, Youth Affairs and Sport in the Berlin City Government, and closed by Ms. Lenz, President of the Women's Rights Com mittee at the European Parliament, this conference provided an occasion for representatives of government, equal opportunities commissions, management and labour to formulate new proposals for action.
I 1985 har CEDEFOP eksisteret i ti år.
The year 1985 marks the tenth anniversary of CEDEFOP's existence.
I et sådant tilbage blikkets år er det en særlig pligt at offentliggøre konferencedokumentet "Lige muligheder og erhvervsuddannelse - Fem år efter" og gøre alle instanser, der arbejder med uddannelse, opmærksomme på det sidste afsnit, hvor henstillingerne fra denne konference gentages.
At such a time for critical retrospection, the Centre considers that it has a special obligation to present to the public its report on the conference "Equal ity of Opportunity and Vocational Training - Five Years On " , drawing the attention of all institutions engaged in the field of training to the final chapter, which sets out the recommendations formulated on the occasion of the conference.
Kvindens situation på arbejdsmarkedet
The Situation of Women on the Labour Market
Uddannende virksomheder og erhvervsuddannelsesindretninger 5.
Institutions 5. Advisory, Research and Evaluation
Bilag 1: Fortegnelse over programmer Bilag 2: Ledetråd
Appendix 2: Guidelines for action
Ved afslutningen af FN-tiåret for kvinden (1975-1985) har CEDEFOP igen påbegyndt en evaluering af fornyende erhvervs uddannelsesforanstaltninger for kvinder i Det europæiske Fællesskabs lande.
To mark the close of the UN Decade for Women (1975-1985), the European Centre for the Development of Vocational Training (CEDEFOP) arranged for a renewed evaluation to be carried out of the innovative vocational training measures initiated for women in the Member States of the European Community.
Disse foranstaltninger er taget op og evalueret i forbindelse med CEDEFOP-handlingsprogrammerne I og II "Lige muligheder i erhvervsuddannelsen".
The measures concerned were surveyed and evaluated within the framework of CEDEFOP Action Programmes I and II "Equality of Opportunity in Vocational Training".
Det drejer sig i handlingsprogram I (1978/79) om nye erhvervsuddannelsesforanstaltninger for kvinder inden for orientering/ motivering, grundlæggende uddannelse, videreuddannelse og genindtræden i erhvervslivet.
Action Programme I (1978/79) addressed itself to innovative measures for women in the fields of occupational orientation/motivation, initial training, continuing training and reintegration into the labour market.
Handlingsprogram II (1979/80) beskæftigede sig i form af enkeltstudier med den erhvervs mæssige uddannelse og videreuddannelse af kvinder i EFs syv medlemsstater (1).
Action Programme II (1979/80) was composed of a number of case studies on in-firm initial and continuing training for 1 ) women in seven EC Member States. '
De positive og negative erfaringer fra alle disse programmer ville CEDEFOP nu gerne tilbageskuende gøre bekendt for en bredere offentlighed.
CEDEFOP now wishes to take a retrospective look at these programmes and present the positive and negative experiences gained therefrom to a broader readership.
Navnlig skulle programmerne ved denne gentagne evaluering ved hjælp af en ledetråd (2) underkastes
Above all, this renewed evaluation draws on guidelines for action 2) permitting a critical review of the programmes with respect to their longer-term impact in bringing about equality of opportunity for women.
1) En fortegnelse over alle disse programmer findes i bilag 1 Om begge handlingsprogrammer har CEDEFOP offentliggjort sammenfattende og sammenlignende dokumentationer: Seeland, Suzanne, Lige muligheder i Erhvervsuddannelsen, Sammenfattende rapport om Erhvervsuddannelsesinitiativer for kvinder i Det europæiske Fællesskab, Berlin 1980; Morgan-Gérard, Florence, En oversigt over nyskabende uddannelser i EF-landene, Berlin 1982; Fragnière, Gabriel, Lige muligheder i Erhvervsuddannelsen, Virksomhedsuddannelse: Forslag til handling, Berlin 1982.
Even prior to the initial investigation, the following criteria were regarded as being decisive in affording the programmes an innovative character: they were to open up to women previously inaccessible occupational tracks, qualify women for activities involving more responsibility and managerial duties, or address a group of women who had previously not formed part of the workforce. With the insights and recommendations gained from this review, CEDEFOP is endeavouring to contribute towards developing the future contours of voca tional training for women in the EC.
Som afgørende for den innovatoriske karakter af programmerne fastsattes allerede inden deres første undersøgelse følgende kriterier:
Comprehensive surveys and evaluations were carried out in most of the countries on the course and outcome of 126 measures in Action Programme I and the 28 in-firm training 3) measures in Action Programme II.
De skulle åbne nye erhvervsmuligheder for kvinder, der hidtil havde været lukket for dem, kvalificere dem til virksomhed, der er forbundet med ansvar og ledelsesfunktion, eller henvende sig til en gruppe kvinder, der hidtil ikke hører hjemme i den erhvervsaktive befolkning.
This summary report presents an evaluation of the interim and final country reports with respect to the positive and negative experiences gained in the selected training measures.
CEDEFOP vil med de gennem revisionen indvundne erfaringer og henstillinger yde et bidrag til udviklingen af fremtidige perspektiver i erhvervsuddannelsen af kvinder i EF.
It also takes account of developments since 1978 and attempts to present a brief overview of the innovative vocational training measures introduced for women since that date.
Om hvad der er sket med 126 foranstaltninger i handlingsprogram I samt de 28 erhvervsmæssige uddannelseskurser i handlingsprogram II er der i de fleste lande gennemført om fattende undersøgelser og evalueringer (1).
The country reports differed in the extreme with regard to emphasis and were therefore difficult to compare.
Alle forelagte rapporter viser, at der ikke blot ved skrivebordet er studeret offentliggørelser, men at der også af organisatorer og bærende institutioner over uddannerne er optaget kontakt af mangfoldig art til deltagerne, arrangeret evalueringsmøder og gennmført personlige samtaler.
More over, some countries were only able to present incomplete or estimated figures with respect to the number of parti cipants involved in measures organized in specific occupational fields.
Des uden er der taget hensyn til den historiske udvikling siden 1978, og man har forsøgt også at give et kort overblik over de siden da yderligere tilkomne innovatoriske uddannelsesforanstaltninger for kvinder.
But with respect to the application of Directive 76/207/EEC concerning equal treatment of men and women in access to employment, access to occupational guidance services and vocational training, and working conditions,
Rapporterne fra landene var overordentlig forskellige i udvælgelsen af deres synspunkter, og derfor kunne de ikke altid sammenlignes.
Greater, more intensive efforts must be made at all levels, particularly in the field of education and vocational training.
Nøjagtigere tal om de enkelte kursus deltagere i de innovatoriske foranstaltninger, der fandt sted i de mest forskellige erhvervsmæssige områder, har kun kunnet angives ufuldstændigt eller skønsmæssigt af en række lande.
At national level throughout the Community the legislation on equality of remuneration and equal treatment on the labour market is backed up by special bodies which bear the mandate of implementing a legally anchored policy of equality between the sexes. Some of these equal opportunities authorities are independent bodies, others form but one part of an administration.
Siden 1978, undersøgelsestidspunktet for CEDEFOP-undersøgelsen om innovatoriske erhvervsuddannelsesforanstaltninger for kvinder i Det europæiske Fællesskab (dengang de Ni's Europa, uden Grækenland) har alle medlemsstaterne omsat EF-direktivet om lige løn for lige arbejde (1975) og om lige behandling i beskæftigelsen (1976) til national lovgivning.
The most extensive provisions are to be found in France, where a separate Ministry for Women's Rights was established in 1981. Legislation adopted in 1983 on equality of opportunity for men and women in working life incorporates the principle of temporary special measures to as sist women in order to remedy the previous disadvantages suffered and establish equality of opportunity between the sexes.
Men med henblik på anvendelsen af direktiv 76/207/EØF om ligestilling af mænd og kvinder, for så vidt angår beskæf tigelse, erhvervsuddannelse, forfremmelse samt arbejdsvilkår, har Kommissionen i 1980 i sin beretning til Rådet konstateret (1), at man ganske vist kan tale om en formelt retlig til fredsstillende gennemførelse af direktivet - trods de imod nogle regeringer indledte processer ved Den europæiske Domstol på grund af forskellige overtrædelser, men at der endnu var alvorlig tvivl med hensyn til troværdigheden af den praktiske omsætning af ligebehandlingsprincippet (2).
This applies in particular to the fields of re cruitment, vocational training, occupational advancement, remuneration, work organization and working conditions.
Navnlig inden for skolegang og erhvervsuddannelse burde der på alle niveauer gøres flere og mere intensive anstrengelser.
These special measures may be carried out within the framework of a so-called "occupational equality plan" which is negotiated by the trade unions.
Denne opfattelse havde for øvrigt også de nationale regeringer selv (3).
Under certain circumstances, exemplary equality plans may be eligible for govermental financial support.
På nationalt plan findes der i dag ved siden af lovgivningen om lighed med hensyn til løn og om ligebehandling på arbejdsmarkedet overalt særlige organer, hvis opgave er gennemførelse af kønnenes retligt garanterede ligeberettigelse.
This work is carried out in cooperation with representatives of management, labour and the education and training institutions located within their catchment area.
Disse ligeberettigelsesorganer er til dels selvstændinge, til dels inddraget i administrationen.
The exemplary programmes which are being developed in this connection are evaluated by a national coordination centre, and information thereon is distributed to a broader public.
I intet tilfælde er deres kompetence og muligheder så vidtgående som i De forenede Stater, hvor Equal Employment Opportunity Commission med sine decentraliserede filialer som egen juridisk person kan rejse anklage mod diskriminerende arbejdsgivere og gennemføre kontrolundersøgelser med betydelige muligheder for sanktioner (1).
Such a decentralization process is also in evidence in the Federal Republic of Germany, where the governmental equal opportunities authority (Arbeitsstab Frauenpolitik) forms part of the Federal Ministry for Youth, Family Affairs and Health and is endowed with relatively few powers.
Positiv diskriminering (gennemførelse af positive aktioner til fordel for kvinder) er tilladt i alle Fællesskabets lande.
Each Land of the Federal Republic of Germany now has an equal opportunities authority; the same applies to many of the larger cities.
Direktivet om ligebehandling i beskæftigelsen omtaler jo i artikel 2.7 muligheden for at gøre afvigelser fra kønnenes ligebehandling for bevidst at skabe en udligning for de i fortiden af kvinderne tålte diskrimineringer.
The national equal opportunities authorities are brought together at European level in the Equal Opportunities Committee, which serves as an advisory body to the Commission. sion.
- 14 rettigheder.
- 14 on any suitable statistical basis.
Den i 1983 vedtagne lov om den erhvervsmæssige ligestilling af mænd og kvinder går ud fra princippet om tidsligt begrænsede særlige foranstaltninger, der kun gen nemføres til fordel for kvinderne for at fjerne tidligere diskrimineringer og for at etablere kønnenes lige muligheder.
This shortcoming, the subject of repeated criticism in the European Parliament, has still not been remedied, thereby diminishing to some extent the value of the following observations on voca li) tional training and the labour market.
Det gælder navnlig for områderne ansættelse, erhvervsuddannelse, karriere i erhvervslivet, betalingen, arbejdsorganisationen og arbejdsvilkårene.
Not only do almost as many girls as boys proceed to higher-level education institutions, the quali ty of their leaving certificates is also higher than that of their male counterparts.
Disse særlige foranstaltninger kan gennemføres i form af en "erhvervsmæssig ligestillingsplan", som fagforeningerne forhandler sig frem til.
However, girls are still much less inclined than boys to opt for natural science subjects, a fact which puts them at a great disadvantage if they then proceed to seek work in industrial or technical fields of either the traditional or the new type.
På disse vilkår kan f.eks. ligestillingsplaner også fremmes med statens midler.
Deci sions as to future occupation thus tend to be influenced at a very early point in time.
Der aftegner sig også en interessant udvikling i lande, hvis ligestillingsorganer kun har lidt kompetence.
Girls also tend to remain in the general education system 1 3 ) for a longer period of time ' and, in the event that a training track can be approached from either an educational establishment or a firm, they tend to take the school option.
I Danmark kom der f.eks. fra det nationale ligestillingsråd forslag om at ansætte ligestillingskonsulenter i alle arbejdsformidlingskontorer.
The decision to this effect is imposed on them by the increasing shortage of in-firm training opportunities and the fact that boys are often given preference when the available places are being filled.
De har ansvaret for den løbende sensibilisering og videreuddannelse af erhvervsvejlederne og arbejdskonsulenterne med hensyn til lige muligheder, og de har også til op gave i lokal/regional sammenhæng at udvikle strategier til
In some countries, moreover, there is a trend to transfer responsibility for vocational training back to the firms. Initial observations of such a development in the United Kingdom and Belgium indicate that this trend is not of beneficial effect to women and girls. '
15 nedbrydelse af det kønsopdelte arbejdsmarked.
15 - interested in less stereotyped skilled occupations often fail to obtain a training place and have to be satisfied with the typical "female" training tracks leading to poor-
Dette sker i samarbejde med arbejdsmarkedets parter og de uddannelsesinstitutioner, der hører hjemme i området. De takket være disse bestræbelser udarbejdede eksempelvise programmer evalueres i et nationalt koordineringsprogram og frigives til videre udbredelse.
1 5 ) ly paid, low-skill jobs.
Denne begyndelse, der er gennemført siden 1981, tager sig ikke blot af de for kvindernes lige stilling stadig problematiske forhold i arbejdsformidlingen, men sørger også for en regionalisering og decentralisering af ligestillingspolitikken (1).
With regard to the remain ing one third, it has been observed that a large number of the girls concerned participated in lower-status, shortterm training courses.
I Forbundsrepublikken har i dag hver delstat et ligestillingsorgan og desuden også mange storbyer.
17) found to be at a marked disadvantage.
De aktiveres både ved initiativer til gennemførelse af uddannelsesforanstaltninger eller rådgivningsprojekter for kvinder og ved hjælp i de enkelte tilfælde ved klager på grundlag af diskriminering på grund af kønnet (2).
On the other hand, training courses originally designed for women only with emancipatory objectives in mind are often opened up to men, with the result that men deliberately opt for training in a so-called female occupation and are then rapidly promoted to senior positions within that occupa tion (male nurse, elementary school teacher, kindergarten 18) attendant, house management).
På europæisk plan er de nationale ligestillingsorganer samlet i et rådgivende udvalg for lige muligheder under Kommissionen.
In some EC Member States remarkable efforts are now being made to put an end to this additional disadvantage suffered by unemployed girls in the search for a vocational training opportunity by addressing clear recommendations, often backed up by financial promotion schemes, to the providers of training; it is hoped that this will afford girls better prospects than has hitherto been the case of 19) finding an opportunity to learn a skilled occupation.
Sammenlignende udsagn om pigernes og kvindernes situation i erhvervsuddannelsen og på arbejdsmarkedet i Det europæiske Fællesskabs lande kan indtil nu ikke bygge på egnede statistiske undersøgelser. Denne mangel, der gentagne gange er blevet beklaget i Europa-Parlamentet, er indtil nu ikke blevet afhjulpet og påvirker derfor i et vist omfang også de følgende afsnit om erhvervsuddannelse og arbejdsmarkedet (1).
These women are clearly the losers at a time when in many European countries funds for the intensified efforts to combat youth unemployment are being raised by virtue of a reallocation of resources to the detriment of initial and continuing training for adult men and women, this being backed up by restrictions or preference systems to 21 ) accompany promotion schemes.
For det almendannende område kan det konstateres, at der har været fremgang for pigerne med hensyn til afsluttende skole gang.
In its evaluation of measures taken within the EC to combat youth unemployment by means of vocational training, CEDEFOP arrived at the con clusion that the promotion of unemployed youths and adults must not be regarded as an "either-or" issue.
De har ikke blot i omtrent samme antal gået i højere kvalificerede skoler, de ligger også med hensyn til kvaliteten af deres afsluttende eksamener bedre end deres mandlige kolleger.
Instead of launching a large number of youth schemes with doubtful objectives and prospects, more innovative measures for adults can often generate a job-creation effect with long22) term implications which can also benefit young people.
Pigerne deltager ganske vist endnu meget mindre i naturvidenskabelige fag end drengene, hvad der imidlertid ville være en betingelse for valget af både gamle og nye slags håndværksmæssige-tekniske erhverv.
The increasing disadvantage suffered by girls and women wishing to return to work has caused a number of women's networks, community women's committees and self-help groups to be set up in several EC Member States with a · view to supporting other women in their efforts to become trained and find employment.
Erhvervsvalgsafgørelser påvirkes på denne måde allerede meget tidligt.
These groupings often work in close liaison with the meanwhile operational equal opportunities authorities at national and regional level.
17 traditionelle fag- og erhvervsvalgmuligheder (1).
Women represent only one quarter of the industrial work force.
Piger har også tilbøjelighed til at blive længere i det almendannende skolesystem (2), og - såfremt der findes to former for uddannelsesvej, en skolemæssig og en erhvervs mæssig finder vi dem igen på skoleområdet.
2 c \ fered on a part-time or other flexible basis only, forms of employment which correspond more to cyclically fluctuating corporate requirements than to women's needs for economic independence and security.
Denne afgørelse er fremtvunget af den stigende mangel på uddannelsespladser i virksomhederne, ved hvis fordeling drengene ofte foretrækkes for pigerne.
Many part-time jobs are concentrated in areas where skill levels are low, training and promotion prospects poor, and responsibility minimal.
I andre lande derimod er der en tendens til igen i øget omfang at lægge erhvervsuddannelsen tilbage til virksomhederne.
Family responsibilities, which are still normally expected to be incumbent on the woman, represent a major handicap in any search for training or employment opportunities; this is in contrast to the fact that family responsibilities tend to be regarded as an asset among men.
Første iagttagelser af denne udvikling i Det forenede Kongerige og i Belgien tyder på, at denne udvikling ikke er til gavn for pigerne og kvinderne (3).
18 ployment. At the same time, however, their representation in the workforce has increased rapidly as a consequence of their uncertain social and economic situation.
Piger, der interesserer sig for mindre stereotype uddannelseserhverv, finder derfor ofte ikke nogen uddannelsesplads og må nøjes med typisk kvindelige uddannelser til dårlig betalt, lidet kvalificeret virksomhed (4).
Reflecting a trend evident among many employers, employ ment offices in their placement activities often give preference to men, in particular in connection with well paid sectors or positions of responsibility.
Andelen af piger blandt unge uden uddannelsesplads beløber sig stadigvæk til to tredjedele og dette uafhængigt af deres skoleuddannelsesniveau (5).
The ever diminishing number of vacancies has a particularly adverse effect on young women who are entering the labour market for the first time and older women who are returning after a lengthy period of inactivity.
Med hensyn til den resterende tredjedel kan det så yderligere iagttages, at en stor gruppe
Returnees to working life are severely affected by long-term unemployment.
5) Forbundsministeren for uddannelse og videnskab (udg.) Berufsbildungsbericht 1984, Bad Honnef 1984, s. 28
Only in rare cases, however, is the massive government budget for promoting small enterprises also accessible to such women's cooperatives.
18 af piger deltager i mindre kvalificerende kursusuddannelser.
This new form extends beyond the legal definition hitherto adopted to cover the concept of vocational training.
I forbindelse med særlige erhvervsmæssige foranstaltninger for arbejdsløse unge er piger stærkt handicappede (1).
Ap proval and the continued promotion of the participants is dependent not on a selective evaluation of each individual phase but on the objective of the retraining process.
I nogle lande i EF foretages der i mellemtiden bemærkelsesværdige bestræbelser på at standse denne fornyede diskriminering af arbejdsløse piger i erhvervsuddannelsen ved klare henstillinger til dem, der har ansvaret for erhvervsuddannelsen, delvis i forbindelse med finansielle fremmende tilbud, og derved kraftigere end hidtil at give en chance for kvalificeret erhvervsuddannelse (3).
- backup general education programmes, - training programmes to upgrade skills, - training programmes to promote conceptual abilities and action capacity.