natgillin/translations-raw huggingface dataset:
I forbindelse med eksisterende videreuddannelser (tekniker, arbejdsleder o.l.) og nye projekter (Fachhochschulstudium til arbejdsleder i Köln) skal kvalificeringsoffensiven udvikles til en omfattende Ford-uddannelse for at give ideen om livslang læring virksomhedsrelaterede rammer.
It is planned to link this training drive with other advanced education courses (technicians, foremen, etc.) and new projects (study course for foremen at the Higher Technical College in Co logne) so that it develops into a comprehensive educational route in Ford which makes the concept of lifelong learning a part of the corporate structure.
Det er derfor meningen, at der som et supplement til det foreliggende program og i samarbejde med en ekstern uddannelsesinstitution skal gen nemføres uddannelseskurser for "deletilrettere" som en heltidsforanstaltning.
Therefore, as a supplement to the existing concept.
Har været koordinator for flere FORCE­projekter og er medlem af erhvervsuddan­nelsesekspertgruppen som led i den europæiske sociale dialog.
He conducted several FORCE projects and is mem her of the European Social Dialogue expert group.
ESB og dens baggrund
ESB and its background
Hovedelementerne i forsøget
What are the main ele ments in this approach?
ESB er et statsejet selskab, der produce­rer og leverer strøm i Irland.
ESB is a state owned company which generates and supplies electricity in Ireland.
Der er 9322 fastansatte og 537ansatte med tids­begrænsede arbejdsforhold.
It employs 9.322 regular staffane! 537 tem porary staff.
17% af med­arbejderne er kvinder, og 1% arbejder in­den for utraditionelle områder, f.eks. tek­nik, teknologi og forskellige håndværk.
Seventeen percent of the stall arc women and 1% arc engaged in nontraditional areas of work such as engineer ing, technology and craft categories.
Electricity Supply Board følger et struk­tureret program med sigte på at skabe lige muligheder for kvinder pa arbejds­pladsen og i arbejdshierarkiet (Positive Action Programme).
The Electricity Supply Hoard is pursuing a structureel programme for the creation ot equal opportunities for women at the workplace and in the work hierarchy (Positive Action Programme).
Programmet omfat­ter ikke kun efteruddannelse som såden, men ogsa
The com prehensive goals extend beyond further training and education per se and include:
□ ændring af konventionelle holdninger over for kvindelige ansatte
J changing conventional attitudes to wards female employees;
3 forbedring af de kvindelige ansattes kvalifikationer og fremme deres karriere inden for virksomheden ved at yde omfat­tende støtte til uddannelse
J improving the qualification of female employees to promote their career within the company by having a comprehensive education support policy.
3 forøgelse af antallet af kvindelige an­satte på hierarkiets forskellige niveauer ved at sætte et bestemt antal som mal
J increasing the proportion of female employees on the various hierarchy lev els by setting targets.
J bekæmpelse af seksuel chikane ved uddannelse og ved at udpege betroede rådgivere, der kan vejlede og støtte ofrene
J combating sexual harassment by train ing and the appointment of confidential counsellors who will advise anel support the victim.
Mange mennesker ­ også folk inden for fagbevægelsen ­ tror ofte, at efter­uddannelse er et universalmiddel, der sikrer, at virksomhederne fornyer sig, samtidig med at de ansattes frihed og muligheder udvides.
Many people - including some of those in the trade unions - often have the impression that further training and education is a "cure-all" that ensures modernisation of companies whilst also expanding the freedom and options of the employees.
Risikoen ved denne opfattelse er, at de vanskeligheder, der viser sig hen ad vejen i moderniseringsprocessen, tilskrives de ansatte.
The risk in this approach is that difficulties en countered in the process of modernisation are attributed to the individual failure of employees.
Fra fagbevægelsens syns­vinkel er det derfor vigtigt at udvikle et mere omfattende moderniserings­koncept, hvor efteruddannelsen kombineres med andre elementer.
From the point of view of the trade unions, therefore, it is important to develop a more comprehensive concept of modernisation in which further training and education is linked to other elements.
Det ir­ske eksempel viser anvendelsen af en sådan strategi i etforsøg på at fremme lige muligheder for kvinder på arbejdspladsen.
The Irish example shows the use of this type of strategy in the endeavour to promote equal opportunities for women at the workplace.
I denne strategi udgør ef­teruddannelse kun en del af en mere omfattende proces til omstilling af virksomhedens interne strukturer hen imod lige muligheder.
In this strategy, further training and education is only one element in a more comprehensive process of change of intra-company structures towards equal opportunities.
Eksemplet viser klart, at den enkeltes erhvervssituation ikke kan ændres alene ved at satse på efteruddannelse.
The example clearly shows that changes in the occupational situation of the individual cannot be achieved through efforts in the field of further training alone.
Den irske model kombinerer efteruddannelses­foranstaltninger med implementeringen af national lovgivning om ligestil­ling på arbejdspladsen.
The Irish model combines further training and education measures with the implementation of national legislation on equal ity at the workplace.
Eksemplet viser endvidere, at det er nødvendigt at skabe nye virksomhedsstrukturer for at kunne gennemføre ligestillings­strategien og kontrollere resultaterne.
The example also shows that it is necessary to create new organisational structures in order to implement the strategy of equal ity and monitor its effects.
J tilpassning af arbejdsvilkårene (eller gøre dem mere fleksible) for at imøde­komme kvinders specielle behov (barsels­orlov, anden orlov ("outtimes") under kar­rieren, job­sharing), samt understrege de økonomiske fordele ved lige muligheder for kvinder
J aelapting working conditions (or making them more flexible) in order to cater to the specific needs of women (maternity leave, career 'outtimes'. job-sharing); underlining the economic advantages of equal opportunities for women.
_l uddannelse i ligestilling inden for re­kruttering og udvælgelse
J equality training in recruitment anel selection.
' Denne beskrivelse er baseret pa FORCF.­projektet 'Efter­ og videre­uddannelse i Europa ­ dokumentation om den sociale dialog' (nr. 9­4­23­POL­0011­00) i Ilans­Bockler­Sliftungs regi.
" the following description gno back to (he FORCE project Continuous Vo cational Training in Europe - Documentation on the· Social Dialogue" (Nr.: 9t-23-POL-()01t-l)0 > . conducted by the Hans-Böckler-Stiftung.
Forfatterne takker Eckehart Ehrenberg, der har udarbejdet be­skrivelsen af selve forlobet
The au thors thank Eckehart Ehrenberg who prepared the ease description.
Der findes endvidere over et hundrede detailsalgssteder i hele landet.
It also has over one hundred retail out lets throughout the country.
Et datter­selskab. ESB International, tilbyder kon­sulentbistand i udlandet inden for Engineering Utility Consultancy og Infor­mation Technology Services.
Its subsidary ESB International provides consultancy services in engineering utility consultancy and information technology services.
Indtil dato har dette selskab arbejdet i 55 lande i alt.
To date it has worked in S3 countries abroad.
_) program til at gore lige muligheder kendt samt uddannelse af ligestillings­kontaktpersoner, der arbejder med pro­grammet pa lokalt plan.
J programme to mainstream Equal Opportunities anel the training of equality links people who will promote the pro gramme at local level.
Der findes forskellige uddannelses­foranstaltninger til at gennemføre disse målsætninger.
munication techniques to achieve the stated goals.
"Electricity Supply Board følger et struktureret pro­gram med sigte på at skabe lige muligheder for kvinder på arbejdspladsen og i arbejdshierarkiet".
"The Electricity Board is pursuing tured programme creation of equal nities for women
Pro­grammet er organiseret og gennemføres i samarbejde med fagbevægelsen.
Supply a struc for the opportu at the workplace and in the work hierarchy" which is organized and implemented in cooperation with the trade unions.
Der er udarbejdet en særlig Code of Practice vedrørende seksuel chikane, som er udleveret til alle medarbejderne.
A specific code of practice on sexual harassment was drwan up anel issued to all staff.
Be­troede rådgivere er blevet uddannet af en ekspert fra krisecentret for voldtægtsramte i Dublin og deres rolle og kontakt­muligheder meddelt alle medarbejderne.
Confidential counsellors were trained by an expert from the Dublin Rape Crisis Centre and their role and accessibility circulated to all staff.
En håndbog og retningslinjer for tackling af tilfælde af denne art er stillet til rådig­hed for virksomhedens ledere og mellem­ledere.
A booklet and guide lines for dealing with cases was provided for all managers and supervisors.
Et seminar om emner i forbindelse med "seksuel chikane" afholdes for grup­per på maksimalt 25 mandlige og kvin­delige ansatte.
A seminar on the topic of "sexual harassment" is held for groups of a maximum of 25 male and female employees.
Foruden at modtage ud­førlig information om ændringen i virk­somhedens politik samt forklaring og de­finition af begrebet "seksuel chikane" læ­rer de ansatte på kurset, hvordan de skal forholde sig i konkrete tilfælde.
Alongside detailed information on the change in company policy and explanation and definition of the term "sexual harassment", the course also tells employees what actions to take in the event of sexual harassment.
Hvilke problemer tages op?
What problems does this approach address?
Et kursus under betegnelsen "Mænds og kvinders samarbejde" med indtil 14 del­tagere varer to dage og belyser ESBs virksomhedspolitik for så vidt angår spørgsmål om ligestilling, problemer i forbindelse med mænd og kvinders sam­arbejde, samt de forskellige kriterier, der anvendes på mænd og kvinder på arbejds­pladsen.
A courseentitled "men and women work ing together" with up to 14 participants lasts two days and looks at the companypolicy of the ESB with regard to questions of equality, problems associated with men and women working together, and the different criteria used for men and women at the workplace.
Det forsøges at påvirke de tradi­tionelle holdninger i retning hen imod mere ligestilling for kvinder.
An attempt is made to influence traditional attitudes in the direction of greater equality for women.
Strategien fremmes ved at anvende interaktive me­toder: gruppearbejde, selverkendelse, øvelser og diskussion.
This strategy is promoted using interactive methods: teamwork, self-reflection, exercises and discussion.
Programmet er en reaktion på begræns­ningerne i den konventionelle tekniske efteruddannelse og tager sigte på at for­bedre kvindelige ansattes karriereudsigter samt en 100% udnyttelse af det potentiale, som virksomhedens kvindelige ansatte udgør.
The approach is a reaction to the limitations of conventional technical further training and education and is geared to wards improving the career prospects of female employees as well as fully utilising the potential of female employees within the company.
Det fremgår klart, at det ofte er vanskeligere for kvinder at få adgang til teknisk efteruddannelse, og at bedre kva­lifikationer ofte ikke har ret megen vægt, når det gælder kvindelige ansattes posi­tion i virksomheden.
What is apparent is that it is often more difficult for women to gain access to technical further training and education, and that higher qualifications often do little to improve the position of female employees within the company.
Uddannelsesprogrammet "Karriereud­vikling for kvinder'"omfatter et indledende todages program og en tredje kursusdag tre måneder senere for indtil 16 kvinde­lige deltagere.
The training programme "Career development for women " is made up of an initial two-day programme and a third course day three months later for up to 16 female participants.
Undervisningens emner er:
The learning objectives are:
□ Identifikation og udvikling af deltager­nes egne evner og karriereinteresser for at give ESB mulighed for en optimal vur­dering af karrierepotentiellet.
J identification and development of the participants' own abilities and career in terests in order to allow optimum assess ment of career potential at the ESB; 3 determination of training measures re quired to achieve the career goal: J development of personal plans of action; tion;
□ Udvikling af personlige handlings­planer.
J the use of personal effectiveness tech niques.
På den anden side viser forsøget bl.a., hvilke muligheder der opstår, når efter­uddannelse udvides til at omfatte et ind­hold ud over de konventionelle tekniske elementer, og integreres i et handlings­program til fremme af kvinders interes­ser. Sidstnævnte aspekt er et af de faglige organisationers væsentligste mål.
On the other hand, this approach also outlines the options which arise when fur ther training and education is extended te > include contents other than the conventional technical elements and is integrated in a programme of action geared towards promoting the interests of women. The latter aspect is eme of the central objectives of the trade unions. It also requires the creation of new organisational structures to accompany implementation anel to serve as a monitoring function for realisation. For the extension of further train ing artel education options alone is not sufficient to achieve an improvement in the occupational position of women. The Irish example therefore also describes the limitations of further training and educa tion as an isolated measure. The most common jobs at the FSB arc skilled technical jobs.
Det for­udsætter endvidere, at der etableres nye virksomhedsstrukturer sammen med im­plementeringen og til overvågelse af realiseringen.
As structural criteria and social prejudice dictate that most of these jobs (and in particular the jobs of electrical fitters and engineers) are re-
De mest almindelige arbejdsopgaver hos ESB omfatter faglært teknisk arbejde.
* * * served for the men, ESB is heavily male­dominated.
I Irland ­som i andre lande ­ anses dette arbejde traditionelt for at være "ikke kvindeligt".
In Ireland ­ as in other coun­tries ­ these jobs are seen as being tradi­tionally "non­female".
Det kommer derfor ikke som nogen over­raskelse, at kun 17% af ESB's ansatte er kvinder.
It therefore comes as no surprise to learn that out of the to­tal staffing in ESB only 17% are women.
Sociale værdivurderinger og mands­dominerede udvælgelsesprocedurer har været ensbetydende med, at kvinderne ­undtagen på kontorområdet ­ har været alvorligt "underrepræsenterede", ikke mindst pa de højere niveauer i hierarkiet.
Social value judgements and male­domi­nated selection procedures meant that, with the exception of the secretarial sec­tor, women w­ere severely "under­repre­sented", particularly at the higher hierar­chy levels.
Hvordan udvikledes programmet?
How was this approach developed?
For at fremme gennemførelsen af disse retningslinjer etableredes der efter ca. to års forløb en særlig ligestillingskontrol­gruppe. der skulle "undersøge virkelig­heden med hensyn til lige muligheder for kvinder inden for ESB samt udarbejde en rapport med rekommandationer".
In order to promote implementation of this guideline, a special Equality Review Group was formed after about two years and was given the job of studying "the reality of equal opportunities for women in the ESB and compiling a report with recommendations".
Grup­pens 25 rekommandationer førte til, at der i 1991 nedsattes et ligestillingsråd med et formandskab af specialister udefra.
The 25 recommenda­tions from this group led to the creation of the Equality Council in 1991 chaired by external specialists.
Dette centrale organ efterfulgtes efter yderligere to år af et fælles ligestillingsråd ­ Joint Equality Council (JEC) (bestående af le­delsen og fagforbund).
This central body made way for the Joint Equality Council (JEC) (made up of management and trade unions) after a further two years.
Under decentrali­seringsprocessen inden for virksomheden (opdeling af ESB i fem decentrale divis­ioner samt én centralenhed) vil det cen­tralejoint Equality Council blive revideret og ændret svarende til den nye virksom­hedsstruktur.
During the process of decentralisation of the com­pany organisation (division of the ESB into five decentral company units and one central unit), the central Joint Equality Council will be rewiewed and changes made to accommodate the new company structure.
Udgangspunktet for aktiviteterne for lige muligheder inden for ESB var hverken et initiativ fra fagbevægelsen eller et kon­cept fra ledelsen, men to love helt tilbage fra 70'erne, som regeringen ønskede at fremme efter mange års utilstrækkelig implementering i den offentlige og halv­offentlige sektor.
The starting point for the "equal oppor­tunity" activities of the ESB was neither trade union initiative nor management concept but two laws dating back to the seventies, which the government wanted to promote following many years of in­adequate implementation in the public and semi­public sector.
Det drejer sig om
These laws were
□ loven fra 1974 om lige løn for lige ar­bejde og □ loven fra 1977 om ligestilling i arbejds­livet.
□ the Employment Equality Act of 1977.
Der lægges stor vægt på at sikre, at ligestillingspolitikken tages alvorligt af alle involverede, inklusive (navnlig) topledel­sen. På denne baggrund organiserede ligestillingsrådet i 1992 et særligt lige­stillingsseminar for topledelsen, der blev åbnet af den for ligestilling ansvarlige ir­ske minister.
Much importance is attached to ensuring that the policy of equality is taken seri­ously by all those involved, including (in particular) top management. For this rea­son, the Equality Council organised a spe­cial equality seminar for top management in 1992 which was opened by the relevant government minister.
Endvidere er eksperter ude­fra i gang med at udarbejde dokumenter om ligestilling, beregnet til brug for 1 450 ledere i ESB.
Moreover, external experts are involved in drawing up man­agement briefing documents on equality which are distributed to 450 managers at the ESB.
Hvem er involveret?
Who is involved?
ESB's arbejdsstyrke repræsenteres af i alt otte faglige organisationer.
"It is interesting to note that the trade unions consider the private sector to be more active than the public sector in its anti­discrimi­nation efforts."
Fire for­bund organiserer faglært arbejdskraft in­den for håndværksfag.
(The two laws are currently being revised with the aim of including further disadvantaged groups).
Gruppen udpeger repræsentanter til Joint Equality Council.
It is interesting to note that the trade unions consider the private sector to be more active than the public sector in its anti­discrimination efforts.
Lovene vedrører udelukkende kvinder og er i hovedsagen af beskyttende karakter, dvs. at der ikke kræves aktive foranstalt­ninger fra virksomhedernes side. men at retningen for aktiviteter angives. (De to love er for tiden under revision med hen­blik pa at inddrage andre dårligt stillede grupper.)
A total of eight trade unions are repre­sented among the workforce of the ESB, and they form the "ESB Group of Unions ".
Det er interessant at notere sig, at fagbevægelsen anser den private sek­tor for at være mere aktiv end den offent­lige sektor for sa vidt angår foranstalt­ninger mod diskriminering.
The group of unions nominates representatives to the Joint Equality Council.
I 1988 formulerede ESB en "Ligestillings­politik og en praktisk vejledning til lige­stilling", med folgende indhold:
In 1988, the ESB drew up an Equality­policy and a practical equality guideline", in which the following is stated:
"Det er interessant at no­tere sig, at fagbevægelsen anser den private sektor for at være mere aktiv end den offentlige sektor for så vidt angår foranstaltninger mod diskriminering. "
Four unions, including the Services Indus­trial Professional Technical Union (SIPTU) now have the majority on the nine­mem­ber JEC together with the chairperson, who is an independent perscm and some­one who was mutually agreed by both management and unions.
ESB har til hensigt at gennemføre prin­cippet om lige muligheder i sin per­sonalepolitik.
"The ESB is committed to the principle of equal opportunities in its personnel policy.
Virksomheden vil sikre, at ingen ansøger forfordeles pã grund af kon
The company will ensure that no applicant is disadvantaged on account of his or her sex or marital status.
Fire forbund, deriblandt Services Indus­trial Professional Technical Union (SIPTU). har i dag flertallet i JEC ­ der har 9 medlemmer i alt ­ sammen med forman­den, en uafhængig person, som ledelsen og de faglige organisationer er enedes om.
Individu­als will be selected, promoted and treated on the basis of their ability and merits as well as in line with the requirements of the job.
For tiden er denne person tilfældigvis den ansvarlige for ligestilling og uddannelse inden for ICTU (irsk LO).
They will all be given the oppor­tunity to prove their capabilities and to progress within the organisation."
□ en virksomhedsintern ligestillingsuge med mange forskellige aktiviteter og ek­sempler fra hele programmet.
* * the corporate identity of the ESB with its equality endeavours; in an advisory and consultative manner to both management and the Group of Unions.
Hovedopgaverne er at
Its main duties are:
I dag er ligestilling blevet et kendt begreb og antallet af medarbej­dere reduceret til to ­ inklusive direktøren.
□ an intra­company Equality Week with a wide range of activities and examples from the overall programme.
□ følge gennemforeisen af ligestillings­foranstaltningerne i virksomheden.
□ to observe the progress of equality measures in the company.
Denne "observatørfunktion" er baseret på ligestil­lingsrapporten fra 1990 med de 25 rekommandationer og en ny rapport vedrørende "sociale relationer" inden for virksomheden
This "observa­tion function" is based on the 1990 equal­ity report with its 25 recommendations as well as on a recently submitted report on "social relations" within the company;
□ undersøge områder, der har forbin­delse med ligestilling, på eget initiativ
□ Examining issues associated with equality on its own initiatives;
J bistå med at ændre medarbejdernes holdninger og skabe en ny virksomheds­kultur, der fremmer ligestilling.
□ helping to change the attitudes of em­ployees and to create a new company culture which promotes equality.
Tidligere gik ca. 48% af ligestillings­afdelingens budget til finansiering af uddannelsesforanstaltninger.
In the past, out of the total budget of the Equal Opportunities Department, around 48% went towards funding training meas­ures.
Alle kurser og seminarer blev betalt af kontoret for lige muligheder. Indimellem finder nogle af disse kurser sted uden for normal ar­bejdstid.
All courses and seminars were paid for by the Equal Opportunities Office; some of these courses occcasionally take place outside regular working hours.
De inkluderer det forholdsvis dyre program "Mænds og kvinders samar­bejde", der foregår i weekender på et hotel for at skabe en mere befordrende atmosfære.
These include the relatively expensive programme "Men and women working to­gether", which is held at weekends in a hotel to create a more productive atmos­phere.
De fire forbund, der ikke er repræsenterede i det fælles råd, benytter sig ligeledes af kontorets faciliteter.
What resources and in­struments are available?
Kurserne "Karriereudvikling for kvinder" og "Kvinders personlige effektivitet" gen­nemføres også på virksomhedens eget uddannelsescenter i Dublin.
The courses "Career development for women" and "Personal effectiveness for women" are also held at the company's own training centre in Dublin.
ESB har an­sat eksterne vejledere og instruktører til at afholde disse to kurser og seminaret om "Mænds og kvinders samarbejde".
The ESB has contracted external counsellors and trainers to hold these two courses as well as the "Men and women working to­gether" seminar.