natgillin/translations-raw huggingface dataset:
Speech at the European Fish Processors Association
Innlegg på møte i European Fish Processors Association
Bergen, 25 September 2015
Bergen, 25. september 2015
This is a strong priority for the government of Norway', Minister of EEA and EU Affairs Vidar Helgesen said in his speech at the AIPCE's (European Fish Processors Association) meeting in Bergen on 25 September 2015.
Statsråd Vidar Helgesens innlegg under AIPCEs (European Fish Processors Association) generalforsamling i Bergen fredag 25. september.
Air Services consultations at ICAN2011
Luftfartsforhandlinger innen rammen av ICAN2011
Publisher Ministry of Transport and Communications
Utgiver: Samferdselsdepartementet
The Scandinavian countries participate in a joint Scandinavian delegation and through the services of the ICAN2011 secretariat meetings have been agreed between Scandinavia and the following countries: Australia, Ethiopia, India, Iraq, Iran, Kenya, Oman, Pakistan, Sri Lanka, Turkmenistan, Uganda, United Arab Emirates and Zambia.
De skandinaviske landene møter i en felles skandinavisk delegasjon og har gjennom sekretariatet til ICAN2011 avtalt møte med følgende land: Australia, De arabiske emiratene, Etiopia, India, Irak, Iran, Kenya, Oman, Pakistan, Sri Lanka, Turkmenistan, Uganda og Zambia.
It is possible that Scandinavia also will meet with the Republic of Korea.
Det er mulig at det også blir et møte med Sør-Korea.
The main purpose of these consultations differs from country to country.
Hovedformålet med konsultasjonene er forskjellig fra land til land.
The Council on Ethics routinely considers whether the basis for the exclusion of a company is still present.
Etikkrådet vurderer rutinemessig om grunnlaget for utelukkelse av selskaper fortsatt er til stede.
The information has been taken, among other things, from the companies’ own websites.
Informasjonen er blant annet hentet fra selskapenes egne nettsider.
The Council on Ethics has therefore recommended that the companies should remain excluded from the Fund.
Etikkrådet gir på denne bakgrunn råd om at selskapene forblir utelukket fra fondet.
The Ministry of Finance has decided to follow the recommendation of the Council on Ethics.
Finansdepartementet følger Etikkrådets anbefaling.
Read the recommendations of the Council on Ethics:
Les tilrådingene fra Etikkrådet:
Read more about the Council on Ethics for the Government Pension Fund Global
Les mer om Etikkrådet for Statens pensjonsfond utland
Responsible investments
Ansvarlige investeringer
Air Services Negotiations with Iraq and Turkey
Luftfartsforhandlinger med Irak og Tyrkia
Norway will together with Denmark and Sweden have air services negotiations with Iraq on 26 – 27 October and with Turkey on 5 – 6 November 2009.
Norge skal sammen med Danmark og Sverige ha luftfartsforhandlinger med Irak 26. og 27. oktober, og med Tyrkia 5. og 6. november 2009.
Transport and communications
Transport og kommunikasjon
Air services negotiations with Japan
Luftfartsforhandlinger med Japan
Norway, together with Denmark and Sweden, will hold air services negotiations with Pakistan 30-31 January 2014.
Norge skal sammen med Danmark og Sverige ha luftfartsforhandlinger med Pakistan 30.-31. januar 2014.
Air services negotiations with Pakistan
Luftfartsforhandlinger med Pakistan
UN COMMISSION ON THE STATUS OF WOMEN 1 – 12 MARCH 2010
UN COMMISSION ON THE STATUS OF WOMEN 1 – 12 MARCH 2010
Seminar hosted by the Norwegian Consulate in New York, Women`s Forum and Catalyst The last 40 years has seen substantial equality between the genders come true, with great changes in Norwegian culture, politics and economic life.
Seminar hosted by the Norwegian Consulate in New York, Women`s Forum and Catalyst The last 40 years has seen substantial equality between the genders come true, with great changes in Norwegian culture, politics and economic life.
Today, we are discussing men’s roles and rights in terms of parental leave, along with promoting women to the upper echelons of economic life.
Today, we are discussing men’s roles and rights in terms of parental leave, along with promoting women to the upper echelons of economic life.
Distinguished participants
Distinguished participants
Dear guests
Dear guests
The last 40 years has seen substantial equality between the genders come true, with great changes in Norwegian culture, politics and economic life.
The last 40 years has seen substantial equality between the genders come true, with great changes in Norwegian culture, politics and economic life.
Women are participating almost on an equal footing as men in the labour market, and at the same time establishing families.
Women are participating almost on an equal footing as men in the labour market, and at the same time establishing families.
This did not merely happen.
This did not merely happen.
It happened because Norwegian women and men wanted it to happen and politicians took decisions to enable it to happen.
It happened because Norwegian women and men wanted it to happen and politicians took decisions to enable it to happen.
A short look back The ideal of the housewife with a husband working in well-paid industrial jobs, took foothold in the fifties and the early sixties.
A short look back The ideal of the housewife with a husband working in well-paid industrial jobs, took foothold in the fifties and the early sixties.
But less than two decades later, women began flooding into paid work and gradually started having their own economic power.
But less than two decades later, women began flooding into paid work and gradually started having their own economic power.
In Norway a new “partnership” was formed - between the authorities, the labour movement, trade unions, the NGOs and research institutions.
In Norway a new “partnership” was formed - between the authorities, the labour movement, trade unions, the NGOs and research institutions.
Society needed heads and hands, and a question high on the agenda became if gender equality should be mandated.
Society needed heads and hands, and a question high on the agenda became if gender equality should be mandated.
In Norway, the answer was yes and through political initiatives women were encouraged to enter the labour market and enabling structures were designed.
In Norway, the answer was yes and through political initiatives women were encouraged to enter the labour market and enabling structures were designed.
However, cultural traditions continued to promote care for children and homes as a female domain – while decision-making, money-making and public power remained male domains .
However, cultural traditions continued to promote care for children and homes as a female domain – while decision-making, money-making and public power remained male domains .
Women and men in the economy Let me give you a quick picture of our labour market and the situation of women and men in Norway today.
Women and men in the economy Let me give you a quick picture of our labour market and the situation of women and men in Norway today.
80 per cent of all women aged 25 to 66 are in the labour force.
80 per cent of all women aged 25 to 66 are in the labour force.
Most mothers are in the labour force; approximately 75 per cent with children below 3 years and 84 per cent with children 3-6 years.
Most mothers are in the labour force; approximately 75 per cent with children below 3 years and 84 per cent with children 3-6 years.
In the US this number is a little lower, but common for mothers in both countries is that about half of them have some kind of part-time arrangement.
In the US this number is a little lower, but common for mothers in both countries is that about half of them have some kind of part-time arrangement.
And every day, according to polls, mothers spend 1 hour more on housework than fathers (Synnovate).
And every day, according to polls, mothers spend 1 hour more on housework than fathers (Synnovate).
Norway has one of the highest ratios of women in the labour market, but at the same time our country has one of Europe’s most gender segregated labour markets.
Norway has one of the highest ratios of women in the labour market, but at the same time our country has one of Europe’s most gender segregated labour markets.
The gender differences largely correspond to the division between the public and private sectors, and is kept alive through very stereotypic choices of education and work.
The gender differences largely correspond to the division between the public and private sectors, and is kept alive through very stereotypic choices of education and work.
The question of course, becomes how we can fight these stereotypes, and the Norwegian government believes that this can be done by mandating gender equality.
The question of course, becomes how we can fight these stereotypes, and the Norwegian government believes that this can be done by mandating gender equality.
Among the measures taken is the 40% rule, which mandates a minimum of 40 % female representation on boards.
Among the measures taken is the 40% rule, which mandates a minimum of 40 % female representation on boards.
Following this issue, is also the demand for equal pay.
Following this issue, is also the demand for equal pay.
That women and men get paid the same for work of equal value has long been on the political agenda, but we still have a pay gap by hour at the average of the European countries.
That women and men get paid the same for work of equal value has long been on the political agenda, but we still have a pay gap by hour at the average of the European countries.
The pay gap reflects the gender segregated labour market, and not differences in length of education or employment.
The pay gap reflects the gender segregated labour market, and not differences in length of education or employment.
In addition; the pay gap increases when having small children.
In addition; the pay gap increases when having small children.
Today equal pay for equal value is singled out as a priority in the new Policy Platform of our Government.
Today equal pay for equal value is singled out as a priority in the new Policy Platform of our Government.
We are now inviting the social partners to a renewed dialogue, and will present a new white paper on equal pay...
We are now inviting the social partners to a renewed dialogue, and will present a new white paper on equal pay...
Gender equality and family policies The basic idea of Norwegian policies in this field has been to combine gender equality with comprehensive family and parental provisions.
Gender equality and family policies The basic idea of Norwegian policies in this field has been to combine gender equality with comprehensive family and parental provisions.
We want to secure both women’s and men’s possibilities to work and to care for children and family.
We want to secure both women’s and men’s possibilities to work and to care for children and family.
Any person should have the right to choose both work and family.
Any person should have the right to choose both work and family.
Like ambassador Breie pointed out, this points to one of the major differences between our two countries, as the Norwegian government believes that the right to choose should be facilitated by public policies.
Like ambassador Breie pointed out, this points to one of the major differences between our two countries, as the Norwegian government believes that the right to choose should be facilitated by public policies.
We have several and quite generous gender-neutral arrangements to support parents combining economic activity with child care.
We have several and quite generous gender-neutral arrangements to support parents combining economic activity with child care.
We have introduced greatly extended and improved parental leave rules and benefits.
We have introduced greatly extended and improved parental leave rules and benefits.
Parents are entitled to approximately one year’s paid leave when they have a child, and the right to a further year’s leave without pay.
Parents are entitled to approximately one year’s paid leave when they have a child, and the right to a further year’s leave without pay.
In order to stimulate equality in parenthood we have introduced the father’s quota in the paid parental leave scheme.
In order to stimulate equality in parenthood we have introduced the father’s quota in the paid parental leave scheme.
The father’s quota of parental leave was introduced in 1993.
The father’s quota of parental leave was introduced in 1993.
From 1 July 2009, 10 weeks are reserved the fathers of a total of 56 week with 80 per cent pay.
From 1 July 2009, 10 weeks are reserved the fathers of a total of 56 week with 80 per cent pay.
The father’s quota of parental leave has contributed to more active fathers and started a (small) revolution in men’s use of parental leave.
The father’s quota of parental leave has contributed to more active fathers and started a (small) revolution in men’s use of parental leave.
Ever since 1977, fathers have had the opportunity of sharing parental leave with the mother.
Ever since 1977, fathers have had the opportunity of sharing parental leave with the mother.
Only 2-3 per cent of fathers took parental leave at the beginning of the 1990s.
Only 2-3 per cent of fathers took parental leave at the beginning of the 1990s.
Today the father`s quota is a norm (by law) and 90 per cent of the fathers with the right to a quota make use of this right.
Today the father`s quota is a norm (by law) and 90 per cent of the fathers with the right to a quota make use of this right.
Another prerequisite for reconciliation between work- and family life is having a place for the child in a day-care centre.
Another prerequisite for reconciliation between work- and family life is having a place for the child in a day-care centre.
It is a key factor.
It is a key factor.
One of the highest profiled political goals in recent years has been to achieve full day-care coverage of high quality and at a low price for parents.
One of the highest profiled political goals in recent years has been to achieve full day-care coverage of high quality and at a low price for parents.
In 2008, approximately 84 per cent of all children aged 1-5 had a place in a day-care centre.
In 2008, approximately 84 per cent of all children aged 1-5 had a place in a day-care centre.
An employee with small children has the right to reduced working hours and also a right to be exempt from overtime.
An employee with small children has the right to reduced working hours and also a right to be exempt from overtime.
In addition employees who have the care of children under the age of 12 are entitled to paid leave of absence for up to 10 days per years to stay at home with sick children.
In addition employees who have the care of children under the age of 12 are entitled to paid leave of absence for up to 10 days per years to stay at home with sick children.
These arrangements give the parents the possibility and right to leave of absence from the labour market due to children, and the rights to re-enter their jobs and to take part in paid work and the economy.
These arrangements give the parents the possibility and right to leave of absence from the labour market due to children, and the rights to re-enter their jobs and to take part in paid work and the economy.
My point is:
My point is:
These are not only generous arrangements because Norway can afford it.
These are not only generous arrangements because Norway can afford it.
I dare to say that today’s modern societies cannot afford not to.
I dare to say that today’s modern societies cannot afford not to.
Women’s participation in the labour force has proved to be good for our economy, as well as good for gender equality, and last but not least, good for the children.
Women’s participation in the labour force has proved to be good for our economy, as well as good for gender equality, and last but not least, good for the children.
This recipie applies to all countries.
This recipie applies to all countries.
Fertility rates Most industrialised countries are facing a dramatic demographic development.
Fertility rates Most industrialised countries are facing a dramatic demographic development.
Many countries are struggling with an aging population and decreasing fertility rates.
Many countries are struggling with an aging population and decreasing fertility rates.
The fertility rate in Norway – as in USA - was declining in the 1960-ties.
The fertility rate in Norway – as in USA - was declining in the 1960-ties.
In Norway it was reduced from 3 children to each woman in 1965 to 1,75 in 1977.
In Norway it was reduced from 3 children to each woman in 1965 to 1,75 in 1977.
Today the fertility rate is increasing in Norway, and is 1,98 and among the highest in Europe.
Today the fertility rate is increasing in Norway, and is 1,98 and among the highest in Europe.
We are sure there is a positive link between the fertility rate, employment rate and our family and gender equality policies.
We are sure there is a positive link between the fertility rate, employment rate and our family and gender equality policies.
The role of men Gender equality is not only about women`s rights.
The role of men Gender equality is not only about women`s rights.
Norway is an egalitarian country and gender equality is one of the most important pillars of our society..
Norway is an egalitarian country and gender equality is one of the most important pillars of our society..
We will not come further, however, without acknowledging that gender equality is also about men.
We will not come further, however, without acknowledging that gender equality is also about men.
Men have to be involved in the gender equality project.
Men have to be involved in the gender equality project.
On this background, the Government presented in 2008 a White Paper Document to the Parliament on Men, male roles and gender equality.
On this background, the Government presented in 2008 a White Paper Document to the Parliament on Men, male roles and gender equality.
An important purpose of the white paper was to show that gender equality is about both men and women.
An important purpose of the white paper was to show that gender equality is about both men and women.
We wanted to discuss modernity in family life and at the work place.
We wanted to discuss modernity in family life and at the work place.
The white paper contains a wealth of statistics on men’s health, education, jobs, care-patterns, violent behaviour, divorces, custody cases as well as all types of men’s marginalisation.
The white paper contains a wealth of statistics on men’s health, education, jobs, care-patterns, violent behaviour, divorces, custody cases as well as all types of men’s marginalisation.
The conclusion is, - equality is a win-win situation for both women and men.
The conclusion is, - equality is a win-win situation for both women and men.
This is a time for new alliances between men and women.
This is a time for new alliances between men and women.
Talents are evenly divided among genders; for child-caring as well as for business.
Talents are evenly divided among genders; for child-caring as well as for business.
Profound political will The key is redistribution of power, care and work – and about changing attitudes!
Profound political will The key is redistribution of power, care and work – and about changing attitudes!
Let me underline the fact that societal change does not merely come by itself!
Let me underline the fact that societal change does not merely come by itself!
Change has to be led by political will and decisions, mirroring values and norms in the population.
Change has to be led by political will and decisions, mirroring values and norms in the population.
Our experience is that targeted and affirmative action and legislation in the field of gender equality is needed and lead to change.
Our experience is that targeted and affirmative action and legislation in the field of gender equality is needed and lead to change.
The freedom for men and women alike to have careers and families; not to be forced to choose either – or, is basic to a modern society.
The freedom for men and women alike to have careers and families; not to be forced to choose either – or, is basic to a modern society.
To reach this level of development; facilitating families and children along with making the economy boost through employing the best talents and heads regardless of gender, governments need to design clever policies constructing enabling structures.
To reach this level of development; facilitating families and children along with making the economy boost through employing the best talents and heads regardless of gender, governments need to design clever policies constructing enabling structures.
Structures enabling people to make real and free choices like having babies along with pursuing a career.
Structures enabling people to make real and free choices like having babies along with pursuing a career.
Norway has worked on such schemes and structures since the fifties and thus paved the way for making able women and girls visible in the labourmarket.
Norway has worked on such schemes and structures since the fifties and thus paved the way for making able women and girls visible in the labourmarket.
The use of quotas is not a new measure in Norwegian policymaking.
The use of quotas is not a new measure in Norwegian policymaking.
In fact one important measure in the development of gender equality has been the use of quotas.
In fact one important measure in the development of gender equality has been the use of quotas.
This is a controversial tool.
This is a controversial tool.
But it has shown to be very effective.
But it has shown to be very effective.
The use of quotas is simply a tool to display women’s competences.
The use of quotas is simply a tool to display women’s competences.
It started in the 1970-ties when some political parties on voluntary basis adopted quotas on the electoral lists.
It started in the 1970-ties when some political parties on voluntary basis adopted quotas on the electoral lists.
All gouvernments since 19991 have kept the unwritten rule of at least 40 per cent of each sex in the cabinet.
All gouvernments since 19991 have kept the unwritten rule of at least 40 per cent of each sex in the cabinet.
Today the gender balance is complete with the 50 – 50 per cent representation.
Today the gender balance is complete with the 50 – 50 per cent representation.
The Gender Equality Act has since 1981 contained a clause of at least 40 per cent of each gender to be represented in publicly appointed boards, committees, delegations etc.
The Gender Equality Act has since 1981 contained a clause of at least 40 per cent of each gender to be represented in publicly appointed boards, committees, delegations etc.
In 2003 the large enterprises noted on the stock exchange market (Public Limited Companies), recruited only 7 per cent women to their boardrooms.
In 2003 the large enterprises noted on the stock exchange market (Public Limited Companies), recruited only 7 per cent women to their boardrooms.
Today women have taken more than 40 per cent of these boardroom positions.
Today women have taken more than 40 per cent of these boardroom positions.
The Norwegian Parliament required this by law in 2003.
The Norwegian Parliament required this by law in 2003.
We have introduced the same rule for the state-owned companies, which measures more than 40 percent women on their boards as well.
We have introduced the same rule for the state-owned companies, which measures more than 40 percent women on their boards as well.
Further, we have recently included companies owned by the municipalities.
Further, we have recently included companies owned by the municipalities.
Although women now account for a substantial part of the labour force, they are still clearly in minority in management positions.
Although women now account for a substantial part of the labour force, they are still clearly in minority in management positions.
The numbers also show that this becomes more and more the case the higher up in the hierarchy one looks.
The numbers also show that this becomes more and more the case the higher up in the hierarchy one looks.