natgillin/translations-raw huggingface dataset:
C. întrucât rolul femeilor în industrie ar trebui să se bazeze întotdeauna pe principiile privind egalitatea salarială şi perspectivele de carieră, în vederea promovării unei participări mai largi a acestora şi în domeniile industriale care, în mod stereotip, nu sunt considerate ca fiind potrivite femeilor;
C. whereas the role of women in industry should at all times be based on the principles of equality of salaries and career prospects in order to promote women’s wider participation even in fields of industry not stereotypically assigned to women,
D. întrucât rolul femeilor în industrie variază ca urmare a unei reprezentări eterogene în diversele sectoare, mai ales a unei suprareprezentări în unele dintre ele (precum cel textil, de confecţii, de broderie, de încălţăminte, de lemn de plută, de cabluri, de material electric şi electronic, alimentar) şi a unei subreprezentări în sectoarele cu tehnologie de vârf, ceea ce conduce la o diferenţiere a problemelor întâlnite;
D. whereas the role of women in industry varies as a result of their variable representation in different sectors, specifically over-representation in some sectors (textiles, garments, embroidery, footwear, cork, cabling, electrical and electronic equipment, food) and under-representation in cutting-edge technology sectors, leading to differentiation in the problems encountered,
E. întrucât barierele de gen blochează în continuare evoluţia femeilor în industrie, iar aceste bariere au devenit azi mai subtile decât în trecut;
E. whereas gender barriers still impede women’s progress in industry but are now more subtle than they used to be,
F. întrucât în sectoarele în care femeile reprezintă majoritatea lucrătorilor predomină salariile mai mici, fapt care reflectă tratamentul discriminatoriu al muncii femeilor, iar contractele colective nu ţin seama suficient de dimensiunea de gen şi de necesităţile specifice ale femeilor, fiind necesare eforturi mai susţinute pentru a garanta că legislaţia existentă este pusă în aplicare;
F. whereas, in sectors where women represent the majority of workers, lower salaries predominate, reflecting the discriminatory treatment of women’s work, and whereas collective agreements generally fail to take sufficient account of the gender dimension and women’s specific needs, and more forcible efforts must be made ensure that existing legislation is put into effect,
G. întrucât, în medie, aproximativ 14% dintre femeile angajate în UE lucrează în industrie, dar în unele ţări acest procent este mai mare de 25%, iar din această medie, peste 21% sunt angajate cu normă parţială, şi întrucât femeile reprezintă 65% din lucrătorii angajaţi cu normă parţială în acest sector;
G. whereas, on average, around 14% of women in employment in the EU work in industry, but this figure rises to 25% in some countries; whereas, of that average, more than 21% are employed on a part-time basis, and whereas women represent 65% of part-time workers in this sector,
H. întrucât întreprinderile au obligaţia de a respecta principiul egalităţii la locul de muncă, indiferent de dimensiunea lor sau de sectorul în care activează,
H. whereas companies have a general duty to comply with the principle of equality at the workplace, regardless of their size or the sector in which they operate,
I. întrucât femeile cu un loc de muncă nesigur, temporar, cu normă parţială sau atipic sunt discriminate mai mult, mai ales atunci când sunt mame, şi au în general mai puţine posibilităţi de a participa la programe de educaţie de bază, de educaţie continuă sau de formare profesională; întrucât femeile cu un loc de muncă nesigur şi cu normă parţială nu pot de cele mai multe ori să contribuie în mod substanţial la un fond de pensii, fiind astfel supuse unui risc mai mare de a nu dispune de un venit suficient din care să se poată întreţine mai târziu;
I. whereas women in precarious, part-time, temporary and non-standard work suffer more discrimination, particularly when they become mothers, and generally have fewer opportunities for basic, life-long learning and vocational training; whereas women in precarious or part-time work are often unable to contribute consistently to a pension fund and are therefore at greater risk of not having a sufficient income with which to support themselves in later life,
J. întrucât în abordarea integrată asupra politicii industriale preconizată de Comisie (în comunicarea sa citată mai sus „Punerea în aplicare a programului comunitar de la Lisabona: un cadru politic de consolidare a industriei manufacturiere în UE - spre o abordare mai integrată a politicii industriale”) deşi menţionează în rândul obiectivelor sale coeziunea economică şi scoală, nu ţine suficient seama de dimensiunea de gen,
J. whereas the integrated vision of industrial policy advocated by the Commission (in the abovementioned Communication on ‘implementing the Community Lisbon Programme: a policy framework to strengthen EU manufacturing - towards a more integrated approach for industrial policy’) does not take sufficient account of the gender dimension, even though it includes economic and social cohesion among its objectives,
K. întrucât industria de transformare, în care este concentrat un procent de 86% din forţa de muncă feminină din industrie, este alcătuită în proporţie de 99% din întreprinderi mici şi mijlocii (IMM-uri) care angajează aproximativ 58% din forţa de muncă totală din acest sector;
K. whereas the manufacturing industry, in which 86% of the female industrial workforce is concentrated, comprises 99% small and medium-sized undertakings (SMEs), which employ around 58% of the total workforce in this sector,
L. întrucât evoluţia muncii în industrie se caracterizează la ora actuală mai degrabă printr-o erodare a schemelor tradiţionale de ocupare a forţei de muncă decât printr-o ameliorare a condiţiilor de muncă şi a oportunităţilor de carieră, mai ales în cazul femeilor;
L. whereas the development of work in industry is currently characterised more by the erosion of traditional patterns of employment than by an improvement in working conditions and career opportunities, particularly for women,
M. întrucât atitudinea culturală care consideră industria drept un domeniu inadecvat pentru femei este sursă de discriminare, conducând, în acelaşi timp, la demotivarea femeilor care lucrează, la reducerea performanţei lor profesionale, la renunţarea la carieră, la alterarea competenţelor şi deci la o nouă deteriorare a perspectivelor profesionale;
M. whereas the cultural attitude that considers industry as an inappropriate field for women leads to discrimination, which in turn leads to the demotivation of women workers, a reduction in their work performance, their withdrawal from careers, depreciation of their skills and a further reduction in the opportunities they enjoy,
N. întrucât există o legătură strânsă între lipsa unor structuri pentru îngrijirea copiilor, recurgerea din lipsă de alternativă la un loc de muncă cu normă parţială şi lipsa unor posibilităţi de formare şi a unui ajutor pentru reintegrarea profesională, ceea ce conduce la riscul de a menţine femeile în posturi mai puţin calificate şi fără perspective satisfăcătoare de carieră;
N. whereas there is a close link between the lack of childcare structures, involuntary recourse to part-time work and the lack of training opportunities and reinstatement aid, which threatens to leave women in the least qualified posts without adequate career prospects,
O. întrucât lipsesc datele statistice defalcate pe genuri în ceea ce priveşte diviziunea muncii în diferitele categorii profesionale şi nivelurile de salarizare respective în sectoarele industriale;
O. whereas there are few gender-differentiated statistics on the division of labour in the various occupational categories and the corresponding wage levels in industrial sectors,
P. întrucât riscurile de sănătate şi tipurile de boli profesionale pot fi diferite de la bărbaţi la femei, întrucât este important să se analizeze mai aprofundat situaţiile existente şi consecinţele lor, ţinându-se, de asemenea, seama de consecinţele specifice asupra maternităţii,
P. whereas the health risks and types of occupational illness may be different for women and for men, and it is therefore important to analyse current situations and their consequences and study them in greater depth, also taking account of specific consequences as regards childbearing,
Q. întrucât educaţia continuă şi formarea accelerată determină o creştere a productivităţii femeilor şi a contribuţiei acestora la economie;
Q. whereas continuing education and accelerated learning increase the productivity of women and the contribution they make,
R. întrucât numai în condiţiile unui mediu profesional nediscriminatoriu este posibilă dezvoltarea potenţialului productiv atât al angajatelor şi angajaţilor, fiind extrem de important să se creeze un climat în care fiecare persoană este apreciată, iar obiectivele sale sunt recunoscute;
R. whereas a non-discriminatory working environment is the only kind capable of nurturing the productive potential of both female and male employees and it is essential to create a climate in which every individual is valued and his or her goals are recognised,
15. insistă asupra necesităţii de a promova o serie de iniţiative care contribuie la instituirea şi punerea în aplicare a unor acţiuni pozitive şi a unor politici de resurse umane în întreprinderi, care să favorizeze egalitatea între femei şi bărbaţi, valorificând, de asemenea, practicile de sensibilizare şi de formare care permit promovarea, transferul şi integrarea practicilor care au fost încununate de succes în organizaţii şi întreprinderi;
Stresses the need to encourage initiatives that contribute to setting up and implementing in companies positive and human resources policies and positive measures promoting gender equality, and to encourage information and training measures making it possible to promote, transfer and incorporate practices that have been successful in organisations and companies;
23. subliniază importanţa negocierii şi a contracte colective în lupta împotriva discriminării femeilor, în special în materie de acces la locuri de muncă, salarii, condiţii de lucru, avansare în carieră şi formare profesională;
Stresses the importance of negotiations and collective bargaining in the fight to abolish discrimination against women, in particular with regard to employment, wages, working conditions, careers and professional training;
33. salută decizia guvernului norvegian de a aplica o serie de măsuri vizând creşterea numărului de femei în consiliile de administraţie ale societăţilor publice până la cel puţin 40% până în 2003 şi de a fi impus, prin intermediul legii, o cotă de 40% de reprezentare feminină în consiliile de administraţie ale societăţilor pe acţiuni înainte de sfârşitul anului 2005; solicită statelor membre să urmeze exemplul norvegian;
Welcomes the Norwegian Government’s decision to implement measures to increase the number of women on the boards of public companies to at least 40% until 2003 and to impose by law a 40% quota of female representation on the boards of joint stock companies by the end 2005; calls on the Member States to follow the Norwegian example;
35. regretă procentajul scăzut de femei din sectorul tehnologiei de vârf şi subliniază importanţa programelor operaţionale de formare în ştiinţă şi tehnologie, garantând calitatea şi diversificarea oportunităţilor de formare pentru femei în diferitele state membre, precum şi promovarea studiilor ştiinţifice şi tehnologice în rândul tinerelor fete;
Regrets the low proportion of women in the advanced technology sector and stresses the importance of operational educational and training programmes in science and technology, guaranteeing the quality and diversification of training opportunities for women in the various Member States and the promotion of scientific and technological studies for girls;
44. solicită neacordarea de ajutoare comunitare societăţilor care, după ce au beneficiat de acest tip de finanţare într-un stat membru, îşi transferă activităţile de producţie într-o altă ţară, fără a executa integral contractele încheiate cu statul membru în cauză;
Calls for Community aid not to be granted to companies which, after benefiting from such funding in a Member State, transfer their production to another country without fully implementing contracts concluded with the Member State concerned;
L'industrie européenne est en grande mutation, mais elle conserve une importance stratégique pour le développement de l'ensemble des États membres de l'Union européenne, et une réflexion sur le secteur du point de vue de l'égalité entre les hommes et les femmes s'impose.
European industry is undergoing significant change, but it retains strategic importance for the development of all European Union Member States, and it is therefore worth considering the sector from the point of view of equality between men and women.
D'une part, les secteurs « traditionnels » d'occupation féminine se concentrent dans l'industrie de transformation, avec près de 85% d'emploi féminin industriel total.
On the one hand, the ‘traditional’ sectors in which women are employed are concentrated in the manufacturing industry, with around 85% of total female industrial employment.
Dans l'enquête sur les forces de travail dans l'Union européenne d'Eurostat, nous pouvons constater que sur près de 200 millions de personnes employées ou exerçant une activité économique dans l'Union européenne, plus de 44% sont des femmes.
The Eurostat study on labour forces in the European Union shows that, of around 200 million people employed or exercising an economic activity in the European Union, more than 44% are women.
En moyenne, plus de 14% des femmes employées travaillent dans l'industrie, mais dans certains pays, ce pourcentage avoisine les 25% ou plus, en particulier en Bulgarie avec 28% et dans certains nouveaux États membres de l'Est, comme la République tchèque (26%), la Slovaquie et la Roumanie, et dans d'autres, elle avoisine les 20%, comme en Grèce, en Hongrie et au Portugal.
On average, more than 14% of employed women work in industry, with this percentage rising to 25% or more in some countries, reaching a peak of 28% in Bulgaria and various other new Member States in Eastern Europe such as the Czech Republic (26%), Slovakia and Romania, and standing at around 20% in other countries such as Greece, Hungary and Portugal.
La Commission européenne a présenté l'analyse de l'industrie dans le contexte de la Stratégie de Lisbonne, au moyen de sa communication ( COM(2005)0474 ) intitulée « Mettre en œuvre le programme communautaire de Lisbonne : Un cadre politique pour renforcer l'industrie manufacturière de l'UE - vers une approche plus intégrée de la politique industrielle ».
The Commission placed its analysis of industry in the context of the Lisbon Strategy in its communication ( COM(2005)0474 ) on ‘implementing the Community Lisbon Programme: a policy framework to strengthen EU manufacturing - towards a more integrated approach for industrial policy’.
Dans ce document, on indique, entre autres, que « La Commission reste donc fidèle à ses engagements d'appliquer une politique industrielle visant à encourager et à faciliter le processus de l'innovation et les mutations industrielles », et soulignant aussi que « La communication sur le programme d'action pour la croissance et l'emploi observe en particulier que la politique industrielle repose sur un partenariat entre l'UE et les États membres ».
Inter alia, this document states that the Commission stands by its commitments to apply an industrial policy aimed at encouraging and facilitating the process of industrial innovation and change, stressing that the communication on the action programme for growth and employment noted that industrial policy is based on a partnership between the EU and Member States .
Mais les défis relatifs à l'emploi, dans le cadre de ce document, ne comprennent aucune dimension de genre, et ne valorisent donc pas comme il se doit la participation des femmes dans aucun des secteurs de l'industrie, où elles sont majoritairement reléguées pour les travaux sans qualifications, lesquels sont les plus vulnérables en cas de restructuration.
However, the challenges in relation to employment set out in this document take no account of the gender dimension, and consequently they do not give due recognition to women’s participation in some sectors of industry, where they are generally relegated to unskilled work which makes them more vulnerable in the event of restructuring.
La perte de compétitivité d'une entreprise peut découler tant d'une main-d'œuvre non préparée pour les changements technologiques, que d'une incapacité à maintenir les ressources humaines dues à une politique de conciliation inadéquate, ou à la prévalence de priorités de la concurrence et du commerce mondial en affectant les droits des femmes et la cohésion économique et sociale.
An undertaking’s loss of competitiveness may result from a workforce left unprepared for technological changes or from an inability to retain human resources owing to an inadequate conciliation policy or the prevalence of competition and world trade priorities to the detriment of women’s rights and economic and social cohesion.
Les recherches effectuées indiquent qu'il existe un manque de données ventilées par sexe et par fonction au sein des entreprises, ce qui, d'une part, rend difficile les comparaisons entre les différents secteurs et, de l'autre, ne permet pas d'évaluer avec une précision suffisante la différenciation des fonctions fondées sur le genre.
The investigations made show that there is a lack of data broken down by gender and function in undertakings, which makes it difficult to draw comparisons between the various sectors and makes it impossible to carry out a sufficiently precise assessment of the gender-based differentiation of functions.
En outre, les catégories professionnelles où dominent les femmes ont des salaires plus bas et il n'est pas rare de trouver dans des usines majoritairement d'emploi féminin des chefs majoritairement masculins.
Moreover, the professional categories where women predominate have lower wages, and it is still common to find majority male management in factories with predominantly female staff.
À titre d'exemple, la recherche de l'EIRO sur une approche intégrée de l'égalité entre les hommes et les femmes dans les relations industrielles souligne le problème des données statistiques quantitatives.
For example, the EIRO study on an integrated approach to gender equality in industrial relations highlights the problem of quantitative statistical data.
Il est certain qu'il importe d'approfondir la collecte de données qualitatives (exemple, bonnes pratiques) en incluant ce qui se passe au niveau des accords collectifs de travail, notamment la valeur légale et le degré d'application en ce qui concerne les clauses d'égalité de droits et des chances.
It is important to improve the collection of qualitative data (for example on good practices), including in relation to collective labour agreements, above all the legal status of and degree of compliance with clauses relating to equal rights and opportunities.
Mais il importe aussi de développer et d'approfondir la collecte de statistiques différenciées par sexe, de manière à pouvoir évaluer et développer davantage la dimension de genre dans les études et les sondages/enquêtes nationaux sur les conditions de travail, afin de déterminer avec précision les difficultés e les besoins spécifiques des femmes et des hommes.
But it is also important to develop and improve the collection of gender-differentiated statistics so that the gender dimension can be better assessed and explored in national studies and surveys/investigations on working conditions with a view to precisely identifying the specific difficulties and needs of women and men.
La Fondation européenne pour l'amélioration des conditions de travail, dans son sondage sur les conditions de travail 2005, affirme que les employés à temps partiel (en majorité les femmes) ont, en général, un accès limité à la formation professionnelle.
In its 2005 survey on working conditions, the European Foundation for the Improvement of Working Conditions noted that part-time workers (the vast majority of whom are women) generally have limited access to vocational training.
En outre, il convient de souligner que dans les PME, qui emploient près de 60% de main-d'œuvre dans l'industrie de transformation, l'accès à la formation continue constitue un problème majeur, vu le manque de possibilités de rotation, compte tenu de l'effectif réduit.
Furthermore, it should be pointed out that in SMEs, which employ around 60% of the workforce in the manufacturing industry, access to continuous training is a significant problem given the lack of rotation possibilities owing to the small number of staff.
Aussi, est-il essentiel de garantir des formes de soutien aux PME pour faire face à des difficultés accrues de manière à favoriser le maintien de l'emploi des femmes qui y travaillent en situation précaire.
It is therefore vital to guarantee forms of support to offset the added difficulties facing SMEs in order to foster the continued employment of women working under insecure conditions in SMEs.
La persistance des stéréotypes commence dans le choix de l'éducation des filles et des garçons, mais se reflète aussi dans la division du travail dans l'industrie et au sein des entreprises.
The persistence of stereotypes starts with the choice of education for girls and boys but is also reflected in the division of labour in industry and within undertakings.
On sait que, malgré l'augmentation du nombre de filles dans les études techniques et scientifiques, les obstacles rencontrés dans les phases postérieures des études et dans le premier milieu professionnel suscitent chez les jeunes femmes un abandon des carrières scientifiques au sein de l'industrie.
It has been established that, despite the increase in the number of girls studying science and technology, the obstacles encountered at subsequent stages of their studies and in their first working environment lead young women to abandon scientific careers in industry.
Le Parlement européen dans sa résolution du 10 septembre 2002, sur la participation des femmes aux organes des partenaires sociaux de l'UE, a souligné l'absence de participation des femmes aux organes de décision, en invitant la Commission et les partenaires sociaux à s'engager activement pour favoriser l'égalité des genres dans ce domaine.
In its resolution of 25 September 2002 on representation of women among the social partners of the EU, Parliament highlighted the lack of women’s participation in decision-making bodies and invited the Commission and the social partners to play an active part in promoting gender equality in this field.
"Les femmes dans les syndicats – méthodes et bonnes pratiques pour l'intégration de la dimension du genre" – Homa Dean, Institut Fédéral Belge pour l'Egalité des Femmes et des Hommes. indique les principales lignes d'action positive en faveur de la représentation des femmes et surtout de la prise de conscience de la dimension de genre dans les problématiques rencontrées dans les négociations collectives, incluant la nécessité que celles-ci incluent une amélioration des données statistiques ventilées par sexe, formations internes sur le « gender mainstreaming », un « gender impact assessment » et un « gender audit ».
‘Les femmes dans les syndicats – méthodes et bonnes pratiques pour l´intégration de la dimension du genre’ – Homa Dean, Institut Fédéral Belge pour l´Egalité des Femmes et des Hommes. sets out the main lines of positive action to boost women’s representation and above all to raise awareness of the gender dimension in the issues addressed during collective bargaining, including the need for such negotiations to cover the improvement of gender-differentiated statistics, internal training on gender mainstreaming, a gender impact assessment and a gender audit.