natgillin/translations-raw huggingface dataset:
Option 0: maintaining the status quo; Options ID: format and security of ID cards - ID SOFT): non-legislative measures related to ID cards (such as awareness-raising and training) - ID 1): ID SOFT, plus setting minimum common requirements for ID format and security - ID 2): ID SOFT, plus ID 1), with a common format for ID cards, including mandatory fingerprints - ID3): ID SOFT with the possibility of issuing an EU ID card in addition to national ID cards Options RES: format and security of residence documents - RES SOFT): non-legislative measures related to residence documents - RES 1): RES SOFT plus the harmonisation of a limited amount of residence document data - RES 2): RES SOFT plus RES 1) with a common format for residence documents of non-EU family members - RES 3): RES SOFT plus RES 1) with a common format for all residence documents, Options PROCESS: process for issuing documents and sharing information between Member States - PROCESS SOFT): promote more and better options for requesting and receiving documents - PROCESS 1): PROCESS SOFT and the ability to issue ID cards through consular networks The preferred options are ID 1), RES 2) and PROCESS SOFT). 
Možnosti ID: oblika in varnost osebnih izkaznic: - ID SOFT): nezakonodajni ukrepi, povezani z osebnimi izkaznicami (na primer ozaveščanje in usposabljanje); - ID 1): ID SOFT in določitev minimalnih skupnih zahtev za obliko in varnost osebnih izkaznic; - ID 2): ID SOFT in ID 1) s skupno obliko osebnih izkaznic, vključno z obveznimi prstnimi odtisi; - ID 3): ID SOFT in možnost izdajanja osebne izkaznice EU poleg nacionalnih osebnih izkaznic.
Maximum 8 lines 
Največ 8 vrstic
Maximum 4 lines 
Največ 4 vrstice
Maximum 12 lines 
Največ 12 vrstic
Is there a preferred choice or not? 
Ali ima katera od njih prednost?
Maximum 11 lines 
Največ 11 vrstic
Maximum 7 lines 
Največ 7 vrstic
Maximum 14 lines 
Največ 14 vrstic
Policy priorities 
Prednostne naloge politike
These activities will mutually reinforce each other. 
Te dejavnosti bodo vzajemno krepile druga drugo.
The ICT sector has been growing in the last 10 years and is expected to continue to create jobs. 
Sektor IKT v zadnjih desetih letih raste in pričakuje se, da bo še naprej ustvarjal nova delovna mesta.
Survey from 2015. ] 
Raziskava iz leta 2015. ]
ensure the swift implementation of the non-legislative actions laid down in the Communication. 
zagotovila hitro izvajanje nezakonodajnih ukrepov, navedenih v sporočilu.
Eight main strands of action have been identified: 
Opredeljenih je bilo osem glavnih poti ukrepanja:
... and discrimination, allowed by a lack of transparency 
... in diskriminacije, ki jo omogoča pomanjkanje preglednosti
Outcomes of EU-funded research. 
Rezultati raziskave, ki jo je financirala EU.
Therefore it remains a political priority for the Commission. 
Iz tega razloga ima Komisija to vprašanje za politično prednostno nalogo.
[19: As announced in its report on the evaluation of the 2014 Recommendation.] 
[19: Kot je bilo napovedano v njenem poročilu o oceni priporočila iz leta 2014.]
Moreover, labour market developments have been in general unfavourable to low-wage workers. 
Poleg tega razvoj na trgu dela na splošno ni bil v prid delavcem z nizkimi plačami.
[6: EC (2015) An ever closer union among the peoples of Europe? 
[6: ES (2015), An ever closer union among the peoples of Europe?
The platform now consists of 18 Diversity Charters from the following countries: Austria, Belgium, Czech Republic, Denmark, Estonia, Finland, France, Germany, Hungary, Ireland, Italy, Luxembourg, The Netherlands, Poland, Portugal, Slovakia, Spain and Sweden. 
Platformo trenutno tvori 18 listin o raznovrstnosti iz naslednjih držav: Avstrija, Belgija, Češka, Danska, Estonija, Finska, Francija, Nemčija, Madžarska, Irska, Italija, Luksemburg, Nizozemska, Poljska, Portugalska, Slovaška, Španija in Švedska.
The focus will be on concrete tools and legal instruments and on the challenges involved in implementing them; 
Osredotočali se bodo na konkretna orodja in pravne instrumente ter na izzive pri njihovem izvajanju;
improving sanctions and compensation to victims by evaluating the need to introduce measures such as: 
izboljšanje sankcij in odškodnin žrtvam s proučitvijo potrebe po uvedbi ukrepov, kot so:
Such measures would contribute to boosting jobs and growth in the EU and to having a fairer single market for employment. 
Taki ukrepi bi prispevali k spodbujanju delovnih mest in rasti v EU ter k bolj poštenemu enotnemu trgu na področju zaposlovanja.
However, sanctions provided for in the national laws of the Member States vary widely which leads to an unequal enforcement of the rights granted under the Directive] 
Vendar pa se sankcije, določene v nacionalnih zakonodajah držav članic, močno razlikujejo, kar povzroča neenako izvrševanje pravic na podlagi direktive.]
[51: DE, EE, IE, ES, IT, AT, PL, RO, SK.][52: Notably in EE.] 
[51: DE, EE, IE, ES, IT, AT, PL, RO, SK.][52: Predvsem v EE.]
The Recommendation invites Member States to choose and implement at least one of the above measures in the light of their domestic circumstances. 
Države članice so v priporočilu pozvane, naj izberejo in izvedejo vsaj enega od zgoraj navedenih ukrepov ob upoštevanju svojih okoliščin.
The current situation suggests the need to consider further-reaching measures at EU level. 
Iz trenutnega stanja izhaja potreba po razmisleku o daljnosežnejših ukrepih na ravni EU.
[32: Between 2014 and 2016, EUR 5 million were allocated to 23 projects on this topic.] 
[32: Med letoma 2014 in 2016 je bilo za 23 projektov na to temo namenjenih 5 milijonov EUR.]
However, only around 16% of the almost 8 million people working in ICT are women. 
Kljub temu pa ženske predstavljajo le približno 16 % od skoraj 8 milijonov ljudi, ki delajo v IKT.
A specific module on this topic will be included in the Eurostat's annual labour Force Survey; 
Poseben modul na to temo bo vključen v Eurostatovo letno anketo o delovni sili;
the need for and possibility of making some or all of the measures on pay transparency foreseen in the 2013 Recommendation binding, such as: 
kakšne so potrebe in možnosti, da nekateri ali vsi ukrepi glede preglednosti plačil, predvideni v priporočilu iz leta 2013, postanejo zavezujoči, kot na primer:
Moreover, the secrecy around pay levels makes it even more difficult to detect discrimination cases. 
Poleg tega je zaradi tajnosti glede ravni plačil še težje zaznati primere diskriminacije.
[24: The EU-level platform of Diversity Charters was set up in 2010 and is funded by the European Commission. 
[24: Platforma za listine o raznovrstnosti na ravni EU je bila vzpostavljena leta 2010, financira pa jo Evropska komisija.
This gap becomes wider with age, particularly as a result of the so-called motherhood penalty. 
Ta razlika se s starostjo povečuje, zlasti kot posledica tako imenovane kazni za materinstvo.
The assessment of the national measures notified by the Member States revealed that the current national transparency measures in place are insufficient and not effective on their own. 
Iz ocene nacionalnih ukrepov, ki so jih sporočile države članice, izhaja, da trenutni nacionalni ukrepi na področju preglednosti ne zadoščajo in sami po sebi niso učinkoviti.
Rising inequalities in the EU and their social, economic and political impacts. 
Naraščanje neenakosti v EU ter njihovi družbeni, gospodarski in politični vplivi).
See also "The situation of workers in the collaborative economy", In-depth-analysis, European Parliament for EU data ] 
Glej tudi: The situation of workers in the collaborative economy (Položaj delavcev v sodelovalnem gospodarstvu), poglobljena analiza, Evropski parlament za podatke EU. ]
The Commission will assess the need for further legal measures to improve enforcement of the principle and will further monitor and enforce existing EU rights. 
Komisija bo ocenila potrebo po nadaljnjih pravnih ukrepih za izboljšanje izvajanja načela ter bo še naprej spremljala in izvajala obstoječe pravice EU.
The conferences are intended to highlight the most promising experiences and further disseminate them to a broad range of stakeholders and national governments; 
Namen konferenc je poudariti najbolj obetavne izkušnje ter jih nadalje razširiti med širok krog zainteresiranih strani in nacionalnih vlad;
Today, young women are leaving school with better qualifications than young men, but in 10 Member States they are already earning 10% less than men before they turn 34. 
Danes mlade ženske zapuščajo šolo z boljšimi kvalifikacijami kot mladi moški, vendar v desetih državah članicah že pred svojim 34. letom zaslužijo 10 % manj kot moški.
To be effective, synergies will be needed between measures taken by key stakeholders at European, at national and at corporate level. 
Za učinkovitost bodo potrebne sinergije med ukrepi, ki jih bodo sprejele ključne zainteresirane strani na evropski, nacionalni in korporativni ravni.
Together with this Action Plan, the Commission adopted an evaluation report on the Transparency Recommendation. 
Komisija je poleg tega akcijskega načrta sprejela tudi ocenjevalno poročilo o izvajanju priporočila o preglednosti.
In 2017, the gender pay gap was addressed in the Country Reports of nine Member States. 
Leta 2017 je bila razlika v plačah med spoloma obravnavana v poročilih o devetih državah članicah.
The recent stagnation raises questions as to the need to strengthen and adapt existing initiatives: gender inequalities in the labour market have been contained, but not erased. 
Nedavna stagnacija sproža vprašanja o potrebi po krepitvi in prilagoditvi sedanjih pobud: neenakosti spolov na trgu dela so bile zajezene, vendar ne izbrisane.
The proposal lays down quantitative objectives for Member States and emphasises the importance of boards setting transparent selection criteria for candidates; 
Predlog določa količinske cilje držav članic in poudarja pomen upravnih odborov, ki vzpostavljajo pregledna merila za izbor kandidatov;
The percentage increased by a more modest amount for men, from 11.6 percent to 14.7 percent". 
Delež moških se ni toliko povečal, saj je narasel z 11,6 % na 14,7 %."
continuing to highlight women's achievements in science by organising the EU Prize for women innovators; 
nadaljnje poudarjanje dosežkov žensk v znanosti z organizacijo nagrade EU za inovatorke;
Recent examples include: 
Nedavni primeri zajemajo:
strengthening the enforcement role of equality bodies, for instance by: 
krepitev vloge organov za enakost pri izvrševanju, na primer:
Clarification of the notion of work of equal value; 
pojasnitev pojma dela enake vrednosti;
its annual Report on equality between women and men published at the occasion of the International Women's Day; 
svojega letnega poročila o enakosti žensk in moških, objavljenega ob mednarodnem dnevu žena;
[16: The Gender Equality Recast Directive obliges Member States to put in place penalties which shall be effective, proportionate and dissuasive. 
[16: Preoblikovana direktiva o enakosti spolov od držav članic zahteva uvedbo učinkovitih, sorazmernih in odvračilnih kazni.
From 2005 to 2015, the percentage of women who were employed in an alternative work arrangement more than doubled, rising from 8.3 percent to 17.0 percent. 
Med letoma 2005 in 2015 se je delež žensk, zaposlenih v alternativnih ureditvah dela, več kot podvojil, saj se je z 8,3 % povečal na 17,0 %.
A few good practices are available on how to tackle segregation in education and in the labour market. 
Na voljo je nekaj dobrih praks o spoprijemanju s segregacijo v izobraževanju in na trgu dela.
assess the possibility of targeted amendments to the Gender Equality Recast Directive by looking at: 
ocenila možnost ciljnih sprememb preoblikovane direktive o enakosti spolov, za kar bo proučila:
The report provides a state of play of the Directive's implementation on the ground, including on the issue of equal pay. 
Poročilo navaja stanje izvajanja direktive na terenu, vključno z vprašanjem enakega plačila.
The representation of men and women varies from one economic sector to other. 
Zastopanost moških in žensk se med gospodarskimi sektorji razlikuje.
ensuring that equality bodies can actually and fully play their role, notably through the monitoring and enforcement of the applicable rules; 
z zagotavljanjem, da lahko organi za enakost dejansko v celoti opravljajo svojo vlogo, predvsem s spremljanjem in izvrševanjem pravil, ki se uporabljajo;
[20: Women only represent 10% of the workforce in the construction sector, 22% in the transport sector and 30% in manufacturing (compared to 46% of the whole economy)] 
[20: V sektorju gradbeništva ženske predstavljajo le 10 % delovne sile, v sektorju prometa 22 % in v proizvodnji 30 % (v primerjavi s 46 % v celotnem gospodarstvu).]
At the current rate of changes, it would only be closed at the breach of the next millennium. 
Pri sedanji stopnji sprememb bo razlika odpravljena šele ob prehodu v naslednje tisočletje.
[26: As from December 2017, stakeholders from all transport sectors will be able to make their concrete actions in favour of women's employment visible and to exchange good practices.] 
[26: Od decembra 2017 bodo lahko zainteresirane strani iz vseh prometnih sektorjev pokazale svoje dejanske ukrepe v korist zaposlovanju žensk in si izmenjale dobre prakse.]
The Gender Pay Gap in the EU 
Razlika v plačah med spoloma v EU
In 2013, the Commission adopted an implementation report on the Gender Equality Recast Directive. 
Leta 2013 je Komisija sprejela poročilo o izvajanju preoblikovane direktive o enakosti spolov.
Women should also benefit from the recent minimum wages' increase in some of the countries with the highest gender pay gap (Czech Republic, Slovakia and the UK).] 
Ženske bi morale pridobiti tudi z nedavnim zvišanjem minimalne plače v nekaterih državah z najvišjo razliko v plačah med spoloma (Češka, Slovaška in Združeno kraljestvo).]
Information is crucial to enable victims of discrimination to assert their rights, to enable companies to adjust their practices and policies and to enable public authorities to take the necessary accompanying measures and/or adopt guidelines. 
Informacije so ključnega pomena, da lahko žrtve diskriminacije uveljavijo svoje pravice, da lahko podjetja prilagodijo svoje prakse in politike ter da lahko javni organi sprejmejo potrebne spremljevalne ukrepe in/ali smernice.
The gender pay gap will decrease only with the strong involvement of all actors concerned, i.e. workers, companies and public authorities. 
Razlika v plačah med spoloma se bo zmanjšala le s prizadevnim sodelovanjem vseh akterjev, tj. delavcev, podjetij in javnih organov.
Entitlement of employees to request information on pay levels; 
upravičenost zaposlenih zahtevati informacije o ravneh plačil;
having minimum sanctions in case of breach of the principle of equal pay, and 
minimalne sankcije v primeru kršitev načela enakega plačila in
This complements support provided to Member States through the ESF and through Erasmus+; 
To dopolnjuje podporo, ki je državam članicam zagotovljena prek ESS in programa Erasmus+;
Sectoral segregation has evolved very slowly (2017 Report on equality between women and men in the EU).] 
Segregacija v sektorjih se zelo počasi razvija (poročilo iz leta 2017 o enakosti žensk in moških v EU).]
The Commission supports Member States, companies, civil society and social partners through funding and actions on the exchange of good practices. 
Komisija podpira države članice, podjetja, civilno družbo in socialne partnerje prek financiranja in ukrepov za izmenjavo dobrih praks.
an EU seminar with cross-industry partners and sector social partners (November 2016); and 
seminar EU s partnerji iz več sektorjev in sektorskimi socialnimi partnerji (november 2016) in
American data shows "a notable rise in the likelihood of working in an alternative work arrangement for women. 
Iz ameriških podatkov izhaja „opazno povečanje verjetnosti, da ženske delajo v okviru alternativne ureditve dela.
This gender pay gap has been plateauing over the last 5 years. 
Ta razlika v plačah med spoloma v zadnjih petih letih stagnira.
Closing the gender pay gap remains a major objective within the overarching goal of achieving gender equality and delivering on the Sustainable Development Goals of the UN 2030 Agenda. 
Odprava razlike v plači med spoloma ostaja pomemben cilj v okviru splošnega cilja doseganja enakosti spolov in uresničevanja ciljev trajnostnega razvoja iz Agende ZN 2030.
Almost half of workers are actually uncomfortable with the idea of negotiating their salary, and this proportion is higher among women than among men. 
Skoraj polovici delavcev je misel na pogajanja o svoji plači dejansko neprijetna in ta delež je večji med ženskami kot med moškimi.
Women in the EU, across the economy, earn on average over 16% less per hour than men do. 
Ženske v EU na vseh področjih gospodarstva v povprečju zaslužijo več kot 16 % manj na uro kot moški.
[9: For instance, the introduction of a minimum wage in Germany is estimated to reduce the gender pay gap by 2.5 percentage points. 
[9: Domneva se na primer, da bo uvedba minimalne plače v Nemčiji zmanjšala razliko v plačah med spoloma za 2,5 odstotne točke.
[10: It accounts for a third of earnings inequalities between women and men during working lives. 
[10: Je razlog za tretjino neenakosti v prihodkih med ženskami in moškimi v času delovnega življenja.
clarify the requirements under the Directive and/or set horizontal standards for equality bodies in line with their monitoring status, in particular as regards their independence, effectiveness, and competences. 
s pojasnitvijo zahtev iz direktive in/ali določitvijo horizontalnih standardov za organe za enakost, ki bodo v skladu z njihovo vlogo spremljanja, zlasti glede njihove neodvisnosti, učinkovitosti in pristojnosti;
It also contributes to taking further the European pillar of social rights [proclaimed by the Parliament, the Council and the Commission at the Social Summit for Fair Jobs and Growth on 17 November in Gothenburg], notably its principle 2 on ensuring gender equality in all areas and principle 3 on equality of opportunities. 
Poleg tega prispeva k nadaljnjem razvoju evropskega stebra socialnih pravic [Parlament, Svet in Komisija so ga razglasili 17. novembra na socialnem vrhu za pravična delovna mesta in rast v Göteborgu], zlasti načela 2 o zagotavljanju enakosti spolov na vseh področjih in načela 3 o enakih možnostih.
The effect of segregation in occupation is more heterogeneous across countries: in a number of countries; segregation in occupation may actually protect women. 
Učinek segregacije v poklicih je v različnih državah bolj heterogen: v več državah lahko segregacija v poklicih dejansko ščiti ženske.
The support will be provided through the Rights, Equality and Citizenship Programme (REC) 2014-2020. 
Podpora bo na voljo prek programa za pravice, enakost in državljanstvo (REC) za obdobje 2014-2020.
supporting data collection on teacher wages by Eurydice in cooperation with the OECD and encouraging Member States to take action to eliminate under-remuneration in this sector. 
podpora zbiranju podatkov o plačah učiteljev, ki ga izvaja Eurydice v sodelovanju z OECD in spodbujanje držav članic k ukrepanju za odpravo nezadostnih plačil v tem sektorju.
As career and study choices are made quite early in life and are too often irreversible, tackling segregation in the labour market requires actions at school level. 
Ker se poklicne in študijske odločitve sprejemajo precej zgodaj v življenju in so pogosto nepovratne, spoprijemanje s segregacijo na trgu dela zahteva ukrepanje na ravni izobraževanja.
This decomposition of the gender pay gap into an adjusted and unadjusted part can provide further insights for policy-makers. 
Ta razčlenitev razlike v plačah med spoloma na prilagojeni in neprilagojeni del lahko oblikovalcem politik zagotovi nadaljnji vpogled.
Segregation in occupations and in sectors is pervasive and the situation is changing only slowly. 
Segregacija v poklicih in sektorjih prevladuje in te razmere se zgolj počasi spreminjajo.
Women are less represented in some sectors of the economy, such as construction, manufacturing, transport, the sciences and ICT. 
Ženske so v nekaterih gospodarskih sektorjih manj zastopane, na primer v gradbeništvu, proizvodnji, prometu, naravoslovju in IKT.
Conversely, men account only for 33% of PhD in teaching subjects. 
Nasprotno pa moški predstavljajo le 33 % doktorandov na področju poučevanja.
include a dedicated gender perspective in the 2018 Pension Adequacy Report. 
vključila namensko perspektivo spola v poročilo o ustreznosti pokojnin za leto 2018.
Regular reporting by employers of wages by category of employee or position; 
redno poročanje delodajalcev o plačah po kategorijah zaposlenih ali delovnem mestu;
The report takes stock of the follow-up given by Member States and gives an overview of existing national measures. 
Poročilo obravnava nadaljnje ukrepe, ki so jih sprejele države članice, in ponuja pregled obstoječih nacionalnih ukrepov.
Europeans would support more transparency at work: almost two thirds would be in favour of publishing the average wages per sex and per job type earned in the organisation or company where they work. 
Evropejci bi podprli več preglednosti pri delu: skoraj dve tretjini bi bili za objavo povprečne plače glede na spol in glede na vrsto dela, ki se izplačuje v organizaciji ali podjetju, kjer delajo.
The gender pay gap has stagnated as a result of... 
Razlika v plačah med spoloma stagnira zaradi ...
PISA data show that gender stereotypes are still prevalent, leading to differences in self-confidence and engagement in different fields. 
Iz podatkov PISA izhaja, da spolni stereotipi še vedno prevladujejo, kar povzroča razlike v samozavesti in udejstvovanju na različnih področjih.
The magnitude of the gender pay gap across the economy also depends on wage-setting institutions. 
Obseg razlike v plačah med spoloma v gospodarstvu je odvisen tudi od institucij, ki določajo plače.
a report on the enforcement of equal pay published together with this Action Plan; 
poročila o izvajanju enakega plačila, ki bo objavljeno s tem akcijskim načrtom;
Both, the report on Gender Equality Recast Directive implementation and Transparency Recommendation implementation, bring evidence of the need to foster the existing legal framework and enhance its enforcement. 
Iz obeh poročil, o izvajanju preoblikovane direktive o enakosti spolov in o izvajanju priporočila o preglednosti, je razvidna potreba po vzdrževanju sedanjega pravnega okvira in izboljšanju njegovega izvajanja.
][4: See Index of occupational and sector segregation published every year in the European Commission's report on equality between women and men. 
][4: Glej indeks segregacije v poklicih in sektorjih, ki je vsako leto objavljen v poročilu Evropske komisije o enakosti žensk in moških.
draw attention to the gender pay gap and its underlying causes, notably by marking the European Equal Pay Day 
opozarjala na razliko v plačah med spoloma in njene temeljne vzroke, predvsem z obeležitvijo evropskega dneva enakega plačila;
However, the context also matters: women tend to negotiate as much as men when it is explicitly stated that wages are negotiable and that negotiation is therefore an appropriate behaviour. 
Štejejo pa tudi okoliščine: ženske se pogajajo toliko kot moški, kadar je izrecno navedeno, da se je o plači mogoče pogajati in da je torej pogajanje ustrezno vedenje.
having minimum standards on compensation which would put the victim in the position in which she would have been if the principle of equal pay had been respected. 
minimalni standardi glede odškodnine, s katero bi bil žrtvi povrnjen položaj, v katerem bi bila, če bi bilo načelo enakega plačila upoštevano;
If most Europeans (69%) are aware of the existence of a gender pay gap across the economy, employees do not think that such a gap exists in their own company, while a third of employees do not know the wages of their colleagues. 
Večina Evropejcev (69 %) se zaveda obstoja razlike v plačah med spoloma v gospodarstvu, vendar pa zaposleni menijo, da v njihovem podjetju te razlike ni, medtem ko tretjina zaposlenih ne ve, kakšno plačo imajo njihovi sodelavci.