natgillin/translations-raw huggingface dataset:
29 . poudarja, da je treba spodbujati pobude, ki v podjetjih prispevajo k vzpostavitvi in izvajanju kadrovske politike in pozitivnih ukrepov za uveljavljanje enakosti med spoloma; spodbuja države članice, naj v nacionalno zakonodajo uvedejo zahteve, naj podjetja pripravijo in izvajajo letni načrt za enakost ter zagotovijo uravnoteženo zastopanost obeh spolov v upravnih odborih;
Stresses the need to encourage initiatives that contribute to setting up and implementing in companies human resources policies and positive measures promoting gender equality, Invites Member States to incorporate in their national legislation the requirement for undertakings to develop and implement annual corporate equality plans and ensure gender-balanced representation on corporate boards;
34. poziva Komisijo, naj preveri v kolikšni meri so države članice izkoristile možnosti za posebne ugodnosti na področjih, kjer so negativni vplivi na kariero žensk posebno hudi in očitni; poziva Komisijo, naj pripravi poročilo o tem;
Calls on the Commission to examine to what extent Member States have availed themselves of the possibilities for taking specific, positive measures where the disadvantages faced by women in their professional careers are particularly serious and evident; calls on the Commission to draw up a report on this matter;
Enakost med spoloma je temeljna pravica s posebnim statusom v pravu EU, toda kot je razvidno iz razlike v stopnji zaposlenosti med moškimi in ženskami, ki je v letu 2007 za EU-27
Gender equality is a fundamental right that enjoys a privileged status in EU law, but as showed by the 28,4 percentage points difference in employment rates between men and women corresponding to the year 2007 for the EU27
http://ec.europa.eu/employment_social/employment_strategy/pdf/2008compendium_en.pdf znašala 28,4 odstotnih točk, je neenakost med spoloma na trgu dela še vedno strukturni problem, ki ga je treba obravnavati.
http://ec.europa.eu/employment_social/employment_strategy/pdf/2008compendium_en.pdf , gender inequality in the labour market is still a structural problem which needs to be addressed.
Ukrepanje je nadvse pomembno iz očitnega razloga, da je enakost temeljna pravica, pa tudi zato, ker je Evropski svet marca 2000 v Lizboni določil cilj, da je treba v Evropski uniji stopnjo zaposlenosti žensk do leta 2010 povečati nad 60 %.
And doing so is of a paramount importance not only for the obvious reason that equality is a fundamental right, but also because the Lisbon European Council of March 2000 assigned the European Union the target of raising the employment rate of women to over 60% by 2010.
Poleg tega razlike v plači med spoloma kažejo, da neenakosti ni treba odpraviti le pri stopnji zaposlenosti, ampak tudi z vidika kakovosti zaposlitve.
Furthermore, as the pay gap figures show the gender inequality gap needs to be closed not only in terms of employment rate, but also in terms of quality of employment.
V poročilu mednarodne konfederacije sindikatov za leto 2008 o razliki v plači med spoloma na svetovni ravni je navedeno, da višja izobrazba žensk ne pomeni nujno manjših razlik v plači, v nekaterih primerih pa se te z ravnijo izobrazbe celo povečujejo.
The International Trade Union Confederation 2008 report on the Global Gender Pay Gap , found that higher education of women does not necessarily lead to a smaller pay gap, and in some cases the gap actually increases with the level of education.
Evropski parlament in Svet sta s sprejetjem direktive 2002/73/ES z dne 23. septembra 2002 o spremembi direktive Sveta 76/207/EGS državam članicam EU dala na voljo učinkovito orodje za okrepitev nacionalne zakonodaje o enakem obravnavanju žensk in moških na trgu dela.
By adopting the Directive 2002/73/EC of 23 September 2002 amending Council Directive 76/207/EEC the European Parliament and the Council provided the EU Member States with an effective tool to enhance national legislation on equal treatment between women and men on the labour market.
Toda s počasnim ali nekakovostnim izvajanjem te direktive bi lahko ogrozili uresničevanje lizbonske strategije ter možnost razvoja socialnih in ekonomskih zmogljivosti EU v polni meri.
However, slow or low quality implementation of this Directive risks endangering the fulfilment of the Lisbon strategy and the possibility to develop the full potential of the EU social and economic capacity.
Skladnost – aktualno stanje
Compliance- State of art
Postopki zaradi neobveščanja
Procedures for non-communication:
Ob koncu roka za prenos direktive (5. oktober 2005) devet držav članic ni sporočilo ukrepov v zvezi z njenim prenosom, zato je Komisija proti njim uvedla postopek za ugotavljanje kršitev.
At the end of the deadline for transposition of the Directive (5 October 2005), nine Member States had not notify measures to transposed the Directive.
Rezultat sta bila postopka zaradi neobveščanja proti Belgiji in Luksemburgu.
Consequently the Commission launched infringement proceedings against all those Member States which resulted in two procedures on non-communication against Belgium and Luxemburg.
Postopki zaradi neskladnosti
Procedures for non conformity:
Zaradi zapletenosti in novosti določb direktive je pri prenosu Komisija ugotovila številne težave.
Due to the complexity and novelty of the provisions of the Directive, the Commission detected a high number of problems in the transposition.
V prvi polovici leta 2007 je bilo 22 državam članicam poslano opozorilo.
Thus, letters of formal notice were sent to 22 Member States during the first half of 2007.
Od 23 držav, katerih zakonodaja je bila preverjena z vidika skladnosti, tega opozorila ni prejela le Španija.
Among the 23 legislations monitored for conformity, Spain is the only Member State not having received a letter of formal notice.
To pa ne pomeni, da ima vseh 22 držav članic resne težave zaradi neskladnosti.
Still, this does not mean that all 22 Member States have serious problems of non-conformity.
Izkušnje kažejo, da so številne napake, na katere Komisija opozori v postopku za ugotavljanje kršitev, odpravljene po prejetem opozorilu in zlasti po obrazloženem mnenju.
Experience shows that many objections raised by the Commission in the infringement proceedings are resolved following the letter of formal notice and, especially, following the reasoned opinion.
Komisija navaja, da so vse države članice odgovorile na uradno opozorilo, in že zaključuje analizo njihovih odgovorov.
According to the Commission, all Member States have replied to the letters of formal notice and the Commission is currently finalising the analysis of the replies.
Odbor FEMM je bil obveščen, da sta Estonija in Finska že prejeli obrazloženo mnenje ter da naj bi Komisija do konca leta 2008 pripravila odločitev o nadaljnjih ukrepih v zvezi z drugimi postopki v teku, in sicer naj bi poslala obrazložena mnenja ali pa zadeve zaključila.
The FEMM committee has been informed that Estonia and Finland have already received a reasoned opinion and it is expected that by the end of 2008 the Commission will have taken a decision on the follow-up of the rest of the open procedures, i.e. the notification of reasoned opinions or the closing of the cases.
Zadeve na sodišču
Court cases
Sodišče Evropskih skupnosti je pred kratkim ugotovilo, da sta Belgija in Luksemburg kršila obveznost obveščanja, čeprav je Luksemburg medtem že dokončal prenos direktive.
Belgium and Luxemburg were recently found in violation of the obligation of communication by the Court of Justice, although Luxemburg has since transposed the Directive.
Opredelitve pojmov so bile tako ali drugače nepravilno prenesene v 15 državah članicah.
Definitions have been in one way or another incorrectly transposed in 15 Member States.
Naslednja najpogostejša težava pri prenosu veljavne direktive je bila, da ni bilo omenjeno spolno nadlegovanje ali pa je bil ta izraz združen s splošno definicijo nadlegovanja, zaradi česar je težko zaščititi žrtve spolnega nadlegovanja, zlasti kadar gre za dokaze.
The other most recurrent problem in the transposition of the present Directive is the lack of reference to the definition of "sexual harassment" or the fusion of this term with the general definition of harassment, which makes difficult to protect victims of sexual harassment, especially in terms of evidence.
Poleg tega je bila opredelitev posredne diskriminacije pogosto izpuščena, čeprav je to danes verjetno najzahrbtnejša oblika diskriminacije.
No coverage of the definition of indirect discrimination is also a common problem despite the fact that nowadays this is probably the most insidious form of discrimination.
Kot že rečeno, razširjenost razlik v plači med spoloma kaže, da so ženske in moški uvrščeni v različne kategorije, čeprav opravljajo isto delo, oziroma da so panoge, v katerih so zaposlene večinoma ženske, vedno med najslabše plačanimi.
As mentioned above, the prevalence of the gender pay shows how women and men are placed in different work categories for conducting the same work or how sectors with a high rate of women workers are consistently among the low salary sectors.
Po drugi strani pa so nekatere države članice razširile ali poglobile opredelitve pojmov in na primer vključile izrecno omembo „transspolne identitete ali izražanja“ ali pa diskriminacijo staršev opisale kot obliko spolne diskriminacije.
On the other hand, some Member States have extended or reinforced the definitions by including, for instance, an explicit mention to "transgender identity or expression" or by describing parenthood discrimination as a form of sex discrimination.
18 držav članic področja uporabe ni ustrezno upoštevalo, pri čemer je šlo najpogosteje za neomembo samozaposlitvenih dejavnosti ter članstva in sodelovanja v delavskih združenjih ali združenjih delodajalcev.
The scope of the Directive has not been properly implemented in 18 Member States, the most common being the non-coverage of self-employed activities and affiliation and involvement in workers or employers associations;
Nekatere države članice pa so področje uporabe razširile in presegle zahteve direktive, saj so vključile:
Still, in some Member State, the scope has been broadened beyond the requirements of the Directive in order to cover also:
- socialno varnost in pomoč, zdravstveno varstvo, izobraževanje ter izmenjavo blaga in storitev;
- social security and assistance, health care, education and the exchange of goods and services;
- poleg posameznikov tudi skupine oseb, pravne osebe in organizacije;
- not only single persons, but also groups of persons, legal entities and organisations;
- poleg plače tudi druga delodajalčeva izplačila, ki spadajo med osebne prejemke;
- not only wages, but any other benefits provided by the employer under the definition of remuneration;
- delavce, ki delajo v nacionalnih organizacijah zunaj države članice.
- employees that work in national organisations outside the Member State.
Na Madžarskem so v varstvo nosečnic vključene tudi ženske, ki sodelujejo v programih za umetno oploditev.
In Hungary the protection provided to pregnant women has also been granted to those participating in artificial insemination programmes.
Organi za obravnavanje enakosti med spoloma
The National Equality Bodies
Komisija je ugotovila, da 16 držav članic ni pravilno izvedlo določb, saj obstoječi organi nimajo vseh pooblastil, ki jim jih daje direktiva, ali pa se porajajo dvomi o njihovi sposobnosti za neodvisno opravljanje nalog.
However, the Commission noted that 16 Member States had not properly implemented the provisions because since the existing equality bodies did not have all the powers provided by the Directive or because the Commission had doubts on its ability to carry out its tasks in an independent manner
Primerljive izkušnje kažejo, da so pomembne razlike v tem, kako ti organi delujejo, na kakšni podlagi, pod čigavim nadzorom, kakšne človeške in finančne vire imajo itd., čeprav večina odgovorov kaže na nagnjenost k organom za obravnavanje enakosti med spoloma na horizontalni ravni, katerih naloga je boj proti vsem oblikam diskriminacije.
Comparative experience demonstrates that there exist important differences in how these equality bodies operate, on which grounds, under whose supervision, personnel and financial resources, etc., although most replies indicate that there is a tendency towards horizontal equality bodies, endorsed with the task of fighting all kinds of discrimination.
Tudi glede človeških in finančnih virov so med državami članicami velike razlike.
As far as human and financial resources goes, there are also significant differences between Member States.
Težave so opisane v dveh zelo podobnih odgovorih, ki jih je odbor FEMM prejel od organov za obravnavanje enakosti: zaradi pomanjkanja sredstev zadev o diskriminaciji ni mogoče dovolj hitro obravnavati, saj je zelo težko opraviti ustrezno preiskavo; osebam, ki na sodišču dokazujejo, da so žrtve diskriminacije, ni vedno mogoče nuditi pomoči, čeprav je to z zakonom določeno; poleg tega je zaradi pomanjkanja sredstev oteženo spremljanje načrtovanja enakosti, organi za enakost pa lahko na lastno pobudo izvajajo samo raziskave manjšega obsega.
Two very similar replies from the equality body's to the FEMM committee are here an illustration of the problem: due to the lack of resources, the matters of discrimination cannot be dealt with rapidly enough since it becomes very difficult to conduct proper investigations; it is not always possible either to provide assistance to persons in courts who presume that have been victims of discrimination, even though the law provides for it; moreover, the lack of resources also makes the monitoring of equality planning difficult and only rather small-scale surveys can be conducted by the equality body own initiative .
Organizacijska struktura in pristojnosti
Organisational structure and competences
Medtem ko so nekatere države članice vzpostavile popolnoma nove organe za spodbujanje enakosti, so številne povečale in podrobneje predpisale pristojnosti že obstoječih.
While some Member States have established completely new equality bodies, many of them have widened and precised the powers of the existing ones.
Obstajajo trije organizacijski modeli: države članice s civilnim pravom, države članice z institucijo ombudsmana ter države članice s tradicijo rimskega prava.
There are basically three models of organisation: Member States with Common Law juridical systems, Member States with Ombudsman system and Member States a Roman juridical tradition.
V sistemih civilnega prava imajo organi za enakost pristojnost, da opravljajo preiskave, in vlogo pri alternativnemu reševanju sporov, medtem ko lahko ombudsman, zadolžen za boj proti diskriminaciji, sodeluje pri sodnih obravnavah.
In Common Law juridical systems the Equality body has powers to conduct investigations and play a role in alternative dispute resolution, whereas the ombudsman, entrusted with the task of fighting discrimination, can participate in judicial proceedings.
V sistemih z rimsko pravno tradicijo lahko v civilnih, socialnih in upravnih postopkih na splošno sodelujejo fizične in pravne osebe, za preiskave pa so pristojni inšpektorji za delo.
In Roman juridical tradition systems the legitimacy to participate in civil, social and administrative proceedings is generally incumbent upon natural and corporate persons and the task to investigate falls under the competences of labour inspectors.
Stopnja pristojnosti organov za obravnavanje enakosti med moškimi in ženskami se med državami članicami močno razlikuje in zajema samo zunajsodno pomoč, mediacijo, pravico do preiskave po uradni dolžnosti ter pristojnost posredovanja v sodnih zadevah.
The degree of competences vested on the equality bodies varies greatly among Member States encompassing the mere extra-judicial assistance, the power of mediation, the right to investigate ex-officio and the power of intervening in judicial matters.
Sklep in priporočila, ki jih izdajo, ponavadi niso pravno zavezujoči, čeprav večina organov za enakost priznava, da iz njih izhaja močna moralna obveznost ter jih sodišče in/ali delodajalci večinoma upoštevajo.
The decision and recommendations they issue are usually not legally binding, although most of the equality bodies admit that they carry with them a strong moral obligation and are generally followed by court and/or employers.
Ombudsman na Cipru je edini organ za obravnavanje enakosti in diskriminacije, ki ima pristojnost, da naloži sankcije ter izda zavezujoče sklepe.
The Ombudsman in Cyprus is the only body dealing with issues of equality and discrimination which has the power to impose sanctions and deliver binding decisions.
Naslednji primer je nizozemska komisija za enako obravnavanje, ki je parasodni organ (neodvisne preiskave, zaslišanja in sodbe) in deluje ločeno od sodstva.
Another example is the Netherlands Commission on Equal Treatment which is quasi-judicial body (independent investigation, hearing, and ruling) acting separately from the judiciary.
Toda pravna uveljavitev sodbe komisije in terjanje odškodnine sta mogoča le na sodišču.
However, legal enforcement of a Commission ruling and damages claiming is only possible through a court of law.
Številni organi za enakost tesno sodelujejo z inšpektorji za delo.
Several equality bodies work in close cooperation with labour inspectors.
Portugalska agencija za enakost na primer obiskuje zaposlene na delovnem mestu ali to zahteva od generalnega inšpektorata za delo, da bi dobila oceno o obstoju diskriminatorne prakse.
For instance, the Portuguese Equality Agency visits workplaces or requests the General Inspectorate of Labour with a view to assessing the existence of discriminatory practices.
Vloga delodajalcev
The role of employers
Direktiva delodajalce spodbuja k načrtnemu in sistematičnemu podpiranju enakega obravnavanja moških in žensk na delovnem mestu.
The Directive encourages employers to promote equal treatment for men and women in the workplace in a planned and systematic way.
Na Nizozemskem je obvezna priprava načrtov za enakost v podjetjih z več kot 30 zaposlenimi, v Španiji pa v podjetjih z več kot 250 zaposlenimi ali kakor je določeno v kolektivni pogodbi.
In the Netherlands there is an obligation to draw up corporate equality plans in enterprises with more than 30 employees and in Spain, corporate equality plans are compulsory for companies with over 250 employees or if stated by the collective bargaining agreement.
Po drugi strani pa estonski zakon za enakost med spoloma izrecno določa, da morajo delodajalci zbirati statistične podatke o zaposlitvi ločeno po spolu.
On the other hand, in the Estonian Gender Equality Act employers are explicitly asked to collect gender differentiated statistical data concerning employment.
Vloga civilne družbe
The role of the civil society
Iz odgovorov je razvidno, da ženske oklevajo glede uveljavljanja svojih pravic, organi za enakost pa se strinjajo, da pomanjkanje vloženih pritožb pomeni omejeno zaupanje v mehanizem zaščite.
Replies reveal that women are reluctant to claim their rights and equality bodies agree that the absence of filed complaints signifies a limited trust in the protection mechanism.
Kot ugotavlja grški ombudsman, je stike med institucionalnimi mehanizmi ter posameznimi žrtvami diskriminacije mogoče izboljšati le prek socialnih organizacij, ki delujejo na terenu.
As the Greek Ombudsman recognises, the lack of contact between institutional mechanisms and individuals victims of discrimination can be remedied only by those social organisations that are active on the ground.
Sprejeti je treba pobude za večjo udeležbo civilne družbe, zlasti na regionalni in lokalni ravni, ki bodo presegale informacijske kampanje ter kampanje za ozaveščanje, za katere se pogosto porabi večina razpoložljivih sredstev nevladnih organizacij.
It is important to take initiatives to strengthen the participation of civil society, especially at regional and local levels, beyond general information and awareness raising campaigns, which usually absorb most of the available funds to NGOs.
Zvezam bi bilo treba nameniti sredstva za zagotavljanje neodvisne pomoči žrtvam diskriminacije ter jim podeliti pooblastila za uporabo sodnega postopka, kot je navedeno v členu 6(3) direktive.
Associations should be granted the means to provide independent assistance to victims of discrimination and should be empowered to litigate, as contemplated in article 6.3 of the Directive.
V bistvu več nevladnih organizacij na svojih spletnih straneh že nudi svetovanje v zvezi z diskriminacijo, v nekaterih državah članicah pa lahko zastopajo žrtve diskriminacije.
In fact, there are several web sites operated by NGOs providing advice concerning discrimination and in few Member States victims of discrimination may be represented by NGOs.
Spodbujanje enakosti med spoloma
Promotion of gender equality
Nacionalne zakonodaje ne prispevajo dosti k splošnejšim vidikom spodbujanja enakega obravnavanja, kot so preventivni ukrepi ali sistematične strategije proti diskriminaciji.
National legislations do not contribute much to the more general aspects of promoting equal treatment like preventative measures or systematic strategies against discrimination.
Države članice potrjujejo tudi, da vlade tesno sodelujejo s socialnimi partnerji pri oblikovanju zakonov za prenos direktive.
Member states also confirm the government's close cooperation with social partners in the drafting of the Directive's transposition acts.
o prenosu in uporabi direktive 2002/73/ES o uresničevanju načela enakega obravnavanja moških in žensk v zvezi z dostopom do zaposlitve, poklicnega usposabljanja in napredovanja ter delovnih pogojev
on the transposition and application of Directive 2002/73/EC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions
Odbor za zaposlovanje in socialne zadeve poziva obor za pravice žensk in enakost spolov kot pristojni odbor, da v svoj predlog resolucije vključi naslednje pobude:
The Committee on Employment and Social Affairs calls on the Committee on Women’s Rights and Gender Equality, as the committee responsible, to incorporate the following suggestions in its motion for a resolution:
A. ker se mnogo držav članic sooča s težavami pri prenosu direktive 2002/73/ES, zlasti pri uvajanju posebnih in ustreznih ukrepov za izboljšanje enakosti med spoloma in zmanjšanje diskriminacije glede zaposlovanja, poklicnega usposabljanja in napredovanja ter delovnih pogojev, v nacionalno zakonodajo,
A. whereas many Member States faced difficulty in transposing Directive 2002/73/EC, especially in introducing into their legislation specific and appropriate measures for improving gender equality and reducing discrimination as regards obtaining employment, vocational training and promotion, and working conditions,
B. ker kazalniki kažejo, da v letih po začetku veljave nove in izboljšanje zakonodaje o enakem obravnavanju ni bilo omembe vrednih vplivov na zmožnost žensk za zaposlitev in napredovanje,
B. whereas indicators show that there were no effects worth mentioning on the ability of women to obtain employment and promotion in the years following the entry into force of the new, improved legislation on equal treatment,
C. ker v mnogih državah članicah načela enakosti med spoloma v političnih in upravnih odločitvah ni mogoče upoštevati zaradi pomanjkanja znanja in ozaveščenosti glede tega pristopa,
C. whereas, in many Member States, gender mainstreaming in political and administrative decisions is impossible due to a lack of knowledge and awareness of this approach,
D. ker je bil v vsaki državi članici ustanovljen vsaj en organ, ki je pristojen za pospeševanje, analiziranje, spremljanje in spodbujanje enakosti med spoloma,
D. whereas, in each Member State, at least one body with responsibility for promoting, analysing, monitoring and fostering gender equality has been set up,