natgillin/translations-raw huggingface dataset:
D. ker se vloge žensk v industriji razlikujejo zaradi različne zastopanosti po panogah – v nekaterih sektorjih industrije so večinska delovna sila (tekstilna, oblačilna, čevljarska industrija, proizvodnja vezenin, izdelkov iz plute in kablov, električna, elektronska in živilska industrija), medtem ko so na področju visoke tehnologije premalo zastopane, zaradi česar se tudi srečujejo z različnimi težavami,
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. ker ženskam njihova spolna pripadnost še vedno ovira napredovanje v industrijskem sektorju, kar je danes še bolj izrazito,
E. whereas gender barriers still impede women’s progress in industry but are now more subtle than they used to be,
F. ker v sektorjih s pretežno žensko delovno silo prevladujejo nižje plače, kar je dokaz, da je žensko delo manj cenjeno, in ker kolektivne delovne pogodbe na splošno ne upoštevajo dovolj razsežnosti spola in posebnih potreb žensk, zato je treba sprejeti bolj obvezne ukrepe za zagotovitev izvajanja veljavne zakonodaje;
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. ker v povprečju 14 % zaposlenih žensk v EU dela v industriji, v nekaterih državah pa ta delež presega 25 %, ker je med njimi več kot 21 % zaposlenih s krajšim delovnim časom, in ker je 65 % zaposlenih s krajšim delovnim časom v industrijskem sektorju žensk,
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. ker morajo vsa podjetja ne glede na njihovo velikost in področje dejavnosti spoštovati načelo enakosti pri delu;
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. ker so ženske, ki imajo negotovo zaposlitev ali zaposlitev s skrajšanim delovni časom, s pogodbo za določen čas ali atipično pogodbo, pogosteje žrtve diskriminacije, zlasti ko imajo otroke, in ker imajo tudi na splošno manj možnosti za osnovno izobraževanje, vseživljenjsko učenje in poklicno usposabljanje; ker ženske z negotovo ali občasno zaposlitvijo pogosto ne morejo redno prispevati v pokojninski sklad, zato so bolj izpostavljene revščini v poznejšem obdobju življenja;
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. ker celovita vizija industrijske politike, ki jo predlaga Komisija (v omenjenem sporočilu „Izvajanje Lizbonskega programa Skupnosti: politični okvir za krepitev proizvodnje EU – za celovitejši pristop k industrijski politiki“), kljub številnim ciljem, ekonomski in socialni koheziji, ne upošteva dovolj razsežnosti spola,
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. ker je predelovalna industrija, ki zaposluje 86 % ženske delovne sile v industrijskem sektorju, v 99 % primerov sestavljena iz malih in srednje velikih podjetij, ki pa zaposlujejo okoli 58 % celotne delovne sile v tem sektorju,
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. ker je za današnji razvoj dela v industriji bolj značilno izginjanje tradicionalnih oblik dela kot pa izboljšanje delovnih razmer in poklicnih možnosti, zlasti za ženske,
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. ker kultura vsiljuje miselnost, da industrijski sektor ni primerno delovno okolje za ženske, kar je diskriminacija, ki vpliva na njihovo motivacijo delovno učinkovitost ter povzroča nezanimanje za poklicni razvoj, zmanjšanje usposobljenosti in dodatno poslabšanje poklicnih možnosti žensk,
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. ker so pomanjkanje storitev varstva otrok, vsiljeno delo s polovičnim delovnim časom ter pomanjkanje možnosti za usposabljanje in pomoči pri ponovni vključitvi na trg dela med seboj tesno povezani, zaradi česar ostanejo ženskam na izbiro manj kvalificirana delovna mesta brez zadostnih poklicnih možnosti,
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. ker je premalo podatkov o delitvi dela v različnih poklicnih skupinah in o višini plač v posameznih industrijskih sektorjih, ki bi bili ločeni glede na spol,
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. ker so lahko zdravstvena tveganja in vrste poklicnih bolezni različne pri ženskih in moških in ker je treba podrobneje preučiti sedanje razmere in njihove posledice, pri tem pa upoštevati tudi posledice za materinstvo,
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. ker se zaradi stalnega strokovnega izpopolnjevanja in pospešenega usposabljanja izboljšuje delovna učinkovitost žensk in njihov prispevek k razvoju gospodarstva,
Q. whereas continuing education and accelerated learning increase the productivity of women and the contribution they make,
R. ker je edino nujno delovno vzdušje takšno, ki ne dopušča diskriminacije in ki spodbuja učinkovitost delavcev in delavk ter ustvarjanje okolja, v katerem se spoštuje vsakega posameznika in njegove cilje,
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,
5. priznava potrebo po celoviti industrijski politiki, ki bo upoštevala nujno gonilno silo – konkurenčnost – obenem pa delavcem zagotavljala socialne in ekonomske pravice;
Recognises the need for an integrated industrial policy that takes account of the indispensable driving force of competitiveness, while guaranteeing workers’ social and economic rights;
9. meni, da se vloga žensk v nobenem industrijskem sektorju ne more obravnavati neodvisno od stanja industrije v Evropski uniji na splošno, izzivov, s katerimi se sooča industrija v EU, ali potreb po ustreznih rešitvah;
Is of the opinion that the role of women in any industrial sector cannot be viewed in isolation from the state of industry in the European Union generally, the challenges that industry in the EU is facing or the need for appropriate answers;
Direktiva Sveta 75/117/EGS z dne 10. februarja 1975 o približevanju zakonodaje držav članic v zvezi z uporabo načela enakega plačila za moške in ženske (UL L 45, 19.2.1975, str.
Council Directive 75/117/EEC of 10 February 1975 on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women (OJ L 45, 19.2.1975, p.
19). za boj proti razlikam med plačami, zlasti z večjo dejavnostjo sindikalnih organizacij in izdelavo postopnih sektorskih načrtov z natančno opredeljenimi cilji, s pomočjo katerih bo mogoče odpraviti posredne in neposredne razlike med plačami;
19). in order to combat wage discrimination, particularly by greater trade union involvement and by drawing up phased sectoral plans, with precise targets, which will make it possible to put an end to direct and indirect wage discrimination;
14. meni, da je treba oceniti projekte v okviru pobude EQUAL, kar zadeva ponovno ovrednotenje dela za spodbujanje enakosti, in poudarja potrebo po podpori pilotnih projektov, ki globlje opredeljujejo analizo funkcij za zagotovitev pravic na področju enakosti plačil žensk in moških in priznavajo pomembnost oseb in poklicev;
Considers it important to implement EQUAL projects aimed at giving proper status to work to promote equality, and stresses the importance of supporting pilot projects seeking to analyse exactly what jobs entail with a view to guaranteeing the right to equal pay for women and men and giving proper recognition to individuals and occupations;
17. priporoča večjo izbiro na delovnem mestu, ki bi moškim in ženskam dala več možnosti za razvoj tako družinskega življenja kakor poklicne poti; meni, da bi morala biti zaposlitev moškim in ženskam veliko lažje dostopna, da bi mogli zadostiti svojim spreminjajočim se potrebam;
Recommends that there should be more choice in the workplace, thereby enabling men and women to have greater options for the development of both their family lives and their working careers; believes that work should be much more readily available to men and women to match their changing needs;
19. poudarja, da je treba vzpostaviti mrežo zanesljivih socialnih storitev in fleksibilnost v predšolskih in osnovnošolskih ustanovah, kar bo v pomoč zaposlenim ženskam v obdobju izobraževanja njihovih otrok;
Emphasises the need for reliable social services network and for flexibility in pre-school and primary school facilities, in order to support employed women during the time they are engaged in the upbringing of their children;
23. poudarja, da je treba doseči sporazum in sprejeti kolektivne pogodbe za boj proti diskriminaciji žensk, zlasti na področju dostopa do dela, plač, delovnih pogojev, poklicnega napredovanja in usposabljanja;
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;
26. poudarja, da večina študij o delu revnih kaže na to, da so revna predvsem gospodinjstva z enim prihodkom, zlasti če denar služijo ženske; izkoreninjenje revščine in socialne izključenosti mora biti še naprej prednostna naloga politike Evropske unije; Komisijo in države članice poziva, naj si zastavijo in izvajajo visok cilj, da bi zmanjšale število revnih delavcev v Evropi;
Emphasises the fact that most studies into the working poor show that single-income households, especially where women earn that income, are particularly affected by poverty; stresses that the eradication of poverty and social exclusion must remain a political priority for the European Union; calls on the Commission and Member States to specify and pursue an ambitious objective of reducing the number of working poor in Europe;
31. obžaluje nizko udeležbo žensk v organih socialnih partnerjev in slednje poziva, naj okrepijo usposabljanje na temo enakosti med spoloma za pogajalce in podpisnike kolektivnih pogodb ter povečajo udeležbo žensk v svojih organih odločanja;
Regrets women’s scant participation in organisations set up by the social partners, and invites the social partners to intensify training on gender equality for negotiators and those responsible for collective agreements, and to strengthen women’s participation in their decision-making bodies;
34. poudarja, da je treba spodbujati vzpostavljanje ženskih mrež znotraj podjetij, med podjetji v posameznem industrijskem sektorju kot tudi med različnimi industrijskimi sektorji;
Stresses the need to encourage the creation of women’s networks within individual companies, between companies in the same industrial field and between the different industrial fields;
37. meni, da je treba širiti zglede dobre prakse na področju udeležbe žensk v industrijskih raziskavah in visokotehnološki industriji; v zvezi s tem poudarja, da je treba vodilne kadre v industrijskih podjetjih z nizko udeležbo žensk ozaveščati o vidiku spola, kar bi se moralo izraziti z določitvijo kvantitativnih ciljev;
Considers it important to disseminate existing good practice regarding women’s participation in industrial research and cutting-edge industries; stresses, in this context, the importance of raising awareness of the gender perspective among management in industrial undertakings with low female participation, which should be reflected in numerical objectives;
40. prizna, da je v nekaterih regijah zelo veliko podjetij v tekstilni in oblačilni industriji, od katere so v veliki meri odvisna delovna mesta žensk, zlasti v manj bogatih regijah EU; zahteva, da se posebno pozornost nameni zlasti uvozu izdelkov iz tretjih držav;
Recognises that some regions are characterised by a high concentration of undertakings in the textile and garment sector, on which women’s employment is heavily dependent, particularly those coming from less-favoured regions of the EU; calls for particular attention to be paid to the import of products from third countries;
44. poziva, naj se pomoči Skupnosti ne dodeljuje podjetjem, ki so jo prejela v neki državi članici, nato pa svojo proizvodno dejavnost preselila v neko drugo državo, ne da bi v celoti izpolnila pogodbe, sklenjene z državo članico;
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;
Evropska industrija doživlja izjemno preobrazbo, vendar je še vedno strateško pomembna za razvoj držav članic Evropske unije, zato je potreben razmislek o industrijskem sektorju z vidika enakosti med ženskami in moškimi.
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.
Industrijski sektorji se med seboj močno razlikujejo, zato je v njih precej različna tudi zastopanost, vloga in možnosti žensk.
There is a wide range of highly heterogeneous sectors, in which the presence, role and prospects of women working in those sectors differ considerably.
Panoge, ki po „tradiciji“ zaposlujejo ženske, so predvsem del predelovalno industrijo, kar predstavlja okoli 85 % celotne ženske delovne sile v industriji.
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.
Nastajajo pa tudi novi sektorji na področju informacijske in komunikacijske tehnologije s 15 % teh delovnih mest in visokotehnološka industrija (letalstvo, kemična industrija) z majhnim deležem zaposlenih žensk.
On the other hand there are the newly emerging ICT sectors, with 15%, and cutting-edge industry (aeronautics, chemical industry), where women are represented only to a small extent.
Po podatkih iz raziskave Eurostata o delovni sili v Evropski uniji je v EU zaposlenih oziroma opravlja gospodarsko dejavnost skoraj 200 milijonov ljudi, med katerimi je več kot 44 % žensk.
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.
V industriji dela v povprečju 14 % zaposlenih žensk, v nekaterih državah pa ta delež znaša okoli 25 % oziroma še več, zlasti v Bolgariji (28 %) in v nekaterih novih vzhodnoevropskih državah članicah, na primer na Češkem (26 %), na Slovaškem in v Romuniji, v drugih državah, na primer v Grčiji, na Madžarskem in Portugalskem, pa okoli 20 %.
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.
V industrijskem sektorju so delavci pogosto (v več kot 21 % primerov) zaposleni s krajšim delovnim časom, okoli 65 % zaposlenih s krajšim delovnim časom v tem sektorju pa je žensk.
It might also be noted that, in many cases, this takes the form of part-time employment (more than 21%), and that women represent around 65% of part-time workers in this sector.
Zaposlovanje in industrijska politika
Employment and industrial policy
Za preučitev položaja žensk v industriji je potrebna analiza različnih področij politike Skupnosti, na podlagi katere bomo izpostavili skupne prednostne naloge, posebnosti ter razlike in neskladnosti.
Studying the situation of women in industry entails an analysis of various Community policies in order to highlight the common priorities, specific characteristics, divergences and contradictions.
Evropska komisija je v sklopu lizbonske strategije predstavila analizo industrije v sporočilu ( KOM(2005)0474 ) „Izvajanje Lizbonskega programa Skupnosti: politični okvir za krepitev proizvodnje EU – za celovitejši pristop k industrijski politiki“.
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’.
Komisija v tem sporočilu med drugim navaja, da „ostaja pri svojih prejšnjih zavezah, da bo spodbujala in lajšala proces industrijske inovativnosti in sprememb“, in tudi poudarja, da je „sporočilo o akcijskem programu za rast in zaposlovanje še zlasti opozorilo, da industrijska politika temelji na partnerstvu med EU in državami članicami“.
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 .
Vendar Komisija pri navajanju izzivov v zvezi z zaposlovanjem ne upošteva razsežnosti spola in torej ne poudarja dovolj pomena zastopanosti žensk v posameznih industrijskih panogah, v katerih opravljajo predvsem nekvalificirano delo, ki je v procesu prestrukturiranja najbolj ogroženo.
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.
Zato je primerno vztrajati pri načrtnem vključevanju načela enakosti spolov v oblikovanje industrijske politike Skupnosti.
It is therefore important to stress the need for systematic recourse to gender mainstreaming when shaping Community industrial policy.
Takšen načrtni pristop, pri katerem bi morali aktivno sodelovati vsi socialni partnerji, mora omogočati oceno vpletenih strani po posameznih sektorjih glede na izzive, ob upoštevanju stopnje zaposljivosti ter ekonomske, socialne in teritorialne kohezije.
This methodical approach, which should include active participation by all the social partners, should enable an assessment to be made for all the parties concerned by the challenges, sector by sector, taking account of the level of employability and of economic, social and regional cohesion.
Razlog za izgubo konkurenčnosti podjetja je lahko nepripravljenost delovne sile na tehnološke spremembe ali nezmožnost ohranjanja človeških virov zaradi neustrezne politike usklajevanja ali dajanja prednosti konkurenci in svetovni trgovini, kar ogroža pravice žensk ter ekonomsko in socialno kohezijo.
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.
Zato tveganja zadevajo zlasti ženske, saj so v prvi vrsti ogrožene delavke, zaposlene v najšibkejših industrijskih sektorjih.
Consequently the risks are profoundly feminised, since the parties involved are primarily women in the most fragile industrial sectors.
Problem statističnih podatkov
The statistical problem
Raziskave so pokazale, da je premalo podatkov, ločenih glede na spol in delovno mesto v podjetjih, zaradi česar je težje primerjati različne sektorje in ni mogoče dovolj natančno oceniti ločevanja funkcij, ki temelji na spolu.
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.
Te pomanjkljivosti močno vplivajo na ocenjevanje dejanskih razlik v plačah in analizo poklicnega napredovanja žensk v podjetjih.
These shortcomings have significant repercussions both for the assessment of the actual wage gap and the analysis of career development for women within undertakings.
Znano je, da so ženske v nekaterih sektorjih za podobno delo še vedno plačane okoli 20 % manj kot moški.
It has been established that in some sectors there are still wage differences of around 20% between men and women in similar jobs.
Poleg tega so v poklicnih skupinah s prevladujočo žensko delovno silo plače nižje; v tovarnah večinoma delajo predvsem ženske, medtem ko moški zasedajo vodilna delovna mesta.
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.
Tako Evropski observatorij industrijskih odnosov (EIRO) v raziskavi o celovitem pristopu k enakosti med moškimi in ženskami v industrijskih odnosih opozarja na problem kvantitativnih statističnih podatkov.
For example, the EIRO study on an integrated approach to gender equality in industrial relations highlights the problem of quantitative statistical data.
Treba je okrepiti zbiranje kvantitativnih podatkov (na primer o dobri praksi), tudi v zvezi s kolektivnimi delovnimi pogodbami, zlasti pa zakonitost in stopnjo skladnosti z določbami o enakih pravicah in možnostih.
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.