natgillin/translations-raw huggingface dataset:
I. ker je eno od prednostnih področij delovanja EU v prej navedenem Načrtu za enakost med ženskami in moškimi 2006–2010 enaka zastopanost pri odločanju, vključno s ciljem zagotoviti 25 % žensk na vodilnih položajih v raziskavah v javnem sektorju, ki ga je treba izpolniti do leta 2010,
I. whereas one of the priority areas for EU action in the above-mentioned Roadmap for equality between women and men 2006-2010 is equal representation in decision making, including a target of 25% of women in leading positions in public-sector research, to be met by 2010,
J. ker Evropski raziskovalni svet ni dosegel uravnoteženosti glede na spol, saj je v znanstvenem svetu od 22 članov le 5 žensk,
J. whereas the European Research Council has not achieved a gender balance with only 5 women out of 22 in the Scientific Council,
K. ker zasedajo ženske v povprečju le 15 % vodilnih akademskih položajev in imajo zato občutno manj vpliva glede na položaje odločanja na področju raziskav, čeprav je več kot 50 % študentov v EU žensk in pridobijo 43 % doktoratov v EU,
K. whereas, even though women make up more than 50% of EU students and achieve 43% of EU doctoral degrees, they hold, on average, only 15% of senior academic posts and thereby have considerably less influence with regard to decision-making positions in research,
L. ker sedanji sedmi okvirni program za predloge projektov ne zahteva obveznih akcijskih načrtov glede na spol,
L. whereas the current FP7 does not require mandatory gender action plans for project proposals,
M. ker študije kažejo, da sedanji sistemi ocenjevanja in zaposlovanja niso nevtralni glede na spol,
M. whereas studies show that existing systems of evaluation and recruitment are not gender neutral,
3. poziva Komisijo in države članice, naj sprejmejo ustrezne ukrepe, s katerimi bodo zagotovile, da prispevek žensk ne bo izključen iz publikacij o zgodovini znanosti in tehnologije, ne le zato, ker je to očitna diskriminacija, marveč tudi zato, ker je težje spodbujati prisotnost večjega števila žensk na teh področjih, če nimajo vzornic;
Calls on the Commission and Member States to take appropriate measures to ensure that women’s contribution is not excluded in publications on the history of science and technology, not just because this is a clear case of discrimination but also because the absence of role models may harm efforts to increase the presence of women in such fields;
6. poziva Komisijo in države članice, naj pri opredeljevanju pojmov odličnosti in dobrega raziskovalca ustrezno upoštevajo razlike med moško in žensko znanstveno poklicno potjo; poudarja, da so prispevki raziskovalk v svet raziskav tudi različni pogledi in izbire raziskovalnih tem;
Calls on the Commission and the Member States to take due account, in the definitions of excellence and a 'good researcher', of the differences between male and female scientific careers; stresses that female researchers also contribute to the world of research with different perspectives and choices of research topics;
9. ugotavlja, da je mobilnost bistvena za razvijanje in zagotavljanje napredovanja v karieri raziskovalca, kar je včasih težko uskladiti z družinskim življenjem, ter da je treba za lažje izvajanje tega sprejeti ustrezne politične ukrepe;
Notes that mobility is one of the crucial ways of developing and assuring research career advancement and notes that this can be difficult to reconcile with family life and that appropriate policy measures should therefore be taken to make it more viable;
11. poziva Komisijo in države članice, naj izboljšajo razmere tako, da vključijo družinski vidik prek možnosti za prilagodljiv delovni čas, boljše zmogljivosti za otroško varstvo in določbe o socialni varnosti prek meja; poziva k takim pogojem za starševski dopust, ki bi moškim in ženskam dejansko dopuščali možnost izbire; poudarja, da so za usklajevanje družinskega življenja in dela odgovorni oboji, moški in ženske;
Calls on the Commission and the Member States to improve the situation by means of integration of the family angle through possibilities for flexible working hours, improved child-care facilities and social security provision accessibility across the borders; calls for parental leave conditions that genuinely allow men and women freedom of choice; stresses that reconciling family life and work is a responsibility for both men and women;
13. poziva države članice, naj preučijo dejavnike, zaradi katerih ni veliko žensk na višjih delovnih mestih na univerzah in v rektoratih, kar močno zmanjšuje njihov vpliv pri odločanju na področju raziskav v EU, ter predlagajo ustrezne rešitve;
Calls on the Member States to analyse the factors discouraging women’s presence in senior posts in universities and education authorities, seriously reducing their influence in decision-making in research within the European Union, and to propose appropriate solutions;
21. je trdno prepričan, da je treba sprejeti posebne ukrepe zaposlovanja, usposabljanja in izvajanja odnosov z javnostjo za spodbujanje večje prisotnosti žensk na področjih, kot so tehnologija, fizika, inženiring, računalništvo in druga področja, na katerih žal še vedno prevladujejo moški;
Firmly believes that specific recruitment, training and public relations measures need to be introduced in order to promote and encourage greater participation on the part of women in fields such as technologies, physics, engineering, computer science and other domains which are still, regrettably, dominated by men;
25. poudarja, kako pomembno je spodbujati dekleta, da se odločijo za znanstveni poklic, ter predlaga, da Komisija in države članice to storijo tako, da spodbujajo raziskovalke kot vzornice ter prilagodijo in izvajajo druge ukrepe za doseganje tega cilja;
Stresses the importance of encouraging girls to take up scientific careers and suggests that the Commission and the Member States do so by promoting female researchers as role models and adopting and implementing other measures conducive to achieving this aim;
29. pozdravlja dejavnosti, ki jih izvaja evropska platforma znanstvenic, ki si prizadeva za okrepitev udeležbe žensk v znanosti in povečanje števila znanstvenic na položajih odločanja;
Welcomes the activities carried out by the European Platform of Women Scientists, which aim to enhance the participation of women in science and increase the number of women scientists in decision-making positions;
Poročilo skuša opredeliti družbene, kulturne in druge ovire, zaradi katerih so ženske premalo zastopane v znanosti.
The report seeks to identify social, cultural and other kind of barriers that account for the under-representation of women in science.
Na kratko predstavlja sedanje razmere, osredinjeno pa je na iskanje možnih rešitev in zgledov dobre prakse za izboljšanje razmer.
It will briefly introduce the context for the situation today, but the main focus of the report will be to look forward to point to possible solutions and best practices for solving the situation.
Podlaga za to poročilo so sedanje razmere v Evropi, kjer so ženske zelo slabo zastopane v znanosti.
The background for the report is the current European situation, where women are greatly underrepresented in the field of science.
Statistični podatki kažejo, da več žensk kot moških pridobi višjo izobrazbo, in vendar moški po številu še vedno presegajo ženske, kar zadeva izbiro poklica raziskovalca.
Statistics tells us that more women than men engage in taking a higher education, yet when it comes to choosing the research career, women are still outnumbered by men.
Silno povečanje udeležbe žensk v visokošolskem izobraževanju ni privedlo do ustrezne spremembe v razmerju med moškimi in ženskami, zlasti na področju študija ali poklica – tj. spremembe v horizontalni segregaciji glede na spol – in niti ni odpravilo različnega plačila glede na spol.
The huge increase in participation of women in higher education has neither led to a corresponding change in the ratio of women to men in particular fields of study or professions – that is, a change in horizontal gender segregation – nor has it eliminated the gender-specific wage gap.
Zakaj nas mora skrbeti segregacija glede na spol v znanosti?
Why should we be concerned with gender segregation in science?
Drugi pa je ta, da lahko pride do pomanjkanja znanstvenega osebja na zahtevnih področjih.
Second, we may face a shortage of scientific personnel in demanding fields.
Če nadarjenost za opravljanje zelo zahtevnega znanstvenega dela ni povezana s spolom, potem bi bilo s polno udeležbo žensk v znanosti razpoložljive delovne sile za ta področja veliko več.
If talent for doing very demanding scientific work is unrelated to sex, the pool for these fields would be much larger with women fully participating in science.
Raziskovalke so še vedno v manjšini v vladnem sektorju in visokem šolstvu – v obeh sektorjih je v EU povprečno 35 % žensk.
Women researchers are still a minority in the government and higher education sectors, with both sectors having an EU average of 35% women.
Vseeno pa je v vseh državah višji delež žensk v sektorju raziskav kot v poslovnem sektorju, kjer je njihov delež v EU po najnovejših podatkih povprečno 18 %, vendar so razlike med posameznimi državami precejšnje.
In all countries these sectors nevertheless have higher proportions of women researchers than the business enterprise sector with an EU average of 18% women according to latest data, but there are large cross-country variations.
Države z najmanj ženskami na področju raziskav v poslovnem okolju so Nemčija (11,8 %), Avstrija (10,4 %) in Nizozemska (8,7 %), v Latviji, Bolgariji in Romuniji pa je delež žensk povsod višji od 40 %.
The countries with the fewest women in business research are Germany (11.8%), Austria (10.4%) and Netherlands (8.7%) whereas Latvia, Bulgaria and Romania all have over 40% women.
Razmere se izboljšujejo zelo počasi.
The situation is improving very slowly.
Delež znanstvenic je presegel delež znanstvenikov v manj kot polovici držav, v nekaj državah pa se je odstotek znanstvenic celo zmanjšal.
Women researchers only have higher growth rates than men in less than half of the countries, and for a few countries the percentage of women researchers has decreased.
Porazdelitev raziskovalcev po številnih znanstvenih področjih kaže različne vzorce za moške in ženske.
The distribution of researchers by main fields of science shows different patterns for men and women.
Med raziskovalci na področju visokega šolstva jih 54 % dela v naravoslovnih znanostih in inženirstvu v primerjavi z deležem znanstvenic, ki znaša 37 %.
Among male researchers in the higher education sector, 54% work in natural science and engineering compared to 37% among women researchers.
Ta porazdelitev raziskovalcev na širokem področju znanosti seveda odraža študijske izbire moških in žensk v visokošolskem izobraževanju.
This distribution of researchers across the broad field of science of course reflects study choices made by men and women in higher education.
V zadnjih letih so bile predstavljene številne študije s primerjavami med državami in zgodovinskimi obdobji, kar zadeva segregacijo glede na spol.
In recent years various studies comparing countries and historical periods in light of horizontal gender segregation in higher education have been presented.
Glede na te študije se je v zadnjih dvajsetih letih delež žensk v inženirstvu v večini držav povečal.
They indicate that in the past twenty years the number of women in engineering has increased in most countries.
Vendar je to povečanje precej neznatno in pogosto manjše kot v alternativnih poklicih in področjih študija.
This increase, however, is rather small and often lower than in alternate professions and fields of study.
Drugače povedano: delež žensk se veča predvsem na področjih študija, kjer je bil že prej visok.
In other words: the increase in the number of women is occurring mostly in fields of study that already had a high percentage of females
Skupina posameznih dejavnikov, ki določajo odločitve posameznikov, je povezana s stereotipi o spolih.
A group of individual factors determining individual choices refers to gender stereotypes.
Ti stereotipi so poenostavljene, vendar pogosto globoko zakoreninjene predstave o značilnostih moških in žensk.
Gender stereotypes are simplified but often deep-rooted perceptions of male and female characteristics.
Podpirajo ohranjanje posebnih delitev vlog po spolu in poklicno segregacijo glede na spol.
They support the continuity of specific gender roles and occupational gender segregation.
Nekateri pristopi predvidevajo, da se stereotipi o spolih oblikujejo v procesu socializacije, drugi pa menijo, da je to vseživljenjski proces ustvarjanja in poustvarjanja vlog po spolu.
Some approaches assume that gender stereotypes are formed during the socialisation process whereas others suggest a lifelong process of production and reproduction of gender roles.
Glede na te stereotipe so tipično moške značilnosti med drugim zanimanje za tehnične zadeve, analitične sposobnosti, nadarjenost za obrtništvo, poklicna osredotočenost in ambicioznost, sposobnost uveljavljanja, prevlada, sebičnost in pripravljenost vlagati v to, da naredijo vtis.
Typical male characteristics – according to gender stereotypes – include, among others, their interest in technical issues, analytical competences, talent for craftsmanship, career focus and professional ambition, ability to assert themselves, dominance, selfishness, and willingness to “impression management”.
Po drugi strani tipični stereotipi o ženskih značilnostih vključujejo prepričanje, da so naklonjene otrokom, si želijo družine, cenijo složnost ter so sočutne, čustvene in nesebične.
On the other hand, typical stereotypes of female characteristics include beliefs that they are child-friendly, have an interest in family, value harmony, and are empathetic, emotional, and altruistic.
Inženirstvo je očitno bolj povezano z moškimi kot z ženskimi stereotipi, zato veljajo poklici v inženirstvu za tipično moške po naravi in navadno niso prva izbira žensk.
Engineering, obviously, is associated with male rather than female stereotypes – hence professions in engineering are considered to be typically male in nature and tend not to be a woman’s first choice.
Stereotipi o spolih niso pomembni le za odločitve moških in žensk o področju študija – vplivajo lahko tudi na postopek odločanja, povezan z dodeljevanjem delovnih mest ali financiranjem raziskav.
Gender stereotypes are not only important to the choices men and women make regarding their fields of study, they can also influence the decision making process associated with job allocation or research funding.
Posledica meril za zaposlovanje s stereotipi o moških je večja naklonjenost zaposlovanju moških, posledica meril za zaposlovanje s stereotipi o ženskah pa daje prednost zaposlovanju žensk.
Hiring criteria with male gender stereotypes lead to a preference for hiring men whereas hiring criteria with female gender stereotypes lead to a preference for hiring women.
V vrstniških skupinah imajo na medosebni ravni pomembno vlogo tudi družinsko ozadje ter mehanizmi vključevanja in izključevanja.
Family background, as well as inclusion and exclusion mechanisms among peer groups, are also factors at play on the interpersonal level.
Če se dekle v otroštvu igra z računalnikom in tehničnimi igračami, jo lahko njene prijateljice izločijo.
If a young girl plays with computers and technical toys during her childhood, she might be regarded as an outsider by her female friends.
V takih primerih se izkaže, da je družinska podpora in spodbujanje pomemben družbeni vir.
In this situation support and encouragement from the family turns out to be an important social resource.
Zato imajo študentke inženirstva in drugih vej znanosti pogosto vsaj enega od staršev s poklicem v eni od teh disciplin.
Thus, female students in engineering and other branches of science often have at least one parent with a profession in one of these disciplines.
To kaže tudi, kako pomembno je imeti vzornico, ki dela v moško usmerjenem poklicu ali na moškem področju študija.
This also points to the importance of having a female role model working in a male-centred profession or field of study.
Ne glede na vse večji dostop žensk do višje stopnje izobrazbe in vse večji delež diplomantk v inženirstvu in drugih vejah tehničnih znanosti se je segregacija glede na spol v večini držav presenetljivo malo zmanjšala.
Despite the expanding access for women to higher education and the growing proportion of female graduates in engineering and other branches of technical sciences, horizontal gender segregation has declined surprisingly little in most countries.
Obstoj “steklenega stropa” ali “lepljivih tal” za ženske, ki skušajo napredovati na višje položaje, je dobro dokumentiran in vpliva na vse poklicne sektorje, tudi tiste, v katerih prevladujejo ženske.
The existence of a “glass ceiling” or “sticky floor” for women trying to progress to senior positions is well documented and affects all occupational sectors, even those which are dominated by women.
Odsotnost žensk na vodilnih položajih je večja v znanstvenih in tehničnih poklicih kot na drugih področjih.
The absence of women in leadership positions is more acute in science and technology occupations than in other fields.
Na najvišjih položajih v akademskem svetu je 15 % žensk na položaju redne profesorice in enakovrednih drugih položajih (2003), kar v primerjavi z letom 1999 pomeni 2-odstotni porast.
At the highest positions in academia women make up 15% (2003) of full professors and equivalent and this is an increase of two percentage points compared to 1999.
Podatki o deležu žensk v znanstvenih odborih kažejo na velike razlike med državami.
Data on the share of women on scientific boards show large difference between countries.
V nordijskih državah znaša ta delež skoraj 50 %, vendar v večini držav enakost ni bila dosežena in je delež v mnogih novih državah članicah nižji od 10 %.
The Nordic counties show levels close to 50%, but in a majority of countries parity has not been reached and the percentage is below 10% for several of the new member states.
Mednarodne težnje v razpravah o razlikah med spoloma in hierarhiji v raziskovalnih ustanovah kažejo na zgradbo “v obliki cevovoda” od podiplomskega študenta do profesorja.
The international trend in discussing gender gap and hierarchy at research institutions points to a “pipeline” structure from PhD student to professor.
Večina raziskovalcev začne na ravni podiplomskega študija, nadaljuje na podoktorski ravni kot raziskovalci ali asistenti profesorjev in nato napreduje na mesto izrednega profesorja, nekateri pa sčasoma postanejo redni profesorji, kot kaže slika 3.1.
Most researchers start as PhD students, proceed as post-docs, researchers or assistant professors, and are then promoted to associate professor with some ultimately becoming full professors, as seen in Figure 3.1.
Če se delež žensk razlikuje na različnih stopnjah, se predvideva, da cevovod “pušča”, kar pomeni, da ga raziskovalke zapustijo, ker ne napredujejo.
If the share of women differs from one level to the next, it is assumed that the pipeline “leaks”, i.e. female researchers leave the pipeline because they are not promoted.
Na poklicni poti znanstvenikov možnosti za napredovanje v višje kategorije s časom naraščajo.
As scientists advance in their professional career, they are more likely to be promoted to the higher categories.
Več let mine, večja je možnost za napredovanje.
The more years spent, the higher the probability of being promoted.
Vendar kaže, da ženske počasneje napredujejo kot moški: razlike med spoloma so statistično gledano velike.
However, promotion seems to be slower for women than for men: inter-gender differences are statistically significant.
Kasnejši vstop žensk v znanost sam po sebi ne more pojasniti nizke prisotnosti žensk na višjih položajih v visokem znanstvenoraziskovalnem svetu (CSIC), saj je za podobno dolžino znanstvene kariere napredovanje pri ženskah počasnejše kot pri moških.
The later entrance of women into science cannot by itself explain the low presence of women in the upper categories at CSIC, since for a similar length of scientific career, women show slower promotion than men.
Podatki kažejo, da razlike v produktivnosti lahko prispevajo k ugotavljanju vzrokov za manjše napredovanje žensk na nekaterih področjih (vede o materialih, biologija/biomedicina, fizika), vendar pa to za ostala področja ne velja.
Data suggest that differences in productivity might contribute to explaining the lower promotion of women in some areas (materials science, biology/biomedicine, physics), but this is not the case in others.
Razlike v osebnih značilnostih, družbenih dejavnikih in dostopu do virov so bili argumenti za obrazložitev razlik v produktivnosti in neenakosti med spoloma v znanosti.
Differences in personal characteristics, social factors and access to resources have been arguments to explain differences in productivity and gender inequality in science.
Organizacijski in institucionalni dejavniki segregacije glede na spol vključujejo mehanizme neenakosti, ki delujejo na ravni ustanov, kot so podjetja, raziskovalni inštituti ali inštitucije za financiranje raziskav.
Organizational and institutional factors of gender segregation include inequality mechanisms operating at the level of establishments such as firms, research institutes, or research funding institutions.
Pomembni institucionalni mehanizmi, ki vplivajo na segregacijo po spolu, so postopki zaposlovanja, prakse napredovanja, postopki odločanja in ocenjevanja ter razširjenost kulture drugačnega obravnavanja glede na spol na delovnem mestu.
Important institutional mechanisms affecting gender segregation are the recruitment processes, the promotion practices, the decision making and evaluation processes, and the presence of gendered workplace cultures.
Postopke izbora in zaposlovanja se še redko preiskuje, zlasti zaradi težav pri ocenjevanju ustreznih institucionalnih podatkov.
Recruiting and hiring processes are still rarely studied, mainly due to difficulties in accessing the relevant institutional data.
Na vsako od teh stopenj lahko vpliva različno obravnavanje moških in žensk, odločitev o zaposlitvi pa je lahko odvisna od stereotipov o spolih ali od dajanja prednosti istemu spolu.
Each of these stages may be influenced by differential treatment of men and women, and hiring decisions can be affected by gender stereotypes or by same gender preferences.
Vloga praks napredovanja in ocenjevanja pri ustvarjanju segregacije po spolu je še manj dokumentirana od vloge, ki jo imajo pri tem prakse izbora.
The role that promotion and evaluation practices play in generating gender segregation is even less documented than that of recruitment practices.
Kar zadeva stopnjo uspešnosti glede financiranja, med podatki ni statistično pomembnih razlik, vendar je položaj moških še vedno nekoliko boljši kot položaj žensk, na določenih področjih v nekaterih državah pa še vedno prihaja do precejšnjih razlik.
As regards the funding success rates, there is no statistically significant difference, still as a rule men fare slightly better than women, and considerable gaps occur in particular fields in some counties.
Nasprotno pa je zelo majhno število prošenj, ki jih vložijo ženske, na primer v inženirstvu, veliko bolj omejujoč dejavnik.
Instead, the very low number of applications submitted by women in, for example, engineering, is a much more limiting factor.
Za konec navedimo primer kulture spolno zaznamovanega obravnavanja na delovnem mestu: “Da bi lahko bil inženir, moraš biti ustreznega videza ter imeti temu primeren način govora in vedenja.
Finally, to give an example of gendered workplace cultures: ‘To be taken as an engineer is to look like an engineer, talk like an engineer, and act as an engineer.
Za večino delovnih mest to pomeni, da moraš biti po videzu, govoru in vedenju moški«
In most workplaces this means looking, talking, and acting male’
Robinson, J.G. and J.S. McIlwee (1991): “Men, Women, and the Culture of Engineering”,
Robinson, J.G. and J.S. McIlwee (1991), ‘Men, Women, and the Culture of Engineering’,
The Sociological Quarterly, 32: 406. , in to še vedno velja.
The Sociological Quarterly, 32: 406. , — and that still holds true.