natgillin/translations-raw huggingface dataset:
22. poziva Komisijo in države članice, naj v celoti in učinkovito izkoristijo obstoječe instrumente in programe EU, vključno z Evropskim socialnim skladom in Evropskim skladom za regionalni razvoj, da bi povečali udeleženost žensk na trgu dela in odpravili diskriminacijo starejših žensk na vseh področjih;
Calls on the Commission and the Member States to make full and efficient use of the existing EU instruments and programmes, including the European Social Fund and the European Regional Development Fund, to increase participation of older women in labour markets and to tackle discrimination against older women in all areas;
Ženske v vlogi negovalk in oskrbovalk
Women as care-providers
in poziva Komisijo, naj še naprej podpira razvoj struktur nege in oskrbe z uporabo sredstev strukturnega sklada;
Calls on the Member States to step up progress towards meeting the needs of families who have to take on responsibility for dependants and calls on the Commission to continue to support the development of care structures making use of the Structural Funds;
27. poudarja, da je treba zagotoviti ustrezno visok standard storitev varstva otrok ter oskrbe in nege starejših oseb in drugih odvisnih oseb, ki morajo biti na voljo za dostopno ceno in združljive z delom s polnim delovnim časom, da ženskam ne bo treba prekiniti, opustiti ali skrajšati kariere zato, da bi skrbele za potrebe odvisnih oseb v njihovi oskrbi;
Points to the need to make sufficient provision of an appropriately high standard for care services for children, older people and other dependent persons, which should be offered at affordable prices and compatible with full-time working so as to ensure that women will not be obliged to interrupt, abandon or cut short their careers in order to look after the needs of dependants in their care;
30. spodbuja države članice, naj razširijo dostopnost starševskega dopusta na stare starše in otroke, ki skrbijo za svoje starše, priznajo nego in oskrbo odvisnih oseb, obravnavajo možnost uvedbe dopusta za oskrbo in zagotovijo storitve, usposabljanje in svetovanje za negovalce in oskrbovalce;
Encourages the Member States to extend access to parental leave for grandparents and children taking care of their parents, to recognise caring for dependent persons, while considering the possibility of developing a carer's leave and to provide services, training and counselling for care-givers;
34. poziva države članice, naj razmislijo o različnih bivalnih možnostih in družbenih skupinah in organizacijah za pomoč kot načinov za preprečevanje osamljenosti med starejšimi ženskami in ustvarjanje ugodnega okolja za medgeneracijsko solidarnost;
Asks the Member States to consider exploring a range of accommodation options and supporting community groups and organisations as a way of combating isolation among elderly women and creating a favourable environment for intergenerational solidarity;
37. spodbuja Komisijo in države članice, naj priznajo tudi pomen kurativne in paliativne zdravstvene oskrbe, ki upoštevata spol in starost bolnikov, poziva države članice, naj povečajo raziskovanje bolezni, povezanih s spolom, vključno z raziskovanjem vzrokov, možne preventive in zdravljenja teh bolezni;
Encourages the Commission and the Member States to recognise the importance of gender- and age-sensitive curative and palliative health care; calls on the Member States to expand research into gender-related diseases, including research into the causes, possible prevention and treatments of these diseases;
Ženske ne predstavljajo nič manj kot 50 % prebivalstva vseh držav EU in so zato pomemben del delovne sile.
Women comprise no less than 50% of the population in any EU country, therefore women are a significant sector of the work force.
Evropa ima poleg tega najvišji delež starejših žensk v svetu.
What’s more, Europe has the highest proportion of older women in the world.
Eden od ciljev strategije Evropa 2020 je boj proti revščini in spodbujanje zaposlovanja, in sicer z zvišanjem odstotka zaposlenosti na 75 % in z zmanjšanjem revščine za dvajset milijonov.
One of the goals of the Europe 2020 Strategy is to combat poverty and promote employment by increasing the rate of employment to 75% and reducing the poverty by 20 million.
Starejši ljudje predstavljajo obsežen in rastoč delež prebivalstva Evropske unije.
Older people are a large and growing section of the EU’s population.
Trajnostna zagotovitev pokojnin bo velik izziv, saj se evropsko prebivalstvo vse bolj stara, stopnja rodnosti ostaja nizka, delovna sila se krči, zdravih upokojencev, ki dolgo živijo, pa je vse več.
As Europe’s populations became increasingly old, it is a huge challenge to ensure sustainable pensions because of low birth rates, shrinking workforce and growing number of healthy and long-lived pensioners.
Starejši prebivalci predstavljajo ogromen kulturni, družbeni in profesionalni vir.
Older people represent an enormous cultural, social and professional resource.
Njihov nenehen in pogosto neplačan doprinos k družbi je prevečkrat spregledan, njihov potencial za večjo udeležbo in prispevek pa ostaja neizkoriščen.
Their ongoing contribution to society, often in an unpaid capacity, is too often overlooked, and their potential for wider involvement and contribution left untapped.
Poleg tega bo generacija „baby-boom”, rojena po 2. svetovni vojni, v naslednjih nekaj letih zapustila delovni trg.
What’s more, World War II baby boom generation will leave the labour market within the next years.
Če želimo uresničiti cilje strategije Evropa 2020, je to zadnja priložnost, da jih obdržimo na delovnem trgu.
If we want to fulfil the Europe 2020 targets, this is the last chance to keep them in the labour market.
Omenjena generacija zastopa 37 % stopnje zaposlenosti pa tudi največji delež revščine, torej predstavlja ogromen potencial za izpolnitev cilja 75-odstotne zaposlenosti pa tudi zmanjševanja revščine z zagotovitvijo višjih pokojnin.
This generation has a 37% employment rate and poverty rate is the most expended among this generation, therefore they embody a huge potential to meet the 75% employment target and also to tackle poverty by ensuring a higher pension.
Pojavlja se splošna zaskrbljenost, da bi starejše generacije postale vse težje breme za mlajše in delovno sposobne, kar bi utegnilo sprožiti generacijsko nestrpnost.
There is a generally spread fear that the older generation is becoming a heavy burden on younger and working-age people and this could result in tensions between generations.
Ključna priložnost za reševanje izziva demografskega staranja in ohranitve medgeneracijske solidarnosti je v tem, da bodo prebivalci ostali dlje na delovnem trgu ter da bodo zdravi, aktivni in samostojni še dolgo po upokojitvi.
A key opportunity for tackling the challenge of demographic ageing and preserving intergenerational solidarity consists among others in ensuring that people stay longer on the labour market and remain healthy, active and autonomous for longer after they retire.
Medgeneracijska solidarnost je tako pri oblikovanju politike kot pri osveščanju že dolgo najvišje uvrščena naloga na dnevnem redu EU.
The solidarity between generations has long been high on the EU agenda, both in terms of policy-making and of awareness-raising.
Ženske na trgu dela
Women on the labour marke t
Starejše ženske se na trgu dela soočajo z najmanj dvojno obliko diskriminacije, in sicer zaradi starosti ter spola, pa tudi večje ranljivosti na delovnem trgu zaradi značilno ženskih delovnih poti.
Older women face at least a twofold discrimination in the labour market based on gender and age, combined with their greater vulnerability in the labour market caused by women-specific work trajectories.
Stopnja zaposlenosti žensk med 55. in 64. letom starosti je leta 2009 znašala 37,8 % v primerjavi s 54,8 % moških iste starosti.
The employment rate of women between 55-64 years was 37.8% in 2009 compared to 54.8% of men of same age.
Stopnja brezposelnih žensk je v primerjavi z moškimi višja v 21 državah članicah in čeprav je dolgoročna stopnja brezposelnosti večja pri moških v 12 državah, je brezposelnost žensk večkrat prikazana kot „neaktivnost“, če so poročene ali imajo otroke.
The unemployment rate is higher for women than men in 21 Member States, and even though the long-term unemployment rate is higher for men than for women in 12 countries, women’s unemployment is more likely to be hidden as ‘inactivity’ if they are married or have children.
Stopnja krajšega delovnega časa je pri ženskah štirikrat višja kot pri moških, medtem ko starejše delavke prestavljajo največji delež zaposlenosti za krajši delovni čas s 37 % v primerjavi z 12 % pri moških.
The incidence of part-time work is four times higher among women than men, while older female workers show the highest proportion of part-time employment at 37% compared with 12% of older men.
Poleg tega je razlika med plačili v starosti veliko večja kot na začetku delovne kariere.
Furthermore, gender pay gap is much higher at older age than at the beginning of the working career.
To je posledica prekinitev poklicne poti, ki so jih ženske primorane narediti, zlasti zaradi materinstva.
It reflects the career breaks women need to make, in particular due to giving birth.
Ženske, zlasti starejše, pa imajo na splošno tudi manj priložnosti za učenje, zaradi česar je prilagajanje delovnim zahtevam skrajno težko.
In addition, there are fewer learning opportunities for women in general, in particular for mature women, making the adaptation to labour demand extremely difficult.
Usposabljanje in razvijanje novih sposobnosti bi zatorej lahko starejšim ženskam omogočilo večjo udeležbo na delovnem trgu.
Training and the development of new skills may thus help elderly women to participate more fully in the labour market.
Razlike med spoloma v starosti so največkrat posledica pomanjkljivosti na trgu dela, ki so se pri ženskah nabrale v zgodnjem življenjskem obdobju, kar vodi v stalno revščino kljub zaposlenosti, zgodnjo upokojitev in neaktivnost ter ohranjanje nizko-kvalificiranih in slabo plačanih služb.
In seniority, gender differences are mainly the results of the labour market disadvantage women accumulated in their earlier stages of the life cycle, which leads to the persistency of in-work poverty, to early retirement and inactivity, and to the permanence in low-skilled and low-paid jobs.
Ženske so v primerjavi z moškimi veliko bolj podvržene počasnejšemu razvoju kariere, krajši in prekinjeni karieri ter manjšemu zaslužku.
Women have a greater likelihood for slower, shorter and/or interrupted careers and on average lower earnings than men.
Razlika med spoloma v socialnoekonomskem statusu deloma izvira iz tradicionalne delitve dela glede na spol, kjer so moški bili primarno zadolženi za preživljanje družine, ženske pa za neplačano gospodinjenje in skrb za družino, kar ima ogromen vpliv na zmožnost moških in žensk za pridobitev pokojninskih pravic.
The gender differences in socio-economic status are partially rooted in the traditional gender division of labour, where men bear the primary responsibility for breadwinning and women for unpaid housework and family care, which has a huge impact on men’s and women’s ability to accumulate social security entitlements for their pension age.
Ženske se na trgu dela še posebej pogosto soočajo z neprijetnostmi zaradi večkrat neplačanih obveznosti za nego, kar jih kasneje onemogoča pri uveljavljanju pravice do pokojnine.
Often, women face disadvantages in the labour market, in particular because of their, often unpaid, care responsibilities, what results in penalising them in their pension entitlements.
Nižji življenjski zaslužki žensk vplivajo na višino pokojnine v obliki shem na podlagi individualnega zaslužka in delovne dobe, kar povečuje nevarnost revščine v starosti.
The lower lifetime earnings of women impacts on their pensions in schemes built on individual earnings and employment records, thus increasing risks of old age poverty.
Zaradi daljše življenjske dobe ženke v obdobju starosti predstavljajo tudi večino.
In addition, women have a longer life expectancy, because of which they predominate among the elderly.
Zaradi tega so ženske med osamljenimi starejšimi vse bolj številčne.
This leads to the fact that women are often and increasingly over-represented among the isolated elderly.
Vdove in samske starejše ženske so na splošno bolj izpostavljene revščini, osamljenosti in družbeni izključenosti.
Widows and lone elderly women in general are at a high risk of poverty, isolation and social exclusion.
Starostna diskriminacija žensk po 50. letu starosti na delovnem trgu je pogostejša kot pri vseh drugih starostnih skupinah in se lahko pojavlja v različnih oblikah.
Age discrimination of women over 50 in the labour market is reported more frequently than in other age groups and may take different forms.
Pri starejših ženskah so posebej velike težave zaradi pomanjkanja možnosti usposabljanja in zastarelosti znanja, saj morajo zaradi družinskih obveznosti pogosteje prekiniti kariero in dosežejo nižjo izobrazbeno stopnjo v primerjavi z moškimi.
The issues of lack of training opportunities and skill obsolescence are particularly relevant for older women, due to more frequent career breaks caused by family related responsibilities and by the lower level of educational attainment compared with men of the same age.
Zdravstvene težave in zastarelost znanja poleg tega lahko onemogočijo običajni delovni čas, izpolnitev delovnih obveznosti znotraj njega in delovno produktivnost.
Moreover, health-related problems and skill obsolescence may prevent them from sustaining standard working hours, performing within normal working arrangements and exerting a good labour productivity.
Vsi ti dejavniki lahko starejše ženske privedejo ali prisilijo v zgodnjo upokojitev in neaktivnost.
All these factors may induce or force the elderly to early retirement and inactivity.
Čeprav so vzorci spolne neenakosti in vzroki zanjo na delovnem trgu strogo povezani s starostjo in je pomen spodbujanja pristopa k zaposlitvi po življenjskem obdobju priznan v večini držav članic EU, je večina sedanjih politik trga dela, ki spodbujajo enakost spolov, namenjena ženskam in moškim v odraslem obdobju, s tem pa se pogosto spregleda neprijeten položaj mlajših in starejših žensk v primerjavi z moškimi enake starosti.
Though the patterns and causes of gender inequality in the labour market are strictly related to the stage of lifecycle and the importance of promoting a lifecycle approach to work is widely acknowledged by most EU countries, the majority of the active labour market policies promoting gender equality are addressed to women and men in adulthood, often disregarding the disadvantaged position of young and old women compared with men of the same age.
Kljub priznanju večine držav članic, da so starejše ženske pri delovnem vključevanju prikrajšane, ukrepi za pomoč starejšim delavcem v zadnjih letih na splošno ne poudarjajo dovolj enakosti spolov ali pa v veliki meri ne upoštevajo razlike v položaju starejših moških in žensk.
Even though the majority of Member States recognise that older women are at a disadvantage in terms of labour inclusion, measures taken for older workers in recent years are, in general, either not explicitly gender mainstreamed or largely ignore the different situations of older men and women.
Pristop k aktivnemu staranju zaenkrat na široko poudarja zaposljivost starejših delavcev, kar se pozna pri glavni vlogi pokojninskih reform in reform socialne varnosti s poglavitnim ciljem, da se z zakonom poviša starost za upokojitev.
The approach to active ageing has so far extensively focussed on senior worker employability, resulting in a dominant role played by pensions and social security reforms, with the main aim of postponing the age of retirements by law.
Toda večina ukrepov temelji na prevladujoči karierni poti in upokojitvi moških ter ni usmerjena k enakosti spolov.
However, most measures are based on the dominant male trajectory of work and retirement and are not explicitly gender mainstreamed.
Ker torej na zaposlitev žensk nenehno vplivajo prekinitev kariere, krajši delovni čas, nizko plačilo in razlike v plačilu glede na spol, utegnejo ženske v starosti postati žrtve večplastne diskriminacije.
Thus, while repeated career breaks, part-time work, low pay and the gender pay gap characterise women’s employment, in old age they may be the object of multiple discrimination.
Primer: kljub nižji starosti v primerjavi z moškimi so ženske na delovnem trgu pogosto obravnavane kot „stare“, medtem ko breme nege in oskrbe povzroča veliko oviro pri zaposlovanju starejših žensk.
For example, in the labour market women are frequently regarded as ‘old’ at a much younger age than men, while care burdens can produce high barrier to the employment of older women.
Torej je še vedno potrebno razviti sistematičen in celovit pristop k politiki aktivnega trga dela, vključno s posebnimi zdravstvenimi in varnostnimi ukrepi na delovnem mestu z izrecno poudarjeno enakostjo med spoloma.
So a systematic and comprehensive approach to active labour market policies including special health and safety measures at workplaces with an explicit gender mainstreaming strategy is yet to be developed.
Za boljše razumevanje stanja in izzivov kot tudi za napovedovanje trendov je potrebno zbrati ter analizirati primerljive podatke glede na spol in starost.
For a better understanding of the situation and challenges as well as to predict the trends, comparable gender and age-specific data need to be collected and analysed.
Čeprav je pokojnina poglavitni razlog za umik starejših moških s trga dela, je ta pojav pri ženskah bolj raznolik.
Although retirement is the main reason for older men to be outside the labour market, the picture is more mixed for older women.
Osebne in družinske obveznosti so pri ženskah pomembnejši vzrok za nesodelovanje kot pa pokojnina.
For them personal or family responsibilities are a more important reason for the non-participation than retirement.
Ukinitev prakse obvezne upokojitve, nudenje večjih prostorov za oskrbo, zlasti za starejše ženske, in obravnavanje negativnega dojemanja nekaterih starejših delavcev o obetih na delovnem trgu bi lahko bistveno povečali aktivno sodelovanje starejših.
Terminating the practice of compulsory retirement, providing greater care support facilities, in particular for older women and addressing the negative perceptions of certain older workers about their labour market prospects could result in significant increases in the active participation of older people.
Da bi starejše delavce spodbudili k daljšemu delu, je potrebno obravnavati razvoj primernih delovnih možnosti ter delovnih in zaposlovalnih pogojev.
It should be considered to create appropriate employment opportunities and the right working and employment conditions to encourage older workers to remain in work for longer.
Zanimivo je dejstvo, da imajo države z visoko stopnjo zaposlenosti žensk tudi višjo stopnjo rodnosti, zaradi česar je lahko doseganje ugodnega ravnovesja med službo in življenjem pri ženskah ključnega pomena tako za višjo zaposljivost žensk kot za relativno visoko stopnjo rodnosti.
Interesting fact is that countries with high levels of female employment also have higher fertility rates, suggesting that achieving a satisfactory work–life balance for women may be crucial to both higher female employment and a relatively high fertility rate.
Krajši delovni čas se dojema kot dober način postopnega prehoda z zaposlenosti na upokojitev, toda le okoli 11 % moških in 38 % žensk med 55. in 64. letom starosti dela krajši delovni čas.
Part-time work is seen as a good way of achieving a gradual transition from work to retirement, but only about 11% of men and 38% of women aged 55–64 years work part time.
Najbolj značilen se torej še vedno zdi prehod s polnega delovnega časa na polno upokojitev.
Thus, the typical transition still seems to be from full-time employment to full-time retirement.
Ženske kot oskrbnice
Woman as care-givers
Starejše ženske predstavljajo pomemben doprinos k družbi v več pogledih: nudijo pomoč svojim otrokom, vnukom pa tudi staršem, so primarne oskrbnice in prostovoljke, toda njihova vloga oskrbnic ni dovolj cenjena.
Older women represent an important contribution to the society in a variety of ways: they offer help to their children and grandchildren but also parents, they are the primary care-givers and work as volunteers, however the caring role of older people is not sufficiently appreciated.
Pri pristopu z vidika spolov pa je še posebej občutljivo vprašanje dolgotrajne oskrbe, saj so v večini evropskih držav največkrat ženske tako upravičenke prejemanja pomoči (zaradi daljše življenjske dobe) kot tudi oskrbnice (ponavadi nudijo neplačano in neuradno pomoč, kar pogosto vpliva na kakovost njihovega življenja).
The issue of long-term care is particularly sensitive to a gender approach, because in most European countries women are the majority of both the beneficiaries (due to their generally longer life expectancy) and the care suppliers (usually supplying unpaid, informal care which often impacts on their quality of life).
Večina oskrbnikov starejših in invalidnih oseb so ženske, zaradi pojava staranja prebivalstva pa je breme zanje vse težje, kar vpliva na kakovost njihovega življenja.
The majority of carers for the elderly and the disabled are women and due to the phenomenon of the ageing population the care burden that women have to bear is constantly increasing, impacting also on their quality of life.
Vedno več Evropejcev potrebuje pomoč v vsakdanjem življenju, ki pa jo najpogosteje kot prostovoljke nudijo ženske.
In Europe a growing share of the population needs assistance in daily living, which is very often provided by women on a voluntary basis.
Včasih nujnost nenehne pomoči oskrbnika privede, da pusti službo.
Sometimes the need of continuous assistance may induce the carer to leave work.
Ker so družinske oskrbnice večinoma ženske po 50. letu starosti, katerih stopnja zaposlenosti še vedno ne izpolnjuje ciljev EU, bo izboljšanje njihovih zaposlitvenih možnosti zahtevalo novo politiko in vire, ki bi jim omogočili združenje delovnih in družinskih obveznosti, ter spodbujanje medgeneracijske solidarnosti v družinah.
As family carers are mainly women over 50, whose employment rates still fall short of EU targets, improving their employment options will require new policies and resources to enable them to reconcile work and family life and promote intergenerational solidarity within families
Osamljene starejše osebe so vse pogosteje ženske zaradi naraščajoče stopnje ločitev in krajše življenjske dobe moških.
Women are often and increasingly over-represented among the isolated elderly, as a consequence of rising divorce rates and shorter life-expectancy of men.
Revščina, osamljenost in socialna izključenost so za vdove in samske starejše ženske na splošno bolj tvegane.
Widows and lone elderly women in general are at a higher risk of poverty, isolation and social exclusion.
Organizacija za ekonomsko sodelovanje in razvoj (OECD) neuradne oskrbnike deli na tri kategorije.
According to the OECD, informal care-givers can be divided into three categories.
V prvo kategorijo sodijo sorodniki, prijatelji ali prostovoljci, ki za svoje delo ne prejmejo nikakršnega nadomestila.
The first includes relatives, friends or volunteers that do not receive any form of compensation for their engagement.
V drugi kategoriji so neuradni skrbniki, ki prejemajo denarno plačilo oz. pomoč v sklopu programov za denarno nadomestilo in izbiro potrošnikov.
The second category includes informal care-givers that receive cash benefits/allowance as part of cash benefit programmes and consumer-choice programmes.
To so ponavadi sorodniki in prijatelji.
They are usually relatives or friends.
V zadnjo kategorijo sodijo neprijavljeni oz. nezakoniti neuradni oskrbniki.
The last category includes undeclared/illegal informal care-givers.
To so oskrbniki, ki od oskrbovanca prejmejo določeno plačilo, toda brez vsakršne pogodbe o delu.
They are care-givers who receive some form of payments by care recipients but without any form of employment contract.