natgillin/translations-raw huggingface dataset:
ker zastopanost moških in žensk v gospodarskih zbornicah ter sindikalnih in delodajalskih organizacijah še zdaleč ni uravnotežena, kar je odraz nizke zastopanosti žensk v vodstvenih organih podjetij; ker gospodarske zbornice ter organizacije, ki predstavljajo sindikate in delodajalce lahko prispevajo k širjenju in izmenjavi dobrih praks na tem področju,
whereas chambers of commerce and industry and the organisations that represent trade unions and employers have a long way to go to achieve a balanced representation of men and women, and this mirrors the low proportion of women in corporate management bodies; whereas, however, chambers of commerce and industry and the organisations that represent trade unions and employers can contribute to the dissemination and exchange of good practice in this respect,
ker je naloga oblikovalcev politik na ravni EU, držav članic in v podjetjih odpravljati ovire za vstop žensk na trg dela na splošno in še posebej v vodstvene organe, zagotavljati ženskam enake možnosti, da lahko dostopajo do odgovornih mest in se zagotovi učinkovita uporaba vseh obstoječih virov, optimizirati pretok znanja in usposobljenosti žensk ter čim bolj izkoristiti človeški potencial Evropske unije, ter da se tako zavarujejo temeljne vrednote Evropske unije, saj je enakost eno od osnovnih načel,
whereas it is incumbent on policymakers at both EU and Member State level and on companies to remove the barriers to women joining the labour market generally and management bodies in particular, and to offer women equal opportunities so that they can obtain senior posts, with a view to ensuring that all existing resources are efficiently utilised, that women's skills and strengths are channelled to best effect, that the best possible use is made of the Union's human potential, and that the EU's core values are defended, given that equality is a fundamental principle,
ker so bile pobude in proaktivni ukrepi za boljšo zastopanost žensk, ki so bili sprejeti v zasebnem sektorju, kot so ukrepi za razvoj človeških virov v podjetjih in boljše podpiranje poklicne poti žensk ali ustanovitev mrež zunaj podjetij za razvijanje udeležbe in spodbujanje žensk ter redna izmenjava dobrih praks, koristni in bi jih bilo treba spodbujati, čeprav še niso bili dovolj, da bi se spremenil položaj v podjetjih, in ker so ženske na upravi ravni še vedno nezadostno zastopane,
whereas the proactive initiatives and measures taken by the private sector to increase female representation – such as in-company human-resources development with a view to improved career support for women, or the creation of networks, beyond the bounds of the company, to encourage women's participation and advancement as well as regular exchanges of good practice – have proved useful and should be encouraged even if they are not yet sufficient to alter the status quo within companies, and women remain under-represented at management level,
ker je Komisija objavila, da bo predstavila zakonodajne ukrepe za zagotovitev, da podjetja, ki kotirajo na borzi, učinkovito ukrepajo za zagotovitev enake zastopanosti žensk in moških v upravi, v primeru, če se tega ne bi doseglo v naslednjih 12 mesecih s samoregulacijo,
whereas the Commission has announced that it will present legislative measures to ensure that publicly listed companies take effective measures to reach equal representation of women and men in boards, in case self-regulation fails to do so within the next 12 months,
pozdravlja ukrepe, ki jih je napovedala Komisija 1. marca 2011, zlasti namero, da leta 2012 predlaga evropsko zakonodajo, če podjetja ne bodo uspela s prostovoljnimi ukrepi doseči cilja 30-odstotne zastopanosti žensk v vodstvih podjetij do leta 2015 in 40-odstotne do leta 2020,
Welcomes the measures announced by the Commission on 1 March 2011, and in particular the Commission's intention to propose European legislation in 2012 if companies do not manage to achieve through voluntary measures the targets of 30% women on company boards by 2015 and 40% by 2020,
poziva podjetja, naj dosežejo kritični prag 30-odstotne zastopanosti žensk v vodstvenih organih do leta 2015 in 40-odstotne do leta 2020,
Urges companies to reach the critical threshold of 30% female membership of management bodies by 2015 and 40% by 2020,
ugotavlja velik napredek v zastopanosti žensk na Norveškem, odkar je bil leta 2003 sprejet zakon, ki določa 40-odstotno spodnjo mejo zastopanosti za vsak spol v vodstvu podjetij, ki kotirajo na borzi in imajo več kot 500 zaposlenih in določa učinkovite sankcije za neizpolnjevanje;
Notes the clear progress on women's representation in Norway since the adoption in 2003 of legislation requiring a minimum of 40% of both women and men on boards of listed companies with a workforce of more than 500 and making provision for effective sanctions for non-compliance;
poudarja, da morajo podjetja zagotavljati enako obravnavanje in enake možnosti za moške in ženske, ter da je zato treba sprejeti ukrepe za preprečevanje vseh vrst diskriminacije;
Stresses that companies are required to ensure equal treatment of and equal opportunities for men and women at work and with this aim in view measures should be adopted to prevent any kind of discrimination;
pozdravlja pobude držav članic, na primer Francije, Nizozemske in Španije, o določitvi spodnje meje za zastopanost žensk v vodstvenih organih in spremlja razprave o zastopanosti žensk v drugih državah članicah, kot so Belgija, Nemčija in Italija; ugotavlja, da samo izražena politična volja omogoča pospešitev sprejetja zavezujočih ukrepov, ki pripomorejo k uravnoteženi zastopanosti moških in žensk v vodstvenih organih podjetij;
Welcomes the initiatives of Member States such as France, the Netherlands and Spain in setting thresholds, which companies have to achieve, for women's representation on management bodies, and is following the debate about women's representation in other Member States, such as Belgium, Germany and Italy; notes that demonstrating political will is the only way of speeding up the process of getting binding measures adopted to help ensure the balanced representation women and men in corporate management bodies;
pozdravlja finski kodeks o upravljanju podjetij, ki določa, da morajo biti v organih odločanja v podjetjih predstavniki obeh spolov, kršitve pa je treba javno objaviti; ugotavlja, da je zaradi kodeksa v organih odločanja finskih podjetij 25-odstotni delež žensk, delež podjetij, ki kotirajo na borzi in ki imajo ženske v nadzornem ali upravnem odboru, pa se je v dveh letih od začetka veljavnosti kodeksa povečal z 51 % na 70 %;
Welcomes Finland's Corporate Governance Code, under which firms' decision-taking bodies must contain both male and female representatives and there must be public disclosure of any non-compliance; notes that, because of the code, the proportion of women on Finnish firms' decision-taking bodies is now 25% and that, since the introduction of the code was announced, the proportion of stock exchange-listed firms with women on supervisory or management boards has increased from 51% to about 70%;
vztraja, da se na mesta v vodstvenih organih podjetij zaposlovati na podlagi potrebne strokovne usposobljenosti v obliki znanj, kvalifikacij in izkušenj ter da je morajo politike zaposlovanja v podjetjih spoštovati načela preglednosti, objektivnosti, vključevanja, učinkovitosti, nerazlikovanja in enakosti spolov;
Insists that recruitment to positions in corporate management bodies must be based on the competence required in the form of skills, qualifications and experience and that the principles of transparency, objectiveness, inclusiveness, effectiveness, non-discrimination and gender equality must be observed in corporate recruitment policies;
meni, da je treba razmisliti o uvedbi učinkovitih pravila za preprečevanje prevzemanja več funkcij v upravnih svetih, ki bi sprostila mesta za ženske, pa tudi zaradi večje učinkovitosti in neodvisnosti upravljavcev srednjih in velikih podjetij;
Takes the view that cosideration should be given to introducing effective rules to prevent people from holding multiple positions on boards of directors, both in order to free up posts for women and to help ensure the effectiveness and independence of board members of medium-sized and large companies;
poudarja, da bi morala javna podjetja, ki kotirajo na borzi ravnati zgledno in da bi morala prva uveljaviti uravnoteženo zastopanost žensk in moških v svojih odborih in na vodilnih mestih na vseh ravneh;
Stresses that public enterprises listed on stock exchanges should set an example in implementing balanced representation of women and men on their boards and in management positions at all levels,
poziva države članice in Komisijo, naj uveljavljajo nove politike, ki bodo omogočile večjo udeležbo žensk pri vodenju podjetij, zlasti tako da:
Invites the Member States and the Commission to implement new policies to enable more women to become involved in managing companies, in particular by:
začnejo dialog z upravnimi odbori velikih podjetij in socialnimi partnerji, ki ne bo omejen zgolj na vprašanje kvot, o načinih za povečevanje zastopanosti žensk, ki bi lahko potekal letno;
initiating a dialogue, not limited to the issue of quotas, with the boards of large companies and with the social partners about ways of increasing female representation, which could take place annually;
podprejo pobude za ovrednotenje in spodbujanje enakosti moških in žensk v odborih za zaposlovanje in na področjih, kot so razlike v plačilu, klasifikacija poklicev, usposabljanje ali poklicni razvoj;
supporting initiatives to assess and promote male-female equality on recruitment committees and in other areas, e.g. with regard to wage differentials, job classification, training and career patterns;
spodbujajo družbeno odgovornost evropskih podjetij, z zavezo, ki zagotavlja odgovornost menedžerjev za ženske in za družinam prijazne storitve;
promoting corporate social responsibility for European companies, with a commitment to ensuring managerial responsibility for women and family-friendly services;
podpirajo kulturne ukrepe za usmerjanje mladih žensk k znanstvenemu in tehničnemu študiju, kot poziva Ekonomsko-socialni svet OZN;
supporting cultural measures to orient young women more towards scientific and technological studies, as called for by the United Nations Economic and Social Council;
uvedejo posebne ukrepe in ureditve za ustrezno zagotavljanje visokokakovostnih in cenovno dostopnih storitev, na primer varstva za otroke, starejše in druge odvisne osebe, finančne spodbude za podjetja ali druga nadomestila, ki bodo ženskam in moškim, zaposlenim v podjetjih, omogočili usklajevanje družinskega in poklicnega življenja;
introducing specific measures and arrangements for the provision of high-quality and affordable services, for example childcare and care of the elderly and other dependent persons, fiscal incentives for companies or other compensation to help women and men employed by businesses to balance family and work commitments;
razvijajo individualne sposobnosti žensk v podjetju, da jih s posebnimi nadaljevalnimi tečaji in drugimi oblikami poklicnega usposabljanja, kot so usmerjeno mentorstvo in mreženje učinkovito pripravijo na opravljanje vodstvenih nalog na vseh ravneh;
developing women's individual capabilities in-house, by means of specific further-training courses and other forms of professional support, such as dedicated mentoring and networking in order to prepare them effectively for management duties at all levels;
razvijajo izobraževanje o enakosti spolov in nerazlikovanju;
developing training on gender equality and non-discrimination;
spodbujajo natančne in izmerljive obveznosti podjetij;
promoting precise and quantifiable commitments on the part of companies;
spodbujajo vse zainteresirane strani, naj pripravijo pobude, da bi spremenili zaznavo žensk na področju dela, hkrati pa tudi njihov samopodobo, da bi več ženskam omogočili sprejemanje odgovornosti vodenja podjetja na operativni in ne zgolj na administrativni ravni podjetja; meni, da bi take pobude morale spodbujati dekleta in mlade ženske k temu, da bi ob podpori učiteljev, družine in različnih vzornikov razmišljale o širši paleti poklicev, ter prispevati k temu, da bi evropski mediji pozitivno predstavljali ženske na vodstvenih položajih;
encouraging all stakeholders to set up initiatives to change the way women are perceived and women's self-perception in the work field, so as to enable more women to take on leadership responsibilities on the operational side of the business, and not just on the functional side; takes the view that such initiatives should aim at encouraging girls and young women to consider a broader spectrum of careers with the support of teachers, family members and various role models, and presenting female leadership positively in the European media;
opredelijo načine za povečanje zastopanosti žensk iz zlasti pomanjkljivo zastopanih skupin, kot so priseljenci ali etnične manjšine;
identifying ways to increase the representation of women from particularly under-represented groups, such as those from an immigrant or ethnic-minority background;
poudarja vprašanje razlik v plačilu v podjetjih, zlasti razlike med plačami žensk na vodilnih mestih in njihovih moških kolegov; poziva države članice in Komisijo, naj sprejmejo ukrepe za boj proti vztrajni neenakosti pri plačilu, ki je povezana s tradicionalnimi stereotipi, ki vplivajo na poklicni razvoj in prispevajo k slabi zastopanosti žensk v vodstvenih organih podjetij;
Emphasises the problem of pay differentials within companies and, in particular, differences between the salaries of women in management positions and those received by their male counterparts; calls on Member States and the Commission to take measures to tackle the lingering pay inequality connected with traditional stereotypes which affect career development and are partly responsible for women's under-representation on corporate management bodies;
meni zlasti, da bi morala podjetja, ki morajo predložiti neskrajšan izkaz poslovnega izida, v razumnem časovnem obdobju doseči uravnoteženo zastopanost žensk in moških v svojih odborih;
Considers in particular that companies required to submit unabridged profit and loss accounts should be required to achieve balanced representation of women and men on their boards within a reasonable time frame;
spodbuja podjetja, naj sprejmejo in izvajajo kodekse upravljanja podjetij za spodbujanje enakosti spolov v upravah podjetij, z izvajanjem skupnega pritiska od znotraj vplivajo na organizacije, da ravnajo v skladu s pravilom „upoštevaj ali pojasni“, ter razložijo, zakaj v upravi ni vsaj ene ženske predstavnice;
Encourages companies to adopt and implement corporate governance codes as a means of promoting gender equality on company boards, utilising peer pressure to influence organisations from within and implementing the ‘comply or explain’ rule, obliging companies to clarify why there is not at least one woman on the board;
meni, da bi morale države članice in Komisija uvesti pobude za pravičnejšo delitev družinskega varstva in odgovornosti ne samo v družini, pač pa tudi med družino in družbo, ter za zmanjševanje razlik v plači med ženskami in moškimi za enako delo; meni, da je treba sprejeti posebne ukrepe za:
Takes the view that the Member States and the Commission should set up initiatives designed to address the fairer sharing of family care responsibilities not only within the family, but also between the family and society and reduce the disparities in the salaries earned by women and men for the same work; considers that specific measures should be taken to:
reševanje težav pri dostopu do zmogljivosti otroškega varstva, ki bi moralo biti cenovno dostopno, odgovorno in lokalno,
address problems in accessing childcare facilities, which should be affordable, accountable and local,
uvedbo prožnih ureditev dela, ki bodo okrepile organizacijske zmogljivosti in povečale prispevek žensk; teke ureditve dela morajo pridobiti podporo in sodelovanje celotne delovne sile; zato je potrebno vodstvo pri spreminjanju kulturnega odnosa in tradicionalnih načel dobrega poslovanja ter uvajanju novih načinov razmišljanja o vlogi moških in žensk v družbi, trajnostnem načrtovanju delovne sile, socialnem kapitalu in odgovornosti do družbe;
introduce flexible work practices to enhance organisational capacity and maximise women's contribution; such practices must gain support and cooperation from across the workforce; leadership is therefore needed to challenge cultural attitudes and traditional principles of good business and to usher in new ways of thinking about the role of men and women in society, sustainable workforce planning, social capital and responsibility towards the community;
spodbuja višje vodstvo podjetij, naj zaposlene ozaveščajo o razvoju moških in ženskih poklicnih poti in osebno sodelujejo pri programih spremljanja poklicnih poti menedžerk v podjetju in jih podpirajo;
Encourages senior corporate managers to raise their staffs' awareness of the career patterns of men and women and to become personally involved in career monitoring and support programmes for female executives in their companies;
naj čimprej predstavi celovite najnovejše podatke o zastopanosti žensk v vseh vrstah podjetij Evropske unije ter obvezne in neobvezne ukrepe gospodarskega sektorja in novejše ukrepe, ki so bili sprejeti v različnih državah članicah, za izboljšanje te zastopanosti,
present, as soon as possible, comprehensive current data on female representation within all types of companies in the EU and on the compulsory and non-compulsory measures taken by the business sector as well as those recently adopted by the Member States with a view to increasing such representation,
naj po tej študiji, če prostovoljni ukrepi podjetij in držav članic ne bi zadoščali, do leta 2012 predlaga zakonodajo, vključno s kvotami, za zviševanje zastopanosti žensk v vodstvenih organih podjetij na 30 % do leta 2015 in 40 % do leta 2020 in pri tem upošteva pristojnosti držav članic ter njihove gospodarske, strukturne (velikost podjetij), pravne in regionalne posebnosti;
following this exercise, and if the steps taken by companies and the Member States are found to be inadequate, to propose legislation, including quotas, by 2012 to increase female representation in corporate management bodies to 30% by 2015 and to 40% by 2020, while taking account of the Member States' responsibilities and of their economic, structural (i.e. company-size related), legal and regional specificities;
poziva Komisijo, naj pripravi načrt, ki bo zastavil določljive, izmerljive in dosegljive cilje za doseganje uravnotežene zastopanosti v podjetjih vseh velikosti in pripravi poseben priročnik za mala in srednja podjetja;
Invites the Commission to present a road map setting out specific, measurable and attainable targets for the achievement of balanced representation in enterprises of all sizes, and calls on the Commission to draw up a specific guide for small and medium-sized enterprises;
poziva Komisijo k odprtju spletišča, posvečenega dobrim praksam na tem področju, za razširjanje in izmenjavo najboljših izkušenj; poudarja, da je treba uvesti strategijo za učinkovito obveščanje javnosti in socialnih partnerjev o pomenu teh ukrepov; zato vabi Komisijo in države članice, naj začnejo ciljno usmerjene kampanje obveščanja;
Calls on the Commission to set up a website dedicated to good practice in this area, with a view to disseminating and exchanging best practice; stresses the importance of establishing a communication strategy in order to inform the public and the social partners effectively about the significance of such measures; therefore invites the Commission and Member States to launch targeted information campaigns;
naroči svojemu predsedniku, naj to resolucijo posreduje Svetu, Komisiji in vladam držav članic.
Instructs its President to forward this resolution to the Council, the Commission,and the governments of the Member States.
Resolucija Evropskega parlamenta z dne 6. julija 2011 o finančni, gospodarski in socialni krizi: priporočila za ukrepe in pobude, ki naj bi jih sprožili ( 2010/2242(INI) )
European Parliament resolution of 6 July 2011 on the financial, economic and social crisis: recommendations concerning the measures and initiatives to be taken ( 2010/2242(INI) )
ob upoštevanju svojega sklepa z dne 7. oktobra 2009 UL C 230 E, 26.8.2010, str.
having regard to its decision of 7 October 2009 OJ C 230 E, 26.8.2010, p.
o ustanovitvi, dodelitvi, številčni sestavi in dolžini mandata posebnega odbora za finančno, gospodarsko in socialno krizo (odbora CRIS), ki je bil sprejet v skladu s členom 184 poslovnika,
on setting up a special committee on the financial, economic and social crisis (‘the CRIS Committee’), and its powers, numerical composition and term of office, adopted under Rule 184 of its Rules of Procedure,
ob upoštevanju svojega sklepa z dne 16. junija 2010, da se podaljša mandat Posebnega odbora za finančno, gospodarsko in socialno krizo do 31. julija 2011,
having regard to its decision of 16 June 2010 to prolong the mandate of the CRIS Committee until 31 July 2011,
ob upoštevanju svoje resolucije z dne 8. marca 2011 o inovativnem financiranju na svetovni in evropski ravni Sprejeta besedila, P7_TA(2011)0080 .
having regard to its resolution of 8 March 2011 on innovative financing at global and European level Texts adopted, P7_TA(2011)0080 .
ob upoštevanju tekočega zakonodajnega programa Evropske unije, zlasti kar zadeva spreminjanje Pogodb, gospodarsko upravljanje, akt o enotnem trgu in energetsko politiko,
having regard to the ongoing legislative agenda of the European Union, notably with regard to Treaty change, economic governance, the Single Market Act and energy policies,
ob upoštevanju svojih sklepov po predlogih Posebnega odbora za politične izzive in proračunska sredstva za trajnostno Evropsko unijo po letu 2013 (SURE) o novem večletnem finančnem okviru,
having regard to its conclusions following the proposals of its Special Committee on the Policy Challenges and Budgetary Resources for a Sustainable European Union after 2013 (SURE) concerning the new multiannual financial framework,
ob upoštevanju prispevkov iz naslednjih nacionalnih parlamentarnih organov: avstrijskega zveznega sveta (Bundesrat) in državnega zbora (Nationalrat), belgijskega senata in poslanske zbornice, bolgarske nacionalne skupščine, senata in poslanske zbornice Češke republike, danskega parlamenta (Folketinget), finskega parlamenta (Eduskunta), francoske narodne skupščine, nemškega parlamenta (Bundestag) in zveznega sveta (Bundesrat), grškega parlamenta (Vouli Ton Ellinon), madžarske nacionalne skupščine, italijanske poslanske zbornice in senata, latvijskega parlamenta (Saeima), litvanskega parlamenta (Seimas), spodnjega doma nizozemskega parlamenta, poljskega sejma in senata, skupščine Republike Portugalske, poslanske zbornice in senata Romunije, državnega sveta Slovaške, Državnega zbora Republike Slovenije, švedskega parlamenta (Riksdagen) ter zgornjega in spodnjega doma parlamenta Združenega kraljestva,
having regard to the contributions received from the following national parliamentary bodies: the Austrian Bundesrat, the Austrian Nationalrat, the Belgian Senate and House of Representatives, the National Assembly of Bulgaria, the Senate of the Czech Republic, the Chamber of Deputies of the Czech Republic, the Danish Folketinget, the Finnish Eduskunta, the French Assemblée Nationale, the German Bundestag, the German Bundesrat, the Greek Vouli Ton Ellinon, the National Assembly of Hungary, the Italian Chamber of Deputies, the Italian Senato della Repubblica, the Latvian Saeima, the Lithuanian Seimas, the House of Representatives of the Netherlands, the Polish Sejm, the Polish Senate, the Assembly of the Republic of Portugal, the Romanian Chamber of Deputies, the Romanian Senate, the National Council of Slovakia, the National Assembly of the Republic of Slovenia, the Swedish Riksdagen, and the UK House of Lords and House of Commons,
ob upoštevanju poročila Posebnega odbora za finančno, gospodarsko in socialno krizo ( A7-0228/2011 ),
having regard to the report of the Special Committee on the Financial, Economic and Social Crisis ( A7-0228/2011 ),