natgillin/translations-raw huggingface dataset:
The contents of this publication do not necessarily reflect the opinion or position of the European Commission, Directorate-General for Employment, Social Affairs and Equal Opportunities.
Vsebina te publikacije ne odraža nujno mnenja oz. stališča Evropske komisije, Generalnega direktorata za zaposlovanje, socialne zadeve in enake možnosti.
If you are interested in receiving the electronic newsletter "ESmail" from the European Commission's Directorate-General for Employment, Social Affairs and Equal Opportunities,please send an e-mail to empl-esmail@cec.eu.int.
Če od Evropske komisije, Generalnega direktorata za zaposlovanje, socialne zadeve in enake možnosti želite prejemati elektronsko glasilo „ESmail", to sporočite na elektronski naslov emplesmail@cec.eu.int.
The newsletter is published on a regularbasis in English, French and German.
Glasilo se redno objavlja v angleškem, francoskem in nemškem jeziku.
Production of the report Applica sprl
Priprava poročila Applica spri
Graphic design Boom Boom sprl
Grafično oblikovanje Boom Boom spri
Photos Pages 5, 7, 9, 10, 12, 18, 21, 22: © Media Consulta Pages 25, 27, 29, 33, 34: © Carl Cordonnier, Dailylife
Fotografije Strani 5, 7, 9, 10, 12, 18, 21, 22: © Media Consulta Strani 25, 27, 29, 33, 34: © Carl Cordonnier, Dailylife Strani 36: © Evropska komisija
© European Communities, 2005Reproduction is authorised provided the source is acknowledged.
© Evropske skupnosti, 2005
Part I > Progress in implementing the Racial Equality and the Employment Equality Directives 7
Uvod > Del I > Napredek pri izvajanju direktiv o rasni enakosti in enakosti pri zaposlovanju Zakonodaja in ukrepi EU
Changes in national legislation
Spremembe nacionalne zakonodaje
Protecting and enforcing individual rights
Zaščita in uveljavljanje pravic posameznika
Part II > Improving the situation of Roma in the EU 25
Del II > Izboljšanje položaja Romov v EU 25
The nature and scale of the challenges
Narava in obseg izziva
Aconcerted effort to improve the situation of Roma
Usklajena prizadevanja za izboljšanje položaja Romov
The Community action programme — Focus on Roma
Akcijski program Skupnosti - osredotočen na Rome
Annual report on equalityand nondiscrimination
Letno poročilo — Rasna enakost in enakost pri zaposlovanju CM
Introduction > Further progress has been madeover the past year in combating discrimination and enforcing the right of everyoneliving in the European Union to be treatedequally.
Uvod > V zadnjem letu je bil dosežen nadaljnji napredek glede boja proti diskriminaciji in uveljavljanja pravice vsakogar, ki živi v Evropski uniji, do enakega obravnavanja.
Many Member States have now taken steps tobring their laws into line with the two EUDirectives agreed in 2000 — the Racial Equality Directive (2000/43/EC), banning discrimination inmost areas of everyday life on grounds of race or ethnic origin, and the Employment Equality Directive (2000/78/EC), banning discrimination in respect of employment and training on groundsof religion or belief, disability, age and sexual orientation.
Mnoge države članice so zdaj sprejele ukrepe za uskladitev svojih zakonov z dvema evropskima direktivama, sprejetima leta 2000 -Direktivo o rasni enakosti (2000/43/ES), ki prepoveduje diskriminacijo na večini področij vsakodnevnega življenja na podlagi rase ali narodnostnega izvora, in Direktivo o enakosti pri zaposlovanju (2000/78/ES), ki prepoveduje diskriminacijo v zvezi z zaposlovanjem in usposabljanjem na podlagi vere ali prepričanja, invalidnosti, starosti in spolne usmerjenosti.
This includes the 10 new Member Stateswhich joined the EU in May 2004.
Med njimi je tudi 10 novih držav članic, ki so v EU vstopile maja 2004.
The EU’s anti-discrimination action programme has continued to provide support for these efforts,particularly in order to make people aware of their rights and obligations under the new laws andto challenge discriminatory attitudes and behaviour.
Protidiskriminacijski akcijski program EU še naprej podpira ta prizadevanja, zlasti pri ozaveščanju ljudi o njihovih pravicah in dolžnostih po novih zakonih in izkoreninjenju diskriminacijskih drž in vedenj.
Despite this progress, discrimination continues to exist and more needs to be done to ensure thatthe legal framework is properly implemented and enforced.
Kljub napredku pa diskriminacija še vedno obstaja in treba je storiti še več za zagotavljanje, da se bo pravni okvir ustrezno izvajal in uveljavil.
The Commission is checking that thenew laws introduced in Member States comply with the Directives and taking the appropriateaction where they do not.
Komisija preverja, ali so novi zakoni, sprejeti v državah članicah, skladni z direktivama, in ustrezno ukrepa, če ugotovi, da niso.
It is also in the process of collecting detailed information from Member States on the way they have applied the Directives in the five years since their adoption and willreport on this to the European Parliament and Council in 2006.
Prav tako od držav članic pridobiva podrobne informacije o načinih, kako sta se direktivi uporabljali v petih letih od njunega sprejetja in bo o tem leta 2006 poročala Evropskemu parlamentu in Svetu.
The Commission began a process of consultation on future policy priorities in May 2004, with thepublication of a Green Paper on equality and nondiscrimination in an enlarged EU.
Komisija je maja 2004 uvedla posvetovalni postopek o prihodnjih prednostnih nalogah politike z objavo Zelene knjige o enakopravnosti in strpnosti v razširjeni EU.
Acommunica-tion is due to be adopted in mid-2005 following on from the Green Paper and setting out proposals for action, including the organisation of a European Year of Equal Opportunities in 2007.
Sredi leta 2005 bi moralo biti sprejeto Sporočilo, ki bo nadaljevanje Zelene knjige in bo vsebovalo predloge za ukrepanje, vključno z organizacijo Evropskega leta enakih možnosti leta 2007.
The high priority accorded by the Commission to policy in this area was reflected by the establishment of a new Group of Commissioners for Fundamental Rights, Anti-Discrimination and Equal Opportunities in 2004.
Velika pomembnost, ki jo Komisija pripisuje politiki na tem področju, se je odzrcalila tudi v ustanovitvi nove Skupine komisarjev za temeljne pravice, protidiskriminacijo in enake možnosti leta 2004.
Chaired by the Commission President, the group is intended to drive forward the policy agenda and to ensure coherence between initiatives in this area.
Pod predsedstvom predsednika Komisije naj bi Skupina razvijala politični program in zagotavljala skladnost pobud na tem področju.
Another keydevelopment is the plan to establish a new EU Fundamental Rights Agency.
Drugi ključni dosežek je načrt za ustanovitev nove Agencije za temeljne pravice EU.
OUTLINE OF REPORT
PREGLED POROČILA
This report summarises developments in Member States and at EU level over the past year inthe fight against discrimination.
To poročilo povzema izboljšave, ki so bile v zadnjem letu dosežene v državah članicah in na ravni EU na področju boja proti diskriminaciji. Razdeljeno je v dva dela.
The first part outlines the requirements contained in the Racial Equality and Employment Equality Directives and the actionbeing taken by the Commission to ensure that Member States are complying with them.
Prvi del predstavlja zahteve iz Direktive o rasni enakosti in Direktive o enakosti pri zaposlovanju ter ukrepe Komisije za zagotavljanje skladnosti držav članic z obema direktivama.
It thenreviews the new laws and other measures introduced by Member States to meet these requirements, and presents a few examples of the laws being applied in practice.
Nato sledi pregled novih zakonov in drugih ukrepov, ki so jih države članice sprejele za izpolnjevanje teh zahtev, ter predstavitev nekaterih primerov uporabe teh zakonov v praksi.
The second part of the report examines the situation of Roma in the EU, who collectively formthe largest ethnic minority in the enlarged EU.
Drugi del poročila preučuje položaj Romov v EU, ki skupaj tvorijo največjo narodnostno manjšino v razširjeni EU.
It looks at some of the actions being taken bythe EU to address the widespread exclusion and discrimination Roma communities facethroughout Europe.
Podrobneje predstavi nekaj ukrepov, ki jih je EU sprejela za obravnavanje problema izključevanja in diskriminacije, s katerim se po vsej Evropi soočajo romske skupnosti.
The consultation on the future of anti-discrimination policy in the EU
Posvetovanje o prihodnosti protidiskriminacijske politike v EU i
The publication of the Green Paper on equality and nondiscrimination in an enlarged European
Objava Zelene knjige o enakopravnosti in strpnosti v razširjeni Evropski uniji (
Union (1) initiated a consultation process in 2004 on the further steps which should be taken toextend and strengthen protection against discrimination.
) je leta 2004 sprožila posvetovalni postopek o nadaljnjih korakih, ki bi jih bilo treba sprejeti za razširitev in krepitev zaščite proti diskriminaciji.
Some 1 443 responses to the questionnaire and 150 written contributions were received from all Member States, as well as from Romania and Turkey.
Od vseh držav članic ter Romunije in Turčije je prispelo 1443 odgovorov na vprašalnik in 150 pisnih prispevkov.
These were submitted by national, regional and local authorities, equalitybodies, NGOs, social partners, experts and individual members of the public.
Slednje so predložili nacionalne, regionalne in lokalne oblasti, organi za enakost, nevladne organizacije, socialni partnerji, izvedenci in posamezniki.
The main resultswere presented at the ‘Equality in a future Europe’conference in the Netherlands in November2004.
Glavni rezultati so bili predstavljeni na konferenci „Enakost v Evropi prihodnosti", kije bila novembra 2004 na Nizozemskem.
These include the following.
Ti vključujejo:
• The EU should increase efforts to combat discrimination following enlargement (according to88% of respondents).
• EU bi morala okrepiti prizadevanja za boj proti diskriminaciji po širitvi (tako meni 88 % anketirancev);
• The EU should take specific action to tackle the situation of Roma in all Member States.
• EU bi morala sprejeti posebne ukrepe za obravnavanje položaja Romov v vseh državah članicah;
• The EU should also step up its fight against prejudice and discrimination in respect of sexualorientation in both ‘old’and new Member States.
• EU bi morala okrepiti boj proti predsodkom in diskriminaciji v zvezi s spolno usmerjenostjo v „starih" in novih državah članicah;
• Further efforts are needed to ensure that the Directives are implemented at nationallevel.
• potrebna so nadaljnja prizadevanja za zagotavljanje, da se direktivi izvajata na nacionalni ravni;
• The main obstacles to the effective implementation of the Directives are the persistence of discriminatory attitudes and behaviour (68%), incomplete legislation (59%) and lack of information and awareness about rights and obligations (48%).
• glavne ovire pri učinkovitem izvajanju direktiv so še vedno diskriminacijske drže in vedenje (68 %), nepopolna zakonodaja (59 %) in pomanjkljive informacije ter ozaveščenost o pravicah in dolžnostih (48 %);
• There is strong demand from NGOs and others to increase protection on all grounds to thelevel under the Racial Equality Directive, but some national authorities regard this as premature.
• nevladne in druge organizacije odločno zahtevajo, da se raven zaščite zaradi vseh razlogov dvigne do tiste, ki jo določa Direktiva o rasni enakosti, toda nekaterim nacionalnim oblastem se zdi, da je za to še prezgodaj;
• The most effective means for addressing problems not covered by the Directives are thoughtto be further legislation (34%), awareness-raising (32%) and positive action (23%).
• po mnenju anketirancev so najučinkovitejša sredstva za reševanje problemov, ki niso zajeta v direktivah, nadaljnja zakonodaja (34 %), ozaveščanje (32 %) in pozitivni ukrepi (23 %);
• It was felt that nondiscrimination and equality considerations should be ‘mainstreamed’acrossa range of EU policies.
• anketiranci menijo, da bi bilo vprašanja, povezana s strpnostjo in enakostjo, treba „vključiti" v širši spekter politik EU;
• Some 82% of respondents agreed there should be greater links between efforts to combat discrimination on the different grounds, including sex.
• 82 % anketirancev se je strinjalo, da bi morale obstajati tesnejše vezi med prizadevanji za boj proti diskriminaciji iz različnih razlogov, vključno z razlikovanjem po spolu;
• Some 93% of respondents viewed data collection as important for the development of effective policies for equality and against discrimination, though the need to protect personal privacy was stressed.
• 93 % anketirancev se je zbiranje podatkov zdelo pomembno za razvijanje učinkovitih politik za enakost in proti diskriminaciji, pri tem pa so poudarili potrebo po varovanju zasebnosti;
• The vast majority of written responses highlighted the added value of EU funding in supporting policy action and anti-discrimination legislation. The preferred priorities for support are‘information and awareness-raising’(60%) and ‘analysis and monitoring’(54%).
• velika večina pisnih odgovorov je poudarila dodano vrednost financiranja EU za podporo političnim ukrepom in protidiskriminacijski zakonodaji; najpomembnejše prednostne naloge za podporo so „informacije in ozaveščanje" (60 %) ter „analiza in spremljanje" (54 %);
• It was considered that the role of all the bodies involved in combating discrimination was important, especially those working with victims of discrimination, and that participation of nationalauthorities in particular should be increased.
• po mnenju anketirancev je vloga vseh organov, ki se ukvarjajo z bojem proti diskriminaciji, pomembna, in sicer predvsem tistih, ki delajo z žrtvami diskriminacije, treba pa bi bilo okrepiti zlasti sodelovanje nacionalnih oblasti.
At thesame time, further steps have been taken towards full transposition of the Directives in manyof the other 15 Member States, where the deadline for transposition had already passed (19July 2003 for the Racial Equality Directive and 2 December 2003 for the Employment Equality Directive).
V tem času so bili narejeni tudi nadaljnji koraki za poln prenos teh dveh direktiv v mnogih od preostalih 15 članic, v katerih je rok za uvedbo že potekel (19. julij 2003 za Direktivo o rasni enakosti in 2. december 2003 za Direktivo o enakosti pri zaposlovanju).
In a number of cases, the laws in question relate to discrimination on grounds of age and disability, where Member States were allowed to request up to three extra years to comply withthe Employment Equality Directive beyond the deadline imposed for other grounds.
V številnih primerih so za te zakone, povezane z diskriminacijo zaradi starosti in invalidnosti, države članice lahko zaprosile za podaljšanje usklajevanja z Direktivo o enakosti pri zaposlovanju, in sicer največ za tri leta po datumu, določenem za druge razloge razlikovanja.
Denmarkopted for one extra year to implement the Employment Equality Directive in relation to disability.
Danska seje odločila, da bo izvajanje Direktive o enakosti pri zaposlovanju v zvezi z invalidnostjo odložila še za eno leto.
The UK’s Disability Regulations entered into force in October 2004 and new rules concerning vocational training will be implemented from September 2006.
Pravilnik Združenega kraljestva o invalidnosti je začel veljati oktobra 2004, nova pravila o poklicnem usposabljanju pa se bodo izvajala od septembra 2006.
Denmark additionally optedfor one further year for age and adopted legislation covering both age and disability discrimination in December 2004.
Danska se je dodatno odločila za enoletno podaljšanje za uresničevanje določb zakonodaje glede starosti in je decembra 2004 sprejela zakonodajo za obe področji, razlikovanje na podlagi starosti in invalidnosti.
The optional three extra years are being used for age by Belgium,Germany, the Netherlands, Sweden and the UK and for disability by France, Sweden and (inrespect of vocational training) the UK.
Dodatna tri leta za sprejetje zakonodaje v zvezi s starostjo so uporabile Belgija, Nemčija, Nizozemska, Švedska in Združeno kraljestvo, v zvezi z invalidnostjo pa Francija, Švedska in (v zvezi s poklicnim usposabljanjem) Združeno kraljestvo.
These States have to report to the Commission annually on the progress they are making towards implementation.
Te države morajo Komisiji vsako leto poročati o napredku pri izvajanju zakonodaje.
EU LEGISLATIONANDACTION
ZAKONODAJA IN UKREPI EU
What is the purpose of the EU anti-discrimination Directives?
Kakšen je namen protidiskriminacijskih direktiv EU?
Overview of the Racial Equality and Employment Equality Directives
Pregled direktiv o rasni enakosti in enakosti pri zaposlovanju
The two Directives were adopted in 2000 in order to set minimum common standards in the laws in force in EU Member States against discrimination on grounds of racial or ethnic ori- gin, religion or belief, disability, age and sexual orientation.
Ti dve direktivi sta bili sprejeti leta 2000 z namenom, da za države članice določita minimalne skupne standarde za veljavno zakonodajo proti diskriminaciji na podlagi rasnega ali narodnostnega izvora, vere ali prepričanja, invalidnosti, starosti in spolne usmerjenosti.
Their purpose is to create a general legal framework for combating these kinds of discrimination and so to put into effect the principle of equal treatment.
Njun namen je določitev pravnega okvira za boj proti razlikovanju zaradi navedenih razlogov in s tem uveljavitev načela enakega obravnavanja.
They do not prevent Member States from providing greater protection
Države članice lahko uvedejo večjo zaščito pred diskriminacijo, kakor ju zahtevata direktivi.
Annual report on equalityand nondiscrimination
Vendar pa pri prenosu teh dveh direktiv države članice niso smele znižati ravni zaščite pod tisto, ki je veljala prej.
against discrimination than required by the Directives.
Letno poročilo — Rasna enakost in enakost pri zaposlovanju C\l
Who does the European legislation protect?
Koga varuje evropska zakonodaja?
The two Directives protect everyone on EU territory against discrimination on the grounds of theirrace or ethnic origin, their religion or belief, their age, their sexual orientation or any disability theyhave.
Ti dve direktivi varujeta vsakogar na ozemlju EU pred diskriminacijo zaradi rase ali narodnostnega izvora, vere ali prepričanja, starosti, spolne usmerjenosti ali vsakršne invalidnosti.
This includes persons who are not citizens of a Member State, but who are in the EU.Anyone who suffers discrimination because the person discriminating against them thinks orassumes they are of a certain race, religion etc. is also protected, even if this is not the case.
To ne velja le za osebe, ki so državljani držav članic, ampak za vse ljudi v EU. Vsakdo, ki je diskriminiran zato, ker oseba, ki ga diskriminira, misli ali domneva, da pripada določeni rasi, veroizpovedi itd., je prav tako zaščiten ne glede na resničnost takih misli ali domnev.
Thisapplies equally to anyone who is discriminated against because they associate with a person of acertain race, religion, sexual orientation etc.
Enako velja za vsakogar, ki je diskriminiran zaradi povezanosti z osebo določene rase, vere, spolne usmerjenosti itd.
What does the legislation protect against?The Directives protect everyone against the following forms of discrimination:
Pred čem varuje zakonodaja? Direktivi varujeta vsakogar pred naslednjimi oblikami diskriminacije:
• direct discrimination, where a person is treated less favourably than another is, has been or wouldbe treated in a comparable situation on one of the grounds of discrimination listed;
• Pred neposredno diskriminacijo, pri kateri je oseba obravnavana manj ugodno, kakor so, so bile ali bi bile obravnavane druge osebe v primerljivem položaju zaradi enega od naštetih razlogov diskriminacije.
• indirect discrimination,where a provision, criterion or practice that appears to be neutral and nondiscriminatory would in fact disadvantage someone of a particular racial or ethnic origin, religionor belief, disability, age or sexual orientation, compared to others, unless it is objectively justifiedby a legitimate aim and it is an appropriate and necessary means of achieving that aim;
• Pred posredno diskriminacijo, kjer določba, merilo ali praksa, ki je sicer videti nevtralna in nediskriminacijska, v resnici postavi v neugoden položaj osebo določene rase ali narodnosti, vere ali prepričanja, invalidnosti, starosti ali spolne usmerjenosti v primerjavi z drugimi, razen če to določbo, merilo ali prakso objektivno opravičuje zakonit cilj in predstavlja ustrezno ter potrebno sredstvo za doseganje tega cilja.
• harassment, that is, where unwanted conduct related to any of the listed grounds of discrimination takes place with the purpose or effectof violating someone’s dignity and of creating an intimidating, hostile, degrading, humiliating or offensive environment;
• Pred nadlegovanjem, t. j. nezaželenim ravnanjem v povezavi s katerim koli od naštetih razlogov diskriminacije z namenom ali posledico kršenja dostojanstva nekoga in ustvarjanja zastrašujočega, sovražnega, poniževalnega, sramotilnega ali žaljivega okolja.
• instruction to discriminate, where another person is instructed to discriminate, this also amountsto discrimination.
• Pred dajanjem navodil za diskriminacijo drugim osebam, kar se tudi šteje za diskriminacijo.
In addition, employers — and others to whom the Employment Equality Directive applies such astraining providers —failing to provide reasonable accommodation for people with disabilitiesalsoviolate the principle of equal treatment.
Poleg tega kršijo načelo enakega obravnavanja tudi delodajalci - in drugi, ki jim je namenjena Direktiva o enakosti pri zaposlovanju, kot so npr. izvajalci usposabljanja -, ki ne omogočijo razumnih prilagoditev za invalidne osebe.
This means that they must take appropriate measures toenable those with a disability to have access to, participate in, or advance in employment, or toundergo training.
To pomeni, da morajo uvesti ustrezne ukrepe, da invalidnim osebam omogočijo dostop, delovanje in napredovanje na delovnem mestu ali udeležbo pri usposabljanju.
Employers are not obliged to take any measures that would amount to a disproportionate burden.
Delodajalci niso dolžni sprejeti ukrepov, ki bi pomenili nesorazmerno obremenitev.
What exactly amounts to such a burden must be considered for each case individually, taking account of the circumstances of the case.
Kaj je tisto, kar dejansko pomeni tako obremenitev, je treba pretehtati pri vsakem primeru posebej ob upoštevanju dejanskih okoliščin.
Ultimately this is for the courts todecide.
V končni fazi o tem odločajo sodišča.
In any case, the burden will not be considered disproportionate where the Member Statehas taken measures which remedy the burden on employers, such as by allocating funds for thispurpose.
V vsakem primeru se obremenitev ne bo štela za nesorazmerno, če je država članica ukrepala tako, da je zmanjšala obremenitev delodajalcev npr. z dodelitvijo sredstev v ta namen.
Finally, under the Directives, employees who complain about discrimination or launch legal proceedings against it must be protected against dismissal or other adverse treatment by employersreacting to the complaint.
In končno, direktivi določata, da morajo biti zaposleni, ki se pritožijo zaradi diskriminacije ali sprožijo pravni postopek proti njej, zaščiteni pred odpuščanjem ali drugim neugodnim ravnanjem delodajalcev, ki se odzovejo na pritožbo.
This constitutes victimisation which is illegal.
Taki odzivi predstavljajo viktimizacijo, ki je nezakonita.
Individuals are also protected against victimisation outside the employment sphere under the Racial Equality Directive.
Posamezniki so pred viktimizacijo zunaj območja zaposlitve zaščiteni z Direktivo o rasni enakosti.
Where and in what circumstances do the Directives prohibit discrimination?
Kje in v katerih okoliščinah direktivi prepovedujeta diskriminacijo?