natgillin/translations-raw huggingface dataset:
Involving mainstream educational institutions and capitalising on their ‘good name’ with employers to help place immigrants.
Vključevanje večinskih izobraževalnih ustanov in izkoriščanje njihovega „ugleda“, zato da delodajalci sprejmejo priseljence.
Specialised actors such as immigrant associations or NGOs can work with mainstream educational institutions to make them more accessible to immigrants and refugees.
Specializirani akterji, kot so združenja priseljencev ali nevladne organizacije, lahko sodelujejo z večinskimi izobraževalnimi ustanovami, da postanejo bolj dostopne priseljencem in beguncem.
For instance, additional courses or language programmes can be offered alongside the mainstream curriculum.
Na primer, poleg rednega učnega načrta se lahko ponudijo tudi dodatni tečaji ali jezikovni programi.
In this way, migrants can obtain accreditation from an institution that is familiar to local employers.
Tako lahko migranti pridobijo akreditacijo ustanove, ki jo lokalni delodajalci po-znajo.
Specialised NGOs work with mainstream higher education colleges, employers and professional language experts to develop a training programme that builds on migrants’ existing competences.
Specializirane nevladne organizacije sode- nevladne nevladne organizacije organizacije so de - so de - lujejo z večinskimi visokošolskimi ustanovami, delodajalci in strokovnjaki za jezik pri razvoju programa usposabljanja, ki temelji na obstoječi usposobljenosti migrantov. Migranti
Migrants are placed in regular courses supplemented with elements specific to their migration experience, such as language classes or additional occupational training.
Migranti se se se udeležujejo rednih predavanj, poleg tega pa tudi posebej njim namenjenih dodatnih preda- vanj, kot so jezikovni tečaji in dodatno poklicno usposabljanje. Formalna
Formal accreditation may or may not be part of the process.
Formalna akreditacija akreditacija akreditacija je je je lahko del tega procesa ali pa ne.
Internships form part of the occupational study programme, and InterCulturExpress has been successful in placing immigrant and refugee participants with local employers.
Pripravništvo je del poklicnega izobraževalnega programa in partnerstvo InterCulturExpress uspešno povezuje udeležene priseljence in begunce z lokalnimi delodajalci. Dobro
The good standing of the mainstream colleges in the local business community facilitates this task, which typically involves overcoming a degree of reluctance on the part of employers.
Dobro mnenje mnenje mnenje lokalnih poslovnih krogov o večinskih visokošolskih ustanovah je koristno pri tej nalogi, pri kateri je ponavadi treba premagati določeno mero odpora delodajalcev.
Supporting models where work placements can lead directly to further work experience or employment within the same company.
Podpiranje modelov, pri katerih lahko delovna praksa vodi neposredno k dodatnim delov-nim izkušnjam ali zaposlitvi v okviru istega podjetja.
Involving employers in skills assessment processes from the start can increase the likelihood of further employment following on from the assessment and accreditation stage.
Vključevanje delodajalcev v postopek ocenjevanja znanj in spretnosti od začetka lahko poveča možnost nadaljnje zaposlitve po fazi ocenjevanja in akreditacije.
Employers who may be reluctant to accept certificates given by educational or government institutions are more likely to respond positively where they themselves have control over the assessment process.
Delodajalci, ki morda neradi sprejemajo potrdila izobraževalnih ali vladnih ustanov, se bodo verjetno bolj pozitivno odzvali, če imajo sami nadzor nad postopkom ocenjevanja.
Wage subsidies provided by governments can also be useful incentives.
Državne subvencije za plače so tudi lahko koristna spodbuda.
In Sweden, the programme ‘skills assessment on the job’ offers qualified immigrants a three-week apprenticeship within their profession so that they can demonstrate their skills on the job.
Na Švedskem program„ocenjevanje znanj in spretnosti na delovnem mestu“ ponuja kvalificiranim priseljencem tritedensko pripravništvo v njihovem poklicu, da lahko dokažejo svoje znanje in spretnosti na delovnem mestu. Po
At the end of the three weeks, they receive a certificate that can be used in future job applications.
Po treh tednih prejmejo potrdilo, ki ga lahko upo- treh treh tednih tednih prejmejo prejmejo potrdilo, potrdilo, ki ki ga ga lahko lahko u po - u po - rabijo v nadaljnjih prijavah za delovno mesto.
Similarly, the programme ‘trial opportunity’ involves three-month supervised work placements for immigrants who lack work experience in Sweden.
Podobno program„poskusna priložnost“ vključuje trimesečno delovno prakso pod nadzo-
If the placement does not lead to employment, the individual receives a certificate.
$ rom za priseljence brez delovnih izkušenj na Švedskem. Če
Private or public employers as well as non-profit organisations can offer ‘trial opportunities’.
Če delovni praksi ne sledi zaposlitev, delovni delovni praksi praksi ne ne sledi sledi zaposlitev, zaposlitev, posameznik prejme potrdilo.„Poskusne
Both government-funded programmes started in February 2005.
Oba programa, ki ju financira vlada, sta se začela februarja 2005. Septembra
Half of the ‘trial opportunity’ participants had a job six months after the end of the programme.
50 oseb vključenih v„ocenjevanje znanj in spretnosti na delovnem mestu“ in 450 oseb v „po- skusno priložnost“. Polovica
Along with other work place induction programmes, the two schemes will be evaluated in more detail by the Institute for Labour Market Policy Evaluation (IFAU).
„poskusne priložnosti“ priložnosti“ je je je bila šest mesecev po bila bila šest šest mesecev mesecev po po koncu programa zaposlena. Oba
The Danish ‘project of enterprise-oriented integration’ (2003-2006) supports the integration of newcomers into the work place through the so-called ‘stair model’. The stair model involves four steps of integration into the labour market:
Oba programa bo skupaj z drugimi programi uvajanja na delov- programa programa bo bo skupaj skupaj z z drugimi drugimi programi programi uvajanja uvajanja na na delov - delov - na mesta bolj podrobno ovrednotil Inštitut za vrednotenje politik trga dela (IFAU).
During the ‘active start’ period lasting for 36 months, newcomers receive intensive language training and courses about Danish culture and society.2.
Danski „projekt vključevanja, usmerjenega na podjetja“ (2003–2006) podpira vključevanje
Newcomers begin traineeships, while still receiving social benefits and continuing with language classes.
Z $ novih prišlekov na delovna mesta prek tako imenovanega„stopničastega modela“. Stopni-
Companies thus have an opportunity to assess their skills and competences.3.
Sto p ni - časti model vključuje štiri faze vključevanja na trg dela:
The project builds on a four-party agreement between the government, the local government association (KL), the confederation of Danish Trade Unions (LO) and the Danish Employers’ Confederation (DA).
Projekt temelji na štiristranskem sporazumu med vlado, združenjem lokalnih oblasti (KL), dansko zvezo sindikatov (LO) in dansko zvezo delodajalcev (DA). Ustrezna
Corresponding local partnerships involve 13 municipalities in three regions, companies and other relevant actors such as language schools.
Ustrezna lokalna partner- lokalna lokalna partner - partner - stva vključujejo 13 občin v treh regijah, podjetja in druge pomembne akterje, kot so jezikovne šole.
This practice additionally helps to address one of the obstacles to the entry of refugees into the labour market, namely that wages in the low-skilled sector are very low, leading to a lack of incentive for refugees to take up jobs.
Ta praksa poleg tega prispeva k od- praksa praksa poleg poleg tega tega prispeva prispeva k k od - od - pravljanju ene od ovir za vstop beguncev na trg dela, plače v sektorju nizko kvalificirane delovne sile so namreč zelo nizke, zaradi česar begunci nimajo dovolj spodbude, da bi se zaposlili.
Valuing migrant-specific skills.
Upoštevanje znanj in spretnosti, značilnih za migrante
Some of the characteristics of immigrants, such as multilingualism, intercultural experience, flexibility and mobility, are specific to their migration experience and should be recognised as job-relevant assets.
Nekatere lastnosti priseljencev, kot so večjezičnost, medkulturne izkušnje, prilagodljivost in mobilnost, so značilne za njihovo priseljensko izkušnjo in jih je treba upoštevati kot predno-sti, ki so koristne pri zaposlovanju.
‘Inter-nation’ is an ESF-supported programme of the public employment service of Wallonia, FOREM.
„Inter-nation“ je program javnega urada za zaposlovanje Valonije (FOREM), ki ga podpira ESS.
The programme is targeted at qualified immigrants who have strong links with their country of origin, including knowledge of the language.
Program je namenjen kvalificiranim priseljencem, ki imajo močne vezi z matično državo, vključno z znanjem jezika. Poveže
It matches them with companies in Wallonia that are interested in developing their international dimension, for instance by accessing new markets or by entering into partnership with companies abroad.
Valoniji, ki ki se se zanimajo zanimajo za za razvoj razvoj na med na - na med na - rodnem področju, na primer za vstop na nove trge ali sklepanje partnerstev s tujimi podjetji.
These companies have a demand for workers with the relevant national backgrounds to help them make contacts or deal with the authorities.
Ta podjetja potrebujejo delavce z ustreznimi nacionalnimi koreninami, da jim pomagajo navezovati stike ali se dogovarjati z oblastmi.
FOREM prepares immigrants for such a role by offering them training on topics such as international commerce.
FOREM pripravlja priseljence za takšno vlogo, tako da jim zagotavlja usposabljanje v zvezi s temami, kot je mednarodna trgovina. Udeleženci
Participants in the programme also complete internships in Belgium and in a non-EU country (typically their country of origin).
Udeleženci programa opravijo tudi pripravništvo programa programa opravijo opravijo tudi tudi pripravništvo pripravništvo v Belgiji in v državi, ki ni članica EU (ponavadi v svoji matični državi). Med
Often, contact with the future employer is made during these internships.
Med pripravništvom pripravništvom pripravništvom pogosto pridejo v stik z bodočim delodajalcem.
Job descriptions in certain professions could be modified to include ‘intercultural competence’ as one of the qualifications sought in candidates.
Opise delovnih mest na nekaterih poklicnih področjih bi lahko prilagodili, tako da bodo vključevali „medkulturno usposobljenost“ kot eno od kvalifikacij, ki jih morajo imeti kandidati.
This involves a reshaping of skills profiles and could also have an impact on formal qualifications in the longer term.
To vključuje preoblikovanje profilov znanj in spretnosti ter lahko dolgoročno tudi vpliva na formalne kvalifikacije.
Antidiscrimination and diversity
Preprečevanje diskriminacije in raznolikost
Education and skills acquisition in themselves are not enough to close the gap between immigrants and natives in the labour market.
Izobraževanje ter pridobivanje znanja in spretnosti sama po sebi nista dovolj, da bi premo-stila vrzel med priseljenci in domačim prebivalstvom na trgu dela.
Racist and xenophobic attitudes and discriminatory practices also play a role.
Na to vplivajo tudi rasistič-no in ksenofobično vedenje ter diskriminacijske prakse.
Although employment discrimination is often difficult to identify and document, there are sources of evidence that can be used to make it more visible.
Čeprav je diskriminacijo pri zaposlovanju pogosto težko odkriti in zabeležiti, obstajajo dokazni viri, ki jih je mogoče uporabiti, da postane bolj opazna.
For instance, statistical evidence of discrimination comes from data sets that show significant differences in unemployment rates between immigrants and non-immigrants, even when variables such as education level, qualifications, experience or age are held constant.
Na primer, statistični dokaz diskriminacije izhaja iz podatkovnih nizov, ki kažejo občutne razlike v stopnjah nezaposlenosti med priseljenci in nepriseljenci, tudi če ostanejo spremenljivke, kot so raven izobrazbe, kvalifikacije, izkušnje ali starost, konstantne.
Member States can work together in developing effective systems of measurement, bearing in mind that solid evidence of discrimination increases public support for antidiscrimination measures and programmes.
Države članice lahko sodelujejo pri razvoju učinkovitih sistemov merjenja in se zavedajo, da trdni dokazi za diskriminacijo povečujejo javno podporo ukrepom in programom za preprečevanje diskriminacije.
The transposition of the Racial Equality Directive (2000/43/EC) and Employment Equality Directive (2000/78/EC) has led to the adoption of visible antidiscrimination legislation in most Member States.
Prenos Direktive o rasni enakosti (2000/43/ES) in Direktive o enakosti pri zaposlovanju (2000/78/ES) je povzročil sprejetje opazne protidiskriminacijske zakonodaje v večini držav članic. Na
On the whole, protection against discrimination on any of the Directives’ grounds is not conditional on nationality, citizenship or residence status.
Na splošno zaščita pred diskriminacijo na podlagi katere koli od direktiv ni pogojena splošno splošno zaščita zaščita pred pred diskriminacijo diskriminacijo na na podlagi podlagi katere katere koli koli od od direktiv direktiv ni ni pogojena pogojena z nacionalnostjo, državljanstvom ali statusom bivanja.
Longterm resident immigrants are also protected by the equal treatment provisions contained in Article 11 of Directive 2003/109/EC, which cover access to employment as well as working conditions, vocational training and the recognition of professional diplomas.
Priseljeni rezidenti za daljši čas so zaščiteni tudi z določbami o enaki obravnavi iz člena 11 Direktive 2003/109/ES, ki zajemajo dostop do zaposlitve ter delovne razmere, poklicno usposabljanje in priznavanje strokovnih diplom.
Antidiscrimination provisions concern all stages of immigrants’ labour market integration.
Protidiskriminacijske določbe zadevajo vse stopnje vključevanja priseljencev na trg dela.
In terms of access, the focus is on directly or indirectly discriminatory recruitment practices.
V smislu dostopa so v središču pozornosti prakse neposredne ali posredne diskriminacije pri zaposlovanju.
Once an immigrant is employed, harassment or discriminatory barriers to promotion can be tackled.
Ko priseljenec najde zaposlitev, se lahko začnejo odpravljati ovire za napredovanje, povezane z nadlegovanjem in diskriminacijo.
Mechanisms for combating discrimination should be complemented with positive action measures seeking to improve outcomes for immigrants, for instance by setting targets concerning immigrant recruitment.
Mehanizme za preprečevanje diskriminacije morajo dopolnjevati pozitivni ukrepi, namenjeni izboljševanju rezultatov za priseljence, na primer z zastavljanjem ciljev v zvezi z zaposlovanjem priseljencev.
In the longer term, the organisational culture of an employer can change to become more diversity-friendly.
Dolgoročno se lahko organizacijska kultura delodajalcev spremeni in postane bolj naklonjena raznolikosti.
This includes issues of diversity management and dealing with a diverse workforce.
To vključuje vprašanja, povezana z upravljanjem raznolikosti, in obravnavanje raznolike delovne sile.
The first step here is to stimulate applications from immigrants.
Prvi korak k zaposlovanju je spodbujanje priseljencev k pošiljanju prijav.
Some employers attract few immigrant applicants because they are perceived as ‘unapproachable’ or even institutionally racist.
Nekateri delodajalci pritegnejo le malo priseljenih kandidatov, ker veljajo za „nedostopne“ ali celo institucionalno rasistične.
Outreach activities can be successful in changing such perceptions over time.
Pri spreminjanju takšnega dojemanja so lahko sčasoma uspešne dejavnosti na področju približevanja.V več državah članicah si policija, gasilci in drugi uslužbenci javnega sektorja prizadevajo za približevanje priseljencem in etničnim manjšinam.
In several Member States, the police, fire fighting departments and other public sector employers engage in outreach towards immigrants and ethnic minorities.
Vendar pa pogoji, ki jih je treba izpolnjevati za delovna mesta v javnem sektorju, včasih ovirajo priseljence pri prijavi.
However, eligibility requirements for public sector jobs sometimes block immigrants from applying.
Vlade morajo proučiti lastne prakse kot delodajalke in, kjer je to mogoče, odstraniti ovire, kot so zahteve glede nacionalnosti.
Governments should scrutinise their own practices as employers and, where possible, remove obstacles such as nationality requirements.
Nekatera delovna mesta lahko pritegnejo malo prijav, ker so s področja, ki ga priseljenci ne poznajo dobro, kar velja tudi za priseljene starše, ki lahko vplivajo na poklicno izbiro svojih otrok.
Some jobs may draw few applications because they are in a field little known to immigrants, including immigrant parents who may influence the professional choices of their children. The Bradford-based NGO QED (Website: www.qed-uk.org) therefore sought to raise the profile of ‘unusual’ career paths through a ten-part series on Yorkshire TV.
Nevladna organizacija QED s sedežem v Bradfordu (spletna stran: http://www.qed-uk.org) si je zato prizadevala izboljšati priljubljenost „nenavadnih“ poklicnih poti z oddajo v desetih delih na televiziji Yorkshire.
Identifying immigrant role models or other mentors in a variety of careers can also encourage school leavers to consider a broader range of professional options.
Priseljenski vzorniki ali drugi mentorji v različnih poklicih lahko tudi spodbudijo osebe, ki zaključujejo šolanje, da razmislijo o širšem izboru poklicnih možnosti.
This may help to counteract an ethnic stratification of the labour market, where immigrants are often concentrated in sectors with little vertical mobility.
To lahko pripomore k preprečevanju etničnega razslojevanja na trgu dela, kjer so priseljenci pogosto nakopičeni v sektorjih z majhno vertikalno mobilnostjo.
The EQUAL project ‘Migrants integrate Migrants’ (2002-2004, Ostwestfalen-Lippe in Germany) built up a network of female immigrant mentors to provide professional orientation for young immigrant women leaving school.
Projekt EQUAL,„Migranti vključujejo migrante“ (2002–2004, Ostwestfalen-Lippe v Nemčiji), je vzpostavil mrežo priseljenih mentoric, ki zagotavljajo poklicno usmerjanje mladim prise-ljenkam, ki zaključujejo šolanje.
Mentors included wellestablished professional women as well as current students.
Med mentoricami so bile uspešne poslovne ženske in štu-dentke.
They gave advice to school leavers and jobless young women and also offered to speak to family members.
Poleg tega je skupina lokalnih poslovnih žensk udeleženkam ponudila pripravništvo ali druge oblike podpore.
In addition, a group of local professional women offered traineeships or other forms of support to the mentees.
Projekt je organiziral delavnice za usposabljanje prostovoljnih mentoric, na katerih so bili obravnavani psihološki, pravni in upravni vidiki.
The project organised training workshops for the volunteer mentors, covering psychological as well as legal and administrative aspects.
V Franciji uporabljajo sistem mentorstva, da bi mladim migrantom zagotovili večjo izbiro
Mentors also received a certificate.
$ poklicnih možnosti. Mentorji
French retired persons act as mentors (or ‘parrains’) to young migrants who are identified through the ‘missions locales’ (access points for employment and social services).
„missions locales“ (dostopne točke za zaposlovanje in socialne storitve), so francoski upoko- jenci. Mentorji
While the mentors are volunteers, they are given training by the state.
Mentorji so prostovoljci, ki jih usposobi država.
18,000 youths are now in mentoring situations, with an overall goal of 20,000.
so so prostovoljci, prostovoljci, ki ki jih jih usposobi usposobi država.
Public employment services can also make specific efforts to give better guidance to immigrant clients.
Tudi javne službe za zaposlovanje si lahko posebej prizadevajo za boljše usmerjanje priseljencev.
For instance, in Italy the project ‘Employment Services for Immigrants’, funded by the Ministry of Labour and Social Policy and implemented by Ernst and Young, provided training for employment centre staff in five locations.
Na primer, v Italiji je projekt „službe za zaposlovanje priseljencev“, ki ga financira Ministrstvo za delo in socialno politiko, izvaja pa organizacija Ernst and Young, zagotavljal usposabljanje za osebje centra za zaposlovanje na petih lokacijah.
To improve outreach to immigrant jobseekers, computer information points were placed in public spaces such as railway stations.
Da bi stopili v stik s čim več priseljenci, ki iščejo delo, so bile v javnih prostorih, na primer železniških postajah, posta-vljene računalniške informacijske točke.
Once an immigrant submits an application, he or she can be the victim of discrimination in the recruitment process.
Ko priseljenec ali priseljenka vloži prošnjo, lahko v postopku zaposlovanja postane žrtev diskriminacije.
Because of evidence of significant direct discrimination (obtained for instance through situation testing) some Member States are considering the anonymisation of the recruitment process up to the shortlisting stage.
Ker obstajajo dokazi o znatni neposredni diskriminaciji (pridobljeni na primer s preverjanjem stanja), nekatere države članice razmišljajo o uvedbi anonimnega postopka zaposlovanja do stopnje ožjega izbora.
Recruitment processes can also be indirectly discriminatory.
Postopki zaposlovanja so lahko tudi posredno diskriminacijski.
For instance, the Dutch National Bureau Against Racial Discrimination and the Dutch Institute of Psychologists have analysed the psychological testing methods commonly used by Dutch companies in recruitment.
Nizozemski nacionalni urad proti rasni diskriminaciji in Nizozemski psihološki inštitut sta na primer analizirala metode psihološkega testiranja, ki ga pri zaposlovanju pogosto uporabljajo nizozemska podjetja.
While these tests are designed to be objective, they may disadvantage ethnic minorities by employing abstract and complex language in the instructions, or by using local expressions and proverbs.
Čeprav naj bi bili ti testi oblikovani na objektiven način, lahko etnične manjšine postavljajo v slabši položaj, ker v navodilih uporabljajo abstrakten in zapleten jezik, ali pa uporabljajo lokalne izraze in pregovore.
The analysis argues that language should not be a relevant factor if it is not explicitly the subject of the test.
Analiza zagovarja mnenje, da jezik ne bi smel biti odločilen dejav-nik, če to ni izrecen predmet testiranja.
Instructions should be expressed clearly or read aloud to ensure equal conditions.
Navodila bi morala biti jasno izražena ali pa prebrana na glas, da bi zagotovili enake pogoje.
Positive action measures of different kinds can be used to actively promote diversity in the workforce.
Za aktivno spodbujanje raznolikosti med zaposlenimi se lahko uporabljajo različni pozitivni ukrepi.
They could be voluntary or statutory.
Lahko so prostovoljni ali pa obvezni.
Targets can be set by individual organisations or by government as a whole.
Cilje lahko postavijo posamezne organizacije ali pa vlada kot celota.
For instance, Denmark affirmed in its 2004 National Action Plan on Employment that it seeks to raise the share of state sector employees with an immigrant background to 3.5%.
Danska je na primer v svojem nacionalnem akcijskem načrtu za zaposlovanje za leto 2004 potrdila, da želi povečati delež zaposlenih s priseljenskimi koreninami v državnem sektorju na 3,5 %.
In several countries, public sector agencies are obliged to implement positive action measures.
V več državah morajo agencije v javnem sektorju izvajati pozitivne ukrepe.
In the private sector, voluntary commitments are more widespread.
V zasebnem sektorju so bolj razširjene prostovoljne obveznosti.