natgillin/translations-raw huggingface dataset:
In Norway, all government agencies are now required to interview at least one applicant with an immigrant background when making new appointments, provided that the applicant in question is qualified.
Na Norveškem morajo vse državne agencije pri zaposlovanju novih uslužbencev zdaj opraviti pogovor z vsaj enim prosilcem s priseljenskimi koreninami, če je zadevni prosilec kvalifi- ciran. Ta
The measure is part of the government’s Plan of Action to Combat Racism and Ethnic Discrimination, and was initially introduced as a trial scheme.
Ta ukrep je del vladnega akcijskega načrta za boj proti rasizmu in etnični diskriminaci- ukrep ukrep je je del del vladnega vladnega akcijskega akcijskega načrta načrta za za boj boj proti proti rasizmu rasizmu in in etnični etnični di s k ri mi na ci - di s k ri mi na ci - ji in je bil najprej uveden kot poskusni program.
Between 1 June 2004 to 1 June 2005, 1600 individuals with non-Western background were interviewed and 430 (28%) were employed.
Med 1. junijem 2004 in 1. junijem 2005 je bilo na razgovorih 1 600 posameznikov, ki niso imeli zahodnih korenin, zaposlilo pa se jih je 430 (28 %).
In France, more than 300 companies have signed the ‘Charte de la Diversité dans l’entreprise’, which was launched in 2004.
Podpisniki so se zavezali, da bodo nediskriminacijo in raznoli- so so se se zavezali, zavezali, da da bodo bodo nediskriminacijo nediskriminacijo in in ra z no l i - ra z no l i - kost sprejeli za svoj strateški cilj. Najprej
The signatories commit themselves to making non-discrimination and diversity a strategic goal.
Najprej je je je listino listino listino podpisalo 40 velikih podjetij, ki so bila podpisalo podpisalo 40
First to sign were 40 large companies, which have also been active in spreading the initiative further.
40 velikih velikih podjetij, podjetij, ki ki so so bila bila dejavna tudi pri nadaljnji širitvi pobude. Trenutno
Efforts are now being made to win the commitment of small and medium enterprises.
Trenutno si prizadevajo, da bi se k temu zavezala si si prizadevajo, prizadevajo, da da bi bi se se k k temu temu zavezala zavezala tudi mala in srednja podjetja.
Antidiscrimination and diversity in the workplace
Preprečevanje diskriminacije in raznolikost na delovnem mestu
The workplace can be the site of discriminatory actions such as harassment.
Na delovnem mestu se lahko pride do dejanj diskriminacije, kot na primer nadlegovanja.
They are prohibited by antidiscrimination law, which is enforced through a combination of judicial proceedings – according to the type of law, civil, criminal, labour and/or administrative - and non-judicial proceedings which tend to be more easily accessible.
Prepovedana so s protidiskriminacijsko zakonodajo, ki se izvaja preko različnih sodnih postopkov – v skladu z vrsto zakonodaje, civilno, kazensko, delovno in/ali upravno – in izvenso-dnih postopkov, ki so ponavadi lažje dostopni.
Immigrants and refugees can use these mechanisms more effectively when they have good information about them and are supported in bringing complaints or speaking out on discrimination.
Priseljenci in begunci lahko te mehanizme uporabljajo bolj učinkovito, če imajo dobre informacije o njih in podporo, kadar se pritožijo ali spregovorijo o diskriminaciji.
Trade unions are one of the key providers of information about workers’ rights including the rights of immigrants and refugees.
Sindikati so eden od ključnih ponudnikov informacij o pravicah delavcev, vključno s pravica-mi priseljencev in beguncev.
They are often the first point of contact in cases of harassment or discrimination in the workplace.
Pogosto so prvi seznanjeni s primeri nadlegovanja in diskriminacije na delovnem mestu.
They also carry out training on antidiscrimination issues and address the prejudices and stereotypes that employers or non-immigrant colleagues may hold.
Izvajajo tudi usposabljanje na področju preprečevanja diskriminacije in se ukvarjajo s predsodki in stereotipi, ki jih lahko imajo delodajalci in sodelavci, ki niso priseljenci.
For instance, the Irish Trade Union Trust is raising awareness about diversity among workers in the catering industry, which has seen a large influx of foreign workers.
Irski sindikalni sklad „Irish Trade UnionTrust“ na primer skrbi za ozaveščenost o raznolikosti med delavci v gostinskem sektorju, v katerem dela vedno več tujih delavcev.
For such activities, trade unions can form partnerships with immigrant associations or capitalise on immigrants’ active role as members.
Delodajalci lahko poskrbijo, da so delovna mesta bolj odprta za raznolikost, tako da kulturne razlike vnesejo v vsakodnevno delovno življenje.
Employers can make workplaces more open to diversity by introducing cultural modifications into daily working life.
V idealnem primeru se taki ukrepi uvedejo ob posvetovanju s priseljenimi in nepriseljenimi delavci ter predstavniki sindikatov.
Ideally, such measures are introduced in consultation with immigrant and non-immigrant workers and trade union representatives.
Electrolux, italijanski proizvajalec gospodinjskih aparatov, je leta 1998 ustanovil „Svet za
They can be formalised in codes of conduct or joint agreements.
$ vključevanje“, prvi te vrste v Italiji. Gre
Electrolux, the Italian manufacturer of household appliances, in 1998 established an ‘Integration Council’, the first of its kind in Italy. It is a joint committee with equal representation of company and trade union representatives, and may express binding opinions.
Gre za skupni odbor z enakim številom predstavnikov za za skupni skupni odbor odbor z z enakim enakim številom številom predstavnikov predstavnikov podjetja in sindikatov, ki lahko oblikuje zavezujoča mnenja.
In 1999, Electrolux adopted a collective ‘Agreement on Integration’ on the basis of a resolution by the Integration Council.
Leta 1999 je Electrolux na podlagi sklepa Sveta za vključevanje sprejel kolektivni„Sporazum „Sporazum o vključevanju“. Eden
As one of several measures, the Agreement grants migrant workers flexibility about holidays, whereby they can use holiday entitlements, ‘time saving’ accounts and unpaid leave in order to spend extended periods of up to 50 days with their families in countries of origin.
Eden od številnih ukrepov tega sporazuma od od številnih številnih ukrepov ukrepov tega tega sporazuma sporazuma je, je, je, da da da je je je delavcem migrantom delavcem delavcem migrantom migrantom zagotovljena prožnost glede prostih dni – izkoristijo lahko dopust, račune za „varčevanje dopusta“ in neplačan dopust, da so lahko dalj časa (do 50 dni) s svojimi družinami v matičnih državah. Tako
This has in turn reduced unauthorised absence.
Tako se je zmanjšala nedovoljena odsotnost.
Diversity management
Upravljanje raznolikosti
Comprehensive diversity management policies include positive action initiatives on recruitment and promotion as well as cultural adaptations at the workplace and a strong antidiscrimination element.
Celovite politike upravljanja raznolikosti vključujejo pobude za pozitivne ukrepe na področju zaposlovanja, napredovanja in kulturnega prilagajanja na delovnem mestu ter poudarjeno preprečevanje diskriminacije.
They make diversity a business-wide concern and are based on a clear vision of the benefits that a diverse workforce can bring to the company.
Poskrbijo za to, da začnejo raznolikost upoštevati vsa podjetja, in temeljijo na jasni viziji koristi, ki jih lahko imajo podjetja od raznolike delovne sile.
A survey carried out in 2005 by the European Commission (The Business Case for Diversity: Good Practices in the Workplace) shows that employers identify a number of tangible benefits including the resolution of labour shortages and the recruitment and retention of high quality employees.
Raziskava„The Business Case for Diversity: Good Practices in the Workplace“ (Poslovni načrt raznolikosti: dobre prakse na delovnem mestu), ki jo je v letu 2005 opravila Evropska komisija, kaže, da delodajalci vidijo številne otipljive koristi, vključno z reševanjem pomanjkanja delovne sile in zaposlovanjem ter ohranjanjem kakovostnih delavcev.
The ability to enhance a company’s reputation, and its standing within local communities, is another important benefit, as is the opportunity to develop new products and services or tap into new markets.
Možnost, da se izboljša ugled podjetja in njegov položaj v lokalnih skupnostih, je še ena od pomembnih koristi, prav tako pa tudi možnost razvoja novih proizvodov in storitev ali prodora na nove trge.
How can diversity policies be monitored?
Kako je mogoče spremljati politike raznolikosti?
Some companies have introduced comprehensive monitoring systems including a profiling of the workforce according to ethnicity, nationalities, religions, languages spoken, gender and age mix to enable identification of particular areas of under-representation.
Nekatera podjetja so uvedla celovite sisteme spremljanja, vključno z razvrščanjem zaposlenih po etnični pripadnosti, državljanstvu, veri, jezikih, ki jih govorijo, spolu in starosti, da bi omogočili prepoznavanje določenih področij s premalo predstavniki.
Some also establish an employee skills database
Cilji politik raznolikosti se lahko zastavijo tudi manj celo-vito.
%CONOMIC฀INTEGRATION to measure staff mobility and progression.
Gospodarsko vključevanje mer) več priseljenk.
Support can be provided for small and medium enterprises (SMEs) to assist them in employing (for instance) more immigrant women.
V to bi bilo vključeno preverjanje njihovih politik zaposlovanja in drugih praks na področju človeških virov.
The Flemish SME employers’ organisation UNIZO has established a ‘Service Point Diversity’ delivering tailored services with regard to awareness raising and support for diversity management in SMEs.
Flamska organizacija delodajalcev v malih ali srednjih podjetjih UNIZO je ustanovila„točke za raznolikost“, ki zagotavljajo prilagojene storitve na področju ozaveščanja in podpore pri upravljanju raznolikosti v malih in srednjih podjetjih. Razvija
It is also working on an appropriate methodology for on-the-job (Dutch) language learning in small organisations.
Razvija tudi ustrezno metodologijo za tudi tudi ustrezno ustrezno metodologijo metodologijo za za učenje (nizozemskega) jezika na delovnem mestu v majhnih organizacijah. Projekt
The project is part of a bigger programme of the Flemish government on equal labour market participation and diversity that has set ambitious goals which are to be achieved in 2010.
Projekt je je je del del del obsežnejšega programa flamske vlade za enako udeležbo in raznolikost na trgu dela, katerega ambiciozni cilji naj bi bili doseženi v letu 2010.
In the Netherlands, the Diversity Management National Network (Div) has established a Diversity Ambassadors’ network with funding from the Ministry of Justice.
Na Nizozemskem je Nacionalna mreža za upravljanje raznolikosti (Div) vzpostavila mrežo ambasadorjev raznolikosti, ki jo financira Ministrstvo za pravosodje. Ambasadorji
The Diversity Ambassadors themselves are SME employers and pledge to set up programmes on diversity within their own companies.
Ambasadorji raznoliko- raznoliko - raznoliko - sti so zaposleni v malih ali srednjih podjetjih in se obvežejo, da bodo v svojih podjetjih pri- pravili programe za raznolikost. Prav
They also approach, stimulate and support other SMEs in embedding diversity in their business, and circulate good diversity practices within their own sector.
Prav tako navezujejo stike z drugimi malimi tako tako navezujejo navezujejo stike stike z z drugimi drugimi malimi malimi in in in srednjimi srednjimi srednjimi podjetji ter jih spodbujajo in podpirajo pri vključevanju raznolikosti v njihovo poslovanje ter širijo dobre prakse na področju raznolikosti v svojem sektorju.
Immigrant entrepreneurship
Podjetništvo priseljencev
Immigrant entrepreneurship is another integration ‘track’ with its own challenges and opportunities for inclusion, particularly for longer-resident migrants.
Podjetništvo priseljencev je ena od„poti“ vključevanja z lastnimi izzivi in možnostmi za vključevanje, predvsem za migrante, ki so rezidenti za daljši čas.
Immigrant and ethnic minority businesses are increasingly acknowledged to be a vital part of Europe’s entrepreneurial culture.
Vedno bolj se priznava, da so podjetja priseljencev in pripadnikov etničnih manjšin bistven del evropske podjetniške kulture.
In particular, they make an important contribution to job creation.
Predvsem so pomemben prispevek k ustvarjanju delovnih mest.
Government authorities, immigrant and other NGOs, Chambers of Commerce, professional associations and other organisations can help (potential) immigrant entrepreneurs to analyse and develop a business idea, to write a business plan and to seek financing from banks and credit institutions.
Vladni organi, nevladne organizacije priseljencev in druge nevladne organizacije, gospodarske zbornice, poklicna združenja in druge organizacije lahko pomagajo (možnim) priseljencem podjetnikom, da analizirajo in razvijejo podjetniško zamisel, napišejo poslovni načrt in pridobijo sredstva pri bankah in kreditnih institucijah.
* for instance in bookkeeping, marketing or business law.
Švedsko združenje podjetnikov pripadnikov etničnih manjšin (IFS) obstaja od leta 1996 in
Support can also be given for acquiring a patent, license or working tools.
$ ima 32 svetovalcev, ki obdelajo najmanj 4 000 primerov na leto. Njihove
The Swedish Association of Ethnic Minority Entrepreneurs (IFS) exists since 1996 and has 32 ethnic business advisors dealing with a minimum of 4000 cases per year.
Njihove stranke prihajajo iz stranke stranke prihajajo prihajajo iz iz najrazličnejših etničnih skupin. Najpogosteje
Most often they are unemployed immigrants who have been in Sweden for a relatively short time.
Š ve d - skem razmeroma kratek čas.
The support services offered by IFS include consultations in 23 languages, information about the Swedish tax system, help with formulating a business plan and budget, market research, contacts with financial institutions and with public authorities (for permits or registrations), access to relevant networks and databases, courses in business management, and translation of documents.
Podpora, ki jo zagotavlja IFS, vključuje posvetovanja v 23 jezikih, informacije o švedskem davčnem sistemu, pomoč pri oblikovanju poslovnega načrta in proračuna, raziskave trga, stike s finančnimi ustanovami in organi oblasti (za dovoljenja in registracije), dostop do po- membnih mrež in baz podatkov, tečaje poslovnega upravljanja in prevod dokumentov. Or-
The organisation has also initiated an annual prize for the ‘ethnic entrepreneur of the year’.
O r - ganizacija je ustanovila tudi letno nagrado za„podjetnika leta – pripadnika etnične manjši-ne“.
Access to banking and credit services is often a key obstacle for immigrant entrepreneurs, since they may have difficulties in securing start-up revenue and demonstrating ‘bankability’.
Dostop do bank in kreditnih storitev je pogosto največja ovira za podjetnike priseljence, ker imajo lahko težave pri zagotavljanju začetnih prihodkov in dokazovanju svoje „sprejemljivo-sti“ za banke.
Moreover, their business initiatives tend to be small, which makes them less attractive to mainstream banks.
Določene banke so tudi razvile storitve, prilagojene priseljencem.
In several Member States, financial inclusion initiatives seek to promote access to financial services for self-employed immigrants.
V Italiji BCC (Banche di Credito Cooperativo), mreža zadružnih in kmečkih kreditnih bank
Certain banks have also developed customised products for immigrant clients.
$ opravlja storitve za 145 000 podjetij v lasti priseljencev. BCC
In Italy, the BCC (Banche di Credito Cooperativo), a network of cooperative and agricultural credit banks, services 145,000 immigrant-owned businesses.
BCC je kreditna institucija, ki je moč- je je kreditna kreditna institucija, institucija, ki ki je m o č - je m o č - no prisotna na terenu in ima 3 500 poslovalnic po Italiji. Priseljenci
The BCC is a credit institution with a strong field presence, counting 3500 branches across Italy. Immigrant entrepreneurs value the personal service and advice given by branch staff, for instance on credit allocation.
Priseljenci podjetniki cenijo osebne podjetniki podjetniki cenijo cenijo osebne osebne storitve in nasvete, ki jih zagotavlja osebje v poslovalnicah, na primer na področju dodelje-vanja kreditov.
The BCC Trevigiano, together with the municipality of Castelfranco Veneto, runs a micro-credit initiative that can be useful for individual migrants seeking to start business activities.
BCC v Trevignianu z občino Castelfranco Veneto izvaja pobudo za mikro posojila, ki lahko koristijo posameznim migrantom, ki želijo začeti poslovne dejavnosti. Za
1 million Euros are available for loans which have a ceiling of 6000 Euros and are allocated without a guarantee and a low interest rate of 2%.
1 000 000 eurov, pri čemer je najvišji znesek posojila 6 000 eurov, dodelijo pa se brez garan-cije in ob nizki 2-odstotni obrestni meri.
Targeted advice services should be developed for immigrant entrepreneurs.
Za priseljence podjetnike je treba razviti ciljno usmerjene storitve na področju svetovanja.
Banks are encouraged to give equal access to start-up capital and other business facilities and to build relationships with immigrant entrepreneurs.
Banke se spodbuja, naj zagotovijo enak dostop do ustanovitvenega kapitala in drugih podjetniških sredstev ter vzpostavijo odnos s priseljenci podjetniki.
Ethnic minority and immigrant owned businesses often operate in an ethnic niche market.
Podjetja v lasti pripadnikov etničnih manjših in priseljencev pogosto delujejo v okviru etnične tržne niše.
Over time, as these businesses become stronger, they can become suppliers of larger
Sčasoma, ko ta podjetja postanejo močnejša, lahko postanejo ponudniki storitev večjim večinskim podjetjem in vladam.
As suppliers, immigrant entrepreneurs often contribute new product ideas, flexibility and real knowledge of customer groups in an increasingly diverse market.
Gospodarsko vključevanje prispevajo zamisli za nove proizvode, prožnost in resnično znanje o skupinah potrošnikov na trgu, ki je vedno bolj raznolik.
Large companies can engage with ethnic minority businesses as part of corporate responsibility programmes.
Velika podjetja lahko s podjetji, ki so v lasti pripadnikov etničnih manjšin, sodelujejo tudi prek programov odgovornosti gospodarskih družb.
Governments (as buyers of goods and services) can also promote access to supplier networks for immigrant entrepreneurs by:
Vlade (kot kupci blaga in storitev) lahko prav tako spodbujajo dostop priseljencev podjetnikov do mrež ponudnikov, tako da:
- - - including immigrant-owned businesses in their suppliers’ listssetting voluntary targets for contracts with immigrant entrepreneurs, and/orsub-contracting with those private companies which themselves contract with immigrant businesses.
- - - vključijo podjetja, katerih lastniki so priseljenci, na svoje sezname ponudnikov;določijo prostovoljne cilje glede pogodb s priseljenci podjetniki; in/alisklenejo podpogodbe s tistimi zasebnimi podjetji, ki imajo pogodbe s podjetji priseljencev.
Immigrant entrepreneurs should have a consultative role in the development of such support policies.
Priseljenci podjetniki morajo imeti posvetovalno vlogo pri razvoju takšnih podpornih po- litik.
For instance in the UK, the Minority Business Advisory Forum acts as an independent advisory body to the Department of Trade and Industry (DTI).
Na primer, v Združenem kraljestvu deluje svetovalni forum za podjetništvo manjšin (Minority Business Advisory Forum) kot neodvisno svetovalno telo Ministrstva za trgovino in industrijo (DTI).
At the European level, ethnic entrepreneurship is addressed in several contexts.
Na evropski ravni se etnično podjetništvo obravnava v različnih okvirih.
For instance, the Commission Directorate-General for Enterprise and Industry has commissioned a study to identify and examine specific measures and support schemes promoting ethnic minority entrepreneurs in the EU 25, EFTA Member States and applicant countries.
Na primer, Generalni direktorat za podjetništvo in industrijo Komisije je naročil študijo za opredelitev in proučitev posebnih ukrepov in programov podpore za spodbujanje podjetnikov iz etničnih manjšin v 25 državah članicah EU, državah članicah Efte in državah prosilkah.
The study, part of an action plan to stimulate entrepreneurship, will give an overview of policies and also present a certain number of measures as ‘good practices’.
Študija, ki je del akcijskega načrta za spodbujanje podjetništva, bo zagotovila pregled politik in predstavila nekaj ukrepov kot primerov„dobre prakse“.
Chapter 3: Conclusions
Poglavje 3: Sklepi
Rules concerning admission can be seen as integration starting points which set crucially important conditions for the integration process.2.
Pravila v zvezi z dovolitvijo vstopa se lahko obravnavajo kot izhodišča vključevanja, ki določajo odločilne pogoje za proces vključevanja.
The legal framework for admission should be examined in view of its impact on the (socio-) economic integration of immigrants, and obstacles to integration contained in immigration rules should be addressed.3.
Pravniokvirzadovolitevvstopajetrebapreučitigledenanjegovvplivna (socialno-) ekonomsko vključevanje priseljencev in treba je odpraviti ovire za vključevanje, ki jih vsebujejo pravila glede priseljevanja.
New arrivals, longterm resident immigrants and ‘next generation’ migrants are all faced with the challenge of establishing and maintaining their employability, and should have full access to general and specific support measures.4.
Novi prišleki, priseljeni rezidenti za daljši čas in migranti „naslednje generacije“ se vsi spoprijemajo z izzivom, kako postati in ostati zaposljivi, ter morajo imeti celovit dostop do splošnih in posebnih podpornih ukrepov.
To overcome difficulties associated with formal recognition of qualifications, employers, professional associations and governments can seek to develop more flexible ways of assessing and validating skills.5.
Da bi odpravili težave, povezane s formalnim priznavanjem kvalifikacij, si lahko delodajalci, poklicna združenja in vlade prizadevajo razviti bolj prožne načine ocenjevanja in vrednotenja znanja in spretnosti.
They look at assets rather than deficits and focus concretely on a person’s (potential) performance in the workplace.6.
Raje se osredotočijo na prednosti kot na pomanjkljivosti in se konkretno posvečajo (možni) uspešnosti posameznika na delovnem mestu.
Involving employers in skills assessment processes from the start can increase the likelihood of further employment following on from the assessment and accreditation stage.7.
Vključevanje delodajalcev v postopek ocenjevanja znanj in spretnosti od začetka lahko poveča možnost nadaljnje zaposlitve po fazi ocenjevanja in akreditacije.
This involves a reshaping of skills profiles and could also have an impact on formal qualifications in the longer term.8.
To vključuje preoblikovanje profilov znanj in spretnosti ter lahko dolgoročno tudi vpliva na formalne kvalifikacije.
Once an immigrant is employed, harassment or discriminatory barriers to promotion can be tackled.9.
Ko priseljenec najde zaposlitev, se lahko začnejo odpravljati ovire za napredovanje, povezane z nadlegovanjem in diskriminacijo.
Governments should scrutinise their own practices as employers and, where possible, remove obstacles such as nationality requirements.10.
Vlade morajo proučiti lastne prakse kot delodajalke in, kjer je to mogoče, odstraniti ovire, kot so zahteve glede nacionalnosti.
They could be voluntary or statutory.11.
Lahko so prostovoljni ali pa obvezni.
In particular, they make an important contribution to job creation.13.
Predvsem so pomemben prispevek k ustvarjanju delovnih mest.
Banks are encouraged to give equal access to start-up capital and other business facilities and to build relationships with immigrant entrepreneurs.14.
Banke se spodbuja, naj zagotovijo enak dostop do ustanovitvenega kapitala in drugih podjetniških sredstev ter vzpostavijo odnos s priseljenci podjetniki.
In this way supplier lists become as diverse as the population.
Na ta način postanejo seznami dobaviteljev tako raznoliki kot prebivalstvo.
)NTEGRATION฀GOVERNANCE
Upravljanje vključevanja