natgillin/translations-raw huggingface dataset:
Four European networks and five European-level disability organisations have beenselected for funding under the Programme, andfunding for a network representing Roma interests isalso planned.
Zafinanciranje po tem programu so bile izbrane štirievropske mreže in petinvalidskih organizacij naevropski ravni, predvidena pa so tudi sredstva zamrežo, ki zastopa interese Romov.
Together, the four existing umbrellanetworks represent some 1,000 member and associate organisations across Europe.
Štiri obstoječekrovne mreže skupaj zastopajo približno 1000organizacij članicin pridruženih organizacij iz Evrope.
Their role isexplored in more detail on page 20.
Njihova vloga je podrobneje raziskana nastrani 20.
FURTHER INFORMATION about each of the transnational projects supported by the Programme is available at: www.eu.int/comm/employment_social/fundamental_rights/policy/capac/capac_en.htm
INFORMACIJEo posameznih nadnacionalnih projektih, ki jih je podprlprogram, so na voljo na: www.ec.europa.eu/employment_social/fundamental_rights/policy/capac/capac_en.htm
MINORITYREPRESENTATIONINTHEPOLICE: EXCHANGINGINFORMATIONANDGOODPRACTICE by Dafni Mavrommati
INFORMACIJ IN DOBRE PRAKSE pripravila Dafni Mavrommati
Dafni Mavrommati was Greek national coordinator for the transnational project ‘Minority representationin police organisations’and EU projects coordinator for ANTIGONE – the Greek partner. She is currently working as an independent consultant for various types of transnational projects.
Dafni Mavrommati je bila grška nacionalna koordinatorka za nadnacionalni projekt"Zastopanostmanjšine vpolicijskih organizacijah" in koordinatorka projektov EU za grškega partnerja ANTIGONO.Trenutno dela kotneodvisna svetovalka za raznovrstne nadnacionalne projekte.
“The Greek police force should broaden its recruitment among different social groups in order to improveits own understanding of society.”
"Grška policija bi morala svoje kadre izbirati izširšega izbora različnih socialnih skupin, da bi izboljšala svoje razumevanje družbe."
Chairwoman of the Union of Greek Police Employees in Kilkis prefecture, at a conference of the Greek Homosexual Community, June 2004.
Predsednica Zveze zaposlenih vgrški policiji na prefekturi v Kilkisu na konferenci grške homoseksualneskupnosti junija 2004.
“We need to actively address the police’s current negative perception of immigrants.
"Dejavno se moramo začeti ukvarjati strenutno negativnim gledanjem policije na priseljence.
We need to combatracist and xenophobic stereotypes in society at large.
Bojevati se moramo proti rasističnim in ksenofobičnim stereotipom vdružbi na sploh.
We need to contribute positively to the developmentof immigration policies and finally begin recruiting immigrants in the Greek police force.”
Pozitivno moramo prispevati krazvoju politikpriseljevanja in končno začeti zaposlovati priseljence vgrški policiji."
Chairman of the 40,000 strong Pan-Hellenic Federation of Greek Police Employees (POASY)at a conference entitled ‘Foreigners in our country’, December 2005.
Predsednik Vsegrškega združenja zaposlenih vgrški policiji (POASY) na konferenci znaslovom "Tujci vnašidržavi" decembra 2005.
groups within the police authorities of the three participating countries. This was accomplished bystudying their recruitment procedures to identify discriminatory elements and then training staff responsible for recruitment accordingly.
hovih postopkovzaposlovanja, da bi tako odkrilidiskriminacijske elemente, in nato zusposabljan-jem osebja, odgovornega za zaposlovanje.
These are just two examples of the continuingimpact of the project ‘Minority representation inpolice organisations: transnational measures for theexchange of information and good practice’on policetrade unions in Greece.
To sta samo dva primera trajnega vpliva projekta"Zastopanostmanjšine vpolicijskih organizacijah: nadnacionalni ukrepi za izmenjavo informacij in dobre prakse" na policijske sindikate v Grčiji.
The long-term objective was to create a police forcethat reflects society at large.
Dolgoročni cilj je biloblikovati policijo, ki boodrazdružbe na sploh.
The benefits aretwofold: on the one hand contributing to a more stable workforce by reducing employee dissatisfactionand turnover, and on the other improving relationsbetween the police and the society it aims to protect,by making it more recognisable and acceptable.
Koristi so dvostranske: naeni strani to zagotavlja stabilnejšo delovno silozaradi manjšega nezadovoljstva in fluktuacije, podrugi pa izboljšuje odnose med policijo in družbo, ki jo ta poskuša varovati, stem da jo narediprepoznavnejšo in sprejemljivejšo.
The project, which ran from September 2002 to September 2004 in three EU Member States – Sweden,The Netherlands and Greece – was co-funded bythe Community Action Programme to combat discrimination 2001-2006.
Projekt, ki je potekalod septembra 2002 do septembra 2004 vtreh državah članicah EU, na Švedskem in Nizozemskem ter v Grčiji, je bilsofi-nanciran iz Akcijskega programa Skupnosti zaboj proti diskriminaciji 2001–2006.
Led by the Swedish National Institute for Working Life, the project brought together partners from Swe-
Projekt, ki ga je vodil Švedski nacionalni inštitutza delovno življenje, je povezalpartnerje iz Švedske (okrožno policijo iz Stockholma in organizacijo za priseljence SIOS); Nizozemske (svetovalca za raznolikost EGA HRM-Consultin Landelijk Expertise Centrum Diversiteit) in Grčije (razis-
The project broke new ground in Greece – and generated considerable press coverage as a result workshops, organised by diversity experts, weredesigned to provide solutions to the problems identified by the diversity audits.
Projektje oral ledino v Grčiji – in zato pritegnil precejšnje medijsko zanimanje rali strokovnjaki za raznolikost, so bile zasnovanetako, da so zagotovile rešitve za težave, ki so jihugotovile revizije raznolikosti.
ANTIGONE adaptedthe seminars to the special training needs of Greekpolice personnel, providing a much-needed forum todebate ethnic and gay/lesbian issues in the policeforces.
ANTIGONA je seminarje prilagodila posebnim potrebam za usposabljanje osebja grške policije, sčimer je zagotovila še kako potreben forum za razprave o etničnihin homoseksualnih vprašanjih vpolicijah.
den (Stockholm County Police and the immigrantorganisation SIOS); The Netherlands (EGAHRM-Consult, a diversity consultant, and the Landelijk Expertise Centrum Diversiteit); and Greece(ANTIGONE, a research organisation).
Rezultati obeh dejavnosti so bili vključeni vpriro-čnik: "Spodbujanje raznolikosti in boj proti diskriminaciji vpoliciji", zinformacijami o protidiskriminacijski zakonodaji EU, rezultati revizij raznolikosti in primeri rešitevza diskriminacijskavprašanja, vzeti izposameznih sodelujočih policij.
In March2003 the Pan-Hellenic Federation of the Greek Police also committed itself to the project, bringingpermanent support, novel insights and new impetus.
RAZUMEVANJE, ANALIZIRANJE,
The project began with a ‘diversity audit’of each ofthe participating police forces, focusing on discrimination in three key areas: external recruitment, internal career opportunities and organisational culture. Inaddition, ANTIGONE carried out an in-depth study ofrelevant legislation and made concrete recommendations for changes in those policies which were foundto have discriminatory effects in the three areas.
Projektse je začelz"revizijo raznolikosti" vposa-meznih sodelujočih policijah, pri čemer se jeusmerilna diskriminacijo na treh ključnih področjih: na področju zunanjega zaposlovanja, notranjih poklicnih možnosti in organizacijske kulture.ANTIGONA je opravila tudi poglobljeno študijoustrezne zakonodaje in pripravila konkretna priporočila za spremembe tistih politik, za katere jebilo ugotovljeno, da diskriminacijsko učinkujejona ta tri področja.
This was followed by skills training for humanresources personnel from each police force.
Sledilo je usposabljanje osebja kadrovskih službizposameznih policij.
The
Delavnice, ki so jih organizi-
But perhaps the biggest indicator of the project’ssuccess is the ongoing interest in the questions ithas raised.
Morda je najboljši kazalnikuspešnosti projektanenehno zanimanje za vprašanja, na katera jeopozoril.
Since 2004, the Greek police federation’straining institute has participated in two project proposals with antidiscrimination themes under the EU’s EQUALprogramme – which aims to promote amore inclusive work life.
Po letu 2004 je Inštitutza usposabljanje pri Združenju grške policije sodelovalpri dvehprojektnih predlogih sprotidiskriminacijskimitemami vokviru programa EU EQUAL, kateregacilj je spodbujati bolj vključujoče delovno življenje.
During the same period, the Federation’s magazine has frequently publishedanti-discrimination related articles, highlighting theorganisation’s latest activities in the area.
Vistem obdobju so bili vreviji združenjapogosto objavljeni protidiskriminacijski članki, kiso opozarjali na najnovejše dejavnosti organizacije na tem področju.
Finally,many of the project’s proposals have been incorporated into the Federation’s own recommendations tothe government.
Mnogi predlogi projekta sobili vključeni vpriporočila, ki jih je združenje pripravilo za vlado.
PASSING ON SKILLS IN NON-DISCRIMINATION LAW by Emilia Naumann
USPOSABLJANJEZAVODJEUSPOSABLJANJAVBALTSKIREGIJI– PRENAŠANJEZNANJASPODROČJANEDISKRIMINACIJSKEZAKONODAJE pripravila Emilia Naumann
Emilia Naumann is an attorney-at-law practising at the Polish Bar in Warsaw.
Emilia Naumann je odvetnica, ki dela pri poljski odvetniški zbornici v Varšavi.
She participated in a training-for-trainers session organised under the Baltic T4Tproject – which trains representatives of barassociations and trade unions to deliver training in nondiscrimination law.
Sodelovala je pri usposabljanju za vodje usposabljanja, organizirano vokviru projekta Baltik T4T, v okviru katerega so se usposabljali predstavniki odvetniških zbornicin sindikatovzaizvajanje usposabljanja o nediskriminacijski zakonodaji.
ments in order to push the cases forward to the European Court of Justice if necessary, as frequently this is the only way to make the local judges thinkbeyond the local level.
Poljske in EU, da primere po potrebi predložijo Evropskemu sodišču, saj je to pogosto edininačin, da se lokalne sodnike pripravi, da vsvo-jem razmišljanju presežejo lokalno raven.
PASSING ON KNOWLEDGE
PRENOS ZNANJA
As part of the Community Action Programme to combat discrimination, Interights and the Helsinki Foundation for Human Rights in Poland organised aseries of training sessions for trainers in EU discrimination law from Poland, Latvia and Lithuania.
Vokviru Akcijskega programa Skupnosti za bojproti diskriminaciji sta Interightsin Helsinškafundacija za človekove pravice na Poljskem organizirala vrsto usposabljanj o protidiskriminacijskizakonodaji EU za vodje usposabljanja iz Poljske, Latvije in Litve.
Thecourse consisted of two 2-week sessions held in Poland, in September 2005 and January 2006.
Tečaj sta sestavljali dve dvotedenski usposabljanji, ki sta potekali na Poljskemseptembra 2005 in januarja 2006.
Theoverall aim was to improve the training capacity aswell as the skills and knowledge of legal professionals and trade unions in EU nondiscrimination law(specifically, the Race Equality and Framework Directives).
Splošni cilj jebilizboljšati zmogljivosti za usposabljanje terspretnosti in znanje pravnih strokovnjakovin sin-dikatovspodročja nediskriminacijske zakonodaje EU (zlasti o Direktivi o rasni enakosti in okvirnidirektivi).
The project was financed by the Community Action Programme with a contribution fromthe British Foreign and Commonwealth Office.
Projektje financiralakcijski program Skupnosti, knjemu je prispevaltudi Urad zazunanje zadeve in Britansko zvezo držav.
LEARNING TO MAKE USE OF
UČENJE ZA UPORABO ZAKONODAJE
The project also focused on passing on the knowledge to local lawyers through the participants of thetraining in their own countries.
Projektje bilusmerjen tudi kprenosu znanja nalokalne odvetnike prekudeležencevusposabl-janja vnjihovih državah.
Most of the participants were practising lawyers, who did not havemuch experience in teaching this branch of law,which made the second session even more interesting.
Večina udeležencevjeopravljala odvetniško dejavnostin ni imela veliko izkušenj spoučevanjem te pravne veje, zaradi česar je bilo drugo usposabljanje še zanimivejše.
This session was planned in such a way thatevery participant was trained to be a trainer.
To usposabljanje je bilo zasnovano tako, dase bo vsakudeleženecusposabljalza vodjousposabljanja.
It included awareness-raising and other sessions devoted tobuilding the scenario of delivering local training.
Vključevalo je boljšo obvešče-nostin druge oblike usposabljanja, namenjenepripravi predvidenega poteka zagotavljanjalokalnega usposabljanja.
Welearned not only the law, but also some very important skills, such as working in groups, sharingresponsibility, presenting the law in a way that willstay in the memory of the trainees.
Učili smo se o zakonodaji, pridobili pa smo tudi nekatere zelopomembne veščine, kotso delo vskupinah, deli-tevodgovornosti, predstavitevzakonodaje nanačin, da si jo udeleženci usposabljanja zapomnijo.
Those are skillsthat should not be under-estimated, as they are alsoimportant in legal work, but can be very hard to belearn.
To so veščine, ki jih ne smemo podcenjevati, saj so pomembne tudi pri odvetniškem delu,vendar se jih je včasih težko naučiti.
It is no secret that many lawyers prefer to workas individuals rather than in a group, so they are notso used to developing common ideas and jointstrategies.
Ni skrivnost, da mnogi odvetniki raje delajo sami kotvskupini, zato niso navajeni razvijati skupnihzamisli in strategij.
As one of the participants in the project, from my ownpoint of view, this aim was fully achieved.
Po mojem mnenju, kotudeleženki vprojektu, jebilta cilj vceloti dosežen.
The mostinteresting parts of the training were learning aboutlitigation strategies in antidiscrimination law anddeveloping my own training skills – being able totrain other lawyers.
Najzanimivejši delusposabljanja sta bila spoznavanje strategij vpri-meru spora na področju protidiskriminacijskezakonodaje in razvijanje lastnih veščin za usposabljanje, da bom lahko usposabljala drugeodvetnike.
It’s a hard fact but true: Poland isone of the countries where antidiscrimination law isstill far away from the EU standards.
Kruto, vendar resnično je dejstvo, daje Poljska ena od držav, vkaterih je protidiskriminacijska zakonodaja še vedno zelo oddaljena od standardov EU.
Therefore Polish lawyers who want to dedicate their work to thesetypes of cases need to recognise the various formsof discrimination properly.
Zato morajo poljski odvetniki, kiželijo svoje delo posvetiti tovrstnim primerom,ustrezno prepoznati različne oblike diskriminacije.
They should also be ableto deal with the problems of incorrect or insufficientimplementation of EU Race Equality and Framework Equality Directives.
Morali bi biti tudi sposobni obravnavativprašanja nepravilnega ali nezadovoljivega izvajanja direktiv EU, Direktive o rasni enakosti in Okvirne direktive o enakosti.
They have to be well prepared tomake use of the Polish – as well as EU – legal instru-
Morajo biti dobropripravljeni na uporabo pravnih instrumentov
I havethe impression that each of us left the training fortrainers a little bit changed: more sensitive to stereotypes, to homophobia, to discrimination.
Vtisimam, da je vsakod naszapustilusposabljanje za vodje usposabljanja malcespremenjen: bolj dovzeten za stereotipe, homofobijo, diskriminacijo.
This effectively makes the participants in the trainingmessengers for what is today a very sensitive butvery important branch of law – anti-discriminationlaw.
To udeležence usposabljanja dejansko spreminjavglasnike dandaneszelo občutljive, vendar zelopomembne zakonodajne veje – protidiskriminacijske zakonodaje.
It also means that this project will have lastingeffects which live on in the future.
To tudi pomeni, da bo imeltaprojekttrajne učinke, ki se bodo nadaljevali vpri-hodnosti.
Each national group will now organise local trainingsessions for local practicing lawyers in their owncountry during 2006.
Vsaka nacionalna skupina bo zdaj tekom leta2006 vsvoji državi organizirala lokalna usposabljanja za lokalne odvetnike.
Some of the participants –myself included – are considering further continuingour teaching experience and sharing the knowledgein the places we work with: bar associations, NGO’s,universities, and so on.
Nekateri udeležencirazmišljamo o nadaljnjem pridobivanju izkušenjza poučevanje in izmenjavi znanja stistimi, skaterimi sodelujemo: odvetniškimi zbornicami,nevladnimi organizacijami, univerzami itd.
FORFURTHERINFORMATION:www.interights.org
DODATNE INFORMACIJE DOBITE NA: www.interights.org
HELPING CIVIL SOCIETY FULFIL ITS ROLE
POMOČ CIVILNI DRUŽBI PRI IZPOLNJEVANJU NJENE VLOGE
Civil society has a vital role to play in making antidiscrimination legislation understood and enforced onthe ground.
Civilna družba mora odigrati zelo pomembno vlogo pri zagotavljanju razumljivosti protidiskriminacijske zakonodaje in njenega izvajanja.
NGOs are essential in speaking on behalf of and defending those they represent, as well asin raising awareness – both among victims and potential victims of discrimination and among the general public.
Nevladne organizacije so zelo pomembne pri izražanjumnenja tistih, ki jih zastopajo in branijo, hkrati pa zagotavljajo boljšo obveščenostžrtevin potencialnih žrtevdiskriminacije in splošne javnosti.
This is all the more important as those exposed to discrimination often lack an understandingof their rights under EU antidiscrimination law.
To je še pomembnejše, ker tisti, ki so izpostavljenidiskriminaciji, pogosto ne poznajo svojih pravic, ki jim jih zagotavlja protidiskriminacijska zakonodaja EU.
For this reason, the European Commission funded a project to identify the training needs of NGOs combating discrimination and provide them with the information needed to fulfil their advocacy tasks.
Zato je Evropska komisija financirala projekt, ki naj bi opredelilpotrebe po usposabljanju nevladnih organizacij, ki se bojujejo proti diskriminaciji, in jim zagotovilinformacije, ki jih potrebujejo zaizpolnitevsvojih odvetniških nalog.
The target group included NGOs combating discrimination on the grounds of racial and ethnic origin (including Roma ethnic minority), religion and belief, disability, age, and sexual orientation.
Ciljna skupina je vključevala nevladne organizacije, ki se bojujejo proti diskriminaciji na podlagi rase ali narodnosti (vključno zromsko etničnomanjšino), vere ali prepričanja, invalidnosti, starosti ali spolne usmerjenosti.
The project was carriedout in the ten Member States which joined the EU in 2004 as well as Bulgaria, Romania and Turkey.
Projektse je izvajalvdesetih državah članicah, ki so se pridružile EU leta 2004, in v Bolgariji, Romuniji in Turčiji.
The project began with an analysis of training needs in each of the 13 countries, and then held train-the-trainer sessions for six individuals in each country.
Projektse je začelzanaliziranjem potreb po usposabljanju vvseh 13 državah, nato pa so potekalausposabljanja za vodje usposabljanja (tako imenovana usposabljanja train-the-trainer) za šestposameznikovizvsake države.
National versions of a training manual were preparedfor each country in the relevant national language, containing information on antidiscrimination legislation (European and national); the role of NGOs in combating discrimination; support to victims of discrimination; awareness raising, and skills and tools when working towards combating discrimination.
Za vsako državo so se pripravile nacionalne različice priročnika zausposabljanje vustreznem nacionalnem jeziku zinformacijami o protidiskriminacijski zakonodaji(evropski in nacionalni), vlogi nevladnih organizacij vboju proti diskriminaciji, podpori žrtvam diskriminacije, zagotavljanju boljše obveščenosti, veščinah in znanjih ter sredstvih, potrebnih za bojproti diskriminaciji.
In the national seminars which followed, 559 representatives of NGOs across the 13 European countrieswere trained.
Na nacionalnih seminarjih, ki so sledili, se je usposabljalo 559 predstavnikovnevladnih organizacij v13 evropskih državah.
The success of the project has led to a follow-up in 2006 and an extension to take in all 25EU Member States as well as Bulgaria, Romania and Turkey.
Ker je bilprojektuspešen, se je seminar leta 2006 ponovilo, vanj pavključilo vseh 25 držav članic EU in Bolgarijo, Romunijo in Turčijo.
The scope of the project has also beenwidened to include social partner organisations among the participants.
Projektse je razširil, tako da sobile med udeleženci tudi organizacije socialnih partnerjev.
LINKING NATIONAL EQUALITY BODIES
POVEZOVANJE NACIONALNIH ORGANOV ZA ENAKOST
Bjørn Dilou Jacobsen represents the Danish Institute for Human Rights in EQUINET, a transnationalproject linking national equality bodies across the EU – which all EU countries are obliged to set upunder the provisions of the Race Equality Directive.
Bjørn Dilou Jacobsen zastopa Danski inštitutza človekove pravice vnadnacionalnem projektu znaslovom EQUINET, ki povezuje nacionalne organe za enakosti z EU, ki jih morajo ustanoviti vsedržave članice EU vskladu zdoločbami iz Direktive o rasni enakosti.
He spoke to Equal Rights in Practiceabout whatthe network has achieved and what his own equality body has gained from taking part.
ZEqual Rightsin Practiceseje pogovarjalo dosežkih mreže in kaj je ssodelovanjem pridobilnjegovorgan za enakost.
What role does EQUINETplay in facilitatingexchange of best practice and networking amongequality bodies?
Kakšno vlogo ima EQUINET pri spodbujanjuizmenjave najboljše prakse in mrežnem povezovanju organovza enakost?
EQUINEThas a key role.
EQUINET ima ključno vlogo.
The project tries to facilitate cooperation and information exchange betweenequality bodies, and in that way supports a uniformimplementation of EU antidiscrimination law and thelevelling-up of legal protection for victims of discrimination.
Projektsi prizadevaza spodbujanje sodelovanja in izmenjavo informacij med organi za enakostin tako podpiraenotno izvajanje protidiskriminacijske zakonodaje EU in zvišanje ravni pravnega varstva za žrtvediskriminacije.
There are currently 28 organisations in thenetwork – mainly national equality bodies – from 23different Member States.
Vmreži je trenutno 28 organizacij– vglavnem so to nacionalni organi za enakost–iz23 različnih državčlanic.
They come together atannual meetings, and more regularly in the executive board, to ensure that the projects undertakenthrough EQUINETare carried out.
Sestajajo se na letnihsrečanjih, bolj redno pa vizvršilnem odboru, dase prepričajo glede izvajanja projektov, prevzetih prek EQUINETA.
equality bodies can ask questions, discuss issues andshare knowledge about the interpretation of the EUEquality Directives.
razpravljajo o določenih vprašanjih in izmenjujejo znanje o razlaganju direktiv EU o enakosti.
This is a very practical tool, especially for complaint handling, as anti-discriminationlaw tends to be complicated, many of the issues thatindividual complaints raise are new and national,and European Court of Justice case law on the areais still limited. In my work at the Danish Complaint Committee for Ethnic Equal Treatment I often experienced this.
Toje zelo uporabno sredstvo, zlasti za reševanje pritožb, saj je protidiskriminacijska zakonodajanekoliko zapletena, mnoga vprašanja, ki jihsprožijo pritožbe posameznikov, pa so nova innacionalno obarvana, sodna praksa Evropskegasodišča na tem področju pa je še vedno omejena.Pri mojem delu vdanskem pritožbenem odboruza etnično enako obravnavo se mi je pogostodogajalo naslednje.
When dealing with a specific case, Iwould not be able to find any guidance in the Danishimplementing legislation, in the EU Directives or incase law.
Ko sem se ukvarjalzdoloče-nim primerom, nisem našelnavodilniti vdanskiizvedbeni zakonodaji, niti vdirektivah EU in niti vsodni praksi.
In Denmark, like elsewhere, the Complaints Committee has been established recentlyand is fairly small.
Na Danskem je bilpritožbeni odborpodobno kotdrugod ustanovljen pred kratkim inje dokaj majhen.