natgillin/translations-raw huggingface dataset:
In their final evalu-The Network of Independent Legal Experts in ation, Ernst & Young found that the Programme has played “a key role in supporting the European Directives and their application in the Member States,allowing a levelling-up of protection for victims of discrimination to a comparable level in all Member States. This role has progressively been reinforcedas the Programme has developed.”1 nondiscrimination studies and analyses thisprocess, communicating its findings in a series ofregular publications as well as ad hoc advice to the European Commission. Colm O’Cinneide, one of thelegal experts, explains his role and that of the network in an interview on page 8. 1
Ernst & Young so vsvojikončni oceni ugotovili, da je imelprogram "ključno vlogo pri zagotavljanju podpore evropskimadirektivama in njuni uporabi vdržavah članicah,kar je omogočilo dvig varstva žrtevdiskriminacijena primerljivo raven vvseh državah članicah. Tanjegova vloga se je znjegovim izvajanjem postopno še krepila."1 1
“2005 Evaluation of the Community Action Programme to combat discrimination – Final report” – Ernst & Young, 2005 [7] 7]
"Ocena Akcijskega programa Skupnosti za boj proti diskriminaciji izleta 2005 – Končno poročilo", Ernst & Young, 2005 [7] 7]
EXPERT ADVICE ON ANTI-DISCRIMINATION LAW
STROKOVNO SVETOVANJE O PROTIDISKRIMINACIJSKI
Colm O’Cinneide is a lecturer in law at University College London.
Colm O’Cinneide predava pravo na Univerzitetnem kolidžu v Londonu.
He is country expert for the United Kingdom in the European Network of Legal Experts in nondiscrimination – which provides independent information and analysis on developments in antidiscrimination law in the EU Member States.
Je nacionalni strokovnjakza Združeno kraljestvo v Evropski mreži pravnih strokovnjakovza boj proti diskriminaciji, ki zagotavlja neodvisne informacije in analize razvoja dogodkovna področju protidiskriminacijske zakonodaje vdržavah članicah EU.
What does your role as a national legal expert consist of?
Kaj obsega vaša vloga nacionalnega pravnegastrokovnjaka?
How does it fit into the work of the Networkas a whole?
Kako se vključuje vdelo mreže kotcelote?
variety of different solutions that are adopted.
Zanimivo je videti, kako se vrazličnih evropskihdržavah ponavljajo podobne težave, pa tudi zelorazlične rešitve, ki so jih sprejele.
Thismakes you rethink your own assumptions aboutwhat is the ‘best’way to handle some of these difficult issues, and also makes you appreciate thatthere is usually no single, simple solution!
To te pripravido tega, da ponovno razmislišo svojih domnevah, kako se "najbolje" obravnavajo nekatera odteh perečih vprašanj, pa tudi do spoznanja, daponavadi ni ene, enostavne rešitve!
How about the situation in the UK?
Kakšne so razmere v Združenem kraljestvu?
Could you summarise some of the impact the EU equality Directiveshave had there?
Alilahko na kratko predstavite, kako sta direktivi EUo enakosti vplivali na razmere vvaši državi?
My role as national expert is to provide the Networkwith regular updates on developments in the UK thatconcern issues relating to equality, non-discrimination,integration policies and so on.
Moja vloga nacionalnega strokovnjaka je mrežiredno zagotavljati najnovejše podatke o razvoju dogodkov v Združenem kraljestvu vzvezi zvprašanji, ki se nanašajo na enakost, nediskriminacijo, politike vključevanja itd.
I produce regular ‘flashreports’to the Network, which are brief summaries ofnew laws, court decisions or policies. I also updateevery year a full report on how the UK is complyingwith the EC Equality Directives, and provide information for colleagues on the UK when necessary.
Mreži redno zagotavljam "kratka poročila", ki so kratki povzetki najnovejše zakonodaje, sodnih odločb ali politik.Vsako leto tudi prilagodim zadnjemu stanju celotno poročilo o tem, kako se v Združenem kraljestvuupoštevata direktivi ESo enakosti, in po potrebizagotovim informacije o Združenem kraljestvu svojim kolegom.
How does it complement your other work, for example in teaching law?
Kako se to dopolnjuje zdrugim vašim delom, naprimerspoučevanjem prava?
The UK already had extensive race and disabilitydiscrimination legislation in place before the Directives entered into force, so their impact in theseareas was perhaps less than in other EU Member States.
Združeno kraljestvo je imelo že pred začetkom veljavnosti direktivobširno zakonodajo za preprečevanje diskriminacije na podlagi rase in invalidnosti,zato je bilnjun vplivna teh področjih morda manjšikotvdrugih državah članicah EU.
Nonetheless the UK had to adjust their existing legislation to the provisions of both Directives.
Vendar je moralo Združeno kraljestvo svojo obstoječo zakonodajoprilagoditi določbam obeh direktiv.
My work for the European Network greatly complements my other work in teaching and researchinglaw.
Moje delo za Evropsko mrežo se zelo dobrodopolnjuje zdrugim mojim delom pri poučevanjuin raziskovanju prava.
It encourages me to keep up to date with newdevelopments, and I use information from othernational experts to illustrate in my classes how other European countries are coping with equality andnon-discrimination issues.
Spodbuja me, da sem natekočem znajnovejšim razvojem dogodkov, informacije drugih nacionalnih strokovnjakovpa uporabim na svojih predavanjih za ponazoritev, kakose druge evropske države spopadajo zvprašanjienakosti in nediskriminacije.
Colm O’Cinneide: “It is fascinating to see how similar problems recur in different European countries”
Colm O’Cinneide: "Zanimivo je videti, kako se vrazlič-nih evropskih državah ponavljajo podobne težave"
ments imposed by the Directive, and age discrimination legislation will also be introduced this year toensure compliance with its provisions.
Nekatere publikacije evropske mreže neodvisnih pravnih strokovnjakovspodročja nediskriminacije.
Finally, what impact do you think the work of the Network has had so far?
In na koncu, kakšen vplivje po vašem mnenjuimela mreža do zdaj?
I think the Network has published some extremelyinfluential and high-quality reports on some of the keyaspects of antidiscrimination law, and provided somevery useful information in its annual publication –which compares and contrasts progress in implementing the Directives in each Member State.
Menim, da je mreža vsvoji letni publikaciji objavila nekatera izredno vplivna in zelo kakovostnaporočila o nekaterih ključnih vidikih protidiskriminacijske zakonodaje in zagotovila nekaterezelo koristne informacije, ki primerjajo napredekpri izvajanju direktivvposameznih državah članicah.
Byencouraging the sharing of information betweenmembers, it also has made my work more interesting!
Sspodbujanjem izmenjave informacij medčlani je postalo tudi moje delo bolj zanimivo!
PROMOTE EQUALITY by Meri-Sisko Eskola
PODATKI ZA SPODBUJANJE ENAKOSTI pripravila Meri-Sisko Eskola
Meri-Sisko Eskola is a ministerial adviser at the Finnish Ministry of Labour and was chair of the European Working Group on Data Collection.
Meri-Sisko Eskola je ministrska svetovalka pri finskem ministrstvu za delo in je bila predsednicaevropske delovne skupine za zbiranje podatkov.
Timo Makkonen is coordinator for the project Making Equalitya Reality with Adequate Data (MERA)
Timo Makkonen je koordinator projekta Uresničevanje enakosti zustreznimi podatki (MERA)
The two European antidiscrimination Directivesapproved in 2000 were a real breakthrough in thework against discrimination in Europe.
Obe evropski protidiskriminacijski direktivi, sprejeti leta 2000, sta bili resnično velikkoraknaprejvboju proti diskriminaciji v Evropi.
They gave astrong boost for policies to promote more equal societies for all.
Pomenili staveliko spodbudo politikam, da spodbujajo boljenakopravne družbe za vse.
Nevertheless, all policy decisions mustbe based on proper and reliable information on therelevant phenomena in society and the impact policydecisions have.
Po potrditvi obeh direktivje zelo hitro postalo jasno, da seniti na evropski ravni niti na ravni državčlanicnezbirajo dovolj izčrpne informacije, ki bi omogočile predstavo glede obsega, značaja in učinkovdiskriminacije ali o vplivu nove zakonodaje inpolitik.
After approval of the two Directivesit became clear very quickly that neither at Europeannor at Member State level was the information gathered comprehensive enough to give a picture on theextent, nature and effects of discrimination, or on theimpact of the new legislation and policies.
raziskovalce in nevladne organizacije in razpravljali o potrebi po nadaljnjem razvijanju zbiranja podat-kovo diskriminaciji. Evropska komisija se je odločila, da bo pobudo podprla in leta 2003 ustanovila Evropsko delovno skupino za podatke o diskriminaciji, ki bo povezala te skupine.
BRINGING TOGETHER EXPERTS
POVEZOVANJE STROKOVNJAKOV
Commission, EU Monitoring Centre on Racism & Xenophobia, national authorities, statisticians, otherresearchers and NGOs to discuss the need to furtherdevelop data collection in relation to discrimination.The European Commission decided to support theinitiative by establishing in 2003 a European Working Group on Discrimination Data, bringing togetherthese groups. The aim was to improve the quality andextent of data collection at the European level and inthe Member States. For a start, the group supervisedtwo studies describing the measurement of discrimination and antidiscrimination practices within andoutside the EU. These were presented at a European Conference on Data to Promote Equality held in December 2004 in Helsinki. In addition, the grouphas discussed in depth the issues relating to discrimination data, and further discussions are needed. On these bases, the Finnish authorities took the initiative to gather experts representing the European
Zato so finski organi oblasti sprejeli pobudo, dazberejo strokovnjake, ki bodo zastopali Evropskokomisijo, Evropski center za spremljanje rasizma inksenofobije, nacionalne organe, statistike, druge
In the course of the work it quickly became clear thatthe task given to the group was more complex thanmaybe thought in the beginning.
Med delom je hitro postalo jasno, da je naloga, ki jebila zaupana skupini, bolj zapletena, kotse je sprvazdelo.
The Member Statesdiffer in their diversity, policy approaches, monitoringsystems and political choices.
Države članice se razlikujejo po svoji raznolikosti, političnih pristopih, sistemih spremljanja inpolitičnih odločitvah.
The discriminationgrounds covered by the Directives are many and thegroups at risk of discrimination are also very differentfrom one another.
Vdirektivah je navedeno veliko razlogovza diskriminacijo, zelo pa se med sebojrazlikujejo tudi skupine, ki so izpostavljene diskriminaciji.
Nevertheless, the working group –very much on the basis of the Conference outcomes– came to the conclusion that it is important to try further, as the lack of proper monitoring apparatus may
Kljub temu je delovna skupina – zlasti napodlagi rezultatovkonference – sprejela sklep, daje pomembno nadaljevati prizadevanja, sajpomanjkanje ustreznih spremljevalnih mehaniz-movlahko pripelje do oblikovanja zgrešenih politikna evropski in nacionalni ravni.
The Group supervised a comparative study on data collection in and outside the EU
Skupina je opravila nadzorprimerjalne študije o zbiranju podatkov v EU in zunaj nje
It was concluded at the Helsinki conference and bythe working group that all actors would need practical tools to develop their data collection practicesand the cooperation between actors.
Na Helsinški konferenci je bilsprejetsklep, ki gaje sprejela tudi delovna skupina, da bodo vsiakterji potrebovali praktična orodja za razvoj svojih postopkovza zbiranje podatkovin medsebojnega sodelovanja.
One such toolcould be a European Handbook on Data Collection,promoting the collection of data in this subject areaand describing the various ways in which the datacan be collected.
Eno od takšnih orodij bi lahko bil Evropski priročnikza zbiranje podatkov, ki bispodbujalzbiranje podatkovna tem področju invsebovalopisrazličnih možnih načinovza njihovozbiranje.
Finnish authorities took up the ideaof producing a handbook, and launched a projectcalled Making Equality a Reality with Adequate Data(MERA) in November 2005 with financial supportfrom the Community Action Programme.
Finski organi so sprejeli zamiselo pripravi priročnika in novembra 2005 sfinančno podporo akcijskega programa Skupnosti začeli izvajatiprojektznaslovom Uresničevanje enakosti zustreznimi podatki (MERA).
On the basis of this mapping exercise it willbe possible to make recommendations on how the Member States can improve and make maximumutility of their existing data collection mechanisms,and on what further measures they should adopt.The Handbook will discuss the way in which international, European and national laws relating to theright to privacy and data protection may have animpact on data collection activities.
Pri-ročnikbo obravnaval, kako lahko mednarodna,evropska in nacionalna zakonodaja o pravici dozasebnosti in varovanju podatkovvpliva nadejavnosti zbiranja podatkov.
It will cover allthe grounds mentioned in the Article 13 Directives.
Zajelbo vse razloge izčlena 13 direktiv.
AEuropean reference group consisting of top expertsin this area is supervising the work on the Handbook.Within the confines of the MERAproject, and on thebasis of the recommendations made in the Handbook, the Finnish authorities will also develop anational action plan on collecting data on discrimination.
Delo pri pripravi priročnikanadzoruje evropska referenčna skupina, sestavljena izvrhunskih strokovnjakov. Vokviru omeji-tevprojekta MERA in na podlagi priporočilizpri-ročnika bodo finski organi sestavili tudi nacionalni akcijski načrtza zbiranje podatkovo diskriminaciji.
The Handbook is expected to be ready by theend of 2006.
Priročniknaj bi bilpredvidoma pripravljendo konca leta 2006.
Measuring the extent and impact of discrimination in Europe www.eu.int/comm/employment_social/fundamental_rights/policy/aneval/data_en.htm Finnish Ministry of Labour www.mol.fi
VEČINFORMACIJDOBITENA:Merjenje obsega in vpliva diskriminacije v Evropi www.ec.europa.eu/employment_social/fundamental_rights/policy/ aneval/data_en.htm Finsko ministrstvo za delo www.mol.fi
With the accession of ten new Member States to the EU in 2004, the Roma became the largest ethnic minority in the Union.
Spristopom desetih novih držav članic k EU leta 2004 so Romi postali največja etnična manjšina v Uniji.
Shortly afterwards, the European Commission published a major study onthe situation of Roma communities across the enlarged EU – including recommendations for policiesand actions to the European institutions, national governments and civil society organisations.
Kmalu zatem je Evropska komisija objavila obsežno študijo o položaju romskih skupnosti vrazširjeni EU – vključno spriporočili, ki naj jih evropske institucije, nacionalne vlade in organizacije civilne družbe upoštevajo pri oblikovanju svojih politikin ukrepov.
The study – funded jointly under the antidiscrimination Action Programme and the Action Programmeon social inclusion – was the first to examine the situation of Roma on this scale, including education,employment, housing and healthcare, among other areas.
Študija – ki se je financirala skupno izprotidiskriminacijskega akcijskega programa in akcijskegaprograma za socialno vključenost– je bila prva študija, ki je preučila položaj Romovvtem obsegu,med drugim je zajela izobraževanje, zaposlovanje, stanovanjske razmere in zdravstveno varstvo.
Its main findings were that Roma in both the older and newer Member States continue to experiencemarked discrimination and social exclusion, although several examples of good practice are includedto illustrate progress in certain fields.
Njena najpomembnejša ugotovitevje bila, da se Romi vstarih in novih državah članicah še naprejsrečujejo zizrazito diskriminacijo in socialno izključenostjo, čepravvključuje tudi nekaj primerovdobre prakse za ponazoritevnapredka na določenih področjih.
The study recommended that the EU take the lead in targeting Roma within its various policies, likeanti-discrimination and social exclusion.
Študija je priporočila, naj EU postane zgled ssvojimi različnimi politikami, kotsta protidiskriminacija in socialna izključenost, ki so ciljno usmerjene k Romom.
In particular it suggested establishing a new structure to better coordinate the EU’s different activities related to Roma – a recommendation the European Commission took up with its new Inter-Service Group on Roma issues, bringing together its differentdepartments working in relevant fields.
Predlagala je zlasti vzpostavitevnoveorganiziranosti za boljše usklajevanje različnih dejavnosti EU, ki se nanašajo na Rome – priporočilo, ki ga je Evropska komisija sprejela skupaj ssvojo novo delovno skupino za romska vprašanja, kije povezala njene različne službe, delujoče na zadevnih področjih.
FOR MORE INFORMATION: www.eu.int/comm/roma
DODATNE INFORMACIJE DOBITE NA: www.ec.europa.eu/roma
THE BUSINESS CASE FOR
POSLOVNI PRIMER RAZNOLIKOSTI
Another major study supported under the Action Programme addressed the issue of diversity and nondiscrimination in the workplace – and the benefits of such policies for employers.
Druga pomembna študija, ki jo je podprlakcijski program, je obravnavala vprašanje raznolikosti in nediskriminacije na delovnem mestu – in prednosti takšnih politikza delodajalce.
The report – launched at a dedicated conference in November 2005 – presented the results of a survey of European companies and their diversity policies, carried out for the Commission earlier thatyear.
Vporočilu, ki je bilo prvičpredstavljeno na tematski konferenci novembra 2005, so bili predstavljeni rezultati raziskave evropskih podjetij in njihovih politikraznolikosti, ki je bila vistemletu opravljena za Komisijo.
Some 800 businesses took part in the survey, of which two-thirds were small- and medium-sizedenterprises.
Vraziskavi je sodelovalo približno 800 podjetij, od tega sta bili dvetretjini mala in srednja podjetja.
Around half of the companies (42%) had already implemented diversity policies.
Približno polovica podjetij (42 odstotkov) je že izvajala politike raznolikosti.
For 85% of these, there were tangible business benefits – including being able to recruit from a widerselection of people, being able to keep better workers longer, improved community relations and anenhanced company image.
Od tega jih je imelo 85 odstotkovvidne poslovne koristi – med drugim so lahko izbirali kadre izširšega izbora ljudi, dlje zadržali dobre delavce, izboljšali odnose vskupnosti in povečali ugledpodjetja.
The report also featured a series of case studies on good practices from various companies surveyed.Examples include providing nondiscrimination training for managers and staff; creation of employeenetworks representing disabled, gay, lesbian, or ethnic minority employees; company-wide campaignson the value of older employees; and diversity objectives for managers linked to performance appraisal.
Vporočilu je bila predstavljena tudi vrsta študij primerovdobrih praksizrazličnih podjetij,vključenih vraziskavo. Primeri vključujejo zagotavljanje usposabljanja spodročja nediskriminacije za vodilne delavce in osebje; vzpostavitevmreždelojemalcev, ki zastopajo invalide, homoseksualce in homoseksualke ali etnične manjšine, kampanje o pomenu starejših delavcev, kipotekajo vposameznih podjetjih, in cilje raznolikosti za vodstvo, povezano zocenjevanjemuspešnosti.
INTRODUCTION involve public authorities in the fight against discrimination, and promote Roma integration.
UVOD je in zbiranja podatkov, vključitevorganovoblasti vboj proti diskriminaciji in spodbujanje vključevanja Romov.
PARTNERS IN THE FIGHT AGAINST
PARTNERJI V BOJU PROTIDISKRIMINACIJI
Addressing discrimination in everyday situationsrequires the support of those organisations in a position to represent and defend those who may be subject to discrimination.
Obravnavanje diskriminacije vvsakodnevnih razmerah zahteva podporo tistih organizacij, ki zastopajo in branijo morebitne žrtve diskriminacije.Zakonite pravice do enake obravnave pomenijobolj malo, če se ne uporabljajo vpraksi.
Legal rights to equal treatmentare of little value if not applied in practice. But theseorganisations – be they social partners, equality bodies or NGOs – need the means and know-how tocarry out this role and help make anti-discriminationlegislation a reality.
Vendar teorganizacije – pa naj bodo to socialni partnerji,organi za enakostali nevladne organizacije –potrebujejo sredstva ter strokovno znanje inizkušnje, kako odigrati to vlogo in pripomoči kuresničevanju protidiskriminacijske zakonodaje.
ORGANISATIONS HAVE A KEY ROLE
KLJUČNO VLOGO IMAJO ORGANIZACIJE
The scope of organisations taking part was alsowide.
Tudi področje delovanja sodelujočih organizacijje bilo široko.
Research institutes, lawyers’associations,social partners, equality bodies, national, regionaland local government and NGOs all contributed totransnational partnerships.
Vnadnacionalnih partnerstvih sosodelovali raziskovalni inštituti, odvetniškazdruženja, socialni partnerji, organi za enakost,nacionalne, regionalne in lokalne vladne innevladne organizacije.
Some examples of concrete results and impacts achieved by the projectsare presented on pages 14 (anti-discrimination training for police), 16 (training for lawyers from bar associations) and 18 (networking and informationexchange between equality bodies).
Nekaj primerovkonkret-nih rezultatovin vplivov, doseženih sprojekti, jepredstavljeno na straneh 14 (protidiskriminacijsko usposabljanje za policijo), 16 (usposabljanjeza odvetnike izodvetniških zbornic) in 18 (mrežno povezovanje in izmenjava informacij medorgani za enakost).
Many morehave developed practical products like test casestrategies, training packages, monitoring tools andinformation materials.
Še veliko večjih je razvilopraktične izdelke, kotso strategije testnih primerov, programi usposabljanja, orodja za spremljanje in informacijsko gradivo.
This is the objective of the second package of activities supported by the Community Action Programme: to help equip organisations to take on discrimination. This support takes two main forms: firstly, for training, networking and pooling of knowledgeamong organisations; and secondly, for Europeannetworks of NGOs.
To je cilj drugega svežnja dejavnosti, ki jih podpiraakcijski program Skupnosti: pomagati organizacijam, da se usposobijo za boj proti diskriminaciji.Ta podpora poteka na dva načina: prvič, za usposabljanje, mrežno povezovanje in združevanjeznanja med organizacijami, in drugič, za evropskemreže nevladnih organizacij.
Between 2001-2006, thesemade up the biggest strand of activities in the Programme – equating to around 41% of the budget.
Vobdobju2001–2006 je bilto najobsežnejši nizdejavnosti izprograma, ki se jim je namenilo približno 41 ods-totkovproračunskih sredstev.
The Programme’s funding for joint projects betweenpartners from different European countries formedaround half of this.
Približno polovico tega so pomenila sredstva programa za skupne projekte partnerjevizrazličnihevropskih držav.
Atotal of 52 so-called ‘trans-national’projects were funded, involving around 350partner organisations.
Financiralo se je skupno 52 takoimenovanih "nadnacionalnih" projektov, vkatereje bilo vključenih približno 350 partnerskih organizacij.
Their work ranged from training for lawyers and NGOs to exchange of good practices among national equality bodies and researchinstitutes.
Njihovo delo je segalo od usposabljanja zaodvetnike in nevladne organizacije do izmenjavedobrih praksmed nacionalnimi organi za enakostin raziskovalnimi inštituti.
Partnerships were also formed to examinemonitoring of discrimination and data collection,
Oblikovana so bila tudipartnerstva za preučitevspremljanja diskriminaci-
Direct funding for European-level networks of NGOsforms the other main part of this strand of the Action Programme – and accounts for half the fundingunder this section.
Drug pomemben delvtem nizu dejavnosti akcijskega programa je neposredno financiranje mrežnevladni organizacij na evropski ravni, ki mu jenamenjena polovica sredsteviztega oddelka.