{"id":7796,"date":"2023-10-11T13:37:39","date_gmt":"2023-10-11T12:37:39","guid":{"rendered":"https:\/\/qika.org\/?post_type=thelle-post&p=7796"},"modified":"2023-10-11T13:53:44","modified_gmt":"2023-10-11T12:53:44","slug":"grate-duhet-ti-japin-perparesi-shendetit-mendor-ne-rrugetimin-e-tyre-profesional","status":"publish","type":"thelle-post","link":"https:\/\/qika.org\/en\/thelle-post\/grate-duhet-ti-japin-perparesi-shendetit-mendor-ne-rrugetimin-e-tyre-profesional\/","title":{"rendered":"Grat\u00eb duhet t’i japin p\u00ebrpar\u00ebsi sh\u00ebndetit mendor n\u00eb rrug\u00ebtimin e tyre profesional"},"content":{"rendered":"\n

Mungesa e mb\u00ebshtetjes n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb ve\u00e7an\u00ebrisht e shprehur p\u00ebr grat\u00eb pun\u00ebtore, duke marr\u00eb parasysh se si grat\u00eb vazhdojn\u00eb t\u00eb mbajn\u00eb p\u00ebrgjegj\u00ebsin\u00eb m\u00eb t\u00eb madhe p\u00ebr pun\u00ebt e sht\u00ebpis\u00eb dhe kujdesin ndaj t\u00eb tjer\u00ebve.<\/em><\/p>\n\n\n\n

Me gjith\u00eb progresin e arritur n\u00eb fush\u00ebn e barazis\u00eb gjinore, shum\u00eb gra n\u00eb vendin ton\u00eb ende p\u00ebrballen me pengesa dhe sfida n\u00eb karrier\u00ebn e tyre, t\u00eb cilat jan\u00eb t\u00eb lidhura drejtp\u00ebrdrejt\u00eb me strukturat dhe mentalitetin organizativ t\u00eb ambienteve t\u00eb pun\u00ebs. P\u00ebr t\u00eb qen\u00eb produktiv dhe p\u00ebr t\u00eb ofruar cil\u00ebsin\u00eb m\u00eb t\u00eb madhe n\u00eb pun\u00eb nevojitet gjendje e mir\u00eb fizike por edhe mendore e emocionale. <\/p>\n\n\n\n

Ka faktor\u00eb t\u00eb ndrysh\u00ebm q\u00eb ndikojn\u00eb n\u00eb gjendjen fizike dhe mendore t\u00eb grave n\u00eb vendin e tyre t\u00eb pun\u00ebs, duke p\u00ebrfshir\u00eb elemente t\u00eb ndryshme t\u00eb jet\u00ebs personale por edhe tipareve t\u00eb vendit t\u00eb pun\u00ebs, t\u00eb cilat mund t\u00eb shkaktojn\u00eb stres dhe presion tek ato.<\/p>\n\n\n\n

N\u00eb Kosov\u00eb, pun\u00ebtor\u00ebt p\u00ebrballen me diskriminim dhe padrejt\u00ebsi. Duke filluar nga procesi i rekrutimit, praktika pa pages\u00eb, pagat e ul\u00ebta, respektimi i pozit\u00ebs s\u00eb pun\u00ebs, zhvillimi n\u00eb karrier\u00eb e t\u00eb tjera kushte, t\u00eb cilat mund\u00ebsojn\u00eb shfryt\u00ebzimin e pun\u00ebtorit pa marr\u00eb parasysh mir\u00ebqenien e tyre t\u00eb p\u00ebrgjithshme.<\/p>\n\n\n\n

Askush nuk \u00ebsht\u00eb totalisht i paprekur ndaj k\u00ebtyre padrejt\u00ebsive por grat\u00eb jan\u00eb ato q\u00eb diskriminohen<\/a> m\u00eb s\u00eb shumti n\u00eb baz\u00eb t\u00eb gjinis\u00eb s\u00eb tyre.<\/p>\n\n\n\n

Diskriminimi gjinor n\u00eb tregun e pun\u00ebs n\u00eb Kosov\u00eb<\/strong><\/p>\n\n\n\n

Kosova ende p\u00ebrballet me nj\u00eb shkall\u00eb t\u00eb lart\u00eb t\u00eb papun\u00ebsis\u00eb, nj\u00eb realitet q\u00eb m\u00eb s\u00eb shumti prek grupmoshat e reja dhe grat\u00eb. P\u00ebrderisa, sipas statistikave t\u00eb vitit 2022<\/a>, shkalla e pun\u00ebsimit p\u00ebr burra \u00ebsht\u00eb 46.6%, p\u00ebr grat\u00eb kjo shif\u00ebr \u00ebsht\u00eb vet\u00ebm 17.9%.<\/p>\n\n\n\n

Grat\u00eb jan\u00eb t\u00eb pun\u00ebsuara, kryesisht n\u00eb sektor\u00ebt e arsimit, tregtis\u00eb dhe kujdesit sh\u00ebndet\u00ebsor, me 46.4% t\u00eb tyre, nd\u00ebrsa burrat jan\u00eb kryesisht t\u00eb pun\u00ebsuar n\u00eb sektor\u00ebt e tregtis\u00eb, nd\u00ebrtimtaris\u00eb dhe prodhimit me 36.0%.
Grat\u00eb jo rrall\u00eb dekurajohen q\u00eb t\u00eb k\u00ebrkojn\u00eb pun\u00eb, me arsyetimin se \u00ebsht\u00eb m\u00eb mir\u00eb p\u00ebr ato t\u00eb merren me pun\u00ebt e sht\u00ebpis\u00eb<\/a>. P\u00ebr m\u00eb shum\u00eb, edhe kur ato k\u00ebrkojn\u00eb pun\u00eb \u2018inkurajohen\u2019 nga rrethi q\u00eb t\u00eb zgjedhin pun\u00eb m\u00eb t\u00eb lehta e me orar m\u00eb t\u00eb shkurt\u00ebr<\/a> (q\u00eb mund t\u00eb jen\u00eb krejt\u00ebsisht jasht\u00eb fush\u00ebs s\u00eb tyre t\u00eb studimit), n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb mund t\u00eb kthehen m\u00eb her\u00ebt n\u00eb sht\u00ebpi, t\u2019i kryejn\u00eb pun\u00ebt e sht\u00ebpis\u00eb dhe t\u00eb p\u00ebrgatisin dark\u00ebn.<\/p>\n\n\n\n

Sipas Edona Shal\u00ebs, sociologe, kjo vjen si pasoj\u00eb e stereotipeve gjinore t\u00eb cilat jan\u00eb konstrukte shoq\u00ebrore, pra karakteristika q\u00eb i vendosen grupeve t\u00eb caktuara t\u00eb shoq\u00ebris\u00eb, qoft\u00eb p\u00ebr shkak t\u00eb mosh\u00ebs, gjinis\u00eb, p\u00ebrkat\u00ebsis\u00eb etnike, racore, fetare e t\u00eb tjera.. Prirjet stereotipike ndikojn\u00eb edhe n\u00eb m\u00ebnyr\u00ebn se si burrat dhe grat\u00eb e shohin vetveten dhe si trajtohen nga t\u00eb tjer\u00ebt.<\/p>\n\n\n\n

 \u201cStereotipet gjinore mbi \u2018paaft\u00ebsin\u00eb\u2019 e grave p\u00ebr t\u00eb performuar mir\u00eb n\u00eb profesionet shkencore dhe teknike, b\u00ebjn\u00eb q\u00eb grat\u00eb te orientohen n\u00eb studimin e fushave humane. N\u00eb k\u00ebto vendime sigurisht luan rol edhe faktori i barr\u00ebs s\u00eb pun\u00ebve t\u00eb sht\u00ebpis\u00eb, i cili b\u00ebn q\u00eb grat\u00eb t\u00eb zgjedhin profesione q\u00eb u mund\u00ebsojn\u00eb t\u00eb arrijn\u00eb t\u00eb kryejn\u00eb edhe \u201cobligimet\u201d tjera t\u00eb sht\u00ebpis\u00eb\u201d, thot\u00eb Shala. <\/em><\/p>\n\n\n\n

Edhe kur grat\u00eb e shprehin interesimin q\u00eb t\u00eb ky\u00e7en n\u00eb tregun e pun\u00ebs, pa marr\u00eb parasysh sfidat dhe presionet nga jasht\u00eb, ato prap\u00eb hasin n\u00eb pengesa tjera gjat\u00eb procesit t\u00eb rekrutimit. Kjo nis q\u00eb nga gjuha e p\u00ebrdorur n\u00eb konkurse<\/a>, e cila i targeton m\u00eb shum\u00eb burrat se grat\u00eb, duke vazhduar pastaj gjat\u00eb intervistave, shumica e tyre p\u00ebrballen me pyetje personale rreth statusit martesor, apo planifikimit t\u00eb tyre p\u00ebr t\u00eb pasur f\u00ebmij\u00eb.<\/p>\n\n\n\n

P\u00ebrballja me k\u00ebt\u00eb trajtim dhe presioni nga jasht\u00eb, ndikon duksh\u00ebm n\u00eb vet\u00ebbesimin e gruas dhe b\u00ebjn\u00eb q\u00eb ajo madje t\u00eb hezitoj\u00eb t\u00eb aplikoj\u00eb n\u00eb vende t\u00eb pun\u00ebs ku mund t\u00eb jet\u00eb m\u00eb se e kualifikuar q\u00eb t\u00eb aplikoj\u00eb.<\/p>\n\n\n\n

Shkollimi dhe pun\u00ebsimi i grave \u00ebsht\u00eb nj\u00eb hap m\u00eb tutje q\u00eb ato t\u00eb arrijn\u00eb t\u00eb fuqizohen financiarisht dhe t\u00eb jen\u00eb m\u00eb t\u00eb pavarura. Prandaj kur grat\u00eb diskriminohen dhe nuk arrijn\u00eb as t\u00eb hyjn\u00eb n\u00eb tregun e pun\u00ebs kjo i b\u00ebn ato m\u00eb t\u00eb varura nga njer\u00ebzit af\u00ebr tyre.<\/p>\n\n\n\n

Megjithat\u00eb, edhe kur ajo arrin\u00eb t\u00eb siguroj nj\u00eb vend pune, z\u00ebri i saj nuk d\u00ebgjohet dhe shpesh autoriteti i pozit\u00ebs s\u00eb saj nuk merret aq seriozisht. Nj\u00eb grua n\u00eb rol menaxhues e ka shum\u00eb m\u00eb t\u00eb v\u00ebshtir\u00eb t\u2019i p\u00ebrcjell\u00eb detyrat tek koleg\u00ebt e saj sesa nj\u00eb burr\u00eb n\u00eb pozit\u00eb t\u00eb nj\u00ebjt\u00eb. <\/p>\n\n\n\n

Nj\u00eb grua poashtu kan\u00eb m\u00eb shum\u00eb gjas\u00eb t\u00eb p\u00ebrballet me gjuh\u00eb ofenduese nga koleg\u00ebt apo menaxhmenti sesa nj\u00eb burr\u00eb n\u00eb pozit\u00eb t\u00eb nj\u00ebjt\u00eb. K\u00ebto lloj sjellje i pengojn\u00eb grat\u00eb kompetente t\u00eb arrijn\u00eb suksese n\u00eb karrier\u00ebn e tyre. <\/p>\n\n\n\n

Sipas Arta Shehu Zaimi, themeluese dhe drejtuese e akademis\u00eb JCoders<\/a> dhe Labbox<\/a> \u201cnj\u00eb ambient produktiv i pun\u00ebs, ka p\u00ebr detyr\u00eb q\u00eb t\u00eb nxjerr potencialin maksimal t\u00eb stafit t\u00eb vet, andaj diskriminimi medoemos e cenon k\u00ebt\u00eb parim.<\/em>\u201d <\/p>\n\n\n\n

Ajo thekson se \u00ebsht\u00eb e r\u00ebnd\u00ebsishme q\u00eb kompanit\u00eb t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb t\u00eb barabart\u00eb dhe p\u00ebrkrah\u00ebse p\u00ebr t\u00eb ndihmuar n\u00eb rritjen e vet\u00ebbesimit dhe performanc\u00ebs s\u00eb pun\u00ebtor\u00ebve t\u00eb tyre, pavar\u00ebsisht gjinis\u00eb. Kjo duhet t\u00eb jet\u00eb edhe objektiv\u00eb e vet udh\u00ebheq\u00ebseve t\u00eb kompanive.<\/p>\n\n\n\n

Sipas Shehu Zaimi, diskriminimi n\u00eb baz\u00eb t\u00eb gjinis\u00eb n\u00eb pun\u00eb krijon disa efekte negative si r\u00ebnia e performanc\u00ebs dhe motivit t\u00eb pun\u00ebtor\u00ebve t\u00eb gjinis\u00eb s\u00eb diskriminuar, k\u00ebshtu edhe arritjes s\u00eb rezultatit n\u00eb pun\u00eb. Diskriminimi gjithashtu kontribuon n\u00eb zhvillimin e kultur\u00ebs s\u00eb keqe n\u00eb ambientin e pun\u00ebs, k\u00ebshtu duke u b\u00ebr\u00eb shembull i cili p\u00ebrcjell\u00ebt edhe nga koleg\u00ebt e pun\u00ebs s\u00eb gjinis\u00eb s\u00eb kund\u00ebrt.<\/p>\n\n\n\n

N\u00eb baz\u00eb t\u00eb Ligjit p\u00ebr Pun\u00ebn<\/a> i cili rregullon t\u00eb drejtat dhe detyrimet n\u00eb mes t\u00eb pun\u00ebdh\u00ebn\u00ebsve dhe pun\u00ebmarr\u00ebsve n\u00eb Kosov\u00eb, ky ligj garanton nj\u00eb nivel t\u00eb caktuar t\u00eb mbrojtjes p\u00ebr grat\u00eb – nj\u00eb num\u00ebr dispozitash t\u00eb cilat kan\u00eb nj\u00eb ndikim n\u00eb pozit\u00ebn e grave n\u00eb fuqin\u00eb pun\u00ebtore.<\/p>\n\n\n\n

P\u00ebrve\u00e7 Ligjit t\u00eb Pun\u00ebs, disa nga t\u00eb drejtat q\u00eb lidhen me grat\u00eb jan\u00eb inkorporuar n\u00eb Ligjin p\u00ebr Mbrojtjen e Ushqyerjes me Gji<\/a>. N\u00eb p\u00ebrgjith\u00ebsi, shtyllat kryesore n\u00eb legjislacionin e pun\u00ebs t\u00eb cilat prekin grat\u00eb p\u00ebrfshijn\u00eb trajtimin special dhe mbrojtjen profesionale t\u00eb grave, barazin\u00eb e shp\u00ebrblimit, ndalimin e diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs dhe t\u00eb drejt\u00ebn p\u00ebr pushim t\u00eb lehonis\u00eb.<\/p>\n\n\n\n

Sipas Lirije Cakaj, eksperte e burimeve njer\u00ebzore, <\/em>p\u00ebr t\u00eb siguruar t\u00eb drejta t\u00eb barabarta p\u00ebr grat\u00eb, kompanit\u00eb duhet t\u00eb mb\u00ebshteten n\u00eb ligjet n\u00eb fuqi n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb krijojn\u00eb rregulla dhe politika q\u00eb p\u00ebrkrahin dhe avancojn\u00eb t\u00eb drejta t\u00eb barabarta, por edhe q\u00eb ndalojn\u00eb diskriminimin.<\/p>\n\n\n\n

Aspekte t\u00eb cilat mund t\u00eb ndikojn\u00eb n\u00eb krijimin e nj\u00eb ambienti m\u00eb gjith\u00ebp\u00ebrfshir\u00ebs n\u00eb vendet e pun\u00ebs, sipas Cakaj, p\u00ebrfshijn\u00eb krijimin e nj\u00eb kulture gjith\u00ebp\u00ebrfshir\u00ebse, e cila nxit komunikim t\u00eb hapur dhe konstruktiv, d\u00ebgjimi i mendimeve t\u00eb ndryshme, p\u00ebrfshirja e nd\u00ebrgjegj\u00ebsimit p\u00ebr \u00e7\u00ebshtjet q\u00eb nuk shprehen hapur, dhe aktivizimi i sinjalizimit anonim. P\u00ebr t\u00eb shmangur hakmarrjen dhe p\u00ebr t\u00eb inkurajuar raportet e ardhshme, ajo thekson vendosjen e masave mbrojt\u00ebse dhe transparenc\u00ebn n\u00eb trajtimin e ankesave dhe konflikteve, me synimin e ruajtjes s\u00eb nj\u00eb ambienti t\u00eb besuesh\u00ebm dhe t\u00eb sh\u00ebndetsh\u00ebm n\u00eb vendin e pun\u00ebs.<\/p>\n\n\n\n

Ka shum\u00eb masa t\u00eb cilat vet\u00eb drejtuesit e kompanive mund t\u2019i nd\u00ebrmarrin p\u00ebr t\u00eb p\u00ebrmir\u00ebsuar ambientin e pun\u00ebs p\u00ebr grat\u00eb. Sipas Shehu Zaimi, k\u00ebto p\u00ebrfshijn\u00eb krijimin e politikave t\u00eb qarta kund\u00ebr diskriminimit gjinor dhe promovimin e nd\u00ebrgjegj\u00ebsimit, por edhe p\u00ebrdorimin e proceseve t\u00eb barabarta dhe t\u00eb drejta t\u00eb rekrutimit dhe promovimit, duke siguruar q\u00eb grat\u00eb t\u00eb ken\u00eb mund\u00ebsi t\u00eb nj\u00ebjta si burrat p\u00ebr p\u00ebrparim n\u00eb karrier\u00eb.<\/p>\n\n\n\n

Ajo q\u00eb duhet t\u00eb ndodh\u00eb, sipas saj, \u00ebsht\u00eb q\u00eb trajnimet dhe mund\u00ebsit\u00eb p\u00ebr zhvillim t\u00eb karrier\u00ebs t\u00eb ofrohen p\u00ebr t\u00eb gjith\u00eb pun\u00ebtor\u00ebt, pa dallim gjinie. Po ashtu, meritokracia n\u00eb vler\u00ebsimin e performanc\u00ebs bazuar n\u00eb rezultate duhet t\u00eb zhvillohet dhe mir\u00ebmbahet. <\/p>\n\n\n\n

\u201cP\u00ebr t\u00eb reflektuar diversitetin e organizat\u00ebs, \u00ebsht\u00eb e r\u00ebnd\u00ebsishme t\u00eb p\u00ebrfshihet nj\u00eb num\u00ebr adekuat i grave n\u00eb pozitat udh\u00ebheq\u00ebse dhe vendimmarr\u00ebse n\u00eb kompani,\u201d<\/em> shton ajo.<\/p>\n\n\n\n

Ndikimi i stresit n\u00eb pun\u00eb dhe r\u00ebnd\u00ebsia e mbrojtjes s\u00eb sh\u00ebndetit mendor<\/strong><\/p>\n\n\n\n

Stresi n\u00eb vendin e pun\u00ebs vie edhe nga faktor\u00eb t\u00eb tjer\u00eb si: organizimi jo i mir\u00eb dhe i drejt\u00eb i pun\u00ebs, presioni i koh\u00ebs, paqart\u00ebsia e rolit, v\u00ebshtir\u00ebsia n\u00eb delegimin e pun\u00ebve, mungesa e pjes\u00ebmarrjes n\u00eb vendimmarrje, mosrespektimi i rolit, paga u ul\u00ebt, si dhe orari i zgjatur (shpesh i papaguar).<\/p>\n\n\n\n

Ky stres mund t\u00eb shkaktoj\u00eb efekte negative n\u00eb sh\u00ebndetin emocional dhe fizik t\u00eb grave, duke p\u00ebrfshir\u00eb ankth, depresion, dhe probleme t\u00eb ndryshme sh\u00ebndet\u00ebsore.<\/p>\n\n\n\n

Kjo gjendje e tensionuar dhe jo e mir\u00eb sh\u00ebndet\u00ebsore shkakton edhe m\u00eb shume humbje t\u00eb vet\u00ebbesimit dhe motivimit tek grat\u00eb, q\u00eb rrjedhimisht pengon dh\u00ebnjen e kontributit t\u00eb tyre t\u00eb plot\u00eb n\u00eb vendin e pun\u00ebs. <\/p>\n\n\n\n

Sipas Lumnije Telaku, psikologe klinike, n\u00ebse nj\u00eb grua ndihet e diskriminuar n\u00eb vendin e pun\u00ebs, performanca e saj bie p\u00ebr shkak se ulet vler\u00ebsimi p\u00ebr veten e saj. \u201cKur na ulet vet\u00ebvler\u00ebsimi, automatikisht ulet edhe vet\u00ebbesimi dhe ajo nuk ndihet aspak e motivuar n\u00eb pun\u00eb.\u201d<\/em><\/p>\n\n\n\n

K\u00ebshilla e Telakut \u00ebsht\u00eb q\u00eb n\u00ebse nj\u00eb grua p\u00ebrballet me nj\u00eb problem t\u00eb till\u00eb, e r\u00ebnd\u00ebsishme \u00ebsht\u00eb t\u00eb kuptoj se ku q\u00ebndron problemi, duke mos e faj\u00ebsuar veten sepse n\u00eb k\u00ebt\u00eb m\u00ebnyr\u00eb ajo fillon t\u00eb besoj\u00eb se v\u00ebrtet \u00ebsht\u00eb e \u201cpaaft\u00eb\u201d p\u00ebr at\u00eb pun\u00eb. Pra, ajo duhet t\u00eb gjej\u00eb forma p\u00ebr t\u2019a ndihmuar vet\u00ebn ku nj\u00ebra nd\u00ebr to mund t\u00eb jet\u00eb edhe k\u00ebshillimi me nj\u00eb psikolog\/e.<\/p>\n\n\n\n

Nd\u00ebrgjegj\u00ebsimi p\u00ebr r\u00ebnd\u00ebsin\u00eb e barazis\u00eb gjinore dhe zbatimi i saj n\u00eb vendin e pun\u00ebs duhet t\u00eb vij\u00eb nga udh\u00ebheq\u00ebsit dhe menaxher\u00ebt. Ata duhet t\u00eb jen\u00eb t\u00eb p\u00ebrfshir\u00eb aktivisht n\u00eb promovimin e barazis\u00eb dhe diversitetit dhe t\u00eb jen\u00eb shembuj t\u00eb mir\u00eb n\u00eb trajtimin e t\u00eb gjith\u00eb punonj\u00ebsve me respekt dhe drejt\u00ebsi.<\/p>\n\n\n\n

Nj\u00eb aspekt i r\u00ebnd\u00ebsish\u00ebm p\u00ebr luftimin e diskriminimit t\u00eb grave n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb krijimi i nj\u00eb mjedisi t\u00eb sigurt dhe mb\u00ebshtet\u00ebs. <\/p>\n\n\n\n

Grat\u00eb duhet t\u00eb ndihen t\u00eb lira t\u00eb raportojn\u00eb raste t\u00eb diskriminimit, pa pasur frik\u00eb nga nd\u00ebshkimi ose nd\u00ebrprerja e karrier\u00ebs s\u00eb tyre. Vendet e pun\u00ebs duhet t\u00eb ofrojn\u00eb ndihm\u00eb dhe mb\u00ebshtetje p\u00ebr ata q\u00eb raportojn\u00eb diskriminim dhe duhet t\u00eb nd\u00ebshkojn\u00eb ata q\u00eb kryejn\u00eb aktet e tilla.<\/p>\n\n\n\n

P\u00ebr t\u00eb luftuar diskriminimin n\u00eb vendin e pun\u00ebs, \u00ebsht\u00eb e r\u00ebnd\u00ebsishme t\u00eb kemi trajnime dhe sensibilizim p\u00ebr pun\u00ebtor\u00ebt. Trajnimet p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, p\u00ebrfshir\u00eb udh\u00ebheq\u00ebsit dhe menaxher\u00ebt, mund t\u00eb ndihmojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e tyre mbi \u00e7\u00ebshtjet e barazis\u00eb gjinore dhe t\u00eb ndihmojn\u00eb n\u00eb ndryshimin e sjelljeve dhe praktikave diskriminuese.<\/p>\n\n\n\n

Ajo q\u00eb \u00ebsht\u00eb b\u00ebr\u00eb e qart\u00eb nga t\u00eb gjith\u00eb ekspert\u00ebt e intervistuar \u00ebsht\u00eb q\u00eb vendet e pun\u00ebs duhet t\u00eb zhvillojn\u00eb dhe t\u00eb zbatojn\u00eb politika dhe procedura t\u00eb qarta p\u00ebr barazi dhe diversitet. K\u00ebto politika duhet t\u00eb inkurajojn\u00eb barazin\u00eb dhe t\u00eb mund\u00ebsojn\u00eb zhvillimin e t\u00eb gjith\u00eb punonj\u00ebsve, pavar\u00ebsisht gjinis\u00eb s\u00eb tyre. Ato duhet t\u00eb jen\u00eb transparente dhe t\u00eb zbatohen n\u00eb m\u00ebnyr\u00eb efektive p\u00ebr t\u00eb shmangur diskriminimin dhe p\u00ebr t\u00eb ndihmuar n\u00eb ngritjen e nj\u00eb mjedisi t\u00eb drejt\u00eb dhe gjith\u00ebp\u00ebrfshir\u00ebs n\u00eb vendin e pun\u00ebs.<\/p>\n\n\n\n

\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014<\/p>\n\n\n\n

Ky artikull \u00ebsht\u00eb shkruar me p\u00ebrkrahjen financiare t\u00eb Bashkimit Evropian n\u00eb kud\u00ebr t\u00eb projektit \u201cMbrojtja dhe promovimi i t\u00eb drejtave t\u00eb pun\u00ebs t\u00eb grupeve t\u00eb cenuara n\u00eb tregun e pun\u00ebs\u201d. 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