शैडोइंग अभ्यास: Gender mainstreaming: what does it take to build a gender responsive organization? - वीडियो के साथ अंग्रेजी बोलना सीखें

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हर मोड पूरी स्क्रीन का अभ्यास कक्ष खोलता है।

52 वाक्य

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Those of us working for peacebuilding organizations and missions know

that the promotion of equality between men and women should form a core part of our business.

But where do we start?

And how can we guarantee that we have an organization that makes gender equality an obvious part of its mandate?

Gender mainstreaming means to systematically work with a gender perspective at all levels

and allows us to identify inequalities and to adjust our work accordingly.

This way, the needs and experiences of women and men become an integral component of the design,

implementation, monitoring, and evaluation of policies and programs in all political,

economical, and social fields so that both women and men can benefit and inequalities are not perpetuated.

This perspective tends to be applied only through separate projects and depends on personal commitments.

Based on global best practices and extensive experience of supporting international organizations, FBA rather recommends the activation of an institutional machinery

that can support the systematic use of a gender perspective throughout an organization's work.

Adopting the concept of bureaucratic gender mainstreaming is one means of reaching this objective.

Why do we talk about bureaucracy?

The concept reminds us

that gender mainstreaming should ideally be a commitment from the leadership to use the organization's dynamics

and daily operations to promote equality between men and women.

It is a process of change, carried out in small steps, which must be owned and led by the top leadership and middle line managers,

supported strategically by gender advisors and focal points, and implemented by all staff.

In other words, a functional bureaucracy that will underpin its effective application and make it impossible to avoid.

Let's see which are the key components of the concept.

Sustaining gender mainstreaming is best done through a top -down process with strong organizational commitment and leadership accountability.

When it comes to gender mainstreaming and the use of a gender perspective, The role of the leadership is to do what they always should do,

communicate direction, create an enabling environment, and hold the organization accountable through regular follow -up.

This systematization will make sure that gender mainstreaming doesn't remain on the margins.

Leaders and managers must be aware of what a gender perspective means,

both for the organization's mandate and in terms of their own role in implementing it.

And they should make use of the strategic support from the gender advisors.

It is important to have a full -time gender advisor who can guide decision -making and the implementation process.

Additionally, this function would support the development of ongoing training programs at all levels of the organization,

as well as effective strategies and tools that can be implemented in the organization's daily routines.

As for the gender focal points, generally under the guidance of the gender advisor,

we speak of a network of people from all units of the organization

that provide regular input to each of the work areas they belong to, so that a gender perspective is applied throughout the organization's work.

A person in this role must possess good knowledge of the thematic area he or she belongs to,

as well as good communication and collaboration skills to effectively support their colleagues

and have a positive impact on the work processes of their team.

All of us in the organization have the responsibility to implement this perspective in our daily tasks.

However, we are not expecting everyone in the organization to be a gender equality expert,

but rather to systematically ask ourselves a few extra questions as part of our regular tasks to make sure

we can identify hidden gender inequalities and then make the necessary adjustments.

Bureaucratic gender mainstreaming.

Organizational commitment and leadership accountability.

Strategic Support Functions.

Keep it realistic.

Make it doable for all staff.

What is your perception of these components in your organization?

Are we ready to advance in our ability to be gender responsive in the midst of our larger peace -building mission?

Are we still lacking some of these components?

FBA can support us with establishing them.

We will discover how to move into action in the second part of this video.

Thank you.

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55 वाक्य

इस पाठ की शब्दावली और बोलने के सुझाव

यह स्पीकिंग पाठ वीडियो “Gender mainstreaming: what does it take to build a gender responsive organization?” पर आधारित है। सबसे ज़्यादा दोहराए गए शब्द ये हैं: gender, organization, mainstreaming, perspective, leadership। इस वीडियो में शैडोइंग के लिए 52 वाक्य और 692 शब्द हैं। बोला गया हिस्सा 4:29 लंबा है। वक्ता लगभग 154 शब्द प्रति मिनट की स्वाभाविक गति से बोलता है, जो रोज़मर्रा की बातचीत के करीब है। 82% शब्द अंग्रेज़ी के 3,000 सबसे आम शब्दों में से हैं; बाकी शब्द अभ्यास से पहले देख लेना अच्छा रहेगा।

इस वीडियो की मुख्य शब्दावली

वीडियो के 15 सीखने लायक शब्द, उच्चारण और अर्थ के साथ:

शब्द	उच्चारण	अर्थ
commitment संज्ञा	/kəˈmɪtmənt/	प्रतिबद्धता, आश्वासन
equality संज्ञा	/ɪˈkwɑ.lɪ.ti/	समानता
advisor संज्ञा	/ædˈvaɪ.zə(ɹ)/	सलाहकार, परामर्शदाता
inequality संज्ञा	/ˌɪn.ɪˈkwɑ.lɪ.ti/	असमानता
strategic विशेषण	/stɹəˈti.dʒɪk/	सामरिक
implementation संज्ञा	/ˌɪmplɪmənˈteɪʃən/	कार्यान्वयन
mandate संज्ञा	/ˈmændeɪ̯t/	अधिदेश, शासनादेश
bureaucracy संज्ञा	/bjʊˈɹɑ.kɹə.si/	अधिकारीवर्ग, नौकरशाही
establish क्रिया	/ɪˈstæb.lɪʃ/	स्थापना
guarantee संज्ञा	/ˌɡæɹ.ənˈtiː/	प्रतिभूति
skill संज्ञा	/skɪl/	कुशलता, कौशल
promotion संज्ञा	/pɹəˈmoʊʃn̩/	पदोन्नति, तरक़्क़ी
discover क्रिया	/dɪˈskʌvə/	खोज निकालना, खोज करना
monitor संज्ञा	/ˈmɑ.nɪ.tɚ/	पर्यवेक्षक
remind क्रिया	/ɹəˈmaɪnd/	याद दिलाना

दोहराने लायक वाक्य

वीडियो के छोटे, पूरे वाक्य जिन्हें आप रोज़ की बातचीत में इस्तेमाल कर सकते हैं:

Why do we talk about bureaucracy?
What is your perception of these components in your organization?
Are we still lacking some of these components?

ध्यान देने योग्य उच्चारण

“sh” और “zh” की ध्वनियाँ: implementation /ˌɪmplɪmənˈteɪʃən/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, establish /ɪˈstæb.lɪʃ/, promotion /pɹəˈmoʊʃn̩/, collaboration /kəˌlæbəˈɹeɪʃən/
लंबे शब्द — बलाघात सही रखें: equality /ɪˈkwɑ.lɪ.ti/, inequality /ˌɪn.ɪˈkwɑ.lɪ.ti/, implementation /ˌɪmplɪmənˈteɪʃən/, accountability /əˌkaʊn.təˈbɪl.ə.ti/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/

हिंदी भाषियों के लिए मुश्किल ध्वनियाँ:

/v/ और /w/ का फ़र्क़ — /v/ में ऊपर के दाँत निचले होंठ को छूते हैं, /w/ में होंठ गोल होते हैं: equality /ɪˈkwɑ.lɪ.ti/, advisor /ædˈvaɪ.zə(ɹ)/, inequality /ˌɪn.ɪˈkwɑ.lɪ.ti/, discover /dɪˈskʌvə/, objective /ɒbˈd͡ʒɛk.tɪv/
/z/ — इसे “ज” (/dʒ/) न बनाएँ: advisor /ædˈvaɪ.zə(ɹ)/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, possess /pəˈzɛs/
शब्द की शुरुआत में s + व्यंजन — पहले “इ” न जोड़ें: strategic /stɹəˈti.dʒɪk/, skill /skɪl/

इस वीडियो से अभ्यास कैसे करें

पहले बिना बोले पूरा वीडियो एक बार सुनें और जो शब्द नहीं आते उन्हें लिख लें।
0.75× गति से शुरू करें, एक-एक वाक्य की शैडोइंग करें, और सहज लगने पर सामान्य गति पर लौटें।
अपनी आवाज़ रिकॉर्ड करें और मूल से तुलना करें, ख़ासकर commitment, equality, advisor जैसे शब्दों पर ध्यान दें।

शैडोइंग तकनीक क्या है?

शैडोइंग (Shadowing) एक विज्ञान-समर्थित भाषा सीखने की तकनीक है जो मूल रूप से पेशेवर दुभाषिया प्रशिक्षण के लिए विकसित की गई थी। विधि सरल लेकिन शक्तिशाली है: आप मूल अंग्रेज़ी ऑडियो सुनते हैं और तुरंत इसे ज़ोर से दोहराते हैं — जैसे वक्ता की छाया 1-2 सेकंड की देरी से। शोध से पता चलता है कि यह उच्चारण सटीकता, स्वर, लय, जुड़ी हुई ध्वनियाँ, सुनने की समझ और बोलने की प्रवाहशीलता में काफ़ी सुधार करता है।

शैडोइंग तकनीक: पूरी चरण-दर-चरण गाइड पढ़ें →

शैडोइंग अभ्यास: Gender mainstreaming: what does it take to build a gender responsive organization? - वीडियो के साथ अंग्रेजी बोलना सीखें

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