シャドーイング練習: Gender mainstreaming: what does it take to build a gender responsive organization? - 動画で英語スピーキングを学ぶ

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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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このレッスンの語彙とスピーキングのポイント

このスピーキングレッスンは、動画「Gender mainstreaming: what does it take to build a gender responsive organization?」を教材にしています。繰り返し出てくる語は次のとおりです：gender, organization, mainstreaming, perspective, leadership。この動画には、シャドーイング用の文が52文、単語が692語あります。音声の長さは4:29です。話す速さは1分あたり約154語で、日常会話に近い自然なペースです。単語の82%は英語の頻出3,000語に含まれます。残りは練習の前に確認しておきましょう。

この動画の重要語彙

動画に出てくる覚えておきたい単語15語を、発音と意味つきで紹介します。

単語	発音	意味
mainstream 形容詞	/ˈmeɪn.stɹiːm/	主流
component 名詞	/kəmˈpoʊ.nənt/	部分
equality 名詞	/ɪˈkwɑ.lɪ.ti/	平等, 均等
implement 動詞	/ˈɪmpləmənt/	実行する, 実現する
advisor 名詞	/ædˈvaɪ.zə(ɹ)/	顧問, 相談役
inequality 名詞	/ˌɪn.ɪˈkwɑ.lɪ.ti/	不平等
strategic 形容詞	/stɹəˈti.dʒɪk/	戦略的な
belong 動詞	/bɪˈlɒŋ/	所属する, 属する
implementation 名詞	/ˌɪmplɪmənˈteɪʃən/	実施, 実用化
mandate 名詞	/ˈmændeɪ̯t/	委任, 指図
bureaucracy 名詞	/bjʊˈɹɑ.kɹə.si/	官僚制
guarantee 名詞	/ˌɡæɹ.ənˈtiː/	保証
skill 名詞	/skɪl/	腕, 技
promotion 名詞	/pɹəˈmoʊʃn̩/	昇進, 進級
discover 動詞	/dɪˈskʌvə/	発見する, 見つける

繰り返し練習したい文

動画に出てくる短く完結した文です。日常会話でそのまま使えます。

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

注意したい発音

「sh」と「zh」の音: implementation /ˌɪmplɪmənˈteɪʃən/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, establish /ɪˈstæb.lɪʃ/, promotion /pɹəˈmoʊʃn̩/, collaboration /kəˌlæbəˈɹeɪʃən/
長い単語（アクセントの位置に注意）: equality /ɪˈkwɑ.lɪ.ti/, inequality /ˌɪn.ɪˈkwɑ.lɪ.ti/, implementation /ˌɪmplɪmənˈteɪʃən/, accountability /əˌkaʊn.təˈbɪl.ə.ti/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/

日本語話者が苦手な音：

/r/ と /l/ の区別 — /l/ は舌先を歯茎につけ、/r/ はどこにもつけない: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, collaboration /kəˌlæbəˈɹeɪʃən/, realistic /ˌɹɪəˈlɪs.tɪk/, accordingly /əˈkɔɹ.dɪŋ.li/, integral /ˈɪntəɡɹəl/
/v/ — /b/ にならないように、上の歯を下唇に当てる: advisor /ædˈvaɪ.zə(ɹ)/, discover /dɪˈskʌvə/, objective /ɒbˈd͡ʒɛk.tɪv/, evaluation /ɪˌvæljuˈeɪʃn̩/, activation /ˌæktəˈveɪʃən/
/f/ — 「フ」ではなく、上の歯と下唇で出す: focal /ˈfoʊ.kl̩/, functional /ˈfʌŋkt͡ʃənəl/

この動画での練習方法

まず声を出さずに動画を最後まで聞き、知らない単語をメモします。
まず0.75倍速で一文ずつシャドーイングし、慣れてきたら通常の速度に戻します。
自分の声を録音して元の音声と比べます。mainstream, component, equalityなどの単語に特に注意しましょう。

シャドーイングとは？英語上達に効果的な理由

シャドーイング（Shadowing）は、もともとプロの通訳者養成プログラムで開発された言語学習法で、多言語習得者として知られるDr. Alexander Arguelles によって広く普及されました。方法はシンプルですが非常に効果的：ネイティブスピーカーの英語を聞きながら、1〜2秒の遅延で声に出してすぐに繰り返す——まるで「影（shadow）」のように話者を追いかけます。文法ドリルや受動的なリスニングと異なり、シャドーイングは脳と口の筋肉が同時にリアルタイムで英語を処理・再現することを強制します。研究により、発音精度、抑揚、リズム、連音、リスニング力、そして会話の流暢さが大幅に向上することが確認されています。IELTSスピーキング対策や自然な英語コミュニケーションを目指す方に特におすすめです。

シャドーイングのやり方: ステップ別の完全ガイドを読む →

シャドーイング練習: Gender mainstreaming: what does it take to build a gender responsive organization? - 動画で英語スピーキングを学ぶ

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