쉐도잉 연습: Gender mainstreaming: what does it take to build a gender responsive organization? - 영상으로 영어 말하기 배우기

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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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이 레슨의 어휘와 말하기 포인트

이 말하기 레슨은 영상 “Gender mainstreaming: what does it take to build a gender responsive organization?”을(를) 바탕으로 합니다. 가장 자주 반복되는 단어는 다음과 같습니다: gender, organization, mainstreaming, perspective, leadership. 이 영상에는 섀도잉할 문장 52개와 단어 692개가 있습니다. 말하는 구간의 길이는 4:29입니다. 화자는 분당 약 154단어로, 일상 대화에 가까운 자연스러운 속도로 말합니다. 단어의 82%가 영어에서 가장 많이 쓰이는 3,000단어에 속합니다. 나머지는 연습 전에 미리 확인해 두세요.

이 영상의 핵심 어휘

영상에 나오는 익혀 둘 만한 단어 15개를 발음, 뜻과 함께 정리했습니다.

단어	발음	뜻
component 명사	/kəmˈpoʊ.nənt/	부분
equality 명사	/ɪˈkwɑ.lɪ.ti/	평등, 균등
advisor 명사	/ædˈvaɪ.zə(ɹ)/	고문
inequality 명사	/ˌɪn.ɪˈkwɑ.lɪ.ti/	불평등
belong 동사	/bɪˈlɒŋ/	속하다
implementation 명사	/ˌɪmplɪmənˈteɪʃən/	이행
mandate 명사	/ˈmændeɪ̯t/	위임, 권한
bureaucracy 명사	/bjʊˈɹɑ.kɹə.si/	관료제
guarantee 명사	/ˌɡæɹ.ənˈtiː/	보증
skill 명사	/skɪl/	기술, 스킬
promotion 명사	/pɹəˈmoʊʃn̩/	승진, 진급
discover 동사	/dɪˈskʌvə/	발견하다
monitor 명사	/ˈmɑ.nɪ.tɚ/	모니터
remind 동사	/ɹəˈmaɪnd/	생각나게 하다, 상기(想起)시키다
routine 명사	/ɹuˈtin/	일과, 루틴

따라 말해 볼 만한 문장

영상에 나오는 짧고 완결된 문장으로, 일상 대화에서 그대로 쓸 수 있습니다:

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

주의할 발음

“sh”와 “zh” 소리: implementation /ˌɪmplɪmənˈteɪʃən/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, establish /ɪˈstæb.lɪʃ/, promotion /pɹəˈmoʊʃn̩/, collaboration /kəˌlæbəˈɹeɪʃən/
긴 단어 — 강세 위치에 주의: equality /ɪˈkwɑ.lɪ.ti/, inequality /ˌɪn.ɪˈkwɑ.lɪ.ti/, implementation /ˌɪmplɪmənˈteɪʃən/, accountability /əˌkaʊn.təˈbɪl.ə.ti/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/

한국어 화자가 어려워하는 소리:

/f/ — ㅍ(/p/)으로 바꾸지 말고 윗니를 아랫입술에 대기: focal /ˈfoʊ.kl̩/, functional /ˈfʌŋkt͡ʃənəl/
/v/ — ㅂ(/b/)과 구별하기: advisor /ædˈvaɪ.zə(ɹ)/, discover /dɪˈskʌvə/, objective /ɒbˈd͡ʒɛk.tɪv/, evaluation /ɪˌvæljuˈeɪʃn̩/, activation /ˌæktəˈveɪʃən/
/z/ — ㅈ이 아니라 성대를 울리는 /s/: advisor /ædˈvaɪ.zə(ɹ)/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, possess /pəˈzɛs/

이 영상으로 연습하는 방법

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자신의 목소리를 녹음해 원본과 비교하고, component, equality, advisor 같은 단어에 특히 주의합니다.

쉐도잉이란? 영어 실력을 빠르게 키우는 과학적 방법

쉐도잉(Shadowing)은 원래 전문 통역사 훈련을 위해 개발된 언어 학습 기법으로, 다언어 학자인 Dr. Alexander Arguelles에 의해 대중화된 방법입니다. 핵심 원리는 간단하지만 매우 강력합니다: 원어민의 영어를 들으면서 1~2초의 짧은 지연으로 즉시 소리 내어 따라 말하는 것——마치 '그림자(shadow)'처럼 화자를 따라가는 것입니다. 문법 공부나 수동적인 청취와 달리, 쉐도잉은 뇌와 입 근육이 동시에 실시간으로 영어를 처리하고 재현하도록 훈련합니다. 연구에 따르면 이 방법은 발음 정확도, 억양, 리듬, 연음, 청취력, 말하기 유창성을 크게 향상시킵니다. IELTS 스피킹 준비와 자연스러운 영어 소통을 원하는 분들에게 특히 효과적입니다.

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쉐도잉 연습: Gender mainstreaming: what does it take to build a gender responsive organization? - 영상으로 영어 말하기 배우기

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