Prática de Shadowing: Gender mainstreaming: what does it take to build a gender responsive organization? - Aprenda a falar inglês com vídeo

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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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Vocabulário e dicas de fala para esta lição

Esta aula de conversação usa o vídeo “Gender mainstreaming: what does it take to build a gender responsive organization?”. As palavras que mais se repetem: gender, organization, mainstreaming, perspective, leadership. Este vídeo tem 52 frases e 692 palavras para praticar shadowing. A fala dura 4:29. O falante fala em ritmo natural, cerca de 154 palavras por minuto, próximo de uma conversa do dia a dia. 82% das palavras estão entre as 3.000 mais comuns do inglês; vale a pena estudar o restante antes de começar.

Vocabulário principal deste vídeo

15 palavras do vídeo que vale a pena aprender, com pronúncia e significado:

Palavra	Pronúncia	Significado
mainstream adjetivo	/ˈmeɪn.stɹiːm/	convencional
commitment substantivo	/kəˈmɪtmənt/	compromisso, promessa
component substantivo	/kəmˈpoʊ.nənt/	componente
equality substantivo	/ɪˈkwɑ.lɪ.ti/	igualdade
implement verbo	/ˈɪmpləmənt/	implementar
advisor substantivo	/ædˈvaɪ.zə(ɹ)/	conselheiro
inequality substantivo	/ˌɪn.ɪˈkwɑ.lɪ.ti/	desigualdade
strategic adjetivo	/stɹəˈti.dʒɪk/	estratégico
belong verbo	/bɪˈlɒŋ/	pertencer
implementation substantivo	/ˌɪmplɪmənˈteɪʃən/	implementação
mandate substantivo	/ˈmændeɪ̯t/	mandado
accountability substantivo	/əˌkaʊn.təˈbɪl.ə.ti/	responsabilidade
organizational adjetivo	/ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/	organizacional
focal adjetivo	/ˈfoʊ.kl̩/	focal
bureaucracy substantivo	/bjʊˈɹɑ.kɹə.si/	burocracia

Frases que vale a pena repetir

Frases curtas e completas do vídeo que você pode usar na conversa do dia a dia:

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

Pronúncia para ficar de olho

Os sons de “sh” e “zh”: implementation /ˌɪmplɪmənˈteɪʃən/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, establish /ɪˈstæb.lɪʃ/, promotion /pɹəˈmoʊʃn̩/, collaboration /kəˌlæbəˈɹeɪʃən/
Palavras longas — acerte a sílaba tônica: equality /ɪˈkwɑ.lɪ.ti/, inequality /ˌɪn.ɪˈkwɑ.lɪ.ti/, implementation /ˌɪmplɪmənˈteɪʃən/, accountability /əˌkaʊn.təˈbɪl.ə.ti/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/

Sons difíceis para falantes de português:

Consoante final — sem acrescentar um “i” depois: commitment /kəˈmɪtmənt/, component /kəmˈpoʊ.nənt/, implement /ˈɪmpləmənt/, strategic /stɹəˈti.dʒɪk/, mandate /ˈmændeɪ̯t/
/l/ final — a língua toca o céu da boca, não vira “u”: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, skill /skɪl/, enable /ɪˈneɪ.bəl/, functional /ˈfʌŋkt͡ʃənəl/, institutional /ˌɪn.stɪˈtju.ʃə.nəl/
s + consoante no início — sem um “i” antes: strategic /stɹəˈti.dʒɪk/, skill /skɪl/

Como praticar com este vídeo

Ouça o vídeo inteiro uma vez sem falar e anote as palavras que você não conhece.
Comece na velocidade 0,75×, faça shadowing frase por frase e volte à velocidade normal quando ficar fácil.
Grave a sua voz e compare com o original, prestando atenção a palavras como mainstream, commitment, component.

O que é a Técnica de Shadowing?

Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.

Técnica de shadowing: leia o guia completo passo a passo →

Prática de Shadowing: Gender mainstreaming: what does it take to build a gender responsive organization? - Aprenda a falar inglês com vídeo

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