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《HOPE English 希平方》服務條款關於個人資料收集與使用之規定

隱私權政策
上次更新日期:2014-12-30

希平方 為一英文學習平台,我們每天固定上傳優質且豐富的影片內容,讓您不但能以有趣的方式學習英文,還能增加內涵,豐富知識。我們非常注重您的隱私,以下說明為當您使用我們平台時,我們如何收集、使用、揭露、轉移及儲存你的資料。請您花一些時間熟讀我們的隱私權做法,我們歡迎您的任何疑問或意見,提供我們將產品、服務、內容、廣告做得更好。

本政策涵蓋的內容包括:希平方 如何處理蒐集或收到的個人資料。
本隱私權保護政策只適用於: 希平方 平台,不適用於非 希平方 平台所有或控制的公司,也不適用於非 希平方 僱用或管理之人。

個人資料的收集與使用
當您註冊 希平方 平台時,我們會詢問您姓名、電子郵件、出生日期、職位、行業及個人興趣等資料。在您註冊完 希平方 帳號並登入我們的服務後,我們就能辨認您的身分,讓您使用更完整的服務,或參加相關宣傳、優惠及贈獎活動。希平方 也可能從商業夥伴或其他公司處取得您的個人資料,並將這些資料與 希平方 所擁有的您的個人資料相結合。

我們所收集的個人資料, 將用於通知您有關 希平方 最新產品公告、軟體更新,以及即將發生的事件,也可用以協助改進我們的服務。

我們也可能使用個人資料為內部用途。例如:稽核、資料分析、研究等,以改進 希平方公司 產品、服務及客戶溝通。

瀏覽資料的收集與使用
希平方 自動接收並記錄您電腦和瀏覽器上的資料,包括 IP 位址、希平方 cookie 中的資料、軟體和硬體屬性以及您瀏覽的網頁紀錄。

隱私權政策修訂
我們會不定時修正與變更《隱私權政策》,不會在未經您明確同意的情況下,縮減本《隱私權政策》賦予您的權利。隱私權政策變更時一律會在本頁發佈;如果屬於重大變更,我們會提供更明顯的通知 (包括某些服務會以電子郵件通知隱私權政策的變更)。我們還會將本《隱私權政策》的舊版加以封存,方便您回顧。

服務條款
歡迎您加入看 ”希平方”
上次更新日期:2013-09-09

歡迎您加入看 ”希平方”
感謝您使用我們的產品和服務(以下簡稱「本服務」),本服務是由 希平方 所提供。
本服務條款訂立的目的,是為了保護會員以及所有使用者(以下稱會員)的權益,並構成會員與本服務提供者之間的契約,在使用者完成註冊手續前,應詳細閱讀本服務條款之全部條文,一旦您按下「註冊」按鈕,即表示您已知悉、並完全同意本服務條款的所有約定。如您是法律上之無行為能力人或限制行為能力人(如未滿二十歲之未成年人),則您在加入會員前,請將本服務條款交由您的法定代理人(如父母、輔助人或監護人)閱讀,並得到其同意,您才可註冊及使用 希平方 所提供之會員服務。當您開始使用 希平方 所提供之會員服務時,則表示您的法定代理人(如父母、輔助人或監護人)已經閱讀、了解並同意本服務條款。 我們可能會修改本條款或適用於本服務之任何額外條款,以(例如)反映法律之變更或本服務之變動。您應定期查閱本條款內容。這些條款如有修訂,我們會在本網頁發佈通知。變更不會回溯適用,並將於公布變更起十四天或更長時間後方始生效。不過,針對本服務新功能的變更,或基於法律理由而為之變更,將立即生效。如果您不同意本服務之修訂條款,則請停止使用該本服務。

第三人網站的連結 本服務或協力廠商可能會提供連結至其他網站或網路資源的連結。您可能會因此連結至其他業者經營的網站,但不表示希平方與該等業者有任何關係。其他業者經營的網站均由各該業者自行負責,不屬希平方控制及負責範圍之內。

兒童及青少年之保護 兒童及青少年上網已經成為無可避免之趨勢,使用網際網路獲取知識更可以培養子女的成熟度與競爭能力。然而網路上的確存有不適宜兒童及青少年接受的訊息,例如色情與暴力的訊息,兒童及青少年有可能因此受到心靈與肉體上的傷害。因此,為確保兒童及青少年使用網路的安全,並避免隱私權受到侵犯,家長(或監護人)應先檢閱各該網站是否有保護個人資料的「隱私權政策」,再決定是否同意提出相關的個人資料;並應持續叮嚀兒童及青少年不可洩漏自己或家人的任何資料(包括姓名、地址、電話、電子郵件信箱、照片、信用卡號等)給任何人。

為了維護 希平方 網站安全,我們需要您的協助:

您承諾絕不為任何非法目的或以任何非法方式使用本服務,並承諾遵守中華民國相關法規及一切使用網際網路之國際慣例。您若係中華民國以外之使用者,並同意遵守所屬國家或地域之法令。您同意並保證不得利用本服務從事侵害他人權益或違法之行為,包括但不限於:
A. 侵害他人名譽、隱私權、營業秘密、商標權、著作權、專利權、其他智慧財產權及其他權利;
B. 違反依法律或契約所應負之保密義務;
C. 冒用他人名義使用本服務;
D. 上載、張貼、傳輸或散佈任何含有電腦病毒或任何對電腦軟、硬體產生中斷、破壞或限制功能之程式碼之資料;
E. 干擾或中斷本服務或伺服器或連結本服務之網路,或不遵守連結至本服務之相關需求、程序、政策或規則等,包括但不限於:使用任何設備、軟體或刻意規避看 希平方 - 看 YouTube 學英文 之排除自動搜尋之標頭 (robot exclusion headers);

服務中斷或暫停
本公司將以合理之方式及技術,維護會員服務之正常運作,但有時仍會有無法預期的因素導致服務中斷或故障等現象,可能將造成您使用上的不便、資料喪失、錯誤、遭人篡改或其他經濟上損失等情形。建議您於使用本服務時宜自行採取防護措施。 希平方 對於您因使用(或無法使用)本服務而造成的損害,除故意或重大過失外,不負任何賠償責任。

版權宣告
上次更新日期:2013-09-16

希平方 內所有資料之著作權、所有權與智慧財產權,包括翻譯內容、程式與軟體均為 希平方 所有,須經希平方同意合法才得以使用。
希平方歡迎你分享網站連結、單字、片語、佳句,使用時須標明出處,並遵守下列原則:

  • 禁止用於獲取個人或團體利益,或從事未經 希平方 事前授權的商業行為
  • 禁止用於政黨或政治宣傳,或暗示有支持某位候選人
  • 禁止用於非希平方認可的產品或政策建議
  • 禁止公佈或傳送任何誹謗、侮辱、具威脅性、攻擊性、不雅、猥褻、不實、色情、暴力、違反公共秩序或善良風俗或其他不法之文字、圖片或任何形式的檔案
  • 禁止侵害或毀損希平方或他人名譽、隱私權、營業秘密、商標權、著作權、專利權、其他智慧財產權及其他權利、違反法律或契約所應付支保密義務
  • 嚴禁謊稱希平方辦公室、職員、代理人或發言人的言論背書,或作為募款的用途

網站連結
歡迎您分享 希平方 網站連結,與您的朋友一起學習英文。

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希平方 x ICRT

「Julia Shaw:記憶科學家對於通報騷擾與歧視的建議」- A Memory Scientists Advice on Reporting Harassment and Discrimination


框選或點兩下字幕可以直接查字典喔!

Me Too and Time's Up have highlighted that harassment and discrimination are a shockingly common part of many people's lived reality, and that this reality extends into the workplace. Whether in tech or finance, sports or the service industry, every day we seem to hear another story about an abuse of power or another grossly inappropriate workplace behavior. People are furious. They're taking to Twitter and social media to voice that this must change.

But it's time to move beyond the hashtag. It's time for us to report harassment and discrimination to those who can fix this mess. And it's time for us to talk about harassment in a more inclusive way: not just about sexual harassment, but to encourage people to come forward about harassment and discrimination based on other characteristics such as age, disability or ethnicity. Because only together can we fix the underlying causes and consequences of harassment.

You see, most of us will, at some point in our lives, experience workplace harassment or discrimination. Research shows that particularly women, people of color and people who openly identify as LGBTQI are likely to be targeted, and for some people, this is a pervasive and persistent part of their reality. And for most of these people—98 percent according to some studies—most of these people will never speak up and tell their employer. Too often, harassment and discrimination is a lonely and isolating experience, but we need to help people out from under their desks. We need to empower people to have a voice.

The reasonable first question that everybody asks once they've been harassed is "What do I do now?" And this is what I want to help you with. Navigating the barriers to reporting can be absolutely dizzying. How can we speak up in a society that too often discredits or diminishes our experiences? How can we speak up in a society that is likely to be retributive towards us? How can we deal with the silencing that goes on all around us?

Making matters worse, often our memories are the only evidence we have of what happened. Now, here's where I can come in. I'm a memory scientist, and I specialize in how we remember important emotional events. I've particularly focused on how the memory interview process can severely impact the evidentiary quality of reports that we produce. A bad interview can lead you to forget details or misremember them while a good interview can forever change your life for the better. After looking at lab reports and working, studying this issue both in the courtroom and in research settings, I've dissected all the different things that can go wrong with our memories that can really threaten your case. And now I'm turning my attention to helping people tackle recording and reporting of workplace harassment and discrimination.

There's three things that I've learned from my research on this that you can immediately apply if you've been harassed or discriminated against at work. I want to help you turn your memory into evidence—evidence that even a memory skeptic like me is unlikely to find fault with.

First of all, James Comey had it right. The former head of the FBI used to sit in his car, lock himself in after meetings with the president and write down absolutely everything he could remember about what happened. The now-famous recordings proved to be quite useful later on. Be like Comey. Now, you don't need to lock yourself into your car to do this, but please, immediately after something happens, I want you to contemporaneously record what happened. And do this before talking to anyone else about it. Because as soon as your share your story with friends or family or colleagues or therapists, you have the potential to distort or change your memory of the event. Uncontaminated, contemporaneous evidence is worth gold.

Second: the type of evidence matters. Sure, you can do a handwritten note of what happens, but how do you prove when you wrote it? Instead, pull out your computer or smartphone and make a note that's time-stamped, where you can prove this was recorded at this time. Contemporaneous, time-stamped evidence is better.

Finally, make sure what you're writing down is actually relevant. Too often, we see that people bring out Facebook messages, they bring out time-stamped pieces of evidence, but sure, they're not particularly relevant, they're not particularly useful. It's easy to write an emotional, unstructured account of what happened—understandable because it's an emotional experience—but those might not actually be the details that matter later on for an investigation.

Write down this list. I want you to keep track of this and simply fill in the blanks. First of all, what happened? In as much detail as possible, describe the situation, and do it on the day it happened if at all possible. Second, who was there? Were there any witnesses? This becomes crucial potentially later on. What exact time and date did this happen? What location? Where did this happen? Who did you tell after the event? How did it make you feel during and after it happened? And is there any other evidence such as WhatsApps, photos or emails that might lend more credibility to your case. These are all details that are incredibly easy to record contemporaneously but are also incredibly easy to forget later on. Humans, according to research, often overestimate their ability to remember important emotional details later on. Assume that you're going to forget. Assume you have to write it down.

Now, these three pieces of advice are a good start, but of course they don't overcome a lot of the other barriers to reporting. According to the Equality and Human Rights Commission, which published a report in 2018, there's one key recommendation to overcome some of the other fears often associated with reporting these kinds of incidents to your employer. One piece of advice that they made? Have an online, anonymous reporting tool. Only that way, they say, can you truly overcome many of the fears associated with reporting.

Now, in line with this, and informed by what was happening all around me and taking and applying the memory science, the science that I had been doing for many years, I sat down with a number of people and we together created TalkToSpot.com. Spot is an online, anonymous reporting tool that helps you record and report workplace harassment and discrimination. It allows you to do it anonymously, it allows you to do it for free, and it's completely evidence-based. You don't have to talk to a person, there's no fear of judgment, and you can do it whenever and wherever you need.

Now you have the power to walk through an evidence-based memory interview. Now, this is called a cognitive interview. This is the same technique that police use when they're doing their job properly. So in best-case scenarios, people who are being asked about important emotional events are being asked in line with the cognitive interview. Now, this walks you through all the relevant information so that at the end, after you've talked to the bot—which is an automatic messaging system—after you've talked to the bot, it generates a PDF record that's time-stamped and securely signed that you can keep for yourself as evidence in case you want to share it later, or you can submit it to your employer right away. And in line with recommendations, you can submit it to your employer anonymously. But a reporting tool is only as useful as the audience that's listening. So if your employer is truly committed to change, we've decided to also offer them the tool to respond. So if organizations work with us and are truly committed to doing something about workplace harassment and discrimination, they're also able to respond to you even if you've chosen to stay anonymous. We think it's important that you can work together with your employer to tackle this issue.

We think that everybody wins when we bring light into this dark issue. Whether it happens to you or to someone you know, recording and reporting what happened can really improve how we talk about these issues. And if you're an organization, this is a call to give your employees access to better and more effective reporting mechanisms. We know that the current methods that are used in most organizations don't work effectively. It's time to change that if you're committed to inclusion and diversity. It's time for us to celebrate our diversity. It's time for us to give a voice to those who have for too long been denied one. It's time for us to celebrate those who come forward, even if they feel they need to stay anonymous—to stay masked to do so. It's time for a reporting revolution.

Thank you.

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