We are beyond borders.
“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 the reality.
And for most of these people,
ninety-eight 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 could we speak up in a society that too often discredits
or diminishes our experiences?
How can we speak up
in a society that it 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 happens.
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 miss remember 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 have 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.
首先 James Come做的是正确的
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
are 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 you share your story with friends
or family or your colleagues, your therapists,
you have the potential to distort or
change your memory of the event.
Uncontaminated contemporaneous evidence is worth gold.
2. 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 it a note that’s timestamps
where you can prove this was recorded at this time.
Contemporaneous timestamp 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 timestamp 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.
2. 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 what’s app’s photos
or emails that might lend more credibility to your case.
These are all details that are incredibly easy
to record contemporaneously,
but 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 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
that are 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’d 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 judgement.
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 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 bots
which is an automatic messaging system.
After you’ve talked to the bots,
it generates a PDF record
that’s timestamped 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 the reporting tools 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 they 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 anonymously.
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 happens
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.