當(dāng)提及六級(jí)聽(tīng)力時(shí)，尤其是英語(yǔ)六級(jí)真題聽(tīng)力，我們不禁會(huì)想起那些考驗(yàn)英語(yǔ)學(xué)習(xí)者聽(tīng)力理解能力的挑戰(zhàn)。作為英語(yǔ)六級(jí)考試的重要組成部分，六級(jí)聽(tīng)力部分不僅要求考生能夠捕捉和識(shí)別出基本的語(yǔ)言信息，更需要他們?cè)谟邢薜臅r(shí)間內(nèi)對(duì)復(fù)雜的語(yǔ)境進(jìn)行準(zhǔn)確理解，并快速作出反應(yīng)。小編為大家整理了2022年9月英語(yǔ)六級(jí)真題聽(tīng)力第一套R(shí)ecording 2的內(nèi)容，希望能對(duì)您有所幫助！
英文原文
Recording 2
錄音2
Good afternoon.
下午好。
In today's lecture, we'll be talking about how and when to disclose a disability when applying for a job.
在今天的講座中，我們將討論在申請(qǐng)工作時(shí)如何以及何時(shí)披露殘疾情況。
On average, about 20% of the population has some form of disability. Most countries these days have equal opportunity and non-discrimination laws. Yet, disabled people often find it hard to decide when, how, and if at all, to raise their disability problem with the potential employer. There is uncertainty about how a recruiter will perceive their disability. As such, many candidates fear they wouldn't be considered for a position as a result of disclosing this personal information. Research has validated this as a genuine concern for many job applicants. It's a natural reaction, but it shouldn't be a reason to stay quiet.
平均而言，大約20%的人口存在某種形式的殘疾。如今，大多數(shù)國(guó)家都有平等機(jī)會(huì)和非歧視法。然而，殘疾人往往難以決定何時(shí)、如何以及是否要向潛在雇主提出他們的殘疾問(wèn)題。對(duì)于招聘者會(huì)如何看待他們的殘疾存在不確定性。因此，許多候選人擔(dān)心，由于披露了這些個(gè)人信息，他們將不會(huì)被考慮擔(dān)任某個(gè)職位。研究已經(jīng)證實(shí)了這是許多求職者真正關(guān)心的問(wèn)題。這是一種自然的反應(yīng)，但不應(yīng)該成為保持沉默的理由。
People need to remember that they are applying for a position they have the skills and experience to excel in. Discussing a disability with the potential employer may help them make reasonable workplace adjustments in their favor. It's most appropriate to discuss a disability when they reply to confirm an interview. This information needn't be put up front in their cover letter or resume because it's probably not relevant to the position itself.
人們需要記住，他們正在申請(qǐng)一個(gè)他們有能力憑借技能和經(jīng)驗(yàn)脫穎而出的職位。與潛在雇主討論殘疾情況可能會(huì)幫助他們做出有利于自己的合理工作場(chǎng)所調(diào)整。在回復(fù)確認(rèn)面試時(shí)討論殘疾情況最為合適。這些信息不必在他們的求職信或簡(jiǎn)歷中放在前面，因?yàn)檫@可能與職位本身不相關(guān)。
Candidates with disabilities should feel they have the power to make their own decisions around sharing this information, free from prejudice. If they find an organization that doesn't celebrate diversity and inclusion, it could say a lot about the company's culture. Perhaps the organization isn't the right fit. It's important for them to remember that they are seeking a manager, an employer, that's going to be supportive and continue to give them a great employment experience.
殘疾候選人應(yīng)該感到自己有權(quán)在不受偏見(jiàn)的情況下決定是否分享這些信息。如果他們發(fā)現(xiàn)某個(gè)組織不推崇多樣性和包容性，這可能說(shuō)明該公司的文化存在問(wèn)題。也許這個(gè)組織并不適合。重要的是，他們要記住，他們正在尋找一位支持他們并繼續(xù)為他們提供良好就業(yè)體驗(yàn)的經(jīng)理和雇主。
Companies sometimes offer candidates the chance to disclose disabilities on their application form, but people shouldn't feel restricted by this method or timing. People should avoid sharing the name of their disability or condition.
公司有時(shí)會(huì)為候選人提供在申請(qǐng)表上披露殘疾情況的機(jī)會(huì)，但人們不應(yīng)該覺(jué)得這種方法或時(shí)間有限制。人們應(yīng)該避免透露自己的殘疾名稱或狀況。
There is always the risk that the recruiter will research information that is inaccurate or irrelevant. If people don't think their disability will impact their ability to perform in the advertised position, then it's entirely their entitlement to choose when and whether to share this information.
招聘者總是有可能去研究不準(zhǔn)確或無(wú)關(guān)緊要的信息。如果人們認(rèn)為自己的殘疾不會(huì)影響他們?cè)趶V告職位上的表現(xiàn)，那么他們完全有權(quán)選擇何時(shí)以及是否分享這些信息。
Questions 19 to 21 are based on the recording you have just heard.
問(wèn)題19至21是基于您剛剛聽(tīng)到的錄音。
Question 19: Why do disabled job applicants feel reluctant to disclose their disability information?
問(wèn)題19：為什么殘疾求職者不愿意披露他們的殘疾信息？
Question 20: When does the speaker suggest applicants reveal their disability information?
問(wèn)題20：演講者建議申請(qǐng)人在什么時(shí)候披露他們的殘疾信息？
Question 21: What are people advised to do when filling out their job application form?
問(wèn)題21：填寫求職申請(qǐng)表時(shí)，人們被建議應(yīng)該怎么做？
