Introducing The Conference: Reimagined workplace harassment training for 2026
Harassment Prevention
Speaking up can feel risky. Staying silent can feel risky too.
That pause isn’t a lack of caring or character — it’s uncertainty.
For the person experiencing the behavior, however, hesitation can feel like being left on their own.
Most bystanders want to help but don’t know how
One of the most persistent myths about bystanders is that inaction means indifference. In reality, hesitation is usually driven by very real workplace pressures.
Our 2025 Workplace Harassment research found that Gen Z employees are the most likely to intervene when they witness harassment (53%), second only to Baby Boomers (54%). And yet, nearly half still don’t step in.
Why?
Psychologists often describe this hesitation as the Bystander Effect — the tendency for people to freeze or defer action when others are present, especially in ambiguous situations. In the workplace, that effect is amplified by hierarchy, social risk and uncertainty about what to do.
Traliant’s research finds that employees consistently cite the same barriers:
- Fear of retaliation, whether from the person involved or their peers
- Social pressure, including concern about being labeled a “snitch”
- Power dynamics, especially when the behavior involves a senior employee
- Uncertainty about what to do, including fear of misinterpreting the situation or making it worse
These aren’t excuses. They’re realities of modern workplaces, and they explain why telling employees to “speak up” isn’t enough.
Bystander intervention is not one action
When people imagine bystander intervention, they often picture confrontation. In reality, most workplace situations call for judgment, not a single scripted response.
Effective bystander intervention is about having options and knowing which one fits the moment. That’s where the 4 D’s of bystander intervention come in:
- Direct: Address the behavior in the moment, calmly and respectfully, when it feels safe to do so.
- Distract: Interrupt or redirect the situation to defuse tension without directly calling out the behavior.
- Delegate: Involve someone with authority or influence — another employee, a manager, HR, or another trusted leader — especially when power dynamics are at play.
- Delay: Check in with the person affected afterward to offer support and help them consider next steps or speak to the person engaging in the inappropriate conduct privately.
Not every situation calls for the same response. Sometimes the safest choice is a subtle interruption. Other times it’s looping in the right support or following up privately.
What matters is knowing you have options and understanding that choosing how to respond is part of responding.
Without that clarity, silence often feels like the safest option. With it, employees are far more likely to act.
Good intentions need direction
Most people want to do the right thing at work. They care about their colleagues. They care about fairness. They care about culture.
What gets in the way isn’t apathy. It’s uncertainty and the real complexity of workplace dynamics.
Workplace culture starts with policies and values statements. To make policies effective, employees need to know what to do if something feels wrong.
That’s where bystander intervention training makes the difference.
What this means for managers
For employees, one of the biggest barriers to intervening is uncertainty, especially when power dynamics are involved. When the person exhibiting concerning behavior is more senior, silence can feel like the safest option.
Managers play a critical role in changing that calculation. Not by expecting employees to handle every situation themselves, but by:
- Making it clear that raising concerns won’t result in retaliation
- Reinforcing that intervention doesn’t always mean confrontation
- Responding consistently when issues are brought forward, even when they feel “minor”
When managers model how to notice, pause and respond thoughtfully, employees are more likely to step in early before harm escalates.
