How to Encourage a Speak-up Culture with Bystander Intervention Training

Despite efforts to combat harassment, incidents continue to occur. A 2023 report found that 40% of US workers have experienced or witnessed discrimination and sexual harassment at work.  

But there is a powerful remedy that can make a difference: bystander intervention. 

Imagine a colleague is being harassed, and you witness it. Stepping in changes the dynamics entirely. This is where bystander intervention shines. It is built on the premise that there is strength in numbers. When we confront a harasser as a group, the message becomes clear: the entire work community will not tolerate such behavior. Harassers are taken aback when faced with a united front and are more likely to retreat and refrain from repeating their actions. 

“Bystander intervention training is a game changer for creating a sense of collective responsibility,” said Michael Johnson, Chief Strategy Officer at Traliant. “By empowering employees to actively commit to a culture of respect and support, employers can better protect targets of discrimination and harassment, helping to prevent future incidents.” 

The Equal Employment Opportunity Commission (EEOC) adds that “bystander training affords employers an opportunity to underscore their commitment to non-retaliation by making clear that any employee who ‘steps up’ to combat harassment will be protected from negative repercussions.” 

When Should Bystanders Intervene? 

Bystanders should intervene when they witness any form of harassment, discrimination or inappropriate behavior that makes someone feel uncomfortable or unsafe. Intervene immediately to stop the behavior if you feel confident and safe. If immediate action isn’t possible, wait until the situation has de-escalated to offer support to the victim. If you are unsure how to intervene, seek help from a colleague or a manager.  

Benefits and Costs of Intervening 

Bystander intervention protects victims by stopping harassment and preventing further harm. It promotes a supportive culture, encouraging others to stand up against inappropriate behavior, and helps deter future incidents by demonstrating that such actions will not be tolerated. Intervention also builds trust within the organization, as employees are more likely to trust a workplace that actively combats harassment and supports its victims. 

There can be costs associated with intervening. Personal risk is a concern, as the perpetrator may react negatively. The emotional toll of witnessing and addressing harassment can lead to stress. And there is always a potential risk of retaliation from the perpetrator or others. These factors highlight the need for support systems and training to empower and protect bystanders who choose to intervene. 

Overcoming Obstacles to Bystander Intervention 

Several obstacles can hinder employees from intervening. Uncertainty about how to intervene effectively can also prevent action. Social pressure to conform to group norms and avoid standing out further complicates the decision to intervene. Cultural barriers may also discourage speaking out against inappropriate behavior, reinforcing silence and complicity. 

This is where training can help. Addressing these obstacles through comprehensive bystander intervention training and a supportive organizational culture is essential to empower bystanders and foster a safe, inclusive environment for all employees. 

Practicing the 4Ds of Bystander Intervention 

Common ways that bystanders can put a stop to inappropriate behavior is by disrupting, confronting, supporting and reporting harassment incidents. To do this, employees can take four critical steps called the 4Ds: Direct Intervention, Distract, Delayed Support, and Delegate. 

1. Direct Intervention to confront the offender: Directly addressing the situation can stop harassment in its tracks. Your words carry weight. Speaking up demonstrates to a perpetrator that their harassing actions won’t be tolerated, while also empowering both the victim and other bystanders to take action. 

Confronting the harasser doesn’t mean being confrontational. Calmly but firmly tell a perpetrator that their behavior is unacceptable. If harassers believe others will step in and tell them their behavior is not acceptable, they may be less likely to engage in misconduct. 

2. Distract to disrupt the situation: Distracting a perpetrator can defuse a situation without directly confronting the behavior. This could be striking up a conversation with the victim, asking for assistance with a task, changing the subject or simply creating a diversion to draw attention away from the incident. By redirecting focus elsewhere, you can provide a moment of relief and prevent a situation from escalating. 

3. Delayed Support to the target: Intervening immediately may not be feasible or safe. You can instead choose to delay your response until the perpetrator has left the scene to check in with the victim to offer support. Talking directly with someone after an incident, offering to go with them to human resources to report it or reassuring them it is not their fault can help alleviate the sense of isolation they may feel. 

4. Delegate: If you’re unsure how to intervene directly or feel unsafe, seek assistance from another coworker or manager. Delegating responsibility ensures that the issue is addressed appropriately and that the necessary support is provided to the victim.  

Reporting incidents 

Reporting misconduct is key to preventing it in the future. All employees need to be familiar with the organization’s procedures and options for reporting incidents, whether that involves talking with a supervisor or HR manager or using an anonymous hotline or app. And organizations should reinforce the message that people who speak up and report misconduct are protected against retaliation. 

When bystanders assist targets in reporting harassment, it strengthens credibility. It dispels any notion that the incident was isolated or exaggerated. Multiple voices reinforce the seriousness of the matter, compelling management to take decisive action. This helps to ensure that reports of harassment will be taken seriously, and that a workplace’s anti-harassment policy will be applied consistently. 

Disrupting the Harassment Cycle with Training 

The most significant deterrent to harassers is the knowledge that others will step in. With proper training, bystanders can confidently take a stand to disrupt the cycle of harassment to: 

• Send a clear message to perpetrators that their behavior will not go unnoticed or unchallenged. 

• Foster a sense of community and solidarity among colleagues by demonstrating that you have each other’s backs. 

• Encourage a speak-up culture to build a culture of accountability. 

• Create a positive work environment where everyone can thrive.  

So, the next time you see something that doesn’t feel right, remember you have the power to make a difference. Whether you’re confronting the issue head-on or lending a helping hand, your actions matter. Together, we can build a culture of accountability where everyone feels valued and empowered to speak out against harassment. 

How Traliant Can Help 

Workplace experts agree that bystander intervention training plays a key role in preventing harassing behaviors. Our Bystander Intervention training  provides practical information, tools and motivation to empower employees to effectively (and safely) intervene to stop harassment.