How to be an active bystander at work
Tips on how to be a bystander at work
Because equity, diversity, and inclusion is everyone’s responsibility.
While we often share insights into how to advocate for ourselves at work, we know that allyship is just as important in the workplace. Often women and minorities carry the burden of protecting themselves at work when it should be everyone’s job.
What is an active bystander?
Being an active bystander in the workplace means actively observing and responding to situations where someone may be experiencing discrimination, harassment, or any form of harm. It involves taking steps to prevent or address incidents, and promoting a culture of respect, inclusion, and safety.
Why is it important?
For people who may feel marginalised, bullied, harassed, and unsafe in the workplace, having active bystanders is crucial for:
Validation: It validates the experiences of those going through harassment at work, whether it’s sexism, homophobia, transphobia, or racism. Showing them that their concerns are acknowledged and taken seriously makes them feel seen and less alone.
Prevention: Active bystanders help prevent the escalation of situations, contributing to a safer and more inclusive work environment.
Support: Knowing that there are people who are willing to intervene and support can empower those facing harassment or discrimination, encouraging them to speak up.
Cultural Change: A workplace with active bystanders fosters a culture where negative behaviors are less tolerated, contributing to a positive and respectful organisational culture.
Tips for Being an Active Bystander in the Workplace
Educate yourself: Stay informed about diversity, equity, and inclusion issues. Request that your employer provides more training on this if you feel it is lacking. Understanding different perspectives and being aware of potential biases and microaggressions is crucial for effective intervention.
Speak up: If you witness inappropriate behavior, speak up respectfully and assertively. Address the behavior directly, express your concern, and let the individuals involved know that such actions are not acceptable.
Support your colleague: If someone is being mistreated, offer your support. This could involve checking in with the person privately, expressing empathy, and letting them know that you are there for them. It is also important to let them know if you are going to escalate an issue and if they feel comfortable with it. This isn’t the time to be the hero for your own sake or ego - you can speak on an issue that you think is wrong, but you should not speak for the victim if that’s not what they want.
Report Incidents: If the situation warrants it, report incidents to the appropriate channels within the organisation. Employers should have established procedures for addressing workplace issues, and your report can contribute to a safer environment.
Promote Inclusivity: Actively promote inclusivity in the workplace by celebrating diversity, fostering open communication, and encouraging a culture of respect. Advocate for policies and practices that support diversity and inclusion. For example, if your employer is holding an event or initiating a policy, assess whether it’s inclusive for all, not just yourself and make suggestions if you feel it’s not inclusive.
