Why Bystander Training in the Workplace is Key to Shutting Down Microaggressions

Anyone can experience workplace microaggressions and harassment, regardless of their background or professional status. What may start as seemingly harmless comments or assumptions about a person’s race, gender, sexuality, or other characteristics can gradually escalate into more overt forms of discrimination. This behavior perpetuates inequality, negatively impacts workplace inclusivity, and affects employee well-being. For organizations striving to create culturally competent and psychologically safe workplaces, bystander training in the workplace can be an effective tool. 

When “bystanders”—colleagues, teammates, peers, managers, supervisors, and leaders—witness inappropriate or unacceptable conduct and skillfully respond to it, it can significantly impact corporate culture and workplace ethics. A study published on ResearchGate shows that bystander training and interventions may be a promising approach to combating microaggressions or subtle expressions of bias in the workplace.

However, getting better at recognizing and calling out such instances requires being more aware of what constitutes discriminatory behaviors or biases. This may be why many organizations today include bystander training in the workplace as part of their workplace inclusivity training programs. 

This article explores the role of bystander intervention training in preventing workplace discrimination.

Who is a Bystander?

A bystander is anyone who witnesses or becomes privy to workplace behavior that is potentially inappropriate or unethical and warrants action or intervention. For example, someone might overhear unsolicited comments directed at a teammate or learn from a co-worker of unwelcome conduct from a colleague toward them. Essentially, a bystander is anyone—a colleague, peer, senior, or subordinate—who may be able to respond to the situation to disrupt or de-escalate it. 

A bystander may also be someone who highlights positive behaviors or contributions that might go unnoticed or overlooked.

There are a few reasons to encourage employees to be “active” when a situation warrants action. These include:

• An active bystander may be quicker to intervene or react to unacceptable behaviors and discourage them than if left solely to authorities to address them in due time.

• Bystanders are more likely to witness or be aware of subtle forms of misconduct or microaggressions toward their colleagues, teammates, or peers since they work closely with them on a daily basis.

Benefits of Employee Training for Harassment Prevention

Here's how bystander training in the workplace can build an inclusive culture and promote psychological safety in the workplace:

• Bystander training in the workplace is a powerful tool for educating employees on what constitutes unacceptable, unethical, or inappropriate behavior—including actions stemming from unconscious biases or systemic discriminatory practices. This may help employees recognize and address microaggressions at work when they occur.

• As employees learn bystander intervention strategies, they may become more comfortable and effective at intervening in instances of bias, harassment, prejudice, or other unsolicited conduct. This may help prevent the “bystander effect” which occurs when bystanders do not intervene in an emergency because they assume someone else might take action, and if no one does, they conclude it does not warrant action.

• Employees with awareness and skills in handling workplace bias and discrimination may help in promoting a respectful workplace and creating a culture of safety and inclusivity. 

• It may make employees more aware of their responsibility and potential to shut down harassment in the workplace.

Bystander Intervention Strategies for Workplace Harassment Prevention

It may be imperative for bystanders to adopt an active stance in intervening when instances of racism, discrimination, microaggressions, or harassment occur. However, different instances warrant different responses, and employees must know how and when to intervene to drive meaningful impact. Generally, there are 5 ways to go about it:

• Employees may directly intervene by calling out the unwarranted behavior or remarks and firmly condemning it.

• They may consider causing a distraction to interrupt a potentially stressful situation.

• Bystanders may seek help from other bystanders, HR leaders, or managers to disrupt or diffuse the situation.

• They may document the event (transcribe, record, or write an email) and report to concerned authorities.

• In situations when an overt response may not seem beneficial, employees may check in with the targeted person, offer support, and empower them to take action.

Final Thoughts

The role of bystanders can be critical in preventing workplace discrimination and addressing microaggressions at work. However, employees or bystanders may be hesitant to take action due to fear of consequences or retaliation or simply because they assume it may not have any positive impact. This is why organizations should provide bystander training in the workplace to ensure their employees feel empowered to challenge inappropriate conduct as they witness it. Bystander intervention is key to discouraging negative behaviors and encouraging positive behaviors in the workplace.