HOW TO STAND UP AGAINST WORKPLACE HARASSMENT

WHY DON’T MORE BYSTANDERS INTERVENE AT THE WORKPLACE?

The main reason why bystanders would not intervene against harassment in the workplace is because they fear the potential consequences of speaking up such as reprisal, retaliation or losing their job. Temporary workers, especially, feel insecure about their employment. 

• Another factor is a lack of confidence in the management’s ability to take real action against the bullies, especially if the bullies are senior members or a manager of the company. Furthermore, bystanders could also be unaware of the bullying happening around or are confused about what they should do to help. 

HOW CAN ORGANISATIONS ENLIST BYSTANDING IN THE FIGHT AGAINST HARASSMENT?

Employers can help encourage bystander intervention. Here are some actions they can do:

1. Ensure that all employees which also include new hires understand what is workplace harassment. In addition, staff should be aware of appropriate reporting channels and how to make reports  via a workplace harassment policy. 

• The policy must be made clear that the company does not tolerate neither harassment nor retaliation towards those who speak up. 
• Give examples of harassment, outline potential disciplinary measures and direct staff where they can report harassment anonymously.
• There should be a process of whistleblowing when the bully is a member of management.

Related link: 5 SIGNS OF A TOXIC WORKPLACE

2. Include bystander training for anti-harassment training programmes.

• This initiative will make the staff more aware of the bystander effect and give them tips on how to help effectively
• Bosses can send higher management to hands-on courses on how to tackle workplace harassment

3. Designate certain employees as “role models” who display model behaviour, able to offer tips on bystander intervention and encourage others to speak out.

• Give additional training to better support other employees

4. Foster culture of openness and accountability

• Have an “open-door” policy when staff can give feedback and fight against harassment
• Consider awarding the staff that take action against harassment
• This would give employees a greater sense of safety and make them feel more inclined to react.