One of the outcomes of the #MeToo movement is a demand for a new approach to sexual harassment training that encompasses behavior-based topics, such as bystander intervention, diversity and inclusion, and unconscious bias. The EEOC task force concluded that the traditional, check-the-box training model must change from simply focusing on avoiding legal liability to preventing workplace harassment and promoting respect and civility. We will equip your employees with the right information on how to be an effective online bystander in the midst of workplace harassment using our proven 5D’s methodology; 98% of employees leave our training committing to intervene next time they witness disrespect or harassment. Under a new sexual harassment law in New York City, employers with 15 or more employees must train workers on bystander intervention as part of the annual training requirements. The Active Bystander Training Company Challenging antisocial behaviour at work, on campus and in school “What hurts the victim the most is not the cruelty of the oppressor but the silence of the bystander” Elie Wiesel, Holocaust Survivor Lucie Mitchell investigates what bystander intervention training is and how it can be used as part of initiatives to counter sexism in the workplace. If you see something going down that looks wrong, just stand there and stare. A 2016 report by the Equal Employment Opportunity Commission’s Select Task Force on Harassment in the Workplacerecommended that employers explore bystander intervention as one of the new types of training that may help prevent conduct from rising to the level of unlawful workplace harassment. A New Approach to Training A bystander can disrupt and diffuse a potentially harmful situation by simply changing the subject and the mood. Before #MeToo, bystander intervention training was mostly used on colleges campuses and in the military to teach techniques for preventing sexual assault. Empower the Bystander This equips everyone in the workplace to stop harassment, instead of offering people two roles no one wants: harasser or victim, Ms. Rawski said. For bystander training to be effective, there has to be a workplace culture based on active employee involvement in creating an environment that’s good, safe and productive for everyone; one in which no one would think twice about confronting harassment behaviors because they understand how being risk-adverse in those situations only helps perpetuate bad actors and their bad behaviors. and sharing the responsibility for speaking up against abusive behavior. The idea is that if harassers believe others will step in and tell them their behavior is not acceptable, they may be less likely to engage in misconduct. If you have the appropriate software installed, you can download article citation data to the citation manager of your choice. Bystander intervention training should be part of a holistic harassment prevention and communication strategy that begins with the right tone from the top. Some lawmakers agree. Human behaviour is an interesting phenomenon. Bystander intervention training for the workplace can offer some tactics people may not have thought of. “Hollaback’s bystander intervention training is a key component of Vox Media’s anti-harassment initiative and one that we found to be hugely beneficial. Bystander intervention is among the training topics required under New York City’s Stop Sexual Harassment Act in NYC, which applies to employers with 15 or more employees. I have seen this method work as a facilitator of bystander intervention trainings for over a decade. Using bystander intervention training in the workplace. An integral part of a holistic approach to addressing workplace harassment, bystander intervention training can help move the conversation from awareness to action to prevention. Talking, directly with someone after an incident (‘Are you OK?’ ‘Can I help?’), offering to go with them to human resources or reassuring them it is not their fault can help alleviate the sense of isolation they may feel. The culture of silence surrounding workplace harassment has gotten in the way of legal … Delivering a clear, consistent message from the CEO and senior management that is backed up by the leaders’ actions tells employees the organization is serious about creating a safe, respectful workplace and providing training that empowers them with the knowledge and skills they need to stop harassment and prevent future incidents. As a Psychologist, I often observe the actions of others and reflect on why it is we behave and respond to the world in the ways that we do. Empowering Bystanders The right approach to harassment prevention requires training that educates employees on these psychological and cultural factors. About Catherine Mattice Zundel. It focuses on addressing microaggressions — the everyday slights and insults that can turn into harassing behavior over time — and teaches employees how they can spot red flags and intervene. The Chicago Tribune, New York Times and Harvard Business Review all published reports in the last year highlighting this research. Report Today, as we experience a cultural shift from #MeToo to #NotHere, more HR professionals are recognizing the benefits of bystander intervention training in the workplace. Confronting a harasser safely involves gauging whether to take action immediately or later. With the right knowledge, tools and motivation, bystanders can intervene and stop inappropriate behavior before it rises to the level of unlawful harassment. What matters is saying or doing something and sharing the responsibility for speaking up against abusive behavior. Once used primarily on college campuses and in the military, bystander intervention training is now recognized as one of the most effective ways to … About this course Many high-profile cases of workplace misconduct have one thing in common: lots of employees knew, but few did anything. A task force co-chair said that with leadership’s support, bystander intervention training could be a “game changer in the workplace,” and create a sense of collective responsibility that empowers employees to be engaged bystanders in preventing harassment. Delivering a clear, consistent message from the CEO and senior management that is backed up by the leaders’ actions tells employees the organization is serious about creating a safe, respectful workplace and providing training that … Bystander Intervention 101 A Training Outline The People’s Response Team, Chicago, IL 1st Edition - March 2017 . Bystander communication training is designed with an actual, real workplace in mind. Children are taught bystander training at work, yet adults never hear about it. One of the outcomes of the #MeToo movement is a demand for a new approach to sexual harassment training that encompasses behavior-based topics, such as bystander intervention, diversity and inclusion, and unconscious bias. Some lawmakers agree. Overcoming Reluctance A task force co-chair said that with leadership’s support, bystander intervention training could be a “game changer in the workplace,” and create a sense of collective responsibility that empowers employees to be engaged bystanders in preventing harassment. Sexual Harassment in the Workplace - Bystander Intervention February 2018. Best Practices for Early Bystander Intervention Training on Workplace Intimate Partner Violence and Workplace Bullying. Confronting the harasser doesn’t mean being confrontational or jumping in to say something in the heat of the moment. The idea is that if harassers believe others will step in and tell them their behavior is not acceptable, they may be less likely to engage in misconduct. You are welcome to reprint or adapt this document, under a Creative Commons Attribution-NonCommercial 4.0 International License, with credit to the original authors. Ongoing communication, education, and support will. © Traliant, LLC. Please note you must register in advance for all trainings. The EEOC task force concluded that the traditional, check-the-box training model must change from simply focusing on avoiding legal liability to preventing workplace harassment and promoting respect and civility. With new and expanded anti-harassment laws coming, expect to see more states and cities integrate bystander intervention into the training requirements for employers. Posted on September 27, 2018 | Firm News. Talking directly with someone after an incident (‘Are you OK?’ ‘Can I help?’), offering to go with them to human resources or reassuring them it is not their fault can help alleviate the sense of isolation they may feel. Many bystanders remain on the sidelines due to a reluctance to get involved in awkward or threatening situations. Others don’t intervene because they don’t know how to do so in ways that are effective and safe. This technique focuses on disrupting the situation by distracting the harasser, the target of the harassment or both, depending upon the circumstances. for a target of harassment is an opportunity for employees to be allies. Training also reinforces the importance of exercising good judgment and taking action only when it’s safe to do so. “Excuse me, Kai, I could use your help with a last-minute project.”. Sometimes all it takes is starting a conversation with the harasser or the person being harassed. Bystander intervention training should be part of a holistic harassment prevention and communication strategy that begins with the right tone from the top. A co-chair of the EEOC’s Select Task Force on the Study of Harassment in the Workplace said that with leadership’s support, bystander intervention training could be a “game changer in the workplace,” creating a sense of collective responsibility that empowers employees to be engaged bystanders in preventing harassment. To be relevant and engaging to employees who consume most of their information online and via videos, the new model of sexual harassment training uses interactive content that is tailored to the organization, realistic video scenarios and other eLearning tools to reinforce key concepts and behaviors. Under a new sexual harassment law in New York City, employers with 15 or more employees must train workers on bystander intervention as part of the annual training requirements. Workplace Civility Training. How to train bystanders and reduce workplace harassment. Vote ; 0. With new and expanded anti-harassment laws coming, expect to see more states and cities integrate bystander intervention into the training requirements for employers. Another simple yet powerful way to be an active bystander is to talk directly with the target of harassment after an incident (“I saw what happened, are you OK?” “Would you like me to go with you to HR?”). The concept of bystander intervention, rooted in the military and on college campuses, is gaining traction among training and HR professionals and other workplace experts. 13 March, 2019 March 13, 2019. Confront While there are many ways the company can try to prevent and combat harassment, equipping our managers and employees with actual tactics to intervene when they witness harassment is perhaps even more powerful. By Neena Bhandari. Others don’t intervene because they don’t know how to do so in ways that are effective and safe. Bystander intervention training is the only research-backed solution for preventing workplace sexual harassment. Bystander intervention training helps employees overcome these hurdles by teaching different techniques and strategies for responding, directly or indirectly. More Than a Technique I would recommend that you do some sort of training every year. There is a chance that the aggressor may decide to channel their harassment towards the … The National Sexual Violence Resource Center, a nonprofit organization in Harrisburg, PA, describes an engaged bystander as someone who lives up to their responsibility to prevent sexual harassment by “intervening before, during, or after a situation when they see or hear behaviors that threaten, harass, or otherwise encourage sexual violence.”. But it should also go one step further and address bystanders’ roles directly. Bystander training specific to workplaces is offered by the YWCA in Regina. To be relevant and engaging to employees who consume most of their information online and via videos, the new model of sexual harassment training uses interactive content that is tailored to the organization, realistic video scenarios and other eLearning tools to reinforce key concepts and behaviors. The Equal Employment Opportunity Commission (EEOC) has been an early advocate of bystander intervention training and its role in stopping abusive behavior from rising to the level of unlawful harassment. Bystander Intervention affects the workplace because it is dependent on its employees to “do the right thing.” In choosing to intervene, the bystander’s liabilities include putting themselves at risk. Lawmakers are also recognizing the value of training individuals on how to safely intervene to stop harassment. Employees should be reassured they are protected against retaliation for reporting incidents or providing information about a complaint. Addressing the Bystander Effect in the Workplace. Speaking in a respectful way with the harasser after the incident about their inappropriate behavior and its effects on individuals and the organization may result in a change of attitude and behaviors in the future. Confronting a harasser safely involves gauging whether to take action immediately or later. Americans With Disabilities Act (ADA) Training, Creating A Positive Work Environment Training, Drugs & Alcohol in the Workplace Training, Family and Medical Leave Act (FMLA) Training, Data Privacy, General Data Protection Regulation (GDPR) & Information Security, Drug & Alcohol Awareness on Campus Training, Interactive Compliance Training Video Library, Equal Employment Opportunity Commission (EEOC), Protected Classes Discrimination (Title VII), Data Privacy, GDPR & Information Security, State Sexual Harassment Training Requirements. Reassuring a co-worker it’s not their fault also may help lessen the impact of the incident and alleviate their sense of isolation. The rules that apply at school, apply at work. If you do traditional training every other year then do the bystander intervention training the other years. 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