Don’t Stand By, Stand Up - What to Do When You Witness Harassment

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A photo of a white man with his arms around a female colleague's shoulders in an office. The woman looks uncomfortable. A different man, who is black, is looking at the camera with his hand out as if saying

Okay, here is another email you’re going to want to save. Feel free to share this with staff during a special team meeting about allyship, workplace inclusion, and sexual harassment awareness.

You’re welcome!

***

Witnessing harassment in the workplace can feel unsettling and uncomfortable. However, as a bystander, you have the power to make a meaningful difference. Building an inclusive workplace is not only about policies and procedures, it’s also about how we support one another during difficult moments.

Creating a culture of diversity and inclusion at work means taking action when something doesn’t feel right. Most of us would want support if we were in danger or experiencing harm. If you ever witness sexual harassment, racism at workplace settings, or microaggressions, imagine the person affected is someone close to you. You would want someone to step in and help. That person can be you.

Through inclusive leadership and ongoing DEI training, organisations can empower employees to respond confidently and respectfully when inappropriate behaviour occurs.

Below are several strategies you can use if you witness sexual harassment or other inappropriate behaviour in the workplace.

 

Intervene Directly (When Safe)

If it is safe to do so, address the inappropriate behaviour calmly and assertively. Speaking up helps reinforce inclusion in the workplace and sends a clear message that harassment and disrespectful conduct will not be tolerated.

Examples of what you might say include:

  • “That comment isn’t appropriate here.”
  • “I don’t think that’s the right way to speak to someone.”
  • “Let’s keep the conversation professional, shall we?”

The goal is to remain calm and avoid escalating the situation. Your tone should help de-escalate the moment while firmly setting boundaries.

Workplaces that invest in unconscious bias training and anti racism training often help employees feel more confident in recognising harmful behaviours and responding appropriately.

 

Use Distraction Techniques

Sometimes direct confrontation may not feel safe or appropriate. In these situations, using a distraction technique can help diffuse tension and protect the person being targeted.

For example:

Start a conversation with the person being targeted to redirect attention:

“Oh my goodness X, did you watch Traitors last night?”

Create a reason for them to leave the situation:

“Hey X, I think my computer has frozen. Would you mind having a look at it?”

Or interrupt naturally:

“Oh no! I’ve just dropped all my papers. X, could you help me?”

These small actions can provide immediate relief and prevent the incident from escalating further.

Recognising subtle behaviours like exclusion, stereotypes, and microaggressions is an important part of equity diversity inclusion initiatives and workplace inclusion diversity strategies.

 

Offer Support to the Affected Person

Once the situation has passed, check in with the affected person privately and compassionately. A simple conversation can help someone feel seen, supported, and less isolated.

You could say:

  • “I hope you didn’t mind me interrupting. You looked like you needed help. How are you feeling?”
  • “That didn’t seem right. Do you want to talk about it?”
  • “Is there anything I can do to support you?”

Respect their wishes if they do not want to discuss the incident further, but reassure them that they are not alone.

This kind of allyship contributes to a stronger culture of diversity and inclusion and supports long-term workplace wellbeing.

 

Why Active Bystander Behaviour Matters

Being an active bystander helps create safer workplaces where harassment, discrimination, and inappropriate behaviour are less likely to occur. When people intervene, potential perpetrators recognise there are consequences for harmful actions.

Organisations that prioritise cultural humility, diversity and inclusion, and inclusive leadership are better equipped to create respectful, psychologically safe environments for everyone.

Understanding concepts such as unconscious bias, racism definition, and workplace allyship helps teams build empathy, awareness, and accountability across all levels of an organisation.

If you are a leader, encourage your team to use this guide as a resource for understanding their role in creating a safer and more inclusive workplace.

We explore these topics in greater depth in our CPD-accredited courses, including Understanding Sexual Harassment, unconscious bias training, and broader DEI training programmes designed to support equity diversity inclusion in the workplace.

Take a look at our courses or book a call with me to discuss your organisation’s needs.

Truly wishing you all the best!

 

Bye for now

Rebbecca Hemmings

Director

Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).

Time to Talk about Race Online Course

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