She.WorkIn any workplace, the presence of bystanders—individuals who witness but do not take action in response to problematic behavior—can significantly influence the organizational culture. Whether it’s witnessing harassment, unethical practices, or unfair treatment, the decision to remain passive or intervene can profoundly affect the work environment.
Here are the implications of inaction and recommendations for working women to move from passive observers to active change agents.
What Does It Mean to Be a Bystander?
A bystander in the workplace observes an incident or behavior that is harmful, unethical, or inappropriate but does not take steps to address it. This inaction can stem from various reasons, including fear of retaliation, uncertainty about what to do, or a belief that it’s not their place to intervene. According to research by Dr. Catherine Sanderson, a professor of psychology at Amherst College, the “bystander effect” is a well-documented phenomenon where individuals are less likely to help when others are present, often assuming someone else will step in.
The Impact of Bystander Inaction
Bystander inaction can perpetuate a toxic workplace culture. When inappropriate behavior goes unchallenged, it can become normalized, leading to an environment where employees feel unsafe or undervalued. A study published in the Journal of Applied Psychology found that workplaces with high levels of bystander inaction are more likely to experience higher turnover rates, lower employee morale, and decreased productivity.
Why Do Bystanders Remain Passive?
Understanding why bystanders remain passive is crucial to addressing the issue. Some common reasons include:
Fear of Retaliation: Concern about potential backlash from the perpetrator or even the organization.
Uncertainty: Lack of clarity on how to intervene or to whom to report the incident.
Diffusion of Responsibility: Belief that someone else will take action.
Cultural Norms: Workplace cultures that discourage speaking up or prioritize hierarchy over accountability.
Moving from Bystander to Upstander
Becoming an upstander—actively intervening to address and prevent harmful behavior—can create a more positive and supportive workplace. Here are some strategies for working women to transition from being passive bystanders to proactive upstanders:
Educate Yourself: Understand the policies and procedures in your workplace regarding harassment, discrimination, and reporting mechanisms. Knowledge is power and can help you feel more confident in taking action.
Speak Up: If you witness inappropriate behavior, consider addressing it directly if it feels safe to do so. Use “I” statements to express how the behavior is affecting you or others, and suggest alternative actions.
Report Incidents: If direct confrontation isn’t possible or safe, report the incident to HR or a trusted supervisor. Providing detailed accounts can help in taking appropriate actions against the perpetrator.
Support Victims: Offer support to colleagues who are targets of inappropriate behavior. Let them know they are not alone, and encourage them to report the incident.
Lead by Example: Model the behavior you wish to see in your workplace. Stand up against inappropriate behavior and support a culture of accountability and respect.
Encourage Training: Advocate for bystander intervention training in your organization. Such programs can equip employees with the skills and confidence to intervene appropriately.
Recommendations for Organizations
For organizations, fostering an environment where employees feel empowered to act is crucial. Here are some recommendations:
Clear Policies: Ensure that policies on harassment and discrimination are clear, accessible, and communicated regularly to all employees.
Bystander Training: Implement regular training sessions on bystander intervention, helping employees understand how to recognize, address, and report inappropriate behavior.
Support Systems: Establish robust support systems for reporting and addressing complaints, ensuring confidentiality and protection against retaliation.
Leadership Accountability: Hold leaders accountable for fostering a culture of respect and zero tolerance for inappropriate behavior.
Working women can help create a more inclusive, respectful, and supportive work environment by understanding the reasons behind inaction and taking proactive steps to become upstanders. Remember, change starts with individual actions, and together, we can build workplaces where everyone feels valued and safe.
