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Bystander intervention is like learning to dance. It involves a series of steps that, when practiced, can help you respond effectively to problematic situations. Just as a dancer learns choreography, a bystander can learn techniques to positively influence outcomes they witness.
When we intervene, not only do we reduce the trauma of harassment for the person who was harmed, we also gradually destroy the culture of harassment and replace it with one of humanity.
Research shows that when bystanders intervene, bullying stops within 10 Seconds 57% of the time. Just imagine the transformative impact we could achieve if every witness chose to act and support those in need!
The pressing question becomes: how can a bystander effectively intervene?
Bystanders can act using the globally recognized 5Ds of bystander intervention.
- Distract.
- Delegate.
- Document.
- Delay.
- Direct.
Where did the 5Ds come from?
In 2012, Right To Be (formerly known as Hollaback!), a global movement dedicated to ending harassment, partnered with the bystander program Green Dot, who pioneered the 3Ds of bystander intervention, Distract, Delegate, and Direct.
They reshaped and developed the 5Ds of bystander intervention, providing actionable steps for individuals witnessing harassment or potentially dangerous situations.
These strategies empower bystanders to support those being harmed, emphasize that harassment is not okay, and demonstrate that people have the power to make communities and workplaces safer.
Now let’s explore each of the 5Ds in detail to better understand how we can effectively help in situations requiring bystander intervention.
Distract:
Distraction is a subtle way to intervene to help stop harassment. Diverting the attention away from the person causing harm to give some time for the experienced person to move away. Instead of directly addressing the incident or perpetrator, one could ask something that is irrelevant to the situation.
For example: Pretend to be lost and ask for directions to a building. Ask for the time. Talk to them about something random and take attention away from the harasser.
Pretend you know the person being harassed and act excited to have “randomly” run into them. Get in the way and continue what you’re doing. Put yourself between the harassed individual and the harasser. ‘Accidentally’ spill your drink or drop something that creates a distracting noise in case it’s getting stronger.
The power of Distraction is that no one has to know that you are directly intervening. If you are a reserved and shy type person who doesn’t like to voice out, Distract is the most subtle and effective way to intervene.
Delegate:
The delegation is requesting assistance from a third party in order to stop harassment. Scan the situation to assess risk and determine how to best intervene. Then, delegate tasks to others around you.
Seeking help from others is not easy. Look for someone who is near you that is willing to help. Explain the situation clearly as possible, what you’re witnessing and how you’d like them to help.
For example: Talk to someone close to you who observes what’s going on and may be better able to step in. Work together to come up with a plan to intervene.
Sometimes one might think about bringing this incident to the police. But it might not be a good choice because some people may not be comfortable or feel safe with the involvement of the law enforcement.
The best solution is that you should not contact the police unless you’ve checked with the person being harassed and they’ve explicitly asked you to call the police on their behalf.
Document:
Documentation involves either recording or taking notes on an instance of harassment. Though it can be helpful to record an incident of harassment, there are some keys for safely and responsibly documenting harassment.
Assess the situation. Is anyone helping the person being harassed? If not, use another of the 5Ds. Recording someone’s experience of harm without making sure they’re already getting assistance may only cause them more trauma. Evaluate your own safety if someone else is already assisting, and if you are safe, start recording.
Document the interaction by recording on your phone, taking a photo of the individual causing harm, or write notes.
ALWAYS ask the person who has experienced hard what they would like to do with the recording.
Never post or share a video without the consent of the person being harmed.
Delay:
Intervention can sometimes not be performed during the incident. In those situations, always make sure to check on the person who experienced harm later. Even if we can’t act in the moment, we can make a difference by staying with them after the incident.
Stick around and once it’s safe, let the impacted person know about options for reporting as well as supports and resources.
For example: A simple ‘Hey, are you okay?’ and ‘do you need help?’ may help. If you have documented the incident, let the aggrieved know and ask what they would like to do with it. Offer to take them to their destination or sit with them for a while.
Direct:
Sometimes, we may have to intervene directly to the inappropriate behavior and confront the person who is causing the harm.
But direct intervention can be risky, because the harasser can redirect their abusive behavior towards the intervening bystander, or the situation can escalate in different ways. There are a few important things you must ask yourself before facing yourself head-on.
Are you physically safe? Is the person being harmed safe or does someone need to speak up? Does it seem unlikely that the situation will escalate?
If you answer affirmatively to all those questions, you can choose to directly intervene in the incident.
Keep the confrontation simple and clear. Don’t get into heated argument with the harasser, instead focus on the person who is being harmed. Engaging in debate and dialogue can escalate the situation quickly.
For example: ‘Leave them alone.’ ‘Please stop right now, that’s not appropriate.’ ‘That’s harassment.’
Always prioritize safety and consider possibilities that are unlikely to endanger you or anybody else.
Creating safe and inclusive workplace is an ongoing process that requires vigilance and proactive engagement from all employees. In addition to addressing instances of harassment, organizations that promote bystander intervention foster an atmosphere where everyone has the opportunity to thrive.
As we develop these skills and encourage others to do the same, we contribute not only to individual well-being but also to a more humane society where everyone feels safe and supported.
To learn more about Right To Be, their initiatives, and their mission, you can explore their website for in-depth information and resources.
If you’re looking for guidance on training your employees in effective bystander intervention, we’re here to assist you. Reach out to us for customized training sessions at +919004521614 or [email protected].
Authored by Gomathi Sridevi Radhakrishnan, Content Writer Intern