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Reading Time: 10 minutes Certain sexual assault survivors may experience marginalization based on their race, ethnicity, nationality, religion, class, sexual orientation, or gender. Keep these strategies in mind as you support your friend through this difficult time.

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[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Here’s something most of us know, and the research backs up: Small actions make a big difference, especially when it comes to preventing sexual harassment and assault. If we see something that doesn’t feel right, we can act. This is bystander intervention: stepping in to reinforce our community values and prevent harm when we see something that looks like disrespect or pressure. Many of us already do this, like when we disrupt a conversation that seems uncomfortable or speak up when people make hurtful comments.

Often, when we think about sexual misconduct and bystander intervention, we’re thinking about intervening in social situations, such as on the dance floor, at a party, or in a relationship. But what happens when you see this happening at your internship, on the job, or at your workplace?

While we might know that it’s equally important to take action in the workplace, we might not exactly know how to do it, especially if we’re dealing with uneven power dynamics—like a boss who’s making crude comments to an employee or an established colleague taking advantage of a new intern. The good news? The basics, which you already know, work here too.

“The skills and strategies that work in social contexts can often be applied to other settings, including professional contexts such as a summer internship or other job,” says Laura Santacrose, assistant director of the Skorton Center for Health Initiatives at Cornell University in New York, who developed Cornell’s “Intervene” project, a bystander intervention initiative for students. The knowledge and confidence that we’ve gained from intervening in other contexts make a difference. Knowing we have the skills to step in makes us more likely to do so, according to a 2014 study of college students in the Journal of Interpersonal Violence.

Besides reinforcing your own personal values, you’re also setting the bar high for the rest of the organization. And that’s important. “Employers hope to create an environment that is welcoming and inclusive for all employees. A safe and inclusive environment fosters teamwork among colleagues, greater workplace satisfaction, and higher levels of innovation and creativity on the job. Employees who are able to facilitate such an environment are highly valued by both their employers and by their clients,” says Jeanine Dames, director of the Office of Career Strategy at Yale University in Connecticut.

So how do you do it?

Before you start, consider risk

Whenever we intervene, it’s critical to consider the potential risks involved and to make a safe plan. The power dynamics between supervisors and employees may make it difficult to intervene directly, so consider subtle or indirect actions. “There may be additional supports in a professional setting that will make an intervention easier [than in a social situation], including support from a human resources department,” says Santacrose.

Start here: Stepping in on the job

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• Overhear a sexist comment about the new hire’s cleavage? See a colleague’s uncomfortable face when he interacts with his overly handsy boss? Pay attention to the patterns.
• Ask yourself: How might this situation impact the individuals involved? The department or team? The broader community of the organization or company?

• Trust your instincts. It’s OK to decide to do something even if you aren’t sure there’s a problem.
• Remember that “doing something” might be shooting a quick email to human resources (HR) or chatting briefly with your coworkers to see if they’re noticing it too. Ask your fellow employees or supervisors what they’re seeing or how they might deal with the situation. HR representatives may be particularly helpful. It’s their job to make sure that the workplace is safe and respectful, so they want to know when something seems off.

• There are usually multiple ways to intervene. Play to your strengths. Not sure what those are? Take our bystander quiz here to learn more about your stepping-in style. Remember that interventions don’t have to be dramatic to be effective.
• Pay attention to power dynamics. If you are worried about the consequences of intervening, consider confidentially reporting the problem to HR.

• After you’ve intervened, follow up with the person being targeted or your colleagues.
• Think about what the organization could do to make positive outcomes more likely in the future. What structural changes would help? Can you review company policies and suggest updates? Are there employee training options that can help set community standards? Make suggestions and be willing to help put them into place if it’s an option.

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How would you respond?

Now that you know the basics, or at least can refer back to them, let’s get into some examples. Use the following scenarios to think about possible intervention strategies. What strategies would you choose?[/vc_column_text][vc_custom_heading text=”Scenario 1: Inappropriate jokes
” font_container=”tag:p|font_size:20|text_align:left” google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Imagine that you share an office space with several other summer interns. One of the interns, Taylor, often makes sexual jokes and suggestive comments. You and the other interns find the jokes annoying, but one of the interns, Sam, looks upset and starts to avoid the space.[/vc_column_text][vc_tta_accordion shape=”square” color=”blue” c_icon=”chevron” active_section=”0″ collapsible_all=”true” css=”.vc_custom_1505257761599{border-bottom-width: 20px !important;padding-bottom: 20px !important;}”][vc_tta_section title=”Potential impacts of this behavior ” tab_id=”1504052666707-487f2eae-0de4″][vc_column_text]

• Taylor is distracting everyone from work.
• Sam might worry that others think Taylor’s jokes are OK.
• Sam’s job performance could suffer.
• Other interns’ job performance could suffer.
• Taylor might continue this behavior in other workplaces, which could continue to hurt people—and damage Taylor’s job prospects.

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• Don’t laugh at the jokes. An awkward silence can speak volumes.
• Privately check in with Taylor. “You probably mean well, but those jokes make you seem unprofessional.”
• Privately check in with Sam. “You seemed a little bit uncomfortable with Taylor’s jokes. Are you OK?”
• Talk to a supervisor. Suggest that supervisors discuss appropriate workplace conduct with new interns now and in the future.
• Consider structural changes that can prevent this problem from happening again. Proactively start positive, professional conversations in the shared workspace. This sets a good example and minimizes chances for inappropriate conversations to begin.
• Student story: “I politely interrupted the situation by asking a work-related question to cause a distraction and interruption. Then I privately talked to my co-worker at a later time.”
  —Rebecca B., fourth-year undergraduate, Rochester Community and Technical College, Minnesota

[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_custom_heading text=”Scenario 2: Unfair treatment
” font_container=”tag:p|font_size:20|text_align:left” google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Imagine that you have a part-time campus job in a lab. The professor in charge of the lab chooses a graduate student, Riley, to lead a project. A few weeks ago, Riley asked one of your coworkers, Casey, out on a date. Casey said no. Since then, Riley seems to be treating Casey differently from the other lab members. Riley often dismisses Casey’s comments in meetings and assigns all the menial jobs to Casey.[/vc_column_text][vc_tta_accordion shape=”square” color=”blue” c_icon=”chevron” active_section=”0″ collapsible_all=”true” css=”.vc_custom_1505257813391{border-bottom-width: 20px !important;padding-bottom: 20px !important;}”][vc_tta_section title=”Potential impacts of this behavior” tab_id=”1504052753249-e585b76c-21e9″]

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• The professor might think that Casey is not a good employee.
• The rest of the lab members are missing out on Casey’s contributions.
• Other lab members might feel like they must always agree with Riley or face retaliation.
• Riley is behaving unprofessionally, which could hurt Riley’s future job prospects.

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• Validate Casey’s contributions. If Riley dismisses one of Casey’s comments, say, “I actually thought that was a really good point.” Similarly, volunteer to do the menial jobs yourself.
• Check in with Casey. Tell Casey that you’ve noticed the problem and are available to help. Providing emotional support after an incident of harassment is the most common kind of workplace bystander intervention, according to a 2016 study in the International Journal of Human Resources Management.
• Express your concerns with the professor supervising the lab.
• Consider reaching out to an official such as a Title IX coordinator or HR representative.
• Propose structural changes to ensure everyone’s voices are heard and menial jobs are fairly distributed. For example, you could suggest that everyone takes turns performing the less-desirable tasks using a chart that’s visible in the lab.
• Student story: “I told my manager right away. The manager handled it from there.”
  —Kassandra J., first-year graduate student, Texas Woman’s University

[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_custom_heading text=”Scenario 3: Callouts on appearance
” font_container=”tag:p|font_size:20|text_align:left” google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Imagine that you have a part-time job. Your supervisor makes small talk with employees as you arrive in the morning. Topics range from sports to the weather, but on several occasions, your supervisor has made comments about the appearance of one employee, Kai, such as, “You look gorgeous today!” and “That shirt looks great on you!” Your supervisor does not comment on other employees’ appearances.[/vc_column_text][vc_tta_accordion shape=”square” color=”blue” c_icon=”chevron” active_section=”0″ collapsible_all=”true” css=”.vc_custom_1505257821057{border-bottom-width: 20px !important;padding-bottom: 20px !important;}”][vc_tta_section title=”Potential impacts of this behavior” tab_id=”1504052838430-8b2d08cc-2ef1″][vc_column_text]

• This behavior creates a workplace that emphasizes people’s appearance, perhaps implying that their looks matter more than their ideas.
• Kai may feel uncomfortable at work and worry about what the manager expects.
• Other employees might worry that they will be treated differently based on appearance too.

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• Check in with Kai and express concern about the comments.
• Subtly steer conversations back to appropriate topics.
• Speak to another employee and ask for advice.
• Talk to an HR representative. They may be able to take action without revealing your identity.

[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_column_text]See? Your bystander skills just went pro. When you break it down like this, intervening becomes a little easier, which means your workplace can be just as supportive of a community as your campus is. So remember: Your bystander skills can work in any context, at any time.

Want more bystander info? Check out Cornell University’s bystander initiative, “Intervene.” This interactive training, useful for students of all kinds, offers concrete strategies for intervening in a wide range of social, academic, and professional settings.

Strategies developed by the Communication and Consent Educator program at Yale University. [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]

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We all want campuses without sexual violence, but it can be hard to know where to start. In-the-moment strategies like bystander intervention are powerful tools to make our communities safer, but how can we proactively build cultures in which everyone feels safe and respected?

Sexual violence doesn’t come out of nowhere: It emerges from everyday patterns of disrespect and pressure. In any culture that normalizes low-level disrespect, it’s harder to spot coercion and force. What’s low-level disrespect? It’s when your female classmate is objectified because of the length of her skirt. Or that time your roommate hooked up with someone he wasn’t really into because “that’s what guys are supposed to do.” It’s every time someone makes a rape joke—and every time someone laughs. It contributes to a culture of disrespect, and a culture of disrespect provides camouflage for violence. It functions as “the cultural scaffolding” of sexual assault, wrote Dr. Nicola Gavey, professor of psychology at the University of Auckland, in New Zealand, in her book Just Sex? The Cultural Scaffolding of Rape (Routledge, 2005).

In contrast, when we expect respect and mutuality, it’s much easier to spot behaviors that don’t fit that norm. By challenging casual disrespect when we see it—and setting up conversations so that disrespect doesn’t happen in the first place—we can build communities where everyone expects to be treated well.

This means that even small actions can have a big impact in building a safe, supportive campus culture. By ensuring that all of our conversations about romance, sex, and social life are respectful, we can help to dismantle “the cultural scaffolding” of assault. And that starts with you—your friends and your conversations. Here’s how to make sure those convos are building the community you want.

Ask better questions

Too often, our casual conversations set the expectation that everyone is doing the same things when it comes to romance and sex. If your crew gets together for brunch on Sunday, is everyone expected to share stories about hookups the night before? Conversations like this create “ambient pressure”: a feeling that you must act a certain way in order to fit in. Ambient pressure is a problem in its own right, and also makes interpersonal pressure easier by suggesting that people’s desires aren’t important.

If your friends regularly have conversations like this, you can help shift them in a more positive direction. Start by asking better questions.

These questions reduce ambient pressure by removing some of the assumptions about what people are doing and how they’re talking about it. Bonus points for making your conversations more interesting and less rom com.   

Tell different stories

Try sharing stories of times when things went well in unexpected or nontraditional ways, like when you met someone at a party and ended the night talking Shakespeare sonnets and downing pizza instead of hooking up. There are a number of dangerous myths about campus sexual culture, such as the false belief that everyone wants to be having more sex than they’re currently having, that no one wants to get into anything serious because everyone is looking for hookups, that “casual” sexual encounters can’t be intimate, and so on.

Sharing diverse experiences and stories is a powerful way of disrupting these myths and offering more positive alternatives. If you had a great Saturday night binge-watching House of Cards with your roommate, then say so!

Positive change involves people inspiring each other—and that starts with telling different stories. In a study, college students who reported drinking heavily received info on how much their peers were actually drinking, and spoiler alert, it was less than they thought. Six weeks later, the heavy drinkers were consuming less alcohol and drinking less often, according to The Journal of Consulting and Clinical Psychology (2000). This is an example of how social norms work: Expectations about how we should act actually affect how we do act. Once we realize that others are doing things differently, we adjust ourselves accordingly. This can work in your favor when it comes to convos about hookups: By demonstrating that there are many positive, respectful ways to be social, you can challenge social norms that give rise to pressure.

Figure out what matters to you—and live it

In order to build a culture that reflects your values, you first need to figure out what those are. “Communities feel more connected and supportive when the people in them have a clear idea of what they want their culture to be like and are actively working toward that ideal,” wrote Chip Heath of Stanford University and Dan Heath of Duke University in Switch: How to Change Things When Change Is Hard (Broadway Business, 2010), which examines individual, organizational, and social transformations.

Ask your communities (i.e., the clubs you’re in, the groups you belong to, and the friends you spend your time with) what they see as their shared goals. This doesn’t have to be scary or even formal; having an awesome group of people to lean on is a legit goal. When we’re all focused on a positive value—like genuine friendship, interdependence, or mutual trust—it’s easier to ensure that everyone is treated well. “Identifying shared community values is a critical step in building safe, supportive communities in which everyone can thrive,” says Dr. Melanie Boyd, assistant dean of student affairs and lecturer in women’s, gender, and sexuality studies at Yale University in Connecticut.

Think about what you want from your interactions

It also helps to think about what you want from any given interaction, whether it’s meeting up with a couple of friends at your place or hosting a party. When we’re actively thinking about what we want out of our social events, we can ensure that they reflect and support what matters to us.

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• Why are you hosting this event or going to this hangout? What do you want from it?
• What are you hoping to get out of it? What are you hoping others will get out of it? Do you want to meet new friends, to relax with a small group, or to try something new?
• What vibe do you want? Intimate, classy, chill, or something else?
• Now that the big stuff is sorted, how will you make sure your goals are met? Think about everything from the theme to the space, music, food and drinks, invites, etc.
• What options are there? What choices do you or others have about what to wear, drink, and do?

By mindfully planning and attending events that reflect our values, we can create and support spaces without ambient pressure, and where interpersonal pressure stands out. Well-planned events with lots of options also mean more fun for the people coming and less stress for the people planning. That’s a win.

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The power of small change

It all comes down to this—a culture in which respect is the norm is our most effective protection against sexual assault. And respect starts small. By making subtle changes to our everyday conversations and in our everyday interactions, we can work together to build a community where everyone can thrive. So let’s do that.

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