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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

• 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.

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.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Possible interventions ” tab_id=”1504052666804-66add783-ae2c”][vc_column_text]

• 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″]

[vc_column_text]

• 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.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Possible interventions ” tab_id=”1504052753334-d21292d9-c739″][vc_column_text]

• 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.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Possible interventions ” tab_id=”1504052838526-d3cdd71b-5a02″][vc_column_text]

• 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]

[school_resource sh101resources=’no’ category=’mobileapp,healthservices, wellnesspromotion, counselingservices, titleix’] Get help or find out more

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—Gala C., Dordt College, Iowa

It’s not easy being in a community that you feel has hatred toward others because of their race. It’s stressful to hear negative comments or see discrimination and feel like there isn’t much you can do to stop it. Racism is also bad for your health. Research has shown that the everyday stress of racism can harm your mental and physical health, according to a study published in the American Journal of Public Health.

You might find you become filled with hate toward those who are racist. But don’t match hate with hate; meet it with heart.

Heart is reminding yourself that those people’s beliefs and actions aren’t based in reality. Racism and other forms of hatred often come from lack of information and understanding about others. They’ve been taught something that’s untrue. Over time, with exposure to new ideas or to people from other groups, it’s possible that they can gain more acceptance. Heart is understanding that there’s a better way to live, and even things as horrible as racism can be overcome.

If you do plan to talk to people about their actions or beliefs surrounding racism, here are some tips:

• Take time to discuss with them your positive experiences with people of other races.
• Remind them of the great contributions different races have made.
• Appeal to the good parts of their personality when they want to instinctively react with hate. For example, remind someone of their religious values (e.g., being a person of peace) or recall how much they suffered through a bullying experience as a way to create empathy toward the individuals who are being attacked.
• Pick times for these discussions when things are neutral and everyone is calm.

Don’t try to argue and lash out; that probably won’t end well. Remember: Hate will lead to hate. Help them relearn a better way.

Becoming an agent for change

As for yourself, another way to deal with racism is to become a person of positive change. For example, join an organization in your community or an online organization that works toward unity, or start your own. This way, you’re around like-minded people of other races who can support you.

You can also educate yourself about what racism is, learn the history of efforts to overcome racism, and look up resources to help address racial equity. A great place to start is the Racial Equality Resource Guide, which offers tool kits, a list of organizations across the country, and other resources to help you in your effort to effect change.

Stay calm

When you’ve confronted something that has you seething and you need to calm down now, practice relaxation techniques such as deep breathing, exercise, and engaging in activities that bring you joy.

When is it time to go?

If you feel physically in danger, consider leaving the community. Sometimes the best efforts to make a change take time and distance. If you’re still living at home or aren’t financially able to leave just yet, you can still make a plan. Start to identify the places that you can live or spend time in where diversity is valued.[/vc_column_text][/vc_column][/vc_row]

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Going to a party? Or throwing one? Party-throwers and party-goers play a vital role in shaping the sexual culture of your campus. Party-throwers are the social engineers who design the spaces in which students meet, dance, talk, and sometimes drink or hook up. A well-planned environment helps everyone to make mindful decisions. And as a party guest, you can do a lot to make this easier for your host and more fun for yourself and others. Every time you demonstrate mutual respect, you reduce the likelihood of campus sexual assault and/or alcohol poisoning. Here’s how to throw a great party and be a great guest.

The minimum legal age for consuming alcohol in the US is 21.

INVITATION

DESIGNATED GREETER

CHECK IN WITH NEIGHBORS AND CAMPUS SECURITY

DANCE SPACE & CHILL SPACE

OFF-LIMITS AREA
& ISOLATED SPACE

GET MEDICAL HELP IN CASE OF ALCOHOL POISONING & HANDLE DIFFICULT GUESTS

WEAR SIGNATURE CLOTHING, CHECK IN ON GUESTS, & SUBTLY DISRUPT UNCOMFORTABLE SITUATIONS

BAR—IF YOU’RE SERVING ALCOHOL

DESIGNATED SERVER

NOTICE THE TONE, HOUSE RULES, & PLAN AHEAD

TOUCH BASE WITH THE HOST

WELCOME THE NEWBIES,
& SAY HI TO THE HOST

RESPECT OTHER PEOPLE’S LIMITS – AND YOUR OWN

LOOK OUT FOR YOURSELF AND OTHERS

IF YOU CHOOSE TO DRINK, DO SO MINDFULLY

CHECK IN AGAIN BEFORE YOU LEAVE

FOLLOW UP

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“Look at what happens to you on a bicycle. You pedal. You make decisions. You experience the tang of the air and the surge of power as you bite into the road. You’re alive!”
—The late Richard Ballantine, from New York, founder of the assertive cycling movement

Cycling is quick, cheap, environmentally blameless, and great for the legs and heart. Local and state governments are encouraging us to ride our bikes to school or work. As this timeless student activity re-emerges in the modern world, the key is not aerodynamic bikes and snazzy gear, but the skills to safely navigate campus and public roads.

That’s a daunting prospect in our car-centric cities. Typically, cyclists are expected to hug the gutter, and cycling accidents are cited as evidence that cars and bikes cannot co-exist. Increasingly, though, cyclists are re-occupying the roads.

How? By claiming our space in the lanes and following traffic rules just as we would when driving cars. This is the central principle of assertive cycling, also known as effective or mindful cycling. And it turns out the middle of the lane is the most visible—and the safest—place for cyclists to be.

This approach is key to biking in traffic, experts say. “I loved cycling, but about eight years ago I was finding road traffic so miserable I was thinking of giving it up,” says Keri Caffrey, who has since co-founded CyclingSavvy, a cyclist training program based in Orlando, Florida.

Then she discovered assertive cycling. “One day I moved out into the lane and it felt really weird.  It took about a month for anyone to honk at me, but only a week for me to say I would never again ride in the gutter. If you love riding a bike, this is life changing. All your problems go away.” Her CyclingSavvy training program is now available in 17 states.

Assertive cycling: what it isn’t

Ignoring road rules
Many American cyclists don’t  respect the rules of the road. “Police officers don’t hold cyclists accountable,” says Kirby Beck. Dashing across red lights might seem an exciting route to the lecture hall, but it’s also a route to the emergency room.

Cycling in gutters and on sidewalks
“The worst possible place a bike can operate is on the edge of the traffic system, because it makes them invisible and irrelevant,” says Keri Caffrey. “The four leading crash types account for probably 95 percent of all bike crashes. All four are exacerbated or caused by riding on the edge of the road.” On sidewalks, pedestrians move unpredictably, and cyclists are unsafe at driveways and intersections.

Right hooks
The motorist passes the bike then turns right across the cyclist’s path.


Left cross
The motorist turns left across the path of the oncoming cyclist.


Drive out
The motorist pulls out of a driveway and into the path of the cyclist, who is likely screened by trees and other obstacles.


Sideswipe
The motorist tries to pass without giving the bike enough space.


Cyclists’ risk of having an accident declines as they gain experience. The risk to cyclists also declines as more people take to their bikes and drivers become better at sharing the road.

Use caution when cycling in bike lanes
Bike lanes make us feel safer, but their effectiveness is controversial. “Don’t trust your safety to paint—there’s no guarantee that the planner or engineer had any clue what he was doing,” says Kirby Beck. Typically, bike lanes are too narrow to allow vehicles (especially buses and large trucks) to pass safely. Bike lanes are associated with accidents at intersections, because cyclists are awkwardly positioned and difficult to spot. Stay vigilant.

Assertive cycling: what it is

Biking safely and confidently involves a skill set that enables you to position yourself in ways that motorists expect and respect, while keeping your distance from their mistakes. In addition, it gives you the confidence to overcome drivers’ occasional disapproval.

Follow the rules of the road
“The best way to be traffic-safe on a bike is to obey the rules of the road for drivers of vehicles,” says John Forester, a cycling transportation engineer in Lemon Grove, California, who pioneered this approach. “In-traffic skills are easily learned. The difficulty is the psychological strain of escaping from society’s taboo against cycling in traffic.”

Overcome your fear of the road
We’re scared of getting into the lane because bikes in traffic are exposed and slow, says Keri Caffrey: “But when you take away all the crashes caused by being invisible and irrelevant, there are tremendous advantages to being exposed and slow.” Road cyclists are visible. Drivers see them ahead and change lanes, avoiding the dilemma about whether there’s room to pass. Road cyclists have no blind spots. And at their slower speeds, cyclists can process more information than drivers can, allowing for greater control of their environment.