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Preventing sexual harassment isn’t just a job for HR or upper management; it’s a responsibility shared by everyone. In many cases, the most immediate—and powerful—form of prevention comes from the people who witness inappropriate behavior: the bystanders.
Whether you’re a colleague, supervisor, or contractor, your actions can influence whether harassment is ignored or addressed. In New York City, where the law protects workplace rights, bystander intervention is increasingly recognized as a vital part of building a safe and respectful environment.
Knowing what to do in the moment and afterward can help prevent misconduct from escalating and send a strong message that harassment won’t be tolerated.
Why Bystander Intervention Matters
Sexual harassment often happens in plain sight. A colleague might hear an inappropriate joke, witness someone being touched without consent, or see a pattern of exclusion or suggestive remarks.
Bystanders matter because:
- Silence can be seen as approval
- Speaking up can disrupt patterns of harassment
- Support makes it easier for victims to come forward
While it may feel uncomfortable to step in, saying nothing allows harmful behavior to continue unchecked.
Know the Signs: What Harassment Can Look Like
Harassment isn’t always dramatic or obvious. Some signs to look for include:
- Repeated off-color jokes or comments about someone’s appearance
- Unwanted touching or close physical proximity
- Sharing of sexual content, memes, or messages in work chats
- Isolation or targeting of a particular employee
- Quid pro quo offers (e.g., suggesting favors in exchange for job perks)
Trust your instincts. If something feels off, it’s worth taking seriously.
Safe Ways to Intervene in the Moment
Not every situation requires confrontation. Intervention can take various forms, depending on your role and the specific situation. Some options include:
- Distraction: Change the subject, redirect attention, or interrupt the moment to defuse it.
- Direct response: Calmly call out the behavior—“That’s not appropriate”—especially if you feel safe doing so.
- Delegation: Alert a manager, HR representative, or someone in a position to act.
- Delay and support: Check in with the person who was targeted after the incident. Let them know they’re not alone.
Any action, big or small, can shift the tone and make it clear that harassment won’t be ignored.
Follow-Up Matters, Too
Bystander support doesn’t end when the moment passes. In the aftermath of an incident, you can:
- Encourage the person affected to document what happened
- Offer to accompany them when reporting the behavior
- Speak with HR or leadership if you witnessed the event
- Continue showing support so they don’t feel isolated
Following up helps ensure the issue is taken seriously and reinforces a culture of accountability.
How NYC Law Protects Bystanders
New York City’s workplace laws focus on prevention and accountability. While the law does not require bystanders to act, it encourages employers to train all staff, including bystanders, on how to respond to harassment.
Many NYC companies now include bystander intervention training as part of their annual sexual harassment education. Creating a culture where bystanders feel empowered is not just a best practice—it’s a critical part of prevention.
How Lipsky Lowe Supports Stronger Workplaces
At Lipsky Lowe, we advise both employees and employers on all aspects of sexual harassment law in New York City. We understand that prevention isn’t just about reacting—it’s about equipping people with the tools to act confidently and legally when issues arise.
Our team helps:
- Employers implement training that includes bystander strategies
- Employees understand their rights and how to report misconduct
- Organizations handle complaints with professionalism and care
If you’re unsure about your rights or how to support someone who may be experiencing harassment, we’re here to help.
Your Voice Can Make a Difference
You don’t need to be the target of harassment to make a difference. By speaking up or offering support, you help create a workplace where everyone feels safe and respected.
Whether you’re looking to improve your company’s training or seeking help after witnessing misconduct, Lipsky Lowe can guide you. Contact us today to take the first step toward a better workplace culture.