Witnessing inappropriate behaviour or remarks, such as sexism or racism, can leave individuals feeling shocked, unsure of how to respond, or reluctant to risk confrontation. Many people later regret not speaking up, wishing they had acted in the moment. Overcoming these barriers requires understanding the dynamics at play and equipping oneself with strategies to address such issues effectively.
The Bystander Effect and Its Implications
The bystander effect, first identified in response to the 1964 murder of Catherine “Kitty” Genovese, highlights why individuals often fail to intervene in situations where help is needed. This phenomenon suggests that the presence of multiple witnesses reduces the likelihood of action, as people hesitate due to perceived risks or ambiguity.
At work, this hesitation is amplified by the interpersonal risks associated with calling out inappropriate conduct. Fear of retaliation, social exclusion, or career repercussions often deters individuals from addressing sexism or racism. Leaders, however, have both the responsibility and the power to challenge these behaviours and create inclusive workplaces.
Why Calling Out Sexism or Racism Is Challenging
Challenging inappropriate behaviour involves interpersonal risks, particularly in hierarchical workplaces. If the perpetrator holds a position of power, the stakes are higher. Employees may fear retaliation, exclusion from decision-making, or harm to their career progression. Ambiguity also plays a role; casually sexist or racist comments may leave witnesses questioning their own interpretation of the remark. Cultural norms further complicate matters, especially in environments where offensive jokes or discriminatory behaviour are normalised.
Despite these challenges, failing to address inappropriate conduct allows it to become entrenched in workplace culture. Leaders who avoid speaking up signal tacit approval, perpetuating harmful behaviours.
Strategies for Calling Out Sexism or Racism
1. Be Consciously Courageous
Recognise the psychological barriers holding you back and consciously choose to confront them. Acknowledge the risks involved and act in alignment with your values and intentions.
2. Understand Your Responsibility
Leaders have a legal and moral responsibility to ensure psychological safety at work. Educate yourself on issues of bias and privilege, then use your knowledge to educate others. It’s not the sole responsibility of marginalised groups to address these issues.
3. Have a Plan
Prepare responses for different scenarios. Anticipate potential reactions and plan counter-responses. For instance, if someone accuses you of being “overly sensitive,” focus on explaining the impact of the comment rather than debating intent. For example: “Thank you for sharing your intent. Let me explain the impact of that comment on me.”
4. Decide Between Public or Private
Choose whether to address the behaviour publicly or privately based on the situation. Publicly addressing inappropriate comments sends a strong message to others, while private conversations may reduce defensiveness and encourage openness.
5. Assume Positive Intent
Approach conversations with the assumption that the person did not mean to offend. Begin with statements like, “I don’t think you realise how that came across,” or “I know you wouldn’t have meant to offend.”
6. Ask Questions
Encourage dialogue by asking questions such as, “Can you explain what you meant?” or “Why do you think that’s funny?” This approach fosters self-reflection and can lead individuals to recognise their biases.
7. Use Teachable Moments
Educate others during these interactions. For example, explain why “All Lives Matter” undermines the “Black Lives Matter” movement, or clarify why certain jokes can perpetuate harmful stereotypes.
8. Reference Group Norms
Challenge assumptions about group endorsement of inappropriate behaviour. Use phrases like, “That’s not how we do things here,” to disrupt the false-consensus effect.
9. Lead by Example
Demonstrate inclusive behaviours and actively challenge problematic norms. Participate in initiatives that promote diversity and inclusion, such as celebrating NAIDOC Week or supporting LGBTQIA+ awareness events. Leaders who openly advocate for inclusivity inspire cultural change within their organisations.
Key Takeaways
Calling out sexism or racism requires courage, preparation, and strategic thinking. By understanding the psychological and cultural barriers involved, leaders and individuals can take meaningful steps to create safer and more inclusive workplaces. Remember, taking action not only addresses the behaviour at hand but also signals to others that discrimination and bias have no place in the workplace.
Originally published on LinkedIn.
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