Become an Active Bystander: Tips to Foster a Mentally Healthy Workplace

Creating a mentally healthy, safe, and supportive workplace takes intentional action—not just at an organisational and leadership level, but also at an individual level. This involves implementing robust policies and processes, role-modelling positive behaviours, and addressing poor behaviour at every level. Leaders are uniquely positioned to drive this cultural shift by empowering their teams to stand up against harmful behaviour. One effective approach? Becoming (and encouraging others to be) an active bystander.

What Is the Bystander Effect?

The bystander effect is a psychological phenomenon where people are less likely to intervene in a situation if others are present. Why? It comes down to a mix of “diffusion of responsibility” (thinking someone else will step up) and following social cues (assuming it’s fine because no one else is reacting).

Psychologists Bibb Latané and John Darley demonstrated this in a famous study. When participants were alone in a room filling with smoke, 75% raised the alarm. But when the same scenario played out with others who ignored the smoke, only 10% reported it. Surprising, right?

In workplaces, the stakes are real. Harmful behaviours like harassment or inappropriate comments often go unaddressed. In fact, 9.4% of Australian workers report experiencing workplace bullying, according to Safe Work Australia. These behaviours can thrive in environments lacking clear accountability or support systems, reinforcing the need for intentional cultural change.

Breaking the Silence: The Role of Active Bystanders

So, how do we combat the bystander effect? Enter the active bystander—someone who notices concerning behaviour and chooses to act. This doesn’t mean putting yourself at risk or becoming the workplace police, but it does mean doing your part to create a culture where everyone feels respected and supported.

Being an active bystander isn’t just an individual responsibility. Leaders play a crucial role in fostering this culture by role-modelling inclusive and supportive behaviours. Organisations, too, must back this up with comprehensive policies, reporting mechanisms, and training programs that empower employees to take action. Research shows that workplaces with active anti-bullying strategies see a 25% reduction in reported incidents (Beyond Blue).

Read our article: 5 Proactive Strategies to Prevent Workplace Incivility

Steps to Being an Active Bystander at Work

1. Notice the Event

Be present and observant. Are there patterns of behaviour that seem off? Is someone consistently interrupting or belittling others in meetings? The first step is to tune in.

2. Interpret the Situation

Ask yourself: If this were happening to a friend or family member, would I be okay with it? Trust your instincts, but always prioritise your safety and that of others.

3. Own Your Responsibility

It’s easy to think, Someone else will handle this. But your response—or lack thereof—can set the tone for the entire team. Leaders especially must lead by example, showing that harmful behaviour isn’t acceptable.

4. Apply Your Skills

Draw on your knowledge of workplace policies and relationships. Support the affected person in a way that aligns with their needs. Sometimes, just listening without judgment is a powerful first step.

5. Take Action

Whether it’s speaking up, reporting the behaviour, or checking in privately with someone who seems affected, your actions matter. Organisations can amplify this impact by creating clear processes for reporting and addressing concerns.

Practical Ways to Step In

Depending on the situation, your approach can range from subtle to direct. Here’s how:

1. Diffuse Tension

Light-hearted comments can redirect conversations or de-escalate situations. For example:

“Whoa, let’s hit pause for a second—let’s keep things constructive!”

2. Check In Privately

A quick chat with someone who seems affected can mean the world. Try saying:

“I noticed that conversation seemed uncomfortable. Are you okay? I’m here if you want to talk.”

3. Call It Out

If you feel safe, calmly address the behaviour. For instance:

“That comment wasn’t appropriate. We should treat each other with respect here.”

4. Report When Necessary

Sometimes, stepping in means helping someone navigate your organisation’s reporting process. Let them know you’ll stand by them:

“If you’re comfortable, I can help you report this to HR. You don’t have to deal with this alone.”

The Cost of Workplace Bullying

Workplace bullying doesn’t just affect individuals—it has a significant organisational cost. Bullying costs Australian businesses an estimated $36 billion annually in lost productivity, legal fees, and workers’ compensation claims (Australian Human Rights Commission).

Creating a safe and mentally healthy workplace is an organisational responsibility as much as it is an individual one. By embedding anti-bullying policies, investing in training, and holding everyone accountable, organisations can foster environments where accountability isn’t just encouraged—it’s expected.

At the same time, leaders must role-model positive behaviours and address poor conduct swiftly and effectively. This ensures that cultural values are reinforced through action, not just words.

At Aspect Group, we’ve seen the transformative impact of these efforts. Our psychosocial advisory services and mental health training programs are designed to help employees and leaders identify risks, foster inclusivity, and take proactive steps toward a healthier workplace.