How to Be An Active Bystander in the Workplace
Creating a mentally healthy workplace and fostering a positive workplace culture takes intentional action—not just at an organisational and leadership level, but also at an individual level. Harmful behaviours such as workplace incivility, bullying, discrimination, and harassment often go unchecked because people hesitate to step in. But when employees and leaders act as active bystanders, they help create a safe and respectful workplace where everyone can thrive.
One of the most effective ways to prevent toxic workplace behaviour? Empowering employees and leaders to be active bystanders.
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?
The bystander effect also happens in workplaces. Research by Safe Work Australia shows that 9.4% of Australian workers experience workplace bullying, but many cases go unreported due to fear of retaliation or lack of confidence in workplace processes.
To build a respectful workplace culture, we need active bystanders who challenge inappropriate workplace behaviour—from microaggressions to serious misconduct.
Active Bystanders: The Key to a Respectful Workplace
An active bystander is someone who recognises inappropriate behaviour and chooses to act. This doesn’t mean escalating every situation, but it does mean stepping up to create a psychologically safe workplace where employees feel supported and valued.
Why does this matter?
🔹 Toxic workplace culture contributes to higher turnover rates, lower productivity, and increased absenteeism.
🔹 Research from Beyond Blue shows that workplaces with active anti-bullying strategies experience a 25% reduction in bullying incidents.
🔹 Employees who feel safe and respected at work are more engaged, productive, and committed to their organisations.
However, fostering a workplace culture of respect and inclusion isn’t just the responsibility of individuals. It requires strong leadership and role-modelling of positive workplace behaviours. Organisations, too, must back this up with comprehensive policies, reporting mechanisms, and training programs that empower employees to take action.
How to Be an Active Bystander at Work
1. Recognise the Signs
Harmful behaviour isn’t always obvious. Be alert to subtle forms of workplace incivility, including:
Exclusionary behaviour – Ignoring or sidelining colleagues in meetings
Microaggressions – Subtle comments that undermine or stereotype
Dismissive attitudes – Downplaying concerns or interrupting contributions
Verbal harassment – Inappropriate jokes, sarcasm, or belittling remarks
2. Assess the Situation
Before acting, ask yourself:
Would I be okay with this happening to a friend or family member?
Is this behaviour aligned with our workplace values?
Could this impact someone’s mental well-being or sense of safety?
3. Take Responsibility
If you witness unacceptable workplace behaviour, avoid the assumption that someone else will address it. If it feels wrong, it likely is—and your response can set the tone for your team and organisation.
4. Choose the Right Response
a) Diffuse the Tension
For mild situations, a casual but firm response can shift the conversation.
Example: “Hey, let’s keep the discussion constructive.”
b) Support the Person Affected
If someone appears uncomfortable, a private check-in can provide support.
Example: “I noticed that interaction—are you okay? I’m here if you need to talk.”
c) Call It Out Directly
If safe to do so, calmly address the behaviour.
Example: “That comment wasn’t appropriate. We should keep things professional.”
d) Report When Necessary
For serious misconduct or ongoing issues, encourage formal reporting.
Example: “If you’d like, I can support you in reporting this to HR.”
Why Leaders Play a Critical Role in Stopping Workplace Incivility
While every employee has a role to play, leaders and managers must set the standard for positive workplace behaviour. Without leadership intervention, toxic work environments can persist and even escalate.
Leaders can drive cultural change by:
✅ Role-modelling inclusive behaviour and calling out misconduct
✅ Providing workplace harassment and bullying prevention training
✅ Ensuring clear reporting procedures for workplace concerns
✅ Creating a workplace culture of psychological safety and open communication
Aspect’s Leadership Development Training and Positive Workplace Behaviour Workshop provide leaders with the tools to proactively prevent workplace incivility and foster a high-performing, respectful workplace culture.
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).
By creating a workplace where respect, inclusion, and psychological safety are the norm, organisations benefit from higher employee engagement, retention, and productivity.
Small Actions, Big Impact
Culture isn’t just shaped by policies—it’s shaped by what people tolerate. The more people step up, the harder it becomes for toxic behaviours to thrive.
By becoming an active bystander, you’re not just protecting individuals—you’re helping to build a workplace where everyone feels safe, respected, and valued.
Want to take it further? Read our article: 5 Proactive Strategies to Prevent Workplace Incivility