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Improve Workplace Culture with a Powerful Strategy: Bystander Training

Do we need to worry about toxic workplace culture now, in the midst of an exhaustingly protracted pandemic that’s badly straining employers and employees? It’s a question a lot of HR practitioners are asking themselves: What do we prioritize right now? Do we continue with the triage of focusing on security, safety, and trying to maintain things like vaccination policies, masking policies, digital virtual work cultures, and all the workarounds that have now become part of the new way we work? Is a toxic workplace culture still an issue, right now?

Yes. It’s always an issue. Diversity, inclusion, and belonging are more critical than ever. And unfortunately, the pandemic has increased some tensions and bad behavior. Racism (and other isms) have been rearing their heads in life and in work. But recently I came across a powerful new strategy that may change how we’re addressing bad behavior in the workplace. It’s called bystander training, and it trains employees to recognize, bear witness, and speak up. It shifts the focus from reactive to proactive and may help managers and D&I departments to intervene when they can’t have eyes on the ground in 90 places at once.

By the Numbers

How rampant is discrimination? A recent Glassdoor survey revealed that bias-related behaviors shape the workplace experience for too many. The survey of over 1,100 employees found that 61 percent have either witnessed or experienced workplace discrimination based on age, race, gender, or LGBTQIA+ identity. Here’s how it breaks down:

  • Ageism: 45 percent
  • Racism: 42 percent
  • Gender discriminaton: 42 percent
  • LBGTQIA+ discrimination: 33 percent

That discrimination takes on many forms of bullying and microaggressions. (Microaggressions are those relentless, daily behaviors that may seem subtle, but can have a crushing effect). An estimated 48.6 million Americans have been victims of workplace bullying. A McKinsey study of women in the workplace found that nearly two-thirds reported experiencing racist and sexist microaggressions as a workplace reality. Couple that with the increasing stress of working during a pandemic (such as juggling work and childcare or risking safety to keep a job), and we really need to do better.

Helping the Cause

Many organizations are trying to do just that. Glassdoor also found that hiring for roles addressing corporate diversity and inclusion increased 30 percent from 2018-2019, for instance. But hiring programs aren’t enough—that aforementioned need to actually see, witness, and address requires that others participate, particularly in larger organizations. And it can’t just be a few whistleblowers or far too many occasions will be missed and far too many bad behaviors unchecked. Certainly, training bystanders is a solid approach, if done right. And it does seem that this bystander training is being done right, for a number of reasons.

1. Bystander training helps create a culture of witness and accountability. 

Bystander training encourages employees to speak up and support others’ speaking up. That can help combat the “bystander effect”—a socio-psychological observation that people are less likely to step in during a crisis if others are present. By creating a shared culture of witness and accountability, employees may not feel like the odd person out. Rather they feel empowered by those around them to take a stand, so long as everyone’s received that training. (This is yet another reason why improving workplace culture is significant.)

2. Bystander training is a proactive approach.  

Taking a reactive approach to harassment isn’t always effective. It can feel disingenuous when a new policy comes on the heels of a news story, and that can erode employee buy-in and trust. It can also seem to lack the proper scaffolding: employees may wonder if there are really any tangible actions to take after that two-hour presentation concludes. As far as its impact on culture, it doesn’t shape culture so much as mirror it. If your work culture doesn’t have a specific stance on workplace harassment, you need to create one ASAP. Strategies like bystander training go a lot farther to intentionally clarify your culture and values. You’re coaching employees on what discrimination and bullying look like so they can identify what they’re seeing, and at the same time, driving home the point that those behaviors won’t be tolerated in your workplace.

3. Bystander training offers individuals options for taking action. 

Not everyone has the same instinct to intervene immediately, and that sometimes inhibits them from acting at all. Bystander training lays out the options on how to respond and addresses these factors. If an employee witnesses a racist comment, they may want to quietly tell their manager or supervisor instead of intervening. In some cases, stepping in may have an adverse effect. The point is that they know the parameters of acceptable and unacceptable, and don’t have to question their own judgment. They also know there are a number of ways to stop harassment, not just in the moment, but in a powerful, systemic way.

We often bring social blind spots into the workplace and that’s where they become an issue, standing in the way of true inclusiveness, diversity, and a sense of belonging. But when the intentional focus comes into play, one employee’s “I was just joking” is seen as another employee’s serious discomfort. The old excuses (and I’m thinking of some legendary toxic workplaces here) are seen as gaslighting and harmful smoke screens. You can’t fix it if you don’t agree it’s broken.

Bystander training creates that framework for understanding, if not agreement. It provides a forum for discussing red flags that we didn’t have the tools to address before. And in doing so, it provides another powerful strategy for improving the culture of working. This could also mean you don’t lose another terrific employee in the long run. Because instead of being harassed, they were actually heard. In a people-centered workplace culture, that’s the new bottom line.

Photo: Sharon McCutcheon

Promoting Diversity and Maintaining an Inclusive Culture

As the spotlight has brightened on racism. In response to recent miscarriages of justice, the emphasis on identifying racism within other aspects of life has also grown. As business leaders, it is vital to stand with the advocacy for change. Although oftentimes difficult, encouraging honest discussions around diversity and inclusivity in the workplace is crucial. 

For many, this conversation is not new. Dated ideologies and racist operations have influenced hiring practices regularly. Those out-of-date paradigms have also permitted a single race and gender to employ higher positions for decades. According to Fortune, high-ranking officials within 16 of the Fortune 500 companies are 80% men, and 72% of those men are white. In order to break this flawed mold and implement diversity, much work has to be done by industry leaders. 

The Advantages of Promoting Diversity and Inclusivity

Fostering a diverse and inclusive organization has many benefits such as increased profit, impressive talent acquisition, as well as the strengthening of employee bonds. Yes, conversations surrounding diversity and inclusivity can be difficult. However, this is the opportune time for leaders to disrupt archaic norms. And it is the perfect time to implement hiring practices that seek out brilliant talent from every background. 

So, what can business owners and leaders do to promote diversity and maintain an inclusive culture? With these advantages below, leaders across any industry can recognize the essential nature of workplace diversity. 

Financial Gain 

From a business standpoint, racial diversity in the workplace isn’t merely a perk. In fact, diversity is a necessity for competitiveness in corporate America. Not only do inclusive teams make better business decisions up to 87% of the time, but many consumers actively seek out organizations with diverse decision-makers. Additionally, these brands can also build stronger audience connections. 

Further, it is no secret that marketing a business can be difficult. However, inclusive marketing can be a different beast altogether. Within marketing, there is a heavy lack of cultural intelligence from brands, and this void can result in minimized profits as some audiences won’t purchase from you due to a lack of acknowledgment. Campaigns without cultural intelligence run the risk of coming off as tone-deaf or insensitive. They perhaps then result in public outcry, concluding in a company apology with a promise to “do better.” 

By investing in employees with different perspectives, lived experiences, and understandings of diverse markets, you can promote your business from several unique standpoints and gain a competitive edge. This allows a separation from competitors, and perhaps engagement from consumers outside of initial target audiences. Subsequently, you can net greater profits, while exhibiting your care for people of different races, genders, ages, sexualities, and identities. 

Expanded Talent Pool 

 For most leaders in the highly competitive business world, acquiring the best talent is priority. Exclusively employing talent of a particular ethnicity, age, or gender minimizes the talent pool you can choose from. With that said, having an organization run by one race or gender can only reflect narrow perspectives. That scenario, perhaps inadvertently, also demonstrates to the public that you don’t recognize a necessity for diverse opinions.

Hiring with cultural diversity in mind — which encapsulates race, culture, age, religion, sexuality, and gender identity — expands your talent pool. This expansion permits your organization to solely focus on what candidates can bring to the table such as: skill sets, experience, and creativity. By eradicating those subconsciously biased candidate limitations, you can prioritize and encourage mind-expansion and exploration for your company. This can equate to bigger, brighter innovations that may not have been otherwise explored. This eradication also improves your brand’s attractiveness and invites new consumers. 

As your organization flourishes due to new minds with intersectional inputs, your brand has the opportunity to convey a modern attractiveness that invites more talent acquisition, fortuitous business opportunities and more financially prosperous avenues. 

Better Engagement and Satisfaction 

As one can probably imagine, being a “token” person of color in the workplace isn’t fun. When employees work amongst others who look like them or share lived experiences, a workplace confidence is bred, thus inspiring collaboration, innovation and creativity to take place. 

Employees need their ideas, opinions and perspectives to matter. Likewise, employees want to work for a company that entrusts people like them who also actively advocate for positive change. When employees feel respected and valued, especially if they may have endured ridicule in the past, aspects of work like productivity, engagement, and overall satisfaction within the workplace is improved. 

This is vital because boosts in company morale and workplace culture only benefit your organization. Happy employees equate to enhanced production, which equates to higher brand attractiveness and in turn, increased company profits. 

Maintaining an Understanding Organization and Prioritizing Inclusion

In efforts to promote diversity within your organization, below are a few strategies to help start off the process of consistently seeking to be more understanding and inclusive.

Take an Honest Internal Look

How do you assess the current state of diversity within your organization? Analyze how many people of color you currently employ, as well as previously hired and sought out for recruitment. This can provide insight on the level of (or lack of) diversity. This data can also show any discriminatory biases that occur within your company, unknowingly or otherwise. 

Consistently Educate Yourself and Your Staff

There are many misconceptions around what discrimination looks like. So it is important to outline what words and behaviors are unacceptable at work. Teach your staff about micro-aggressions and what discrimination may look like to people of various, intersecting backgrounds. In addition to this, be sure to emphasize the impacts of discrimination, big or small, and stress a no-tolerance policy. 

Promote an Open Dialogue

In efforts to grasp difficult topics, learn from each other and get to know each other on a personal level. Encourage employees to unpack biases and/or racist tendencies. Emphasize how harmful it is to act on those beliefs. During these discussions, tread lightly. After all, you don’t want to offend employees, Nor do you want to force someone to discuss personal adversity.  

As industry leaders, this is your chance to spearhead positive change by implementing workplace diversity and inclusivity. It is important to note that no one has all the “right” answers respective to ending discrimination in the workplace. No one can tell you exactly how to eradicate biases. Nonetheless, these issues are serious. And organizations must diligently protect those at risk of enduring injustices.

Overall, focus on harmonizing the workplace by creating a safe and welcoming environment for everyone — irrespective of race, gender, age, sexuality, disability, identity, and/or religion.

Photo: Paul Bryan

#WorkTrends: The Bigot in Your Mental Boardroom

WorkTrends has been focusing on diversity and inclusion not as buzzwords, but as actions. Meghan invited Elena Joy Thurston to the podcast to share her story. Elena is the founder and speaker of the PRIDE and Joy Foundation and has developed compelling best practices for improving workplace inclusivity. The conversation hit on a fascinating reality: we all have a mental boardroom and usually, there’s a hidden bigot at the table. 

So what exactly is a mental boardroom? “The boardroom is really about realizing what stories we all work from in our heads — our suppositions or assumptions,” said Elena. Acknowledging that, noted Meghan, helps us understand that everyone has their own biases, and we may not even realize where they come from. It may be hard to do, but self-awareness and reflection are the first steps: it takes critical distance to be able to see the roots of our own judgment. 

“I do the work by watching my own reactions,” said Elena. We need to be comfortable enough to work through our own emotions, and find the bias at the source. The more that can happen at the workplace, the more people can start to understand each other. 

Meghan concurred that bringing this unconscious bias to the surface will spark real growth in the work culture. Just a gesture as simple as making space for gender pronouns on an RSVP can help the LGBTQ community feel valued, for instance. Added Elena, when someone can bring their whole self to work and not feel judged, it’s so much easier to get our work done. 

Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe, so you don’t miss an episode.

Twitter Chat Questions

Q1: Why do work cultures struggle with inclusiveness? #WorkTrends
Q2: Why are some workplaces hard for LGTBQ employees? #WorkTrends
Q3: How can leaders boost inclusiveness in their organizations? #WorkTrends

Find Elana Joy Thurston on Linkedin and Twitter