LEARNING OBJECTIVES

• Understand the reasons behind why we don’t act and remain a bystander
• How to directly or indirectly intervene when witness to an act of disrespectful or harassing behaviour in the workplace
• Ways to support individuals who have been targets of harassment
• How bystander intervention is effective in addressing workplace harassment

1. The ‘WHO’

• • Definition of a Bystander
  • Definition of Bystander Intervention

2. The Why Not?

• • Stigma Hesitation – Why People Don’t Act

3. The ‘Bystander Effect’

• • Definition of the Bystander Effect
  • Three Factors influencing the Bystander Effect
  • Confronting Overt Racism

4. The Five D’s of Bystander Intervention

• • Direct
  • Delegate
  • Distract
  • Document
  • Delay

5.  #MeToo Movement and Bystander Intervention

6. Cyberbullying and Social Media Harassment
   • Explain the positive and negative effects of social media platforms and their influence
   • How to address and respond to acts of cyberbullying

7. Bystander Intervention and the connection to Harassment in the Workplace.

Why choose HR Proactive Inc.’s workplace training?

For more than twenty-five years, HR Proactive Inc. has provided harassment prevention training for supervisors/managers and employee groups to organizations both large and small, public and private. Training incorporates our expertise in human rights law and includes relatable, real-life workplace case scenarios providing experiential learning opportunities and reflection.

Our line of proactive training programs are created to address common issues faced in all workplaces and build employee skills related to harassment, diversity & inclusion, managing bias and microaggressions, and bystander intervention.

Carol Johnston

Carol Johnston is a bilingual Trainer and Investigator with over 30 years of experience in interviewing, workplace investigations, adult learning, curriculum development, and employee relations. As part of the HR Proactive team, she supports organizations by delivering tailored training and investigative services that help create respectful, compliant, and well-managed workplaces.

Carol delivers training in a range of areas, including managing workplace complaints, conducting effective and impartial investigations, understanding harassment and discrimination, and promoting psychological health and safety.

Her sessions emphasize practical application, legal awareness, and the development of skills necessary for addressing concerns in a timely and appropriate way.

Carol’s background includes years of teaching human resources courses in post-secondary settings, and she brings a strong focus on leadership coaching, compliance practices, and workplace assessments.

Her training supports participants in building confidence when navigating complex interpersonal and procedural matters at work.
She holds certifications in instructional design, accessibility, and workplace mental health, and has maintained her professional HR designation for over three decades.
Carol’s experience and instructional style make her well-positioned to support organizations seeking a clear, practical approach to managing employee concerns and strengthening internal complaint-handling processes.