Bystander Intervention Training

The bystander effect is a psychological phenomenon where individuals are less likely to help someone in need when others are present. The more people who witness an incident, the more likely it is that each person assumes someone else will step in — resulting in inaction. This diffusion of responsibility can lead to serious consequences, especially in workplace settings where harassment or misconduct might go unchallenged. Bystander intervention training is designed to counteract this effect by giving employees the tools and confidence to recognize when something’s wrong and take appropriate action, even if no one else is speaking up.

The 4 Ds of bystander intervention — Direct, Distract, Delegate, and Delay — offer a simple framework for safely stepping in when you witness harmful behavior.

• Direct means addressing the situation head-on, like telling someone their comment is inappropriate.
• Distract involves interrupting the behavior indirectly, such as changing the subject or creating a diversion.
• Delegate is about getting help from someone else, like a manager or HR.
• Delay means checking in with the person affected after the fact to offer support. These options give employees multiple ways to take action, depending on what feels safe and appropriate in the moment.

According to Ordinance 2022-665, all employees in Chicago (including supervisors and managers) must receive at least one hour of bystander intervention training each year.

Effective July 1, 2022, Chicago Ordinance 2022-665 mandates that all employers with employees working in Chicago provide annual bystander intervention training. This requirement is in addition to the existing sexual harassment prevention training obligations. Specifically, all employees must receive at least one hour of bystander intervention training each year, while supervisors and managers are required to complete two hours of sexual harassment prevention training, plus the additional one hour of bystander training annually.

Bystander intervention training empowers employees to recognize problematic behavior and take safe, constructive action, leading to a safer and more respectful workplace. It helps build a culture of accountability by reinforcing that everyone — not just HR or leadership — has a role in upholding workplace standards.

When employees see their peers stepping in, they’re more likely to trust the system and feel safe reporting issues themselves. This kind of early intervention also reduces legal and reputational risk by addressing misconduct before it escalates. Importantly, it can help disrupt patterns of harassment or discrimination, especially in environments where marginalized voices may not always feel empowered to speak up. In short: it’s not just about spotting what’s wrong — but rather knowing how to respond.