The untold story of witnesses of workplace harassment | Julia Shaw | TEDxLondonWomen

Summary

Dr. Julia Shaw, a research associate at UCL and co-founder of 'spot', discusses the subtle yet impactful role of 'accidental activists' in combating workplace harassment and discrimination. She emphasizes the importance of witnessing and acting on inappropriate behavior, citing a study revealing that 93% of victims had at least one witness. Shaw offers practical steps organizations can take to support witnesses and victims, including leadership commitment, manager training, anonymous reporting, and fostering a shared social identity to create a healthier and more inclusive workplace.

Takeaways

• 😶 Workplace harassment and discrimination often occur in subtle ways, not just through marches or public campaigns, and can be addressed by individuals in everyday situations.
• 👥 Being an 'accidental activist' means taking action in response to witnessing inappropriate behavior at work, such as a colleague making offensive comments or unwanted advances.
• 🔍 Dr. Julia Shaw, a research associate at UCL and co-founder of 'spot', emphasizes the importance of better reporting options and training to tackle workplace issues.
• 📊 A large-scale study conducted by Dr. Shaw and others found that 93% of harassment victims reported at least one witness, indicating that most incidents are not isolated.
• 🤔 The 'bystander effect' is a psychological barrier that prevents people from intervening in witnessed harassment, often due to fear of consequences or not wanting to interfere.
• 🚫 Fear of retaliation is the primary reason why both victims and witnesses hesitate to report incidents, highlighting the need for anonymous reporting options.
• 🛡️ Organizations need to showcase their commitment to diversity and inclusion, with leadership setting the tone for a culture that does not tolerate harassment or discrimination.
• 👩‍🏫 Training for managers is crucial, as they are often the ones who may engage in inappropriate behavior due to a lack of people skills or management training.
• 📝 Providing options for anonymous reporting and the ability to choose who to report to can help overcome the fear of consequences and encourage more people to come forward.
• 🔄 Actively seeking feedback through surveys and asking about specific incidents can help organizations identify and address issues that might otherwise go unreported.
• 🌐 Building a shared social identity within an organization can mitigate the bystander effect, fostering a sense of collective responsibility and support for one another.

Q & A

What is the main focus of Dr. Julia Shaw's activism?

Dr. Julia Shaw's activism focuses on tackling workplace harassment and discrimination, particularly through the use of the tool 'spot' which helps organizations with better reporting options and training.

What was the purpose of the study conducted by Dr. Shaw and her colleagues in 2019?

The study aimed to understand the experiences of witnesses of harassment and discrimination at work, which was one of the largest studies ever conducted on this topic.

Why did Dr. Shaw feel reporting paralysis when she was victimized?

Dr. Shaw experienced reporting paralysis due to her fear of the consequences for her career and concerns that she would not be believed or taken seriously.

What cultural shift has been observed in recent years regarding the reporting of harassment and discrimination?

There has been a cultural awakening where stories of sexual abuse, harassment, and discrimination in the workplace are being heard and understood better, leading to fewer instances of reporting paralysis.

What percentage of victims reported that there was at least one witness to their harassment or discrimination?

93% of victims reported that there was at least one witness to their experiences of harassment or discrimination.

What is the 'bystander effect' and why does it occur?

The bystander effect is a social psychological phenomenon where individuals do not intervene in an emergency situation when other people are present. It occurs due to a diffusion of responsibility and the assumption that others will take action.

What are the main barriers that prevent witnesses from reporting incidents of harassment or discrimination?

The main barriers include fear of consequences or retaliation, not wanting to interfere or be seen as a 'snitch', and a lack of knowledge about how or whether they can report.

How do witnessing harassment or discrimination impact the witnesses themselves?

Witnessing harassment or discrimination can lead to increased stress, anxiety, depression, and a desire to leave the organization, affecting their well-being and job satisfaction.

What is the significance of the social contagion effect mentioned in the script?

The social contagion effect refers to the spread of negative consequences and discontent among people when they share stories of harassment or discrimination, which can threaten an organization's ability to retain and attract diverse talent.

What are some actionable steps organizations can take to support witnesses and victims of harassment or discrimination?

Organizations can showcase commitment to diversity and inclusion, train managers to handle such issues, allow anonymous reporting, provide choices about who to report to, encourage witness reporting, conduct surveys to identify specific incidents, and build a shared social identity among employees.