Immediate Support Strategies:
- Validate victim's experience: Acknowledge that harassment is unacceptable and not their fault
- Offer specific assistance: "I saw what happened and I'm willing to speak up if you want to report it"
- Provide practical support: Help with documentation, accompany to HR meetings, assist with evidence gathering
- Respect victim's autonomy: Don't pressure them to report if they're not ready, but offer ongoing support
- Maintain confidentiality: Don't discuss harassment with others unless victim consents or reporting is required
Documentation Support:
- Help victim document harassment incidents you witnessed
- Provide your own witness statement supporting victim's account
- Identify other potential witnesses who might support victim
- Assist with evidence preservation and organization
- Offer to testify in internal investigations or legal proceedings
Emotional and Professional Support:
- Provide emotional support and validation during difficult process
- Help victim access employee assistance programs or counseling services
- Assist with workplace accommodations to minimize harassment exposure
- Support victim through investigation and legal proceedings
- Help maintain victim's professional reputation and relationships
Direct Intervention Strategies
Safe Interruption Techniques:
When you witness harassment in progress:
- Distraction method: "Excuse me, I need to speak with [victim] about [work matter]"
- Direct approach: "That comment/behavior is inappropriate and needs to stop"
- Authority involvement: "I think we should involve HR/management in this conversation"
- Group intervention: Coordinate with other witnesses to oppose harassment collectively
Safety Considerations for Intervention:
- Assess whether direct intervention might escalate dangerous situation
- Consider your own safety and security before intervening
- Involve security or management when harassment involves threats or violence
- Document harassment even if you can't safely intervene at the time
- Follow up with victim privately to offer support and assistance
Formal Reporting and Investigation Participation
Internal Reporting Decisions:
- Victim preference: Respect victim's wishes when possible, but understand reporting obligations
- Severity assessment: More severe harassment may require reporting regardless of victim preference
- Legal requirements: Some industries and positions have mandatory reporting requirements
- Company policies: Review handbook requirements for harassment reporting
- Multiple victims: Consider reporting when pattern affects multiple employees
Investigation Participation:
- Honest testimony: Provide truthful, complete information about what you witnessed
- Documentation: Organize your observations and evidence before providing testimony
- Consistency: Maintain consistent account across different investigation stages
- Cooperation: Work with investigators while protecting your rights and interests
- Follow-up: Monitor investigation progress and advocate for thorough, fair process