‘On Site Upstanders: Building a Bystander Culture’ theory of change and resources

On Site Upstanders: Building a Bystander Culture’ theory of change and resources

This article contains information and links related to sexual harassment and violence, which may be triggering or disturbing for some readers.

ConCOVE has recently completed a project that created a Theory of Change for a Bystander Culture in Construction and Infrastructure. The Theory of Change and a full report with the literature review, methodology and themes that underpin the Theory of Change are available:

• Theory of Change
• Full Report

A second project is underway to create a Kaupapa Māori Theory of Change. The outputs of this project will be available later this year.

As people may wish to talk about this research, and sexual harassment in general, we have compiled a set of resources to assist. These resources have been selected because of their easy-to-understand language and variety of ways of learning (articles, podcasts, videos).

Before engaging in conversations or presenting, take some time to learn more about this topic to avoid common pitfalls such as benevolent sexism and its cousin positive stereotyping, to be aware of the impact of intersectionality, and to have a good understanding about sexual harassment itself.

Know your stuff >>

• • Benevolent sexism

    • Avoid making generalizations about groups, even if they seem positive. For example, stating that women are naturally more nurturing can reinforce gender roles and limit opportunities.
    • Be cautious of attitudes or behaviours that appear positive but ultimately undermine gender equality, such as suggesting that women need extra protection or special treatment.

    Resources:

  • A podcast(external link) (with transcript) from the people who coined the term ‘benevolent sexism’ (Susan Fiske and Peter Glick):
  • Another article that explains benevolent sexism(external link), and offers advice about how men in the workplace can help.
  • An easy to read comic.(external link)

  • Intersectionality

    • It is important to recognise that individuals may face multiple forms of discrimination based on their various identities, such as gender, race, sexuality, or disability.

    Resources:

  • Article explaining intersectionality with links to other resources(external link) including a youtube link to an interview with the woman who coined the term, Kimberlé Crenshaw.
  • Diversity works have collated a set of resources about intersectionality here(external link)

  • What is sexual harassment?

    “Sexual harassment is unwelcome or offensive sexual behaviour. It can involve the way someone speaks to you, unwanted physical contact or stalking. It can also be someone sending you unwanted messages, pictures or other images containing sexual content. The behaviour doesn’t have to be repeated to be harassment – serious one-off behaviour can be sexual harassment if it has a harmful effect on you.”

  • Resources:
  • Human Rights Commission(external link)
    • WorkSafe provides information and examples of sexual harassment.
    • What is sexual harassment(external link)
    • Examples(external link) \
    • ‘That Guy Scotland'(external link) have a series of videos and shorts that have examples of sexual harassment and advice on speaking up (and there’s one kiwi in the videos!)
  • Tradecareers provides a set of guidelines(external link) to create safe and inclusive work environments.

When presenting information about bystander interventions to address sexual harassment, remember to prioritize your own safety and well-being, and that of your audience.

Safety >>

• For presenters and your audience

  Remember, you are offering a gift of knowledge and tools, not donning armour to fight a battle. If you believe the information may not be well-received in a particular setting, you are under no obligation to present it.

  • Assess the audience and environment beforehand to ensure it is safe to share the information
  • Have a support system in place, such as a trusted colleague or friend, who can provide emotional support and guidance if needed.
  • If you feel uncomfortable or threatened at any point during the presentation, it is okay to stop or leave the situation.
  • You don’t need to share your own stories. As the HBR article below explains, this can sometimes be counterproductive, and it may be better to say, “What I know from women who have been in this situation is that…”

  Safety for your audience:

  • Provide content warnings at the beginning of the presentation and before discussing sensitive topics to allow audience members to prepare themselves emotionally or step away if needed.
  • Offer resources for support, such as helplines or counselling services, for those who may be triggered or need further assistance.
  • Create a safe and respectful environment by establishing ground rules for the discussion, such as maintaining confidentiality and avoiding victim-blaming language.
  • Be prepared to manage potential disclosures of harassment or violence from audience members by having a protocol in place and knowing how to direct them to appropriate support services.

   

  Resources for presenting information about bystander interventions:

• While this article(external link) is specifically about talking to your co-workers, much of the advice still applies.
• WorkSafe provide a list(external link) of organisations where people can find help and support.