Season 10, Episode 8 of “What Would You Do?” presents a scenario involving sexual harassment in the workplace, specifically a male manager making inappropriate comments towards a female intern. The appropriate and ethical response is to directly and unequivocally intervene by confronting the manager, supporting the intern, and reporting the behavior to the appropriate authorities within the company (HR or a senior leader).
The Simulated Reality: A Crucial Reflection
“What Would You Do?” episodes are powerful because they mirror real-life situations. Episode 10.8 forces viewers to confront the discomfort of witnessing harassment and question their own potential actions. The program cleverly manipulates the scenario, altering variables like the perceived power dynamic and the perceived vulnerability of the victim to elicit diverse responses from bystanders. The episode highlights the complexities of bystander intervention and the various factors that influence individuals’ willingness to act.
The simulation’s effectiveness lies in its ability to create a sense of immediacy. While aware of the staged nature, participants often display genuine emotional responses, reflecting their underlying values and biases. The episode’s impact resides in its ability to spark internal reflection and encourage viewers to pre-plan their response to similar real-world situations. It serves as a stark reminder that inaction is, in itself, an action that can perpetuate harmful behavior.
Active Intervention: A Multi-Faceted Approach
Intervention in workplace harassment isn’t a single act; it’s a process with multiple stages. First, assessing the situation is critical. Is the harassment escalating? Does the victim appear distressed? Does intervention risk immediate physical danger? If intervention feels safe, direct confrontation is the most impactful approach. A firm, concise statement like, “That’s not appropriate,” or “Please stop talking like that,” can disrupt the harassing behavior and signal disapproval.
Supporting the victim is equally crucial. A simple, “Are you okay?” can offer immediate comfort and validation. Later, offering to accompany them to HR or providing emotional support can significantly impact their well-being. Reporting the incident, even if the victim is hesitant, helps create a safer work environment for everyone. Anonymously reporting is an option, but direct reports are often more effective.
The Dangers of the “Bystander Effect”
The episode likely showcases instances of the “bystander effect,” a social psychological phenomenon where individuals are less likely to offer help to a victim when other people are present. This is often due to diffusion of responsibility, where individuals assume that someone else will take action. The “What Would You Do?” scenario cleverly amplifies this effect by placing multiple bystanders in the same space, creating a sense of shared inaction. Overcoming this requires conscious effort and a commitment to personal responsibility.
Creating a Culture of Accountability
Addressing workplace harassment is not solely the responsibility of bystanders. Companies must proactively cultivate a culture of accountability through clear policies, comprehensive training, and effective reporting mechanisms. Training programs should equip employees with the skills and confidence to intervene safely and effectively. A zero-tolerance policy, consistently enforced, sends a clear message that harassment will not be tolerated.
Frequently Asked Questions (FAQs)
1. What constitutes workplace harassment?
Workplace harassment encompasses any unwelcome conduct based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability, or genetic information. It becomes illegal when the conduct is so frequent or severe that it creates a hostile or offensive work environment or results in an adverse employment decision (e.g., being fired or demoted). It’s not just about intent; it’s about impact.
2. What are my legal obligations as a bystander?
Generally, there’s no legal obligation to intervene in a harassment situation, unless you hold a supervisory role or are part of HR. However, ethical obligations are present. Neglecting to report or intervene can contribute to a toxic work environment and potentially expose the company to legal liability.
3. How can I safely intervene in a harassment situation?
Prioritize your safety. If the situation involves a threat of violence, contact security or law enforcement. If the situation is less volatile, try these strategies:
- Direct Intervention: Call out the harasser’s behavior in a calm but firm tone.
- Distraction: Change the subject or interrupt the interaction.
- Delegation: Report the incident to HR or a supervisor.
- Delay: Check in with the victim later to offer support.
4. What if I’m afraid of retaliation for intervening?
Fear of retaliation is a valid concern. Document the incident and any subsequent retaliatory actions. Report any retaliation to HR or a senior leader. Many companies have anti-retaliation policies in place to protect employees who report misconduct. Consider consulting with an attorney if retaliation persists.
5. What resources are available for victims of workplace harassment?
Victims can seek support from:
- Company HR department: To report the incident and initiate an investigation.
- Employee Assistance Programs (EAPs): For confidential counseling and support services.
- Legal counsel: To explore legal options.
- Support groups: To connect with other individuals who have experienced harassment.
- The Equal Employment Opportunity Commission (EEOC): To file a formal complaint.
6. What role does company policy play in preventing harassment?
A strong, well-defined harassment policy is crucial. It should clearly define what constitutes harassment, outline reporting procedures, and guarantee protection against retaliation. Regular training on the policy is essential to ensure all employees understand their rights and responsibilities.
7. How can I report harassment if I’m uncomfortable going to HR?
If you’re uncomfortable reporting to HR, consider:
- Reporting to a senior leader you trust.
- Using an anonymous reporting system, if available.
- Consulting with an attorney about your options.
8. What if I’m unsure if something constitutes harassment?
When in doubt, err on the side of caution. Report the behavior and let HR investigate. Even if it doesn’t meet the legal definition of harassment, it may still be inappropriate and require intervention.
9. How can I be an ally to someone who has experienced harassment?
Listen without judgment, validate their experience, and offer practical support. Respect their decisions about how to proceed and avoid pressuring them to take action they’re not comfortable with.
10. What are the long-term effects of workplace harassment?
Workplace harassment can have significant long-term effects on victims, including:
- Emotional distress, anxiety, and depression.
- Decreased job satisfaction and productivity.
- Physical health problems.
- Difficulty trusting others.
- Career derailment.
11. How can companies foster a culture of respect and inclusivity?
Companies can foster a culture of respect and inclusivity by:
- Promoting diversity and inclusion in hiring and promotion practices.
- Providing ongoing training on diversity, equity, and inclusion.
- Creating opportunities for employees to connect and build relationships across differences.
- Holding leaders accountable for promoting a respectful workplace.
- Actively soliciting employee feedback on the company culture.
12. Beyond formal reporting, what are some informal ways to address inappropriate behavior?
Sometimes, a direct, informal conversation can be effective. If you feel comfortable, pull the person aside and explain why their behavior is unacceptable. This can be particularly effective for addressing minor instances of inappropriate behavior. However, always prioritize your safety and well-being.
Conclusion: Be the Change You Want to See
“What Would You Do?” Season 10, Episode 8 serves as a potent reminder that we all have a role to play in creating a safe and respectful work environment. Bystander intervention is not just an option; it’s a responsibility. By understanding the complexities of harassment, overcoming the bystander effect, and actively supporting victims, we can collectively transform workplace culture for the better. Remember, silence is complicity.