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Bystander intervention is a powerful response to sexual harassment that reduces victims’ burden to respond. However, gender prototypes depicting sexual harassment victims as prototypical women (i.e., stereotypically feminine) may hinder intervention when harassment targets women who deviate from this prototype. Across four preregistered experiments (N= 1,270 Americans), we test whether bystanders intervene less readily in nonprototypical (vs. prototypical) women’s sexual harassment. Participants observed a man manager ask a series of increasingly sexually harassing job interview questions toward either a gender prototypical or nonprototypical woman by traits (Studies 1–3) or gender identity (Study 4). Participants were instructed to intervene to stop the interview if/when they judged the questions as inappropriate. A meta-analysis revealed participants had a greater threshold for intervention when harassment targeted a nonprototypical (vs. prototypical) woman—a small but meaningful effect. Efforts to foster bystander intervention in sexual harassment would benefit by recognizing this neglect of nonprototypical women.
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From bystander to ally among faculty colleagues: construction and validation of the bystander intervention behavior scale
Purpose Bystander intervention mitigates the negative impact of bias incidents in the workplace. However, intervention tends to be viewed as binary: intervention occurred or it did not. Consequently, research has focused on conditions under which witnesses of bias incidents choose to intervene, and less is known about how witnesses may intervene. This paper elucidates the intervention behavior choices available to witnesses of bias incidents and develops a bystander intervention behavior (BIB) scale. Design/methodology/approach To develop the scale, the authors used the three-phased act frequency methodology. In phase I, the authors surveyed faculty who had both witnessed a bias incident and seen someone intervene to address it. The authors asked these faculties to list the observed bystander intervention behaviors they had personally observed. In Phase II, different survey respondents and subject matter experts assessed the prototypicality of each of the behaviors in relation to the concept of bystander intervention. In phase III, the authors tested the validity and reliability of the resulting 18-item scale and assessed the ability of bystander intervention behavior to mitigate the negative impact of bias incidents on the academic workplace. Findings The BIB scale consists of two theoretically derived, empirically validated and reliable dimensions; it can be used as a summary score to evaluate the extent to which colleagues intervene indirectly and directly when a bias incident occurs in the academic workplace. Originality/value This scale is valuable in advancing efforts to mitigate the negative effect of bias in the workplace and training colleagues to intervene in various ways when bias occurs.
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- Award ID(s):
- 1726351
- PAR ID:
- 10342298
- Date Published:
- Journal Name:
- Equality, Diversity and Inclusion: An International Journal
- Volume:
- 41
- Issue:
- 2
- ISSN:
- 2040-7149
- Page Range / eLocation ID:
- 273 to 293
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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- Free Publicly Accessible Full Text
-
Accepted Manuscript1.0
- Journal Article:
- https://doi.org/10.1108/EDI-02-2021-0050
