Intervention Strategies
To fully embed an active bystander culture within your organisation, your employees need to be familiar with the different types of intervention strategies that they can use.
The importance of being an Active Bystander
Intervention strategies can take all kinds of forms, share the following examples within your organisation:
If you can see that a situation is getting heated, interrupting the exchange can de-escalate the situation. Try asking for directions or what time it is.
If you can see that a situation is getting heated, interrupting the exchange can de-escalate the situation. Try asking for directions or what time it is.
If you can see that a situation is getting heated, interrupting the exchange can de-escalate the situation. Try asking for directions or what time it is.
You don’t always have to say something to communicate. You can use your body language to signal disapproval such as giving someone a disapproving glance.
You don’t always have to say something to communicate. You can use your body language to signal disapproval such as giving someone a disapproving glance.
You don’t always have to say something to communicate. You can use your body language to signal disapproval such as giving someone a disapproving glance.
If you’re uncomfortable with where a conversation is heading, try changing the subject. A distraction can signal that you’re not comfortable talking about a certain topic.
If you’re uncomfortable with where a conversation is heading, try changing the subject. A distraction can signal that you’re not comfortable talking about a certain topic.
If you’re uncomfortable with where a conversation is heading, try changing the subject. A distraction can signal that you’re not comfortable talking about a certain topic.
If someone has a repeated pattern of inappropriate behaviour that others have noticed, a group intervention may work well. If the perpetrator realises that not just one person is concerned about their actions, they may be more likely to change their behaviour.
If someone has a repeated pattern of inappropriate behaviour that others have noticed, a group intervention may work well. If the perpetrator realises that not just one person is concerned about their actions, they may be more likely to change their behaviour.
If someone has a repeated pattern of inappropriate behaviour that others have noticed, a group intervention may work well. If the perpetrator realises that not just one person is concerned about their actions, they may be more likely to change their behaviour.
Interventions don’t have to be in the moment or directed at the perpetrator. An intervention can also be in the form of supporting the person affected.
Interventions don’t have to be in the moment or directed at the perpetrator. An intervention can also be in the form of supporting the person affected.
Interventions don’t have to be in the moment or directed at the perpetrator. An intervention can also be in the form of supporting the person affected.
If you think someone might be in a risky situation, don’t leave them alone. Perpetrators are less likely to act if there are other people around.
If you think someone might be in a risky situation, don’t leave them alone. Perpetrators are less likely to act if there are other people around.
If you think someone might be in a risky situation, don’t leave them alone. Perpetrators are less likely to act if there are other people around.
If you want to confront someone, try using “I” statements to avoid criticising the person directly. For example, “I feel uncomfortable when you comment on Lisa’s appearance. I’d rather you didn’t do that anymore."
If you want to confront someone, try using “I” statements to avoid criticising the person directly. For example, “I feel uncomfortable when you comment on Lisa’s appearance. I’d rather you didn’t do that anymore."
If you want to confront someone, try using “I” statements to avoid criticising the person directly. For example, “I feel uncomfortable when you comment on Lisa’s appearance. I’d rather you didn’t do that anymore."
Not laughing at a joke or saying “I don’t find that funny” can signal that someone does not have the group consensus and that they are actually in the minority.
Not laughing at a joke or saying “I don’t find that funny” can signal that someone does not have the group consensus and that they are actually in the minority.
Not laughing at a joke or saying “I don’t find that funny” can signal that someone does not have the group consensus and that they are actually in the minority.
Being an active bystander doesn’t necessarily mean intervening during an event, but can involve reporting an event after the fact (see ‘Safe and Supported Reporting’).
The toolkit:
Active bystander culture
Our toolkit will help you start your journey towards developing an active bystander culture.
The toolkit:
Active bystander culture
Our toolkit will help you start your journey towards developing an active bystander culture.
The toolkit:
Active bystander culture
Our toolkit will help you start your journey towards developing an active bystander culture.
Explore more toolkits
Explore more toolkits
Explore more toolkits
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726
© 2025 Halsden Centre Limited. A company registered in England & Wales No 15730726