Episode 37: Active Bystandership and Peer intervention Guest: Graham Goulden, Cultivating Minds, UK

A podcast for independent HR and people, professionals, and the businesses they support.

Hosted by Mary Asante and Charlotte Allfrey of HR Independents Ltd.

DATE: 25th November 2024

Episode 37: Active Bystandership and Peer intervention

Guest: Graham Goulden, Cultivating Minds, UK

In Episode 37 of HR Voices, Mary Asante and Charlotte Allfrey welcome Graham Goulden, an international violence prevention and leadership trainer from Cultivating Minds, UK. The discussion dives deep into the concept of active bystandership, workplace harassment, and creating a culture of accountability and intervention. With his extensive background in policing and his current work with organisations globally, Graham provides invaluable insights on how we can cultivate safer, healthier, and more supportive workplace environments.

In This Episode:

• Understanding Active Bystandership

  • The science behind bystanders: Why individuals see harm but often don’t act.

  • Distinguishing between passive and active bystanders and their respective impacts on workplace culture.

  • How peer intervention reduces harm and fosters a proactive environment.

• The Importance of Early Action in the Workplace

  • Strategies for addressing workplace bullying, harassment, and poor well-being before issues escalate to HR.

  • The role of line managers and leadership in empowering staff to act confidently and empathetically.

• The Power of Culture in Driving Change

  • How healthy workplace relationships and proactive conversations create safer environments.

  • Encouraging small, consistent acts of kindness and connection as therapeutic tools for mitigating stress.

• The Role of Training in Empowering Action

  • The value of immersive, in-person training programs to foster trust and camaraderie among staff.

    Key Takeaways:

1. Neutrality Doesn’t Exist: Being passive equates to enabling harm. Employees must understand that action, in any capacity, signals disapproval of harmful behaviours and support for victims.

2. Invest in People, Not Policies Alone: Real cultural change happens when organisations commit to quality, interactive training that prioritises relationships and psychological safety.

3. Encourage Empathy and Support: Whether addressing poor behaviour, mistakes, or mental well-being, small actions—like checking in with colleagues—go a long way in creating resilient workplaces.

4. Train for Courage: Give employees the tools to act early, even in ambiguous situations, by using simple frameworks like the PACE model (Probe, Alert, Challenge, Emergency).

Actionable Tips from Graham Goulden:

• Promote Active Bystandership: Create a culture where staff feel supported to speak up and act early.

• Align Training with Values: Embed intervention training into your organisation's core mission and values to gain authentic buy-in.

• Build Trust in Teams: Encourage open communication and affirm trust among colleagues to foster a sense of collective responsibility.

Thanks for Listening!

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