Speaking up against discriminatory behaviour in the workplace can feel daunting, but even small, intentional actions can make a real difference. I developed our Active Bystander Theory and Intervention training to help clients build the confidence to challenge inappropriate behaviour when they see it. As a trainer, I love delivering this work because so many participants tell me they wanted to step in but simply didn’t know what to say or how to say it. After the training, it is often a real light bulb moment, and I see an instant rise in confidence as people realise, they now have the words and tools to take meaningful action. In this article, I share top tips about one of the five Active Bystander techniques, Direct Action, offering practical ways to challenge discrimination with the words and approaches people are often looking for.

Top 10 Tips for Responding to Discrimination Using the Direct Action technique

Top 10 Tips for using the Direct Action Method when directly challenging the offender

1. Reference Company Values (Organisational Response)
   Link your response to organisational values. For example: “Our company promotes respect and inclusion, that comment doesn’t reflect that.”
2. Use Policies as a Reminder (Organisational Response)
   Refer to workplace policies or training: “We all agreed to use inclusive language; that phrase goes against it.”
3. Reinforce Organisational Culture (Organisational Response)
   Remind others of your shared goals: “That doesn’t fit with the culture we’re trying to build here.”
4. Speak From Your Experience (Personal Response)
   If safe to do so, express how the behaviour affects you or others. Use “I” statements such as “I felt uncomfortable when that was said.”
5. Focus on Impact, Not Intent (Personal Response)
   Highlight the effect of the behaviour and name the behaviour rather than debating whether it was “meant that way”. This keeps the conversation constructive and focused on improvement.
6. Ask Clarifying Questions (Questioning Response)
   When you hear something discriminatory, ask: “What do you mean by that?” or “Could you explain that?” Questions invite reflection without causing confrontation.
7. Challenge Assumptions Gently (Questioning Response)
   Pose thoughtful questions that enable the person to acknowledge the bias, such as “Do you think that applies to everyone?” This helps others rethink stereotypes without feeling attacked.
8. Be Clear and Direct (Confronting Response)
   When appropriate, name the behaviour and set a clear boundary: “That comment is not acceptable.” Use calm, assertive language that addresses the issue, not the person.
9. Prioritise Safety and Seek Support (Confronting Response)
   Only confront if you feel safe. You can still act later through organisational routes or by offering private support to the person affected.
10. Follow Up and Model Inclusion (All Approaches)
    After taking action, check in with those affected, share resources, and model inclusive behaviour. Ongoing engagement shows that allyship is active, not occasional.