We All Have a Role
Workplace bullying doesn't happen in isolation. It thrives—or dies—based on how everyone around it responds. The research shows that the deepest harm participants described did not stem from the bully alone, but from institutional abandonment and the silence of others.
"Being seen, believed, and heard by coworkers, friends, or family did not stop the abuse, but it reduced the pain of carrying it alone."
Select your role below to see specific actions you can take.
What Can You Do?
Click on your role to see specific actions you can take.
If You're a Leader or HR Professional
You have the power to shape organizational culture and response. Your actions—or inaction—send powerful messages about what is acceptable.
🛡️ Create Safety
- Develop clear, enforced anti-bullying policies
- Create multiple reporting channels
- Protect reporters from retaliation
- Ensure confidentiality in investigations
⚖️ Ensure Accountability
- Investigate complaints thoroughly and fairly
- Hold perpetrators accountable regardless of status
- Don't dismiss complaints as "personality conflicts"
- Follow through on consequences
🌱 Model the Culture
- Demonstrate respectful behavior consistently
- Address problematic behavior immediately
- Don't protect "high performers" who bully
- Prioritize people over reputation management
👂 Listen and Believe
- Take complaints seriously from the start
- Don't require "proof" before offering support
- Recognize that targets often underreport
- Understand that silence doesn't mean consent
"The problem was not a lack of courage, clarity, or effort on the part of participants, but the absence of any pathway that allowed for safety, accountability, or justice."
— From the research findingsIf You're a Coworker
Bystanders who stay silent send a message. Those who speak up—even privately—can be lifelines. Your response shapes whether someone feels alone or supported.
👁️ See and Acknowledge
- Notice patterns of exclusion or mistreatment
- Don't look away when you witness harm
- Trust what you observe
- Recognize that bullying is often subtle
🤝 Offer Support
- Reach out privately: "I see what's happening"
- Validate their experience: "You're not imagining this"
- Listen without judgment
- Don't minimize or explain away the behavior
📝 Document and Witness
- Keep notes of what you observe
- Offer to be a witness if asked
- Corroborate the target's account when appropriate
- Don't participate in isolation tactics
📢 Speak Up When Safe
- Challenge inappropriate behavior in the moment
- Report what you witness to appropriate channels
- Refuse to participate in gossip or exclusion
- Support others who speak up
"Employees learned that you 'cannot say something' or intervene without experiencing retribution. This dynamic reinforced silence not because coworkers lacked care or awareness, but because the organization made the cost of speaking out unmistakably high."
— From the research findingsIf You're Family or a Friend
Friends and family who believe, validate, and support targets help them maintain their sense of self when institutions fail. Your belief matters more than you know.
💜 Believe Them
- Trust their account of what's happening
- Don't question or minimize their experience
- Understand that they may be doubting themselves
- Affirm that what they're experiencing is real
👂 Listen Without Fixing
- Let them process without offering solutions
- Ask what kind of support they need
- Be patient—they may need to tell the story many times
- Don't blame them for not leaving sooner
🏠 Provide Stability
- Help them feel they're not alone
- Maintain normalcy in other areas of life
- Remind them of their worth and competence
- Be a consistent, reliable presence
🌟 Support Recovery
- Encourage professional support if needed
- Be patient—recovery takes time
- Celebrate small victories
- Help them rebuild confidence
"Whether quiet or explicit, bystander support mattered. Even when it did not lead to intervention, it reduced isolation, buffered psychological harm, and helped participants maintain a sense of self when institutions failed to act."
— From the research findingsIf You're Experiencing Workplace Bullying
First and foremost: this is not your fault. What you're experiencing is real, and you deserve support.
📝 Document Everything
- Keep detailed records of incidents
- Save emails, messages, and other evidence
- Note dates, times, witnesses, and exact words
- Store documentation outside of work systems
🤝 Build Your Support Network
- Confide in trusted friends or family
- Connect with supportive coworkers
- Consider professional counseling
- You don't have to carry this alone
🔍 Know Your Options
- Review your organization's policies
- Understand reporting procedures
- Research external resources (EEOC, labor board)
- Consider consulting an employment attorney
💪 Protect Yourself
- Prioritize your mental and physical health
- Set boundaries where possible
- Know that leaving is not failure
- Your wellbeing matters more than any job
"Those who remained silent endured prolonged harm, while those who reported faced escalation, retaliation, or professional fallout. In both cases, the burden of harm remained squarely with the target."
— From the research findingsKey Principles to Remember
It's Not Just About the Bully
The harm comes from how organizations and people respond—not just from the bully's behavior.
Prevention is Possible
You cannot always prevent the event, but you can prevent the damage through your response.
Silence is a Message
When bystanders stay silent, it sends a message that the behavior is acceptable.
Support Matters
Even small acts of support can help targets maintain their sense of self and reality.
Becoming an Advocate
Several participants in this research moved beyond individual coping and became actively involved in advocacy efforts aimed at legislative change. For these participants, advocacy was not only about policy reform; it was a way to transform personal harm into collective action.
📢 Why Advocacy Matters
Participants concluded that organizations could not be relied upon to do the right thing without external enforcement. Without legal consequences, organizations had little incentive to change.
🤝 Join the Movement
Connect with organizations like the Workplace Bullying Institute to learn about advocacy opportunities, awareness campaigns, and legislative efforts in your state.
💡 Transform Pain into Purpose
Once participants recognized bullying as a systemic issue rather than a personal failing, they shifted from private sensemaking to public responsibility—using their experiences to drive change.
Continue Your Journey
Explore the research findings or share your own story to help others.