How to challenge discrimination in the workplace

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 blog, 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 Using the Direct Action Method

When directly challenging discriminatory behaviour, there are several approaches you can take depending on the situation and your comfort level. Here are ten practical strategies to help you respond effectively:

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."  This approach grounds your intervention in shared principles that everyone has committed to upholding.

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."  This removes the personal element and focuses on collective agreements.

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."  This frames the intervention as protecting something everyone values.

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."  Personal responses can be powerful because they humanise the impact of discriminatory behaviour.

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, avoiding defensive reactions about intentions.

6. Use Policies as a Reminder (Organisational Response)

When you hear something discriminatory, ask: "What do you mean by that?" or "Could you explain that?" Questions invite reflection without causing confrontation, and often help people recognise their own bias.

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, opening the door to genuine learning.

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. Directness can be necessary when behaviour is particularly harmful or repeated.

9. Prioritise Safety and Seek Support (All Approaches)

Only confront if you feel safe. You can still act later through organisational routes or by offering private support to the person affected. Remember that being an active bystander doesn't mean putting yourself at risk.

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. This reinforces the message that discrimination won't be tolerated and that affected individuals are supported.

Taking Action Matters

The Direct Action technique is just one of five Active Bystander approaches, but it's often the one people feel least prepared to use. By having these phrases and strategies ready, you can transform that moment of hesitation into meaningful action. Remember, you don't need to be perfect - you just need to be willing to speak up. Every intervention, no matter how small, contributes to building a more inclusive and respectful workplace culture.

We explore all five Active Bystander approaches in our training.