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Apr 7, 2014 - No one has to do everything, but everyone has to do something!. See more ideas about bystander intervention, bystander, rape culture.
A pocket zine on bystander intervention and de-escalation, as an abolitionist practice for dealing with harm or potential harm in your community without involving the police.
Here's the troubling bottom line that explains why rape and sexual assault are an epidemic: we don't treat, talk or think about sexual assault and rape like we do any other crimes.
Hollaback! bystander intervention training teaches the 5 D's of bystander intervention with free virtual one-hour sessions.
The current study examined the impact of item wording on self-reported sexual assault perpetration and victimization rates. The Sexual Experiences Survey (SES; Koss et al. in Journal of Consulting and
Using Media and Technology in Sexual and Domestic Violence Prevention Efforts makes the case for using media and technology in sexual and domestic violence prevention efforts and walks learners thr…
The majority of people who witness workplace bullying do nothing about it.
Alteristic provides training to prevent workplace harassment, sexual assault, domestic violence, and bullying. Home of Green Dot strategy.
The purpose of this study was to use a modified Delphi methodology study to identify priority actions that can be taken at the individual, local, and natio
The #bystander effect with respect to #cyberbullying @fortismentalhealth #MindSpeakers2021
How do others affect you? Social influence is about how others - groups and individuals - can influence our behaviour. We often believe that we are responsible for our own actions and make our own decisions, but a lot of the time other people can impact and influence us. It is very important to understand…
If 98% of organizations in the United States have sexual harassment policies, why does sexual harassment continue to be such a persistent and devastating problem in the American workplace? One reason is revealed by a field experiment in which researchers asked employees to read and interpret sexual harassment policies. The employees’ interpretations bore very little resemblance to the actual words. For example, although the policy clearly focused on behaviors of sexual harassment, the participants almost universally claimed that the policy focused on perceptions of behaviors. The policy was perceived as threatening because any behavior could be sexual harassment if an irrational employee perceived it as such. To avoid this issue, make sure your policy uses emotional language (like calling harassment “predatory”); if it doesn’t, employees may impose their own. Second, sexual harassment policies should include bystander interventions as a required response to predatory sexual behavior. Mandating bystander intervention rightly puts the responsibility of creating a healthier organizational culture on all members of the organization.
I can't tell you how many times in college we were given the advice, "don't put your drink down." From mace to color changing nail polish, it is ingrained in...
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