Related resource: Read Microaggressions and Microresistance: Supporting and Empowering Students in the Faculty Focus/Magna report, Diversity and Inclusion in the College Classroom.

If the bias appears unconscious or implicit, consider using the ACTION framework to start a direct conversation.

You may also want to

• Speak with your supervisor, training director or another leader.

• Ask for clarity about expectations, decisions and available remedies.

• Document patterns that may affect evaluations, assignments, promotions or opportunities.

If the bias is overt or affects opportunities based on a protected class, such as race or sex, consider using your institution’s reporting process. You may also want to seek legal advice.

Focus on safety first. If you feel uncomfortable or in danger, leave the situation.

Then

• Document what happened.

• Save relevant records.

• Talk with someone you trust.

• Review your institution’s bullying and harassment policies.

If there is no physical risk, you may choose to speak directly with the person. Consider doing this with a witness present. Describe the behavior clearly and ask the person to stop.

If you decide to report the behavior, follow your institution’s reporting process. If no policy exists, consider speaking with a senior leader or Human Resources.

Document the incident as soon as possible. Include the date, time, location, people involved and witnesses. Save any relevant records.

Before reporting, review your institution's anti-discrimination policy. Consider

• Whether you want to report the behavior.

• What outcome you are seeking.

• Whether the person you are speaking with can keep the conversation confidential.

In universities and educational institutions, some employees may be mandatory reporters. This may include deans, provosts and department or division heads.

Consider seeking legal counsel from someone experienced in employment discrimination law.

Related resource: Review the EEOC’s guidance on time limits for filing a charge of discrimination.

Get to a safe place first.

Then

• Document the incident.

• Save relevant records.

• Speak with someone you trust.

• Review your institution’s sexual harassment policy.

• Decide whether you want to report and what outcome you want.

If you are at a university or educational institution, ask whether the person you are speaking with can maintain confidentiality before sharing details. Some employees may be required to report allegations of sex- or gender-based harassment.

If you decide not to report right away, continue documenting incidents. Be aware that delaying a report may affect future legal options. Deadlines for discrimination complaints vary by state.

If there is no physical risk, you may choose to speak directly with the person, preferably with a witness present. Describe the behavior and ask them to stop.

If you decide to report, follow your institution’s process. You may also want to seek legal advice. If your institution does not have a harassment policy, consider speaking with a senior leader, Human Resources or the equivalent office for faculty or trainees. You can also file a complaint directly with the Equal Employment Opportunity Commission.

Related resource: Review the EEOC’s guidance on time limits for filing a charge of discrimination.

When it is safe to do so, consider intervening to support the person being targeted.

The Five D’s can help bystanders choose a response.

If you are in a supervisory or leadership role, you may have a reporting obligation. Ask Human Resources if you are unsure.

After speaking with the targeted person, consider reporting the behavior through your institution’s process.

Related resources: Review Know Your Rights: Witnessing Sexual Harassment at Work from the National Partnership for Women & Families and Right To Be’s bystander intervention resources.