1 LU | Elective
Bystander Training at Work: Standing By Is Not a Strategy
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- Program Level
- Introductory
- Prerequisites
- None
- Advanced Prep
- None
Learning Objectives
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Learning Objective 1
Distinguish between quid pro quo harassment and hostile environment harassment, and identify conduct that can give rise to each type of claim.
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Learning Objective 2
Recognize that unlawful harassment encompasses conduct based on gender identity, gender expression, and sexual orientation, and apply the "impact over intent" standard when evaluating workplace conduct.
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Learning Objective 3
Apply the totality of circumstances test to evaluate whether conduct may rise to the level of unlawful harassment.
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Learning Objective 4
Explain how bystander intervention shifts responsibility for addressing misconduct from the individual victim to the broader workplace community.
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Learning Objective 5
Identify the Four Ds of bystander intervention — Delegate, Distract, Direct, and Delay — and select an appropriate strategy based on the situation and safety considerations.
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Learning Objective 6
Describe steps a bystander can take after intervening, including how to support the affected person, document the incident, and report through appropriate channels.
Course preview
Our continuing education courses keep you focused on what matters most in architecture and design. Achieve more with continuing education that blends trusted expertise with real world application.
In this companion course to Harassment in the Workplace: Building a Respectful Culture, attorney Jill O'Brien equips employees and supervisors with the practical tools to intervene when they witness uncomfortable or potentially unlawful conduct, fulfilling Chicago's mandatory bystander intervention training requirement. O'Brien opens with a foundational overview on sexual harassment law, including quid pro quo and hostile environment harassment, zone of comfort, gender identity and orientation protections, and the totality of circumstances standard. The course then introduces the Four Ds framework — Delegate, Distract, Direct, and Delay — walking through concrete workplace scenarios that illustrate how each technique can be applied safely and effectively. O'Brien offers conversational treatment of why good intentions alone don't protect a workplace, and how bystander action shifts responsibility from victim to community.
Refund Policy
Refund Policy
If you are not satisfied with your continuing education purchase, request a full refund within 30 days of enrollment before a certificate of completion is issued.
Cancelation Policy
Annual continuing education memberships may be canceled at any time from your account settings; access continues through the end of the current billing period.
Complaint Resolution Policy
Questions or concerns regarding course content, credit reporting, or certificates may be directed to Amber Book support at info@amberbook.com.
Amber Book is a registered provider of AIA-approved continuing education under Provider Number 40410829. All registered AIA CES Providers must comply with the AIA Standards for Continuing Education Programs. Any questions or concerns about this provider or this learning program may be sent to AIA CES (cessupport@aia.org or (800) AIA-3837, Option 3). This learning program is registered with AIA CES for continuing professional education. As such, it does not include content that may be deemed or construed to be an approval or endorsement by the AIA of any material of construction or any method or manner of handling, using, distributing, or dealing in any material or product. AIA continuing education credit has been reviewed and approved by AIA CES. Learners must complete the entire learning program to receive continuing education credit. AIA continuing education Learning Units earned upon completion of this course will be reported to AIA CES for AIA members. Certificates of Completion for both AIA members and non-AIA members are available upon request.