MIRR - Active bystander Scenarios

In these scenarios, you are the bystander who overhears and/or witnesses these interactions.

Scenario 1: You are at a meeting, and manager says a homophobic/transphobic slur. A colleague speaks up about it but the manager brushes it off and says, “It was just a joke. Besides, I’m not hurting anyone since nobody from the LGBTQ+ community is here anyway.”

Scenario 2: Colleague A is leading a team meeting, which you are a participant in. Colleague B, who is an Indigenous man, puts up his hand, but is clearly being ignored by Colleague A. When B eventually gets a chance to speak, he is repeatedly cut off by Colleague A. Colleague A says, “That idea doesn’t make sense. We all agree we need contributions from people with lived experience, right?”

Scenario 3: You are at a team meeting, discussing a group project. You’re listening to two of your racialized colleagues, both of whom identify as South Asian, discussing specifics of the project. Colleague A, who has been at the Ministry longer, is giving feedback on the work presented by Colleague B, who is newer to the team and less experienced.

As Colleague B presents their ideas, Colleague A interrupts frequently, saying things like, “That’s not how things are done here.” and “I don’t understand how this approach would be realistic.” Colleague B tries to explain their reasoning, but Colleague A continues with cutting remarks like, “I think we can all agree, it’s best to maybe focus on the basics first before offering suggestions.” Colleague B appears uncomfortable but remains professional, and the conversation becomes more one-sided, with Colleague A dominating the discussion. You can feel some tension in the air.

Scenario 4: You overhear a colleague helping a client who is becoming increasingly agitated. You can sense your coworker is trying to remain calm and professional. The client begins to walk away while insulting your coworker’s physical appearance, specifically their weight. Your coworker is silent as this is happening and you can feel the tension.

Scenario 5: You and your fellow colleagues are working on an important project. You are with your colleagues during a meeting break, and you witness the following interaction:

Colleague A, who is an older woman of colour, says, “It feels like Colleague B doesn’t even want to hear from me.” Colleague C replies, “You’re over-thinking it. Did you even try putting your hand up? Or speaking louder?” Colleague A says, “I had my hand up for most of that meeting…” Colleague C replies, “Colleague B has always been really nice to me — I’m sure B didn’t mean to ignore you.”

Scenario 6: You and your fellow colleagues are selected to form a working group for an important project. Everyone in the group is encouraged to contribute equally to the project. During a project meeting, Colleague A, who is a trans woman, is continuously cut off by another group member.

During a break in the hall, you overhear Colleague A say to Colleague B, “It’s weird – every time I try to speak, I’m interrupted. I just feel unwelcome.” 

Colleague B replies, “I don’t think they mean to cut you off, they probably don’t even realize what they’re doing…” Noticing Colleague A’s discomfort, they continue to defend the interrupters by saying, “Look, they’re just so knowledgeable and they’re really valuable to this project, you know? We need to hear from them. Why not just try speaking up more? I’m sure they’ll listen.” Colleague B leaves, and you can tell Colleague A looks dejected.

Scenario 7: A colleague comes out as trans and your manager says in a surprised tone that they “didn’t look trans.” Another one of your colleagues, who is a woman of colour, pulls your manager aside to give them some feedback. You overhear your manager say, “You don’t need to get so mad. Let’s be respectful when we have these conversations.” Your colleague goes back to their desk looking visibly frustrated.

Scenario 8: During a meeting you overhear a colleague talking about the anti-racism effort and efforts around reconciliation at MIRR, referring to it as part of “the socialist agenda.” During the Q&A, the same colleague asks, “So, we’re all about diversity now and I feel like there is a contradiction. Let’s be honest, we don’t really want all kinds of diversity, right? I mean, I feel like we’re not allowed to have a diversity of opinions on diversity?”

Scenario 9: A new team member has just joined your team, and is meeting you and your coworkers for the first time. When they approach one of your coworkers to shake hands and introduce themselves, you overhear your coworker chuckle and say, “That’s a weird name. I’ll call you ____ for short.”

Scenario 10: You approach a supervisor for help with a problem you are having with a female coworker. Your supervisor responds, “Don’t worry about it. She probably just gets upset when it’s her time of month.”