The 5 Ds of harassment intervention are Distract, Delegate, Document, Delay, and Direct, a framework from the nonprofit Right To Be (formerly Hollaback!) to help bystanders safely intervene when witnessing harassment, offering different levels of involvement from subtly changing the subject to directly confronting the harasser, with the goal of disrupting the behavior and supporting the person targeted.
The 5Ds are different methods – Distract, Delegate, Document, Delay, and Direct – that you can use to support someone who's being harassed, emphasize that harassment is not okay, and demonstrate to people in your life that they have the power to make their community safer.
Accomplishing Change with the 5D's
The 5-D's include: define, discover, dream, design, and destiny/deploy/deliver. Researcher's Moore and Tschannen tailored the 5D model to fit coaching and individual change in 2016.
Here are the 10 most common types of workplace harassment to be on the lookout for:
Bystander Intervention
How You Can Intervene Safely: When it comes to intervening safely, remember the four Ds – direct, distract, delegate, delay. Call out negative behaviour, tell the person to stop or ask the victim if they are OK. Do this as a group if you can.
Harassment is unwanted behavior that offends, humiliates, or intimidates someone, creating a hostile environment, and can range from persistent annoying actions like offensive jokes and insults to serious threats or physical assault, often targeting protected characteristics like race, sex, religion, or disability, though it can also be about appearance or beliefs. It can be verbal, non-verbal, or physical, often involving repeated incidents but sometimes serious one-offs, and can happen in person or online.
Section 5 gives a court sentencing a person convicted of an offence under section 2 or section 4 the power to make a “restraining order”. This would forbid him from pursuing further conduct against the victim (or any other person named in the order) which amounts to harassment, or will cause a fear of violence.
The acts prohibit direct and indirect discrimination in employment on nine grounds: gender, marital status, family status, sexual orientation, religion, age, disability, race, and membership of the traveller community. They also prohibit sexual harassment, harassment or victimisation on these grounds.
Master the Five Ds
There is one group that may be described as the five Ds: Dedication, Devotion, Discipline, Discrimination, and Determination.
Appreciative Inquiry engagements are thoughtfully designed and delivered using the 5-D process consisting of: Define, Discover, Dream, Design, and Destiny.
The Three D's of D.O.T Intervention: Direct, Distract, and Delegate. You may be wondering about how you can intervene if you see an incidence of violence happening or a situation has the potential for violence?
Proving that the alleged victim consented to the actions in question can negate claims of harassment. Demonstrating that the accusations are unfounded or fabricated can lead to dismissal of charges. Challenging the prosecution's evidence can weaken their case, potentially leading to an acquittal.
Types of Workplace Harassment
Depending on your relationship with your abuser you can apply for an injunction under the Protection from Harassment Act 1997 or the Family Law Act 1996. For more information see our legal guide Domestic violence injunctions.
To prove harassment, you need detailed records of incidents (dates, times, actions, witnesses), written communications (texts, emails), witness testimonies, and potentially physical evidence (photos, medical records), showing the conduct was unwelcome, severe/pervasive, and often based on a protected characteristic (race, sex, etc.) to create a hostile environment or as a condition of employment. Strong evidence includes recordings, documented reports to HR, and proof of adverse actions after reporting.
Article 5 protects your right not to be deprived of your liberty or freedom unless it's in accordance with the law. This means you mustn't be imprisoned or detained unless there's a law which allows it and the correct procedure is followed - for example, the imprisonment of criminals.
The Main Types of Sexual Harassment
Deciding if behavior is harassment hinges on it being unwelcome conduct related to a protected characteristic (like race, sex, religion, age, disability) that is severe or pervasive enough to create an intimidating, hostile, or abusive environment, or becomes a condition of employment, judged by a "reasonable person" standard, meaning it goes beyond mere annoyances or isolated incidents. Key factors include intent (or lack thereof), the impact on the victim, the frequency/severity of the actions, and if it's linked to a protected trait.
Behaviours that are not considered harassment are those that arise from a relationship of mutual consent. A hug between friends, mutual flirtation, and a compliment on physical appearance between colleagues are not considered harassment.
Understanding Harassment: How Many Texts Constitute Harassment? Determining when repeated messages cross legal boundaries and proving intent to harass. Harassment via text depends on frequency, content, and context rather than a fixed number. Courts assess if messages cause substantial emotional distress or fear.
"Code 40" in police communication isn't universal but often means "Silent Run" (no lights, minimal siren for speed) or "Prowler/Suspicious Person," depending on the agency, while in UK law, Section 40 refers to a power for the Secretary of State to direct police action or a review of detention. It can also signify Criminal Mischief/Vandalism (like in Coral Springs) or even a request for a less-lethal grenade launcher (LAPD).
Each Patrol Station/Unit will use the number 99 in lieu of the reporting district number when the report being generated does not cover a crime or incident occurring in the Department's policing area.
11-81 Accident - minor injuries. 11-82 Accident - no injuries. 11-83 Accident - no details. 11-84 Direct traffic. 11-85 Tow truck required.