Is reporting workplace sexual harassment 'worth it'?

Two Australian studies — one a survey of over 200 workers — set out to understand why most people who experience sexual harassment at work still do not report it.

Despite recent legal reforms and increased emphasis on upholding workplace conduct policies, two recent Flinders University studies — supported by the 2023 SafeWork South Australia Augusta Zadow Awards — suggest that it is not just the fear of retaliation that stops people from speaking, but also feeling unsupported by systems that will not protect them.

The first study, a survey of more than 200 Australian workers who had experienced or witnessed sexual harassment, sought to understand the internal psychological factors — beyond external barriers like fear of retaliation — that influenced their decision on whether to report or not. The second study, a historical review of workplace sexual harassment reporting and investigation, supported the first by suggesting that the challenges it revealed are not new.

Survey

Only around one in five people who experienced harassment went on to report it. In the context of the survey, Senior Lecturer in Mental Health and Wellbeing, and Director of the Flinders Workplace Wellbeing Lab, Dr Annabelle Neall, said the research identified three key psychological needs that influence reporting.

Dr Annabelle Neall (Source: Supplied).

These were: autonomy (feeling in control), competence (feeling capable), and relatedness (feeling respected and supported). And when — by unclear processes, fear of backlash or a lack of trust in the system — these needs are undermined, people are far less likely to speak up.

“The decision not to report wasn’t just about external risks like losing a job, it was also deeply tied to internal struggles,” Neall explained. “People weigh up whether reporting will make things better or worse and they often concluded it wasn’t worth the emotional toll, the risk to their reputation or the likelihood that nothing would change.”

Survey participants described feeling unsure whether their experience ‘counted’ as harassment, fearing career damage and doubting that reporting would lead to meaningful action. With burdensome steps and little reassurance, some said the process itself felt punishing, while many worried about being labelled as weak or troublemakers. In the words of one worker: “It didn’t seem like it would be worth the emotional upheaval.”

Professor Lydia Woodyatt, a co-author and Professor in Psychology, adds further insight — noting that reporting is not just a procedural step.

“Victims and witnesses feel that they’re having to choose between protecting themselves and speaking up, and that pressure makes the decision emotionally charged and very difficult,” Woodyatt said. “If people believe the system won’t provide them justice or protect them, they stay silent. That silence isn’t about indifference, it’s about survival.”

Review

Revealed by the historical review of workplace sexual harassment reporting and investigation was that, while laws and policies have evolved since the 1980s, reporting systems remain largely ineffective. The review highlighted persistent problems that include: mistrust in investigations, fear of retaliation, and organisational cultures that normalise and perpetuate this kind of harassment.

“For decades, organisations have focused on legal compliance and punitive measures, but these approaches often fail to address the cultural and psychological barriers that keep people silent,” Neall said.

The review also warns that mandatory reporting schemes that have been introduced in some sectors can backfire by eroding survivor autonomy and trust. Neall added: “Paper compliance doesn’t create cultural change; we need systems that feel safe, supportive and genuinely transformative.”

The call

Called for in both studies is a shift towards trauma-informed and transformative justice approaches; such approaches address the root causes of harassment and create cultures of respect, moving beyond punishment. This includes fostering a sense of belonging and trust, co-designing reporting channels with employees, and providing timely feedback.

“People told us they didn’t want revenge, but rather that they wanted assurance that it wouldn’t happen again,” Neall said. “Reporting should feel like a step towards positive change, not a risk to your wellbeing.”

Underscoring the studies is the suggestion that organisations need to rethink their strategies. “If reporting feels unsafe, ineffective and isolating, people won’t do it. To break that cycle, we need to design systems that restore autonomy, competence and connection for victims who are already hurting,” Neall concluded.

If you are affected by any of the issues discussed in this article, 1800RESPECT has a 24/7 support service that can help; please call 1800 737 732.

Top image credit: iStock.com/skynesher. Stock image used is for illustrative purposes only.