New report reveals 'ineffective' reporting channels silencing victims, witnesses of workplace sexual harassment
Victims and witnesses of workplace sexual harassment in Australia don't think reporting the misconduct is worth it, according to new studies, which called for a rethink of "ineffective" reporting channels at work.
Researchers from Flinders University published two new studies that looked into the effectiveness of reporting channels in workplaces for sexual harassment.
The first study, which surveyed over 200 Australian employees who experienced or witnessed sexual harassment, found that only about one in five people who experienced it went on to report it.
Annabelle Neall, director of the Flinders Workplace Wellbeing Lab and lead author of both studies, said the decision not to report was not just because of retaliation, but also due to internal struggles.
"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," Neall said in a statement.
What's wrong with reporting channels
The findings come in the wake of positive duty among Australian employers, which puts the responsibility on employers to prevent sexual harassment, sex discrimination, and victimisation.
It is the latest measure to prevent such harmful instances in workplaces, after "ineffective" reporting systems plaguing workplaces since the 1980s, according to the second study.
"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 studies outlined three psychological needs that influence reporting, namely autonomy (feeling in control), competence (feeling capable), and relatedness (feeling respected and supported).
"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 said.
She pointed out that mandatory reporting schemes could end up becoming more harmful by eroding survivor autonomy and trust.
"Paper compliance doesn't create cultural change, we need systems that feel safe, supportive, and genuinely transformative," Neall added.
Improving reporting channels
According to the researchers, employers should consider co-designing reporting channels with employees, providing timely feedback, and fostering a sense of belonging and trust.
"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."
