How can employers make reporting harassment feel safe

Harassment remains a stubborn reality in today's fast-changing workplaces, underscoring the pressure on leaders to make reporting feel safer and more accessible for employees.  

Recent reports have shown that employers globally are struggling to get a full picture of harassment cases at work as employees don't feel safe to report them.  

In Malaysia, the Labour Department there logged zero cases of workplace bullying, but industry leaders believe that this may be because of under-reporting instead of a lack of misconduct.  

In the United States, a new report from Traliant reveals that only 33% of employees said they would report harassment only if they could do so anonymously.  

"The survey findings make it clear that harassment remains a persistent challenge that employers need to address so employees can feel protected with the right knowledge and channels for responding to and reporting harassment," said Elissa Rossi, vice president of compliance Services at Traliant, in a statement.  

Retaliation a barrier in reporting  

Retaliation has emerged as a significant factor behind the under-reporting of harassment cases globally.  

In Australia, researchers from Flinders University found that many employees who experienced or witnessed sexual harassment have chosen not to report it because they don't think it's worth the emotional toll or the risk to their reputation.  

According to Traliant's report, 71% of employees in the US who feel unprotected at work also cited the fear of retaliation as the primary reason why they don't feel safe.  

"Retaliation fears remain a significant barrier," the report read.  

How to make reporting feel safe  

Traliant's report highlighted various ways to make reporting harassment feel safe for employees.  

One of them is offering multiple, varied reporting channels where employees can report what they see and experience at work.  

"Offering multiple reporting options helps meet employees where they are and empowers them to speak up in a way that makes them feel safest," the report read.  

According to the findings, going to HR is the most comfortable approach for employees when reporting harassment.  

However, it also found that anonymous reporting (40%) and online reporting forms are considered comfortable means for reporting.  

"Better awareness and more varied reporting channels enable employees to know exactly where to report harassment and what to expect if they do so," the report read.  

Providing workplace harassment training and policies that can educate employees and managers on recognising, addressing, and preventing harassment can also improve confidence in the organisation, according to the report.  

"Practical training can significantly influence an organisation's culture by equipping employees with the skills to recognise and respond to harassment, fostering a supportive and respectful environment," the report read.  

But it warned against a one-size-fits-all training approach, noting that this kind of training "fails to resonate equally across all roles."  

"Today's multi-generational workforce expects practical, scenario-based training that is relevant to the employees' day-to-day interactions," the report read.  

Be more decisive  

Finally, organisations should be more decisive in taking action when it comes to reports of harassment, according to the findings.  

The report noted that 38% of employees are not satisfied with how their employer has handled reports of harassment at work. 

It stressed that leaders should act decisively and transparently when issues arise.  

"This is essential to maintaining trust in reporting systems, and starts with an organisation's leadership," the report read.  

"When leadership responds promptly and clearly, they are better positioned to prevent escalation and uphold a culture of safety and respect."