Overcoming the underreporting of workplace sexual harassment, bullying and discrimination
At Elevate, we’re often asked what are the biggest challenges organisations face when eliminating harmful workplace behaviours? Our immediate response is the chronic underreporting in organisations regardless of size, resources or industry. Despite increased awareness, greater regulation, and a sharper organisational focus on preventing harmful behaviours, most workers still hesitate to report issues like sexual harassment, bullying, and discrimination. Based on my extensive experience conducting culture reviews across various organisations and industries, I've observed a concerning trend: around 90% of people who experience such behaviours don't make a formal report. This silence is hugely problematic, given that effective reporting is crucial for tackling these problems head-on.
So, why is it that so many workers choose to remain silent? The most common reasons people tell us is that they don’t report include; fear of reprisals, lack of trust in reporting mechanisms, feeling that the incident wasn’t serious enough and perceived lack of accountability. For people with intersecting identities the barriers to reporting are often greater.
Consequently, organisations can't rely on reporting data as an accurate gauge of the lived experiences of their workers. There is a large disconnect between the reality of what happens ‘on the ground’ and what gets reported, leaving many issues unaddressed and harmful behaviours unchecked.
Here are some strategies that organisations can implement to encourage more employees to speak out:
Messaging from Leadership: People leaders need to consistently communicate that speaking out about harmful behaviours is not only encouraged but also rewarded. This messaging should be clear and frequent, creating a psychologically safe culture where employees feel safe and supported when coming forward.
Trauma-informed and Person-Centered Reporting Systems: reporting and response systems should be designed to be safe, person-centered, trauma-informed, and fair. This involves training those who handle reports to be empathetic and professional, ensuring that employees feel their concerns are taken seriously and handled with care.
Multiple Reporting Options: Offering workers multiple ways to report incidents can make a significant difference. This includes providing anonymous reporting avenues, which can help those who fear retaliation feel more secure in coming forward.
Accountability: When allegations are substantiated, it's crucial that there are consistent and proportionate consequences for perpetrators.
Transparency: sharing data on the number of reports received and outcomes demonstrates to the workforce that action will be taken and help instill trust and confidence.
In 2022 I collaborated with the UNSW Gilbert + Tobin Centre of Public Law to develop a report that provides guidance on the design of reporting and response process. The team and I are dedicated to making workplaces safer for all to thrive. To find out more about harmful workplace behaviours and what you can do, reach out for a free, no obligation discussion.