Daily London
Alarming new findings have shown that despite recent legal reforms and efforts to change toxic workplace cultures, most people who are sexually harassed at work still do not report it.
Two new studies from Flinders University 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 lead author of both studies, Dr Annabelle Neall, a senior lecturer in mental health and wellbeing, and director of the Flinders Workplace Wellbeing Lab, says that only about one in five people who experienced harassment went on to report it.
“The decision not to report wasn’t just about external risks like losing a job, it was also deeply tied to internal struggles,” Neall said.
“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.”
The research identified three key psychological needs that influence reporting: autonomy (feeling in control), competence (feeling capable), and relatedness (feeling respected and supported).
When these needs are undermined – by unclear processes, fear of backlash, or a lack of trust in the system – people are far less likely to speak up.
“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,” co-author Professor Lydia 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.”
Participants described feeling unsure whether their experience “counted” as harassment, fearing career damage, and doubting that reporting would lead to meaningful action.
Many worried about being labelled as troublemakers or weak. Others said the process itself felt punishing, with burdensome steps and little reassurance.
One of the studies, a historical review of workplace sexual harassment reporting and investigation, found these challenges were not new.
While laws and policies have evolved since the 1980s, the research revealed that reporting systems remained largely ineffective.
“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.
Both studies call for a shift towards trauma-informed and transformative justice approaches, which move beyond punishment to address the root causes of harassment and create cultures of respect.
“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.”
