Recent research has unveiled a concerning reality: despite legislative advancements and efforts to dismantle toxic workplace environments, the majority of individuals subjected to sexual harassment at work choose not to report it.

Studies conducted by Flinders University highlight that the reluctance to report harassment stems not only from the fear of retaliation but also from a lack of confidence in systems that should offer protection and support.

Dr. Annabelle Neall, the leading researcher of these studies, serves as a senior lecturer in mental health and wellbeing and directs the Flinders Workplace Wellbeing Lab. According to her findings, a mere one in five individuals who suffer harassment actually proceed to report it.

Participants in the studies expressed uncertainty over whether their experiences qualified as harassment, anxiety regarding potential career repercussions, and skepticism about whether reporting would result in effective action.

Concerns about being perceived as troublemakers or weak were prevalent. Additionally, many found the reporting process itself to be onerous, with complex procedures and minimal assurance of a positive outcome.

One study, a historical examination of workplace sexual harassment reporting and investigation procedures, revealed that these obstacles are not a recent development.

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.”