Despite recent legal reforms and increased emphasis on upholding workplace conduct policies, most people who experience sexual harassment 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 first study surveyed over 200 Australian workers who had experienced or witnessed sexual harassment to understand the internal psychological factors that influenced their decision on whether to report or not, beyond external barriers like fear of retaliation.
Lead author of both studies, Dr Annabelle Neall, 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," says Dr Neall from the College of Education, Psychology and Social Work.
"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.
Professor in Psychology and co-author, Professor Lydia Woodyatt, says that reporting is not just a procedural step.
"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," says Professor Woodyatt.
"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 participant summed it up: "It didn't seem like it would be worth the emotional upheaval."
The second study, a historical review of workplace sexual harassment reporting and investigation, shows that these challenges are not new.
While laws and policies have evolved since the 1980s, research reveals that reporting systems remain 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," says Dr Neall.
The review highlights persistent problems, that of fear of retaliation, mistrust in investigations, and organisational cultures that normalise and perpetuate this kind of harassment.
It also warns that mandatory reporting schemes, introduced in some sectors, can backfire by eroding survivor autonomy and trust.
"Paper compliance doesn't create cultural change, we need systems that feel safe, supportive, and genuinely transformative," says Dr Neall.
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.
This includes 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," says Dr Neall.
"Reporting should feel like a step towards positive change, not a risk to your wellbeing."
The findings underscore the need for organisations to rethink their strategies.
"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," concludes Dr Neall.
The paper, 'Just Not Worth It: A Framework for the Motivational Dynamics of Reporting Workplace Sexual Harassment' by Annabelle M. Neall, Charlotte Keenan, Lydia Woodyatt, Isabella Belperio, Jessie Jones and Melanie K. T. Takarangi was published in Work & Stress journal. DOI: 10.1080/02678373.2025.2607500
The second paper, 'Tracing the Evolution of Workplace Sexual Harassment Reporting and Investigations-are published in Work & Stress and Aggression and Violent Behavior' by Annabelle M. Neall, Charlotte Keenan, Isabella Belperio, Lydia Woodyatt, Jessie Jones, Indianna Marrone and Melanie Takarang was published in Aggression and Violent Behaviour journal. DOI: 10.1016/j.avb.2025.102124
Acknowledgements: Both papers were supported by 2023 SafeWork South Australia Augusta Zadow Award.
