Recent research has uncovered troubling insights, revealing that despite strides in legal reforms and attempts to transform toxic workplace environments, the majority of individuals experiencing sexual harassment at work choose not to report it.

Studies conducted by Flinders University highlight that people’s silence is not only due to the fear of potential retaliation, but also because they feel unsupported by systems they believe will fail to protect them.

Dr. Annabelle Neall, a senior lecturer specializing in mental health and wellbeing and the director of the Flinders Workplace Wellbeing Lab, led both studies. According to her findings, a mere 20% of those who experience harassment actually report it.

“The choice to remain silent is not solely about the fear of external consequences like job loss,” Neall explained. “It is intricately linked to internal conflicts.”

She further elaborated, “Individuals assess whether reporting could improve their situation or exacerbate it. Often, they conclude that the emotional burden, potential damage to their reputation, and the slim chance of meaningful change make it not worth pursuing.”

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.”