‘Not worth it’: Sexual harassment victims not reporting incidents

The findings of two new studies conducted by Flinders University have revealed that around 80 per cent of victims of sexual harassment at work do not report it, due to personal fear, a lack of faith in the possibility of a positive outcome and feeling unprotected long term by current systems.

Lead author Dr Annabelle Neall, senior lecturer in mental health and wellbeing and director of the Flinders Workplace Wellbeing Lab, found that reasons went beyond external barriers such as fear of retaliation, with the first study focusing on internal factors that influence this decision.

“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,” she said.

Three psychological factors were identified as the key influences: the degree of control, a feeling of capability in the workplace, and the ability to connect with fellow employees following the incident. And the more these needs aren’t met, the less likely the victim is to speak up. According to one participant, it simply wouldn’t “be worth the emotional upheaval”.

Beyond the obvious impact on an individual from both the incident itself and feelings of isolation is the flow-on effect, a backwards step considering it comes at a time of greater awareness and emphasis on workplace conduct, perhaps more than ever before. Are these new processes and impersonal systems just there to tick a box, or are workplaces still finding their feet in this age of accountability? Either way, they don’t appear to work for the people they exist for.

Professor in psychology and co-author, Professor Lydia Woodyatt, said that reporting is more just a procedural step, emphasising the difficult decision for victims “between protecting themselves and speaking up”.

Additionally, participants often felt unsure whether their specific experience “counted” as harassment, and combined with the perceived permanence of speaking out and the punishing process itself, the stats are hardly surprising.

The second study looked at the evolution of sexual harassment policies since the 1980s, finding that reporting systems have not progressed at the same rate. Focus on legal compliance and punitive measures has meant cultural and psychological needs are often disregarded, fuelling the same problems that perpetuate harassment – sometimes even backfiring in the case of some schemes, such as mandatory reporting, which has been known to erode survivor autonomy and trust.

As highlighted by Neall, “paper compliance doesn’t create cultural change”.

“If reporting feels unsafe, ineffective, and isolating, people won’t do it,” she said.

Currently, it appears that the balance between the effort to report against the odds of positive outcomes tips the scale in favour of staying quiet, harming both the individual and workplaces at large. It is no surprise, then, that both studies call for a shift towards trauma-informed approaches to address the root causes of harassment, as well as tailored reporting channels with employees and timely communication, all of which aim to create a culture of respect and belonging that can “break the cycle” of distrust.

And the findings are there – as reported by HR Leader in June 2025, research by the Australian Human Rights Commission, including over 300 diverse Australian participants, recommended 11 key changes that can better address and minimise harassment in the workplace, again with a focus on “real action, accountability and cultural shifts”.

This idea is mirrored by Neall, a firm believer in shifting to strategies that make reporting “feel like a step towards positive change, not a risk to your wellbeing”.

And perhaps the shift needs to start at the core tenets of workplace conduct – as reported in October 2024, one in four business leaders still don’t know workplace sexual harassment is illegal.

Taking a step back from policy and punishment will provide space for “autonomy, competence and connections for victims who are already hurting”, Neall said.

This was supported by Woodyatt, who concluded that “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.”

The first 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.

The second paper, Tracing the Evolution of Workplace Sexual Harassment Reporting and Investigations, by Annabelle M. Neall, Charlotte Keenan, Isabella Belperio, Lydia Woodyatt, Jessie Jones, Indianna Marrone and Melanie Takarangi, was published in Work & Stress and Aggression and Violent Behavior journals.