Why Most Harassment Cases at Work Go Unreported

Harassment in the workplace is a real problem that often goes unreported. There are many reasons why victims don’t speak up, but the most common ones are fear of retaliation and feelings of shame or embarrassment. Here are the consequences of unreported harassment, some reasons why people don’t report harassment, and what industry leaders can do to encourage more victims to speak up.

The Consequences of Unreported Harassment

When harassment goes unreported, victims suffer in silence. They may experience anxiety, depression, and sleeplessness. Their work performance may suffer, and they may even start to hate their jobs. In extreme cases, they may lose their jobs or be forced to quit.

Unreported harassment can also have consequences for employers. For one thing, it creates a hostile work environment. This can lead to high levels of absenteeism and turnover, as well as plummeting morale and productivity. What’s more, if an employer is found to be complicit in allowing harassment to go unchecked, they could be facing lawsuits and damage to their reputation.

Reasons Why People Don’t Report Harassment

Here are some of the reasons why people choose not to report harassment:

Fear of Losing Their Job

One of the main reasons people don’t speak up about harassment is because they’re afraid of losing their job. They may be worried that their harasser is in a position of power and can make things difficult for them at work if they speak up. They may also be worried about retaliation from their harasser or others at work. Industry leaders can help create a more open and safe environment by having policies in place that protect employees from retaliation if they report harassment. By creating a culture of safety and respect, we can encourage more people to come forward and help put an end to workplace harassment.

Not Knowing How or Who to Report It to

Another reason people don’t speak up about harassment is because they don’t know how or who to report it to. There may not be any clear policies or procedures in place, or the procedures that are in place may be too complicated. Industry leaders can help by making sure there are clear policies and procedures that are easy to understand and follow. This will give employees the confidence that their complaints will be taken seriously and acted upon swiftly. It is also important to provide employees with multiple avenues for reporting harassment, such as a hotline, an online form, or a confidential address. This will ensure that employees feel comfortable coming forward with their concerns.

Embarrassment or Shame

Harassment can be a very confusing and difficult experience to go through. Many people who experience harassment feel embarrassed or ashamed, and think it’s their own fault. They may feel like they did something to deserve it or that they could have prevented it from happening. It’s important for people to know that harassment is never their fault and that they have a right to speak up without fear of retribution. Industry leaders can help by making sure employees know that harassment is not tolerated and that they will be supported if they come forward. By creating a safe and supportive environment, we can help people who have experienced harassment to heal and move forward.

Not Wanting to Make a Fuss

Some people may not want to report harassment because they think it’s just part of working life. They may think it’s not worth it because nothing will be done about it anyway. However, this is not the case. Industry leaders can help by taking reports of harassment seriously and taking action to address the problem. Harassment should not be tolerated in any workplace, and by reporting it, employees can help to make your workplace safer for everyone.

What Industry Leaders Can Do to Combat Harassment

Industry leaders can also help combat harassment by:

• Creating an open and safe environment for employees to come forward with their concerns.
• Having clear policies and procedures in place for reporting harassment.
• Providing employees with multiple avenues for reporting harassment. These might include an anonymous hotline, a designated human resources representative, or even an independent third-party organization.
• Having a zero-tolerance policy for any form of harassment and making it clear that any such behavior will not be tolerated.
• Following through on all reports of harassment by investigating them thoroughly and taking appropriate disciplinary action against perpetrators.
• Providing training options that educate employees on what constitutes harassment, how to identify it, and how to report it.

Your One-Stop-Shop For Anti-Harassment Training

At showd.me, we understand the importance of having a safe and harassment-free workplace. That’s why we offer a variety of training options to help employees and managers know proper protocol in case of sexual harassment or discrimination. Our one-stop-shop for anti-harassment and discrimination training can help your company stay compliant with state laws and regulations. We also offer workplace safety training to help prevent accidents and injuries in the workplace. By offering regular training on these important topics, you can maintain a safe and healthy work environment for all your employees.

Request a demo today.