Susan Fowler’s blog post detailing the sexual harassment she experienced at Uber was remarkable for many reasons.

In this second article collaboration, we again team up with Kate Le Gallez from Culture Amp to explore why people don’t report sexual harassment in the workplace. Original article first published here.

Among the reasons Susan Fowler’s post was remarkable was her cool recitation of the unacceptable actions of her manager and her meticulous account of how both HR and upper management actively ignored her complaints and instead turned on her. But perhaps the most remarkable thing is that Fowler spoke up at all – first internally and then externally. She is certainly in the minority. A 2012 survey by the Australian Human Rights Commission (AHRC) reported that only 20% of respondents who experienced sexual harassment actually made a formal complaint. A YouGov survey reported similar figures in the US. In this article, the second in our series on sexual harassment with Nathan Luker from Your Call, a whistleblowing service provider, we’ll look at some of the reasons why victims of sexual harassment so often decide not to make a formal report.

Luker concedes this is still a common and open question. “Some of the headline reasons are a lack of support and protection,” he says. “People may not feel comfortable speaking up when there’s a lack of robust policies, procedural rigor or reporting frameworks. Also, when there’s a perceived or actual lack of consequences, lack of commitment from leaders or the feeling the perpetrator won’t get caught because there won’t be a thorough investigation, people don’t feel safe reporting wrongdoing.”

Luker and the Your Call team have also seen people be held back by feelings of personal guilt about the incident, feelings that they somehow caused or contributed to the behavior of the perpetrator. This response is troubling and speaks to how sexual harassment continues to be viewed in wider society. However, it’s not something that we’ll be focusing on in this blog.

Here, we’ll look at how a lack of protection and lack of support in the workplace, underpinned by culture, can impact the decision to speak up.

Lack of protection

When we talk about lack of protection, we’re really talking about a lack of formal policies and procedures in place to protect victims of sexual harassment. How these frameworks are actually practised is a very different question and something we’ll discuss more below.

The vast majority of organizations (around 98%) do have sexual harassment policies in place, however, smaller businesses and startups can lag in setting up appropriate protections.

Often, the focus is elsewhere in the early years of a business. “For a fast-growing or early-stage business, the focus is usually on scale, hitting targets and creating fun physical working environments to attract top talent,” says Luker.

“These elements are important, and contribute to culture and performance, however leaders need to be careful robust policies and procedures don’t get overlooked.”

There’s really no excuse for not having the frameworks in place – being able to work in a safe workplace, free from sexual harassment is a basic human right. There’s plenty of guidance out there on how to establish appropriate frameworks, including from the Australian Human Rights Commission and the US Equal Employment Opportunity Commission.

Lack of support

Even when formal policies and procedures are in place, Fowler’s story shows this isn’t enough, which Luker confirms with his own experience. “Despite formal policies being present, in reality there may be a lack of support for individuals, information may not be handled appropriately to ensure confidentiality and proper protections may not be afforded,” he says.

“Individuals who choose to speak up need to feel confident they’ll be protected and supported, that their career path won’t be jeopardized and they’ll avoid any retaliation or victimization.”

A lack of support can impact individuals in different and complex ways. As Luker explains in an example leading an organisation to contact Your Call, “One woman who was continually propositioned in the workplace was surprised by the behavior and inaction of management after reporting the incident. This was a modern, early-stage business, experiencing fast growth, employing young and smart people and it shows how wrongdoing can occur in all environments. As the perpetrator was a team leader, the individual didn’t feel comfortable reporting the incidents internally. There was no support system or anonymous external avenue to speak up.”

In addition to the lack of support at work, she was wary of the impact of speaking out on her loved ones. “She was concerned about her loved ones finding out and it created another barrier to reporting. This fear about how she’d be perceived in her personal life and the fear of speaking up internally could have been remedied with support mechanisms like an Employee Assistance Program and adequate reporting pathways,” Luker says.

One reason for this may be that leaders in fast-growth organizations, including the CEO/founder, may not have been trained to handle misconduct. Depending on what stage the organization is at, the HR function may also not be fully developed and may lack the expertise to deal with sensitive incidents.

“CEOs/founders of early-stage businesses may not have been exposed to misconduct in the past. So they often haven’t had the opportunity to build the skills necessary to adequately receive a complaint, impartially assess the facts, apply procedural fairness and conduct an investigation. When mixed with an incomplete HR function, this can reduce the number of proactive measures in place to detect inappropriate workplace behavior, increasing their personal liability and the organization’s commercial and reputational risk,” says Luker.

The challenges of scaling a business or moving between similar size/type organisations can also come into play, explains Luker. “A CEO/founder may go through a five-year period not needing to deal with an incident, and this can lead to complacency. Then, all of a sudden, there’s an allegation and they don’t have the ability to adequately respond, potentially leading to serious repercussions.”

Because of this, it’s important to go beyond simply putting paper-based policies and procedures in place. The rights and philosophies that those frameworks set out need to be lived so that individuals feel like they have the support to come forward and that their allegations will be taken seriously.

This may involve formal training for both leaders and employees alike to make sure there’s a common understanding of what constitutes sexual harassment in the workplace and how reports should be handled. But it’s also very much a cultural issue, especially when a claim clashes with other dominant aspects of the culture, like high performance.

The role of culture

The issue of culture was right at the heart of Fowler’s blog post. While policies and procedures were in place at Uber, the behavior of both HR and management, and in particular, the apparent priority given to ‘high-performing’ perpetrators, revealed how a toxic culture quickly overrides what’s on paper.

Just like support, culture’s impact is complex. There’s the internal culture to consider, but layered on top of this is the external culture which has historically preferenced men (usually white) over women and other minority groups. We’ll focus on internal culture here, but the impact of the external environment can’t be ignored.

It starts at the top. “The leadership aspect is critical,” says Luker. “If leaders aren’t walking the talk, whether explicitly or implicitly, they’re not demonstrating commitment to the organization’s values and approach to wrongdoing. This can corrode an individual’s trust and can make sexual harassment go unreported.”

Culture Amp CEO Didier Elzinga emphasizes how culture is often built on the little things. “Throwaway comments like a senior male partner saying to a junior male: ‘when you have kids, the office is your friend’ set up particular expectations and a view of how you run your life,” he says.

“The worst things are the systemic comments and behaviors, where you think, ‘well, it’s actually not surprising that it happened’, because all the way along things are setup to create that type of behavior. That’s the stuff an organization has to focus on, the stuff you have to fix,” says Elzinga.

For companies in the start-up and scaling phases, this can be a real challenge, especially as a ‘win at all costs’ mentality can start to dominate. “The challenge for a lot of companies is that at some point they have to sit down and go, ‘what do we care about more than just winning, and what will we be willing to lose?’

“It’s through thoughtfully answering that question that I think you end up building bigger, more sustainable, longer-term companies, because you’ve actually found something that gives the organization purpose beyond just winning. It’s not that you’re not going to win. You still want to win, but it’s about saying ‘if we can’t win on that basis, we won’t win’,” says Elzinga.

In the next post in this series, we’ll look at how organizations can build a reporting culture.