Women’s reports on workplace abuse often underestimated

Author Moonshot.news

Published on: 10/06/2025

Women’s reports about workplace abuse are significantly less likely than men’s to be seen as credible, according to a new research report. “This reflects long-standing stereotypes that women are more emotional or less objective than men”, the researchers write in Harvard Business Review.

Our research shows that whether a report leads to corrective action doesn’t just depend on what is reported, but also who is doing the reporting, they write.

An analysis of thousands of workplace reports found that reports made by women are less likely to be taken seriously than identical reports made by men. 

“This gap is widest when reports lack supporting evidence, something our data show is especially common in workplace abuse cases.”

“When a report lacks clear evidence, decision-makers tend to fall back on judgments about credibility. Our research shows that women’s reports are significantly less likely than men’s to be seen as credible. This reflects long-standing stereotypes that women are more emotional or less objective than men.”

Their advice to get a more fair system: 

1. Separate report evaluators from report receivers. Managers shouldn’t decide which reports to act on. All allegations of abuse should be forwarded to a trained, centralised entity—regardless of the manager’s personal judgment. Separating intake from evaluation helps ensure decisions are based on evidence, not assumptions.
2. Standardise how reports are evaluated. Create a consistent, formal process for assessing all reports of abuse or misconduct. One effective strategy is to redact identifying information (e.g., name, gender, role) to reduce the influence of identity-based assumptions and eliminate penalties tied to anonymous reporting.
3. Commit to following up on every report. Establish a clear policy that all reports—regardless of who makes them or how much evidence is provided—will receive a formal, documented follow-up. An effective system will not only provide updates to reporters, but do so in a timely manner.
4. Create alternative and protected reporting channels. Ensure employees don’t have to rely solely on their manager to raise concerns. Offer multiple, safe pathways for reporting. For example, considering creating reactive channels (i.e. formal whistleblowing hotlines) and proactive channels.
5. Support reporters with follow-up tools. Give reporters the option to provide additional information after their initial report and make it easy for others to add corroboration if they witnessed similar events.

The research is presented by Tim Kundro, assistant professor of organisational behaviour at the University of North Carolina,  Alyssa Tedder-King, assistant professor of management and organisation at the University of Maryland’s Robert H. Smith School of Business, Olivia Walker, PhD candidate in organisational behaviour at the University of North Carolina and Marissa Shandell, PhD candidate in organisational behaviour at The Wharton School at the University of Pennsylvania. 

A recent EU-wide survey from Eurostat, EU Agency for Fundamental Rights (FRA) and EIGE shows that 31% of working women have experienced sexual harassment at work, rising to 42% among young women aged 18 to 29.

“Work-related psychosocial risks, including sexual harassment, put a huge financial burden on the European Union as a whole, including lost workdays, healthcare and other indirect costs”, the EU report says.

In 2013, a European Commission report estimated these costs at €617 billion a year in the EU, including €273 billion due to absenteeism and presenteeism, and €242 billion from lost productivity.

“Preventing harassment requires more than just policy, it demands leadership and commitment to cultural change in the workplace”, the report says.

Practical measures businesses are encouraged to implement include:

• Zero-tolerance policies actively supported by management.
• Regular training for all staff and specific guidance for supervisors.
• Confidential counselling services and independent grievance committees.
• Clear procedures to report incidents without fear of retaliation.
• Updates to workplace policies to also tackle online harassment, such as trolling, sexting or cyberstalking.

“Management and HR teams should take the lead. Enforce robust policies and foster a respectful, inclusive culture where dignity at work is non-negotiable”, the EU report says.