Building a Speak-Up Culture: The Key to Preventing Sexual Harassment in the Workplace
Preventing sexual harassment in the workplace is a top priority for HR professionals, but simply having policies and procedures in place isn’t enough. If you want to create an environment where employees feel safe to speak up, it takes a deliberate effort to foster a culture built on trust, accountability, and open communication. In today’s fast-paced work environment, where every decision counts, focusing on what really makes a difference is crucial—creating a space where employees feel safe to report harassment without fear.
Here’s how you can build that kind of speak-up culture in your organization:
1. Start with Strong Leadership Commitment
Creating a culture where employees feel safe to report harassment starts at the top. Leadership must show, through actions not just words, their commitment to maintaining a harassment-free workplace. This means modeling respectful behavior and ensuring the organization’s zero-tolerance policy is upheld at all levels. When employees see their leaders taking harassment seriously, they’re more likely to follow that example.
2. Make Reporting Channels Clear and Accessible
To encourage employees to come forward, make sure your reporting options are simple, clear, and easy to access. Whether it’s an anonymous hotline, online portal, direct communication with HR, or a trusted manager, employees should know exactly how they can report concerns. Just as important—ensure that reports will be treated with confidentiality and that employees won’t face retaliation for speaking up. A safe, trusted reporting environment is critical for building that trust.
3. Foster a Culture of Trust and Transparency
Trust and transparency are the foundation of a speak-up culture. Regularly communicate your organization’s commitment to a safe and respectful workplace. Consider sharing anonymized data on harassment reports, how they were handled, and their outcomes. This helps employees feel confident that the process works. Creating feedback loops, like surveys or focus groups, also helps to ensure your reporting system aligns with employees’ needs.
4. Implement Comprehensive Training Programs
Education is one of your most powerful tools. Regular, mandatory training sessions that cover sexual harassment, bystander intervention, and how to report incidents are essential. Include real-life scenarios to make the training relevant and practical. It’s also important to train managers and HR professionals on how to handle complaints with sensitivity and in line with legal requirements.
5. Promote Psychological Safety
Psychological safety goes beyond just policies—it’s about creating an environment where employees genuinely feel they can express concerns without fear of backlash. An open-door policy, where employees know they can approach HR or management freely, fosters this safety. Also, be sure to recognize and praise employees who speak up, showing that their courage and honesty are valued.
6. Ensure Swift and Fair Investigations
When someone reports harassment, responding quickly and fairly is crucial. Delays or mishandling investigations can destroy trust and deter others from coming forward. Having a clear, impartial process for investigating reports—one that treats all parties with respect and confidentiality—will ensure people feel confident in the system. Protecting the reporter’s identity while ensuring due process for the accused is key to maintaining fairness and trust.
7. Provide Ongoing Support to Victims
Don’t let employees who report harassment fend for themselves after they come forward. Providing access to Employee Assistance Programs (EAPs), counseling, and other support shows the organization is committed to their well-being. Regular check-ins to ensure they feel safe and supported as they continue their work can also make a big difference in their recovery and trust in the company.
8. Regularly Review and Improve Processes
A strong speak-up culture isn’t static—it needs constant review and improvement. Regularly assess your reporting channels, training programs, and workplace culture to ensure they’re still effective. Gather feedback from employees and be willing to adapt as new challenges arise. This kind of continuous improvement shows that your commitment to a safe workplace is ongoing and sincere.
9. Cultivate Peer Support Networks
Encourage the formation of peer support networks or employee resource groups that focus on promoting respect and inclusion. These groups can act as additional channels of support where employees feel comfortable discussing their concerns. Mentorship programs also play a big role in this, providing employees with trusted leaders who can offer guidance and advocacy.
Conclusion
Building a culture where employees feel safe to report sexual harassment takes consistent effort, transparency, and a genuine commitment to change. When leadership sets the tone, reporting channels are accessible, training is thorough, and psychological safety is prioritized, HR professionals can create an environment where harassment has no place.
But it’s not just about preventing harassment—it’s about fostering a culture where trust, respect, and open communication thrive, helping everyone in the organisation feel empowered and supported. This is what strengthens the integrity of your workplace and sets your organisation up for long-term success.
About the Author: Paul Newman
Paul is Co-founder & CTO for Big 5 Assessments. He's worked in the Psychometric Testing industry for over 25 years. Paul is responsible for the day–to–day running of the business, but also for overseeing the technology side of the business. Paul has extensive experience in software development, product management, sales and marketing. In addition, Paul also has frontline recruitment & selection experience from sourcing and attracting candidates, assessing, screening, behavioural interviewing, offer management and resource planning as well as developing assessment centres and competency frameworks from scratch. 
