A new questionnaire designed to identify workplace cultures that silence sexual harassment complaints has been developed by researchers who say traditional reporting systems overlook crucial interpersonal dynamics that enable misconduct.
“Silencing” behaviours—including discouraging colleagues from speaking up or making excuses for inappropriate conduct—are significant yet under-examined drivers of workplace sexual harassment, according to researchers from Canada’s Athabasca University and partner institutions.
The study argues that conventional workplace policies rely too heavily on victims and bystanders reporting incidents, and need to address the “interpersonal mechanisms through which silence takes form.”
This encompasses more than whether victims, perpetrators, witnesses, managers and colleagues remain silent—it includes whether they actively fail to listen or silence those attempting to raise concerns.
Working with subject-matter experts, the researchers created a 12-item questionnaire to measure “signals of silence” that allow sexual harassment to persist within organisations.
The assessment tool asks employees whether sexual harassment incidents in their workplace are typically followed by most people: staying quiet about what occurred; silencing others by discouraging them from expressing concerns; or failing to listen by ignoring issues or justifying negative behaviours.
The study surveyed nearly 4,000 workers, including a cohort from policing—an industry recognised for elevated harassment rates—and found these silencing behaviours correlated with higher workplace sexual harassment prevalence.
“We show that these silence signals are broader than individual victims withholding complaints; they also involve others attempting to silence victims and, when those attempts fail, gaslighting victims and not listening to them,” the researchers state.
“When harassment occurs, employees read the reactions, advice, and subtle interpersonal signals from their colleagues. These cues are often informal and nuanced, making them difficult to detect, yet they profoundly shape perceptions of what is normative or expected behaviour.”
“Signals of silence not only work against reporting but also fuel further sexual harassment (and other forms of mistreatment).”
Sexual harassment frequently continues as an “open secret” within organisations, the researchers observe.
Class action litigation and internal investigations repeatedly reveal widespread knowledge of misconduct within organisations, yet existing systems fail to “surface or address it.”
“Notably, within Hollywood, an investigation exposed that the now notorious producer Harvey Weinstein engaged in sexual harassment for over 30 years, enabled by a pervasive code of silence.”
Employers can adopt the questionnaire as a diagnostic tool to “assess work environments that ‘hush’ the problem of harassment,” the researchers suggest.
Ethical supervisors counter silence signals
The study’s police sector component revealed that “ethical” supervisors counteracted the damaging effects of silence signals.
“Our findings suggest that ethical supervision can provide potent countersignals, potentially mitigating the harmful interpersonal dynamics surrounding harassment, signalling that speaking up is valued, and positively influencing employee experiences,” the researchers explain.
They recommend employers verify workers have demonstrated track records of fair treatment, clearly communicating behavioural expectations, and holding individuals accountable for mistreating others before entrusting them with leadership responsibilities.
“Prior research suggests that character traits such as honesty, humility, empathy, and the courage to confront unethical behaviour (like sexual harassment) are key strengths of ethical leaders.”
Well-designed leadership training based on assessed needs and soft-skill development can enhance leader effectiveness, previous research demonstrates.
Conversely, leaders who avoid accountability, discourage complaints, or respond dismissively can reinforce silence signals, the researchers caution.
