You may think that urging employees to report abusive behavior is enough to address misconduct. It’s not. Who reports abuse matters just as much as what gets reported—especially when evidence is thin. Without changes to how reports are handled, organizations risk reinforcing bias rather than fixing it. Here’s what to do differently.

Recognize credibility bias. When reports lack clear evidence, credibility becomes subjective—and women’s reports are often taken less seriously. The solution isn’t to demand more proof, but to redesign how reports are evaluated so bias can’t skew outcomes.

Redesign the evaluation process. Separate report receivers from evaluators. Managers shouldn’t decide which reports move forward. Route all cases through a centralized, trained team that follows clear, formal guidelines.

Standardize and anonymize. Use a consistent process that strips away identifying details. This helps remove assumptions based on gender, role, or seniority, and ensures anonymous reports are judged fairly.

Commit to follow-up. Every report—regardless of who submits it—should receive formal, documented follow-up. Timely updates build trust and signal accountability.

Offer safe, flexible reporting paths. Give employees options beyond their manager. Use both reactive channels (like hotlines) and proactive ones (like surveys) to uncover issues early.

Adapted from Research: Women’s Complaints of Workplace Abuse Get Ignored More Than Men’s by Tim Kundro et al.

Spread the love