Responding to concerns and supporting someone who speaks up

When someone reports sexual harassment, the immediate response shapes what happens next. A poor reaction can increase distress, deter further reporting, and leave the person feeling blamed or unsafe. A good response does not require immediate solutions, but it must be respectful, take the concern seriously, and lead to appropriate action.

What every team member should know

If a colleague, staff member, or worker tells you something has happened, listen properly. Do not laugh it off, interrogate aggressively, or suggest they are overreacting. Even without all the facts, treat the concern seriously.

• Listen calmly: let the person describe events in their own words.
• Do not minimise the concern: avoid dismissing it as banter, flirting, or a misunderstanding.
• Acknowledge the impact: recognise that the behaviour may have been upsetting, distressing, or frightening.
• Be honest about next steps: do not promise absolute secrecy if the matter may need escalation.
• Think about immediate support: if the person feels unsafe, help them contact the appropriate manager or reporting route rather than leaving them to manage it alone.

Certain responses can make things worse. Avoid language that minimises the incident, assigning blame, treating the matter as gossip, or suggesting the person should handle it alone.

Responding well also involves immediate workplace safety. This may include reducing contact with the person involved, supporting the individual to make a report, or helping them access internal or external support services.

If someone raises a concern with you

A good first response is calm, respectful, and serious. Listen properly, do not minimise the concern, consider immediate safety, and help the person access the correct reporting route.