Victims’ silence and workplace power imbalances hinder reporting of sexual harassment

Sexual harassment in the workplace is widespread but often goes unreported, hampered by victims’ silence, power imbalances and fears tied to unemployment, the Democratic Alliance’s labour spokesperson has told media.

Silence and fear cited as main barriers

Michael Bagraim said sexual harassment is “commonplace and unfortunately seldom reported or punished.” He told reporters that the trade union movement also struggles to prosecute sexual harassment successfully and that reports of jobs being offered in return for sexual favours are a continuing problem.

“Even the trade union movement has enormous difficulty in being able to prosecute sexual harassment successfully. It is also a common practice to hear of people applying for jobs and being given jobs in return for sexual favours,”

Bagraim said unemployment in South Africa makes it difficult for women to complain about harassment and that the problem is worsened by the power differential between management and staff. He also said some men in the workplace believe it is their right to demand sexual favours.

“On the other hand, many individuals use the accusation of sexual harassment to get back at managers who are trying to discipline staff. I have been involved in cases of sexual harassment,”

Psychological impact and workplace culture

Clinical psychologist Arthi Sukhdeo said victims who speak out can face secondary victimisation from colleagues, and that workplace behaviour mirrors violence and insecurity present in wider society.

“If South Africans are subjected to horrific violence in their homes, unfortunately the workplace environment will inevitably reflect the violence and insecurity present in wider society. Violence doesn’t stop at the front door – it follows people into the workplace,”

Sukhdeo framed sexual harassment as a significant psychosocial concern that can harm emotional well‑being, dignity and the ability to function at work. She listed examples of behaviours that may constitute harassment: inappropriate comments, sexualised banter, unwanted physical contact, intrusive gestures, hugging, sitting on someone’s lap or placing an arm around someone’s waist without consent.

Boundaries, consent and organisational response

Sukhdeo emphasised that harassment is about the effect of behaviour on the recipient rather than the initiator’s intent. She said workplaces should promote clear professional boundaries and create cultures where employees can raise concerns without fear of retaliation, intimidation or blame.

“Intent doesn’t excuse crossing boundaries. Everyone deserves to feel safe and respected at work.”

She added that a psychologically healthy workplace requires respect for physical and interpersonal boundaries, appropriate professional communication and consistent organisational processes for addressing allegations irrespective of gender or seniority.

Reporting and accountability

Bagraim said the long-standing silence from abused women has been a central problem, though he noted there is growing encouragement for people to come forward. The need for effective reporting and accountability mechanisms at workplaces is implied by both speakers’ comments.