De-Escalation training: From offices to factory floors
Workplace Violence
Despite the widespread rollout of workplace training programs, harassment and discrimination often remain under the radar — not because they don’t happen, but because employees don’t report them.
Traliant’s 2025 State of Workplace Harassment Report revealed that nearly half of employees (49%) say they would not report harassment at all if they couldn’t do so anonymously. Only 51% said they would be willing to report if they had to use their real name. Fear of retaliation, concerns about reputation damage and skepticism that leadership will take meaningful action keep many silent.
This silence carries a steep price. According to Gitnux, U.S. employers lose an estimated $22 billion annually to workplace sexual harassment through lost productivity. And when employees experience or witness misconduct without seeing it addressed, they are far more likely to disengage, quietly quit or leave altogether. Many also share negative experiences publicly, further eroding the employer brand.
Fixing broken reporting systems reduces risk and protects culture.
Why Anonymous Channels Build Trust and Increase Reporting
Anonymous reporting isn’t simply a compliance safeguard, it’s a trust-building mechanism. Report data highlighted striking generational gaps: 52% of Gen Z employees said they’ve witnessed workplace harassment in the last five years, compared to just 33% of Boomers. Yet Gen Z are also the least likely to report if they don’t trust the system, expecting far higher transparency, privacy and accountability from their employers.
Anonymous channels remove the fear factor. They let employees raise concerns early before they escalate into formal complaints, lawsuits or media headlines. And importantly, more reports don’t mean more problems; they mean more trust. Organizations often see reporting volume rise after implementing anonymous options — a sign that employees finally feel safe enough to speak up.
The Pitfalls of Ineffective Reporting Systems
Reporting channels buried in handbooks or only available through a manager often see almost no use. Policies may promise zero tolerance for retaliation, but vague language and inconsistent enforcement leave employees skeptical.
When employees report a concern and never hear what happened, it discourages future reporting and creates the perception that leadership doesn’t care. Even basic usability can be a barrier if systems aren’t mobile-accessible, intuitive or available in multiple languages.
How to Build Reporting Channels Employees Actually Use
The good news: HR leaders can take specific steps to build systems employees trust.
The most effective programs:
- Offer multiple intake paths — such as anonymous hotlines, digital forms, third-party platforms or QR-code posters — so employees can choose what feels safest
- Are anchored by clear anti-retaliation protections — including explicit policies and harassment prevention training for managers and employees
- Build transparency into the process — with clear timelines, regular status updates and outcome communications within the limits of confidentiality
Finally, leading organizations use reporting data as an early-warning system — tracking report volume, resolution times, and repeating issues to spot patterns. These insights strengthen training, policies and leadership behaviors over time.
Building Culture Through the Courage to Report
Anonymous reporting channels are often seen as a compliance checkbox, but they’re also powerful culture-shaping tools. Employees who trust their company to handle misconduct are more engaged, less likely to leave and more likely to refer others. They believe leadership will do the right thing.
For HR leaders, the message is clear: anonymous reporting isn’t optional anymore. It’s a frontline defense against legal, financial, and reputational risk and a crucial signal of trust to your workforce. If your organization hasn’t revisited how employees can raise concerns, now is the time. The silence is costing more than you think.
