Addressing the Gap Between Reporting and Prevalence of Bullying
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Bullying and harassment remain significant challenges across education and workplace environments, yet reporting levels continue to fall far below actual prevalence. In many cases, people do not stay silent because reporting routes are unavailable, but because they are unsure whether they will be believed, supported, or safe after speaking up.
In this on-demand webinar, Gemma McCall and Vicki Baars explore the complex relationship between reporting, trust, culture, and psychological safety. The session examines why organisations can have policies and processes in place, but still struggle to create environments where people feel confident coming forward.
Drawing on insights from higher education and broader workplace culture practice, the discussion looks at what organisations can do to better understand barriers to reporting and take meaningful, proactive steps to address them.
Throughout the webinar, Gemma and Vicki discuss:
- Why bullying and harassment are often underreported
- The impact trust and organisational culture have on reporting behaviour
- How data and reporting insights can help organisations identify patterns and areas of concern
- The role of consistent, everyday actions in building psychological safety
- Practical ways to strengthen engagement, trust, and confidence in support systems
The session also explores how organisations are using data-led approaches to move beyond reactive responses and take earlier, more informed action to support their communities.
Whether you work in higher education, HR, safeguarding, EDI, people and culture, student support, or organisational leadership, this webinar offers practical insight into creating safer, more responsive environments where people feel heard and supported.
Watch the webinar on-demand to learn how organisations are closing the gap between the prevalence of bullying and the number of people who feel able to report it.
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What we're reading
Latest insights from the front lines of workplace culture.
The Junior-Senior Speak-Up Divide: What the Data Reveals About Hierarchy and Silence
Speaking up about workplace misconduct shouldn’t depend on where someone sits in the organisational chart. But as shown in The Culture Shifters Annual Report 26/27, it does. Junior employees are twice as likely as senior leaders to believe that speaking up is "pointless," with 54% holding this view compared to just 27% of senior leaders.
Why Collecting Misconduct Data Isn't Enough to Meet the New All Reasonable Steps Duty
Our co-founder and CEO, Gemma McCall, has written a piece for The HR Director exploring one of the most persistent gaps in workplace misconduct management: the space between collecting data and actually using it.
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The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
