Sex‑based harassment and other forms of sexual misconduct remain far too common in workplaces across the country — and Utah is no exception. Women experience these behaviors at dramatically higher rates than men, and the consequences reverberate far beyond the office door.

As a researcher who has analyzed thousands of Utah women’s experiences with discrimination and harassment, I see these patterns emerge in our data again and again.

National studies show that more than 80% of women report experiencing some form of sexual harassment or assault in their lifetime. Research from Harvard Business School found similar patterns among their alumnae worldwide, with many women reporting long‑term effects on their emotional well‑being, confidence and professional relationships.

Further, research consistently finds that states with deeper structural sexism, including Utah, create conditions where sexual harassment and other forms of misconduct are more common — and more easily dismissed. When gender inequality is woven into the broader culture, it becomes easier for harmful behaviors to be minimized, excused or ignored.

These harms are not abstract. When sexual misconduct goes unaddressed, it reinforces gender inequality, limits women’s economic mobility and weakens the health of our workplaces and communities.

Yet despite the seriousness of these experiences, reporting remains rare — not because women are indifferent, but because the costs of speaking up are often unreasonably high. Studies consistently show that women who report harassment face retaliation ranging from social ostracism to poor performance reviews, stalled career progress, involuntary transfers, and even job loss. Meanwhile, men who are accused of misconduct rarely face comparable consequences.

Utahns pride themselves on fairness, family values and community responsibility. But when women are punished for telling the truth — and when perpetrators face few repercussions — something is fundamentally broken. We cannot build strong workplaces or a strong state when silence is safer than honesty.

To understand why women who report sexual misconduct so often face harsher consequences than the men they accuse, researchers conducted a series of studies examining how bystanders and decision-makers respond when allegations surface. Their work sheds light on a troubling dynamic: The moral values held by “third-party” individuals — managers, human resources professionals and others who receive reports — can shape whether they instinctively side with the victim or the accused.

Across five studies involving more than 5,400 participants, the researchers explored how certain moral foundations influence credibility judgments and emotional reactions. They focused on what they call the “binding moral foundations” of loyalty, authority and purity — values that tend to emphasize group cohesion, respect for hierarchy and traditional norms. Participants who strongly endorsed these values were significantly more likely to view female accusers as disloyal or disruptive, and to feel sympathy for the male perpetrators. In contrast, the moral foundations of fairness and care, which might otherwise support victims, had far less influence among individuals who prioritized loyalty, authority and purity.

The pattern was striking. When a manager framed a woman’s report of misconduct as an act of disloyalty, anger toward the victim and sympathy for the accused increased sharply — but only among those who strongly adhered to the three binding moral foundations. When the same behavior was framed as loyal, the effect was minimal. In other words, the way leaders talk about allegations can either inflame or reduce bias, depending on the audience.

There is some good news: In all five studies, most participants expressed sympathy for victims. The backlash came primarily from a smaller subset of individuals whose moral worldview made them more likely to defend the accused and doubt the accuser. But because these individuals often hold positions of authority in workplaces, their reactions can have outsized consequences — shaping whether victims are believed, whether perpetrators are held accountable and whether reporting feels safe.

This research offers three important lessons.

First, even a small subset of employees can inflict real harm on victims — often believing they are acting morally as they do so.

Second, we must resist the reflex to doubt or blame those who report. False allegations are rare, and because retaliation is so common, most incidents of sexual misconduct are never reported; too many women suffer in silence or leave.

And third, in workplaces and communities where loyalty, authority and purity are especially strong moral expectations, women are less likely to be believed when they disclose sexual harassment, gender‑based harassment or sexual violence. Organizations must intervene fairly and consistently if they want reporting to be safe and accountability to be real.

Sexual misconduct is not a “women’s issue.” Women are disproportionately harmed, but the consequences ripple across entire organizations — damaging health, morale, performance and culture. Addressing it is not only the right thing to do; it is essential for building workplaces where everyone can thrive. Creating a culture where employees trust that leaders will believe and support them is foundational for any organization, which starts with a recognition that workplaces with rigid hierarchies and male‑dominated leadership are more vulnerable to misconduct.

Sexual misconduct harms far more than the individuals directly involved. It undermines trust, drives out talent and weakens the very communities and organizations we depend on.

Employers who take this issue seriously — and act on what the research makes clear — will build workplaces where safety, dignity and accountability are the norm rather than the exception.

Susan R. Madsen, Ed.D., is the Extension Professor of Leadership & Director, Utah Women & Leadership Project, Utah State University. She is also a women and leadership global thought leader, author, and speaker.

The Salt Lake Tribune is committed to creating a space where Utahns can share ideas, perspectives and solutions that move our state forward. We rely on your insight to do this. Find out how to share your opinion here, and email us at voices@sltrib.com.