Study Finds Women’s Workplace Complaints Are Taken Less Seriously Than Men’s

Workers are often encouraged to speak up when they experience harassment, discrimination or mistreatment. Reporting employment issues is meant to lead to action that improves the workplace and protects employees. New research, however, shows that complaints are not always treated equally.

According to a study published in the Harvard Business Review, women’s complaints are less likely to result in corrective action compared to identical complaints made by men. The difference is even greater when there is no clear evidence, such as emails or messages, which is common in many workplace disputes.

California law requires employers to investigate reports of misconduct and respond fairly, no matter who files the complaint. What happens, though, when workers’ concerns are dismissed or ignored?

What the Study Found

Researchers analyzed thousands of workplace complaints, including data from federal employees, and ran controlled experiments to see how gender influenced judgments about a person’s credibility. In one experiment, participants were asked to evaluate identical reports of misconduct. The only difference was the reporter’s gender.

Even though the content of the complaints was the same, participants were less likely to escalate complaints made by women. The findings showed that women’s reports are “significantly less likely than men’s to be seen as credible.” This was the case even when accounting for factors such as the worker’s job title and type of workplace abuse.

Complaints from women and men were treated equally when additional evidence, such as written communication, was included with the allegation. The researchers said that “longstanding stereotypes” about women being “more emotional or less objective than men” continue to shape how workplace complaints are handled. The study appears to confirm what many women already experience. Their concerns may be dismissed, minimized or quietly set aside before a proper investigation occurs.

Protections for California Workers

California law provides clear protections for workers who experience harassment or discrimination. The Fair Employment and Housing Act (FEHA) prohibits harassment based on sex, gender or gender identity, as well as many other protected characteristics such as race, disability and age. When an employer dismisses a complaint because of a worker’s gender, it may be considered unlawful discrimination.

Employees are also protected from retaliation when reporting workplace misconduct. Retaliation can include firing, demotion or other negative actions that make a worker’s job harder. Employers that fail to investigate complaints or punish workers for raising concerns may be violating FEHA protections.

Additionally, employers are required to provide sexual harassment prevention training and maintain accessible, transparent reporting procedures in the workplace. However, even when systems exist on paper, the way managers apply them can determine whether complaints are truly taken seriously.

The Importance of Evidence

The research shows that supporting evidence plays a key role in how complaints are handled. Emails, text messages and witness accounts increase the likelihood of a complaint receiving proper attention. Workers should keep written records when reporting workplace harassment or discrimination. Additionally, it’s essential to hold onto copies of your complaints.

That said, not every form of misconduct leaves a paper trail. Harassment or unfair treatment can happen in private or through subtle patterns that are difficult to document. Workers should know that they don’t need written proof for an employer to be required to investigate wrongdoing. Every complaint deserves a fair review, regardless of initial supporting evidence.

Building Fairer Processes

The study highlights steps employers can take to reduce bias. Separating the people who receive complaints from those who evaluate them ensures decisions are based on facts rather than assumptions. Standardizing evaluation procedures and following up on every complaint also builds trust that reports will be treated fairly.

For California workers, these findings underscore why legal guidance can be essential. If an employer dismisses complaints or fails to act, employees may face ongoing harassment or retaliation without recourse. Women, in particular, may face skepticism that prevents their complaints from being taken seriously. Employees deserve workplaces where all complaints are treated fairly, regardless of who raises them.

Contact the San Francisco Employment Lawyers at McCormack Law Firm

If your complaints about harassment, discrimination or other workplace misconduct have been ignored, or if you have faced retaliation for speaking up, you may have legal options under California law. The San Francisco employment lawyers at McCormack Law Firm are dedicated to helping workers have their voices heard and hold employers accountable for wrongdoing. Contact us today for a free initial consultation to learn more.

Disclaimer: This article is for information purposes only. McCormack Law Firm is not involved in this study.