The upcoming Women’s Equality Day reminds us that women have made great progress in many areas, but still face gender discrimination in the workplace.

Discrimination in the workplace based on race, gender, age and sexual orientation disproportionately affects women. According to a recent Deloitte survey, 44 percent of women say they have experienced harassment, microaggressions or both in the workplace, yet only about a fifth of women who experience this behavior report it.

The lack of reporting contributes to the status quo of unsafe and toxic work cultures and hinders organizations’ ability to make necessary changes that would address workplace inequality, keeping systemic inequality deeply entrenched in many workplaces.

Reasons for lack of reporting

The main reasons women are hesitant to report incidents are retaliation, including punishment and potential damage to their careers, and a lack of anonymity and trust. In fact, 74% of all employees said they would be more willing to report problems if they could do so anonymously.

Retaliation is widespread. One study found that 68% of sexual harassment allegations and 42% of LGBTQ+ discrimination allegations filed with the EEOC included allegations of employer retaliation.

Surveys point to four problems. “First, women distrust grievance processes and rarely file complaints. Second, formal complaints rarely result in the harasser’s transfer or termination. Third, women who file complaints face retaliation—66% of them do, according to a survey of federal employees. And finally, the controversial grievance process itself can harm victims; studies comparing women who file complaints with women who remain silent show that women who file complaints have worse career, mental health, and health outcomes.”

According to the EEOC, “There is an urgent need for companies to create an environment where all employees feel safe, valued and heard. Establishing robust anonymous communication channels, comprehensive training and a zero-tolerance policy toward harassment and retaliation can pave the way for a more inclusive and respectful workplace culture. Anonymity eliminates the fear of retaliation, which is undoubtedly a major barrier to reporting incidents.”

A toxic corporate culture also plays a role in low reporting rates: In one study, 53% of employees cited a hostile work environment as a reason for not reporting.

Achieving gender equality requires creating a safe environment and improving the way employees report incidents they experience or observe.

I recently spoke with Jennifer Pope, co-founder of WorkShield, to better understand the challenges both employees and employers face when reporting incidents of harassment and discrimination, as well as potential solutions. Work Shield offers a comprehensive approach to reporting that includes 24/7 access to report by phone, online, or app.

One problem with filing complaints is that they may not be the highest priority for those responsible, leading to delays in investigation and resolution. Pope comments: “These delays can result in misconduct going unpunished or frustrating the employee who reported the issue, increasing the risk that they will take further action.”

According to Pope, trust in reporting is crucial. The data she collected shows that “employees are more willing to self-identify when employers offer a solution that includes secure reporting to an impartial third party.” Pope continued, “Over 85% of our total incident reports come from employees who are not afraid to reveal their identity. Among them, 56% are women, suggesting that women feel encouraged to sign their reports with their names when they have trust in the reporting system. She added, “Among the 15% who choose to report anonymously, about 53% are women.”

Benefits of increased reporting

When employees feel safe and heard, they are more likely to feel valued and empowered, which can significantly increase morale, productivity and retention. The access to data provided to employers through reports gives them the information they need to support systemic change.

Greater trust in the process also leads to increased reporting rates, providing the company with insight and data on workplace misconduct.

Pope spoke about the benefits of increased reporting. “It promotes a safer and fairer work environment, encourages employees to speak up without fear, and promotes transparency and accountability within the organization. This trend is particularly relevant to creating workplaces where women feel safe and supported when reporting misconduct.”

Pope told me that transparency “enables employers to identify trends, pinpoint hot spots and make strategic decisions to address and prevent problems.” She continues, “This process helps reduce reputational risk and the risk of legal claims and settlement fees, saving companies significant costs.”

The #MeToo movement has raised awareness about cases of discrimination, harassment, microaggressions and mistreatment of women in the workplace. Now is the time for leaders committed to gender equality to work to create a safe environment for all employees and look for solutions to improve the reporting process and eliminate fear of retaliation and mistrust.

Bonnie Marcus, M.EDis the author of Not done yet! How women over 50 can regain their confidence and gain power in the workplace And The politics of promotion: How successful women get ahead and stay at the top. Bonnie is an executive coach and speaker and also hosts the podcast Cool women of all ages.