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. 2025 Sep;40(17-18):4203-4225.
doi: 10.1177/08862605241285994. Epub 2024 Oct 8.

Workplace-Sexual-Harassment Victimization and Employee Wellbeing Among LGBTQ+ and Non-LGBTQ+ Employees

Francisco Perales  1 , Alice Campbell  1 , Nicki Elkin  2
Affiliations

Workplace-Sexual-Harassment Victimization and Employee Wellbeing Among LGBTQ+ and Non-LGBTQ+ Employees

Francisco Perales et al. J Interpers Violence. 2025 Sep.

Abstract

Workplace sexual harassment represents a critical risk to contemporary organizations, with evidence indicating that its prevalence is increasing. Research has consistently demonstrated that workplace-sexual-harassment victimization exerts negative impacts on employees' health and wellbeing. However, no empirical studies have examined how these impacts vary by lesbian, gay, bisexual, trans, and queer (LGBTQ+) status. In this study, we leverage a unique survey dataset (2022 Australian Workplace Equality Index Employee Survey, n = 44,943) and random-intercept, multilevel regression models to estimate the relationships between workplace-sexual-harassment victimization and employee wellbeing. Expanding on earlier studies, we consider how these relationships vary between LGBTQ+ and other employees, across domains of employee wellbeing, and with the timing of sexual harassment. Our results reveal large, negative, and statistically significant impacts of sexual harassment on employee wellbeing. The impacts are comparatively larger for LGBTQ+ employees and recent harassment experiences, and manifest across all domains of employee wellbeing. These findings underscore the urgent need for holistic programs to combat workplace sexual harassment, and the importance of connecting these programs with diversity and inclusion initiatives.

Keywords: Australia; LGBTQ+; health; sexual harassment; wellbeing; workplaces.

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Conflict of interest statement

Declaration of Conflicting InterestsThe author(s) declared a potential conflict of interest (e.g., a financial relationship with the commercial organizations or products discussed in this article) as follows: Nicki Elkin is employed by ACON Health, a not-for-profit organization that collects and manages the Australian Workplace Equality Index Employee Survey data used in this study. This role, however, has no bearing on the objectiveness of their contributions toward the present study.

References

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