Silence protects no one: Why reporting work-related violence and aggression matters

Reporting incidents of work-related violence or aggression is an incredibly powerful tool that workers and organisations have to build safer, healthier work environments. But reporting alone isn’t enough. To truly create systems-change for your workplace, it must be the start of a broader cycle of action, learning, and improvement.

Many workers hesitate to report violent or aggressive incidents. Some feel it’s just part of the job, while others see the reporting process as time-consuming or doubt that it will lead to change. At times, stigma or discouragement can further silence voices.

This under-reporting has real consequences. It means organisations underestimate the scale of the issue, leaving blind spots in their understanding of risk – both physical and psychological. When incidents are normalised or hidden, the opportunity to address hazards at their root is lost.

Every report provides critical data. It helps organisations identify trends, hotspots, and underlying drivers of aggression or violence. Most importantly, it gives voice to the lived experiences of staff. That voice should never disappear into an online system without acknowledgment, response and action.

Workers feel valued when reports lead to clear communication, visible follow-up, and tangible action. A lack of genuine engagement with the data, it risks becoming static numbers rather than personalised support and the start of change.

Encouraging reporting is only the first step. The real shift comes when organisations:

• Close the loop – acknowledge reports, keep staff updated, and demonstrate how issues are being addressed.
• Act on the data – use trends to inform staffing models, security protocols, environment and job design, and systems focused prevention strategies.
• Provide support – ensure staff have access to appropriate and tailored support (e.g. debriefing, psychological care) and safe avenues to raise concerns.
• Build trust – demonstrate that every report matters and contributes to a safer, more respectful workplace.

When reporting becomes a pathway to real change, workers are more likely to speak up, leaders are better equipped to respond, and organisations strengthen their culture of safety and care.

The goal is not just to collect data, but to utilise it for prevention, protection, and support. Reporting is the beginning – and when paired with action, it becomes one of the most effective tools we have to create workplaces where violence is not tolerated, and psychological health and safety is prioritised.

Learn  more about how Mapien utilise psychological health and safety frameworks to help organisations understand and address the impact of workplace violence and aggression here. Should you have any questions, please reach out to our team below.

1. Safe Work Australia. (2023). Psychosocial hazards and risk: Code of practice.
2. Safe Work Australia. (2021). Work-related psychological health and safety: A systematic approach to meeting your duties.
3. Mayhew, C., & Chappell, D. (2007). Occupational violence: Types, reporting patterns, and variations between health sectors. Journal of Occupational Health and Safety.
4. International Labour Organization (ILO). (2022). Safe and healthy working environments free from violence and harassment.