Harassment Awareness Pulse — sample HR / management dashboard
SAMPLE — DEMONSTRATION ONLY. Sample output. Fictional data, shown to illustrate the format only. No real participant, organisation or result appears here.
Speak-up pulse insights
Group results from the Sexual Harassment Awareness Pulse. Group results only. Individual answers are never shown, and any selection below the minimum group size is hidden.
Organisation
Break down by
Response rate
Responses
62
People who took part
Invited
94
People asked to take part
Well below the level expected for a safe, confident workplace.
Weaker than expected — worth attention before it worsens.
Weaker than expected — worth attention before it worsens.
Weaker than expected — worth attention before it worsens.
Weaker than expected — worth attention before it worsens.
Indicative — based on one question.
In line with expectations.
Response reliability — not a workplace outcome
Enough of the invited group replied for these results to be read with confidence.
AI pattern analysis
Only the group percentages above are analysed. Comments, names and individual answers are never sent.
Recognition & Awareness
People are unsure which behaviour crosses a professional line, so problems are noticed late or not at all.
What helps: Short scenario-based sessions, plain-language policy refreshers and manager briefings work better here than long legal training.
Speak-Up Confidence
People may see something and still stay quiet. This is about fear of consequences, not about whether anything happened.
What helps: Make escalation routes safe and named, brief managers on how to receive a concern, and offer a confidential advice channel outside the line manager.
Trust & Fairness
People doubt that a concern would be handled impartially or kept confidential. Low trust suppresses reporting even where awareness is high.
What helps: Publish how a concern is handled end to end, restate anti-retaliation protection, and show that the Inquiry Committee is properly constituted and independent.
Workplace Climate & Norms
Behaviour that crosses a line is tolerated or laughed off, and challenging it feels risky.
What helps: Focus on leadership behaviour, explicit team norms, bystander intervention skills and holding managers accountable for what they allow.
Reporting Readiness
People would not know where to go or whom to contact if they decided to raise something.
What helps: Make reporting routes and Inquiry Committee contact details visible where people actually look, and set out the steps and timelines plainly.
Manager / Bystander Response
People do not expect a manager to address inappropriate behaviour at the time.
What helps: Build manager capability: what to say in the moment, what to escalate, and to whom.
Participation
A low response rate limits how far these results can be read across the workforce. It is a reach caveat — not evidence that risk is high.
What helps: Review how the pulse was communicated, when it was sent, who could access it, and repeat the anonymity assurance before the next round.
These results describe awareness, confidence and perceptions. They do not establish that harassment has or has not occurred, and no figure here relates to an identifiable person.
Chose the response that reflects the standard · 62 responses
Chose the response that reflects the standard · 62 responses
Chose the response that reflects the standard · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Answered favourably · 62 responses
Chose the response that reflects the standard · 62 responses
What would most stop someone raising a concern here?
- Fear of retaliation39%
- Not being believed26%
- Not knowing where to go23%
- Nothing would stop me13%
62 responses
People are generally respectful, but nobody is sure who the committee members are.
More training for line managers would help.
The pulse produces no individual score, band, ranking or personal report. Groups below the minimum size are suppressed, and comments are never attributed.