Introduction <p>Academic scholarship on workplace sexual harassment has revealed vast differences in workplace-sexual-harassment victimization by individuals’ binary gender. However, fewer scholarly contributions have examined how victimization is patterned by other personal traits. This study provides a novel theoretical and empirical account of differences in sexual-harassment victimization and reporting by LGBTQ + status.</p> Methods <p>We generate novel evidence on these processes by drawing on unique data from the 2022 Australian Workplace Equality Index (AWEI) Employee Survey (<i>n</i> = 44,939 overall; 9806 LGBTQ +) and multivariable regression models.</p> Results <p>Our analyses reveal elevated risks of workplace-sexual-harassment victimization amongst LGBTQ + individuals, all else being equal. Victimization rates are particularly high amongst pansexual, queer, bisexual and gender-non-binary employees assigned female at birth. However, we observe few differences in the reporting of sexual-harassment experiences or in satisfaction with post-reporting employer actions.</p> Conclusions <p>LGBTQ + individuals are disproportionately exposed to workplace sexual harassment, particularly those who were assigned female and birth.</p> Policy Implications <p>Our findings underscore the need for continued investment in programs aimed at mitigating workplace sexual harassment and to ensure such programs operate hand-in-hand with LGBTQ + diversity-and-inclusion initiatives.</p>