No. Indeed, confidentiality in relation to the particular complainants would be incredibly important, but it should be an employer responsibility to be able to track the number of incidents of harassment, of violence, of sexual harassment that are taking place, and to be clear about understanding how they've been resolved, and to be transparent about that as well. That's an employer responsibility. That's not an obligation that falls to a complainant, and indeed, it would be incredibly important to ensure that the data that is released would in no way compromise the confidentiality of individual complainants.
On February 28th, 2018. See this statement in context.