No bullying, harassment or violence toolbox

Toolbox

Our policies, procedures and other resources

Group policies are available on our website and can be viewed here.

These policies and supporting procedures form the Serco Management System (SMS). The SMS sets out for each policy area requirements by role so you can understand what is expected of you. It also provides supporting procedures and related documents.

Access to these documents is for Serco colleagues only and you will need to log into myserco to access them. If you have problems accessing them, please request a copy from your manager.

You can access the following here:

Group Policy Statement
- People
Function policy
- Colleague Wellbeing

Definitions

Bullying is any offensive, abusive, intimidating, or insulting behaviour or abuse of power that makes someone feel upset, threatened, undermined, humiliated or vulnerable.

Any behaviour that has deliberately set out to offend someone, violate their dignity or intimidate or humiliate them is harassment. This includes bullying, using threatening, abusive or insulting words, physical threats or assault, unwanted physical or psychological contact, or open hostility in the workplace. It does not matter whether the effect was intended by the person responsible for the conduct.

This includes unwelcome conduct that is based on race, colour, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, age, disability, or genetic information (including family medical history).

Sexual harassment is any unwelcome sexual advance or request for sexual favours, whether made verbally or physically, and other verbal or physical harassment of a sexual nature, including offensive comments about a person’s sex.

Violence isn't just physical violence. It is any behaviour that makes someone else feel threatened. Examples of violence include verbal abuse, offensive language, racist or sexist remarks, threatening to do harm, or physical attacks, including spitting at someone or throwing objects.

If you're a manager

Ensure you have procedures and safe systems of work to eliminate or reduce the likelihood of violence and aggression.
Take action to address individual and organisational factors (management style and culture, work organisation such as role conflict and excessive workloads etc.) that may lead to harassment at work.
Treat any assault on colleagues seriously, and any assault carried out by an employee. Report it immediately through Speak Up or any other available channel and actively pursue criminal charges. Support victims in civil proceedings wherever appropriate.
Investigate allegations of bullying, harassment, or violence.
Offer support to colleagues who have suffered mental and/or physical trauma.