No bullying, harassment or violence toolbox
Our policies, standards and other resources
We have more in-depth Group policies and standards covering bullying, harassment and violence. You can find links to them here.
In addition, there may be specific policies and procedures that apply where you work. Your manager can tell you about these. If you are unsure then always ask your manager.
(Please note: some of our resources are only available to Serco employees. In this case, you’ll need to log in to MySerco to access them. If you have problems accessing them, please request a copy from your manager.)
One page statement defining Serco’s commitment to managing the lifecycle and wellbeing of colleagues.
SMS-GS-P1 Employee Lifecycle
Outlines Serco’s people policies, systems and processes that apply to us all whilst working for Serco.
SMS-GS-P2 Employee Wellbeing
Sets out Serco’s commitment to promoting the health and wellbeing of colleagues.
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.
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.
Raise a concernLearn more
What happens if we don't follow mycode?Learn more
Speak UpLearn more