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Harassment or bullying - Civil Service policy
Civil Service departments and agencies are obliged to ensure staff work in a safe and non-threatening environment. They all have equal opportunities statements and related procedures in place to achieve this.
Staff and managers must be made aware of their responsibilities in ensuring a safe and non-threatening environment, as must equal opportunity officers, so that they can monitor and review progress.
How can we identify harassment and bullying?
Harassment covers any behaviour that, intentionally or not, causes offence or makes someone feel uneasy, intimidated, uncomfortable, excluded or humiliated. It also covers anything that makes people feel their job is threatened.
Bullying can also manifest itself in a variety of different ways. It can be carried out by a manager to an employee, by colleagues to peers or by one group to another individual member. It will often develop gradually, and undermine the ability and confidence of the person on the receiving end.
Persistent bullying can also lead to fear, isolation and poor concentration, as well as symptoms of stress and a high sickness absence level.
Many departments have confidential support networks of trained departmental volunteers to whom employees can speak if they feel that they are being harassed or bullied.
Further guidance
The Public and Commercial Services Union website offers useful detail on what can constitute inappropriate behaviour. ACAS also have useful guidance for employers and employees on their website.