Policy on bullying and harassment
Bullying, discrimination and harassment
Bullying is not a specific offence and any allegation
of this nature are recorded as harassment or assault. We see no
room for complacency and we aim to confront unacceptable behaviour
at every opportunity.
The results of internal surveys and focus groups
indicate that attitudes are becoming more positive on equal opportunities
matters and that current policies and the investment in training
are having an effect. It is also apparent that there continue
to be instances of inappropriate behaviour and that confidence
in the complaint's procedure needs building.
The right of every recruit and trainee to have
confidential access to a commissioned officer was a major recommendation
in the DOC report. The Services are now issuing credit card style
aide memoirs to all recruits/trainees with the contact details
of all support personnel, including a named officer.
Army policy on bullying and harassment is enshrined
in AGAI Vol 2 Ch 75 Equal Opportunities Policy, Guidance and Instructions.
This policy is available across the Army to all personnel in the
documents "Basically Fair-Equality and Diversity in the British
Army", issued to all Army personnel from last year and "CGS'
Equality and Diversity Directive for the Army", issued to
The Army aims to treat everyone fairly and will
not tolerate unlawful discrimination, including harassment and
bullying. It recognises that each individual is unique and strives
to give them the opportunity to develop their abilities fully,
while emphasising their responsibility to the Army. All instances
of unfair treatment, and every complaint, are investigated. Firm
action is taken wherever appropriate.
The Adjutant General is responsible for the
formulation, implementation, and monitoring of Equality and Diversity
policy for the Army, in consultation with MoD staffs. He reports
annually to the Executive Committee of the Army Board on progress
in the areas of recruiting, individual training, career policy
and management, representation, management and resolution of complaints,
and developments in policy and the law. Everyone engaged in the
writing of policy considers its potential impact on every individual,
including those who belong to minority groups.
Diversity training objectives have been incorporated
into Officer Career Development Courses and for soldiers in their
Command Leadership and Management training. These build on the
training given to officer cadets and recruits, and the annual
training that all soldiers receive.
All Brigadiers and above attend the senior officers
course at JEDTC on appointment, and a refresher course every three
years. Officers at Colonel rank who have command responsibility,
or who are responsible for supervision of civilian staff, also
Recruiting activity publicises the opportunities
and benefits of a career in the Army, as well as the standards
required of anyone wishing to enlist, whatever their background.
It is made quite clear to potential recruits that any racist and
sexist behaviour will not be tolerated.
Harassment and bullying will not be tolerated
in the RAF, either among Service or civilian personnel, as it
undermines confidence, can effect mental and physical health,
erodes morale, and as a consequence, damages unit cohesion and
operational effectiveness. This assertion is summarised in the
RAF Equality and Diversity Policy and the Complaints Procedure
found in AP 3392 Volume 4 Chapter 18 Leaflets 1803 and 1805.
The following policy statement is taken from
Queen's Regulations for the Royal Navy (QRRN) Chapter 42:
"It is Navy Board policy that there shall
be no discrimination against any person on grounds of sex except
where being male is either a genuine occupational qualification
or necessary to maintain combat effectiveness, or against a married
person. There shall be no discrimination on grounds of an individual's
race, ethnic origin, colour or religion. All serving personnel
shall have equal opportunity for employment and advancement within
the Naval Service on the basis of their ability, performance and
aptitude for work. All personnel shall have the right to work
in an environment free from intimidation, humiliation, harassment
Personnel who believe that they have been the
subject of racial or sexual discrimination, harassment, abuse
or bullying have a right to state a complaint using the internal