Our approach to equality and diversity

Fallkus Joinery Limited is a subsidiary of the Jerram Group, who’s collective aims are to promote equality and diversity in the workplace and to ensure good practice at all levels within the organisation. 

We are committed to:  

  • Ensuring procedures are fair to all 
  • Embracing flexible working procedures 
  • Investing in Employees training and development to help them achieve their full potential 
  • Providing a suitable working environment

It is the declared policy of The Company that the employment of persons will not be limited on the grounds of age, colour, race, religion or belief, ethnic or national origin, nationality, sex, transgender status, sexual orientation/sexuality, marital/civil partnership status, disability, or social status and to actively seek to employ persons based only on evaluation of their ability to carry out the work and to ensure such persons are not disadvantaged by any conditions or requirements
which cannot be shown to be necessary.

Promotion within The Company will be based solely on consideration of merit and suitability to carry out the work.

The Company’s committed policy is that all employees have the right to be treated with dignity and respect and therefore harassment and bullying in the workplace will not be tolerated.

Any person having cause to feel they have been discriminated against, harassed or bullied has the right to have their complaint investigated and remedied as appropriate. Their right of recourse is through their line manager and/or a Director of The Company who will ensure that active steps are taken to investigate the complaint.

In the promotion of this policy The Company will endeavour to meet in full the requirements of the Race Relations Act 1976 / Race Relations Amendment Act 2000, Sex Discrimination Act 1975 (Amended 1986), Equal Pay Act 1970 (Amended 1983), Disabled Persons (Employment) Acts 1944 & 1958, Rehabilitation of Offenders Act 1974, Disabled Persons (Amendment) Act 1976, The Disability Discrimination Act 1995 (Amended 2005), Human Rights Act 1998, Sex Discrimination (Gender Reassignment) Regulations 1999, Disability Rights Commission Act 2000, Employment Equality (Sexual Orientation) Regulations 2003, Employment Equality (Religion or Belief) Regulations 2003, The Gender Recognition Act 2004, Employment Equality (Age) Regulations 2006 and Equality Act 2006 together with the associated Codes of Practice relating to these and the measures relating to the employment of people with disabilities. The Employment Equality (Age) Regulations 2006,The Equality Act 2006, Part 2,The Equality Act (Sexual Orientation) Regulations 2007.