@@ -1,3 +1,3 @@
-[COMPANY] Trading as
-[COMPANYTA] [COMPANYREG]
+[COMPANY] - Trading as
+[COMPANYTA] 
 

@@ -2,30 +2,26 @@
 [COMPANYTA] [COMPANYREG]
-#EQUAL OPPORTUNITIES POLICY
 
----
+## Policy Statement
 
-
-##Policy Statement
 
-For the purpose of this policy, The RK Bell Group, also known as RK Bell, incorporates RK Bell Ltd, RK Bell Projects Ltd & Gworks Surfacing Ltd.
-
-RK Bell Group is an equal opportunity employer.
 
-We are committed to being a successful, caring and welcoming place for all employees. We want to create a supportive and inclusive environment where our employees can reach their full potential, without prejudice and discrimination. We are committed to a culture where respect and understanding are fostered and the diversity of people's backgrounds and circumstances will be positively valued. 
+For the purpose of this policy, The RK Bell Group, also known as RK Bell, incorporates RK Bell Ltd, RK Bell Projects Ltd, and Gworks Surfacing Ltd.
 
-This policy aims to achieve equality by removing any potential discrimination in the way that our employees are treated by fellow employees or the Company, including: 
+RK Bell Group is an equal opportunities employer.
 
+We are committed to being a successful, caring, and welcoming place for all employees. We want to create a supportive and inclusive environment where our employees can reach their full potential, without prejudice and discrimination. We are committed to a culture where respect and understanding are fostered, and the diversity of people's backgrounds and circumstances is positively valued.
 
+This policy aims to achieve equality by removing any potential discrimination in the way that our employees are treated by fellow employees or the Company, including:
 
-* people with disabilities
-*###TAB###people of different sexual orientations
-*###TAB###transgendered and transsexual people 
-*###TAB###people of different races 
-*###TAB###people on the grounds of their sex
-*###TAB###those of faith and of no faith 
-*###TAB###in relation to their age
-*###TAB###in relation to their social class or medical condition 
-*###TAB###people who work part-time 
-*###TAB###those who are married or in a civil partnership
-*###TAB###women who are pregnant, have recently given birth or are breastfeeding.
+- People with disabilities
+- People of different sexual orientations
+- Transgender and transsexual people
+- People of different races
+- People on the grounds of their sex
+- Those of faith and of no faith
+- In relation to their age
+- In relation to their social class or medical condition
+- People who work part-time
+- Those who are married or in a civil partnership
+- Women who are pregnant, have recently given birth, or are breastfeeding.
 
@@ -33,32 +29,27 @@
 
-Discrimination can be either direct or indirect discrimination. Some of the above are protected characteristics under the Equality Act 2010 and discrimination is prohibited, unless there is a legal exception under the Equality Act. 
-
-######Direct Discrimination.
- This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally the discrimination may occur due to a protected characteristic of another person, so the discrimination maybe because of association. An example is an advert for a job that requires 'men only' or 'under 30s only'. 
-
-
-######Indirect Discrimination.
- This is where someone is disadvantaged by an apparently neutral provision, criterion or practice (PCP) that is applied 'across the board' or 'equally across a particular group'. The PCP may have the consequence (usually unintended) of causing a disadvantage, which then actually affects somebody. For example, a PCP relating to clothing or headwear could be applied 'equally' but may cause someone with a protected characteristic to be disadvantaged. The PCP could be justified if it is a proportionate means of achieving a legitimate aim. 
-
+Discrimination can be either direct or indirect. Some of the above are protected characteristics under the Equality Act 2010, and discrimination is prohibited unless there is a legal exception under the Equality Act.
 
-######Victimisation. 
- This is not the same as the common meaning of victimisation but is specifically regarding treating someone less favourably because they have complained about or given information about discrimination or harassment, either regarding themselves or someone else. 
+###### Direct Discrimination
+This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally, the discrimination may occur due to a protected characteristic of another person, so the discrimination may be because of association. An example is an advert for a job that requires 'men only' or 'under 30s only'.
 
-######Harassment.
- This is part of the Equality Act but is covered in more detail in the Harassment policy.
+###### Indirect Discrimination
+This is where someone is disadvantaged by an apparently neutral provision, criterion, or practice (PCP) that is applied 'across the board' or 'equally across a particular group'. The PCP may have the consequence (usually unintended) of causing a disadvantage, which then actually affects somebody. For example, a PCP relating to clothing or headwear could be applied 'equally' but may cause someone with a protected characteristic to be disadvantaged. The PCP could be justified if it is a proportionate means of achieving a legitimate aim.
 
-The Equality Act 2010 applies to how employees treat fellow employees, visitors, suppliers and former employees. The Act also applies to customers/clients. 
+###### Victimisation
+This is not the same as the common meaning of victimisation but specifically refers to treating someone less favourably because they have complained about or provided information regarding discrimination or harassment, either concerning themselves or someone else.
 
-The Company is committed to equality of opportunity and to providing a service and following practices which are free from unfair and unlawful discrimination.
+###### Harassment
+This is part of the Equality Act but is covered in more detail in the Harassment policy.
 
-The aim of this policy is to ensure that no applicant or member of staff receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. It seeks also to ensure that no person is victimised or subjected to any form of bullying or harassment.
+The Equality Act 2010 applies to how employees treat fellow employees, visitors, suppliers, and former employees. The Act also applies to customers/clients.
 
-The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout the Company. 
+The Company is committed to equality of opportunity and to providing a service and following practices that are free from unfair and unlawful discrimination.
 
-Training, development and progression opportunities are available to all staff - subject to the aptitude and ability of the employee.
+The aim of this policy is to ensure that no applicant or member of staff receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation, or is disadvantaged by conditions or requirements that cannot be shown to be relevant to performance. It also seeks to ensure that no person is victimised or subjected to any form of bullying or harassment.
 
-The HR Manager has particular responsibility for implementing and monitoring the equality and diversity policies and, as part of this process, all personnel policies and procedures are administered to promote equality of opportunity and eliminate unfair or unlawful discrimination. 
+The personal commitment of every employee to this policy and the application of its principles are essential to eliminating discrimination and providing equality throughout the Company.
 
- 
+Training, development, and progression opportunities are available to all staff, subject to the aptitude and ability of the employee.
 
+The HR Manager has particular responsibility for implementing and monitoring the equality and diversity policies and, as part of this process, all personnel policies and procedures are administered to promote equality of opportunity and eliminate unfair or unlawful discrimination.
 

@@ -1,4 +1,3 @@
 [COMPANY] Trading as
-[COMPANYTA]
-
+[COMPANYTA] [COMPANYREG]
 #EQUAL OPPORTUNITIES POLICY
@@ -21,12 +20,12 @@
 * people with disabilities
-*###TAB###people of different sexual orientations
-*###TAB###transgendered and transsexual people 
-*###TAB###people of different races 
-*###TAB###people on the grounds of their sex
-*###TAB###those of faith and of no faith 
-*###TAB###in relation to their age
-*###TAB###in relation to their social class or medical condition 
-*###TAB###people who work part-time 
-*###TAB###those who are married or in a civil partnership
-*###TAB###women who are pregnant, have recently given birth or are breastfeeding.
+* people of different sexual orientations
+* transgendered and transsexual people 
+* people of different races 
+* people on the grounds of their sex
+* those of faith and of no faith 
+* in relation to their age
+* in relation to their social class or medical condition 
+* people who work part-time 
+* those who are married or in a civil partnership
+* women who are pregnant, have recently given birth or are breastfeeding.
 

@@ -10,3 +10,3 @@
 
-For the purpose of this policy, The RK Bell Group, also known as RK Bell incorporates RK Bell Ltd, RK Bell Projects Ltd & Gworks Surfacing Ltd.
+For the purpose of this policy, The RK Bell Group, also known as RK Bell, incorporates RK Bell Ltd, RK Bell Projects Ltd & Gworks Surfacing Ltd.
 
@@ -21,12 +21,12 @@
 * people with disabilities
-*###TAB###people of different sexual orientations
-*###TAB###transgendered and transsexual people 
-*###TAB###people of different races 
-*###TAB###people on the grounds of their sex
-*###TAB###those of faith and of no faith 
-*###TAB###in relation to their age
-*###TAB###in relation to their social class or medical condition 
-*###TAB###people who work part-time 
-*###TAB###those who are married or in a civil partnership
-*###TAB###women who are pregnant, have recently given birth or are breastfeeding.
+* people of different sexual orientations
+* transgendered and transsexual people 
+* people of different races 
+* people on the grounds of their sex
+* those of faith and of no faith 
+* in relation to their age
+* in relation to their social class or medical condition 
+* people who work part-time 
+* those who are married or in a civil partnership
+* women who are pregnant, have recently given birth or are breastfeeding.
 

@@ -18,16 +18,17 @@
 
-* people with disabilities
-*###TAB###people of different sexual orientations
-*###TAB###transgendered and transsexual people 
-*###TAB###people of different races 
-*###TAB###people on the grounds of their sex
-*###TAB###those of faith and of no faith 
-*###TAB###in relation to their age
-*###TAB###in relation to their social class or medical condition 
-*###TAB###people who work part-time 
-*###TAB###those who are married or in a civil partnership
-*###TAB###women who are pregnant, have recently given birth or are breastfeeding.
 
 
+* people with disabilities
+* people of different sexual orientations
+* transgendered and transsexual people 
+* people of different races 
+* people on the grounds of their sex
+* those of faith and of no faith 
+* in relation to their age
+* in relation to their social class or medical condition 
+* people who work part-time 
+* those who are married or in a civil partnership
+* women who are pregnant, have recently given birth or are breastfeeding.
 
+
 
@@ -35,10 +36,15 @@
 
-Direct Discrimination. This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally the discrimination may occur due to a protected characteristic of another person, so the discrimination maybe because of association. An example is an advert for a job that requires 'men only' or 'under 30s only'. 
+######Direct Discrimination.
+ This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally the discrimination may occur due to a protected characteristic of another person, so the discrimination maybe because of association. An example is an advert for a job that requires 'men only' or 'under 30s only'. 
+
 
-Indirect Discrimination. This is where someone is disadvantaged by an apparently neutral provision, criterion or practice (PCP) that is applied 'across the board' or 'equally across a particular group'. The PCP may have the consequence (usually unintended) of causing a disadvantage, which then actually affects somebody. For example, a PCP relating to clothing or headwear could be applied 'equally' but may cause someone with a protected characteristic to be disadvantaged. The PCP could be justified if it is a proportionate means of achieving a legitimate aim. 
+######Indirect Discrimination.
+ This is where someone is disadvantaged by an apparently neutral provision, criterion or practice (PCP) that is applied 'across the board' or 'equally across a particular group'. The PCP may have the consequence (usually unintended) of causing a disadvantage, which then actually affects somebody. For example, a PCP relating to clothing or headwear could be applied 'equally' but may cause someone with a protected characteristic to be disadvantaged. The PCP could be justified if it is a proportionate means of achieving a legitimate aim. 
 
 
-Victimisation. This is not the same as the common meaning of victimisation but is specifically regarding treating someone less favourably because they have complained about or given information about discrimination or harassment, either regarding themselves or someone else. 
+######Victimisation. 
+ This is not the same as the common meaning of victimisation but is specifically regarding treating someone less favourably because they have complained about or given information about discrimination or harassment, either regarding themselves or someone else. 
 
-Harassment. This is part of the Equality Act but is covered in more detail in the Harassment policy.
+######Harassment.
+ This is part of the Equality Act but is covered in more detail in the Harassment policy.