1,000 Word Essay about Equal Opportunity. Use attached filed under the name M7D1 for the outline of that essay.

************* Employment *************** ** ******************* ** Affiliation:           IntroductionEqual opportunity ******* a ********* *** ** ********* of ******** ********* ********** ** **** ** *** ********** **** *** ******** in ****** ** different ************* in ******* ******** ** ************ ** put ***** *********** as ******* stakeholders **** ****** ******** the top priority *** purpose ** ***** *********** ********** ** *** ***** of **** is ** ****** **** there ** ******** ** ********* as **** ** *** hiring ** ***** *** United States *** ****** ******* to ensure that there is ******** ** ********** ******* *** ******** of ******* **** **** ******* *** ************** ** *** **** *** *** ***** *********** ****** seeks ** offer *********** and ********* ** the workplace ********** ***** ***** ***** Therefore ***** *********** **** ********** employees * fair treatment Meaning that ********* cannot discriminate ******* ********* ***** ** *** **** *** ******** ***** national ****** or genderEqual opportunity *** ResponsibilitiesThe ***** *********** ****** ********* *** affirmative action **** *** ** done through education ** *** ******** persons The ****** ********* *** ****** to *** ******* ********** ** the **** ***** sex ****** *********** *** ** well ** sexual *********** *** ******* ** ******* all employee ********** *** have responsible planning ** ensure **** ***** is the development ** ********* that ****** ********** *** ****** *** ********** ******** that ensure ************ and ************ ** the ********* (Barry ***** **** ******** ********** ******* *** priorityThe ***** *********** ****** ******* on ******** **** the ******** ****** performance ** **** as any benefits are ****** uniformly without bias ** ************** ** *** ************ **** *** a **** ** **** **** *** **************** *** **** ******* ** ***** *** clash ** ******** The responsibilities ** *** *** ***** resource ** well as *** ********* *** ************* ******** For ******** the CEO ******* ******* ******** *** ********* and comprehend the legislation ********** ** **** ** ********** **** ****** ** equal *********** ** *** *********** ********* **** ****** to ********** *********** promotion ** **** ** ****** *********** *** assessed ***** ** *** merit ** **** ** *** ********** ** conduct *** ****** *** workplace culture ** *** ************ encourages equal employment ************* **** *** *** *** **** for ***** ******** *** ********* to ****** ******* ********** *** other **** the ***** ******** ********** ** tasked **** *** ************** **** ******** equal *********** ** * ********* ********** *** ******* **** ** **** ******** ** ***** ********* ** ************** in hiring ********* among other ****** Some ** *** responsibilities ** *** ***** ******** ********** ** ** ****** ******* *** employees **** ** ******** supervisors ** **** ** ***** ****** ***** *** are ******** complacent **** *** *********** **************** as **** ** ****** ** ***** ********** ************* The ******** supervisors ** well as ***** ****** all ** ********* ** ********* ** *** the ***** opportunity **** at the workplace· ******* **** do *** ****** **** the principles ** ***** ********** *********** should ** ********** ***** **** *** ********* promptly· They ****** **** *** ******** ***** **** seek ** eliminate ******** ********** ** **** as ***** ** ************** that *** ***** ** *** *********** Employees are ********* *** ****** ** ******* of ******** *** ***** opportunity principlesFor **** matter *** ********* *********** ** well as volunteers should play * ***** **** ** ******** the ***** *********** ******** adhere ** the ****** It requires **** the ********* ********** the code ** conduct to ******** *** ********* ** ******** ************** as **** ** harassing others Thus **** **** a noble ************** ** ******** that;· **** ****** with *** policy *** ****** professionalism **** ******** **** ********** *** *********** **** ******* **** the *** of ************** ***** ** **** ** harassing ********** **** ****** **** ****** ***** ******** of ***** of ****** ********* at the workplaceProcedures *** processing ***** *********** ******************* *** *** ********** ought to ****** ** the ******* or ****** *** Human ******** ********** *** ********** ****** **** **** * ********* ** ************** ** ********** ** **** a ******** ************* ** conducted Confidentiality is ******** ** ******* *** case from ***** ***** *** ** proportion ****** ** ***** proven guilty are ******* to ************ action ** **** ** dismissal ********* ** the ************ individual holds * ***** ** **** treatment ** *** ******** *** employees ** **** ********* of harassment ** ************ *** ******* ** ********** The Equal *********** ****** ****** **** ******** to **** * fair ***** *** ** listened **** discriminated ******* ********* **** rights ** freedom *** *** ********* **** *** **** ** intimidation The ***** ******** *** managers *** to make ********* **** ** *** **** any ***** ********* *** ********** ** ** *********** members Responsibility ******* ** the relation ******* themselves ** the place of work *** ************ ** ********** ****** *** workplace ****** ****** **** ********* *** ******* *** one ******* ************* ***** ********* *********** must be responsible for ******** ******** in *** ****************** of ************** ** ********** **** ** be addressed ******** ********* ********** *** be internally ***** ** through *** use of an ********** ** **** case *** manager or *** ***** ******** ********** can chip ** ** solve *** ******* However ********** ********* ********* ********** *** ** ******** *** ******** ****** *** address *** issue on * *** ** *** ***** ** ***** ** *** *** forward **** ** ******** ***** **** for extensive analysis ****** a ******* step ** ***** ************* 2018) **** ********** ********** ********** ** ****** **** common ****** ** ******** ****** ******* *********** ** **************** ********** **** ********** **** ******* substantiation of a ********* **** ******** ** ***** * collective ********* It *** ***** when informal steps ** *** ********* have ****** ******* allegation ** when *** ****** **** ************* *** *********** Formal ********** *********** *** allegations apply ******* ********** **** findings ****** *** implement ** ******* **** the ***** verdict ******* & ****** ***** During the ******* *********** and fairness is highly ********** **** ** is ** extensive processThe ******** complaint ** *** ***** **** *** ***** *************** ********** ** *** ******* ** ************* *** ************** ****** ** **** * ******* a shared ************* ** **** as ********* ** ******* ** *** ** ***** *** ******* ******* ********** in **** serious *********** ** when a misunderstanding ****** ******** ways ******* observing *** unacceptable ******** **** ***** direct ************* is **** ******* ***** ****** ***** ******* advice seeking can be **** ** ******* the ******************** *********** ****** * workplace ** critical ** ensure **** ******* ** ******** *** ********* ******** seek to ******* **** ******** **** ********** ** **** ** *** form ** bullying ********* ***** *********** ****** ****** ** be *********** ** ******* *********** *** productivity         ReferencesBarry * ****** Equal *********** and moral ************* ** ************ ******* (pp 213-234) *************** * ***** Murray * ****** ********* bullying ************** ******** 44(4) **************** * ***** Mayne * ****** ***** ************* policies ** Europe ** Policy and ******** ** ******** ***** resource management *** ******** RoutledgeWeatherspoon F D (2018) Equal employment *********** *** affirmative action: * sourcebook **** ** *********************

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