Research To Improve The Diversity Policy

a) research to improve the diversity policy.
Bounce Fitness considers its skilled and diverse employees as a primary strategic
edge. Our market growth represents the efficiency and abilities of our employees.
Bounce Fitness is dedicated to attracting and maintaining the best individual
resources to promote quality market success and results. Diversity strategy helps
people, managers, our business as a whole and our clients. We understand that
each person brings their own special skills, expertise and characteristics to their
job. We respect this diversity at all levels of the organisation with all we do.
Bounce Fitness focus on treating others with love and integrity. We aim to build
and cultivate a positive and respectful atmosphere in which all people, irrespective
of their differences, achieve their full capacity within the organisation. They remain
dedicated to hiring the right candidates to perform the finest job imaginable. We
understand the significance of representing the nature of our consumers and our
labour markets. Create an environment in which all have equal opportunities to
learn or participate in sports or leisure activities.
 Recruitment
As a committed group leader, Bounce Gym hires individuals of all backgrounds.
We assume that our workers, from a wide variety of ethnic, linguistic and
national backgrounds, provide us with useful information to appreciate and
represent our consumers in local markets.
 Career Development and Promotion
Bounce Fitness recognises professionalism and encourages its staff on the
basis of their success. Both supervisors are educated in diversity training to
insure that staff are handled equally and judged critically.
 Diversity Bodies
Our dedication to diversity is guided by our diversity champions who come from
all levels of the business, from the top management to the shop floor. Diversity
champions make up the Diversity Team, which is responsible for ensuring that
our diversity agenda is implemented on a day-to-day basis and in the strategic
direction of the organisation.
 Equal Employment Opportunity
Equal Employment Opportunity ensures that everyone has equal access to
available employment by ensuring that workplaces are free from discrimination
and harassment. This includes ensuring workplace rules, policies, practices and
behaviors are fair and do not directly or indirectly discriminate unlawfully.
 Diversity Practices
Our staff are educated in diversity. Diversity preparation includes increasing
awareness of problems relating to diversity and building expertise in the
management of diversity.
Bounce Fitness provides our employees with a safe and pleasant environment.
We 're offering:
 Boost of visibility of races
 Better inclusion of groups at all rates of the business
 Employee happiness report
 Improved relations between various staff members;
 Less inequality in allegations and complaints;
 Fewer reports of prejudice between adjudicators and government agencies;
 Better industrial relations;
 Reducing the incidence of noose, graffiti and hate;
 Fully representative employees.
 Improved profitability.
b) Once your diversity policy has been written, develop an action plan to
enable the diversity policy to be put into action.
#Action Plan has been attached in a pdf file
c) Describe how you will provide copies of the diversity policy to key
stakeholders and get feedback on the policy. Use this information to revise
the policy.
Above drafted policy can be provided to the stake holder by following ways:
 Arranging Meeting
 Attaching it on the notice board
 Email or Presentation
There will also be a variety of points of view and varying degrees of approval for
what is presented. Our organization work should help insure that all core
stakeholder opinions are defined, heard and expressed in the recommendations.
The goal is to easily identify the unique demands and problems, so that we can
develop 'real-world' approaches.
All Action Plans and Policies relating to diversity should involve some form of
consultation. It is imperative that all groups understand and can communicate how
diversity, inclusion and flexibility contribute to improved business performance.
This is why consulting and then communicating a compelling and credible diversity
business case is fundamental to success.
A protocol is a written declaration of the concept or law that will be practised by
leaders of an organisation. Growing legislation tackles a topic of concern to the
purpose or activities of the company. It is very important that policies and
procedures are adopted and clearly communicated to everyone. The guidelines
are developed to assist and guide members in the workplace.
d) Will this change any other policies? What needs to be changed? Provide
details of changes required. Revise all policies accordingly and submit with
your assessment
This new diversity policy will not change other policies. It will only impact on the
current diversity policy since it will be updated to align with new market expansion
in the new area such as Western Australia (Perth Centre). By the mentioned policy
everyone has an equal right and opportunities to provide their skills and
knowledge. It will help in the career development of the staff of the organization
which helps in the up building the organization.
e)

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a) research to improve the diversity policy.

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