Develop and Implement Diversity Policy

This document discusses the strategies for promoting the new diversity policy at Bounce Fitness, including providing mentors, learning by doing, and encouraging personal evaluation. It also describes the tools, benchmarks, and indicators for measuring the impact of the policy implementation, such as retention level across women, implementing diversity matrix uniformity, and organizational practices. Additionally, it explains the process for monitoring business activities, team plan, and staff performance to ensure effective implementation of the diversity policy.

Develop and
Implement Diversity
Policy

Table of Contents
MAIN BODY.............................................................................................................................3
4a How will you promote the new diversity policy across Bounce Fitness?.......................3
4b Describe and discuss the tools, benchmarks and indicators that you developed for
measuring the impact of the policy implementation............................................................3
4c How would you monitor the business activities, team plan and staff performance to
ensure that the diversity policy is effectively implemented?................................................4
REFERENCES...........................................................................................................................5

MAIN BODY
4a How will you promote the new diversity policy across Bounce Fitness?
It is important for every organization to promote the diversity policy. in this context
about fitness can also use different kind of strategies which are helpful in in promoting the
diversity policy within the organization. Some of these are mentioned below.
Providing mentors: Mentors are always helpful in guiding the individuals about the
environment with support participation of each and every person. Nearby bounce fitness can
provide internal and external mentors to the group so that they can easily grab the opportunity
are related to new diversity policy (Nelson, 2018).
Learning by doing: This also acts as an important function within the organization
for implementing diversity policy at workplace. Under this, organization has to provide
various facilities to the staff where they can learn while doing.
Encouraging personal evaluation: This is also a strategy which can be adopted for
executing the training programs meant for new diversity policy. In context of bounce fitness,
manager can use the new diversity policy by increasing the evaluation of each and every
person within the policy and increase their contribution while working with on their
respective job within the organization. This will help you in promoting the equality and
Diversity at workplace and manage the policy outcomes in effective manner (Adekola and
Sergi, 2016).
4b Describe and discuss the tools, benchmarks and indicators that you developed for
measuring the impact of the policy implementation.
In context of current diversity policy and its implementation there are three core
factors which are considered under included as tool benchmarks and indicators in relation
to the current diversity policy. These are discussed below:
Retention level across women: Only recruitment of women is not important within
the organization one more factors to consider that managing their pay, functions and
responsibilities within the organization, Providing them equal opportunities and many other
factors will be considered while implementing the new diversity policy which is helpful in

increasing the voluntary turnover of the employees within the organization and managing the
success of bounce fitness (Ferraro and Briody, 2017).
Implementing diversity matrix uniformity across the different departments:
One more important criteria which has to be considered that the average male and female
ratio may not be accurate indicator of the gender diversity so there must be coordination
between the roles of HR, marketing and other department of the organization in hiring the
diversify and workforce and managing the new policy related to management of diversity.
This will promote the diversity level within the organization by tracking the diversity of
gender-based background at the team level as well as at organizational level.
Organizational practices: This is also a metric which is considered while
implementing the diversity policy within the organization (Knorringa and Nadvi, 2016). This
is because it is an old system where men are hired on the basis of potential but women's are
hired on the basis of performance which leads to discrimination under the men and women
for a job. This is a basic indicator which has to be seen where the difference between the pay
gaps will be reduced and activation will be bring to pay the women up equally to the man.
4c How would you monitor the business activities, team plan and staff performance to
ensure that the diversity policy is effectively implemented?
In context of managing the policy and monitoring the performance of different factors
involved within the implementation of policy related to diversity there is use of a particular
process which help in increasing the engagement and achieving the objectives of policy
implementation. Different type of this process is discussed below:
 The first step in this process is raising the policy environment and managing different
factors in accordance with the policy implementation.
 Identification of the level and quality of the different stakeholders engagement within
this is also mandatory to achieve the objectives related to monitoring (Steiner-
Khamsi, 2016).
 Documenting the process of policy development and legislative endorsement of
policy is also a part of which is used in monitoring the policy performance than Key
performance of different indicators.
 Following the program and evaluating the outcome is the last step where the
management team within the bounce fitness in used to manage different individuals
by continuing the process until the success of this (Fouilleux and Loconto, 2017).

REFERENCES
Books and journals
Adekola, A. and Sergi, B.S., 2016. Global business management: A cross-cultural
perspective. Routledge.
Ferraro, G.P. and Briody, E.K., 2017. The cultural dimension of global business. Taylor &
Francis.
Fouilleux, E. and Loconto, A., 2017. Voluntary standards, certification, and accreditation in
the global organic agriculture field: a tripartite model of techno-politics. Agriculture
and Human Values, 34(1), pp.1-14.
Knorringa, P. and Nadvi, K., 2016. Rising power clusters and the challenges of local and
global standards. Journal of Business Ethics, 133(1), pp.55-72.
Nelson, J., 2018. Collective Action on Business Standards, Goals, and Metrics to Achieve
Scale and Impact for the SDGs. From Summits to Solutions: Innovations in
Implementing the Sustainable Development Goals, p.80.
Steiner-Khamsi, G., 2016. Standards are good (for) business: Standardised comparison and
the private sector in education. Globalisation, Societies and Education, 14(2),
pp.161-182.