Develop and Implement Diversity Policy

This document provides guidance on developing and implementing a diversity policy in an organization. It discusses the current policy regarding diversity, the benefits of diversity in the workplace, and strategic documents for diversity. It also covers the development of a new diversity policy, ways of promoting the policy, tools for measuring implementation, and monitoring business activities and staff performance. The document concludes with information on reviewing the diversity policy and measuring its effectiveness.

Develop and implement diversity policy 0
Develop and implement diversity policy
System04116
6/3/2019

Develop and implement diversity policy 1
Part- A Research diversity
Question 1
a) Current policy regarding diversity within Bounce fitness:
1. Recognize all staff members regardless of their age, race, sex or religion.
2. Everyone must be treated equally with regards to their respect and dignity.
3. Work to create a work environment in which all staff are supported and encouraged to
work at the height of their potential
4. All staffs able to develop their skills and knowledge in order to facilitate their
organization reaching and achieving its goals and objectives.
5. Recruit people from all over the world
6. Employees are promoted on the basis of their performance
7. Employees are treated fairly and evaluated objectively (Nwonka, 2015).
These policies are working within the Bounce fitness effectively as people are treated equally
with regards to their respect and dignity. The favorable environment for work is created in which
all staff are encouraged or supported to work achieve the set goals and able to develop skills and
knowledge. It reduces the conflict or work avoidance strategies and increases the productivity of
an organization.
b) benefits of diversity in the workplace:
1. Increased productivity: the organization use a combination of capital and labor to produce
its output in order to increase productivity. Each labor should able to produce more
output. This is referred as labor productivity growth. The objective of the business is to
increase more output and effective and efficient use of labor. This is how increase
productivity helps to achieve its goal.
2. Improved creativity: diversity improved creativity by get an outsider to look at its
projects, encourage in-person collaboration, diversify its team, train its employees and
frequently communicate its mission and vision which are covered in business objectives

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that is why improved creativity also related to the business objectives (Byoun, Et al,
2016).
3. Increased profits: the diversity has direct effect on the bottom line. the organization
which have more diverse teams of management have higher profits due to innovation and
its directly related to the objective of the business as business primary focus is on to earn
profits as well as customer satisfaction.
4. Improved employee engagement: when the employees are free during work breaks they
share their personal experiences, lifestyle and culture they have built a trusting
relationship among their office employees. This is good because it increases the
employee engagement and at that point increases the motivation of employee which is the
objective of business.
Having diversity within workplace provides business ideas and innovations from a different
backgrounds and varied cultures, developing the strategic documents for the Bounce fitness
helps them operate in a global market place (Bruna, Et al, 2015).
Strategic documents of bounce fitness in relation to diversity:
1. Set goals for diversity and communicate those goals within the organization. The
statement consists of they strive for respect, races, and religions.
2. Develop plan for recruiting and hire staffs from diverse talent pool.
3. Implement the plan by holding diversity meeting of all employees where they can go over
their plan with their team and solve their questions (Pollock, Et al, 2015).
4. Measure results by asking employees to report on their activities under the strategic plan
of diversity. Revise same goals if it is required to achieve the goals.
c) They would consult to diversity champions or diversity committee of the organization in terms
of key stakeholders such as employees, manager, customers, service provider etc. about their
requirements for the diversity policy
d) The diversity policy of other organization includes:

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 Encourage work environment where diverse workforce embrace the benefits of working
and promote equal treatment for all staffs, customers, visitors irrespective of its any
personal characteristics.
 Treat all employees with respect and dignity.
 Diversity policy includes respectful work environment in which employees neither
discriminate nor are discriminated
 Flexible work arrangement, open communication, assisting education and diversity
workshop for every staff when needed.
Their relevance to bounce fitness:
 Above diversity policy is relevant to the bounce fitness as they focus on the effectiveness
of people. They also recognize all employees regardless of their race, age, religion or sex.
 They understand that every employee within the organization treated equally and fairly
with regards to their respect and dignity.
 The also look to create an environment of work in which the employees are encouraged
and supported to achieve the goals.
 They ensure that all employees are able to develop skills and knowledge of them in order
to reach its goals and objectives (Schiller, 2015).
Part- B Draft diversity policy
Question 2
e) New diversity policy for Bounce fitness:
 Incrementally grow the number of females performing senior roles.
 Provide career advancement opportunities to existing employees who are working within
the organization.
 Reward and promote their team based on assessment of performance of individuals,
abilities and potential.
 Business leaders are to be committed in providing opportunity for individuals to reach
their complete potential regardless of background or difference of an individual.

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 They penalized any kind of discrimination against employee within the organization
(Gundelach and Manatschal, 2017).
f) Development of action plan:
 The employees in Bounce fitness are provided training and sensitize them
regarding the new diversity policy so that they can demonstrate while working
with individuals from diverse backgrounds.
 Understanding the several elements of different work group and map which is fit
their business DNA.
 They diversify for the long-term goals.
 They keep it strategic and inclusive means they devised to includes all the
elements and departments of the Bounce fitness.
 They focus on avoiding pigeonholing people (Kirton, Et al, 2016).
g) Ways of providing diversity policies:
 They will provide the copies of the diversity policies to key stakeholders by holding
meetings for them and give copies of diversity policy. In this meeting they also entails
about the policies which will make aware the employees or other stakeholders of the
organization regarding the diversity policies. Along with this they distribute the feedback
form to each stakeholder at the same time of meeting and get feedback of every
individual in paper written form (Galinsky, Et al, 2015).
 They also make use of emails for sending the copies of diversity policies to stakeholders
by taking their list of Email Id’s and send to each stakeholders of the company with
proper draft mail regarding this policy. With the mail, they attach the proper feedback
form file where stakeholders fill their feedback regarding those diversity policy made
within an organization for the people who are part of Bounce fitness.
 They individually hold meeting with every stakeholders and make them known about the
diversity policies and understand them about the execution of policies. During meeting

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with the individuals, they take feedback from face to face and make them assure about
the diversity policy made for them in what respect and how it will benefits them in future
growth and achieve goals of organization as well as individual (Carlsen, Et al, 2016).
h) Yes, this will change other policies of an organization such as code of conduct, anti-
discrimination, bullying, harassment policy, grievance policy, reward policies etc.
There is need to change for:
the diversity practices, diversity bodies, career development and promotion, diversity in
recruitment and diversity vision which have impact on the those policies widely after the
implementation of diversity policy within the organization. The code of conduct is drafted on the
basis of the diverse cultures and backgrounds of the employees who are hired or recruit from
various regions across the world (Cavieres, Et al, 2016).
Details of changes required:
1. Changes in the vision of diversity that every employee within the organization and
outside the organization must be treated equally in regards of their dignity and respect.
2. Changes in the diversity recruitment where an organization must recruit people from all
over the world and trained them according to the company norms and policies drafted for
new employees and make them understand the potential market. They must ensure that
their selection panels are made up of a difference group of people (Grissom, Et al, 2015).
3. Changes in career development and promotion strategy that is they must provide rewards
for excellence and all employees are rewarded on the basis of their performance. All the
employees in the organization must be trained in managing the diversity which ensures
that employees must be treated fairly and objectively evaluated.
4. Changes in diversity bodies that everything they do as an organization should aim at
ensuring that they are inclusive and have diverse employees (MacDougall, Et al, 2017).
5. Changes in the diversity practices which requires assessing with the education, flexible
arrangement of work, open communication, diversity workshops within an organization.
Revised diversity policies:

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1. Bounce fitness identify all employees and allocate task within an organization regardless
of their age, race, sex or religion. The focus must be on the capabilities or abilities of the
people instead of their culture, background or other attributes.
2. They start recruit people from diverse culture from all over the world on basis of their
skills and knowledge in order to achieve or reach the goals of the organization in a
creative and innovative manner.
3. Their selection panels must be made up of a diverse group of people within the
organization to strive to have diversity.
4. The rewards should be set for the excellence performance by the employees and they
should be treated fairly and objectively evaluate.
5. They must appoint diversity champions who will play the role of ensuring that bounce
fitness as an organization is aimed at ensuring that they are inclusive and have diverse
employees or workforce. The diversity committee must meet bi-monthly to discuss any
issues.
6. They must set a rule for staffs that they must undergo diversity training during their
process of induction (Meissner, Et al, 2015).
Part- C Implement the diversity policy
Question 3
i) Ways of promoting the new diversity policy across the Bounce fitness:
 Committing to boosting competency of culture.
 Actively seek out fresh ideas and perspectives.
 Treat employee how they want to be treated.
 Observe diverse celebrations, traditions and holidays from other cultures.
 Contribute to the diversity of culture of the bounce fitness (Kirton, Et al, 2015).
j) Tools used for measuring the implementation of policy:
1. Planning and implementation: the manager of Bounce fitness use this tool for able to plan
and execute a diversity plan. This includes:

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 Mapping out a manner to create the appreciation for diversity in every employee
in an organization. They use various methods to implement the policy.
 Plan a diversity retreat which allows the employees within the organization to get
to understand each other and develop a gratitude for each other outside of
organization.
 Appoint an officer of diversity who work for the organization and guide for the
task. They attend the diversity seminars in a year and make the employees
knowledgeable and open to diversity.
2. Communication: they use communication tool which is the best way to manage the
diversity and communicate the diversity policies with number of people and implement
successfully within the organization. This encourages the employees of Bunce fitness to
share their concern. They keep an open door policy.
3. Conflict resolution skills: it is an essential tool for successfully implement the diversity
policy. They able to handle the conflict arise within the organization. The issues arises
due to differences in cultures are handled swiftly and promptly by using this tool to
increase the productivity in the organization (Meissner and Vertovec, 2015).
k) The business activities, team plan and staff performance is monitored by continuously
reviewing the performance score card of the employees who are working in the organization. To
check the draft of plans on daily basis that employee are working according to those team plans
or not. The business activities are monitored by checking the monthly targets of the individuals
which directly affect the business (Jin, Et al, 2017).
The following steps are followed by Bounce fitness to monitor the business activity, team plan
and staff performance:
 Measurement of the operative performance
 Implements the improvement of operational process
 Gathered relevant information or data
 Analyze the gathered or collected data or information
 Engage the employees to ensure that the diversity policy is effectively implemented.

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Part- D Review the diversity policy
Question 4
l) Information used for measure the diversity policy:
 The information which is collected from the employees through questionnaire is used to
measure the diversity policy.
 The feedbacks from various individuals are taken whether on paper form or by face to
face meetings to measure the diversity policy.
There are many areas identified where improvement need to be done such as recruitment of
diverse individual, reward management and training of employees so that Bounce fitness can
effectively and efficiently achieved the goals set within the organization.

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Carlsen, H., Lempert, R., Wikman-Svahn, P. and Schweizer, V. (2016) Choosing small sets of
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modelling & software, 84, pp.155-164.
Cavieres, L.A., Hernández‐Fuentes, C., Sierra‐Almeida, A. and Kikvidze, Z. (2016) Facilitation
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