Develop and Implement Diversity Policy

This document provides guidance on developing and implementing a diversity policy in order to improve equality and inclusivity in the workplace. It discusses key rules and regulations, code of ethics, recruitment process, training and welfare, and more. The document also includes an action plan for implementing diversity policies, delivering copies of the policies to stakeholders, and gathering feedback. It concludes with a discussion on potential changes to other policies and the importance of revising all policies accordingly.

Develop and Implement
Diversity Policy

TABLE OF CONTENTS
3 A New Policies for Bounce fitness in order to improve diversity policy.................................3
3 B Action plan to implement diversity policies into action.......................................................4
3 C The way copies of diversity policies will be delivered to stakeholders and feedback will get
on policy......................................................................................................................................5
3 d. Will this change any other policies. Determining what needs to be changed. Provide details
of changes required. Revise all policies accordingly and submit with your assessment............5

3 A New Policies for Bounce fitness in order to improve diversity policy
There are key rules and regulations that are made by enterprise in order to maintain equality
and diversity in the workplaces so that employees are motivated to work hard for success of
enterprise. Certain reformation in human resources policies of Bounce fitness can be illustrated as
follows:
Code of ethics: The main aim of formulation of code of ethics policies is to provide guidelines to
employees the way they need to behave and act ethically so that no harm or threat can be caused to
other individuals (Lozano and Escrich, 2017).
Be inclusive: It states that all individual from different backgrounds, culture and educational level
are welcome to share their respective views, ideas to each others. The member cannot be limited or
discriminated on the basis of gender, caste, culture or colour thus equal support and guidance will
be provided to all.
Be respectful: Bounce fitness will ensure that it will provide healthy work culture or environment
to employees so that they are free to show their creativity to others. Each individual will be given
equal respect, recognition in every situation to make the best use of their capabilities and skills for
growth and success of firm.
Choose word carefully: Company will not tolerate harassment and exclusionary behaviour that
means each individual need to behave professionally. Such as discriminative jokes, languages ,
personal insults and threat of violence are some of the point that are included in code of ethics but it
is not limited to.
Personnel policy: This are sets of guidelines that aids employees about the way particular task need
to be performed so that company can attained its objectives.
Sources of recruitment and selection process: Bounce fitness will recruit employees through both
online and offline medium so that it can get right individual at right place. There are various
procedure that will be followed by company to select particular candidate such as submission of
application form, screening, different tests and final interview to know more information about
candidate.
Training and welfare: Management will ensure that employees are provided with safe and secure
work environment so that they can put the best efforts towards achievement of firm goals. On the
job training will be provided to employees of bounce fitness so that they can learn activities or task
that they need to performed in order to deliver qualitative services to end users (Policek, 2019).
Promotional policies: Employees of bounce fitness will be promoted in the organization on the

basis of the performance and productivity of each individual. Equal opportunities will be offered to
each individual so that they can show their existing capabilities and skills and get promoted within
organisation.
Diversity policy: For success of organization, maintaining diversity within work culture is
necessary as it helps in retaining individuals belonging to different culture and traditions in the firm.
Bounce fitness have emphasis more on diversity policies in order to manage several individuals that
belong to different age, gender, sex and religions.
Workforce profile: Bounce fitness aims to have diverse employees that belong to different social-
economical culture so that company have high talented employees in the firm.
Pay equal: All employees will be given equal payment, wages or salary for their hard work and
determination thus there would be no discrimination among them (Nielsen, Bloch and Schiebinger,
2018).
Talent management: Company will ensure that all employees are provided training and
development program so that they can enhance their existing skills and capabilities and work for
growth of organisations.
3 B Action plan to implement diversity policies into action
There are several actions that have been planned by management in order to implement diversity
policies within Bounce fitness so that it can retain large number of individuals. Numerous steps that
are planned by bounce fitness to incorporate diversity policies are illustrated below:
Involvement of top management: In order to implementation diversity policies, top management
or senior executives plays crucial roles as they ensure that all are given equal chance to share their
view or ideas to others.
Modification in organization structure: Secondly, amendment or changes in organizational
structure will be made to promote diversity policies in the firm that clearly stated roles and
responsibilities, accountability of each individual. Thus, it will help in better management of diverse
individuals and achievement of organizations goals.
Communication about importance of diversity: Thirdly, Bounce fitness have decided to
continuously communicate, share information or generate awareness among employees about the
importance of diversity within workplaces (Hiemstra, Derous and Born, 2017). Management will
share various benefits of diversity to other individuals through several channels such as social
media, meeting, posters and seminars.

3 C The way copies of diversity policies will be delivered to stakeholders and feedback will get on
policy
There are key individuals that are interested in operation of organizations such as customers,
employees, investors and suppliers, so they need to be informed about diversity policies of firm.
Number of mediums or method will be used to deliver copies of diversity policies to stakeholders of
bounce fitness such as emails, social media like Facebook, instragram and twitter or meeting and
seminar will be arranged to aware individual about diversity policies. Hard and soft copies will be
send to top management and subordinate or employees so that they are aware about diversity
policies and the way they are implemented in the firm. Emails is one of the best method that helps
in effective communication or exchange of information about new policies related to maintenance
of diversity within work-culture (Syed and Tariq, 2017). Meeting will be held to distribute soft
copy to employees so that they can be aware of new diversity policies implemented by firm to
retained maximum individuals within organization. Therefore, top management of bounce fitness
have planned to make use of email and meeting that is online and offline channel to distribute
copies to diversity policies. At the same time employees or other interested parties are free to share
their feedback related to diversity policies so that improvement can be made for growth and
expansion of firm. The feedback on the policy has been taken which in turn has been usually taken
through online platforms by taking rating and asking individuals if the prescribed set of policy is
significant in improving the business operations and efficiency. Carrying out online survey and poll
is also one of the significant which helps in taking feedback from the large number of audience.
This is significant in improving the business functions and operations.
3 d. Will this change any other policies. Determining what needs to be changed. Provide
details of changes required. Revise all policies accordingly and submit with your
assessment.
Implementation of the Code of Ethics, Personnel policy and Diversity Policy will not5 change any
other policy. The implementation of these policies in turn tends to improve the operations of the
business and also enhance the performance of the Bounce fitness company. Code of ethics policy is
considered to be highly significant which helps the business to function in an ethical and reliable
manner (Brotherton, Kao and Crigger, 2016). This is relevant in outlining the ethical set of
principles and tends to govern specific set of decision and improves the business functions. This is
useful in significantly outlining how the employees of the company should carry out their business
practice and must significantly handle the key issues which are linked with the safety, harassment
and conflict of interest. Moreover , the company must also significantly comply with the equal
opportunity policy which helps in giving equal set of opportunities to all the employees of the

organization.
Workplace security policy is considered to be another significant measure which is considered to be
useful in providing the safe working environment which in turn improves the business operations
and efficiency. This is significant in providing appropriate set of measures to improve the operations
of the business and attain greater set of efficiency. Diversity policy is considered to be relevant for
the company because it helps in establishing committee which in turn tends to identify the barriers
and effectively improve the business operations. It is significant in establishing numerous set of
goals and improve the culture of the company(Tandé, 2017). this policy is relevant in respecting
people who belong to diverse culture, family, disabilities and work experience. This is useful in
attaining greater operational standards and efficiency. Personnel policy is another one of the key
relevant policy which helps in effectively establishing the guide to effectively improve the business
operations and effectively deal with the human resources of the company in a relevant and desirable
manner. It is significant in handling varied set of activities and also focuses on regulating the
actions of employees. This way it helps in introducing employees to the organization mission,
culture and values and work in an efficient manner.

REFERENCES
Books and journals
Brotherton, S., Kao, A. and Crigger, B.J., 2016. Professing the values of medicine: the modernized
AMA Code of Medical Ethics. Jama. 316(10). pp.1041-1042.
Hiemstra, A. M., Derous, E. and Born, M. P., 2017. Psychological predictors of cultural diversity
support at work. Cultural Diversity and Ethnic Minority Psychology, 23(3). p.312.
Lozano, J .F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics, 142(4). pp.679-696.
Nielsen, M. W., Bloch, C. W. and Schiebinger, L., 2018. Making gender diversity work for scientific
discovery and innovation. Nature human behaviour, 2(10). pp.726-734.
Policek, N., 2019. Assessing the real purpose of the police code of ethics.
Syed, J. and Tariq, M., 2017. Global diversity management. In Oxford Research Encyclopedia of
Business and Management.
Tandé, A., 2017. Implementing a diversity policy through public incentives: Diversity Plans in
companies of the Brussels-Capital Region. Journal of Ethnic and Migration
Studies. 43(10). pp.1731-1747.