Diversity Policy Evaluation and Recommendations for Bounce Fitness

This report provides a comprehensive analysis of the diversity policy of Bounce Fitness, a dynamic fitness corporation in Australia. It begins by examining the existing policies, practices, and information available on the Bounce Fitness website, including policies on workplace harassment, code of conduct, and equal employment. The report identifies the potential benefits of diversity in the workplace, relating these to the business planning and strategic documents of Bounce Fitness. A new diversity policy is drafted, incorporating research findings and addressing areas for improvement, such as paternity leave, inclusion of sexual minorities, menstrual leave, and representation of the Muslim population. The report compares Bounce Fitness's diversity policy with those of similar organizations like Everyone Active and Fit Training. An action plan is outlined, including communication strategies, stakeholder engagement, and marketing campaigns. The report concludes with recommendations for enhancing diversity and inclusion within Bounce Fitness, emphasizing the importance of equal opportunity and compliance with relevant legislation. The report also includes a discussion on how to promote the new diversity policy.

Running head: DIVERSITY POLICY OF BOUNCE FITNESS BUSINESS
DIVERSITY POLICY OF BOUNCE FITNESS BUSINESS
Name of student:
Name of university:
Author note:

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Table of Contents
Introduction: Bounce Fitness...........................................................................................................3
Analysis of the existing policy, practices and information on the Bounce Fitness website relating
to diversity.......................................................................................................................................4
Identification of potential benefits of diversity in the workplace and analyze these in relation to
the business planning and strategic documents of Bounce Fitness.................................................5
Draft a new diversity policy for Bounce Fitness using information from your research to improve
the diversity policy..........................................................................................................................6
Access diversity policies from other organizations similar to Bounce Fitness and review for their
relevance to Bounce Fitness............................................................................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................8

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Introduction: Bounce Fitness
Bounce Fitness is a dynamic fitness corporation that emphasizes on using excellence in
service to establish itself a key provider of wellness and fitness in Australia. The company is
committed towards catering to the diverse need of fitness and wellness of the people in Australia.
The company uses state-of-art facilities and equipments to cater to the increasing needs of the
customers. It follows an one-stop approach where all the clients are provided with the maximum
facilities that they would require to maintain fitness. The aim of the organization is to maintain
customer satisfaction that we have based ourselves in the largest shopping center in the city. The
company has shown its commitment towards being a customer-friendly company through the
incorporation of certain strategies for the employees. The objective is to critically analyze and
provide recommendations so that the company can incorporate those policies and improve itself.
Finally the paper compares the diversity policy of Bounce Studio with other companies
Learning Instruction 1
Analysis of the existing policy, practices and information
According to Precision group, 2012 the policies on the bounce website are
 diversity to policy,
 work place harassment prevention policy,
 code of conduct, personal policies,
 equal employment, equal employment,
 anti-discrimination,

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 parenting leave,
 military leave,
 harassment policy,
 staff induction procedures,
 mission and vision statement along with values,
 bounce fitness internal communication strategy,
 hierarchical structures show that current staff have a mix of gender, age and race.
It these can be understood as some of the policies of bounce fitness that would be critically
analyzed in this paper. In their current policy, Bounce fitness has emphasized on company’s
policy recruiting the staff for their large multicultural organization. This demonstrates that
Bounce Fitness is veering towards the goal of diversity and pluralism the recruitment of the
employees. They are working on building a diverse workforce. The objective of Bounce Fitness
is to ensure equal and fair treatment of all the employees. Their aim is to create a workforce who
would be supported and encouraged to work at the height of their potential. The company wants
to ensure that all the members, staff and workforce are recognized for their work and that they do
not have to face discrimination on the grounds of their social location
The primary stakeholders of the company are 34 people who constitute the Bounce Fitness
with 26 members; there are 4 managers, 3 senior managers and 1 CEO. The key working
language of bounce Fitness is English but as has been observed there is a policy of language
diversity and that can be demonstrated in the 28 types of language spoken- 1 Spanish, 1 Korean,
1 Japanese, 1 French and 1 Italian.

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Identification of potential benefits of diversity
According to scholars, diversity in business environment has more to do with ethnicity or
cultural diversity. It is more to do with the composition of the employees who belong to the
different backgrounds. Incorporation of diversity at the workplace as manifested by the Bounce
Fitness Studio in terms of their strategy of recruiting people from diverse talent polls. Diversity
may be infused in the advertising process of the company. Currently, the staff of the company
has a wide age structure. The company has ensured that all the managers and staff are treated
with dignity and respect. The company emphasizes on building team, where all the team
members would be responsible for contributing towards the team. The organizational culture of
Bounce Fitness is such that it bolsters its staff to actively participate in teamwork. This has led to
the retention of the employees and encouraged the employees to maintain their loyalty towards
Bounce Fitness. The company has understood the importance of including the disabled
community to buttress its mission of diversity and inclusiveness. To cater to the fitness needs of
the disabled community, the company has introduced trampoline that has been proved with
multiple physical and mental benefits. It is kind of sport that can be practiced in free form of
environment and promotes the increase in muscle tone, posture and general well being of an
individual.
New diversity policy
After the analysis of the documents on diversity and inclusiveness of the Bounce Fitness
it can be stated that there needs to be the formulation of business strategies that would be more
inclusive compared to the present diversity policy of the organization. Some of these policies

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would be paternity leave, inclusion of sexual minority, provision of menstrual leave and
inclusion of the Muslim population
Diversity policy of other organizations
In this section, I would like to compare the current diversity policy of Bounce
fitness Studio with two other similar organizations namely Everyone Active and Fit training.
Fit training is committed in promoting the principles of diversity through the enforcement of a
diverse workforce. Some of the features are improvement of the morale of the staff, customer
satisfaction and profits, and absence levels. This had led to the improvement of the image of the
company. The company also believes in harnessing the individual talents of diverse individuals.
On the other hand, Everyone Active believes in the principle of inclusivity, diverseness and
promotion of equality of opportunity. It does so by providing equal opportunities to the
customers to participate in all kinds of sports and leisure. There is emphasis on not practicing
discrimination based on the diverse background of people. The notion is to develop a culture that
would be compatible for the holistic development of the members and the staff. The idea is to
create an environment where everyone would have equal opportunities. There is also the
provision of services that is fair for all the customers. This would especially be helpful for the
marginalized sections of the society. In comparison to these two companies, it can be seen that
Bounce Fitness Studio has a more clearly outlined policy on inclusiveness.

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Learning instruction 2
New Draft policy
 Paternity leave leave-It is important to recognize the right of the father to attend to the
needs of the child. This would be especially useful for a single father.
 Inclusion of people from diverse sexual orientations- There is a need to recognize the
rights of the people of different sexual orientations and remove the barriers that impedes
accessibility of the sexual minorities (Hawes 2000). As can be seen from the current
diversity and inclusion policy of Bounce Fitness Studio.
 Menstrual leave-The Company currently does not mention about menstrual leave.
Considering that menstruation can be quite a cumbersome and painful in the life of a
woman, there should be the provision of menstrual leave.
 Presently, the company does not have anyone from the Muslim community either in
staff or as a member (Triana 2017). Therefore, the need is to make the gym space more
inclusive and ensure that there is fair representation from different religious background
Action Plan
To achieve these objectives I will communicate my goals and objectives to the
stakeholders of the organization that include the board of directors, CEO, trustee and the
employees of Bounce Fitness. Firstly, there will be a meeting the highlight of thatw oudl be
briefing about the new diversity policy through PowerPoint presentation. This would be followed

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by seeking their opinion and then accommodating the suggestions that would be most
appropriate. After the suggestions are in place, there would be implementation of plan by
incorporating it the final draft and this is to be followed by implementation of the policy. The
copies of the diversity policy will be provided to the stakeholders through online and through the
distribution of hard copies. Based on the recommendations received from different stakeholders,
it was decided we would increase the representation of the Asian ethnic communities, as their
representation is negligible in the current diversity framework. According to the theory of Equal
Opportunity, there should be equal opportunity granted to people from all communities and
elimination of artificial barriers that hinder the inclusion of people. This will be kept in mind
throughout the drafting policy and development of the action plan. The policy would be in
accordance with the Australian Human Rights Commission Act 1986 that addresses any
complaints related to discrimination.
Learner Instructions 3
The new diversity policy of Bounce Fitness will be promoted through a vigorous
marketing campaign on the prominent social media network and on the official website of the
company. We are also planning to distribute pamphlets and raise banners in the malls
communicating about the new policy of Bounce Fitness. I will develop a a survey that would
comprise of questions to understand whether the clients, members and the employees are
satisfied with the new diversity policy and whether they want to suggest any change. Increasing
the employment of more diverse members would indicate that that people from diverse
background feel encouraged being a part of the Bounce Fitness team. I would conduct monthly

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evaluations along with blind ballot system to understand the effectiveness of the new diversity
policy among the Bounce fitness team. The staff will be oriented to understand the distinctive
lifeworld of the people who belong to minority communities. Every year I would carry an annual
report to gauge whether the new diversity policy have been able to live upto its objectives and
goals.
Learner Instructions 4
Based on the diversity policy created by each of us, the information that we used to
assess each other’s diversity policy is whether it follows the principles of Equal Opportunities
theory, whether it is compatible with the Commonwealth Sex Discrimination Act,
Commonwealth Human Rights and Equal Opportunity Act and similar legislations that harp on
equality and inclusiveness. Some of the changes that need to be made are extending the period of
maternity leave and inclusion of child members in the gym.
Learner Instructions 5
The inclusion of diversity in the workplace promotes the individuality of an organization.
Diversity acknowledges that every person in the organization feel welcomed, assert their
uniqueness and share their creativity without any reluctance. Implementation of a diversity
policy in an organization enables in enhancing the productivity of the members and utilization of
their skills. In addition, it builds up the good image of the company. The comparison of Bounce
Fitness with Everyone Active and Fit Training, it was found that Bounce Fitness has to upgrade
its diversity policy with respect to Fit Training. The policy needs to be implemented through
cooperation with all the members and the clients. Prejudices, ethnocentrism and patriarchal

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behavior can impact on the diversity policy. In consultation with the different stakeholders, I
accommodated their suggestions on emphasizing more the health and fitness of the disabled
people and the suggestion for representation Asian ethnic minorities.
Conclusion
Based on the above discussion, it can be concluded that diversity is important for an
organization and Bounce Fitness is certainly one of the frontrunners. However, it can improve its
diversity policy through the incorporation of recommendations from the various stakeholders and
even from the clients to uphold the principle of diversity and inclusiveness.

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References
Aura, O., Ahonen, G. and Sveiby, K.E., 2008. On the role of worksite fitness policy for
developing intellectual capital. Journal of Human Resource Costing & Accounting, 12(2), pp.70-
84.
Guillaume, Y.R., Dawson, J.F., Priola, V., Sacramento, C.A., Woods, S.A., Higson, H.E.,
Budhwar, P.S. and West, M.A., 2014. Managing diversity in organizations: An integrative model
and agenda for future research. European Journal of Work and Organizational
Psychology, 23(5), pp.783-802.
Hawes, D.E., 2000. Diversity in the fitness industry: a cross-case comparison.
Jose Chiappetta Jabbour, C., Serotini Gordono, F., Henrique Caldeira de Oliveira, J., Carlos
Martinez, J. and Aparecida Gomes Battistelle, R., 2011. Diversity management: challenges,
benefits, and the role of human resource management in Brazilian organizations. Equality,
Diversity and Inclusion: An International Journal, 30(1), pp.58-74.
Spigel, B., 2017. The relational organization of entrepreneurial ecosystems. Entrepreneurship
Theory and Practice, 41(1), pp.49-72.
Triana, M., 2017. Managing Diversity in Organizations: A Global Perspective. Taylor &
Francis.

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Wang, J. and McLean, G.N., 2016. Promoting diversity in India: where do we go from
here?. Advances in Developing Human Resources, 18(1), pp.102-113.