Crown Institute: BSBDIV601 - Bounce Fitness Diversity Policy Project

This project analyzes the development and implementation of a diversity policy for Bounce Fitness, as required by the BSBDIV601 module at Crown Institute. The assignment begins by exploring the existing diversity policies, programs, and potential benefits of diversity within the organization, emphasizing increased productivity, creativity, and employee engagement. It then outlines the steps involved in creating a new diversity policy, including considerations for gender, culture, and the needs of diverse clients. The project details the policy's vision, recruitment strategies, career development, community programs, and diversity bodies, along with an action plan for implementation. The project also addresses policy dissemination, measurement methods using advertising campaigns, checklists, and external audits, and evaluation techniques through surveys and feedback. Finally, it discusses the roles of different members in measuring the policy's impact, utilizing tools like the Strategic Diversity Measurement Survey and diversity scorecards, to ensure the policy's effectiveness. References to relevant literature are included.

Running head: MANAGEMENT
Develop and implement Diversity Policy
Name of the student:
Name of the university:
Author note:

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1. A) Bounce fitness involves clients and the customers from diversified backgrounds
Diversity policies in Bounce Fitness are:
 Equality and Diversity Policy
 Inclusion and Diversity Policy (Miller and Ewest 2015)
Diversity programs in Bounce Fitness are:
 Inclusion of the community in the mainstream business activities
 Fitness training
 Personal coaching
 Health enhancement services
 Music
 Aerobic classes
b. Potential benefits of diversity in the workplace is that it increases the productivity,
creativity. If the employees from the diversified backgrounds are engaged in the activities,
sales revenue and profit margin would be enhanced (Lambert 2016). As a result of this,
employee turnover would be reduced, which would expand the fame and reputation of
Bounce Fitness.
c. Diversity and Inclusion Officer needs to be consulted for preparing the diversity policy. He
is to be briefed about the specific needs, demands and requirements of the stakeholders and
shareholders (Sharma 2016).
d. In case of Accenture, the diversity policies relies on gender equality, pride of LGBTI
community, enablement and enhancement of the standards of living for the indigenous

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people. On the other hand, Telstra’s Diversity inclusion lead helped in passing the bill for the
same sex marriage.
2. a) For creating a diversity policy, the following things needs to be kept in mind:
 Gender
 Culture
 Needs of the differently abled clients and the customers
 Strategies
Diversity policy
Diversity vision
Talented and diverse workforce is a cornerstone for Bounce Fitness in order to achieve
high competitive advantage. Their efforts would reflect the efforts invested for enhancing
the productivity. Commitment is integral for standardizing the performance. Here, the
focus is on retaining the flexible talents.
Diversity management is reflected from proper identification of the unique capabilities,
experiences and characteristics of the employees. Valuation is attached to this capabilities
though lucrative offers and schemes.
Equality is one of an essential components in the operations of Bounce Fitness. Belief in
respect and dignity enhances the cultural diversity. Provision of supportive and
understanding environment assists the employees to realise their maximum potential within
the company, irrespective of their incompetencies. Career planning is done for ensuring
that the candidates achieve professional development.
Recruitment
Recruitment and selection criteria does not include biases. Organizing cross cultural
communication between the employees from diversified backgrounds is beneficial for

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expanding the scope and arena of the business. According to the plans, many programs
have been designed for the students to realise their potential. Typical evidence of this lies
in scholarships.
Career development and promotion
Rewards and recognition are one of the important parts of the recruitment and selection
policies in Bounce Fitness. Training is provided to the employees, so that they gain an
insight into their needs in terms of capabilities and competencies. Rewards are provided to
the employees for motivating them to expose better performance.
Community programmes
Bounce Fitness conducts surveys for segmenting the target audience. In this case, issues
like racism, ageism, sexism and other forms of discrimination act as a threat for
maintaining the balance between the society and the organization. Transparency in the
reporting procedures is assistance for averting the instances of discriminations and cultural
stereotypes. Strategic partnership with the NGO helps in ensuring community
development.
Diversity bodies
Divisional organizational structure is followed in Bounce Fitness for enhancing the
productivity. Managers from all the departments collaborate for developing quality
programs for the communities. The diversity committee is entrusted with the responsibility
of strategy formulation and articulation within the business curriculum. Meetings would be
crucial for getting follow ups regarding the impact of the implemented policies.
Diversity practices
Training governs the diversity in Bounce Fitness. The courses include information on
diversity and its management. 10 year plan has been developed, which includes
 the facilities of safe and congenial working environment for the employees.

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 Flexible working hours
 Coaching and training by the mentors
 Network and support groups
 Social media marketing
b)
Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7
Identifying
the need
Holding
meetings
with the
directors
Minutes of
the
meetings
Informing
the staffs
Uploading
the
informatio
n on the
website
and social

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media
Table: Action plan for Bounce Fitness
(Source: Created by the author)
C) The policies would be provided to the stakeholders through online as well as soft copies
(Barak 2016).
D) The stakeholders would be asked to regularly check the websites for recent information on
the changes in the terms and conditions of the policies (Bertone and Abeynayake 2019).
3. a) Advertising campaigns would be one of the efficient and effective means for promoting
the diversity policies of Bounce Fitness.
b) Checklists and templates would be used for measuring the impact of the policy on the
operations of Bounce Fitness. Inspection by the external agencies and the statutory bodies of
law would assist in measuring whether the operations of Bounce Fitness are in alignment
with the standards and protocols of the policies (Murphy 2018).
c) Evaluation and audits would assist in measuring the effectiveness of the business activities
in Bounce Fitness. Post training tests would support the managers to assess whether the staffs
are capable of making practical application of the learnt skills in performing the allocated
tasks. Feedbacks and surveys can also be conducted for ensuring whether the policies have
been implemented properly according to the requirements (Bertone and Abeynayake 2019).
4. Member 1 used the Strategic Diversity Measurement Survey for measuring the Diversity
Policy in Bounce Fitness. Member 2 used the diversity programs for evaluating the impact of
the diversity policy on the operations of Bounce Fitness. The third member considered
diversity scorecards for the measurements. Discussion and evaluation formed an effective

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agent for detecting the areas, which needs modification for enhancing the standards and
quality of the diversity policy (Barak 2016).

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References
Barak, M. E. M. 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bertone, S., & Abeynayake, S. 2019. Managing Diversity in Australia: A Viable Career
Option, Social Change Agents, or Corporate Stepping Stone?. In Diversity within Diversity
Management: Country-based Perspectives (pp. 85-101). Emerald Publishing Limited.
Lambert, J. 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and
the absorptive capacity framework. Journal of Organizational Culture, Communications and
Conflict, 20(1), 68.
Miller, D.W. and Ewest, T., 2015. A new framework for analyzing organizational workplace
religion and spirituality. Journal of Management, Spirituality & Religion, 12(4), pp.305-328.
Murphy, W. 2018. Distinguishing Diversity from Inclusion in the Workplace: Legal
Necessity or Common Sense Conclusion?. The Journal of Business Diversity, 18(4), 65-83.
Sharma, A. 2016. Managing diversity and equality in the workplace. Cogent Business &
Management, 3(1), 1212682.

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