BSBDIV601: Bounce Fitness Diversity Policy Analysis and Action Plan

This report analyzes the diversity policies and practices of Bounce Fitness, a dynamic fitness corporation. The assignment examines the benefits of workplace diversity, including increased perspectives and creativity, and identifies key stakeholders for consultation. It then drafts a new diversity policy for Bounce Fitness, emphasizing equal opportunity and flexible work arrangements. An action plan is developed, outlining strategies for promoting the policy, including staff training, and monitoring its effectiveness through metrics like recruitment costs and employee engagement. The report also addresses policy promotion, providing copies to stakeholders, and getting feedback for revisions, as well as how to measure the impact of the policy implementation through various tools and indicators. Finally, it describes methods for monitoring business activities and staff performance to ensure effective implementation of the diversity policy, including increased representation of identified groups and improved employee survey scores.

Running head: BOUNCE FITNESS
BOUNCE FITNESS
ASSIGNMENT 1
Name of the student
Name of the University
Author Note

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Question 1
a) Analyze the existing policy, practices and information on the Bounce Fitness
website relating to diversity.
Bounce Fitness is a dynamic fitness corporation poised to capture substantial
market share in one of the fastest growing service industries in the country. A Board
of Directors has been established and the Head Office now has a team of General
Manager Finance, Human Resources and Marketing, an Executive Assistant and
support staff. The centers have a Centre Manager, Assistant Manager and a team of
various sizes composed of experts in health related and fitness disciplines.
b) Identify the potential benefits of diversity in the workplace and analyze these in
relation to the business planning and strategic documents of Bounce Fitness.
Diversity in the workplace ensures a variety of different perspectives. Since
diversity in the workplace means that employees will have different characteristics
and backgrounds, they are also more likely to have a variety of different skills and
experiences. Consequently, employees in a company with higher workplace diversity
will have access to a variety of different perspectives, which is highly beneficial when
it comes to planning and executing a business strategy. Diversity in the workplace
leads to increased creativity. People with different background tend to have
different experiences and thus different perspectives. Exposure to a variety
of different perspectives and views leads to higher creativity. When you put together
people who see the same thing in different ways, you are more likely to get a melting
pot of fresh, new ideas, thus improving the creativity of your workforce.

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c) Who would you consult in terms of key stakeholders about their requirements
for a diversity policy?
Specific project-based consultation is widely used for both commercial and
social projects. In the public sector, it is often termed “public engagement” or “public
consultation”, and is usually related to local service developments within specific
communities, and policy development at all levels. In the commercial sphere, it is
commonly used for development of new products and services. A company may
consult with its customers to establish future needs and ensure these are incorporated
into the development of new products and services. Customers are also likely to
present relative perceptions i.e. in the competitive market providing valuable input
about competitor activity. In addition, this can be followed up by feedback on
prototypes, blueprints, etc. before the final products are presented to market.
d) Access diversity policies from other organizations similar to Bounce Fitness and
review for their relevance to Bounce Fitness.
Fitness Australia is a not-for-profit member-based industry association
representing the diverse interests of over 25,000 registered exercise professionals,
fitness service providers and industry suppliers Australia-wide. A broad range of
businesses supply fitness services to the Australian market, ranging from gyms and
fitness centers to outdoor group-exercise companies to sole-trading personal trainers.
In 2011, there were 1,200 fitness businesses registered with Fitness Australia. Based
on estimates by the Health and Fitness Association, this represents approximately
53% of total fitness businesses Australia-wide so the total number of fitness
businesses operating nationally is therefore estimated at 2,250 in 2011. The services

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provided by these businesses are diverse, with many companies now targeting specific
populations (e.g. women, older people and corporate professionals) and thus tailoring
services to meet their specific needs. For example, women’s only health clubs have
entered the market and targeted services such as ‘yoga for pregnancy’ have become
increasingly available.
Question 2
a) Draft a new diversity policy for ‘Bounce Fitness’ using information from
your research to improve the diversity policy.
Bounce Fitness understands that in order for an organisation to have a
workforce that is effective and allows for a greater amount of competitive
advantage, it is critical that the workforce is as diverse as possible. The
success that we achieve as a business is grounded in our people. The more
effective our people are, the greater our business success will be. We need to
find, recruit, and hold on to the best people possible and use this to our
competitive advantage. This diversity policy will allow us, as an organisation,
to ensure that we recognise all staff members regardless of their age, race, sex,
or religion. This organisation understands that everyone must be treated
equally – especially with regards to their respect and dignity, and will work to
ensure that the organisation believes in treating all people with respect and
dignity. We will work to create a working environment in which all staff are
supported. The new diversity policy for ‘Bounce Fitness’ is drafted by taking
in concern for promoting equality of opportunity and diversity within
communities. There is no requirement based on race, color or origin
requirement is varied from every sector of profession and diversity. There are
multiple ways to experience career growth by investing your career in Bounce

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Fitness. The work management is also flexible as the location of Bounce
Fitness is flexible and easily accessible, the schedule is also flexible so that the
employees have greater job satisfaction and higher productivity rates.
b) Once your diversity policy has been written, develop an action plan to enable
the diversity policy to be put into action.
Strategy Action Person responsible
Opportunities and equality
promotion with diversity by
facilitating local authorities
sport development aims and
leisure strategy in the
community in which
An environment is created in
which both safe and fun for
all ages, where talents can
grow and participators are
supported.
Staff, Manager, CEO
By ensuring that the activity
program reflects the needs of
community and diversity is
served.
A workforce is developed
that reflects the base of
customer within the diverse
community in which we
work.
Manager
Value of money activity is
provided to ensure equality of
opportunity as far as possible
Partnership is implemented
and developed with the local
authority client’s
concessionary pricing and
membership for socio-
economic target groups.
Manager, CEO

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Monitoring customer Uphold our Equal Manager
The action plan for the new developed diversity policy of Bounce
Fitness is developed by creating an environment which is safe and fun for all
ages, participation of each individual are supported which will help for the
growth of talent in every corner of the organization these are been managed
CEO, Manager and the Staff. A workforce is developed in reference to the
customer base within the diverse communities in which the employees work
which is been managed by the manager. Partnership is developed with the
local authority client’s concessionary pricing and membership for socio-
economic target groups. To track continuous improvement opportunity
policies are to be derived which are supported by equality and diversity
awareness training for the managers and colleagues.
c) Describe how you will provide copies of the diversity policy to key
stakeholders and get feedback on the policy. Use this information to revise
the policy.
The managing director appoints the Diversity specialist to oversee the
development and execution of equality and diversity directives. All committees
and governance structures of the academy have a responsibility to equality and
diversity. We expect that, where applicable, Equality Impact Assessments will be
conducted, while equality objectives are integrated into all work plans. Finally,
our Diversity specialists will also coordinate and maintain the Equality Plan,
which defines how we will meet our legal obligations and equality business
objectives.

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d) Provide details of changes required? (Will this change any other policies?
What needs to be changed) Revise all policies accordingly and submit with
your assessment.
Monitoring and review will need to consider both internal and external factors
affecting the organisation, for example changes to the law (an external factor)
could result in the risk management framework needing modification. By
undertaking ongoing monitoring and review of the framework, the opportunity to
continually improve risk management programs arises. Any data collected during
the monitoring process will need to be carefully analysed to ensure that the review
is well documented and proves to be a valuable input into the risk management
plans of the fitness business.
Question 3
a) How will you promote the new diversity policy across Bounce Fitness?
By organizing events and activities that celebrate employee differences.
Celebrate different holidays and identities. Highlighting the
company’s commitment to workplace diversity on career site. Including just one
simple sentence could mean a world of difference to a potential diverse candidate.
b) Describe and discuss the tools, benchmarks and indicators that you developed
for measuring the impact of the policy implementation.
To measure the impact of policy implemented the tools and indicators can be
used include the recruitment cost, Another measure is the reductions in absenteeism
for underrepresented affinity groups when effort is put into fostering an inclusive

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culture for everyone. It's also possible to measure the engagement ratings for
employees from different affinity groups in annual engagement surveys.
c) How would you monitor the business activities, team plan and staff performance
to ensure that the diversity policy is effectively implemented?
Outcomes such as increased representation of identified groups and improved
employee survey scores should be captured. Other measurements, such as improved
employee retention, and public recognition, such as employer awards or social media
accolades, can also indicate how an employer is performing in its diversity and
inclusion initiatives. Although some efforts may seem intangible, there are measures
that can indicate the success levels of such action items. If diversity training is
implemented to increase retention, participant retention can be tracked over time, and
participants can be surveyed to determine if training was a factor, and how much so,
in their continued employment.