a) Analyse the existing policy, practices and information on the Bounce Fitness
website relating to diversity.
b) Identify the potential benefits of diversity in the workplace and analyse these
in relation to the business planning and strategic documents of Bounce
Fitness
c) Who would you consult in terms of key stakeholders about their
requirements for a diversity policy?
d) Access diversity policies from other organisations similar to Bounce Fitness
and review for their relevance to Bounce Fitness.
These documents on the bounce website have direct relationship to diversity: -
Diversity policy
Workplace Harassment prevention policy
Code of conduct
Personal policies
Equal employment
Anti-discrimination
Parenting leave
Military leave
Harassment policy
Annual strategic human resources plan
Staff induction procedures
Mission, vision statement along with values
Staff reward and recognition policy
Bounce fitness internal communication strategy
Diversity Training Bounce Fitness allows all staff to attend diversity preparation
during their recruitment period and this curriculum is designed to insures that
workers are mindful of the problems around workplace diversity and to assess the
expertise required to handle diversity. To understand its employees and their
unique interests, Bounce Fitness has set in motion a series of initiatives to
promote collaboration involving educational support, flexible job schedules,
transparent communication and seminars on diversity. Bounce Fitness has named
representatives in equity within the company which assure that anything they do
as an organisation is directed at ensuring they are inclusive and have a diverse
workforce. Increasing diversity staff will be part of a diversity committee that will
meet bi-monthly to address any concerns, and that will evaluate the policy on an
annual basis. Present workers have a broad age spectrum that contributes to the
variety coupled with class and ethnicity Bounce Health highlights the value of
hiring different communities when they try to create a broader multinational. The
new agenda reflects a long-term dream of moving for a bigger integrated
organisation. They place great emphasis upon a diverse workplace. They want to
feel that both staff and supervisors get fair care and consideration. They are trying
to create a culture that respects and welcomes all team leaders and engages fully
in the teamwork. The organisation wants to attract, hire and maintain the best
talent available to utilise that as its strategic advantage. Bounce exercise puts
tremendous focus on honouring all workers, irrespective of ethnicity, class or faith.
There needs to be a fresh and improved diversity policy after much review of the
existing diversity policy coupled with other Bounce Health management papers
and activities such as their market strategies.
All organisations, regardless of the industry or structure, need to consult with their
key stakeholders whenever they are working to develop their policies and
strategies. Diversity policies and plan was no different. The advantages of this
consulting phase are important in that they enable the strategies to be more
matched with what the company actually wants. A total of 34 employees make up
Bounce Exercise including 26 team leaders, 4 executives, 3 senior managers and
1 CEO 43 fitness centres in Australia including 6 in Brisbane, 14 in Cairns, 7 in
Sydney and 7 in Melbourne the primary working language is English, although the
linguistic variety comprises 28 Foreign, 1 Spanish, 1 French, 1 Korean, 1 Italian
and 2 Japanese Current workers with a wide generation. The key stakeholders who I
would consult are including
Chief Executive Office of Bounce Fitness
Personal Instructor Staffs
Feedback from customers
Franchisees
Crunch Fitness is dedicated to fair standards for jobs and to fostering diversity and
inclusion in the workplace.
They expect all workers to be handled equally and with integrity and honesty as
laid forth in our Code of Conduct and Charter.
They do not allow sexism or abuse in the workforce on the basis of gender or
gender identification, ethnicity, colour, nationality or cultural heritage, sex,
political views or practises covered by relevant legislation, religion;
Sexual identity, age or illness, marriage or parental position, or abortion or
working status (e.g. fixed-term, part-time or temporary work).
The basis for appointment, promotion, success evaluation and remuneration
within Crunch Fitness is integrity, results and actions in keeping with the
principles of Crunch Fitness. In addition, Crunch Fitness can try to support local
jobs where necessary.
We ensure that, wherever the Company operates, employees of Crunch Fitness
recognise and respect the heritage, culture, lifestyle and preferences of the
local communities hosting the Company's operations.
Crunch Fitness Policies and Procedures encourage the inclusion of workers
with caregivers' obligations by providing appropriate allowance for their
requirements in accordance with relevant workplace laws and industry practise.
We set concrete goals for promoting diversity and inclusion and review those
objectives regularly and progress in meeting them and compliance with relevant
anti-discrimination and equal opportunity legislation.
Above points are to be kept in concern to uplift the Bounce Fitness Centre.
Determining the points, the changes are to be made on the policy.
