Discuss about the Diversity Policy Of Bounce Fitness Business.
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
According to Precision group, 2012 the policies on the bounce website are
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.
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.
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 would be paternity leave, inclusion of sexual minority, provision of menstrual leave and inclusion of the Muslim population
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.
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 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.
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 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.
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.
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 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.
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.
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.
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