—   JEDI INCLUSION TOOLKIT

Gathering Worker and Stakeholder Feedback: Methods, Groups and Terms of Reference

An employee resource group is a voluntary, worker-led group formed around a shared identity or experience. An inclusion working group has a remit to change something, usually with a leadership sponsor. This course covers gathering feedback, mapping your stakeholders, and setting up and supporting both kinds of group.

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Intent in.
Evidence out.

What You Get

  • Why feedback matters, and what it is actually for
  • The JEDI principles discussion, how to run one and what to record
  • Mapping your stakeholders, including the ones you have not thought of
  • Approaches to gathering feedback
  • What works well
  • Employee resource groups
  • Inclusion working groups
  • Terms of reference
  • Membership and the diversity of your feedback groups

What you will be holding at the end

  • A stakeholder map
  • Terms of reference for your group, agreed and dated
  • Membership records and the record of how the identities were chosen
  • Meeting notes and the feedback gathered
  • A close the loop record showing what changed

Includability Learning Programs

ABOUT INCLUDABILITY

Who designed this course?

This Toolkit is designed by Includability, a UK B Corp workplace culture specialist.

We work in culture every day. We build evidence-based Cultural Roadmaps that show organisations where they stand across six areas: diversity and inclusion, mental health, wellbeing, sustainability and impact, talent management, and leadership and governance. The toolkit was developed to support the work delivered inside real organisations.

We also know how to build a toolkit. Our team has designed toolkits, frameworks and standards for organisations, accreditation bodies and membership associations. This Toolkit is designed to give you an order of work rather than a folder of material.

Our Includability Partners range from Certified B Corporations to organisations across sport, FMCG, law, food and drink, and property and facilities management.

The Includability Collective Limited is a UK company. weareincludability.co.uk
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Frequently asked questions About this Program

What does the B Corp V2 standard require on JEDI?

Two things. JEDI1 covers data. JEDI1.1 applies from Small companies upwards. Below 50 workers, that means a facilitated discussion or an anonymous, voluntary survey about JEDI. At 50 workers and above, it means data on gender identity or sex at birth across at least five worker-related measurements. JEDI1.2 adds a second social identity, chosen using stakeholder feedback, for Large companies and above at Years 3 and 5. JEDI2 covers action. You choose and implement a set number of actions from nineteen options, and the number rises with your size band and certification year.

Do we have to do all of the JEDI criteria?

No. You choose your actions from three sets: Foundation, Within the Workplace and Beyond the Workplace. Your size band sets how many you need, with at least one from each set across Years 0, 3 and 5. The toolkit supports actions across all three sets, so you can pick the ones that fit your organisation.

What counts as evidence for JEDI?

The things you produce while doing the work. A dated commitment statement with the approval minute. A survey report showing disaggregated data. An action plan with named owners and status updates from the last twelve months. Completed policy reviews. Training records showing who completed what, and when.

How long does the JEDI Toolkit take?

It depends on how much you already have in place and how many actions your size band needs. Modules are self-paced and taken one at a time, and you'll have your first piece of evidence by the end of the first module.

Do we need to be a B Corp to use it?

No. Every module is good inclusion practice on its own terms: fairer hiring, honest feedback, a plan that gets used. B Corps get the JEDI criteria mapping on top.

Do we need to be an Includability Committed Employer?

No. Nothing in the toolkit depends on it. Committed Employers get the toolkit at the partner rate, and the JEDI Gap Analysis in their Cultural Roadmap shows which modules they need most.

Where should we start?

If you have no workforce data, start with Self-ID Surveys, because JEDI1 sits under everything else and your JEDI2 actions should come from that data. If you already have data, start with Creating and Implementing a JEDI Action Plan.

Will this work if we already have policies and training in place?

Yes, and it will save you time. Reviewing and Updating Policies With a JEDI Lens gives you a review process for the policies you already have, rather than a set to replace them. Supporting Learning Management lets you log training you've already delivered. Where you already meet the criteria, the guidance points you to the gaps.

Who needs to be involved?

A leadership sponsor and someone to do the work. JEDI2.a asks for approval from your executive team or highest governing body, with accountability assigned to them. Day to day, the modules are written for an HR lead, a people manager or an operations lead.

Does the toolkit do the work for us?

No. It gives you the method, the templates and worked examples, so the work takes hours rather than weeks. The decisions stay with you, which is what makes the evidence yours.

What support do we get?

You can email us with questions at any point, and book a call with the team to get the most from the toolkit or to suggest templates and features you'd like to see.
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