—   JEDI INCLUSION TOOLKIT

Justice, Equity, Diversity and Inclusion & B Corp: Why & HOW It Matters

JEDI is justice, equity, diversity and inclusion. Equality is often grouped in with them and is a separate principle: equality gives everyone the same thing, equity gives people what they need to reach the same place. This introduction separates all five, their relationship to B Corp, and the practical meaning of each.

What You Get

  • Justice, and what it asks of an employer
  • Equity, and how it differs from equality
  • Equality, and how it differs from equity
  • Diversity, measuring from your workforce data
  • Inclusion, how to measure by asking people
  • The three kinds of barrier people meet at work
  • What each of the five asks an employer to actually do

What you will be holding at the end

  • A shared vocabulary your team actually uses
  • Attendance logged toward the training requirement

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 Tookit 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 asks for a discussion or survey about JEDI principles, JEDI1.2 for data on gender identity or sex at birth across at least five worker related measurements, and JEDI1.3 for one further social identity. JEDI2 covers action. You choose and implement a set number of JEDI actions, with the number and the recording standard rising by size band. Which criteria apply depends on your size band and on whether you are at Year 0, Year 3 or Year 5.

Do we have to do all of the JEDI criteria?

No. For the action criteria you choose from three sets: Foundation, Within the Workplace, and Beyond the Workplace. Your size band sets how many actions you need, and requires at least one option from each set across Years 0, 3 and 5. The toolkit covers ten of the action options across the first two sets, so you 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 reached the full day and when.

How long does the JEDI Toolkit take?

That depends on how much you already have and how many actions your size band requires. Sections are designed to be taken one at a time. The first piece of evidence exists at the end of the first section.

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

No. Every section is good inclusion practice on its own terms: better hiring, real feedback, a plan that gets used. The B Corp fit is the reason it is built the way it is, and it means purpose-led organisations get work that produces proof rather than work that produces a feeling.

Do we need to be an Includability Committed Employer?

No. Nothing in the toolkit depends on membership. If you are a Committed Employer, the JEDI gap analysis inside the Cultural Roadmap tells you which sections you most need before you start.

Where should we start?

If you have no workforce data, start with TIC01A, the Self-ID Survey, because JEDI1 sits under everything else and the action criteria from JEDI2.3 upwards ask you to choose actions using that data. If you already have data, start with TIC04A, the action plan, because for most size bands the plan is the criterion.

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

Yes, and it will shorten the work. TIC08A gives you a review process for your existing policies rather than a set to replace them. TIC02A lets you log training you have already delivered. Where you already meet a criterion, the guidance points you at the gap.

Who needs to be involved?

A leadership sponsor and someone who does the work. JEDI2.a requires approval from your executive team or highest governing body and accountability assigned to them, so leadership involvement is a criterion rather than a preference. Day to day the sections are written for an HR lead, a people manager or an operations lead.

Does the toolkit do the work for us?

No, and any product that says it does is selling you a document rather than an outcome. The toolkit gives you the method, the templates and the worked examples so the work takes hours rather than weeks. The decisions are yours, which is what makes the evidence yours.
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