Self-ID Surveys: From Blank Page to Board-Ready Data
You cannot plan for a workforce you cannot see. This course shows you how to build a self-identification survey your people will actually answer, handle the data protection side properly, and report the results without exposing anybody. You finish holding workforce data you can put in front of your board.
What You Get
What you will be holding at the end
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A survey you have designed and run, or a set of recorded one to one discussions
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Your consent wording and data protection record
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A report showing your data in bands, with a stated reporting threshold
Includability Learning Programs
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 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 Creating and Implementing a JEDI Action Plan, because for most size bands the plan is the criteria.
Will this work if we already have policies and training in place?
Yes, and it will shorten the work. Policy Guidance Tools gives you a review process for your existing policies rather than a set to replace them. Supporting Learning Management 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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