The JEDI Inclusion Toolkit
Intent in, evidence out.
An inclusion toolkit that leaves you holding the proof.
The JEDI Inclusion Toolkit gives you thirteen self-paced modules, so it can fit into your busy day, whether inclusion is your full-time role or one part of it. Each module explains what to do, supports you through the guidance and gives you the templates to act on it. You finish holding a plan, a policy or a set of data.
Perfect for any employer. Built for B Corps.
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all prices shown include VAT at 20%
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Intent in.
Evidence out.
Knowing you should do it is the easy part.
Most organisations want to do inclusion work well. That bit is not hard.
The hard bit comes next. Someone asks you to show what you have done. It might be your chief executive or senior leaders. It might be your board. It might be your B Lab assessor. And what you have is a lot of good work, spread across a lot of places, with nothing that pulls it together.
That is where it slows down.
What is in the toolkit?
Thirteen modules, each covering several topics. Take them one at a time, in the order that suits you.
Certifying or recertifying as a B Corp?
The B Corp standard has a section on inclusion. B Lab calls it JEDI, short for justice, equity, diversity and inclusion. Under the current standards it is a requirement rather than an option, and you have to show evidence of what your organisation has actually done.
Every module names the criteria it supports and the evidence it produces, and what you should be holding at the end of it. So you can check what you have against what is asked for, before anyone else does.
Who Built the JEDI Toolkit
Includability is a UK B Corp workplace culture specialist. 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.
This toolkit has been developed by inclusion experts who have taken businesses through B Corp certification themselves with every section written with experience and based on work already delivered inside real organisations.
The Roadmap and the toolkit
A Cultural Roadmap is a board-ready report on where you stand and what to do next. It includes a JEDI Gap Analysis where that is relevant, which tells you which modules of the toolkit you need before you start. You do not need one to use the toolkit. It just saves you guessing.
The Roadmap shows the gaps.
The toolkit closes them and produces the evidence.
The toolkit closes them and produces the evidence.
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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