The JEDI Toolkit

Intent in, evidence out.

An inclusion toolkit that leaves you holding the proof.

The JEDI Toolkit gives you eleven sections, covering multiple topics, taken one at a time, whether inclusion is your full-time role or part of your day job.

Each explains what to do, supports you through it, and gives you the template to action. You finish holding a plan, a policy or a set of data.

Perfect for any employer. Built for B Corps.
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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 someone assessing your organisation like B Corp. 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?

Eleven sections, each one covering several topics. You take them one at a time. It works whether inclusion is your full-time job or one part of a busy week.
  • Guidance that tells you what to do
    Plain English. No jargon. Every word explained before it is used.
  • Support while you do it
    Video and step-by-step help, so you are not working it out alone.
  • A template to help
    You get the blank version and a filled-in example, so you can see what good looks like.
You finish each section holding a plan, a policy or a set of data. That is your evidence. There is nothing to write up at the end.

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 section of the toolkit names the part of that requirement it answers, 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.
Includability does not certify, accredit or assess. B Lab certifies. We support your work and help you produce the evidence for your JEDI part of the B Impact Assessment.

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 and B Corp leaders 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 sections 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.

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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