The
Justice, Equity, Diversity and Inclusion (JEDI) Impact Topic guides companies to actively advance principles of justice, equity, diversity, and inclusion within their workplaces and value chains. This work is rooted in addressing systemic inequities—both historic and ongoing—that perpetuate disadvantages for certain groups today. By intentionally measuring differences between groups, gathering feedback from stakeholders, and implementing targeted actions, companies can foster inclusive environments and equitable practices.
Why this Matters
Justice, equity, diversity, and inclusion (JEDI) principles are fundamental to building safe workplaces where all people can thrive and feel a sense of belonging. They uphold core human rights such as freedom from discrimination. The JEDI Impact Topic highlights the need for companies to have inclusive and diverse workplaces and contribute to just and equitable communities.
1. Collecting Data
Companies collect data to understand how employees’ experiences and conditions may vary across different groups within the organization. They facilitate discussions or conduct surveys, or analyze people-related measurements —such as those commonly used in human resources. For example, a company might compare hiring rates across different gender identities or examine promotion rates for specific social identities, such as people with disabilities or individuals from a specific ethnic group. This data collected in JEDI1 informs the company’s chosen actions in JEDI2.
JEDI1 The company collects data to inform its JEDI actions. |
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JEDI1.1 The company facilitates a discussion or survey about JEDI principles in the workplace. | All Small companies | Year 0 Year 3 Year 5 |
JEDI1.2 The company collects data on the gender identity or sex at birth of its workers in worker-related measurements. | All Medium, Large, Extra Large, Extra Extra Large companies | Year 0 Year 3 Year 5 |
JEDI1.3 The company collects data on one additional social identity for worker-related measurements. | All Large, Extra Large, Extra Extra Large companies | Year 3 Year 5 |
2. Taking Action
Companies choose and implement JEDI actions based on data collected in the JEDI1 requirement and stakeholder feedback, recording them in a plan. They choose their actions from a list of 19 options. This flexibility is provided because priorities are context-specific, shaped by local history, culture, values, norms, and demographics.
By implementing these actions, companies work to improve on the most meaningful JEDI areas for their stakeholders.
JEDI2 The company chooses and implements JEDI actions. | Size | Year and number of actions required in ()** |
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JEDI2.1 The company chooses and implements one JEDI action. | All Companies without workers | Year 0 (1) Year 3 (1) Year 5 (1) |
JEDI2.2 The company chooses its JEDI actions and implements them. | All Micro companies | Year 0 (2) Year 3 (3) Year 5 (3) |
JEDI2.3 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | All Small companies | Year 0 (2) Year 3 (4) Year 5 (4) |
JEDI2.4 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | All Medium companies | Year 0 (2) Year 3 (5) Year 5 (5) |
JEDI2.5 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | All Large companies | Year 0 (2) Year 3 (6) Year 5 (6) |
JEDI2.6 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | All Extra Large and Extra Extra Large companies | Year 0 (2) Year 3 (7) Year 5 (7) |
**The JEDI actions options available are not the same for each sub-requirement.
For 2.1 the JEDI action options available are Foundation (JEDI2.a-e) and Beyond the Workplace (JEDI2.m-s). For 2.2 to 2.6, the JEDI action options available are Foundation (JEDI2.a-e), Within the Workplace (JEDI2.f-l), and Beyond the Workplace (JEDI2.m-s) (see Appendix)
Appendix
JEDI Actions: Foundation Set
The “Foundation” Set establishes a company's commitment to JEDI principles, ensuring leadership reflects community diversity, policies are updated through an equity lens, and knowledge is strengthened through training and equity audits.
JEDI2.a-e Foundation Set |
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JEDI2.a The company commits publicly to JEDI principles |
All companies |
JEDI2.b The company improves JEDI knowledge and capacity among leaders |
JEDI2.c The company reviews and updates existing policies using JEDI principles |
JEDI2.d The company’s highest governing body and executive team reflect the diversity of its community |
JEDI2.e The company carries out an equity audit |
JEDI Actions: Within the Workplace Set
The “Within the Workplace” Set focuses on fostering inclusive practices within the workplace, such as supporting employee resource groups, improving hiring practices, mentoring workers, and improving accessibility of communication tools.
JEDI2.f-l Within the Workplace Set ' |
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JEDI2.f The company supports at least two employee resource or affinity groups |
All companies except Companies without workers |
JEDI2.g The company implements inclusive hiring practices |
JEDI2.h The company provides sponsorship and mentorship opportunities to workers |
JEDI2.i The company develops and implements an inclusive language guide for internal communications |
JEDI2.j The company increases its proportion of workers from underrepresented groups to reflect the diversity of its community |
JEDI2.k The company provides additional types of paid leave beyond legal minimums |
JEDI2.l The company’s internal communication tools meet accessibility standards |
JEDI Actions: Beyond the Workplace Set
The “Beyond the Workplace” Set extends JEDI principles to the company’s supply chain, customers and society more broadly. Examples include public actions, monitoring supplier diversity, inclusive product design, accessible websites, and collective efforts to promote equity and inclusion.
JEDI2.m-s Beyond the Workplace Set |
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JEDI2.m The company’s website meets accessibility standards |
All companies |
JEDI2.n The company communicates its JEDI action plan and progress publicly |
JEDI2.o The company promotes diversity among its local suppliers |
JEDI2.p The company develops and implements an inclusive communications and ethical content guide for external communications |
JEDI2.q The company assesses how inclusive a product or service is |
JEDI2.r The company redesigns a product or service to be more inclusive |
JEDI2.s The company takes part in at least one collective action to advance JEDI principles |
Release 1 - 11 July, 2025 - based on B Lab Standard v1.0 - © B Lab 2025