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 workers’ 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.

Workers vs. Employees – What’s the Difference?

In B Lab’s standards, "workers" and "employees" are distinct terms. "Workers" constitute the broadest group, which includes employees and other worker categories like independent contractors. The standards’ requirements intentionally refer to one or the other group, and this can vary within an Impact Topic. For example, JEDI2.h, refers to “employees” because providing sponsorship and mentorship opportunities to non-employees can be challenging to arrange. On the other hand, JEDI1 asks companies to collect data on all “workers” for greater inclusion. Refer to the Terms and Definitions in the PDFs of the standards to check who's included in which group.

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.

**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.

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.

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.

Release 2 - 25 August, 2025 - based on B Lab Standard v2.1 - © B Lab 2025