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.
This article lists examples of evidence companies can provide to showcase their impact. The examples of evidence provided are meant to guide companies, and are not exhaustive. Companies may have other types of evidence, or one of the listed examples may be comprehensive enough on its own. See the Impact Topic summary for more information.
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.
JEDI1 The company collects data to inform its JEDI actions. |
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JEDI1.1 The company collects data to inform its JEDI actions. | Evidence examples for a discussion: Discussion notes for each year required by the compliance criteria Date and duration of the discussion Discussion agenda, handouts, and/or presentation slides Communication to workers about the discussion or survey, such as emails or message board posts Interviews with workers
Evidence examples for a survey: Survey results for each year required by the compliance criteria Date of the survey A copy of the worker survey with questions focused on JEDI topics Communication to workers about the discussion or survey, such as emails or message board posts Interviews with workers A copy of the form, survey or other tool used to collect data on gender identity Communication to people, such as emails or message board posts, explaining the process for data collection and confirming the option for anonymity Disaggregated data, for example in a spreadsheet, and disaggregated reporting for the people-related business processes and measurements Interviews with workers
Other evidence may include disaggregated data related to: Employment categories (also known as job classifications, employment status, or contract types) Representation in the highest governing body and executive team Retention, attrition, or turnover rates Recruitment Promotion Training opportunities or participation Perceptions of working conditions Working hours Complaints or grievances Wages Perceptions of workplace culture Communication to workers about the discussion or survey, such as emails or message board posts. Interviews with workers
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JEDI1.2 The company collects data on one additional social identity for worker-related measurements. | A copy of the form, survey or other data collection tool that the company used to collect data on the additional social identity. Communication to people, such as emails or message board posts, explaining the process for data collection and confirming the option for anonymity. Disaggregated data, for example in a spreadsheet, and disaggregated reporting for the people-related business processes and measurements. Interviews with workers.
Other evidence may include disaggregated data related to: Employment categories (also known as job classifications, employment status, or contract types) Representation in the highest governing body and executive team Retention, attrition, or turnover rates Recruitment Promotion Training opportunities or participation Perceptions of working conditions Working hours - Complaints or grievances
- Wages
- Perceptions of workplace culture
Summary of stakeholder feedback, such as emails, discussion notes or survey feedback. Communication to people, such as emails or message board posts, explaining the process for data collection and confirming the option for anonymity. Disaggregated data, for example in a spreadsheet, and disaggregated reporting for the people-related business processes and measurements.
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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. |
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JEDI2.1 The company chooses and implements one JEDI action. | |
JEDI2.2 The company chooses its JEDI actions and implements them. | |
JEDI2.3 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | Written confirmation of the chosen sub-requirement options (JEDI2.a-s) and their set (Foundation, Within the Workplace, or Beyond the Workplace). Records of stakeholder feedback and data (from JEDI1) and how they were considered when choosing actions. A documented plan that records actions and status updates. Records of communicating the plan and updates to stakeholders, such as emails, presentation slides, or reports. A documented plan that records actions and status updates. Evidence of the plan being accessible to workers, such as being available on a shared drive or intranet page. Interviews with workers.
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JEDI2.4 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | Written confirmation of the chosen sub-requirement options (JEDI2.a-s) and their set (Foundation, Within the Workplace, or Beyond the Workplace). Records of stakeholder feedback and data (from JEDI1) and how they were considered when choosing actions. A documented plan that records actions and status updates. Records of communicating the plan and updates to stakeholders, such as emails, presentation slides, or reports. A documented plan that records actions and status updates. Evidence of the plan being accessible to workers, such as being available on a shared drive or intranet page. Interviews with workers.
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JEDI2.5 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | Written confirmation of the chosen sub-requirement options (JEDI2.a-s) and their set (Foundation, Within the Workplace, or Beyond the Workplace). Overview of chosen sub-requirements, split by year, and stating if they were implemented globally or specific to a country or site. Records of stakeholder feedback and data (from JEDI1) and how they were considered when choosing actions. A documented plan that records actions and status updates. Records of communicating the plan and updates to stakeholders, such as emails, presentation slides, or reports. A documented plan that records actions and status updates. Evidence of the plan being accessible to workers, such as being available on a shared drive or intranet page. Interviews with workers.
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JEDI2.6 The company chooses its JEDI actions using data and stakeholder feedback, records them in a plan, and implements them. | Written confirmation of the chosen sub-requirement options (JEDI2.a-s) and their set (Foundation, Within the Workplace, or Beyond the Workplace). Overview of chosen sub-requirements, split by Year, and stating if they were implemented globally or specific to a country or site. Records of stakeholder feedback and data (from JEDI1) and how they were considered when choosing actions. A documented plan that records actions and status updates. Records of communicating the plan and updates to stakeholders, such as emails, presentation slides, or reports. A documented plan that records actions and status updates. Evidence of the plan being accessible to workers, such as being available on a shared drive or intranet page. Interviews with workers.
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**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)
Release 1 - 23 October, 2025 - based on B Lab Standard v2.1 - © B Lab 2025