Why do B-corps need an EDI audit?

The new B-corp JEDI (Justice, Equity, Diversity & Inclusion) standards make EDI a mandatory requirement for certification. Companies can no longer offset weak EDI performance with strong scores elsewhere. An independent audit provides the credible, verifiable workforce data needed to satisfy the new requirements.

How long does an EDI audit take?

The staff survey takes 5–7 minutes to complete. The full audit process, from setup through to delivery of findings and recommendations, typically runs over 4–8 weeks depending on organisation size.

What makes an independent audit different from an internal HR survey?

Independent audits consistently achieve higher disclosure rates because employees are disclosing to a third party rather than their employer. Social desirability bias means staff report more positively on internal platforms. Our platform also captures complex intersectional identities — multiple disabilities, mixed ethnic backgrounds — that standard HR software cannot.

EDI Data Audit

Is your workforce data telling the whole story?

Standard HR systems fail to capture the complex, intersectional identities of your employees, while internal platforms often struggle with low disclosure rates. The result is an EDI picture that is partial, inaccurate, and insufficient for strategic planning. We deliver the independent, rigorous analysis you need to drive meaningful progress.

Book a scoping call Explore free resources

53.6%

of ethnic minority candidates apply for early-career roles in the energy sector — but fewer than 30% are hired. Without accurate data, that gap is invisible.

96%

average survey response rate — significantly higher than internal HR surveys achieve, because employees are disclosing to an independent party.

Systemic limitations of standard HR platforms

Standard HR software is structurally unequipped to record multiple disabilities, complex intersectional ethnic identities, or socioeconomic backgrounds. This leaves your organisation with incomplete data from the outset.

The impact of social desirability bias

Employees consistently report more positive inclusion sentiments on internal systems due to perceived privacy risks. This bias systematically overstates organisational performance on key inclusion metrics.

"Prefer not to say" as a metric of organisational trust

High volumes of "prefer not to say" responses are not a sign of staff indifference; they are a direct signal of distrust. Underrepresented groups are the most likely to withhold sensitive demographic data on employer-owned systems.

Independent EDI Data Acquisition

We deploy a secure, external survey platform entirely isolated from your internal HR systems, capturing protected characteristics, socioeconomic backgrounds, and intersectional identities with maximum trust.

Intersectional Gap Analysis

Our team identifies where representation and inclusion gaps exist across your talent pipeline, from recruitment to leadership, and highlights what the absence of data reveals about your culture.

Evidence-Based Target Setting

We translate raw findings into clear, realistic, and data-driven targets tailored to your organisation's specific profile, rather than relying on generic industry averages.

SMART Action Planning

We deliver a formal audit report with Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) recommendations, focusing on the highest-leverage interventions for your business.

Continuous Measurement & Tracking

We establish a sustainable measurement cycle, allowing you to track progress year-on-year, satisfy B-corp JEDI requirements, and demonstrate credible progress to boards and external stakeholders.

Educate

Why Your EDI Data Is Probably Wrong (And What to Do About It)

Understand the specific reasons internal EDI data fails — system limitations, social desirability bias, and what "prefer not to say" actually means. Includes a practical checklist for assessing your current data quality.

Diagnose

B-Corp EDI Revalidation Readiness Check

An interactive assessment for B-corp certified companies approaching revalidation. Maps the JEDI questions you'll need to answer against the data you currently hold — and flags exactly where the gaps are.

Validate

Why Your EDI Strategy Will Fail

A direct, evidence-led guide built around one provable argument: most EDI strategies fail not because of lack of commitment, but because of lack of precision — and lack of precision starts with inaccurate data.

Decide

The Business Case for an Independent EDI Audit: A Board-Ready Guide

For the person who needs to justify the investment internally. Includes a one-page board summary template and the ROI framing — what the audit produces, what decisions it enables, and what acting on poor data costs.

53.6%

of ethnic minority candidates apply for early-career roles in the energy sector — yet under 30% are hired. Data reveals where bias embeds in selection.

96%

average disclosure rate on independent platforms — higher than internal surveys because employees trust a third party with sensitive identity data.

IIP

Best DE&I Strategy UK award won by Pertemps after an independent EDI audit became the foundation of their revised people strategy.

years running a sector-wide inclusion measurement programme across 50+ energy and utilities organisations, tracking year-on-year progress at scale.

What is an EDI data audit?

An EDI data audit is an independent assessment of your workforce's equality, diversity and inclusion data. Rather than relying on internal HR systems — which are limited in what they can capture and often see low disclosure rates — an independent audit uses a secure external platform to collect more complete, accurate workforce data. The survey takes 5–7 minutes and captures protected characteristics, non-protected characteristics, intersectional identities, and inclusion sentiment. Results are delivered as a formal report with SMART recommendations.

Why do progressive organisations and B-corps require an independent EDI audit?

For B-corp certified companies, the updated JEDI standards have transitioned equality, diversity, and inclusion from optional categories into mandatory, audited requirements. However, the need for rigorous, independent data extends to all progressive businesses. Boards, institutional investors, and public sector partners increasingly demand verifiable, third-party audited workforce data rather than self-reported internal surveys to mitigate reputational risk and ensure regulatory compliance.

How is anonymity protected?

Robust anonymisation is embedded at every stage of the process. No individual can be identified regardless of how underrepresented their group is. Where a group is too small to protect anonymity, data is merged with adjacent groups or withheld from results entirely. Individual-level data is never shared with the organisation, only aggregated, anonymised outputs.

How long does an audit take?

The staff survey takes 5–7 minutes to complete. The full audit process — from setup and communications through to delivery of the formal report and recommendations — typically runs over 4–8 weeks depending on organisation size and complexity. We work with your communications team throughout to ensure staff understand the purpose, the independence of the platform, and the anonymisation measures in place.

What sectors do you work with?

We work across private, public and third sectors. Clients include NHS Trusts, B-corp certified companies, energy and utilities organisations, professional services firms, charities, and multi-academy trusts. The audit methodology is consistent across sectors, the intersectional analysis and recommendations are always tailored to the specific organisation and its context.

What does the audit cost?

Pricing depends on the size of the organisation, the scope of the survey, and whether the engagement includes ongoing support after the report is delivered. We scope each engagement individually, contact us to discuss what an audit would look like for your organisation and what the investment would be.

Is your workforce data telling the whole story?

The structural limits of internal EDI data collection.