Can you evidence your organisation's workforce demographics across all B-corp JEDI required characteristics?
The new JEDI standards require demonstrated collection of data across race/ethnicity, gender, disability, and other characteristics.
What is your current workforce data disclosure rate for EDI characteristics?
High "prefer not to say" rates indicate a trust problem — which the new JEDI standards are designed to surface.
Do you have a documented, structured EDI action plan with measurable targets?
JEDI standards require structured action plans — not aspiration statements. The plan must be evidenced and tied to data.
Can you demonstrate year-on-year improvement in your EDI metrics?
The new JEDI standards require evidence of continuous improvement — not just good intent. Progress must be measurable and documented.
Is there board or senior leadership accountability for EDI targets at your organisation?
JEDI standards assess governance structures — not just activity. Someone at the top table needs to own this.
Does your workforce data capture intersectional identities — for example, employees who have multiple disabilities or complex ethnic backgrounds?
Standard HR systems typically only allow single selections. Intersectionality is a core requirement of the new JEDI standards.
Are your current EDI interventions directly linked to gaps identified through workforce data?
The JEDI standards are looking for evidence that action follows data — not that action happens in parallel to data collection.
When is your B-corp revalidation due?
This helps us understand your urgency — JEDI standards are being applied on a rolling basis as companies come up for revalidation.
Do you collect inclusion data — employee experience of culture, belonging, and psychological safety — as well as demographic data?
JEDI goes beyond headcount diversity. The standards assess whether included people feel included — not just whether they're represented.