B Corp 2.0 | Justice, Equity, Diversity & Inclusion (JEDI)

The transition to “B Corp 2.0” introduces new standards that require businesses to embed Justice, Equity, Diversity, and Inclusion (JEDI) principles into their operations and value chains. This impact topic encourages companies to take action by removing unfair systems and creating workplaces and communities where everyone feels included and treated fairly.

Why is This Topic Important to the World?

Systemic inequities have long marginalized certain groups based on race, gender, ethnicity, citizenship, and other social identities. These are perpetuated by historic and ongoing systems of oppression—such as racial discrimination in hiring practices—that affect access to opportunities, resources, and representation, limiting people of color from obtaining quality employment and career advancement. Businesses are uniquely positioned to address these disparities by adopting intentional practices that prioritize equity and inclusion.

By embedding JEDI principles into their operations, companies can help create safe workplaces where all employees feel a sense of belonging and dignity. Beyond their four walls, businesses can positively impact systematically disadvantaged groups, by bringing a JEDI perspective, or lens, to all operations and all parts of your business model. This shift not only addresses labour and human rights issues but also promotes broader societal progress.

Why Will This Topic Make Businesses More Resilient?

Companies that prioritize JEDI principles build stronger connections with employees, customers, and communities. Inclusive workplaces foster higher employee engagement, innovation, and retention by creating environments where diverse perspectives are valued. Also, companies that work to promote fairness are more prepared to handle changing social expectations and new rules—for example, by making sure all employees have equal access to professional development programs or by adjusting hiring practices to better include underrepresented groups.

From a market perspective, consumers increasingly favor brands that align with their values. Companies that are seen as leaders in fairness and inclusion have an advantage over others and avoid damage to their reputation. As an example, they would be able to avoid being publicly criticized for only pretending to support disadvantaged groups just to look good in their communications. Ultimately, embedding JEDI principles strengthens stakeholder trust and positions businesses for long-term success.

What’s Required in This Topic? 

To meet the new B Corp standards under the Justice, Equity, Diversity & Inclusion topic, businesses must fulfill two key requirements, with actions and data collection scaled by company size:

• Data Collection & Reporting:
  • Small companies with 10+ workers must facilitate at least one discussion or survey about JEDI principles annually, ensuring participation is optional and feedback is collected.
  • In addition, medium companies with 50+ workers must collect voluntary, anonymous data on gender identity or sex at birth for at least five worker-related measurements (e.g., hiring, promotions, training, retention), using respectful and context-appropriate language.
  • In addition, large companies with more than 250 employees must collect data on one additional social identity (such as race, ethnicity, or disability) for at least five worker-related measurements, chosen using stakeholder feedback and legal/cultural context.
• Action Plan Implementation: Companies must choose and implement a growing number of JEDI actions over time, dependant on size and feedback. The action plan must be updated and shared with stakeholders annually, including deadlines, resource allocation, and role assignments. The plan must be accessible to all workers at any time. Examples of actions include a public JEDI commitment statement, leadership training on JEDI, reviewing all policies with a “JEDI lens”, equity audits by third parties, support for employee resource groups, inclusive hiring and promotion practices, accessible communication tools and websites, supplier diversity initiatives, and an inclusive product/service design and redesign.

How Can Your Company Prepare? 

Navigating the JEDI requirements under B Corp 2.0 can feel overwhelming, especially given the new expectations for data collection, stakeholder engagement, and actionable planning. If your organization has someone who can dedicate time to understanding the compliance and evidence guidance, start by reviewing your current workplace practices and data collection processes through a JEDI lens.

Looking for support from a partner? Whether you’re looking for guidance on the new B Corp JEDI standards or want to advance justice, equity, diversity, and inclusion across your organization, we can help. We have already supported a dozen businesses to explore implementation of the new standards. For over 25 years, we’ve been using sustainability and inclusion to strengthen companies. Get in touch now to start your JEDI journey.