Making a Difference: A Simple Guide to the New B Corp JEDI Standards

Doing business for good is changing. If your company is a B Corp or wants to be one, there is a new set of rules you need to know about. It is called the JEDI framework, and it is about making sure your business is fair for everyone.

B Lab, the group behind B Corp, says these new rules are bigger, deeper, and more demanding than anything they have asked for before. But do not worry. This guide will help you understand what they are and how to stay ahead.

What is JEDI?

JEDI stands for four big ideas that help businesses treat people better:

• Justice: This means breaking down the big, old barriers that stop people from getting the same opportunities in life.
• Equity: This involves giving people the specific support they need because not everyone starts from the same place.
• Diversity: This is about welcoming all kinds of differences like race, age, gender, and disability.
• Inclusion: This means making sure everyone feels invited to join in and help make decisions.

Why It Matters

It is not just about getting a certificate. When a company cares about JEDI, people want to stay there longer. In fact, companies that focus on learning and inclusion see 30% to 50% better staff retention. B Lab now requires real proof of action, not just storytelling.

What You Need to Do

The JEDI standards are split into two main steps:

1. Collect the Facts (JEDI1)

You cannot fix what you do not measure. Companies must ask workers for their feedback through surveys or discussions. This helps you see if some groups of people are having a harder time at work than others.

2. Take Real Action (JEDI2)

Once you have your data, you have to make a plan. This plan needs three things to be official:

• Deadlines: You must state when the work will be done.
• Resources: You must show there is a budget or tools for it.
• Responsibility: You must name who is in charge of making it happen.

What to Look For Based on Your Size

For Small Businesses (10 to 49 Employees)

• Talk to your team: You must have at least one 60 minute meeting or a survey every year to hear what your staff thinks about fairness at work.
• Pick your goals: You will need to choose a specific number of actions to work on, such as writing a public commitment to JEDI.

For Large or Enterprise Businesses (50+ Employees)

• Deep data: You must track things like pay, hiring, and promotions specifically by gender identity.
• Multiple identities: Very large companies have to track an extra category, like race or disability, based on what their workers say is important.
• Better leave: You might need to offer more paid time off for things like gender affirmation or longer parental leave.

How Includability Helps You Get Ready

Getting all this paperwork and data ready for a B Corp audit can be a lot of work. Includability acts like an engine to help you get there faster.

• Flexible Surveys for Every Size: We know one size does not fit all.
  • Generic Surveys: Perfect for smaller teams who need a quick, standard way to get a baseline score and meet the JEDI requirement.
  • Bespoke Solutions: For larger organizations, we build custom Self-ID and engagement surveys. These handle complex data needs, ensuring you get the deep, intersectional insights required for a full audit.
• The 24 Month Roadmap: We provide a step by step plan to help you meet B Corp rules for governance, budget, and deadlines.
• Learning Academy*: We offer microlearning modules (5 to 10 minute lessons) that give leaders the training they need on topics like neurodiversity and inclusive hiring. (launching 2026)
• Expert Support: Our Verification Partners can help you verify your data and run the meetings B Corp requires so you have the proof ready for your audit.

Ready to lead the change? Explore how Includability can guide your organisation toward a more inclusive, equitable, and B Corp-compliant future.