Accountability in Action: Tracking Progress on the Justice, Equity, Diversity, & Inclusion (JEDI) Standards

Practical metrics for measuring progress on JEDI1 (data & feedback) and JEDI2 (actions & accountability)

Equity might begin with conviction, but it’s sustained through accountability. B Lab’s Justice, Equity, Diversity, & Inclusion (JEDI) Impact Topic challenges B Corps to translate values into durable systems that confront inequity, expand opportunity, and make every person’s experience of work more just and more human. In our JEDI Standards, Simplified article, we outlined what those commitments entail. This piece moves from framework to follow-through, outlining how companies can measure what matters and sustain momentum.

The JEDI Impact Topic asks companies first to measure, then to act. JEDI1 metrics help validate your listening and learning: they show how well you collect and analyze data, disaggregate results, and elevate worker voices. JEDI2 metrics, on the other hand, validate your action and improvement, capturing how effectively you turn insight into action across three key areas:

• Foundation (JEDI2.a–e)
• Within the Workplace (JEDI2.f–l)
• Beyond the Workplace (JEDI2.m–s)

Each set of metrics serves a distinct purpose. Together, they create a feedback loop that connects data to action and accountability to impact. For every metric, slice results by social identity where appropriate (and keep participation voluntary and anonymized).

Remember that progress under JEDI is iterative, not instantaneous. Companies are encouraged to focus on a few high-priority areas at a time, building consistency and then depth. Scale expectations as your company grows: start simple, and deepen over time as systems mature and feedback strengthens.

JEDI1: Measuring Data and Feedback

The first step toward equity is clarity. JEDI1 focuses on helping companies understand the composition and experiences of their workforce, so the actions taken under JEDI2 are guided by insight rather than assumption. Progress here is measured not by how much data you collect, but by how meaningfully you use it to illuminate disparities and inform change.

At its core, JEDI1 is about representation and reflection. Companies gather demographic data and worker feedback to identify inequities across identity groups, uncover systemic patterns, and create a foundation for equitable decision-making. The goal is to move from “what we think we know” to “what the data shows.”

Key metrics to track

Use the following indicators to gauge whether your listening systems are inclusive, consistent, and producing actionable insight:

1. Frequency of JEDI-focused discussions or surveys. This metric measures how often worker voice is sought through listening sessions or inclusion surveys, and whether results are shared back with employees. Log all JEDI-related sessions and surveys and count occurrences per year.
2. Participation rate in voluntary surveys. High participation signals trust. This metric evaluates how confident employees feel that their data will be used responsibly. A participation rate above 70% typically reflects confidence in anonymity and purpose. Track using your Human Resources Information System (HRIS) or survey platform analytics, and calculate participation as total respondents divided by total eligible employees.
3. Number of identity dimensions measured. This metric tracks the number of social identities your company gathers and reports on (e.g., gender, race/ethnicity, disability, age, or sexual orientation). Audit your demographic survey fields annually and expand over time based on stakeholder feedback and local legal guidelines. Note: At Year 3, Large-XXL companies must add one additional social identity beyond gender/sex-at-birth, chosen via stakeholder feedback.
4. Percentage of key workforce metrics disaggregated by identity. This metric evaluates how extensively identity data is applied to workforce reporting. Use HR analytics or DEI dashboards to calculate the share of key metrics (e.g., hiring, promotion, pay, and turnover) that are broken down by at least one identity variable. The goal is to ensure equity analysis is embedded in every major people metric, not siloed to one dataset.
5. Data refresh cadence. Record how often demographic and inclusion data are reviewed or updated (e.g., annually, biannually, quarterly) to maintain relevance and accountability. Track the time since the last dataset update or survey field refresh in your HR system or DEI tracker.
6. Leadership visibility and engagement with JEDI data. Accountability starts at the top. This metric assesses how effectively insights reach and influence senior decision-makers. Track (a) the percentage of JEDI findings formally summarized and presented to leadership and (b) the participation rate of executives or board members in JEDI data reviews. High rates indicate strong feedback loops between worker voice and executive accountability.
7. Employee perception of being heard. Include a recurring pulse question such as, “My feedback leads to meaningful change in the company.” Track shifts in sentiment over time and by demographic group. Measure responses via engagement surveys or pulse tools, and use rolling averages to monitor trends.

Scaling expectations

• Small companies (10-49 workers): focus on metrics 1 and 4 to build foundational listening systems
• Medium companies (50-249 workers): add metrics 2 and 3 to expand visibility into workforce composition
• Large-XXL companies: track metrics 5–7 to strengthen analysis, connect findings to actions, and embed leadership accountability

What good looks like

A strong JEDI1 practice combines quantitative and qualitative insight, or hard data paired with lived experience. Over time, your company should be able to clearly articulate where inequities exist, what’s changing, and how feedback informs action.

Why it matters

Listening is an act of accountability. Companies that collect and act on this data build credibility, trust, and a foundation for JEDI2’s deeper systems work. Transparent measurement transforms awareness into agency, giving employees and leaders alike the insight to rebuild systems on fairer terms.

JEDI2: Turning Insight into Action

After JEDI1 exposes where gaps exist, JEDI2 sets the stage for repair. It turns information into architecture: a written plan, clear ownership, and ongoing accountability that ensure inclusion is an operating condition. The measure of progress here is transformation: equity should ultimately become a core part of how business decisions are made, rather than an afterthought.

Cross-Cutting Accountability Metrics

Real accountability begins with the system itself. These cross-cutting metrics indicate whether your JEDI plan is resourced, reviewed, and built to evolve. These indicators apply across company sizes: smaller teams can start simple, while larger ones should formalize ownership, timelines, and reporting:

1. Existence of a written JEDI plan (Y/N). Confirm that a formal plan exists, names accountable owners, includes deadlines, and allocates resources.
2. Completion rate for required JEDI actions. Track the percentage of actions completed relative to the number required for your size category. (Required action counts vary by company size and by Year 0 vs. Years 3 & 5.)
3. % of actions with defined outcomes and baselines. Measure the share of JEDI actions that specify both a measurable baseline (e.g., current diversity ratio) and a target outcome (e.g., +10% representation).
4. On-time delivery and adaptation rate. Monitor milestone completion rates and track the percentage of actions delivered on schedule, as well as the proportion adjusted based on feedback or evaluation.
5. Cadence of review and communication. Record how frequently your plan is reviewed internally (with employees) and communicated externally (where required). Target: conduct at least one internal review per year and publish progress updates externally where applicable.
6. Connection to JEDI1 findings. Track the percentage of JEDI2 actions that directly cite or respond to insights from JEDI1 data. This is evidence that feedback informs strategy.

Why Cross-Cutting Metrics Matter. Equity can’t scale without structure. Cross-cutting metrics measure the strength of the system itself, and the scaffolding that makes every other JEDI commitment possible. A written plan, clear ownership, and regular review are what transform equity from a series of initiatives into an operating rhythm. Without this backbone, even the best intentions remain fragile. When companies track how plans evolve, who’s accountable, and whether actions tie back to data, they build the discipline that sustains long-term progress.

Foundation Metrics (JEDI2.a-2.e)

Every system of equity starts at the top. Foundation actions place inclusion squarely within governance, policy, and leadership behavior, where lasting change begins. These metrics help evaluate whether equity principles are embedded in how your company leads, decides, and holds itself accountable.

JEDI2.a: Public Commitment

A public commitment signals intention and accountability. Track whether your company’s JEDI statement is visible, current, and endorsed by leadership:

• Publication status (Y/N) and last updated date
• Percentage of employees who can locate or have read the statement
• Frequency of leadership communications referencing JEDI commitments

JEDI2.b: Leadership Capacity

Equity depends on capable, informed leadership. Measure how equipped your executives, board, HR, and managers are to model inclusive behavior:

• Percentage of leaders completing at least one full day of JEDI training annually (over time, focus should shift from completion to retention and behavioral integration)
• Change in confidence or knowledge (via pre- and post-training survey)
• Evidence of applied learning, such as updated policies, adjusted decisions, or restructured reviews within 90 days

JEDI2.c: Policy Review Through a JEDI Lens

Policies shape daily experience. Evaluate how many have been reviewed and revised to reflect equity principles (as systems mature, expect the number of policies requiring revision to decrease as equity principles become embedded in standard policy development):

• Number or percentage of company policies reviewed (target ≥5)
• Average time from review to implementation
• Share of updates prompted by JEDI1 findings or worker feedback

JEDI2.d: Leadership Reflects Community Diversity

Representation at the top drives representation throughout. Track whether leadership composition mirrors your broader community:

• Representation parity ratio across three chosen social identities
• Year-over-year progress toward parity

JEDI2.e: Third-Party Equity Audit

Independent audits test whether good intentions hold up under scrutiny. Assess whether your company has completed and acted on a third-party equity audit:

• Audit completion (Y/N) and scope (e.g., workers, communications, products)
• Percentage of findings addressed within 12 months (Over time, fewer new findings and faster resolution rates signal that equity risks are being prevented upstream, not repeatedly remediated)
• Publication status of a public summary (Y/N)

Why Foundation Metrics Matter. Leadership defines the tone, pace, and credibility of change. Foundation metrics test whether equity is reflected in the highest levels of decision-making: how leaders communicate, what they prioritize, and who sits at the table. When governance and policy are shaped by inclusive principles, equity becomes part of how power is exercised, not a promise made from its margins.

Within-the-Workplace Metrics (JEDI2.f-2.l)

Equity is tested in the everyday: how people are hired, developed, supported, and heard. These metrics focus on the lived experience of employees, ensuring that inclusion is woven into daily systems, not left to culture alone.

JEDI2.f: Employee Resource and Affinity Groups

Employee resource groups (ERGs) and affinity networks give underrepresented voices structure, visibility, and influence. Track how effectively these groups are supported and integrated into decision-making:

• Number of active ERGs (target ≥2 representing different identities)
• Participation rates by identity group
• Budget or paid time allocated for ERG activity
• Percentage of ERG recommendations adopted within a defined timeframe

JEDI2.g: Inclusive Hiring

Hiring is one of the clearest mirrors of a company’s equity practices. Measure how consistently inclusion shows up across each stage of your talent pipeline:

• Percentage of roles using structured interviews and calibrated rubrics
• Number of job descriptions reviewed for inclusive language
• Percentage of unnecessary credit or background checks removed (as inclusive hiring practices become standard, the number of policy removals should stabilize)
• Diversity ratios at the top of the funnel, pass-through rates by stage, and offer acceptance rates

JEDI2.h: Mentorship and Sponsorship

Mentorship and sponsorship build mobility and belonging. Track whether your programs meet the standard and deliver equitable outcomes:

• Formal program documented (Y/N); free to participants (Y/N)
• Minimum duration met (≥6 months) (Y/N) and time provided during paid hours (Y/N)
• Participation and representativeness across ≥2 underrepresented groups (compare to workforce composition)
• Promotion and retention outcomes for participants versus non-participants

JEDI2.i: Inclusive Language and Communication

Language reflects values. Evaluate how accessible and respectful internal communication is across every channel:

• Existence of an internal inclusive language guide (Y/N)
• Percentage of internal communicators or people managers trained
• Number of language or policy exceptions identified and resolved (track declining exception rates as a sign of maturity)

JEDI2.j: Workforce Representation Reflecting Community

Representation signals opportunity. Track how well your workforce reflects the demographics of your broader community and where progress is being made:

• Representation parity ratio across at least two underrepresented groups
• Year-over-year change and estimated time to reach parity

JEDI2.k: Paid Leave and Support Policies

Comprehensive, inclusive leave policies communicate care and respect. Measure the accessibility and impact of your company’s paid leave programs:

• Number and type of fully paid leave categories beyond legal minimums (e.g., gender affirmation, personal, cultural or religious, or adoption leave; target ≥3)
• Utilization rates by leave type and identity group (interpret utilization contextually: early increases may reflect greater awareness and trust, while later stabilization suggests that accessibility has become normalized)
• Post-leave retention rate compared with baseline

JEDI2.l: Accessibility of Internal Tools

Accessibility is inclusion in practice. Assess whether internal digital systems enable equal participation for all employees:

• Conformance level with Web Content Accessibility Guidelines (WCAG 2.1 AA or AAA)
• Number of manual accessibility tests completed annually (​​aim for a decreasing number of issues found per test cycle)
• Percentage of identified issues resolved within 90 days
• Feedback from employees with disabilities incorporated into testing and remediation (themes, closure rate)

Why Within-the-Workplace Metrics Matter. These metrics reveal how systems translate leadership commitments into daily reality: how people are hired, supported, promoted, and empowered to belong. They expose whether the company’s structures actually deliver on its stated values. When employees see fairness in opportunities, trust deepens, retention grows, and inclusion stops being a slogan and starts being the fabric of work life.

Beyond-the-Workplace Metrics (JEDI2.m-2.s)

Equity doesn’t end when work does. Beyond-the-Workplace metrics extend inclusion to the people and systems your business touches: customers, suppliers, and communities. These measures evaluate how justice, equity, diversity, and inclusion are embedded in your external impact through communication, procurement, design, and collective action.

JEDI2.m: Accessible Public Website

Accessibility is a universal entry point. Evaluate whether your public website is designed for everyone to participate fully:

• Company website conforms to Web Content Accessibility Guidelines (WCAG 2.1 AA or AAA) (Y/N)
• Number of issues identified and resolved through manual accessibility testing (aim for a decreasing number of issues found per test cycle)
• Feedback from users with disabilities, including themes and resolution rate

JEDI2.n: Transparent JEDI Progress Reporting

Transparency strengthens accountability and public trust. Track how consistently your company communicates its JEDI commitments and results:

• Publication of an annual JEDI progress update (Y/N)
• Days since the last public update
• Stakeholder engagement metrics such as views, reach, or survey feedback on clarity and credibility

JEDI2.o: Supplier Diversity (Local)

Procurement is one of the most powerful levers for equity. Measure how intentionally your company directs local economic opportunity to underrepresented-owned businesses:

• Percentage of local spend directed to suppliers owned by underrepresented groups (e.g., women-, BIPOC-, or disability-owned)
• Presence of a preference policy for local diverse suppliers (Y/N)
• Progress toward explicit local diverse spend targets (set % and date)
• Number of new qualified local diverse suppliers added annually

JEDI2.p: Ethical and Inclusive Communications

Language and storytelling shape public perception. Evaluate whether your company’s external messaging and use of emerging tools like AI reflect inclusivity and integrity:

• Existence of an inclusive communications and ethical AI policy (Y/N)
• Percentage of communicators, marketers, or content creators trained on that policy
• Number of identified policy exceptions or missteps resolved within a defined timeframe

JEDI2.q: Product and Service Inclusivity Assessments

Products and services are where equity meets impact. Assess how your offerings perform across lines of identity and access:

• Number of inclusivity or accessibility assessments completed annually
• Percentage of product lines or services assessed (vs. total)
• Number of access barriers or exclusionary design patterns identified (a reduction in barriers identified over time signals design maturity)

JEDI2.r: Inclusive Redesign and Innovation

Redesigning for access drives innovation. Track how product or service changes reduce exclusion and expand reach:

• Percentage of redesigns or new offerings launched in response to JEDI2.q findings (a high number indicates responsiveness; a lower number over time may signal design maturity)
• Percentage of identified barriers remediated through redesign
• Documented accessibility or usability score improvements post-redesign
• Evidence of inclusion integrated into early design or product development processes (e.g., inclusive design reviews, user testing with underrepresented groups)
• Uptake, satisfaction, or retention growth among previously underserved users

JEDI2.s: Collective Action and Systems Change

No company can achieve justice in isolation. Measure how your business contributes to industry or community-wide progress:

• Number of coalitions, partnerships, or initiatives joined
• Nature of contribution (financial, policy, technical, or community)
• Documented outcomes such as shared resources, policy influence, or measurable community impact

Why Beyond-the-Workplace Metrics Matter. These metrics capture how inclusion influences your products, partnerships, and public impact. They test whether your company’s values show up in how it serves customers, chooses suppliers, and participates in society. At this stage, JEDI becomes systemic: helping reshape markets and communities, not just teams. When businesses use their reach to remove barriers and amplify access, they move from internal progress to shared prosperity.

What Good Looks Like

Strong JEDI2 performance is visible, measurable, and adaptive. Companies document their actions, learn from results, and revise plans as they grow. Leadership reviews progress regularly, and employees see that feedback leads to change. Over time, equity becomes inseparable from how strategy is determined, how success is measured, and how value is shared.

Progress on justice, equity, diversity, and inclusion isn’t measured by perfection; it’s measured by participation. The JEDI Impact Topic creates a living feedback loop: listen deeply, act transparently, and measure honestly. B Lab’s B Impact Assessments can help you measure that progress, turning JEDI commitments into  data, accountability, and continuous improvement. As companies move from data to design and from design to shared impact, accountability becomes the architecture of lasting change.