Our Journey on Justice, Equity, Diversity, and Inclusion

Pitfall #1: Inconsistent application of JEDI work internally and externally. What we have learned: To build a strong intersectional foundation, JEDI work needs to be interwoven with strategy. HR policies, training, and clear documentation are needed to support internal and external JEDI work.

Pitfall #2: Myopically focusing only on increasing diversity. What we have learned: We need strong policies and procedures to ensure a diverse staff are supported, with justice, equity and inclusion all prioritised equally.

Pitfall #3: Providing much of the content and training in English. What we have learned: Accessibility and understanding terminology are very important to getting to a “shared language” around JEDI. At a global organisation, training materials and events need to be multilingual and terms need to be translated early on in the JEDI journey, so that everyone has the same understanding.

Pitfall #4: Rolling out JEDI training to all staff at the same time. What we have learned: Management needs intensive training up front to be able to actually hear staff concerns and understand how to address them. The learning curve is steep and this needs to be accounted for.

Pitfall #5: Relying on consultants to provide training. What we have learned: JEDI work is a deep investment, and relying entirely on consultants can be limiting. It is worth hiring staff who can support an organisation throughout it’s JEDI journey, to provide consistency and help build trust.

Pitfall #6: Rapid growth and/or expansion geographically. What we have learned: Part of JEDI work is providing a stable and safe place for staff. Rapid growth and sudden cutbacks can affect trust. Ensure there are strong financial systems and governance systems in place before growth.

Pitfall #7: Letting a fear of failure hold you back. What we have learned: We need to embrace vulnerability and flexibility as we undertake a new journey. There is no clear roadmap for this work, it means experimenting with things and seeing what works.

Pitfall #8: Approaching JEDI from a singular geographic perspective, and then trying to apply the same formula to other countries. What we have learned: Each country and culture is unique, and has its own JEDI language and lens. Each one needs to work to a broad basic framework, but then adapt it further to customise their own JEDI procedures. For example, racial dynamics might be the biggest part of US equity work, but be less relevant in other parts of the world.

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