JEDI commitment

Public policy statement · Sustainability Partner BV · Version 1.0

Why JEDI is part of our mission

Our mission is to make positive impact profitable, measurable and transparent for everyone. For us, “for everyone” also means paying attention to who gains access, who is heard, who benefits and who may be disadvantaged by decisions. JEDI is therefore not a separate human rights issue, but a way to apply our mission more consistently to people, the planet and the economy.

As a B Corp, we also want to do business as a force for good and consider interests beyond revenue or shareholder value alone. Our participation in the B Corp Community and The Shift gives us additional perspectives on inclusion, justice and societal expectations and helps us recognise blind spots.

What JEDI means to us

Justice

We consider not only equal treatment, but also whether systems, decisions or habits systematically disadvantage certain people. Where we identify such an effect, we seek to understand its cause and adjust how we work.

Equity – equal worth and fair access

Not everyone starts from the same position or needs the same support. We strive for fair access to opportunities, information, cooperation and services, and provide reasonable adjustments where necessary and feasible to enable full participation.

Diversity

We see differences in background, identity, experience, expertise, perspective and ways of thinking as a source of better decisions. We seek to avoid decisions being unnecessarily based on characteristics that are irrelevant to the substantive choice.

Inclusion

We want to create an environment where people are treated respectfully, can speak up, can participate and are taken seriously. To us, inclusion also means actively listening to perspectives that can easily become less visible in a conversation or decision-making process.

From principle to practice

In our own operations

• We treat employees, freelancers and others working on our behalf with respect and on the basis of relevant criteria for the role or assignment.
• In allocating tasks, development, remuneration/fees, cooperation and future recruitment, we avoid discriminatory criteria and make expectations as clear as possible.
• Where reasonably possible, we make adjustments to scheduling, location, digital cooperation or working methods when someone needs them to participate fully.
• We want concerns about exclusion, discrimination, harassment or unwanted behaviour to be raised without retaliation.
• When selecting freelancers, suppliers and strategic partners, we use business and impact-relevant criteria and avoid exclusion based on personal characteristics that are irrelevant to the assignment.

In our client relationships

• We treat clients and participants in our programmes respectfully and do not apply discriminatory selection or treatment practices.
• In workshops, interviews and consulting programmes, we make room for different perspectives and try to avoid only the most dominant voices determining the outcome.
• Where reasonably possible, we adapt communication and working methods so participants can follow and contribute, for example through clear language, digital participation or adjusted timing.
• When a client decision or proposed measure may have negative consequences for people or groups, we raise the issue and include it in our recommendations.
• We do not communicate about diversity or inclusion in a way that presents ambition as achieved impact without substantiation.

In our community

• Through the B Corp Community, The Shift and other relevant networks, we continue learning from societal perspectives outside our own business.
• In public communication, events, partnerships and knowledge sharing, we consider who is reached, who is visible and which groups may be unintentionally excluded.
• We share knowledge about more sustainable business in a way that remains useful for SMEs and try to make complex sustainability and impact topics understandable without losing substantive nuance.
• Where collective action is relevant, we welcome cooperation with parties contributing to a fairer, more inclusive and sustainable economy.

WHAT WE DO NOT TOLERATE

Discrimination, intimidation, bullying, humiliation, exclusion or retaliation are incompatible with this commitment. This applies whether the behaviour comes from an owner, freelancer, client, supplier, partner or another stakeholder. Personal characteristics such as origin, nationality, skin colour, sex, gender identity or expression, sexual orientation, age, disability, health, religion or beliefs, family situation or other irrelevant characteristics must not lead to unfair treatment.

Responsibility, accountability and monitoring

Formal accountability

Within Sustainability Partner, the Managing Partner bears executive responsibility and has formal ultimate accountability for this JEDI commitment. This includes approval, application, monitoring, evaluation and necessary adjustments.

The management team is responsible for applying the commitment in its everyday decisions, client work and external relationships, and for promptly bringing relevant signals to the Managing Partner’s attention.

Signals and concerns

Anyone who experiences or observes a potential problem can report it directly to the Managing Partner or through Sustainability Partner’s public contact channels (Reporting point for complaints & concerns – Sustainability Partner – Fill in form). We handle such reports carefully, seek a proportionate solution and tolerate no retaliation against anyone raising a concern in good faith.

Review and adjustment

At least annually, the management team and Managing Partner review whether this commitment still fits our operations and whether signals from our own cooperation, clients or community call for adjustments. We also do so between reviews following a material incident, a relevant change in the team or business model, or when stakeholder feedback reveals a clear blind spot.

The review may take account of relevant signals from our stakeholder mapping, the B Corp Community, The Shift, client feedback and cooperation with partners. Given our small scale, we choose proportionate, privacy-conscious monitoring and do not collect sensitive personal data.

Approved by: Dennis Duinslaeger, Managing Partner