What’s the difference between JEDI and DEI?

DEI is an acronym that stands for Diversity, Equity, and Inclusion. These are three of the cornerstones for creating structural balance and equity.

JEDI stands for Justice, Equity, Diversity, and Inclusion. The addition of the concept of justice acknowledges the need to repair the harm that has already been done and develop just approaches to service and conflict.

Why is Justice, Equity, Diversity, and Inclusion such a big deal these days?

Justice, Equity, Diversity, and Inclusion (JEDI) are concepts that form the basis of a stable, thriving, and healthy community. As companies and communities recognize the way that who we are (our identities and beliefs) impacts how we interpret, interact with, and–when we have power–help us to construct the world and the systems we use to manage a society, there is growing recognition that paying attention to who is and has been included and who is and has been excluded from decision-making will help our organizations, businesses, and communities to heal, grow, and excel. Doing JEDI work means that you are committing to eliminating disparities that prevent people from accessing resources, goods, and services, and to constructing systems, processes, and mindsets that are affirming, responsive, and encouraging. 

How do I decide what I need?

First, you should make sure that you’re getting input from people at multiple levels in your organization. Second, you should take a look at THIS FABULOUS GUIDE from Equity in the Center. Go through the questions to help you find the answer.

If that doesn’t help, or if you’d like to take a more interactive approach, you can schedule a free 30 minute consultation with us to get a better sense of what you might need, or what may be the best path forward given your organization’s situation.


How do I choose a consultant?

This is a great question! Like any other service provider–from choosing a medical doctor to a fitness trainer to a therapist, selecting a consultant is not a “one-size fits all” decision. Different consultants use different approaches and can offer extremely diverse services or supports. Interviewing consultants to find the right fit is important, but knowing your organization’s culture is even more critical.

Here are a few helpful articles that may guide you in your process:

How long does organizational transformation take?

The answer is: it depends.

You can’t stop everything you are doing to focus on any single aspect of your work, including JEDI, but recognizing that time and resource constraints may impact the pace of the work is important. So, too, is it important to dedicate time and resources to ongoing efforts to meet your JEDI transformation goals.

In addition to resources, consider how much time your team will spend working on your JEDI plan on a weekly or monthly basis? How will this initiative be received by staff, stakeholders and board? Will it be an easy lift, or will your JEDI plan require some preparation and education for stakeholders who are unaware or uneasy? Making sure everyone is on board and knows where you are headed is a factor in success and efficiency.

Many companies have peak times for production or services that can result in pulling back a bit from the organizational transformation process. Employee turnover and unexpected emergencies (COVID-19, anyone?) can change your timeline. This is totally normal!

At Intentional Evolution Consulting, LLC, we work with clients to evaluate a number of factors such as the ones above to develop a ballpark timeline and be realistic about how you will embed JEDI in your organization.

What’s the difference between training and organizational transformation?

Training is about transfer of knowledge and potential practice and application of a set of skills. It is more about providing information and reflecting on how the information has influenced your or will influence you moving forward. It can be learning a new way to interrupt a microaggression when you see it, or learning how racial identity development works and influences interracial relationships. Training focuses on shifting practice, level-setting understanding, and developing new lenses.

Organizational transformation is about shifting practice, but is also about shifting structures, operations, and systems toward more equitable and inclusive ways of knowing, being, doing, and conceptualizing the world and the work you do. Organizational Transformation is intensive and iterative and requires assessment and effort at every level.

Why should we do this?

Every organization and institution will come to this work for their own reasons– internal requests, responding to a particular incident, curiosity, or external pressure. Regardless of the reason, your organization will find benefits in potentially unexpected ways.

Justice, Equity, Diversity, and Inclusion (JEDI) work has been linked to worker satisfaction, improved performance, and innovation to name a few benefits.

Check out these articles for more on the benefits of JEDI work.

How much will this cost?

As consulting work is tailored to the organization’s needs, there is no set answer.

SCHEDULE YOUR 30 MINUTE CONSULTATION to get a better sense of what your organization should plan to budget for your work.

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