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B Corp JEDI in Practice: How Ask-Olivia Supports Inclusive, Equitable Workplaces
Justice, Equity, Diversity and Inclusion (JEDI) are core to the B Corp movement - but they are also some of the hardest principles to translate from policy into lived experience.
Many organisations have well-intentioned DEI strategies, inclusive language guides and employee resource groups. What is often missing is practical, day-to-day support that helps employees navigate real situations involving power dynamics, difference and psychological safety.
Ask-Olivia, an AI communication coach, helps bridge this gap by embedding JEDI principles into everyday workplace interactions. Below, we explore how Ask-Olivia supports key JEDI standards in practice.
Employee Resource Groups (ERGs) and affinity groups play a vital role in creating belonging and amplifying under-represented voices. However, participation is often uneven and emotional labour can fall disproportionately on a small number of individuals.
How Ask-Olivia helps:
Provides a confidential, psychologically safe space for employees to reflect before raising sensitive topics in ERGs or with leadership.
Supports employees in articulating lived experience clearly and constructively, especially where confidence or power dynamics may be a barrier.
Reduces pressure on ERG leaders by helping individuals self-support between meetings and initiatives.
JEDI impact:
Ask-Olivia lowers the friction to participation, making ERGs more accessible, sustainable and inclusive - particularly for employees who may be hesitant to speak up in group settings.
Access to sponsorship and mentorship is a key driver of equitable career progression, yet informal networks often determine who benefits most.
How Ask-Olivia helps:
Supports employees in preparing for mentorship and sponsorship conversations, including how to ask for support, feedback or development opportunities.
Provides coaching-style guidance on navigating career conversations, confidence challenges and workplace dynamics.
Scales developmental support across the organisation, ensuring access is not limited by role, background or manager capability.
JEDI impact:
By democratising access to communication and self-advocacy support, Ask-Olivia helps level the playing field for career development and progression.
Inclusive language policies are essential, but they are most effective when employees know how to apply them in real situations.
How Ask-Olivia helps:
Enables employees to ask practical questions such as:
o “How can I give feedback in a more inclusive way?”
o “How do I raise this issue without sounding confrontational?”
Reinforces respectful, inclusive communication habits through real-time guidance rather than one-off training.
JEDI impact:
Inclusive language becomes a lived practice rather than a static document, strengthening everyday respect, clarity and psychological safety.
Ask-Olivia does not replace ERGs, mentorship programmes or inclusive language frameworks. Instead, it acts as a practical enabler, supporting employees in the moments where inclusion, equity and justice are most tested.
By embedding reflection, empathy and clarity into daily work, Ask-Olivia helps organisations move from intention to impact - strengthening JEDI outcomes in ways that are measurable, sustainable and human-centred.
To learn more about how Ask-Olivia can support your journey toward meeting B Corp standards, read our blogs about Fair Work and Societal Impact.
Ask-Olivia supports organisations in advancing JEDI practices but does not replace formal DEI strategies, governance or B Lab assessment processes.
Yes. Ask-Olivia provides a confidential, psychologically safe space for reflection and preparation. It is not a performance monitoring or surveillance tool.
Yes. Ask-Olivia is particularly helpful for employees navigating confidence challenges, hierarchy or under-representation. It provides a psychologically safe space to reflect, prepare and communicate effectively.
Ask-Olivia helps level the playing field by supporting employees to prepare for mentorship, sponsorship and career conversations. It democratises access to coaching-style guidance, regardless of role, background or manager capability.
