Justice, Equity, Diversity & Inclusion (JEDI) Commitment
At Fluvio Ltd, we are committed to channelling our energy towards creating positive impacts for all — and particularly for those who are systematically disadvantaged.
As an environmental consultancy specialising in river and wetland restoration, we recognise that environmental and social outcomes are deeply interconnected. We believe that advancing Justice, Equity, Diversity and Inclusion (JEDI) is essential to delivering meaningful, lasting impact for ecosystems and communities alike.
Our Commitment
We commit to taking continuous, intentional action to advance JEDI principles across all aspects of our work. This includes fostering a safe, inclusive, and equitable workplace where all individuals feel respected, valued, and have a true sense of belonging.
We recognise that JEDI principles are grounded in fundamental labour and human rights, including:
- Freedom from discrimination
- The right to fair and decent work
- Equal opportunity and treatment.
Scope
This commitment applies to all individuals and communities affected by our operations and value chain, including:
- Our workers (employees, contractors, and collaborators)
- Our customers and clients
- Our suppliers and partners
- The wider communities connected to our projects and activities.
Accountability
Accountability for advancing this commitment sits with Fluvio’s Executive Team (its Directors). The Executive Team is responsible for:
- Embedding JEDI principles into company strategy and decision-making
- Allocating appropriate resources to support implementation
- Monitoring progress and ensuring transparency
- Leading by example and fostering a culture of accountability across the organisation.
Our Approach
We recognise that effective JEDI work requires actively incorporating diverse perspectives that reflect the contexts in which we operate.
We will consider a range of social identity factors, including (but not limited to):
- Sex
- Gender identity
- Race and ethnicity
- Age
- Citizenship
- Sexual orientation
- Differing abilities
We also acknowledge that, depending on context, other social identities may be material, including:
- Indigenous identity
- Immigration status
- Caste
- Religion
- Tribe
Measurement and Feedback
To ensure meaningful progress, we commit to:
- Measuring differences in experiences and outcomes across diverse groups, where appropriate and ethical to do so
- Collecting and analysing data related to representation, inclusion, and equity within our workforce and operations
- Gathering regular feedback from stakeholders — including workers, clients, suppliers, and communities — through surveys, engagement processes, and grievance mechanisms
- Using insights to identify gaps, address disparities, and inform continuous improvement
We will ensure that all data collection and analysis respects privacy, consent, and applicable legal standards.
Action and Continuous Improvement
We will take proactive steps to create a more diverse, equitable, and inclusive organisation, including:
- Promoting inclusive recruitment, retention, and progression practices
- Providing learning and development opportunities on JEDI topics
- Embedding equitable practices in project design and delivery
- Working with suppliers and partners who share our values, prioritising B Corps and local ethical organisations
- Creating safe channels for raising concerns and feedback (see Grievance Policy)
- Regularly reviewing policies, practices, and outcomes to drive improvement
We understand that advancing JEDI is an ongoing journey. We are committed to learning, listening, and evolving our approach over time to ensure we are contributing to a more just and inclusive society.
JEDI KPIs
- Workforce Diversity & Representation
- Percentage of employees across key diversity categories
- Percentage of leadership roles held by underrepresented groups
- Year-on-year change in workforce diversity
- Equity & Fair Treatment
- Gender and ethnicity pay gap (% difference)
- Promotion rates by demographic group
- Retention rates by demographic group
- Inclusion & Belonging
- Employee inclusion score (via annual survey)
- Percentage of employees who report feeling safe and respected at work
- Percentage of employees who feel they can raise concerns without fear of retaliation
- Recruitment & Progression
- Diversity of candidate shortlists and hires
- Percentage of roles advertised using inclusive hiring practices
- Time-to-progression across different groups
- Learning & Awareness
- Percentage of staff completing JEDI-related training annually
- Number of JEDI initiatives, workshops, or discussions held per year
- Stakeholder Engagement & Feedback
- Percentage of projects incorporating stakeholder engagement from diverse groups
- Number of stakeholder feedback inputs collected annually
- Stakeholder satisfaction scores (where applicable)
- Grievances & Accountability
- Number of JEDI-related grievances raised and resolved
- Average time to resolve grievances
- Percentage of grievances resolved within target timeframe
- Supply Chain & External Impact
- Percentage of suppliers assessed against social/JEDI criteria
- Percentage of spend with values-aligned or diverse suppliers (if tracked)
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Effective Date: 17/04/2026
Approved By: Gary Bilotta (Director) and Matt Turley (Director)
