Justice, Equity, Diversity and Inclusion (JEDI) Commitment Statement

This statement sets out what Justice, Equity, Diversity and Inclusion means at Paradigm Norton, how it shapes the way we work, and the  responsibilities we all share in creating a fair, respectful and inclusive business. It also reflects our wider commitment, as an employee-owned and B Corp certified organisation, to consider the impact of our decisions on our people, clients, suppliers, communities and wider society.

Our business and our impact

At Paradigm Norton, our purpose is to help people live the lives they want, with  confidence and clarity about their future because we believe that our strapline “Money matters, but life matters more” applies to us as well as our clients. The decisions we make, the services we provide and the relationships we build shape our impact on our partners, clients, suppliers, communities and wider society.

Supported by our employee-ownership journey and B Corp certification, we believe everyone should be treated  with dignity, fairness and respect. We recognise that people experience the world differently, and that visible and invisible barriers can affect access to opportunities, progression, representation, inclusion and a sense of belonging.

We are committed to creating a workplace and a business where people feel valued as individuals, different perspectives are welcomed, and opportunities are fair and accessible. We believe that embracing diversity and fostering inclusion strengthens our business, enhances the service we provide to clients, supports better decision-making and helps us create a more positive impact through the work we do.

What JEDI means to us

Justice, Equity, Diversity and Inclusion are principles that guide how we work, make decisions and build relationships.

For us, justice means seeking to understand and address the structural, cultural and practical barriers that may disadvantage individuals or groups. Equity means recognising that people may need different support or adjustments to have fair access to opportunity. Diversity means valuing a wide range of backgrounds, identities, experiences and perspectives. Inclusion means creating an environment where people feel respected, supported, heard and able to contribute fully as themselves.

We recognise that building a truly inclusive organisation is an ongoing journey rather than a destination. We will not always get everything right, but we are committed to approaching this work with openness, curiosity, humility and a willingness to learn and improve.

Our commitment

We are committed to embedding JEDI principles throughout our business, so they are reflected in the decisions we make, the way we work, the services we provide, and the relationships we build every day.

In practice, this means creating fair and accessible opportunities for our people, promoting inclusive practices, and ensuring that our policies, processes, systems, communications, events and ways of working support fairness, accessibility and belonging.

We recognise that meaningful progress requires more than good intentions. We will seek to understand where barriers may exist in our structures, systems, policies, practices and culture, and take practical steps to address them.

We will continue to listen to different experiences and perspectives, seek feedback, review our progress and use what we learn to shape our priorities and actions. Where appropriate, we will support this work with clear actions, ownership and measures that help us understand whether we are making a meaningful
difference.

We are also committed to applying the principles of the Thinking Environment in the way we meet, listen and make decisions. This means creating intentional space for all voices to be heard, practising generative listening, encouraging equality of contribution and listening without judgement. By doing this, we strengthen psychological safety, enable richer thinking, reduce the risk of dominant voices shaping outcomes too heavily, and support more thoughtful, inclusive and balanced decisions.

We seek to build a relationship-driven culture, rather than one shaped by hierarchy, status or job title. Our approach to regular one-to-ones supports this by creating dedicated space for honest conversation, mutual understanding, feedback, coaching and support. When these conversations are approached with curiosity, care and consistency, they help people feel known, heard and valued, strengthen trust across the business, and reinforce our commitment to equality of voice in everyday working relationships.

We are committed to creating an environment where people feel safe to contribute, speak up, share ideas and be themselves. This includes taking reasonable steps to remove barriers, making adjustments where appropriate, and continually considering how we can improve accessibility across our workplace, communications, services, client experience and community activities.

We also commit to maintaining a culture where discrimination, harassment, bullying, victimisation and exclusionary behaviour have no place, and where everyone is expected to treat others with dignity, respect and professionalism.

Above all, we want Paradigm Norton to be a place where people feel they belong, differences are valued, and everyone can thrive and reach their potential.

Accountability

To make this commitment meaningful, it needs to be reflected not only in our words, but in our everyday behaviours, decisions, relationships and business planning. Creating a just, equitable, diverse and inclusive organisation is a shared responsibility, shaped by the everyday choices, behaviours and decisions of everyone at Paradigm Norton.

Our Leadership Team is responsible for championing this commitment and ensuring that it is reflected within our strategy, culture, policies, governance and decision-making. Managers are expected to lead inclusively and role model behaviours that contribute to a respectful and supportive working environment.

We will continue to listen to our people, clients and wider community, review our  progress periodically and evolve our approach as we learn more about the experiences of those connected to our business. This commitment will sit alongside our wider business strategy, culture work and impact goals, including our responsibilities as a B Corp.

Approval

This statement has been reviewed and approved by the Leadership Team and reflects Paradigm Norton’s ongoing commitment to Justice, Equity, Diversity and Inclusion across our business, client relationships, supplier partnerships, communities and wider impact.

Signed on behalf of the Leadership Team.

Philippa Hann – CEO

Judith Thorne – People Director

If you would like to see a copy of our JEDI Commitment Statement please email